From Here to There, A Practical Guide to Gender Equality
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We all should know that
diversity makes for a rich
tapestry, and we must
understand that all the
threads of the tapestry are
equal in value.
Maya Angelou
Deborah Gardner
2015
From Here to There: A Practical Guide to Gender Equality
1 INTRODUCTION
Gender Equality is fundamental to social and economic justice. It is through
understanding the implications of gender bias that policies and services can be
developed for all people and benefit those most in need. Establishing gender equality will build
the momentum to address the longer term and more complex issues facing communities on a
daily basis.
Gender equality provides society with the opportunity to bend the arc of history towards social
justice. In-depth investigation into the status of gender can begin to address the real and
repetitive disparities between the experiences of girls, boys, men and women. Now, more than
ever, there is the possibility for transformative change in societies around the world.
2222 GGGGENDER ENDER ENDER ENDER
The term gender refers: to the economic, social and cultural attributes and opportunities
associated with being male or female. In most societies, being a man or woman is not simply a
matter of different biological and physical characteristics.
Men and women face different expectations about how they should dress, behave or work.
Relations between men and women, whether in the family, the workplace or the public sphere,
also reflect understandings of the talents, characteristics and behaviour appropriate to women
and to men.
Gender thus differs from sex in that it is social and cultural in nature rather than biological.
Gender attributes and characteristics and the roles that men and women play and the
expectations placed upon them, vary widely among societies and change over time…and they
can change in ways that can make a society more just and equitable.
~ UNFPA – United Nations Population Fund
A glossary of associated definitions is listed in Appendix 1.
From Here to There: A Practical Guide to Gender Equality
3333 GENDER AWARENESS GENDER AWARENESS GENDER AWARENESS GENDER AWARENESS
While making efforts to ensuring there is wide systemic gender equality it is important to be
aware and mindful of the implications for individual approaches towards working with gender.
Individually gender awareness can be understood as a dynamic process of framing assumptions,
knowledge and meanings from an individual's background and experience. Gender awareness
explores the complexities of individual identities based on gender as defined by the culture in
which you live.
To understand culture consider that:
���� culture is complex, dynamic, not static and therefore not always a reliable
definer/indicator of peoples beliefs and needs;
���� each individual is an intersection/combination of multiple cultural identities so
knowing one aspect of the person only gives us part of their story;
���� as a result it is impossible to know everything about every individual;
���� the most reliable approach is not to make assumptions but to solicit from individuals
the meaning and impact of culture on their beliefs and needs;
���� culture is about race, ethnicity, gender, class, religion, dis/Ability, or sexual orientation
Applied systemically, gender awareness is a set of congruent
behaviours, attitudes, and policies that come together in a system,
agency, or among professionals to work effectively towards gender
equality.
Gender awareness, leading to gender equality, acknowledges and incorporates, at all levels, the
importance of the following principles:
���� increasing inclusiveness, accessibility and equity;
���� fostering human resources that is reflective of and responsive to a diversity of
communities;
���� creating a climate where discrimination, oppressive attitudes and behaviours are not
tolerated;
���� valuing differences, including across the spectrum of gender;
���� promoting human rights and the elimination of systemic biases and barriers;
���� practicing self-awareness and self-reflection;
���� demonstrating personal responsibility and accountability.
Cultural geography can be changed. Individuals can work towards a shift in their own thinking,
actions taken and words spoken. Individuals can change organizations, communities and
ultimately the culture of their society. It begins with awareness and culminates in the social
norm of gender awareness and equality.
From Here to There: A Practical Guide to Gender Equality
4 GENDER EQUALITY AND GENDER EQUALITY AND GENDER EQUALITY AND GENDER EQUALITY AND CHANGE MANAGEMENTCHANGE MANAGEMENTCHANGE MANAGEMENTCHANGE MANAGEMENT
Organizations are organic since they are made up of people and people are creatures of habit
and like to function within their individual comfort zones. People are most comfortable with what
they know, whether learned at home, demonstrated at school or embedded in their culture.
Organizations need to be brave leaders for diversity and inclusion. Diversity is counting people
and inclusion is making people count, and this is certainly true when looking at gender. The
change within organizational culture must happen with purpose and planned with intent to
ensure gender equality becomes rooted in the culture of the organization.
The behaviour of an organization’s staff and volunteers will change in increments and will be
impacted by what is perceived as the actions and
intent of leadership. The work needs to be proactive
and involve people at the critical intersections of
development. This transparent and accountable
process will work towards real change as people and
services expand beyond personal and organizational
comfort zones again and again until the new
perimeters are established and new gender equality
behaviour is the new normal and the organizational
norm expected and accepted by staff, volunteers and
beneficiaries.
