Gender training why

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TRAINING FOR CHANGE-Experiential sharing on
gender training
Dr.Neelavalli Ph.D InitiativesWomen In
Development 2107, 13th Main Road, Anna Nagar,
Chennai-600 040 iwid_at_vsnl.net
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Prerequisites for Change

• Social space to critique the existing system
• Conceptualizing to reflect on the existing and
  develop alternative vision
• Identifying Strategies

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CHANGE PRESUPPOSES
FROM
TO
LIBERAL SOCIETY
FEUDAL SOCIETY
SOCIALIST SOCIETY
CAPITALIST SOCIETY
GANDHIAN SOCIETY
PATRIARCHY
?
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SOCIO,ECONOMIC POLITICAL POWER
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EDUCATION
FREE FROM EXPLOITATION
FREE FROM DISCRIMINATIONS CASTE, RACE
ECONOMIC RIGHT
CONTROL OVER BODY SEXUALITY
RIGHT TO INFORMATION
RIGHT TO INFORMATION
FREEDOM FROM CAPITALIST PATRIACHY
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Multi-facet of Gender training
Conscientization
Policy Advocacy
Gender training
Concept building
Strengthening Peoples movement
Re-construction of - self, institutions systems
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IWID ACTIVITIES
Gender Training

• Net-working campaigns

Research
Women Empowerment
Posters Book-lets
Gender Integrated Organisational Development
Documentation service
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Gender training why?

• to question the present dominant development
  paradigm that is male oriented ignoring women
• questioning the socialization process
• has the potential to transform peoples
  perception of themselves and their communities.
• Gender training is crucial in the implementation
  of gender policy
• seeks to stimulate recognition and respect for
  womens own knowledge

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Gender training - For whom

• all women group, all men group and mixed
• NGO heads, NGO second line workers, grass roots
  level animators and mass movement leaders.
• for police officials
• judicial officers
• Various government department officers
• college lecturers and students

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Types of gender training

• Issue based training
• Gender sensitization processes for men
•  Capacity building, skill and perspective
  building
•      Need based training (Intra NGO training)
• Gender integrated organizational development.

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Issue Specific Gender Trainings

• Issue specific training will comprise modules on
  gender and violence, gender and economic
  development, gender and sexuality, gender and
  health, gender and globalization, gender and
  leadership, gender and media within a context of
  globalization with class, caste and gender
  perspective

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Gender Sensitization programs for men

•          Enabling participants to reflect and
  analyse the different forms of gender
  subordination they have experienced in their own
  lives.
•          Providing clarity on the root causes of
  gender subordination with special emphasis to the
  system of Patriarchy and how it affects both men
  and women.
•          Working to involve more committed men
  and officials in gender advocacy and building
  their skills

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Capacity, skills and perspective building of
gender facilitators

• to enhance the conceptual understanding,
  analytical skills and sensitivity to a range of
  class, caste and gender issues and to the
  changing socio-economic and political dynamics
• The program provides skills and insights into
  feminist training principles and methodologies.

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Strengthening of the trained gender facilitators

• It ensures the sustainability of IWIDs work and
  ideology since there is a transfer of perspective
  as well as training skills
• a forum of Gender Facilitators (GEFF) was
  initiated by IWID

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Need based Training

• these programs are conducted on invitation by an
  NGO or group of NGOs for their staff and
  constituencies
• themes on which this program will be undertaken
  as they are purely demand based, IWID will
  integrate aspects of the present economic and
  communal context

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Gender Integration and Organisation Development

• IWID believes, a deeper level dent in the
  organisations vision, policies, activities,
  structure, decision making process, planning,
  monitoring and evaluation system, can occur
  through a long term intervention process

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Objectives of GIOD process

•       Strengthening NGO staff (men and women)
  perspective on Gender and Development.
• ?   Strengthening the institutional capacity to
  formulate organisational policies, program and
  structure from a gender perspective.
• ?  To promote womens leadership and skills in
  planning the development program.
• Creating space and opportunities for women in
  organisations and outside to gain knowledge and
  to be empowered.

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Phases of the process

• I - Diagnostic phase
• II - Perspective phase
• III - Program Analysis Phase
• IV Organisational Development - Review
  Reformulation Phase
• V Follow -up

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Diagnostic Phase

• assessing, analysing and identifying the needs of
  the organizations vision, objectives,
  activities, systems, structure and policies from
  a Gender perspective

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Perspective Building phase

• analysing reflecting on the status of men and
  women in the society, and identifying the cause
  and roots causes for the problem

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Program Analysis phase

• analysing the programmes/activities
  appropriateness in the context of the vision of
  the organization from a gender perspective,
  identifying practical and strategic gender
  interests and reformulation of the activities

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Review and reformulation phase

•  Identifying the gap in the vision, structure,
  policies, system from a gender perspective.
•    Evolving a staff policy. Setting a culture /
  values for the organization collectively.
• Strategizing and formulating action plans for
  the organization - vision, structure system,
  policy, and culture

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Outcome of the process

•         
• Perspective clarity on issues
• Enhancing the number of women in NGOs at various
  levels
•   Developing women leadership
• Promoting participatory style of leadership and
  decision making within the organization
• Facilitating appropriate understanding of roles
  and responsibilities of staff
•   Evolving a planning, monitoring and evaluation
  system.

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Outcome of the process

• Developing a system of documentation
• Sustaining the gender balance in the staff team
  and the board
• Achieving an organization culture of self
  criticism, self reflection and review
• Building movements to assert women's rights
• Increasing the quality participation and
  involvement of men and women in addressing
  development issues.

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Lessons learnt in the GI OD process

• consent from the organization to undergo this
  process doesnt ensure their preparedness and we
  have to work for it.
• This is not a linear process.
• Sometimes, restructuring the organization to
  share the responsibilities with women staff also
  will be subverted by others to overburden them.
• Covert and subvert attempts by other male staff
  to subdue women to be constantly monitored.

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• Cooperation from coordination agency is
  necessary.
• Action plans to be designed bilaterally.
• Staffs are not a homogenous group hence each
  group to be addressed according to its needs.
• Facilitators need to be flexible and adaptable to
  the situations.
• They should be sensitive to the context and
  culture of the region.
• Diagnosis is a continuous and parallel process.
• Strict division of phases is not possible and
  various phases of the process overlaps.