Promoting Gender Equality Through Policy

This assignment delves into the crucial topic of gender equality by examining various policy instruments designed to achieve it. It analyzes a range of tools and techniques used in shaping policies that promote gender equity, including mainstreaming, legislation, and public awareness campaigns. The document highlights the importance of incorporating a gender perspective into policy development and implementation across different sectors.

Gender Mainstreaming at Compassionate Fund 1
POSITION PAPER ON GENDER MAINSTREAMING AT COMPASSIONATE FUND
By Name
Course
Instructor
Institution
Location
Date

Gender Mainstreaming at Compassionate Fund 2
1.0 Executive Summary
The aim of the position paper is support the issue of gender mainstreaming at
compassionate fund. It will look at the gender audit carried out and focus group discussions so
that issues can be identified. These documents bring out different issues concerning gender. The
Compassionate Fund is Anon-governmental organization, which helps people globally through
donations. They do long term community projects that help in poverty eradication and lead to
self-sufficiency. The organization implemented a gender policy a while back and has made
significant progress in implementing the same. There are however, a number of issues as shown
through the gender audit and focus group discussion that need to be addressed. The organization
has an aim of ensuring that gender mainstreaming happens at its offices and in the communities
where it works. The position paper therefore looks at the issues form the audit and focus groups
and then gives a recommendation of tools and techniques, which can be used to solve these
issues. The tools and techniques are aimed to help Compassionate Fund sort each of the issues
that have been raised during the gender audit and the focus group discussions. Each of the issues
raised need to be solved if the company is to achieve the gender equity that it is aiming for.
Monitoring and evaluation will also need to be done so that the company ensures it is on the right
path. This will help Compassionate Fund on its path to being fully gender mainstreamed.

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Table of Contents
1.0 Executive Summary..............................................................................................................2
2.0 Situation analysis of the Compassion Fund...............................................................................4
2.2 Issues to be Addressed as per Gender Audit Survey.............................................................4
2.2.1 Program Planning and Design.........................................................................................4
2.2.2 Technical Expertise.........................................................................................................4
2.2.3 Monitoring and Evaluation..............................................................................................4
2.2.4 Partners of Compassion Fund..........................................................................................4
2.2.5 Gender Policy..................................................................................................................5
2.2.6 Staffing............................................................................................................................5
2.2.7 Human Resources............................................................................................................5
2.2.8 Advocacy, Marketing and Communication.....................................................................5
2.2.9 Financial Resources.........................................................................................................6
2.2.10 Organizational Culture...................................................................................................6
2.2.11 Significant Differences for Men and Women...............................................................6
2.2.12 National Office vs. Field Office....................................................................................6
2.3 Issues to be Addressed as per Focus Group Data..................................................................6
2.3.1 Gender Policy and Implementation.................................................................................6
2.3.2 Technical Capacity..........................................................................................................7
2.3.3 Staff and Community Awareness....................................................................................7
2.3.4 Cultural Challenges and Resistance................................................................................8
2.3.5 Financial Budgets for Gender..........................................................................................8
2.3.6 Human Resources............................................................................................................8
2.3.7 Program Needs................................................................................................................9
3.0 Recommended Actions..............................................................................................................9
3.1 Tools for Gender Mainstreaming...........................................................................................9
3.1.1 Analytical Tools..............................................................................................................9
3.1.2 Educational Tools..........................................................................................................10
3.1.3 Consultative and Participatory Tools............................................................................11
3.2 Techniques for Gender Mainstreaming................................................................................12
3.2.1 Gender Equality and HR Policy........................................................................................12

Gender Mainstreaming at Compassionate Fund 4
3.2.2 Partner Involvement..........................................................................................................12
3.2.3 Advocacy and Marketing..................................................................................................13
3.2.4 Funding for Gender Activities..........................................................................................13
3.2.5 National Office vs. Field Mainstreaming..........................................................................13
4.0 Conclusion...............................................................................................................................14
5.0 References................................................................................................................................15
6.0 Annexure 1-Summary and Fact Sheets on Recommended Tools and Techniques.................18
7.0 Annexure 2 – Key Definitions of Terms Used........................................................................20

