Talking Gender

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A blog about gender, culture and organizational change


By Gender at Work Media / April 25, 2016 / Loading Disqus...

At a time when some corporate women leaders are advocating for their aspiring sisters to ‘lean in’ for a bigger piece of the existing pie, this book puts the spotlight on the deep structures of organizational culture that hold gender inequality in place. Gender at Work: Theory and Practice for 21st Century Organizations makes a compelling case that transforming the unspoken, informal institutional norms that perpetuate gender inequality in organizations is key to achieving gender equitable outcomes for all. 

 The book is based on the authors’ interviews with 30 leaders who broke new ground on gender equality in organizations, international case studies crafted from consultations and organizational evaluations, and lessons from nearly fifteen years of experience of Gender at Work, a learning collaborative of 30 gender equality experts. From the Dalit women’s groups in India who fought structural discrimination in the largest ‘right to work’ program in the world, to the intrepid activists who challenged the powerful members of the UN Security Council to define mass rape as a tactic of war, the trajectories and analysis in this book will inspire readers to understand and chip away at the deep structures of gender discrimination in organizational policies, practices and outcomes. 

Designed for practitioners, policy makers, donors, students and researchers looking at gender, development and organizational change, this book offers readers a widely tested tool of analysis – the Gender at Work Analytical Framework – to assess the often invisible structures of gender bias in organizations and to map desired strategies and change processes.


By Gender at Work Media / November 6, 2015 / Loading Disqus...

by Swaha Katyayini Ramnath 

Gender at Work in collaboration with the Institute of Social Studies Trust and Heinrich Böll Stiftung India held a panel discussion on ‘Gender Equality at the Workplace in India’ in September 2015. The panel was moderated by G@W’s Country Director for India, Sudrsana Kundu and comprised speakers from different sectors. Reiko Tsushima represented the International Labour Organisation (ILO), Harpreet Kaur represented the Business and Human Rights Resource Centre in New Delhi and Kalyani Menon-Sen spoke from the perspective of an independent feminist researcher and activist. The panelists engaged in a rich discussion that addressed gender issues spanning across the organised and unorganized sectors as well as those that are present in a technologically advanced workplace. 

Reiko primarily talked about time poverty for women due to the unequal sharing of unpaid work and the wage penalty levied on women as a result. She highlighted the importance of de-gendering carework so women can build economic agency in the market. Harpreet discussed the divide between women’s visibility and voice in the workplace, that women’s representation does not necessarily guarantee equality and dignity. She spoke about how each unit involved in a global value chain is responsible for maintaining gender parity. Kalyani drew attention to the fact that despite public intervention, visible gender inequality persists. She stressed that workplace cultures need to change, and that changing organizational culture means changing individual minds and practices. Despite technologically progressive aspects of working like telecommuting, for example, there was very little uptake on such work-life policies. She emphasized that a crucial component of changes in the workplace is a proactive leadership. Simultaneously, employees should attempt to understand their organisation’s value by evaluating the extent to which productivity and efficiency are linked.

The discussion explored the need to redefine ‘work’ by building equality into the bedrock of the concept of ‘work’. By examining the workplace in households, factories, corporate offices and shop floors, the nuanced interchange captured the essence of a cross sectoral dialogue.


By Gender at Work Media / October 30, 2015 / Loading Disqus...

by Joanne Sandler



Thank You: Women’s Centre for Legal Assistance and Counseling (WCLAC)
Ramallah, Palestine - May 2015

Our deep appreciation goes to the leadership and staff of WCLAC (and to the FLOW Fund/Netherlands that supported us) for our work with you over the past year. Together, we experimented with merging the Gender at Work Analytical Framework and the Emergent Learning Framework to articulate powerful learning questions; we designed a stakeholder survey to gather feedback from WCLAC’s clients, beneficiaries, partners/donors and staff; and we facilitated a learning workshop for all staff as a way of building shared vision and leadership to underpin WCLAC’s new Strategic Plan. 

We started working with WCLAC in March, 2014. We knew a bit about its groundbreaking work, providing strategic litigation, counseling and shelter services to survivors of domestic violence and other forms of women’s human rights abuse. We knew that it was vocal and fearless in drawing attention to the impact of the Israeli Occupation on women’s lives and in advocating tirelessly for increased respect for women’s rights in Palestine. We began a conversation with the leadership team – Maha, Berni, Amal and Samar - about supporting their work on strategic evaluation and learning. Aruna and Joanne traveled to WCLAC’s offices in Ramallah in May 2014 - and met up with Gender at Work Associate Nisreen Alami - for a 3-day workshop to develop framing questions. With WCLAC staff, we decided that a good way to explore the questions they were asking - and to gather feedback to assess their current Strategic Plan and prepare for the next one - would be to do a stakeholder survey of their clients, beneficiaries, donors/partners, and staff over the next 6 months. 

