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Category Archives: Gender
– Blog post by Ruth Bottomley, Senior Programme Manager, Research Development and Support, INASP
Over the last few years there has been growing recognition within INASP that a commitment to incorporating gender considerations in our work is critical to meeting our mission to support individuals and institutions to produce, share and use research and knowledge, which can transform lives. This commitment to gender equity is clearly outlined in the INASP Strategy, but putting the commitment into practice can be challenging.
We realized that an important step towards helping us to meet this commitment was to turn the gender lens on ourselves to see how well we are addressing gender issues in our work. To do this, we decided to conduct a gender audit of our programmes over a period of six months in 2016.
We wanted the audit to:
- explore how effectively the particular needs of men and women are accounted for in INASP programmes.
- identify the gaps and challenges that need to be addressed.
- enhance staff understanding of the importance of gender issues in the work that we do.
- result in recommendations and guidance that could help to ensure that gender can be mainstreamed practically and effectively in current and future programme work.
The audit process
- Recruiting expertise: Fitting a gender audit into our busy day to day working lives was the next challenge. We decided that the best way to do it was to recruit a consultant to lead the work (in fact we had two excellent consultants who worked with us) and to use participatory methods which would involve INASP staff and some of our associates and partners to ensure sensitization and buy-in to the audit process as it proceeded. The very term, “gender audit” can appear confronting, and so we were keen to ensure that the process was conducted in a non-threatening, inclusive and explanatory way, which enabled all involved to raise any concerns and to build their own understanding and awareness.
- Facilitate organizational participation: Although we are a relatively small organization, we have three programme teams and three cross-cutting teams, plus a senior management group and several associates based in different countries who support our work. We also wanted to ensure that the perspectives of our partners were included in the process. To get the participation of all of these different actors required an internal coordination process which was provided by our Gender Working Group. This working group was established in 2015 and comprises representatives from across the organization. The group worked closely with the consultants, and acted as the main information channel regarding the audit process to the rest of the staff, the associates and partners.
- Develop an audit framework: The methodology for the audit was developed by the consultants in consultation with the Gender Working Group, and included the development of an audit framework identifying the main areas of enquiry, a document review, and focus group discussions and individual interviews with staff, partners and associates. Workshops were held with the staff both to introduce the audit process, to provide some gender sensitization, and to present and discuss the findings.
Putting the recommendations into action
The audit provided recommendations across different areas of our work. Specifically, the audit recommended that we build on our existing good practices around gender equality, by:
- Encouraging shared responsibility for mainstreaming gender throughout the organization,
- Building opportunities for capacity building and knowledge sharing on gender both within our organization and our networks,
- Ensuring contextual gender analysis in programme planning and inception,
- Integrating gender dimensions into our existing Monitoring and Evaluation, capacity development and communications work.
The findings and recommendations were presented and discussed with the staff during the final workshop at the end of the process, and the Gender Working Group, with support from the consultants and in liaison with their respective teams, developed short, medium and longer term action plans based on the recommendations. The short-term action plan covers a six-month period from October 2016 – March 2017 and includes “quick-wins” in terms of relatively easy actions that can be implemented to boost our gender work and profile. The medium term plan is currently being developed and will lay out the key actions for the next year. The action plan progress is monitored by the Gender Working Group on a quarterly basis and the key milestones are included within the INASP Operational Plan.
It is clear that the focus on gender over the last year has boosted our knowledge and confidence regarding gender issues, and there has been a marked positive shift in thinking across the organization. Our own expertise is developing in how to address gender issues within our programme design, in our discussions with partners, and in the way we think and conduct our everyday work.
This gender audit was a first for INASP. Some of the reflections on the process gathered through the staff workshops and Gender Working Group discussions are as follows:
- Having the support of INASP senior managers and our donors, DFID and Sida, was essential to enabling us to conduct the audit and to feel confident that we would be able to take the recommendations forward.
- It was important that all INASP staff were involved in the audit process and understood the aims and objectives. The workshops and focus group discussions enabled INASP staff to be involved in the process actively, without taking too much time away from other work. The focus group discussions were particularly effective in enabling people to engage and feel comfortable to raise concerns and opinions.
- Having external consultants facilitate the process was beneficial as they had the expertise to address any sensitivities and difficult conversations that emerged during the process.
- The Gender Working Group served an important role as both the main internal liaison group with the consultants, and as the liaison with the different teams. The group continues to play a key role in advancing the gender work within INASP through the action plans.
The gender audit has given all of us in INASP a platform on which to build our future programme work with regards to gender, so that we can really begin to act on our commitment of promoting equity and addressing issues of power within the research and knowledge system. This process also helped us to think about how to approach gender issues with partners. ■
Find out more about how INASP supports gender mainstreaming in higher education.