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Position Paper on Gender Mainstreaming at Compassionate Fund
2.0 Situation analysis of the Compassion Fund
The Gender Audit Survey and Focus Group Data highlighted various issues that need to be
addressed so that gender mainstreaming can be achieved (Alston 2014).
2.2 Issues to be Addressed as per Gender Audit Survey
2.2.1 Program Planning and Design
According to the research done, there is no proper needs assessment when it comes to
program planning and design at Compassion Fund. Due to this, the gender requirements that may
be needed during planning cannot be determined (Velroo 2016, pp. 34).
2.2.2 Technical Expertise
The staff responsible for gender integration in different departments did not really carry
out sensitization as required. The staff also had minimal expertise for gender awareness.
2.2.3 Monitoring and Evaluation
The study shows that there is no data collection for disaggregated data that can be later
used in monitoring and evaluation of the gender issues (Parpart 2014, pp. 300). Monitoring and
evaluation of gender impact on programs is also not done adequately.
2.2.4 Partners of Compassion Fund
The interviewees felt that they had insufficient information concerning whether gender
equity was used as a criteria in the selection of partners for Compassion Fund. They also did not
know if the gender policy included in its written agreements that outlined Compassion Fund’s
relationships with its partners. The provision of training and tools on gender planning to partners
was also not clarified to those who were interviewed hence they lacked information on the same.

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The major obstacle to incorporating gender analysis with partners was the lack of staff training,
staffing levels, culture and lack of a tool for gender analysis (Kholsa 2015, pp.65).
2.2.5 Gender Policy
Most Interviewees were not aware of any written gender policy, which affirmed
Compassion Find’s commitment to gender equity (Moser 2014, pp.121). The view was that the
gender policy did not have an operational plan that includes a clear responsibility allocation, and
a plan for monitoring and evaluation.
2.2.6 Staffing
Interviewees feel that the increase of representation of women in Compassion Fund’s
national office for the past five years has been moderate. There are really no major proactive
strategies that the company has put in place to recruit and promote women or men into senior
management positions.
2.2.7 Human Resources
There is lack of awareness on an existing written equal opportunity policy. Many staffs
are not aware about paternity policies or childcare and dependent care leave policy. Gender
awareness is not included in job descriptions or job perfomance criteria. The training of staff in
gender awareness is minimal. Training of senior management and board members on
institutionalizing gender integration is also minimal (Basini 2013, pp.77). There are no rewards
in relation to good perfomance in the field of gender in Compassion Fund’s national office.
2.2.8 Advocacy, Marketing and Communication
Most interviews lacked knowledge on whether advocacy, public relations policies and
campaigns were informed using a gender equity perspective hence showing that this was either

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not done or done minimally. Advocacy policies and plans seem also not to be influenced and
advised by women organizations, networks or gender experts (Cresswell 2016, pp. 200).
2.2.9 Financial Resources
As per responses, financial resources are not allocated for the implementation of gender
policy at all organizational levels.
2.2.10 Organizational Culture
Interviewees felt that there was gender stereotyping and this was not adequately
countered and addressed by the individual staff members in the national office. This led to
females feeling uneasy around men, especially when promoted (Callerstig 2014, pp.188).
2.2.11 Significant Differences for Men and Women
There was no staff responsibility assignment for gender integration in various
departments. Staffs have not been given adequate training in gender planning and analysis.
2.2.12 National Office vs. Field Office
In the field, the culture of the national office places greater emphasis on the way males
work and less emphasis on how females work. Staff also said that the meetings held in the
national office and field were dominated by the male staff.
2.3 Issues to be Addressed as per Focus Group Data
2.3.1 Gender Policy and Implementation
The focus groups analysed gender policy and implementation at Compassion Fund and
highlighted one of the issues as being non-contextualization of the gender policy. There also
needs to be more emphasis and communication on the gender policy so that it is embraced by all

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employees (Beveridge & Velluti 2013, pp.76). The staffs at Compassion Fund also need
education on prioritizing the gender policy and understanding the kind of impact it has on their
work. The organization’s mission is to work with the poor and excluded so that poverty and
injustice is eradicated and this should be used in promotion of gender policy activities within the
company. As much as the organization has a gender policy in place, it seems that implementation
is very slow hence; they need to ‘walk the talk.’
2.3.2 Technical Capacity
In the analysis of Compassion Fund’s technical capacity, it was apparent that more
training is needed so that women are empowered to be able to take risks. Gender training
workshops also need to be put in place so that the whole organization is educated on gender
mainstreaming and its importance (Beneria, Berik & Floro 2015, pp.75). At the field level,
gender is not well incorporated well hence; there should be more capacity building. Teamwork
should also be enhanced so that there is better gender integration and cooperation, such that no
person feels that they have been sidelined.
2.3.3 Staff and Community Awareness
Communication on gender issues at the organization needs to be improved. Gender
education should be inclusive of all employees at all levels. Another emphasis needs to be made
that gender mainstreaming is about both men and women (Waylen 2014, pp. 212). There is a
notion that it is only about women. Awareness about gender issues should occur at both
organization and community level through better information sharing.