Then, Maha Abu Dhayyeh, WLAC’s founder and leader, died tragically from cancer in January 2015. Maha’s leadership and work advanced so many important Palestinian women’s rights issues and losing her - for WCLAC, for Palestine, and for women’s rights work globally - was a huge blow. The organization mourned. And, in keeping with Maha’s spirit and tenacity, staff did not pause in providing the critical litigation, counseling and shelter support that is in such high demand. 

We carried on with our plans to support WCLAC to administer a survey and prepare its next strategic plan. Gender at Work Associate, Tanya Beer, guided and supported the survey design, administration and analysis from Washington, D.C. from September 2014 to June 2015. Consultants and staff from WCLAC worked together to gather data using a variety of methods. Long-time WCLAC consultant, Margo Okazawa Rey, joined us in guiding the data collection and in analyzing results. 

From May 21 to 23, Margo, Joanne and Gender at Work Board Member, Idelisse Malave, traveled to Ramallah to work with the entire WCLAC staff, including every team in the organization. We were guided in preparations by the leadership team with Acting Director, Sawsan Zaher and Berni, Amal and Samar. We found an organization in the throes of a difficult transition; with the loss of Maha came insecurities, divisions and questions. 

We traveled to Ramallah to present the findings of the stakeholder survey and facilitate an organization-wide discussion. The workshop focused on how to build the feedback from clients, beneficiaries, partners and staff into WCLAC’s vision and strategic directions for the coming 5 years. And we hoped to support them to re-experience a shared voice and vision in the midst of the profound grief that Maha’s death has left. 

It helped enormously that the survey results showed, without doubt, WCLAC is providing a widely valued and highly relevant series of initiatives, programs and services for its stakeholders. Beneficiaries and clients, in particular, were overwhelmingly positive and grateful for the professionalism, the accessibility, and the timeliness of WCLAC’s support. References were made continuously to WCLAC as a pioneer, as a fearless voice, and as a leader for women’s human rights. 

The recognition that their collective impact has been so profound had a lightening effect. As we worked through the findings and undertook a variety of participatory exercises engaging everyone, we felt the spirit in the room lift, we heard increasing amounts of laughter, and we saw more and more people engage. By the end of the two days, one of the staff members noted, “This is the first time, since Maha died, that it feels something like the old WCLAC.”

WCLAC’s leadership has now finalized the next strategic plan and staff continues to pioneer relevant and cutting edge advocacy and initiatives to advance women’s human rights. They are an organization with a deep culture of leading and learning. We have been deeply fortunate to work with them and hope to continue to involve them in Gender at Work initiatives as we move forward together. 


By Gender at Work Media / October 13, 2015 / Loading Disqus...

by Rieky Stuart

I’ve been writing a book with BRAC and Gender at Work colleagues that looks back at work we did together 20 years ago. It’s not often that one has the privilege to go so far back down memory lane and explore ‘so what happened to you after you participated in that work?'

What is most amazing is that the 500 people we interviewed remembered – almost to a person and in considerable detail the workshops they participated in 20 years ago – what issues they wanted to work on, what happened as a result in their home lives and how they worked in BRAC. That in itself is amazing – can you remember a process you were part of 20 years ago?  

They told us that it became much more possible for women and men staff to work professionally and respectfully together – women were not treated as capable of doing BRAC’s programmatic work. They told us that abusive behavior decreased, and staff policies about leave and working hours were circulated and actually put into practice.  

But even more amazing was that when the program was taken out into Bangladeshi communities – over 2 million people have participated to date – rigorous evaluation showed that women’s and men’s attitudes and behavior to address gender equality issues like girls’ early marriage and exclusion from schooling, equal distribution of food in the household among family members, women and men both participating in decision-making about income. Equally important, the participating households had better results in improving their income, health and assets through BRAC programmes that were delivered simultaneously than when these programmes were delivered alone, or in control households.  

The numbers and results we are documenting are surprising and worth circulating widely. They’re a large-scale example of how combining practical needs and strategic interests for women and men is a successful strategy in both dimensions. It provides irrefutable evidence for the potential of gender mainstreaming that incorporates a results orientation. 


By Gender at Work Media / October 13, 2015 / Loading Disqus...

By Kaitlyn Posselwhite

As a part of my undergraduate degree in International Development and Globalization, gender studies has played an important role in terms of contributing to the programs’ foundation. The various courses offered, both required and optional, explored the intersectional nature of gender and how it affects every aspect of women, men, and transgendered people’s daily lives. While women’s roles specifically and their representations has changed over time, the systemic nature of gender inequality and discrimination (of LGTBI groups as well) continues to be reproduced throughout the world’s societies. After pursuing some work in Canada on gender activism, I sought to deepen my understanding of gender dynamics and how they might exist in different contexts. Through the University of Ottawa I came across an opportunity for a three month internship with Gender at Work in South Africa and it seemed like the perfect opportunity to not only deepen my understanding of gender and gender equality programs but to practically complement my overall field of study. 

