Analyzing Gender Mainstreaming Strategies

The provided document is a comprehensive analysis of gender mainstreaming strategies, policies, and practices. It highlights the significance of adopting gender perspectives and promoting equality in development initiatives. The assignment discusses various approaches to leadership learning and development, emphasizing the importance of critical and alternative perspectives. It also examines the role of gender in environmentalisms and transit environments, as well as its impact on corporate finance and decision-making processes.

Essay on Gender
Mainstreaming

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................1
SITUATIONAL ANALYSIS OF THE COMPASSION FUND....................................................1
Identifying and prioritising key issues addressed using the Gender Audit Survey and Focus
group ......................................................................................................................................1
Clear rationale for prioritising key issues...............................................................................3
RECCOMMENDED ACTIONS.....................................................................................................4
Recommendations for addressing key issues.........................................................................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

EXECUTIVE SUMMARY
The present position paper outlines the points as key issues in Gender Mainstreaming
which are addressed using the Gender Audit Survey and Focus group along with the rationale of
prioritizing the issues which can bring the gap between the gender. According to the Gender
Audit Survey and Focus Group Research that were conducted by Compassion Fund, there are
different issues which are identified such as Lack of staff training on gender, Lack of gender
analysis tools, Level of Staffing, National cultures etc. which causes Gender Inequality (Caglar,
2013). It largely affects the business environment due to treating unequal to each individual
irrespective of their gender. It directs them to bring some relevant changes in their existing
policies and plans so as to overcome from such issues. Position paper contains all such gender
based issues with the purpose of supporting Compassion Fund to follow the right direction in
order to achieve high sustainability. On the basis of such issues, it has been recommended to
adopt several actions and strategies with the help of using an effective techniques and tools.
Provide rewards to encourage and reinforce new behaviours for “vanguard” individuals, units or
programs, Build responsibility for gender equality into job descriptions, work places and
performance assessments etc. It suggests Compassion fund to adopt various strategies in order to
maintain equality among men and women employees at workplace. The main focus is to
eliminate the violence against the women and girls. To eliminate addressed weaknesses, there are
several strategies which are required to be adopted on the basis of four aspects such as political
will, technical will, Technical capacity, office culture and Accountability. These four aspects
determine the strategies which help in overcoming the issues addressed by Gender Audit Survey
and Focus group. These strategies includes Adopting and advocate a gender policies, Enhancing
raise of women's voice in decision-making, women's economic empowerment, Change
organisational procedures as well as enhance the strength of individual skill, Train women
managers adequately before giving responsibility, give them close supervision, Creating a
climate of open communication, Document and reward progress etc.
SITUATIONAL ANALYSIS OF THE COMPASSION FUND
Identifying and prioritising key issues addressed using the Gender Audit Survey and Focus group
Gender main-streaming is a strategy which is accepted globally for promoting gender
equality while fighting discrimination between man and woman. It considers gender perspective
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while formulating, preparing, or monitoring policies. Australian government has taken committal
steps in ensuring promotion of gender equity and eliminating discrimination by adopting a range
of social, economic, political and legal frameworks which consists of various policies,
programmes and services.
Gender Audit Survey and Focus Group Research were conducted by Compassion Fund
for identifying issues while developing strategy for gender main-streaming. Gender Audit tool
used by Compassion fund to identify the challenges and opportunities for increasing gender
equity in the organisation. It is used for creating gender action planning while sensitising the
workplace for development of gender equality. And, focus group research is conducting
organised discussions with a group of people selected to draw upon information about their
views, feelings, experiences etc. on the topic. In a focus group involve methods such as
interviewing, conducting surveys etc. of a group of people sharing common interests.
The issues or obstacles in gender main-streaming were identified by surveying the staff.
There were around 185 respondents to the survey out of which 130 were men and 70 were
women, and the key issues identified on the basis of respondent's opinions are mentioned below:
Lack of staff training on gender: In the gender audit survey this conducted by
Compassion Funds lack of staff training on gender was recognised as a key issue or obstacle by
more than half (56%) of the respondents. About 24% of women were of the opinion that the staff
was not getting training in gender planning and analysis in the national office and only 8% of
men agreed with it (Moser, 2012).
