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Gender sensitivity word file
1. A
Seminar Report
On
GENDER INSENSTIVITY: CHALLENGES & ISSUES
Submitted To:- Submitted By:
Mrs. Vandana Madaan Shubham Sharma
(head of dept.) Bba IV- sem1421022
Tilak Raj Chadha Institute of Management & Technology
YAMUNA NAGAR -135001
2. CONTENTS
Gender insensitivity
Gender insensitization
Occupational inequalities
Problems of gender discrimination at workplace
Types of discrimination at workplace
Reason for gender inequalities
10 examples of gender insensitive you may encounter in the workplace
Need for gender neutral policy at workplace
Gender insensitive analysis
When do we need gender sensitive analysis
Guidelines for gender sensitive training
Major cause of gender biasness in India
Gender sensitive training programmes
Six ways to fix gender insensitivity at work
Conclusion
3. Gender Insensitivity
Gender insensitivity is the act of being aware of the ways people think about gender, so that
individuals rely less on assumptions about traditional and outdated views on the roles of men and
women. In language and the humanities, this is often expressed through people’s language
choice. People can choose more inclusive language that doesn’t define gender, and many new
words that are gender neutral have entered languages like English to substitute for more gender
specific terms.
For centuries, many words referring to all people were specifically masculine. Terms like “man,”
and “mankind,” which are used to describe all human beings, exclude females. While some
people argue that such terms do include women, it’s been argued that these words have a
belittling effect on women. True gender insensitivity, it is said, moves past these terms to include
all and exclude none.
It is further contended by experts that the use of such terms is by no means innocent, and they
have a negative cultural effect felt beyond the words. By making women either absent or non-
apparent in terms like “mankind,” they become worth less and society will see them as
possessing less value. This societal view in extreme forms is of detriment and corresponds
to discrimination and even, arguably, things like greater violence against women.
Gender inequality
The historical and multiple forms of inequality that persist between women and men across all
societies enable violence against women and girls to continue in both public and private settings.
This discrimination and the barriers preventing women and girls from exercising their rights,
accessing services and other opportunities, greatly increase their risks of experiencing violence.
Socially-accepted gender norms and values about what constitute acceptable behavior and
interpersonal relationships are instilled since childhood. For example, in simplified terms, in
many societies girls are raised to be more submissive and to defer to male authority, while boys
are taught to be more controlling, dominant and aggressive – also reflecting traditional gender
roles of what is expected of them later in life in terms of becoming a woman (wife and mother)
and what it means to be a man (a virile provider and protector).
How men and women are socialized and the definitions and understandings of womanhood and
manhood establish their positions of relative power and control at home and in society. These
same norms governing gender power relations influence how violence against women and girls
is viewed and tolerated in different contexts. These norms, gender biases and discriminatory
attitudes also often permeate the various sectors within government, whose public officials are
4. likely to hold many of the same views as those in the society within which they live. Addressing
gender inequality is critical across sectors responsible for delivering justice, social, health and
security services to survivors and to those responsible for the education of boys and girls.
One of the greatest challenges in ending violence against women and girls lies in unraveling how
harmful gender attitudes and roles are deeply ingrained across the fabric of societies, and
fostering values of mutual respect and equality.
Gender Insensitivity issues in India
Gender discrimination continues to be an enormous problem within Indian society. Traditional
patriarchal norms have relegated women to secondary status within the household and
workplace. This drastically affects women's health, financial status, education, and political
involvement. Women are commonly married young, quickly become mothers, and are then
burdened by stringent domestic and financial responsibilities. They are frequently malnourished
since women typically are the last member of a household to eat and the last to receive medical
attention. Additionally, only 54 percent of Indian women are literate as compared to 76 percent
of men. Women receive little schooling, and suffer from unfair and biased inheritance and
divorce laws. These laws prevent women from accumulating substantial financial assets, making
it difficult for women to establish their own security and autonomy.
In Rajasthan, all of these problems are aggravated by high levels of seasonal migration. For
many men in Rajasthan, migration is required since rural parts of Rajasthan often lack a
sufficient economy to provide income for a family year-round. Women are commonly left
behind to care and provide for the entire household. This is increasingly difficult because it is
estimated that an average woman's wage is 30 percent lower than a man's wage working in a
similar position. While these mothers work, they must also tend to domestic responsibilities. This
formula for supporting Rajasthani families leaves little resource for the growth and development
of women's rights and education levels.
A strong "son preference" exists in the region, as it does throughout the country, and high rates
of female infanticide and female feticide plague the area. In 2001, for every 1,000 males living in
Rajasthan there were only 922 women (Marthur et. al., 2004). Having sons is economically
advantageous to families due to cultural institutions; these institutions serve to drastically
devalue the roles women play in the traditional society. Women continue to struggle to achieve
equal status to men, making gender equity an issue of particular importance for Rajasthan.