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2.3.4 Cultural Challenges and Resistance
There are a number of cultural challenges where Compassion Funds Operates. The
communities around see men as superior and they have not come to accept public speaking and
group speaking from women. This greatly poses a challenge when women are expected to work
in the field and speak to communities. Men also seem to be challenged by gender discussions in
the organization and they therefore feel threatened especially when women are promoted on the
job. This has led to female managers being uncomfortable around male counterparts (Pilcher &
Whelehan 2016, pp. 109). Sometimes men feel that women have been promoted due to their
gender rather than their hard work.
2.3.5 Financial Budgets for Gender
Gender activities at Compassion Fund lack financial resources. The allotted gender
budget seems to be very little and therefore cannot support gender activities that the organization
may want to implement. Staffs are not including gender activities in their programs and are not
taking responsibility for resources allocated to them for gender activities. The money set aside
for gender activities is not properly monitored as required.
2.3.6 Human Resources
The company has a promotion system that is unfair and this has led staff to believe that
unfair promotion is taking place at Compassion Fund. Staffs are also not being informed when
new human resource policies are put in place. A number of policies and procedures that concern
human resources are also not clear (Arora-Jonsson 2014, pp. 45). There is also a lack of
understanding of organizational structure. Staff are also being transferred into new positions
without others being informed hence leading to some people feeling that they have been

Gender Mainstreaming at Compassionate Fund 10
sidelined. The staffs also need to understand the importance of all organizational positions and
how they are related to one another.
2.3.7 Program Needs
Gender is not included in some program guidelines. There are also major gaps in program
design, monitoring and evaluation. There also needs to be appropriate guidelines on how
Compassion Fund works with its partners (Cornwall & Rivas 2015, pp. 97). As the programs are
being implemented, gender disaggregated data needs to be collected.
3.0 Recommended Actions
3.1 Tools for Gender Mainstreaming
3.1.1 Analytical Tools
Compassion Fund can use tools, which will deliver the necessary information needed for
developing gender policies, and those that will be used in the policy process. Statistics can be
used by the organization to make decisions concerning gender both at the community level and
in the organization. Once the organization gets this data, they will be able to come up with the
relevant policies that will ensure gender mainstreaming. One of the issues was that in the
community, there is insufficient education and stereotyping and such statistics can be used to
develop policies that will ensure gender mainstreaming in the community and at the work place
(Scholten, Collen & Petrovik 2017, pp.300).
Surveys should also be constantly done by Compassion Fund. This will assist
Compassion Fund to be able to track their progress on whether the policies set on gender
mainstreaming are working. This can be used as a basis of coming up with improvement efforts
on gender mainstreaming.

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The organization should also have checklists, guidelines and terms of reference. These
tools will help put gender mainstreaming into practice for Compassion Fund. Checklists will
explain to everyone what gender mainstreaming entails, set goals for the same and describe the
actions that the organization intends to take. Guidelines and terms of reference will be used by
Compassion Fund to guide management on the framework for developing gender mainstreaming.
The company can also carry out gender impact assessment. This will allow the company
to screen their gender policy proposal to assess the impact on men and women. It will assist to
determine whether the needs of men and women have been taken into account by the gender
policy (Newman 2014, pp. 98). This will help Compassionate Fund to know the real impact of its
gender policy and whether it is suitable or needs to be adjusted to fit both gender needs.
Monitoring of the gender policies also needs to take place. It can be done in the form of
regular meetings, research for follow up or special studies. Gender experts can be involved in
monitoring and evaluation to make sure that the policies being implemented by Compassionate
fund actually work.
3.1.2 Educational Tools
Education tools are about raising awareness and transferring knowledge. Awareness
rising will show how the current values influence the development of stereotypes. It also
stimulates sensitivity in people to issues concerning gender. Training will enable people to detect
gender issues and take gender into account whenever they are working or out in the community.
Training and awareness training will have to be implemented both in the organization and at
community level (Wadud 2013, pp.73).
Compassion Fund can come up with awareness raising and training courses. Courses
should begin at the highest organizational level and go all the way to lower levels. All staff must