Dr Sabina Bhattarai addressing an international conference on dermatology, 2016.
Dr Sabina Bhattarai is an Associate Professor and Vice Principal at Kathmandu Medical College, Sinamangal and Editor-in-Chief, Nepal Journal of Dermatology, Venereology & Leprology. The Journal is published in NepJOL, supported by INASP. We asked her about her experience in journal publishing in Nepal and the challenges she faces as a female journal editor.
– Interview by Thakur Amgai
When and how did you get into research and academic publishing?
I have been doing research for a long time now. It’s part of my job. All professionals in medical fields do research as part of their job. Apart from the regular medical practice of consulting patients and providing them treatment advice, I am also a teacher in a medical school, which requires me to do more research. Writing and editing is my passion. I remember enjoying writing even as a child. I used to participate and be awarded in writing contests at school. Perhaps, that’s the reason that my teachers and friends recommended me whenever opportunities to publish wall magazines, chart papers, or bulletins came up. This continued and even flourished when I passed high school and joined university. And here I am now – editing a professional journal.
That sounds very inspiring. How is it that you got such good opportunity as a female child at that time in a country where many parents marry off their daughters before they turn 18?
I was lucky in that matter. I was born and I grew up in central Kathmandu’s Baneshwar area in an educated liberal family. I got the same equal opportunity as my brother for education. My mother was a scientist at Nepal Agriculture Research Council. She always encouraged me to study. I got the best of education available in Nepal at that time. It was much later in life that I witnessed the unbelievable discrimination and harsh life girls were facing in the country.
Could you tell me about your current work in research publication and how you got there?
Currently, I am an Associate Professor of Dermatology & Venereology and Vice Principal at Kathmandu Medical College, Sinamangal. That’s my full time occupation. Apart from that, I am the Editor-in-Chief of Nepal Journal of Dermatology, Venerealogy & Leprology. We have formed a society of Dermatology, Venereology and Leprology in Nepal, of which I am a member. The society publishes this journal. I have been its chief editor for eight years now. Before that I used to contribute to it actively.
What challenges do you face as a female editor-in-chief of the journal?
There are challenges that all journal publishers in Nepal face irrespective of gender. I have experienced that external mobility is a bit challenging especially at odd hours. Having to go to the printing press and sit behind the layout designer looking for errors on the copy for long hours is not an easy job. But this challenge would be there even for a male. Being a female hasn’t affected the process and output of the journal in anyway.
In general women face a lot of challenge in workplaces in Nepal. However, the situation is quite the opposite where I work. Unlike many other academic institutions women are in the majority at Kathmandu Medical College. Both men and women at KMC are very supportive here.
Do you think that the gender roles in Nepalese society hinder women from coming forwards and succeeding in their academic career?
Of course! It is not just the academic career ̶ women in general face challenges in everyday life. I also face challenges despite being privileged and receiving equal opportunities in terms of my education and upbringing. For example, once I was driving on the road and a bus hit my car from behind and ran away. Although the bus driver had caused the accident, he would not accept fault. When he finally had to accept after eyewitness accounts he said, “how would someone who must have been doing dishes drive well?” That is the kind of perception of some men in the society even today.
Do you think the representation of women on editorial boards is changing?
There are very few women engaged in academic publishing but a lot has changed lately. You can see three of the top positions of the country – president, speaker of the house and the chief justice – are women. And 33% of the MPs are women. All women need is opportunity and a little bit of confidence.
I believe that an environment of collaboration and sharing among women writers and editors would benefit all. At present even the few women writers and editors in this industry are working on their own without any support.
Do you see gender bias in the composition of editorial boards in journals published in Nepal?
Of course, there are a low number of females in editorial boards of all journals (with a few exceptions). However, this bias did not originate at academic publishing level. It is just a proportional representation of other areas. What I mean is, the ratio of female to male who complete further studies is low. Then, the ratio of female to male who work in this industry is low. So, the number of women in journal publishing is proportional to the number of educated women in Nepal but disproportional to their total population.
What can an international institution like INASP do to promote career of female researchers?
Organizations like INASP could help bring women together on a platform to facilitate sharing and learning, which would ultimately help raise awareness and increase their confidence.
I have taken part in an INASP workshop on publishing earlier and have found it to be very useful. If there is an opportunity, I would love to be a part of INSAP gender programmes in Nepal which would help enhance career of female researchers/editors as we definitely need to have more representation of women in academic publishing and of course it is not that you cannot work as well as men, it’s just a matter of opportunity. ■
INASP Photo of the Month Feb 2017: Sophia Osawe working in the lab on Nigerian baby white blood cells to check immune responses to childhood immunization at University of Cape Town, South Africa. Sophia was a participant of the AuthorAID online course in research-writing, which took place in October-November 2016.