Reflecting on my internship

It has been just over two and half months since I arrived in South Africa and the work I have been doing with my host organization- Gender at Work- has been a rollercoaster. The first two weeks of the internship proved to be laid back where my days consisted of reading previous G@W documents, important feminist writings, and making links as well as drawing conclusions - very similar to school. I’ve also been doing typical intern tasks such as filling out funding applications (actually quite useful), cutting and gluing posters to prep for meetings, and taking detailed meeting minutes and documentation. However, the pace picked up quite a bit when the organization flew the other intern and myself to Johannesburg where G@W was facilitating one of their programs called Letsema. The organization had us stay in the Vaal – which is an area about an hour outside of Joburg that provided a more realistic perspective of what life is like for many in South Africa. We stayed with a beautiful family who were warm and hospitable towards us, treating us as one of their own. Workdays were very long, with 4 am wake-ups, and return home at about 4:30-5 pm. Despite the long hours, the work has been phenomenal. 



Letsema, which is a Sotto word for women and men coming together to work the soil, is a fairly new program but they have done a tremendous amount of work since their debut, just over 2 years ago. The program is composed of different sub groups such as drug and alcohol abuse, vegetable garden, dialogue group, core group, sports, and men’s calabash. Every group does different work but they all share the overall goal of achieving 0% gender based violence in the Vaal. 

Every morning the session began with tai chi followed by an introductory check-in where people would express where they were at, how they were feeling, what they have learned, and potential questions or concerns they have. The rest of the day consisted of different activities that allowed each group to reflect on what they had been doing in their communities over the past few months as a part of Letsema, and what had been working, not working etc. For example, one of the activities required each group - represented by different coloured stickers, - to place their stickers on different categories. There were five categories, each representing the individual, family, neighbourhood, community and the broader social context. They were asked to relate their program and personal experiences to these different categories; and how they exercised influence over them; and how these categories/actors influence Letsema groups. The activity generated a deep reflective discussion that really impressed me. The participants were able to make connections with themselves and the different stakeholders around them, understanding and explaining their roles as individuals and as members of Letsema, while being mindful of the future steps they needed to take to address GBV in the Vaal. What also impressed me was the level of comfort people felt in discussing their issues about being victims of domestic violence, rape, discrimination, etc. 

I think a reason for this level of comfort is a result of the “Open Space” that Letsema has provided for these people. Just like the name “Open Space” suggests, it is an open space in both physical and conversational terms. It is a process that requires participants to make sure they raise topics they feel passionate about and participants are also required to take responsibility for their own participation. The whole process is centred on conversation, engagement, diversity and reflection. The open space allows for anything and everything to be spoken about. It was so interesting to see how a big empty room with some chairs, pens and cardboard could generate such deep conversations and powerful questions. Every single participant that I interviewed during my time there mentioned and emphasized the power of the open space and how it allowed them to feel empowered in sharing their stories with others. In other words, this safe, judgment-free environment allows participants who often feel they have no voice, to build confidence and encourages them to learn from one another.

This program allows its participants to take ownership over their advocacy and work in the communities and I think that’s why it’s been so successful and will be sustainable in the long run. These people are so passionate and truly committed to their cause of achieving 0% GBV that they embody this cause in their every action. They own this cause and are role models in their community. Their energy is extremely addictive and is reflected through the constant influx of new members. People are beginning to understand how to challenge traditional gender norms that often lead to GBV and how to facilitate change in their communities for the future.


Letsema: Breaking the silence on Gender-based violence
(Image courtesy: Oxfam International, cc licence) 

In the end, all this seemed quite ironic because if something so simple like an open space can generate such growth in individuals, why is it not more widely used in other gender related development work? Furthermore, this program is not resource rich by any means but the simple opportunity to speak and share with members of ones community has proven to be a powerful tool. Much of my work since Johannesburg has reflected drawn from my experiences at this workshop where I have provided documentation and recordings of the event for external evaluators. This documentation is very important because it serves, as evidence to funders that what Gender at Work is doing in South Africa is useful. 

The Gender at Work unit in South Africa works in tandem with the Labour Research Services (LRS), a non-profit labour service organisation. The LRS specialises in research, dialogue-building, and developmental projects with the broad aim of strengthening civil society and a particular focus on the world of the work. Their aim is to work towards an egalitarian society, which treats all people with dignity and respect. All shall have equal access to the political, legislative and economic resources and activities of society. Basically LRS and Gender at Work came together when the LRS adopted a gender mainstreaming approach several years back and have continued working together since. As a part of the internship, I have been working on a case study to analyze how the LRS has changed as an organization, since the merger, in terms of the work they do and their organizational relationships. 