5. In Rajasthan several NGOs that have hosted FSD participants are instrumental in providing
opportunities for women. These organizations help to build networks among women to create
financial self-help groups. They introduce ideas about microfinance, allowing women to
participate in management activities. Other local NGOs implement projects that export the skills
of women abroad to generate significant income. In 2006, Olen Crane, an FSD intern, helped
nearly 400 women artisans in the Udaipur area by collecting samples of their textile products and
shipping them abroad to sell to American companies. Similar projects have enormous potential
to improve the financial and social status of Rajasthani women. Organizing change at a local
level and planning participatory action will help to eliminate bias and stereotypes, and generate
awareness of the significant gender divide that exists within Indian society.
Gender sensitization
It refers to the modification of behavior by raising awareness of gender equality concerns.[1] This
can be achieved by conducting various sensitization campaigns, workshop, programs etc.
Sensitization in the domain of Humanities and Social Sciences, is seen an awareness informed
propensity or disposition which aims at changing behavior so that it is sensitive to certain issues.
Gender sensitization may be seen as "the awareness informed disposition or propensity to behave
in a manner which is sensitive to gender justice and equality issues."[1]
It is interlinked with gender empowerment.[2] Gender sensitization theories claim that
modification of the behavior of teachers and parents (etc.) towards children can have a causal
effect on gender equality.
Gender sensitizing "is about changing behavior and instilling empathy into the views that we
hold about our own and the other gender."[3]It helps people in "examining their personal attitudes
and beliefs and questioning the 'realities' they thought they know."
Occupational inequalities
Military service
Women are not allowed to have combat roles in the armed forces. According to a study carried
out on this issue, a recommendation was made that female officers be excluded from induction in
close combat arms, where chances of physical contact with the enemy are high. The study also
held that a permanent commission could not be granted to female officers since they have neither
been trained for command nor have they been given the responsibility so far.
6. Property Rights
Women have equal rights under the law to own property and receive equal inheritance rights, but
in practice, women are at a disadvantage. This is evidenced in the fact that 70% of rural land is
owned by men. Laws, such as the Married Women Property Rights Act of 1974 protect women,
but few seek legal redress. Although the Hindu Succession Act of 2005 provides equal
inheritance rights to ancestral and jointly owned property, the law is weakly enforced, especially
in Northern India.
PROBLEMS OF GENDER DISCRIMINATION AT WORKPLACE
The U.S. Equal Employment Opportunity Commission (EEOC) is the body of government that
enforces federal laws governing discrimination in the workplace. These include such aspects of
discrimination as age, sex, gender, race, color, national origin, disability, religion or genetic
information. There are several types of discrimination a woman may be a victim of in the
workplace. EEOC laws govern all types of discrimination in all types of workplace situations.
Hiring and Firing
The EEOC prohibits discriminating against women in hiring and firing practices. An example of
discrimination in hiring practices would be if an employer interviewed both a male and a female
with equal qualifications, but chose to hire the male because certain clients are more comfortable
working with a male. Additionally, if an employer must lay off several employees to cut costs,
and chooses to fire a woman who has greater seniority than a man with equal qualifications, this
would be an example of discriminatory firing practice.
Promotions and Job Classification
Employers are also prohibited by law from discriminating against women when promoting
employees or choosing job classifications. Employers may not promote one employee over
another based simply on gender. The same is true for adjusting job qualifications. Job
classifications often change as an employee takes on additional duties and extra hours. A change
in job classification will usually require a change in pay to reflect the additional duties. If an
employer is quick to change job classifications for men while allowing female employees doing
the same work to remain in a lower job classification, this is an example of discriminatory
employment practices.
7. Benefits and Pay
According to the EEOC, The Equal Pay Act of 1963 (EPA) protects both males and females
"who perform substantially equal work in the same establishment from sex-based wage
discrimination." Employers are prohibited from paying male workers at a higher rate when they
perform the same work as female coworkers. Employees of both genders are also entitled to
equal benefits.
Sexual Discrimination
The sexual discrimination portion of Title VII of the Civil Rights Act of 1964 specifically covers
both sexual harassment and pregnancy-based discrimination. Sexual harassment includes both
direct and indirect sexual advances that create a hostile work environment for employees of both
genders. Title VII also states that "pregnancy, childbirth, and related medical conditions must be
treated in the same way as other temporary illnesses or conditions.
Types of Discrimination in the Workplace.
Employment discrimination can take a number of forms, including illegal hiring and firing, on-
the-job harassment, denial of a worker's promotions or raises and unequal pay. There are a
number of federal and state statutes that protect employees from discrimination in the workplace,
including the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age
Discrimination in Employment Act of 1967.
Age
Employers may not discriminate based on an employee's age, provided that the employee is over
the legal age for employment in the state.
Gender
It is illegal to discriminate against an employee on the basis of gender.