A core principle for INASP is to promote equity by actively addressing the needs of both men and women across all of our work. We recognize that many women in the countries where we work often face a greater number of barriers and biases than men in pursuing careers in research and academia. Limited prior education opportunities, the traditional expectations of family and society, unsupportive institutions and a lack of senior female role models are just a few of the challenges that girls and women frequently face. These gender barriers have significant implications for the creation and use of knowledge that enables inclusive, just and sustainable development. As more and better quality scientific research is produced in developing and transitional countries, we are committed to ensuring that women have an equal opportunity to participate in the production and communication of this research and knowledge.
On the International Day of Women and Girls in Science, we are taking this opportunity to celebrate some of the women researchers and scientists with whom we work.
Here are photos of some of the femaleresearchers who participated in our AuthorAID online research-writing course.
Gender Centre for Research and Training running a workshop in training to policymakers on mainstreaming gender in development policies and practices.
– Blog post by Amira Osman, Co-founder of the Gender Centre for Research and Training, Sudan
Gendered evidence is important for policy making because it gives policy makers and development planners a clear picture on the gender needs of the population they are targeting. In recent years, this need has received greater attention. However, there are still numerous barriers and challenges to mainstreaming gender in programmes and policies.
To discuss this, a breakout session was held at the VakaYiko symposium in Accra on 5 October 2016. Policy makers, researchers and civil society organisations from countries in Africa, Latin America and Europe joined the discussion. Also present, was a Regional Director from the Ministry of Gender, Children and Social Protection in Ghana, who shared a practical perspective on challenges and opportunities to mainstreaming gender evidence within government policy. Here are five key things to come out of the discussion:
1. Gender is a socially constructed issue
What we understand by ‘gender’ varies from culture to culture and changes over time. Furthermore, the concept of gender is sometimes seen as a western concept. Therefore the concept needs to be deconstructed and understood in relation to ethnicity, culture, geography, age, disability, religion and social status, making it more relevant to the experiences of people in the local context This is a key to developing a policy that is informed by relevant gender data and gender analysis.
2. Gender is often not seen as a priority
Policy makers at the top of hierarchical decision-making structures – often men – don’t see collecting and using gendered evidence as a priority. As such, adding a gender perspective to their activities challenges the status quo, including their power.
3. Policy making bodies often lack necessary resources, time and skills
Scarce or stretched resources is a major barrier. Even within departments with a specific gender remit – such as Ghana’s Ministry of Gender, Children and Social Protection – inadequate financial resources to collect gender disaggregated data was raised as a major challenge. The lack of communication between data producers (researchers) and users (policy makers) can further hinder this.
4. Quantitative and qualitative data collection methods are needed
There is often a reliance on quantitative data methods, which tend to favour statistics without paying attention to women’s and men’s different roles in society. For example, quantitative data may tell us about the number of women in a parliament but adding qualitative data will inform us about women’s and men’s experiences/perspectives within such an important decision making body.
Qualitative methods such as focus groups and in-depth interviews allow participants, in particular women, to engage in fruitful discussions and to raise issues of concern such as their experiences with domestic violence, which women may not feel comfortable mentioning in a survey conducted by a male interviewer. In this sense, the sex of the interviewers is relevant particularly in contexts where sex segregation is common, i.e. female interviewers are needed for female interviewees and male interviewers are needed for male interviewees.
5. Capacity building on gender disaggregated data and data analysis is a practical step
Capacity building for different stakeholders, such as community leaders, grassroots organisations, civil servants, researchers and policy makers, is needed. Capacity building for stakeholders on gender disaggregated data and gender analysis is a practical step to equip them with relevant skills to mainstream gender in policies and programmes.
To tackle the above key points/challenges, the Gender Centre for Research and Training in Sudan (GCRT), using the VakaYiko grant managed to provide capacity building sessions to mid and high level policy makers from two ministries in Sudan on gender and gender analysis to inform policy. The sessions acted as platforms for dialogue which helped policy makers to raise questions, analyse information and develop plans and policies that address the needs of women, men, boys and girls and to facilitate gender mainstreaming in all programmes.
To tackle the above challenges participants suggested the following:
• Reaching women, girls, boys and men in remote areas and incorporating their perspectives and needs in any gender and capacity building projects targeting them.
• Promote dialogues between policy makers and researchers to enable better collection of sex-disaggregated and qualitative data.
• Develop and sustain a gender perspective and gender analysis in all decision making processes.
• Allocate resources for all of the above suggested activities.
Read an interview with Thywill Eyra Kpe, Regional Director for the Department of Gender (Central Region) in Ghana, on how gender evidence is used to inform regional policy in Ghana.