Overall, I would say the most valuable lesson I will be taking home from this internship is what I have learned about Non-Governmental Organizations (NGO) and their general function as an organism. As an international development student, we constantly talk about NGOs and their role on the international field in terms of practical work in all dimensions of development. I have found it extremely interesting to see how an organization functions without a hierarchal structure. Everyone is a leader and power relations within the work place are understood in terms of power-to or power with instead of power-over. This approach ensures that everyone has a sense of ownership over their work because they are just as accountable as their neighbour for the work that they do. This transcends into the actual programs they create and facilitate, where a collective approach has proven successful. This approach in turn creates more sustainable work and approaches towards their cause as an organization. 


By Gender at Work Media / October 12, 2015 / Loading Disqus...

By Ray Gordezky

We're working with Oxfam America Cambodia to address gender injustice in Cambodia and Vietnam and the vehicle for this work is a Gender Action Learning (GAL) Process with four organizations that work in natural resource management and extractive industries. These organizations are as diverse as Oxfam America Cambodia, People and Nature Reconciliation (Vietnam), Highlanders’ Association of Cambodia, and Save Cambodia Wildlife.  

We started in February and recently, we held the second of three gender action learning workshops in Hanoi. The question that framed our work was: How can change teams (in Cambodia & Vietnam) accelerate their ability to integrate gender equality into their organizations and their programs so that they increase women’s’ participation in decision making at home, in their communities and concerning the protection and use of their land?

What emerged was interesting. These are some of the things participants said: 

  • I gained a deeper and practical understanding of how gender identify and gender power relations are socially constructed, and are fluid depending on the circumstances.
  • I’m beginning to understand how the power you have is both what you see as your own power within, and is conferred on me differently by different people. So while I see myself as powerful in certain circumstances, others see me as powerless.
  • Asking questions and heart listening deepens learning and makes new action possible
  • I learned some practical ways of using questions to help analyze how gender is playing out in various situations.
  • I learned that gender inequality is more deeply ingrained and harder to change than I originally thought.

My own lessons were as surprising to me as perhaps the participants’ lessons were to them. First, the Gender at Work Framework and other Gender at Work processes (such as peer learning and body work) are most useful when used to create a field of play for conversation and meaning making, rather than as a way to get to the answers. Whether using the framework or peer learning, these approaches provide opportunities for people to go deeply into their own thinking and cultural norms, traditional practices, gender power relations and so on. Coming up with a gender analysis based on the Gender at Work framework, or a polished plan for an initiative to address gender-based violence in the home, are important. 

Perhaps more important is people beginning to make their thinking clear to themselves and to others so that they can collectively accelerate the achievement of results they want around gender inequality. Conversations about gender, identity, sexuality and so on create a field participants step into when they leave the workshop, in their homes, in their organizations, in their communities. It is from this field that they can open up explorations with others about the tough problems of changing traditional beliefs that keep women from, for example, gaining decision making power and ultimately seeing themselves as having the power to create a better life for themselves and other women. People leave these conversations with greater clarity on what gender inequality is, and they start thinking and talking differently than they did before. Together they create a field where better results can happen, though specific results may take more time than we have for the project to become visible.

At the beginning of the workshop is when it's important to create a shared understanding about the terms we use. For example, when people talk about future-oriented ideas for action they are frame these ideas as about something they can actually test, as something that is specific and doable. Getting to a shared understanding about ending gender-based violence in the home, for example, involves questioning what people mean by gender-based violence, offering competing ideas on what gender-based violence could mean, and refusing to accept fuzzy language or generalizations. Getting clarity on terms is an art – the way an artist uses their tools while carrying out their particular craft or art. 

Ultimately, the greatest power people gain from these workshops is learning the art of learning. This goes beyond correcting errors or injustices by applying a framework; it goes beyond surfacing assumptions and recombining elements of a solution in a way that addresses the current context. Both are important, but they are not enough to change patriarchal norms. My hypothesis is that if we are to achieve lasting positive change for gender justice, it is critical to both increase a group’s ability to accelerate the achievement of gender justice and to use their learning in addressing gender justice to learn how to learn so that they can effectively address new problems and opportunities.


By Gender at Work Media / September 21, 2015 / Loading Disqus...
Institute of Social Studies Trust in association with Heinroch Boll Stiftung, India and Gender at Work cordially invite you to the eighteenth Gender and Economic Policy Discussion Forum ‘Gender Equality in the Workplace in India’. 

