Questions
If you have a quick question about a specific area of gender mainstreaming that you need answered, this is the page for you. Whether you’re a program manager, HR professional, marketing specialist, or people manager, gender mainstreaming is a cross-cutting issue that can potentially impact workers throughout an organization. We’ve put together a list of questions identified by our gender research team here to quickly connect you with the right solution set:
Policy
- How do I get buy-in from my leadership on gender-based violence initiatives who think that having an inclusive culture is enough?
- How do I get buy-in from my coworkers on gender-based violence initiatives who think it's not an issue for us?
- Members of my organization do not agree on an organizational approach to gender based violence in the workplace. How do I get everyone on the same page?
- We have a robust reporting system for gender based violence, but employees don't feel comfortable using it. What can I do?
- My leadership does not follow through on reports of gender based violence. What can I do?
- Is there a way to know how effective our workplace GBV trainings are?
- Attitudes towards gender differences at work are so pervasive, how do we begin to change this in the workplace?
- How can male leaders support gender equality at the leadership level?
- We don't have enough women applying to our management roles. How do we find skilled female applicants and encourage them to apply?
- We know that women are more likely to negotiate for flexible working opportunities in lieu of pay raises and promotions. How can we reduce this issue in our own organization?
- We know that women are often more likely to put in extra unpaid hours to complete tasks. How can we reduce this issue in our organization when we don't have the resources to increase our staff?
- How can we support individuals returning from career breaks and parental leave to mitigate gendered issues in career progression?
- How can we increase transparency around our pay structures?
- How can we tell if we have a pay gap?
- How can our organization help individuals who need access to childcare?
- How do we ensure equitable access to equality and diversity policies in our different country offices?
- How can we reduce feelings of an 'old boys network' in our organizational culture?
- How can we prevent virtual instances of harassment and/or bullying for employees?
- How do we support employees who are working from home and balancing care work at the same time?
- How do we engage projects and departments who feel gender mainstreaming doesn't apply to them?
- We know that women are less likely than men to apply for jobs if their experiences don't meet the requirements of a job description. How can we mitigate this in our recruitment process?
- How can we address implicit biases for our recruitment teams?
- How can we target women in our recruitment efforts?
Assessment
- How do we source the necessary time and employee resources needed to adequately implement our gender mainstreaming efforts?
- How do we have a unified approach as an organization to gender mainstreaming while respecting and contextualizing our approaches to the cultures and countries that we work in?
- How do we get buy-in across multiple country offices into our gender mainstreaming efforts and assessments?
- How do we make sure everyone in our organization is on the same page about the state of gender mainstreaming within the organization and create a unified vision for where we want it to be?
- How do you measure improvements in gender mainstreaming?
Training
- How can we ensure that our gender mainstreaming trainings are using accessible language, especially if we are engaging with external trainers?
- If we don't make training mandatory, the employees who most need the content are the least likely to attend. How do we engage the right employee base?
- Trainings are often seen as an additional burden. How can we mitigate this feeling?
- Gender stereotypes are deeply ingrained in all levels of society- how can we counteract these at the org. level and actually make a difference?
- How do we fund training opportunities for our staff when our organization relies on grant funding?
- How do we ensure that the level of knowledge provided by a training course is achieving the intended outcomes?
- How do we prevent training from become a box ticking exercise?
- Institutional change takes time and a sustained level of commitment; how can I ensure we will have the resources needed long-term to achieve our gender mainstreaming goals?
- How do we ensure that language barriers don't inhibit meaningful engagement with gender mainstreaming trainings for those who have english as a second language?
- How can we contextualize trainings for the countries where we operate?