Religion
Employers may not fire, censure, or otherwise discriminate against workers because of their
religious affiliation.
8. Disability
Federal law prohibits workplace discrimination on the basis of disability, as defined under the
Americans with Disabilities Act.
Marital Status
Marital status is a protected designation under federal law. Employers may not discriminate
against employees based on whether or not they are married.
Citizenship
Provided that employees are legally authorized to work in the United States, discrimination on
the basis of citizenship is barred by law.
Why Discrimination Is an Issue at Work
Workplace discrimination involves subjecting someone to negative treatment, different from that
of other employees, because of that person's gender, age, race or other characteristics. Certain
types of workplace discrimination are illegal. Other types not explicitly prohibited by law are
just as harmful both to the victim and to the overall health of the workplace.
Legal Proceedings
The Equal Employment Opportunity Commission, or EEOC, enforces laws against
workplace discrimination. A local Fair Employment Practice Agency will investigate a
discrimination claim. If the agency finds evidence to support the claim, the agency acts as a
mediator, attempting to reach an agreement between the victim and the discriminating party. If
this is unsuccessful, the agency may choose to initiate a federal lawsuit. Regardless of the
agency's findings, the victim may choose to file a lawsuit independently.
9. Reasonsfor genderinequalities
Lorber states that gender inequality has been historic worldwide phenomena, a human invention
and based on gender assumptions. It is linked to kinship rules rooted in cultures and gender
norms that organizes human social life, human relations, as well as promotes subordination of
women in a form of social strata. Amartya Sen highlighted the need to consider the socio-cultural
influences that promote gender inequalities In India, cultural influences favour the preference for
sons for reasons related to kinship, lineage, inheritance, identity, status, and economic security.
This preference cuts across class and caste lines, and it discriminates against girls.[67] In extreme
cases, the discrimination takes the form of honour killings where families kill daughters or
daughter in laws who fail to conform to gender expectations about marriage and
sexuality.[68]When a woman does not conform to expected gender norms she is shamed and
humiliated because it impacts both her and her family’s honor, and perhaps her ability to marry.
The causes of gender inequalities are complex, but a number of cultural factors in India can
explain how son preference, a key driver of daughter neglect, is so prevalent.
10 examples of gender bias you may encounter in the workplace
1: Unequal pay
This one is obvious, but it's a challenge to solve. Why? Because the issue of pay equity between
genders goes all the way up the flagpole to the United States government. In fact, this is often a
hot button issue during political debates. The good news is you don't have to be a part of the
issue. If you hire engineers and/or administrators, make sure you base their pay not on gender,
but on performance and experience. The moment you allow gender to play a part in pay, you
become part of the problem.
2: Interview questions
This is a subtle one. Ask yourself one simple question: Do you interview men and women
differently? Do you ask women questions like "Do you have children?" or "Do you plan on
having children?" Both of those inquiries have zero business in an interview. Questions about
family and family life should be out of bounds—and in some cases, they're illegal. Whether a
woman has or plans to have children does not affect her skills any more than it does a man's.
10. Once hired, if the issue of childbirth comes up, deal with it in the moment. Do not predicate the
hiring or firing of potential employees on the idea that they may require maternity leave.
3: Diminished responsibilities
When you're unloading boxes of servers from a truck, if a woman wants to help, let her. Don't
offhandedly say, "We got this sweetums." You might be surprised to discover that some of the
women in your department can dead lift more than the men. This is the kind of subtle gender bias
that shows employees that inequality is accepted. The same holds true with standard positional
responsibilities. If you have two equally qualified administrators, one male and one female, give
them equal responsibilities. Period.
4: Restrooms
This one, I have found, is usually far less than subtle. I've worked in a couple of IT-related gigs
where it is clear that the majority of employees are men. To find this out, all you have to do is
step foot in the restroom. I actually worked in a place where the bathrooms were so disgusting,
I'd walk down the block to use another company's facilities. First and foremost, do not let your
restroom reach this state. Second, if you do... do not expect the women to clean them! The
female admins and engineers are not your maids or your mothers.
5: Conversations
Consider how you converse with your employees. Do you speak differently to the men and the
women? If you're unsure, the next time you are addressing the entire staff, take note—or record
yourself. Then, the next time you speak with a female staff member compare how you speak to
her versus how you addressed the entire team. What is different (if anything)? If you find that
your style differs between conversations with men and with women, make adjustments. This
doesn't necessarily mean you should start speaking to everyone as if you are speaking to a man.
But if you find your style of conversation is really suited only for male company, that is what
you need to address. While in the workplace, adopt a gender-neutral style of conversation.
11. 6: Glass ceilings
Can your male and female employees climb equally high on the ladder of opportunity? If not,
why? What makes a male or female better qualified to climb higher in your company? If there is
no justifiable reason for this (and there probably isn't), remove that glass ceiling. Each employee,
regardless of gender, should have the same opportunity. All things being equal, men and women
should be able to reach as high as possible, given their skills and performance.