Speakers: Harpreet Kaur, Business & Human Rights Resource Centre; Kalyani Menon Sen, Independent Researcher;  Reiko Tsushima, International Labour Organization 

Chaired and Moderated by: Sudarshana Kundu, Gender at Work 

Date: Wednesday, 23rd September 2015 Time: 10 am to 1 pm, followed by lunch 

Venue: Casuarina Hall, India Habitat Centre, Lodhi Road, New Delhi – 110 003


By Gender at Work Media / September 4, 2015 / Loading Disqus...
This is from our friends in Turkey. Please see the original declaration here and share widely.


We, the women of this country, desire peace. How many more generations must suffer the atrocities of war and conflict? What are we to do with all of this pain and suffering, for which there is no recompense?

Virtually moments before the elections the government announced that it had “frozen” the talks with the PKK, for all intents and purposes obliterating the peace process. And now antagonistic language stoking the fires of war has come back with a vengeance greater than ever before. Those who you say will be avenged, they are our children. Those who you say you can sacrifice, they are our children, our loved ones. And those who you kill, they too are our children.

Through our votes we told you what kind of a parliament, what kind of a country we desired. But our will was ignored. Instead, we find ourselves encircled by bombing, fires, and retaliations. Dozens of our people have been killed in a single month. Rather than mourning their deaths, through your words and actions you have instilled in us fear of even more loss. We did not cast our votes in favor of war. We did not vote for a “state of emergency” regime that fails to comply even with the antidemocratic laws currently in force. We have no need for bombs, or retaliation, or execution, or sabotage.

We women hereby proclaim that we will not accept an environment of war and conflict. To all parties, armed and unarmed alike, we say, “enough already.” Set aside arguments of who’s right and who’s wrong, get past the blame game of “who started it,” and just STOP! Strive not to kill, but to ensure life! We women side not with death but with life. Silence your weapons! Let dialog and negotiations begin! Take the steps to seek a democratic solution! So that our hopes and expectations for peace might live. Let true steps towards peace be taken so that the children of this country can have a future.

We women will never give up on peace. We will not give credence to any warmongering, because we know that only in an environment of peace is it possible to end discrimination, to establish justice, and to ensure a free and equal life for all. We know good and well from our own lives, and the struggle we ourselves have put forth, what it means to be ignored, and to be obliterated.

We insist, and will continue to insist, upon peace.

September 1, 2015

SIGNED BY:

