gender
MAINSTREAMING
G R O U P 4
WHAT
Introduction
Gender mainstreaming is a concept that originated in
the 1970s and gained prominence in the 1990s as a result
of the United Nations' efforts to promote gender
equality.
It is defined as the process of assessing the
implications for women and men of any
planned action, including legislation, policies
or programs, in all areas and at all levels.
The term "gender mainstreaming" was first used at
the 1985 Third World Conference on Women in
Nairobi, Kenya, where the concept was proposed
as a means of addressing women's marginalization
and gender inequality. It was later adopted by the
international organizations as a strategy for
achieving gender equality.
REMEMBER!
Gender mainstreaming is not equal to simply
adding women's component into an existing
activity. It goes beyond increasing womens
participation. It means bringing the;
experience knowledge interest
It may require changes in
GOALS, STRATEGIES & ACTION
ULTIMATE GOAL:
WHY?
To analyze the existing situation, with
the purpose of identifying inequalities,
and developing policies which aim to
redress these inequalities and undo
the mechanisms that caused them.
5 LEVELS OF GENDER
MAINSTREAMING
1. FOUNDATION FORMATION
2.INSTALLATION OF STRATEGIC MECHANISM
3.GAD APPLICATION
4.COMMITMENT ENHANCEMENT AND
INSTITUTIONALIZATION
5. APPLICATION AND INNOVATION
OVERVIEW OF THE
GENDER
MAINSTREAMING
ENTRY POINTS
1. POLICY
refers to the official statements and pronouncements
of support for gender mainstreaming issued by the
organization.
2. PEOPLE
refers to the relevant stakeholders who assume the
task of gender mainstreaming.
4 complementary roles:
a. sponsor
b. change agent
c. target
d. advocate
SPONSOR ROLE
The individual or group who has the power to
sanction or legitimize change.
head of organizations
CHANGE AGENT
the individual or group who is responsible for actually
making the change
THE TARGET
the individual or group who must actually change or
those who will benefit from development
THE ADVOCATE
the individual or group who wants to achieve the
change but lacks the power to sanction it
3. ENABLING MECHANISM
these constitute the structures, systems, roles and
functions of Focal Points, gender-responsive
database, networking efforts and resources
4. PROGRAM/PROJECTS &
ACTIVITIES (P/P/As)
refer to the flagship programs or activities and projects
that serve as a strategic entry point to gender
mainstreaming in an organization
12 GENDER MAINSTREAMING TOOLS
1. Gender Analysis
2. Gender Audit
3. Gender Awareness- raising
4. Gender Budgeting
5. Gender Equality Training
6. Gender Responsive Evaluation
7. Gender Impact Assessment
8. Gender Statistics Indicators
9. Gender Monitoring
10. Gender Planning
11. Gender Public Procurement
12. Gender Stakeholder Consultation
ACTION
PLANNING
Lack of gender awareness
and sensitivity training
Lack of co-ordination
CHALLENGES among the concerned
bodies
Unconscious gender
biases
1. LACK OF GENDER AWARENESS AND
SENSITIVITY TRAINING
proposed solution:
GENDER AWARENESS RAISING
Awareness raising is a process which helps to
facilitate the exchange of ideas, improve mutual
understanding and develop competencies and skills
necessary for societal change
it will increasing general sensitivity, understanding
and knowledge about gender (in)equality
to provide basic facts, evidence and
arguments on various topics relating
to gender equality to increase
awareness and knowledge about
THE PURPOSE OF GENDER gender (in)equality;
AWARENESS RAISING IS :
to mobilise communities and society as
a whole to bring about the necessary
changes in attitudes, behaviours and
beliefs about gender equality.
HOW WILL GENDER AWARENESS
RAISING WORK?
Who is the target group?
consider the socio-demographic characteristics of the target
group should be in order to develop tailored awareness-
raising initiatives
Which gender awareness-raising measures should be
used?
large-scale media
public events
community-based initiatives in a local context
printed materials
2. LACK OF CO-ORDINATION AMONG THE
CONCERNED BODIES
lack of commitment
and attention
REASON:
scarcity of financial
and material resources
SOLUTION/S:
Assess and monitor the Gender equality should be
planning and budgeting included in all project
portion of resources objectives to encourage
allocated to address the commitment of all
gender concerns/issues stakeholders.
either organization-or
client-related.
3. UNCONSCIOUS GENDER BIASES
defined as unintentional
and automatic mental
associations based on
gender, stemming from
traditions, norms, values,
culture and/or experience.
posible solutons:
Break stereotypes
Provide examples of how to change
behavior
Offer opportunities to take the
perspective of others
Nurture curiosity
REFERENCES
Department of the Interior and Local Government. (n.d). Gender
Mainstreaming at the Local Level Training/Coaches Manual. Retrieved
from file:///dilg-reports-resources-20141110_23c6cb771f.pdf
PCW GOVPH. (n.d). Gender Mainstreaming. Retrieved from
https://pcw.gov.ph/gendermainstreaming/#:~:text=There%20are%20fo
ur%20critical%20entry%20points%20to%20GAD,strategies%20that%2
0characterize%20more%20than%20one%20entry%20point.
European Institute for Gender Equality. (n.d). Gender mainstreaming.
Retrieved from https://eige.europa.eu/gender-mainstreaming?
fbclid=IwAR0J0lkmPSwfuX-
YKnUUclYUi4ACHOURhEkyr7SC_6QgCvLIHJvHgmgRag4
UNESCO.(2022). Introduction to gender mainstreaming. Retrieved from
https://bangkok.unesco.org/sites/default/files/assets/article/Education/pu
blications/GENIA2019/19_Dec_GENIA_Toolkit_10.pdf
Koffman, K., & Gino, F. (2021). Unconscious Bias Training That Works.
Retrieved from https://hbr.org/2021/09/unconscious-bias-training-that-
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