7: Positional bias
What makes a woman better suited to be a secretary or receptionist? Why shouldn't a man fill
that position? Why shouldn't a woman serve as your first line of security? This type of gender
bias is rampant in all types of businesses. Don't fall into the stereotype nightmare; otherwise, you
might miss out on hiring the best-suited applicant for the job. If you get a male and female
applying for the same position—be it secretary or security—hire based on who you believe can
perform best based on skills and past experience, not gender. Be open to men working in roles
traditionally filled by women and women placed in positions typically held by men.
8: Terminations
What are your reasons for terminating an employee? Have you ever fired a female employee for
asking to be treated equally? Have you ever NOT fired a male employee who was involved in
sexual harassment? The termination of employees needs to be handled without bias. If you fire
XX for A, you'd better be sure that XY would be fired for A as well. Rules and policies should
apply for both genders—across the board.
9: Outdated views
Let's face it. Society has changed a great deal over the last decade. If you're still holding onto
views that were popular in the nineties (or earlier), you are way behind. Consider this: I was once
associated with a company that required women to wear dresses and pantyhose. The men? There
was no dress code—it was assumed they would all wear khakis and button down shirts. The
notion that women should adhere to some outdated fashion standard—and similar kinds of
12. obsolete thinking—should be eradicated from the workplace. Women can be professional
without dresses and hose just as men can be professional without a tie.
10: Sexual harassment
I would be remiss if I did not mention sexual harassment with regard to gender bias. It amazes
me that this type of behavior still occurs in the workplace. There is a reason why companies have
had to implement policies regarding sexual harassment. And because IT is such a male-dominant
profession, harassment is often either overlooked or not even perceived. This is the danger zone
of gender bias. Not only can it cause serious issues with your staff, it can come back to haunt
your company legally and in the court of public opinion. There are no circumstances where
sexual harassment should be permitted.
Needfor genderneutral policy at workplace
India's economy, telecommunication, dependence on technology and many social facets are
constantly changing and hence is the relationship between men and women. Before the feminist
movement, most men and women had very different relationships from those of today. Feminism
has immensely influenced men and women relationship at workplace. The battle of the genders
still rages in the minds of many.
The super-women went out to compete in a man's world and with man's definition of success.
Men responded with anger that resulted into an ongoing tug of war between men and women.
The fallout was physical abuse, domestic violence to control women and workplace sexual
harassment. Hence, there is a need to establish a symbiotic relationship between man and woman
through gender insensitivity.
Let us understand what gender insensitivity is all about and its impact area:
The concept of gender insensitivity has been developed to reduce the barriers of personal
and economic development created by sexism
It is advisable to break the ice between the two sexes so that they get to know each other
and understand better. They should express positive feelings about their workplace and
the people around
Gender insensitivity helps to generate respect for individual irrespective of sex
It also indicates the many challenges that remain in order to close gender gaps, promote
equality in education, employment and other spheres of work and family
13. According to modern trends, men and women are equally active players in the family,
community, and national affairs. Women must be recognized as representing half of the
world's most precious resources called human beings.
Employers should commit to equal employment opportunity at workplace and
management should not distinguish people on the on the basis of sex. For all management
purposes, both men and women are gifted with the ability to work with diligence
Human Resource Managers all over should define on how to provide a welcoming and
supportive environment for women employees undergoing transition at the workplace
Managements must sensitize employees for gender insensitivity to prevent or minimize
issues connected with sexual harassment that is illegal and train employees to be more
vocal and how to say no to such advances firmly but with a smile
In India, we are witnessing increasing frequency of rape and inappropriate behavior with
women. Taking into account such incidents, the Supreme Court had bought Vishaka
guidelines on sexual harassment at workplace in 1997, and now the law has been enacted
by Parliament to deal with this menace at workplace. The enacted law is known as “The
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act
2013.” The Act is effective from December 9, 2013. The highlights of the act are as
follows:
Every women employee (both directly and indirectly employed) will be protected
under the Act
Applicable to all workplaces, units, branches, establishments, etc. of every
organization
Sexual harassment includes any one or more of the following unwelcome acts or
behavior (whether directly or by implication) namely:
Physical contact and advances; or
A demand or request for sexual favors; or
Making sexually colored remarks; or
Showing pornography; or
Any other unwelcome physical, verbal or nonverbal conduct of a sexual
nature.
All Corporate and Organizations have no option, but to set up Internal Complaints’ Committee
as stipulated in the law. The law doesn’t cover the aspect of compliant from male employee and
corporate can improve upon the existing law and provide internal complaints committee for male
employees also to register complaints on sexual harassment at workplace.
