Want to make interactive content? It’s easy in Genially!

Over 30 million people build interactive content in Genially.

Check out what others have designed:

GRETA THUNBERG

Horizontal infographics

FIRE FIGHTER

Horizontal infographics

STEVE JOBS

Horizontal infographics

ONE MINUTE ON THE INTERNET

Horizontal infographics

SITTING BULL

Horizontal infographics

Transcript

Gender analysis

Gender-responsive project design

Project identification

Project implementation

MEAL

The three pillars of gender-responsive project design

Intervention logic and budgeting

Gender Analysis

+Info

+Info

connect the activities, output, outcomes, and objectives of a project – to determine the extent to which gender equality objectives are incorporated into decisions about resource allocation.

based on the old adage that “what gets measured gets done,” meaning it is vital to define a gender- sensitive approach to MEAL in a project’s design.

to gather context-specific information and data tounderpin effective intervention approaches that prioritize gender equality.

Intervention Logic Building

MEAL

Three Pillars of Gender-sensitive project design

Project identification

Project implementation

Gender Mainstreaming

Is it safe for all stakeholders to share their interests and needs? How can we make it safer?

What are the different needs of different groups of women, men, girls, boys, and people with other gender identities?

If gender equality is not the highest priority for stakeholders, where does it rank?

Are we asking questions about the situation of women, men, girls, boys, and people with other identities to all stakeholders?

Which stakeholders actively support, are blind to, or oppose gender equality?

How can we share information so that it best reaches women, men, and people with other gender identities from different groups by considering their literacy, the media platforms they use, and their social networks?

Who can access information about our project?

How do we plan for stakeholder engagement to ensure that women, men, and people with other gender identities can participate? For example, are spaces for engagement safe, what language should be used, and do childcare arrangements exist?

How does our engagement affect relations among stakeholders? Is there any risk that women, men, and people of other gender identities will face (greater)?

Representativeness

How are we defining stakeholders or key leaders? Does this definition exclude certain groups?

Do stakeholders represent the interests of diverse women, men, girls, boys, and people with other gender identities?

Who speaks and to whom are we listening?

What power dynamics exist among stakeholders? Is this power dependent on gender or other factors? How?

Who has the time and resources (e.g., financial means, transportation, care giving support, internet connectivity, language skills, information, networks, etc.) to participate in consultations?

How can we ensure a gender balance and the adequate representation of organizations with gender expertise, including traditionally marginalized groups? Do we need to provide additional support so that they can participate?

Who speaks for women, men, girls, boys, and people with other gender identities who are not organized or cannot access decision-makers?

Which stakeholders can positively or negatively influence gender equality outcomes?

1

Use different types of sources

Update your analysis, as contexts are constantly changing, and gender roles, norms, and relations vary over time and place

Use sex-disaggregated data to inform your analysis

Include people who are different from you

Beware of stereotypes

Collect information from men and women from different groups

Examine and be aware of your own biases

2

3

4

5

To conduct a gender analysis based on facts, not bias, you must:

6

7

Revisit key questions and ask new questions

  • HR policies
  • Use of support functions (e.g., gender advisors, gender focal points)
  • Complaints mechanisms
  • Codes of conduct

  • Career development for men/women
  • Education and training on gender
  • Diverse recruitment
  • Formulation and interpretation of mandates

  • Data collection and analysis (sex disaggregated) within the organization
  • Gender sensitive reporting and benchmarking
  • Monitoring and evaluation with a gender perspective
  • Internal communication on commitment to gender equality

  • Interaction with external stakeholders (men/women)
  • Representation of male and female personnel in all functions and at all levels
  • Liaising with women's organizations

  • Reporting with a gender perspective
  • Preventing and responding to (conflict related) sexual and gender-based violence
  • Preventing and reporting sexual exploitation and abuse (SEA)
  • External communication on commitment to gender equality

  • Data collection and analysis (sex disaggregated) on the operational context
  • Adapting to different security needs
  • Integrating a gender perspective in operational planning/project design

Ability

Ethnicity

Class

Gender Identity

Education

Language

Sexual Orientation

Spirituality

Geography

Race

Culture

Income

Nationality

Gender Expression

Age

Marital Status

Citizenship Status

Religion

SCORE 1: SIGNIFICANT

SCORE 2: PRINCIPAL

SCORE 0: NOT TARGET

Gender Mainstreaming

Sex

Gender Sensitive

Intersectionality

Gender

Gender Stereotypes