Lack of gender analysis tools: In the survey around 42% of the respondents were in
agreement that lack of gender analysis tools were an obstacle. Men around 89% and women
around 78% were in agreement that the national office projects were collecting separate
component data on gender in participation in decision making.
Level of Staffing: Levelling in staff was considered to be an obstacle by around 42% of
the respondents. About more than half of the women respondents (57%) felt that there was an
increase in the representation of men in senior managerial positions while around 44% of the
men agreed to the issue.
National cultures: Culture and environment was considered as an obstacle in
incorporating gender analysis in project planning by around 34% of the total respondents out of
which 82% were men and 71% were women.
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Lack of financial resources for gender: In the survey conducted by the Compassion
Fund about 24% out of the total respondents felt that the lack of financial resources for gender
was an obstacle in Compassion Fund.
Office culture\environment: 22% of the respondents have suggested the official culture
and environment as an obstacle. About 82% of the men and 71% of the women have agreed that
the official culture/environment were an issue in gender program or planning implementation in
the national office (Edwards and et. al., 2013).
Clear rationale for prioritising key issues
The purpose of giving prioritising to above mentioned issues due to getting more
feedbacks on these issues from the maximum number of respondents selected ion the survey
conducted by Compassion Fund. According to the staff selected to collect relevant information
about the gender integration, most of the respondents are in favour of lack of staff training on
gender which causes gender inequality. Out of the 185 respondents where 70 were women and
130 were men, 56% of the respondents thinks that lack of staff training on gender causes gender
inequality at workplace whereas 42% of the respondents have different views that lack of gender
analysis tools are the major issues as gender integration. 40% of the respondents thinks that level
of staffing brings dissatisfaction among women due to giving more priority to men. Lack of
financial resources for gender also one of the issues which arises gender inequality.
Organisational culture and working environment also affect the interest and behaviour of
employees having different gender. More women than men 8% felt that staff members in the
national office had not received any training in gender planning and analysis. Majority of the
women thinks that they get less opportunities to get involve in decision-making process due to
giving more priority to men workers. There are different issues which were addressed by
Compassion Fund among which three issues should be given as main priority to overcome in
order to support gender equality. Such three major issues are given as below:
Lack of staff training on gender: In this issue, the staff did not received suitable
training programs on the basis of their gender which brings them backwards from their rivals. It
has clearly identified from the survey in which 185 respondents has been selected out of which,
majority of the staff identified lack of staff training on gender as a major issue. In the gender
audit survey this conducted by Compassion Funds lack of staff training on gender was
recognised as a key issue or obstacle by more than half (56%) of the respondents. About 24% of
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women were of the opinion that the staff was not getting training in gender planning and analysis
in the national office and only 8% of men agreed with it. Therefore, it has been identified that
there is need to conduct training programs for its staff on the basis of gender so as to make them
people of al gender more capable and compete with each other in any work field.
Office culture\environment: In this issue, the environment or culture at workplace of
office is not suitable for providing equal rights to each staff members without any discrimination
of gender. 22% of the respondents have suggested the official culture and environment as an
obstacle. About 82% of the men and 71% of the women have agreed that the official
culture/environment were an issue in gender program or planning implementation in the national
office (Jackson, 2013). Therefore, it is defined as major issue due to spoiling culture or
environment at the office makes negative impact on people of different gender.
Level of Staffing: In such issue, the staff are not receiving suitable position according to
their skills and knowledge as the top authority discriminates on the gender while allotting
position. In the survey conducted by compassion fund, Levelling in staff was considered to be an
obstacle by around 42% of the respondents. About more than half of the women respondents
(57%) felt that there was an increase in the representation of men in senior managerial positions
while around 44% of the men agreed to the issue. It is another major issue which is essential
need to be consider as the discrimination among people of different gender has been made while
positioning them in an organisation. It restricts women to hold superior power which reduces
their participation in any programs as compared with men.