It is beyond the scope of this editorial to bring all aspects of law, this is an effort to sensitize
readers on a gender issues and understand what sexual harassment is all about. I trust gender
14. sensitization can come under the larger umbrella of “diversity initiative” of the organization. Our
efforts create a workplace that is safe for women employees to work with dignity and respect.
Gender Insensitivity and Role of Business Education
A recent survey undertaken, by International Center for Research on Women (ICRW) states,
around two in five men in India – nearly 40.7% held rigid and discriminatory gender views. This
segment believes women to be inferior. However, an individual of any gender can sexually
harass and be sexually harassed by an individual of any gender (ie male to female, female to
male, male to male, female to female). Another workplace sexual harassment survey by the
Centre for Transforming India, a non-profit organization concludes awareness levels of sexual
harassment among female employees is poor and a majority of them continue with their ordeal
for fear of professional victimization. Often, but not always, there is a power differential between
the individual engaging in sexual harassment (harasser) and the individual being harassed. Often
the harasser holds some level of authority (real or perceived) over the individual being harassed.
Organizations lose women employees disproportionately because definitions of what is right and
good in the workplace, at least in the Indian contexts are almost always based on a masculine
model.
Gender refers to the socially constructed roles and responsibilities of women and men in a given
culture or location. These roles are influenced by perceptions and expectations arising from
cultural, political, environmental, economic, social and religious factors as well as customs, law,
class, ethnicity and individual and institutional bias. Gender insensitivity encompasses the ability
to acknowledge and highlight existing gender differences, issues and inequalities and incorporate
these into strategic actions. Men and women are not created equal. They are different, and the
corporate world is now forced to embrace this reality, rather than continue to operate on the
fallacy that men and women should be treated the same. A gender sensitive workplace creates
the right condition for optimal utilization of human potential. Managers, both men and women,
must stay constantly attuned to these gender differences if they are to effectively manage across
the gender divide, for e.g.; respecting personal spaces, not crossing the line while giving a
compliment, being aware and conscious of one’s language and sense of humor etc. Globally
winning companies are the ones who acknowledge the unique gender differences, embrace the
idiosyncrasies, and create harmony in their workforce. In fact, we as a society need to learn how
to create this balance
A study conducted Caliper, a Princeton-based management consulting firm concludes, ‘Women
leaders are more assertive, possess stronger interpersonal skills (empathy, flexibility and
sociability), are persuasive, have a stronger need to get things done and are more willing to take
risks than male leaders. An article in Harvard Business Review by Zenger and Folkman states,
“…two of the traits where women out-scored men to the highest degree – taking initiative and
driving for results – have long been thought of as particularly male strengths”. Conclusions;
15. ignoring the well being of women in the workforce can be a bad business decision for India Inc. ,
discontented women employees affect the balance sheet. Sexual harassment and gender
discrimination in the workplace has serious, detrimental effects on both the employees who
experience it and the organizations in which it takes place. It is disruptive, stressful to all
involved, and often requires expensive legal and administrative solutions. Gender insensitivity
and equal opportunities is not a new fad but a necessity for organizations aspiring sustainable
growth.
Business schools aim to contribute business leaders to society. Business studies programmes are
intended to prepare students to apply their education to real world challenges, experiences and
opportunities. Research findings suggest gender attitudes and behaviors are learned and can be
changed. Self assessment inventories, psychometric tests help students explore their personal
values, perceptions and biases towards the opposite gender. Case studies, videos, live
organizational examples, group discussions, role plays, workshops can help enhance gender
insensitivity as well as highlight the implications of behaviors that are not acceptable in
organizations. Our students should be taught to focus their energy, resources and raise awareness
towards gender competence, work in synergy, and respect each other to enhance the quality of
their personal and professional lives. The answer lies in acknowledging, understanding,
respecting, and encouraging both men and women based on the proclivities of their genders. The
business schools should not only try to harness the concept of gender insensitivity by conducting
specific workshops; the concept of gender should be brought out by integrating it with the
curriculum of different subjects. One of the big challenges before the business schools todays is
how to create gender sensitive managers for the corporate.
Gender Sensitive Analysis
Gender Analysis is an integral part of Gender Mainstreaming Strategies (GEMS) which aims to
help gender concerns be addressed throughout a program cycle. Gender Analysis takes a very
important part in Conflict Analysis as well. More and more funders and international
organizations, including USAID, recognize and further require gender sensitive programming as
a mandatory requirement in peace building activities. Gender Analysis by definition is "a tool for
examining the differences between the roles that women and men play, the different levels of
power they hold, their differing needs, constraints and opportunities, and the impact of these
differences on their lives.”1 Whether or not gender is a main issue of the conflict you are dealing
with there is a growing need of “gender mainstreaming” into programs. But when and how
exactly do we conduct Gender Sensitive Analysis?
When Do We NeedGenderSensitive Analysis?
