The ABC of Gender Mainstreaming in a Project

DEFINITION: Gender mainstreaming means integrating a gender equality perspective at all stages and levels of policies, programmes and projects. The conditions and needs of men and women differ from communities, ethnic groups, religion, age and so many other factors. These conditions include unequal access to and control over power, resources, human rights and institutions, including the justice system.

It should be noted that counting the number of women and men that participate in a program does not entirely mean that that gender has been mainstreamed

WHY GENDER MAINSTREAMING?

• It enables you to effectively take into consideration the differences between men and women when designing, implementing and evaluating policies, programmes and projects, so that they benefit both women and men and do not increase inequality but enhance gender equality.

• Gender mainstreaming aims to solve –sometimes hidden- gender inequalities. It is therefore a tool for achieving gender equality.

Five Principles of Gender Mainstreaming

1. Gender-sensitive language

• Texts referring to or addressing both women and men must make women and men equally visible. E.g instead of manpower, say human resource. This applies to, amongst others, forms, documents, telephone directories, texts on the intranet and the internet, advertising for events, folders, posters and films.

• Attention must also be paid to a gender-sensitive choice of images when preparing public relations material.

2. Gender-specific data collection and analysis

• Data must be collected, analysed and presented by gender. Social dimensions, such as age, ethnicity, income and level of education should also be reflected where possible.

• Gender-specific analysis of the initial situation must provide the basis for all decisions.

3. Equal access to and utilisation of services

Services and products must be assessed as to their different effects on women and men. It is important to identify:

• Who uses the services (women or men or both)?

• Who are the clients (women or men or both)?

• Who are the target groups?

• Do women and men have different needs?

• Are the different circumstances of women and men taken into account when planning and designing services?

• Have all target groups access to the same sources of information?

• Who benefits most?

• Which group would suffer most if they could not use the services offered?

• Are the offices providing the service structurally gendered and barrier free, (i.e. the waiting areas, lighting, access without steps, signage)?

4. Women and men are equally involved in decision making

• There are binding targets for a balanced gender ratio at all levels of decision making.

• Measures and strategies geared towards a balanced gender ratio must be taken at all levels of decision making.

• This is also important when appointing working groups, project teams, commissions and advisory boards, as well as when organising events, e.g. when selecting speakers.

• Workplaces must be structurally gendered and barrier free where possible (e.g. gendered signage, sufficient lighting, avoiding potentially frightening situations as in poorly accessible basement archives, access without steps, social rooms for different occupations).

5. Equal treatment is integrated into steering processes

• Steering instruments include quality management and gender budgeting, amongst others. It is important to note that:

• Paying attention to the different circumstances of women and men enhances

1. 1. 1. the success rate,

      2. effectiveness and

      3. maximum utilisation of staff and funds.

• All targets related to people are defined in terms of full equality and the targets attained are therefore presented by gender.

• Controlling routine as a matter of course includes gender-specific evaluation of results and a systematic steering of the gender ratio, in other words, the development and implementation of (new and adapted) targets, strategies and measure