Change should be strategically planned and carefully managed. This will ensure that everyone
feels a part of the solution-based process and not simply recipients of policy changes from
management.
An organizational culture of positive change management will assist in the establishment of
gender equality into the mindset and service delivery of the organization. It is useful to identify
what resources, fiscal and human, that may be required to move the organization to one that has
the policies, procedures and services that ensure gender awareness and equality.
Clear and consistent communication is a key to the operationalization of gender equality and
inclusive policies. It is through this communication, again and again, that staff and volunteers will
begin to not only see the value, but will embrace the necessity, to have services that are
responsive to gender. A culture of shared values for services that are relevant and accessible to
all members of the community will sustain inclusive policies and behaviour.
A positive culture of change is one that encourages conversations that challenge and are
thoughtfully critical. These conversations can move organizations from the status quo to change
management and leadership.
From Here to There: A Practical Guide to Gender Equality
5555 FROM RHETORIFROM RHETORIFROM RHETORIFROM RHETORIC TO AC TO AC TO AC TO ACTIONCTIONCTIONCTION
Both individuals and organizations are at various levels of awareness, knowledge and skills along
the gender awareness continuum. Explicit processes that facilitate and support common
understanding, compliance and implementation are important to articulate and reinforce on an
ongoing basis. The following processes will assist in the establishment of a gender equality
cultural:
���� Identify systemic barriers (policy and practice)
���� Engage community of action (staff, volunteers, beneficiaries)
���� Design and implement a plan that can be scalable to resistance and resources
The initial and important question is: where is the organization on gender equality.
This question will draw the line between stated principles and actual practices, from thought to
real action and impact. It is a difficult and necessary question to candidly answer for change to
happen.
The question can open a discussion that will then lead to a number of other questions which
answers can become the road map for gender equality into the culture of the organization.
Some overarching issues to consider are, but not limited to:
���� What policies and practices are in place to encourage and enable gender equality?
���� Are all employees and volunteers aware of the policies and practices?
���� How does gender equality fit into the framework of the organization?
���� Is it a consideration through all levels and sections of the organizational framework?
���� Components of a gender equality framework should include:
•••• committed leadership;
•••• innovative, consistent and regular communication;
•••• engagement of employees, volunteers and stakeholders.
Acquiring answers to the above questions will provide the foundation for the
next step which is to complete a robust and objective gender equality audit. It is
not unlike undertaking a financial audit as it is intended to identify areas to
address with the intention to improve operational practices. There are a number of gender
equality audit tools available once these questions have been answered and the organization is
ready to commence the next step.
Examples of a gender equality audit tools and links are provided in Appendix 2.
From Here to There: A Practical Guide to Gender Equality
Once the Audit is completed the organization can begin the process of mainstreaming gender
equality. In other words, gender equality becomes
the centre of any policy, program or practice
implementation. This phrase is often used in
discussions about gender equality in organizational
culture and society.
A key component in the process of gender
mainstreaming is attaining buy-in from the various
stakeholders within the organization, the
establishment of goals with measurable outcomes
reviewed at regular cycles.
A work place that is reflective of its community is one that is rich with expertise and robust with
potential. It has men and women who have different faiths, diverse cultural backgrounds,
individual sexual orientation and varied life experiences.
Ongoing conversations, debates and practice will lead to acceptance and the establishment of
gender equality as an organizational norm. As stated before, organizations are made up of
people, all which will be impacted. Gender equality can become the standard at home and work.
From Here to There: A Practical Guide to Gender Equality
6666 A PRACTICAL A PRACTICAL A PRACTICAL A PRACTICAL WAY TO LOOK AT GENDEWAY TO LOOK AT GENDEWAY TO LOOK AT GENDEWAY TO LOOK AT GENDERRRR EQUALITYEQUALITYEQUALITYEQUALITY
This approach to gender equality uses the “Iceberg” methodology associated with the Cultural
Competency analysis of Diversity.
The idea is to consider the imagery of the iceberg; much of it is below the surface. Therefore,
most of the iceberg is unseen and by extension not acknowledged or given appropriate value.
The fate of the Titanic should be a strong warning as to the consequences of not paying attention
to the larger part of the iceberg that is submerged.
Above the waterline are the gender norms.
These are defined and prescribed by society.
Below the waterline are the diversities within a gender.