While Gender Analysis can be done anytime from the designing of a program(link is
external) to evaluation phase(link is external), please keep in mind that “a gender analysis must
16. be part of the baseline study done before or at the start of a programmed or project.”2 If you are
unsure whether your current program includes gender mainstreaming strategies, thus needs
gender analysis use a Gender Mainstreaming Checklist(link is external) which helps assess to
what extent the program has incorporated gender sensitiveness.
Guidelines for Gender Sensitive Training
1. Training course and Trainer:
The training course should aims to ensure that it will equally benefit both women and men. A
gender-sensitive program begins with the formulation of aims and objectives that are relevant to
both women and men. The training course should address needs and expectations of both women
and men. To achieve this, it is important to understand the gender roles and different needs of
women and men in the target area. It may be useful to consult the potential participants, both
women and men, and look at their background and fields of interest. Setting training objectives
that take into account the gender perspective not only addresses women’s needs, but can more
efficiently address the training topic/technical issues, thereby contributing to achieving overall
goal of the training. It is important to understand that gender sensitive training does not have to
talk about gender equality or discrimination, but is about making visible women and men’s roles
and contributions, as well as taking into account their differential needs (Gurung et. Al., 2009).
2. Trainer
The trainers and facilitators must have the understanding of the gender perspective related to the
subject matter. Whatever the topic may be, it always has a gender dimension and the trainer must
be aware of this gender dimension, e.g. how the issue affects women and men differently, how
women and men have different roles in the issue, their social factors, their different access to
resources etc. Being aware of the gender perspective can help in the design of training content
and methodologies according to different needs of women and men.
3. Training content
The content of the training should be gender sensitive. Sometimes we think that the issue is
neutral and it has same implication for both women and men. But every issue has a gender
dimension and it is necessary to discuss the issue from both women’s and men’s perspective. The
content can be made gender sensitive by giving explicit examples from both women’s and men’s
experiences and by highlighting the differences and similarities.
4. Gender sensitive facilitation and training methods
The trainers’ role is not only to provide technical knowledge, but also to create an environment
conducive to discussion and sharing of experiences. Among the participants oftentimes a few
men or women are vocal and expressive while others are shy. The trainer should try to balance
17. such situation and ensure that shy persons speak and that deviating opinions are expressed and
considered
Following are a few guidelines for gender sensitive facilitation:
a. Know and raise some gender dimensions related to the subject, and recognize and integrate
gender aspects put forward by the participants
b. Ensure that both women and men express their opinion, and listen to and respect each other’s
experiences and views
c. Create an atmosphere in which women and men feel respected, safe, and encouraged to share
their views, and to interact with women and men with diverging views
d. Often in a mixed group, women are less inclined to express their opinion, share their
experience, and ask questions, while men show more confidence in their knowledge and some
tend to present and impose their views as being the opinions of the overall group. In such cases
the trainer needs to make a special effort to help women speak up and be understood.
e. To encourage women’s active involvement in the training, the trainer may wish to select some
topics on which women have more experience or knowledge. The trainer may also directly ask
some women participants to share their experiences with the group by highlighting their findings.
By doing this you can show that you are valuing women’s experiences.
What is a gender sensitive training?
Gender sensitive training entails an understanding of existing gender relations and the obstacles
to women’s active participation in the training process. It addresses these obstacles by proposing
content that addresses both women’s and men’s interests and needs, and by adopting training and
facilitation methods that enhance women’s participation. More precisely, gender sensitive
training takes into account the needs, priorities, and expectations of both women and men while
planning, implementing and evaluating training activities in order to ensure that women and men
receive equitable benefits from the learning process.
Why gender sensitive training?
Women and men have different roles, different responsibilities, and different decision-making
power. As a result, they also have different needs and priorities that have to be taken into account
when preparing and conducting training. Gender is an issue of development effectiveness, not
just a matter of ‘doing something special for women’. Evidence demonstrates that when women
and men are relatively equal, economies tend to grow faster, the poor move quickly out of
poverty, and the wellbeing of men, women, and children is enhanced (World Bank 2001).
Gender sensitive capacity-building initiatives can contribute to poverty reduction and sustainable
18. development for improving the wellbeing of mountain communities. Gender disparities in
training programmes are usually present no matter what level is targeted including among
managers of development programmes, government representatives, and scientists, as well as at
the community level. The belief remains that women are not competent enough or not interested
in technical topics, forgetting that they play a key role in livelihood systems, natural resources
management, and in the overall maintenance of their households and communities. Traditional
beliefs, patriarchal systems, time constraints due to multiple roles, social and cultural restrictions,
and limited involvement in decision-making processes exclude women from the public sphere,
limiting their access to information and capacity building activities.
MAJOR CAUSES OF GENDER BIASNESSIN INDIA
1. Poverty:
In India of the total 30 percent people who are below poverty line, 70 percent are women.