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have knowledge on gender issues through the course. Community leaders should also go through
this and they will later teach and enlighten their communities. Training should be done at all
organizational levels and in the community with regards to gender issues and how there should
be equity and inclusivity.
Follow up action must be taken once the awareness raising courses and training have
taken place (Prugl & True 2014, pp.143). Supportive post-training should be done by the
organization in form of having mentors, having monthly meetings or regular tasks being done
and observed.
Gender experts can be engaged by Compassionate Fund. They will be very useful
especially once the training has taken place. They can be attached to different departments and at
the field to act as guides on gender issues. They can be used for a certain period before the
trained people get a foothold on how to handle gender issues.
Written material like handbooks, manuals and leaflets can be used by Compassionate
Fund as a way of bringing about gender mainstreaming. These materials will enlighten people on
gender issues and will act as a constant reminder people. It will be of great help especially in the
field and will assist to reduce the stereotyping that women face in the society where
Compassionate fund operates.
3.1.3 Consultative and Participatory Tools
Gender mainstreaming mainly aims to bring about democracy in gender issues hence
should involve all stakeholders that are affected either directly or indirectly. These decisions
must therefore involve all genders and reflect equity. One of the methods that can be used by
Compassionate fund is having steering committees (Rao et al 2015, pp. 100). The committee

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must be made up of different stakeholders and the company must make sure that it is a
collaborative process. Those involved will share information and their experiences and come up
with concepts that can be developed by Compassionate Fund to ensure that there is gender
mainstreaming as required.
Compassionate Fund must ensure that decision-making is made by both genders. One of
the issues that were highlighted by the focus groups and survey is that meetings were mainly
dominated by men. These needs to change and the company must equally involve females so that
decisions are made by both genders. This will enable females feel to stop feeling inferior.
The company can also have conferences and seminars targeted to the community in
which they operate and to the employees (Levtov et al 2014, pp.81). This will create a deeper
understanding of gender mainstreaming and why it is very important in all aspects of life.
3.2 Techniques for Gender Mainstreaming
3.2.1 Gender Equality and HR Policy
The current gender equality policy must be revised so that it becomes specific to gender
needs. Equal opportunities must be provided especially when it comes to promotion in the
workplace. The company must have a clear policy of how employees are promoted on merit and
this should be shared with employees. Issues that relate to paternity and maternity leave and
children must be clearly communicated to staff through these policies. The company must ensure
that all employees are trained on gender issues and they must put up measures of monitoring and
evaluating to ensure that whatever has been put in place is working for the good of everyone
(Karim & Beardsley 2013, pp.76). Field employees must ensure that whatever they are taught
concerning gender mainstreaming is passed on to the communities where they work.

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3.2.2 Partner Involvement
Compassion Fund must involve all its partners in gender equality issues. Any agreements
that are signed must reflect gender equality. The company should also communicate its stand on
gender mainstreaming to partners and encourage them to take similar stands. Any activities that
will involve employees of the organization and partners must reflect gender mainstreaming and
there should be no discrimination whatsoever.
3.2.3 Advocacy and Marketing
In advocacy and marketing, the activities of Compassionate Fund have to reflect gender
mainstreaming. These messages must be communicated when the organization is carrying out its
marketing and advocacy activities (Lindberg, Lindgren & Packendorf 2014, pp.190). The
company needs to come up with regulations on how marketing and advocacy activities will be
done in a manner that includes all genders and does not discriminate in any way.
3.2.4 Funding for Gender Activities
Funding for gender activities has to be given a priority at Compassionate Fund. As the
organization is doing its annual budget, gender activities must be included and funds allocated.
This will help to carry out important tasks that will lead the organization to successfully
implement gender mainstreaming within the company and in the communities where it works.
3.2.5 National Office vs. Field Mainstreaming
Compassionate Fund needs to streamline gender issues in all its offices. This must be
reflected in the employee composition and during recruitment; more female employees should be
hired as currently the organization hires more male employees (Rai 2013, pp.49). Meetings and
other activities must reflect gender equity and should be carried out equally by both men and

Gender Mainstreaming at Compassionate Fund 15
women. The positions held in these offices must be a reflection that the company is at the
forefront of implementing gender mainstreaming.
4.0 Conclusion
Gender mainstreaming is an important concept that needs to be implemented by all
organizations. Gender issues have been contentious since time immemorial. Women have mostly
been sidelined both in communities and in work places. Roles have mainly preserved for men.
Things have however been changing with organizations like Compassion Fund taking gender
issues more seriously. The company took the right direction in carrying out a gender audit and
having focus groups to analyse its current gender situation. The issues that have been raised can
be well addressed using the various tools and techniques that have been suggested. This will help
the company to implement gender mainstreaming in a successful manner.

