Transcript Characteristics of Gender Transformative Approaches

1
Gender Transformative Philanthropy
A Key to Improving Life Outcomes
for At-Risk Youth
Copyright TrueChild, Inc. 2012
2
Why a Gender Analysis?
• Identify factors that shape women/girls exclusion
• Foster social justice and civic society
• Intersectional approach connects age, race, class, etc.
• Increase opportunities for women and gay or trans people
who don’t fit traditional gender norms
• Avoid reinforcing harmful codes of manhood, womanhood
• Better address structural inequalities
• Increase organizational and program efficacy
3
Why a Gender Analysis?
Increase program efficacy? Yes!
• More gender equitable/aware programs are more effective
• Don’t unintentionally reinforce harmful norms or mine negative
stereotypes: treating girls as victims, boys as aggressors
• Gender aware programs promote social justice and avoid
perpetuating systems of inequity and exclusion
• Address social pressures that negatively impact R/H, partner
violence, educational achievement & civil engagement
4
Especially Important in UnderResourced Communities
• Gender codes can be especially narrow
• Inequities may be more imbalanced
• Strong peer pressure on “the street”
• Harsh punishment for transgression
• Fewer avenues to constructively
masculinity or femininity
display
5
Especially Important for
At-Risk Youth
Gender inequalities play out through repressive
sexual norms and gender-based violence *
• For Women:
• Result in health and social burdens that fall
disproportionately on girls and women
• For Men:
• Limit conceptions of opportunity and success;
• Expose them to stigmatization, abuse and violence
* Why We Can’t Wait: A Case for Philanthropic Action –
Opportunities for Improving Life Outcomes for African American
Males Frontline Solutions for The Ford Foundation 2005
6
Characteristics of Gender
Transformative Approaches *
 Develop awareness that challenges and redefines rigid gender norms
 Intersectional analysis that integrates gender with age, race, class, sex/or
 Addresses structural gender inequities impact on girls and women
 Use culturally-appropriate and positive messages
 Engage boys as assets, part of solution, not as problems
 Engage girls as assets, leaders, not as victims or bystanders
 Synchronize work with boys and girls, together or separately as needed
* Courtesy of EngenderHealth
7
Gender Integration Continuum* **
Gender Exploitive
Sustains traditional stereotypes and
inequities (men as aggressors, women
as weak, obsessed with appearance)
to achieve program/policy goals
Gender Neutral
Ignores gender analysis (most
common), fails to challenge harmful
norms or inequities
Gender Sensitive
Gender analysis used only to reach specific goals; avoids addressing structural inequities or
intersectional analysis of gender and age, race, class, sexual orientation
Gender Transformative
Highlights and challenges harmful gender norms and inequities; “gender mainstreaming” that
integrates analysis throughout policy, programs, and vision; engages boys and girls fully as
empowered partners in the work.
* Geeta Rao Gupta & Anne Eckman
** Interagency Gender Working Group
8
Grantmaking Assessment Tool
 Develop awareness that challenges and redefines rigid gender norms
 Intersectional analysis that integrates gender with age, race, class, sex/or
 Addresses structural gender inequities impact on girls and women
 Use culturally-appropriate and positive messages
 Engage boys as assets, part of solution, not as problems
 Engage girls as assets, leaders, not as victims or bystanders
 Synchronize work with boys and girls, together or separately as needed
* Courtesy of EngenderHealth
9
Organization Assessment Tool
1.
New staffer orientation training include gender norms & equity
2.
Women and men in leadership (management & board) positions
3.
Gender non-conforming/LGBTQ on staff, management & board
4.
HR policies address “gender identity & expression”
5.
Offers girls/boys same services when needs are same
6.
Offers boys/girls different services when needs are different
7.
Vision includes transforming gender norms and inequities
8.
Vision embraces gender justice and intersectional approach
9.
Board and management “get” gender analysis
10
Program & Policy Assessment Tool
1.
Distinguish between sex and gender, and explain gender norms and equity
2.
Challenge and reframe rigid gender norms
3.
Integrate gender analysis in every aspect (not just in isolation)
4.
Address culturally-specific gender norms
5.
Engage young men as co-equals (not villains, bystanders, allies)
6.
Engage young women as co-equals (not victims, disease vectors)
7.
Gender mainstreaming (gender/women’s concerns integral to all services)
8.
Include LGBTQ & gender-nonconforming images, messages
9.
Encourage youth to work challenge harmful gender norms in society
10.
Address institutional (school, workplace, hospital) gender norms and inequity
11.
Directly challenge homo- & trans-phobia, heteronormativity
12.
Avoid gender exploitive/stereotypic images, messages
11
Staff Assessment Tool
Management & Staff understand…
1.
2.
3.
4.
5.
Gender concepts and definitions
Gender-based power imbalances and structural inequities
Culturally-specific gender norms
Gender’s connection with age, race, class & sexual orientation
Non-conforming genders + LGBTQ
Management & Staff are committed to…
7.
8.
9.
10.
11.
12.
13.
Being honest about their own gender issues and/or non-conformity
Challenging compulsory heterosexuality & heteronormativity
Engaging men as full partners (not villains, bystanders, allies)
Engaging women as full clients (not victims or disease vectors)
Challenging systems of gender inequity and power imbalance
Challenging rigid gender norms of masculinity, femininity
Gender justice & transformation
12
Organization Assessment Tool
1.
New staffer orientation training include gender norms & equity
2.
Women and men in leadership (management & board) positions
3.
Gender non-conforming/LGBTQ on staff, management & board
4.
HR policies address “gender identity & expression”
5.
Offers girls/boys same services when needs are same
6.
Offers boys/girls different services when needs are different
7.
Vision includes transforming gender norms and inequities
8.
Vision embraces gender justice and intersectional approach
9.
Board and management “get” gender analysis
13
A Dozen Steps Grantmakers Can Take *
1.
Improve your understanding. Speaking with experts is a good start (truechild.org/OurExperts)
2.
Bring in a representative from groups already doing gender work:
TrueChild
Futures Without Violence
Thinking Man Consulting
Planned Parenthood/LA
Men Can Stop Rape
Promundo/US
3.
Host a grantee summit on how gender norms and inequities impact local at-risk youth
4.
Suggest a funder’s conference have workshops or breakouts on gender transformative giving
5.
Host a free webinar for staff or grantees on gender norms and at-risk youth
6.
Ask questions about how gender norms impact youth on site visits, interim reports
7.
Ask grantees for an intersectional gender analysis as part of your next funding guidelines
8.
Invite grantees to address gender norms and inequities in proposals
9.
Invite grantees to incorporate gender content into materials, websites, leave-behinds
10. Fund programs that specifically challenge at-risk youth think critically about gender norms
11. Familiarize yourself the latest research (truechild.org/ReadTheResearch)
12. Commission a ‘white paper’ report on gender norms and your youth population.
• Compiled with assistance from Rahsaan
Harris, Atlantic Philanthropies & Matt
Barnes, Houston Endowments
14
www.truechild.org
[email protected]
15