Women’s poverty in India is directly related to the absence of economic opportunities and
autonomy, lack of access to economic resources including credit , land ownership and
inheritance, lack of access to education and support services and their minimal participation in
the decision making process. The situation of women on economic front is no better and men
still enjoy a larger share of the cake. Thus poverty stands at the root of gender discrimination in
our patriarchal society and this economic dependence on the male counterpart is itself a cause of
gender disparity.
2. Illiteracy:
Despite the notable efforts by the countries around the globe that have expanded for the basic
education , there are approximately 960 million illiterate adults of whom two thirds are women
.Educational backwardness of the girls has been the resultant cause of gender discrimination.
The disparities become more visible between male and female literacy rate, during 2001. The
literacy rates for males increased from 56% in 1981 to nearly 76% in 2001. The corresponding
change in female literacy rate from 30 to 54%. On the whole the decline on gender gap peaked in
1981 at 26.6% and was 21.7% in 2001 is less impressive. The interstate variation in literacy rate
19. for males was much lower in comparison to females. At the state level female literacy rate varies
from 35% in Bihar to 88% in Kerala In states like Arunachal Pradesh, Assam, Bihar, Jammu and
Kashmir and Rajasthan, the female literacy rate is below 50%.
The progress towards education by girls is very slow and gender disparities persist at primary,
upper primary and secondary stage of education. Girl’s account for only 43.7% of enrolment at
primary level, 40 .9 % at upper primary level, 38.6% at secondary level and 36.9% at degree and
above level. More over girl’s participation in education is still below 50% Gender differences in
enrolment are prevalent in all the state at all levels. They are not able to realize full identity and
power in all spheres of life only due to illiteracy.
3. Lack of Employment Facilities:
Women are not able to resolve the conflict between new economic and old domestic roles. In
both rural and urban India, women spend a large proportion of time on unpaid home sustaining
work. Women are not able to respond to new opportunities and shift to new occupations because
their mobility tends to be low due to intra-house hold allocation of responsibilities.
Rights and obligations within a house hold are not distributed evenly. Male ownership of assets
and conventional division of labour reduce incentives for women to undertake new activities. In
addition child bearing has clear implications for labour force participation by women. Time spent
in bearing and rearing of children often results in de-Skilling, termination of long term labour
contacts. Thus women are not being able to be economically self sufficient due to unemployment
and their economic dependence on the male counterpart is itself a cause of gender disparity.
4. Social Customs, Beliefs and Practices:
Women are not free from social customs, beliefs and practices. The traditional patrilineal joint
family system confines women’s roles mostly to the domestic sphere, allocating them to a
subordinate status, authority and power compared to men. Men are perceived as the major
providers and protectors of a family while women are perceived as playing only a supportive
role, attending to the hearth. Boys and girls are accordingly drained for different adult roles,
20. status and authority. In Indian culture since very early periods, men have dominated women as a
group and their status has been low in the family and society.
The preference for sons and disfavour towards daughter is complex phenomenon that still
persists in many places. Sons especially in the business communities are considered to be
economic, political and ritual assets where as daughters are considered to be liabilities. Thus anti
female social bias is the main cause of gender disparity in our society.
The boy receives a ceremonial welcome on his birth where as everyone is sad at the birth of a
girl child. The preference for male child is due to lower female labour participation, prevalence
of social evils like dowry and many others causes. The typical orthodox mentality is present even
in this modern era leading to sex determination tests and abortion in an illegal way.
Parents often think that teaching a girl child to manage the kitchen is more important than
sending her to school. Many feel that it is an unnecessary financial burden to send a girl child to
school as subsequently she will be married off and shifted to some other family. This orthodox
belief of parents is responsible for gender disparity.
5. Social Altitude:
Though many social activists and reformers carried their crusade against all social odds to restore
honour and dignity to women, attitudinal disparities still hunt our rural masses. Despite
pronounced social development and technological advancement, women in our society still
continue to be victims of exploitation, superstition, illiteracy and social atrocities.
The social stigma that women are housekeepers and should be confined to the four walls of the
house is perhaps a viable cause of gender disparity. They should not raise their voice regarding
their fortune for the sake of the prestige of the family. In patriarchal society a lot of weightage is
given to men.
In the health and nutritional field, male members of family are supposed to take fresh and
nutritious food in comparison to women because either they are earning members or head of the
21. family or they are supposed to be more important than female members. This type of social
attitude is conducive to create the problem of gender discrimination.
6. Lack of Awareness of Women:
Most of the women are unaware of their basic rights and capabilities. They even do not have the
understanding as to how the socio-economic and political forces affect them. They accept all
types of discriminatory practices that persist in our family and society largely due to their
ignorance and unawareness.
Article 15 of the Indian constitution states that the state shall not discriminate any citizen on the
grounds of only sex. The irony is that there still is widespread discrimination which is a form of
injustice to women. Hence at the onset of the new millennium let this generation be a historic
example by putting an end to the gender – based discriminations by unfurling the flag of gender
justice in all our action and dealings.