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5.0 References
Allwood, G. (2013) Gender mainstreaming and policy coherence for development: Unintended
gender consequences and EU policy. In Women's Studies International Forum (Vol. 39, pp. 42-
52). Pergamon.
Alston, M., (2014) Gender mainstreaming and climate change. In Women's Studies International
Forum (Vol. 47, pp. 287-294). Pergamon.
Arora-Jonsson, S. (2014) Forty years of gender research and environmental policy: Where do we
stand? In Women's Studies International Forum (Vol. 47, pp. 295-308). Pergamon.
Basini, H.S. (2013) Gender mainstreaming unraveled: The case of DDRR in
Liberia. International Interactions, 39(4), pp.535-557.
Benería, L., Berik, G. and Floro, M. (2015) Gender, development and globalization: economics
as if all people mattered. Routledge.
Beveridge, F. and Velluti, S. (2013). Gender and the OMC: Conclusions and Prospects. Gender
and the Open Method of Coordination: Perspectives on Law, Governance and Equality in the
EU, p.191.
Callerstig, A.C. (2014) Making equality work: Ambiguities, conflicts and change agents in the
implementation of equality policies in public sector organisations (Doctoral dissertation,
Linköping University Electronic Press).
Cornwall, A. and Rivas, A.M. (2015) From ‘gender equality and ‘women’s empowerment’to
global justice: reclaiming a transformative agenda for gender and development. Third World
Quarterly, 36(2), pp.396-415.

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Cresswell, T. (2016) Gendered mobilities. Routledge.
Karim, S. and Beardsley, K. (2013) Female peacekeepers and gender balancing token gestures or
informed policymaking? International Interactions, 39(4), pp.461-488.
Khosla, R. (2015) Addressing Gender Concerns in India’ s Urban Renewal Mission (No. id:
7450).
Levtov, R.G., Barker, G., Contreras-Urbina, M., Heilman, B. and Verma, R. (2014) Pathways to
gender-equitable men: Findings from the international men and gender equality survey in eight
countries. Men and Masculinities, 17(5), pp.467-501.
Lindberg, M., Lindgren, M. and Packendorff, J. (2014) Quadruple Helix as a way to bridge the
gender gap in entrepreneurship: the case of an innovation system project in the Baltic Sea
region. Journal of the Knowledge Economy, 5(1), pp.94-113.
Moser, C. (2014) Gender planning and development: Revisiting, deconstructing and
reflecting. DPU-Associates Working Paper, DPU, London.
Newman, C. (2014) Time to address gender discrimination and inequality in the health
workforce. Human resources for health, 12(1), p.25.
Parpart, J.L. (2014) Exploring the transformative potential of gender mainstreaming in
international development institutions. Journal of International Development, 26(3), pp.382-395.
Pilcher, J. and Whelehan, I. (2016) Key concepts in gender studies. NY, Sage.
Prügl, E. and True, J. (2014). Equality means business? Governing gender through transnational
public-private partnerships. Review of International Political Economy, 21(6), pp.1137-1169.

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Rai, S.M. (2013) The gender politics of development: essays in hope and despair. London, Zed
Books Ltd.
Rao, A., Sandler, J., Kelleher, D. and Miller, C. (2015). Gender at Work: Theory and Practice
for 21st Century Organizations. NY, Routledge.
Scholten, P., Collett, E. and Petrovic, M. (2017) Mainstreaming migrant Integration? A critical
analysis of a new trend in integration governance. International Review of Administrative
Sciences, 83(2), pp.283-302.
Verloo, M.M.T. (2016) Mainstreaming gender equality in Europe: a critical frame analysis.
Wadud, A. (2013) Inside the gender Jihad: women's reform in Islam. NY, oneworld
Publications.
Waylen, G. (2014) Informal institutions, institutional change, and gender equality. Political
Research Quarterly, 67(1), pp.212-223.

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6.0 Annexure 1-Summary and Fact Sheets on Recommended Tools and Techniques

Gender Mainstreaming at Compassionate Fund 20

Gender Mainstreaming at Compassionate Fund 21
7.0 Annexure 2 – Key Definitions of Terms Used
Gender Mainstreaming – Ensuring that females and males are included in roles and activities
within communities and at workplaces
Gender Equity – Fairness to ensure equal opportunities for males and females