RECCOMMENDED ACTIONS
Recommendations for addressing key issues
Compassion funds has been addressed various key issues using gender audit surveys and
focus group data which are clearly mentioned as above. It has been clearly find out from the
survey that the employees in organisations of Australia faces lots of challenges and issues on the
basis of their gender due to which it required to adopt several actions to overcome such issues
causes due to different gender. Compassionate funds conduct the audit process with the help of
Inter Action's commission on the advancement of women. Inter Action's gender audit tool was
developed with an objective of using it by NGOs and Private Voluntary organisations (PVO) in
order to address the gender equality in all aspects of their operations and work. It mainly focuses
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on four different aspects of an organisation's operations which includes political will, technical
capacity, accountability and organisational culture which further described as under along with
their strategies to overcome issues.
The three issues which are prioritizing above should be overcome through implementing
various strategies described briefly as under:
Strategies to maintain balance between staff training on the basis of gender: The
main strategies which should be adopt to overcome such issue is to create awareness among
people of different gender to acquire sufficient knowledge about their rights and duties regarding
receiving training programs in order to become more capable as compared with their rivals.
Change organisational procedures as well as enhance the strength of individual skills:
It is necessary to make relevant changes in their procedure of allotment and execution of
business activities towards the employees. It is important to direct management to strength the
skills of the women workers as well as it has been identified from the survey that superior
management prefer men employees instead of women due to having an assumption that male
workers are more qualified and hard worker as compared with women employees. Thus,
development and training programs shall be conducted to women employees on regular basis so
as to make them more capable in front of men employees (Jacquot, 2015).
Train women managers adequately before giving responsibility, give them close
supervision: It has been suggested to Compassion fund to communicate with Australian
government regarding framing a policy in which training and learning programs has been
conducted especially for the women employees so as to make them more capable to perform
equal roles and responsibilities as compared with men workers. It enable them to achieve higher
position in an organisation with the support of superior management.
Orientations and workshops should be organised for staff: To promote equality in
gender at workplace, several programs shall be conducted such as workshops and orientations in
which employees of all gender should participate and sharing their ideas and opinions with
everyone. It supports mutual cooperation among them which build healthy relationship at
workplace (Loukaitou-Sideris, 2014).
Example: At Lutheran World Relief, “We decided we wanted to be best on gender
and that change permeated the organization. It’s a different consciousness. We’re more
intentional.”
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Strategies to maintain office culture or environment:
Creating a climate of open communication: It should required to develop organisational
culture by developing communication channels which gives a platform for men and women
employees to communicate and interact with each other without facing any interventions of
superior management. It encourages unity and harmony relationship among employees of both
gender which brings profitable outcome to company.
Clearly prohibit forms of dominance and subordination inhibiting full contribution:
Dominating culture will not be appreciated at workplace as it arises dissatisfaction and decrease
morale among employees as it prohibit them to give them maximum support towards
organisational goals and objectives. Therefore, the organisations must prohibit such culture and
develop friendly environment culture which supports everyone to share their ideas, thoughts etc.
with each other which encourages the relationship among both gender employees (Rai, 2013).
Document and reward progress: Documentation should be prepared which contains the
information about the performance level of employees as well as employee gender ratio so that
further actions and plans will be taken accordingly. It enable an organisation to recognise the
employees on the basis of their progresses and performance level instead of their gender and
listed them in reward list without any biasness.
Strategies to maintain level of staffing:
Show public support in speeches and written communications: It also required to
appreciate the work of employees irrespective of the gender whether men or women during
orientations and seminars so that it build confidence among employees to perform well with
mutual cooperation.
Requiring new procedures for recruiting, hiring, promoting: It has been recommended
to make changes in their existing recruiting procedures with an intention of recruiting candidates
on the basis of their qualification and knowledge instead of their gender so that both men and
women can achieve suitable position according to their skills and capabilities (Blair, Czaja and
Blair, 2013).
Institute ways to recognise progress: Every employees working in an organisation
whether male or female give their best efforts only when their organisation support them to
achieve personal as well as professional goals. For this, promotions, rewards etc. will required to
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offer to the employees on the basis of their recognition of efforts and not only through
identifying their gender.
For example: CARE/US senior management team established a joint communications strategy
to support gender equality at workplace.