These are individual and may not be accepted by society.
Above the water line, are the accepted and understood norms of gender within the culture that
a person lives. For example, men are to be strong, masculine and assertive while women play a
more nurturing role, are submissive and have less access to decision making on issues that impact
their lives.
On the other hand, below the water line, individual perspectives, personalities and preferences
are components of gender. So, a man may authentically be sensitive, not appear to be masculine
by society’s definition and yet still identify as male. A woman will likely face challenges if she
decides not to get married or have children, asserts herself in the workplace and still consider
herself a woman. Tensions arise when the personal definition of gender and the normative
definition and placement of gender are oppositional. Until society accepts and demands the
equality of all genders, this tension will be unresolved and society will stagnate.
An additional way to view the analogy of the iceberg is that every person is their personal iceberg.
Add to this the complexity of gender along with the cultural definitions of gender, it is no wonder
it is difficult to understand and then work for equality. But work we must for a civil and just
society to emerge and remain.
From Here to There: A Practical Guide to Gender Equality
7777 AAAANOTHERNOTHERNOTHERNOTHER PERSPECTIVEPERSPECTIVEPERSPECTIVEPERSPECTIVE OFOFOFOF GENDER EQUALITYGENDER EQUALITYGENDER EQUALITYGENDER EQUALITY
“Society treats you tough – like we don’t have emotions.”
Young boy in a rural school in Jamaica
The societal and collective norm in many countries, including the Caribbean islands, is for boys
to be raised as strong, tough and not show emotions. This results in boys and young men having
to repress the parts of their selves deemed as ‘feminine’ such as showing emotion, perceived
weakness or nurturing behaviours.
Much research shows that boys often find it harder than girls to express their feelings. This starts
at an early age and as time goes by often translates into acts of repression and violence. As
Michael Kaufman, renowned expert on masculinities and co-founder of the international White
Ribbon Campaign, says: “Boys are often raised through humiliation, and often taught to repress
their emotions, causing an inability to empathise.”
When they are able to express feelings in early childhood, boys soon learn that they should not
feel them and begin the process of shutting down emotionally. A 2011 Plan International Report,
found in that in the UK just 54% of boys talked to their friends about their feelings more than
once a month, compared to over 77% cent of girls.
Another interesting example of the conflict of gender definition is in the “So What About the
Boys” video produced by the Because I Am A Girl campaign by Plan International. The link is below.
http://plan-international.org/about-plan/resources/videos/because-i-am-a-girl-so-what-about-boys
According to research, people have conscious access to about 10% of thier brain, so being aware
of bias is imperative. Bias, or an inherent preference for certain behaviours, happens at the
unconscious level and most often people reamin unaware they have them. For example, a recent
study from the University of Illinois shows that hurricanes with female names are three times more
fatal than those with male names. The researchers uncovererd that people prepared more when
the hurrican had male names believing they would be stronger and more destructive. Therefore,
they tended to evacuate when hearing it is named Hurricane Jackson rather than Hurricane
Jennifer. A tragic lesson was about this bias was learned with Hurrican Katrinia in 2005.
Discussions about gender equality are most effective when all genders, including transgender, are
participating. Girls and boys can begin to define a world in which there is fluidity between what is
accepted as gender appropriate. “Running like a girl” will mean you are running strong and fast
and being assertive as a women does not make you a “bitch”. Being “tough” will mean boys stand
up to bullying and reject violence as the means by which to resolve conflicts. Men will see nurturing
as a quality to aspire to as they engage in communication and relationships.
From Here to There: A Practical Guide to Gender Equality
8888 BENEFITS OF GENDER EBENEFITS OF GENDER EBENEFITS OF GENDER EBENEFITS OF GENDER EQUALITY QUALITY QUALITY QUALITY
It is undeniable that women participating in the
country’s economy is very important. After all, women
represent over 50% of the population, so disallowing
their participation decreases growth potential by fifty
percent. Many women provide the economic life line for
their families, which in turn contributes to the vibrancy
of their community. The vitality of communities is
consequently leveraged into the national development.
Facts support the inclusion and support of girls in
education, it is noted by a United Nations 2008 study
that an increase of only 1% in girls receiving secondary
education adds 0.3% to the country’s Gross Domestic Product (GDP). Furthermore, an extra year
of secondary education increases a young women’s potential income by 15-25%, which is not
insignificant. As a girl develops skills and confidence she can make money, become employed and
self-sufficient.