1- The Princes Islands Foundation Women’s Working Group – Adalar Vakfı Kadın Çalışma Grubu
2- Women’s Group for Justice, Peace, and Freedom — Adalet Eşitlik ve Özgürlük İçin Kadın Grubu
3- Adana Women’s Shelter and Association for Solidarity/Consultation– Adana Kadın Da(ya)nışma ve Sığınma Evi Derneği (AKDAM)
4- Adıyaman Association of Women and Life – Adıyaman Kadın Yaşam Derneği (AKAYDER)
5- Ankara Feminist Collective – Ankara Feminist Kolektif (AKF)
6- Association for the Support of Women Candidates, Ankara Branch – Ankara Kadın Adayları Destekleme Derneği (KA.DER)
7- Antakya Kaws Kuzah LGBTI Society – Antakya Kaws Kuzah Lgbti Topluluğu
8- Antalya Women’s Consultation Center and Solidarity Association – Antalya Kadın Danışma Merkezi ve Dayanışma Derneği
9- Ataşehir City Council Women’s Assembly – Ataşehir Kent Konseyi Kadın Meclisi
10- European Women’s Lobby – Turkey – Avrupa Kadın Lobisi – Türkiye Koordinasyonu (AKL – Türkiye)
11- Ayvalık Independent Women’s Initiative – Ayvalık Bağımsız Kadın İnisiyatifi
12- Mersin Independent Women’s Association – Mersin Bağımsız Kadın Derneği
13- Women Members of Academics for Peace – Barış İçin Akademisyen’lerden Kadınlar
14- Women’s Peace Initiative – Barış İçin Kadın Girişimi
15- Batman Selis Women’s Consultation Center — Batman Selis Kadın Danışmanlık Merkezi
16- Buca Evka -1 Women, Culture and Solidarity Association – Buca Evka –1 Kadın Kültür ve Dayanışma Derneği (BEKEV)
17- Women’s Solidarity Association Bodrum – Bodrum Kadın Dayanışma Derneği
18- CEDAW Civil Society Executive Committee – CEDAW Sivil Toplum Yürütme Kurulu
19- Association to Combat Sexual Violence – Cinsel Şiddetle Mücadele Derneği
20- Association for Gender Equality Watch – Cinsiyet Eşitliği İzleme Derneği (CEİD)
21- Çanakkale Association for the Utilization of Women’s Handicrafts – Çanakkale Kadın El Emeğini Değerlendirme Derneği (ELDER)
22- Çanakkale Women Entrepreneurs Cooperative
23- Çanakkale Women’s Platform – Çanakkale Kadın Platformu
24- Çukurova City Council Women’s Assembly – Çukurova Kent Konseyi Kadın Meclisi
25- Deli Kadın (Crazy Woman) Magazine – Deli Kadın Dergisi
26- Women in Foreign Policy – Dış Politikada Kadınlar
27- Didim Kibele Women’s Association – Didim Kibele Kadın Derneği
28- Women of the Healthcare Workers Union/Confederation of Revolutionary Workers Unions (DİSK) – Disk/Dev Sağlık İş Sendikası’ndan Kadınlar
29- Confederation of Revolutionary Workers Unions (DİSK)/Genel-İş Public Service Workers Istanbul Women’s Commission – DİSK/Genel-iş İstanbul Kadın Komisyonu
30- Confederation of Revolutionary Workers Unions (DİSK) Women’s Committee – Disk Kadın Komisyonu
31- Ekmek ve Gül (Bread and Roses) Magazine – Ekmek ve Gül Dergisi
32- Association for Women with Disabilities – Engelli Kadın Derneği (ENG-KAD)
33- Erktolia
34- Erzincan Katre Women’s Group – Erzincan Katre Kadın Oluşumu
35- Esenyalı Women’s Solidarity Association – Esenyalı Kadın Dayanışma Derneği
36- EŞİTİZ – Equality Monitoring Women’s Group – EŞİTİZ – Eşitlik İzleme Kadın Grubu
37- Association for Life Equality – Eşit Yaşam Derneği
38- Home-based Working Women’s Group – Ev Eksenli Çalışan Kadınlar Grubu
39- Housewives Solidarity and Betterment Association (EVKAD) – Ev Hanımları Dayanışma ve Kalkındırma Derneği (EVKAD)
40- Femin & Art International Women Artists Association – Femin & Art Uluslararası Kadın Sanatçılar Derneği
41- Filmmor Women’s Cooperative – Filmmor Kadın Kooperatifi
42- Association for the Support of Women Entrepreneurs – Girişimci Kadınların Desteklenmesi Derneği
43- Gülsuyu Gülensu Solidarity House – Gülsuyu Gülensu Dayanışma Evi
44- Gündem Children’s Association Women’s Group – Gündem Çocuk Derneği Kadın Grubu
45- Sunflower Women’s Association – Günebakan Kadın Derneği
46- Rightful Women Platform – Haklı Kadın Platformu
47- Hatay Purple Association for Women’s Solidarity – Hatay Mor Dayanışma Kadın Derneği
48- Hevi LGBTI Association – Hevi Lgbti Derneği
49- Human Rights Association (İHD) Women’s Secretariat – İHD Kadın Sekreterliği
50- Human Rights Association (İHD) Istanbul Branch Women’s Committee – İHD İstanbul Şubesi Kadın Komisyonu
51- Istanbul Feminist Collective – İstanbul Feminist Kolektif
52- İstanbul LGBTT Solidarity Association – İstanbul LGBTT Dayanışma Derneği
53- Istanbul Technical University (İTÜ) Club for the Study of Gender Identity and Sexual Orientation (Cins Arı) – İTÜ Cinsiyet Kimliği ve Cinsel Yönelim Çalışmaları Kulübü (Cins Arı)
54- Izmir Amargi – İzmir Amargi
55- Izmir Independent Women’s Initiative – İzmir Bağımsız Kadın İnisiyatifi
56- Izmir Çiğli Evka 2 Women’s Cultural Association – İzmir Çiğli Evka 2 Kadın Kültür Derneği (ÇEKEV)
57- Izmir Feminist Collective (İzFK) – İzmir Feminist Kolektif
58- Association for the Support of Women Candidates, İzmir Branch – İzmir Kadın Adayları Destekleme Derneği (KA.DER)