Build responsibility for gender equality into job descriptions, work places and
performance assessments: The gender focal position has the role to provide adequate support
the Under Secretary General and senior managers to perform their responsibility to implement
gender main streaming in the substantive work programme. It promotes gender equality within
department and balancing the work life of employees (Eagly, 2013).
Example: World Vision Ghana developed “gender work requirements” in its personnel
performance review system, requirements that staff members set and are held accountable for.
CONCLUSION
It has been concluded from the above essay writing report that there are different issues
addressed by Compassion Fund related with gender equality. It contains accurate and reliable
information which is based on based on the data that supports an arguments towards the people.
From given essay, Gender Audit Survey and Focus Group Research were conducted by
Compassion Fund so as to identify the issues related with gender inequality so that large
organisations can able to make an effective decisions and policies to maintain healthy relations
among the workforce and contribute maximum efforts in achieving desired goals and objectives
of an organisation. Position paper contains suitable strategies for gender main-streaming. Gender
Audit is considered as an effective tool which brings sufficient information about the issues that
cause gender main-streaming. It is more helpful for creating gender action planning while
sensitising the workplace and organisation for development of gender equality. And, focus group
research is conducting organised discussions with a group of people selected to draw upon
information about their views, feelings, experiences etc. on the topic. In a focus group involve
methods such as interviewing, conducting surveys etc. of a group of people sharing common
interests. The main objective of Position paper will be achieved when the Compassion fund in
Australia put more efforts in eliminating all issues by adopting various strategies such as
Adopting and advocating a gender policy, Requiring new procedures for recruiting, hiring,
promoting, Change organisational procedures as well as enhance the strength of individual skills,
Creating a climate of open communication, Providing rewards to encourage and reinforce new
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behaviours for “vanguard” individuals, units or programs etc. in order to overcome such issues
more effectively.
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REFERENCES
Books and Journals
Caglar, G., 2013. Gender mainstreaming. Politics & Gender. 9(3). pp.336-344.
Cross, M., 2017. Gender and Politics in the Age of Letter-Writing, 1750–2000. Routledge.
Edwards, G., and et. al., 2013. Critical and alternative approaches to leadership learning and
development. Management Learning. 44(1). pp.3-10.
Henderson, F.D., 2011. The culture behind closed doors: issues of gender and race in the writers'
room. Cinema Journal. 50(2). pp.145-152.
Rai, S.M., 2013. The gender politics of development: Essays in hope and despair. Zed Books
Ltd..
Richardson, S., 2013. The Political Worlds of Women: gender and politics in nineteenth century
Britain. Routledge.
Saari, M., 2013. Promoting Gender Equality without a Gender Perspective: Problem
Representations of Equal Pay in F inland. Gender, Work & Organization. 20(1). pp.36-
55.
Seguino, S. and Were, M., 2014. Gender, development and economic growth in Sub-Saharan
Africa. Journal of African Economies. 23(suppl_1). pp.i18-i61.
Wilkins, K., 2016. Communicating gender and advocating accountability in global development.
Springer.
Moser, C. O., 2012. Gender planning and development: Theory, practice and training.
Routledge.
Huang, J. and Kisgen, D. J., 2013. Gender and corporate finance: Are male executives
overconfident relative to female executives?. Journal of Financial Economics. 108(3).
pp.822-839.
Jackson, C., 2013. Gender analysis and environmentalisms. In Social theory and the global
environment (pp. 121-157). Routledge.
Loukaitou-Sideris, A., 2014. Fear and safety in transit environments from the women’s
perspective. Security Journal. 27(2). pp.242-256.
Dezsö, C. L. and Ross, D. G., 2012. Does female representation in top management improve
firm performance? A panel data investigation. Strategic Management Journal. 33(9).
pp.1072-1089.
Blair, J., Czaja, R. F. and Blair, E. A., 2013. Designing surveys: A guide to decisions and
procedures. Sage Publications.
Jacquot, S., 2015. Transformations in EU gender equality: From emergence to dismantling.
Springer.
Eagly, A. H., 2013. Sex differences in social behavior: A social-role interpretation. Psychology
Press.
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