Valuing and prioritizing education for boys and girls will ensure that literacy rates are high and
increased economic progress is possible. Providing opportunities to stay in school is essential for
women’s access to full participation, not only economically but also socially which is equally
important. The full participation of men and women in society is not only right, it makes economic
sense.
On-line resources provide access to the most current reports and studies along with a wide range
of perspectives and analysis on gender equality. A list of reviewed gender equality resources is
provided in Appendix 3.
From Here to There: A Practical Guide to Gender Equality
9999 GGGGENDER EQUALITY IN ENDER EQUALITY IN ENDER EQUALITY IN ENDER EQUALITY IN JJJJAMAICAAMAICAAMAICAAMAICA
Jamaica’s national plan, Vision 2030Action Plan, has the admirable goal of achieving
developed country status by 2030. It is the platform of the Jamaican government that is directed
to the improved economic and social standards for the citizens of Jamaica.
Gender is cited in Jamaica’s Vision 2030 and Jamaica is a signatory to a number of international
agreements from the 1981 United Nations Convention on the Elimination of all forms of
Discrimination Against Women (CEDAW) to the Commonwealth Plan of Action for Gender
Equality 2005–2015.
National Policy for Gender Equality
The policies of the Jamaican government are intended to ensure gender equality in all aspects of
society so that men and women have equal access to and participation in social and economic
activities and development.
The challenge for Jamaica, as in all countries, is to move from policy to social norms and
acceptance. The Global Gender Gap Report 2014, introduced by the World Economic Forum in
2006, provides a framework for capturing the magnitude and scope of gender-based disparities
around the world. The index benchmarks national gender gaps on economic, political, education-
and health-based criteria and provides country rankings that allow for effective comparison
across regions and income groups and over time. Jamaica is positioned 52 in the world.
The full Report is available at: http://reports.weforum.org/global-gender-gap-report-2014/
There is a range of issues related to gender in Jamaica, but what distinguishes the cultural
landscape is that both men and women are significantly impacted by gender inequality. Violence
against women is a major problem as well as violence against groups of sexual minorities of all
genders (LGBT). The macho value base of Jamaican cultural norms positions men in narrow and
prescriptive roles that are not universal and often results in violence.
In terms of violence against women, the 2008 Jamaica Reproductive Health Survey reported that
from 2007 to 2008, 17% percent of women reported experience of intimate partner violence.
Physical violence was reported by 7% and forced sexual activity by 3%. Amnesty International
reported that:
Discrimination is entrenched and often exacerbated in the police and criminal justice system.
Women and adolescent girls are rarely believed by the police, so have little confidence in
reporting crimes against them. Evidence is often not sought effectively or professionally,
and witnesses are rarely protected. In court, women’s testimony is explicitly given less
weight than men’s, thereby depriving women of the right to equality before the law.
From Here to There: A Practical Guide to Gender Equality
In 1974, the Government of Jamaica established the National Machinery for Women’s Affairs
which evolved into the Bureau of Women’s Affairs (BWA). According to the Bureau, since 1995
there has been a shift to a gendered perspective, “from women and development to gender and
development”. The goal of this shift was to focus on issues relevant to both women and men.
On International Women’s Day, March 8, 2011, the Government of Jamaica launched the
National Policy for Gender Equality (NPGE). Over the course of the BWA’s existence, there have
been noteworthy benchmarks:
1979, Maternity Leave Act
1987, National Policy Statement on Women
1989, Matrimonial Causes Act
1995, Domestic Violence Act
2004, Child Care and Protection Act
2004, Property (Rights of Spouses) Act
2004, Domestic Violence Act
2005, Maintenance Act
2007, Trafficking in Persons Act
2007, Sexual Harassment Policy
2009, Sexual Offences Act
2013, Mandatory Re-integration of All School-aged Mothers into the Formal School System
Chronology adapted from Cuso International Jamaica In Country Document, 2014.
Policies and laws are foundational for social change, but cannot force it. Real change happens
when the change becomes so entrenched in cultural norms that there is little notice given to it.
In fact, over time there will be limited understanding of how things were different.
This licence plate photographed on a main street in Kingston illustrates there is still work to do
with regards to the overt sexualisation of women.
Often the signs of gender inequality are not clearly
apparent and go unnoticed. Language is critical in
the process of social change and diligent attention
should be paid to it. For example, the position title
of Chairman excludes the acknowledgement of a
woman holding the position. Some say, why does it matter?