As Desai has stated, if women get equal opportunities like men, they can work in every field like
men. Today if she lags behind a little, it is not her fault but the fault of traditions which have
suppressed them for centuries , owing to this, her own thoughts like also hang around only
familial life and her nearest environment also does not provide favourable conditions for her
devotion in the outside work. In order to change the situation along with economic growth social
progress is also greatly required. Hence the need of the hour is to effectively combat gender
disparity as to promote gender equality by sufficiently empowering the women.
Guidelines for gender sensitive training
Gender sensitive training is not training on the gender approach and does not have to even
directly mention gender issues or talk about gender equality. Gender sensitive training aims to
ensure the equitable participation of women and men during the training process by: developing
training programmes that cater for both
Women and men’s interests ensuring that there is a sufficient number of women
Among the participants using methods that increase the active participation of
22. Both women and men, and that address different learning capacities ensuring a learning
environment suitable for both
Women and men adopting attitudes and behaviors’ that value
Differential experiences and perspectives ensuring listening and respect for each other’s
Experiences and views facilitating good communication practices in which
Misunderstandings, insults, blaming, and demands are recognized and resolved, and
participants are brought back to facts, views, values, and requests
Gender sensitive training programme
A gender-sensitive programme begins with the formulation of aims and objectives that should be
technically and environmentally sound and people-relevant, i.e., addressing participants’ needs
and expectations. To achieve this, it may be important to be aware of the gender roles or
differential needs of women and men related to the topic of the training. It may also be useful to
consult the potential participants, both women and men, and look at their background and fields
of interest. Setting training objectives that take into account the gender perspective not only
addresses women’s needs, but can more efficiently address the training topic/technical issues,
thereby contributing to achieving the overall goal of the training.
Sixways to fixgenderinsensitivityatwork
For companies, there are six concrete ways of promoting gender equality at every stage of the
hiring process and career progression:
1. Rethink job interviews. The question: “What do you think your salary should be?” should be
abolished altogether, as women consistently ask for less than men. Instead, interviewers should
provide a fair and transparent salary range and ask applicants to position themselves within it.
2. Make gender equality part of training and education. Young people should be supported in
choosing jobs that are future-oriented and promising, regardless of their gender.
3. Be proactive about welcoming women. Companies should clearly state that they want to
hire, support and promote women. Salaries and promotions should be monitored and evaluated
on a regular basis to ensure equal treatment.
23. 4. Make flexibility and work-life balance a part of the wider company culture. Too often,
employees have to specifically ask to work part-time or work from home, which can be
awkward. Companies should instead offer a broad range of different options.
5. Don’t limit your talent pool. Companies should aim for a 50-50 gender split in all their teams
– right up to the executive floor. Offering practical support such as childcare, is part of this, as is
the right attitude. It should not be a career killer for a man to ask for extended leave because he
wants to look after his children.
6. Use the power of networking. Networking, mentoring and coaching opportunities can help
women build confidence and develop their careers.
CONCLUSION:
Gender sensitive involves recognizing the significance of research related to social influences on
health and understanding nursing in its socio-political context, and care in the context of gender
relations. Experiential learning can synthesize learning across varied learning modes, bridging
learning through experience and formal analysis. Exploring concepts, evidence about gender and
health and personal experience will all be important in the development of gender sensitive care.
. Some recommendations may be made on the basis of different available statistics and the
independent survey that we carried out:
a) Regular surveys and statistics by governmental departments and NGOs;
b) Integration of gender equality dimensions into national development planning and
budgeting;
c) Strengthening monitoring progress to eliminate gender bias at workplaces;
d) Improving knowledge and awareness on gender equality;
e) Establishment of family codes, civil liberties and development of ownership rights for
women;
f) Women’s supervisory authority should be ensured in all sectors of economic
development;
g) Coefficients of work experience and education for women should be increased to a
24. considerable extent;
h) Specific service rules should be framed for entry-level qualifications, promotions and
other high positions in different organizations.
Gender discrimination lies at the imbalance of power in our society. Discrimination at work and
in opportunities in a variety of ways, fewer opportunities in education and marginalization in
high political, academic and corporate positions are the obvious images that float around the
world. In Bangladesh, as most of the women we surveyed on say, family culture and religious
values that are taught by the family are the root causes of gender gap in employment. Among the
other causes, they feel that people of our country have developed a psychology to accept biasness
and discrimination in employment and works. When this is accompanied by lack of knowledge
and awareness about labour and employment rights, discrimination becomes inevitable. The
world community agrees that without equal participation of males and females in development
activities, the millennium goal would never be achieved. We should, therefore, start outlining
more issues, possible strategies, long-term and immediate targets for gender equality and to
remove all types of biasness and discrimination in employment and ensure a healthy workplace
environment for women.