59- Izmir Women’s Solidarity Association – İzmir Kadın Dayanışma Derneği
60- Kadıköy City Council Women’s Committee – Kadıköy Kent Konseyi Kadın Meclisi
61 Association for the Support of Women Candidates, Central Office – Kadın Adayları Destekleme Derneği Genel Merkezi (KA.DER)
62- Association for Women’s Studies – Kadın Çalışmaları Derneği
63- Women’s Solidarity Foundation – Kadın Dayanışma Vakfı
64- Women’s Education and Labor Association – Kadın Eğitim ve İstihdam Derneği (KEİD)
65- Feminist Researchers Who Study Women’s Labor – Kadın Emeği Çalışan Feminist Araştırmacılar (KEFA)
66- Women’s Labor and Employment Initiative Platform – Kadın Emeği İstihdamı Girişimi (KEİG) Platformu
67- Women’s Labor Collective (Six Branches) – Kadın Emeği Kolektifi (Altı Şubesi)
68- Association for the Protection of Women’s Rights – Kadın Haklarını Koruma Derneği
69- Association for Women’s Equality and Freedom – Kadına Özgürlük ve Eşitlik Derneği
70- The Women’s Party – Kadın Partisi
71- Women’s Initiative to Combat Violence Against Women – Kadına Şiddete Karşı Müslümanlar İnisiyatifi
72- Women for Women’s Human Rights – New Ways Association (WWHR) – Kadının İnsan Hakları -Yeni Çözümler Derneği (KİH-YÇ)
73- Association for the Research and Analysis of Women’s Social Life – Kadının Sosyal Hayatını Araştırma ve İnceleme Derneği
74- Women’s Solidarity Foundation – Kadınlarla Dayanışma Vakfı (KADAV)
75- Women Writers Association – Kadın Yazarlar Derneği
76- Women’s Center Foundation (KAMER) Diyarbakır Central Office – KAMER Vakfı Diyarbakır Merkez
77- Black Sea Women’s Solidarity Association – Karadeniz Kadın Dayanışma Derneği (KarKad-Der)
78- Karya Women’s Association – Karya Kadın Derneği Karya Kadın Derneği
79- Kaos Gay and Lesbian Cultural Research and Solidarity Association – Kaos Gey ve Lezbiyen Kültürel Araştırmalar ve Dayanışma Derneği (KaosGL)
80- Kayseri Women’s Solidarity Association – Kayseri Kadın Dayanışma Derneği
81- Confederation of Public Workers Union (KESK) Women’s Assembly – KESK Kadın Meclisi
82- Red Pepper Association – Kırmızı Biber Derneği Kırmızı Biber Derneği
83- Red Umbrella Sexual Health and Human Rights Association – Kırmızı Şemsiye Cinsel Sağlık ve İnsan Hakları Derneği
84- Cybele Altınokta Women’s Magazine – Kibele Altınokta Kadın Dergisi
85- Koza Women’s Association – Koza Kadın Derneği
86- Women’s Freedom Assembly (KÖM) – Kadın Özgürlük Meclisi (KÖM)
87- Lambdaİstanbul LGBTI Solidarity Association – Lambdaİstanbul LGBTİ Dayanışma Derneği
88- LGBTI Peace Initiative – Lgbti Barış Girişimi
89- Mavigöl Women’s Association – Mavigöl Kadın Derneği – Mavigöl Kadın Derneği
90- Menteşe City Council Women’s Assembly – Menteşe Kent Konseyi Kadın Meclisi
91- Purple Roof Women’s Shelter Foundation – Mor Çatı Kadın Sığınağı Vakfı
92- Mor Salkim Women’s Solidarity Association – Mor Salkım Kadın Dayanışma Derneği
93- Muğla Women’s “It’s My Labor” Association – Muğla Emek Benim Kadın Derneği
94- Muğla Women’s Solidarity Group – Muğla Kadın Dayanışma Grubu
95- Muş Women’s Roof – Muş Kadın Çatısı
96- Nilüfer City Council Women’s Assembly – Nilüfer Kent Konseyi Kadın Meclisi
97- Pink Life LGBTT Solidarity Association – Pembe Hayat LGBTT Dayanışma Derneği
98- Pendik Women’s Solidarity Association – Pendik Kadın Dayanışma Derneği
99- Petrol-İş Trade Union Women’s Magazine – Petrol-İş Sendikası Kadın Dergisi
100- Socalist Feminist Collective – Sosyalist Feminist Kolektif (SFK)
101- Association for the Study of Social Policies, Gender Identity and Sexual Orientation – Sosyal Politikalar Cinsiyet Kimliği ve Cinsel Yönelim Çalışmaları Derneği (SPoD LGBTİ)
102- The Union of Chambers of Turkish Engineers and Architects (TMMOB) Women’s Commission of the Istanbul Province Coordination Committee – TMMOB İstanbul İKK Kadın Komisyonu
103- Psychologists Association for Social Solidarity (TODAP) Women’s Committee – Toplumsal Dayanışma için Psikologlar Derneği (TODAP) Kadın Komisyonu
104- Transsexual Counseling Centre – Trans Danışma Merkezi (T-DER)
105- Turkish Women’s Union – Türk Kadınlar Birliği
106- Turkish Medical Association Women Doctors and Women’s Health Division– Türk Tabipler Birliği Kadın Hekimler Kolu
107- Women’s Associations Federation of Turkey – Türkiye Kadın Dernekleri Federasyonu
108- Women Entrepreneurs Association of Turkey – Türkiye Kadın Girişimciler Derneği (KAGİDER)
109- Flying Broom Women’s Communication and Research Association – Uçan Süpürge Kadın İletişim ve Araştırma Derneği
110- Van Women’s Association – Van Kadın Derneği (VAKAD)
111- Life Cooperative for Women, Environment, Culture, and Management/Operation – Yaşam Kadın Çevre Kültür ve İşletme Kooperatifi (YAKA-KOOP)
112- Living Space Women’s Cooperative –Yaşamevi Kadın Kooperatifi
113- Yeşilpınar Women’s Association for Solidarity and Cooperation, Hatay – Yeşilpınar Kadınları Sosyal Yardımlaşma Dayanışma Derneği, Hatay