However, if a man was referred to as a Chairwoman, it would quickly matter. Chair is the correct
and appropriate title. It can go on: you do not “man” a table, you “staff” a table, not a fireman
but a fire fighter. Language reinforces of social norms and expectations, so careful attention to it
can embed gender equality in the conversations of all.
From Here to There: A Practical Guide to Gender Equality
10101010 AAAAPPENDIXPPENDIXPPENDIXPPENDIXES ES ES ES
APPENDIX 1
GLOSSAARY of Gender Related Terms
Gender It refers to the socially given attributes, roles, activities, responsibilities
and needs connected to being male (masculine) and female (feminine) in
a given society at a given time, and as a member of a specific community
within that society. Women and men’s gender identity determines how
they are perceived and how they are expected to think and act as men
and women.
Gender Analysis The systematic gathering and examination of information on gender
differences and social relations in order to identify, understand and
redress inequities based on gender
Gender-Aware policies Policies recognizing that both women and men are actors in development
and that they are often constrained in a different way to men. Their
needs, interests and priorities may differ and at times conflict.
Gender- Blind policies Policies that fail to distinguish between women and men. Policies are
biased in favour of existing gender relations and therefore are likely to
exclude women.
Gender Discrimination The systematic, unfavourable treatment of individuals on the basis of
their gender, which denies them rights, opportunities or resources
Gender Equality Gender equality denotes parity between the sexes in terms of their life
opportunities and rights.
The governments of the world reaffirmed their commitment in 1995 to
“the equal rights and inherent human dignity of all women and men’’ in
the Beijing Declaration and Platform for Action.
Gender Equity
Gender equity denotes the equivalence in life outcomes for women and
men, taking into consideration their different needs and interests, and
requiring a redistribution of power and resources. The implementation of
gender equity activities will lead to gender equality.
Gender Mainstreaming An organizational strategy to bring a gender perspective to all aspects of
an institution’s policy and activities, through building gender capacity and
accountability
From Here to There: A Practical Guide to Gender Equality
Gender Needs Shared and prioritized needs identified by either men or women that
arise from their common experiences as a gender
Gender-Neutral policies Gender-neutral policies do not disturb existing gender relations. They
reinforce historical inequalities.
Gender Relations The social relationships between women and men. Gender relations are
simultaneously relations of co-operation, connection, and mutual
support, and of conflict, separation and competition, of difference and
inequality. They are concerned with how power is distributed between
the sexes.
Gender Violence Any act or threat that inflicts physical, sexual, or psychological harm on
an individual because of their gender.
Adapted from Cuso International Gender Equality materials
From Here to There: A Practical Guide to Gender Equality
Gender Audit Resources
www.interaction.org/resources/major-publications
www.un.org/womenwatch/directory/gender_training_90.htm
From Here to There: A Practical Guide to Gender Equality
APPENDIX 3
GENDER EQUALITY RESOURCES
www.aqoci.qc.ca/spip.php?page=ressources&recherche=gender+and+development&x=0&y=0
http://hdr.undp.org/en/content/human-development-report-2014
http://plan-international.org/about-plan/resources/publications/campaigns/because-i-am-a-
girl-so-what-about-boys/?searchterm=so%20what%20about%20boys
From Here to There: A Practical Guide to Gender Equality
Gender Equality Resources Recommended by Cuso International
United Nations for Gender Equality and the Empowerment of Women,
general site, enter topic search as required.
http://www.un.org
Millennium Development Goal #3: Promote Gender Equality and Empower
Women
http://www.un.org/millenniumgoals/pdf/MDG_FS_3_EN.pdf
United Nations Convention on the Elimination of All Forms of Discrimination
against Women (CEDAW)
http://www.un.org/womenwatch/daw/cedaw/
Half the Sky ~ Sheryl Wu Dunn
http://www.ted.com/talks/lang/en/sheryl_wudunn_our_century_s_greatest
_injustice.html
Violence and Silence ~ Jackson Katz
http://skepchick.org/2013/05/violence-and-silence-the-ted-talk-that-might-
make-every-man-a-
feminist/?utm_source=feedly&utm_medium=feed&utm_campaign=Feed:+Sk
epchick+(Skepchick)
Unlocking women's potential is key to development in many countries. This
video features national volunteers in Cameroon - local citizens who
contribute to the development of their own communities, with a particular
emphasis on girls’ education.
http://www.youtube.com/watch?v=Xa3CQXvilzQ&feature=plcp
The Association for Women’s Rights in Development (AWID):
http://www.awid.org/
Status of Women Canada
http://www.swc-cfc.gc.ca/index-eng.html
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