By Gender at Work Media / August 7, 2015 / Loading Disqus...

What happens when a friend is accused of sexual harassment in the workplace? Watch Kalyani Menon-Sen, an activist based in India and a Gender at Work associate, tell this powerful story.

 

Related blog post:

Nine women’s rights activists enthralled the audience packing the Netherlands Permanent Mission to the UN on the 59th session of the Commission on the Status of Women. They performed passionate stories about personal and professional struggles with discrimination, violence and the power dynamics at play. Read more here.


By Abigail Spangler

The Peruvian Government has made progress in addressing gender inequality. There have been great strides at tackling gender issues. The Ministerio de la Mujer y Poblaciones Vulnerables (The Ministry of Women and Vulnerable Populations) have worked hard in creating the National Gender Equality Plan which in the most general terms refers to the role of the State implementing policies that confront gender based violence (GBV), discrimination and inequality. Unfortunately these policies have not yet impacted Peru as drastically as some had hoped.

The cultural attitude around gender inequality and violence are many times linked to tradition. History and tradition have at times been used as an excuse for the continuation of gender discrimination.  The word Macho has a long history in the Spanish language, originally associated with an ideal role men were expected to uphold in their communities such as to possess and show bravery, courage and strength as well as wisdom and leadership.  Nowadays these societal roles have transcended into men displaying sexism, misogyny, and chauvinism. Here in Peru, the problem of gender discrimination lies within cultural and society attitudes that have been passed down from generation to generation.

Outside of the cities, where many people feel that they are not even acknowledged by the national government, what good are laws and regulations? Especially within rural areas of Peru where there is very little presence of national government. Implementing laws are important in order to battle gender-based violence and discrimination, but the lack of enforcement is Peru’s downfall. Throughout this last year I’ve observed many local women come to the realization that laws are not going to change the ingrained behaviors men have toward women. I have witnessed a transformation in these women to channel their anger into positive change. Women have come together to campaign in an effort to empower women and change ideas around gender.

A good friend, mentor and community counterpart has been very vocal about GBV and the negative societal views men have on women. Her involvement in the community is an example of how determination and passion can lead the way to positive progression. Due to her active participation within the community she has created an environment where women have become vocal in standing up for what is right and what is wrong. Her talks in the community have encouraged people to question why certain behaviors and or attitudes toward women have not changed. And through that, the desire to create change began. 

Although there is a lot of grassroots mobilization taking place all over Peru, gender inequality still handicaps women throughout all levels of society. The lack of self-worth women and girls see in themselves is disturbing. I have witnessed girls being ridiculed for wanting to go school. I have watched adolescents become ostracized from their family due to being victims of a rape and consequently becoming pregnant. I have seen women fear their husbands and how watch as their self- respect and self-esteem plummet into nothing.

One of the most inspirational aspects of this grassroots mobilization is watching how these communities are coming together to create the change for themselves. Women are empowering women and working together to challenge the societal “norms.” These women symbolize the power that we each carry within ourselves to be the positive change we want for our global community. I came to Peru with an idea that I was going to share my knowledge in development with this town. But what I’m realizing is that I am learning far more from them about resilience, perseverance, determination and passion, which are the true ingredients for change. The change that laws, regulations and policies have yet to touch out here in rural Peru.  

*
Being adopted from Indian I grew up understanding the harsh reality my biological mother faced while she was pregnant as a single woman. Even from a young age I knew I wanted to dedicate my time and energy working in the field of gender equality and women empowerment. I am currently serving as a youth development facilitator with Peace Corps Peru.  I work in a small community on projects that primarily promote gender equality, health and leadership. Prior to coming to Peru I worked in Malaysia for Tenaganita, a nonprofit that advocates for women, refugees, and migrant rights.  My main focus was supporting a Burmese women’s cooperative where women were able to learn skills that promoted economic stability, leadership and gender-based training.

The contents of this blog are mine personally and do not reflect any position of the U.S. Government of the Peace Corps. 



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