Gender

Gender refers to the characteristics of women, men, girls and boys that are socially
constructed. This includes norms, behaviours and roles associated with being a woman, man,
girl or boy, as well as relationships with each other. As a social construct, gender varies from
society to society and can change over time.

Gender Analysis

Gender analysis refers to the variety of methods used to understand the relationships
between men and women, their access to resources, their activities, and the constraints they face
relative to each other. Gender analysis provides information that recognizes that gender, and its
relationship with race, ethnicity, culture, class, age, disability, and/or other status, is important in
understanding the different patterns of involvement, behaviour and activities that women and
men have in economic, social and legal structures.

Gender analysis is an essential element of socio-economic analysis. A comprehensive

socio-economic analysis would take into account gender relations, as gender is a factor in all
social and economic relations. An analysis of gender relations provides information on the
different conditions that women and men face, and the different effects that policies and
programs may have on them because of their situations. Such information can inform and
improve policies and programs, and is essential in ensuring that the different needs of both
women and men are met.

At the local level, gender analysis makes visible the varied roles women, men, girls and
boys play in the family, in the community, and in economic, legal and political structures. A
gender perspective focuses on the reasons for the current division of responsibilities and benefits
and their effect on the distribution of rewards and incentives.

Gender analysis is concerned with examining public policies and their outcomes through
a gender lens. Conducting a gender analysis is a proactive way to address discrimination through
a data and research-based process. It is a tool to understand gender gaps and create gender
equitable policies and programs. Gender analysis highlights best practices to be encouraged or
replicated and makes recommendations to address areas in need of improvement. By promoting
general accountability built on measurable standards, this framework and gender analysis tool
constitute an innovative approach to ensuring the human rights of women and girls.

Gender analysis focuses on the differences in women's and men's lives, including those
which lead to social and economic inequality for women, and applies this understanding to
public policy development, service delivery, workforce issues, and budget allocations in an effort
to achieve gender parity. It also recognizes that women's lives are not all the same; the interests
that women have in common may be determined as much by their social position or their ethnic
identity as by the fact they are women. Thus, different strategies may be necessary to achieve
equitable outcomes for women and men and among different groups of women.

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Background and History

The gender analysis methodology arose from a ground-breaking human rights approach
adopted in 1998 when the City and County of San Francisco enacted a local ordinance reflecting
the principles of the United Nations Convention on the Elimination of All Forms of
Discrimination Against Women (CEDAW). CEDAW is also known as the Women’s Human
Rights Treaty. This treaty is an international bill of rights for women mandating the protection
of human rights and fundamental freedoms for women and girls in the political, economic,
social, cultural, civil, and legal spheres. In addition, CEDAW formally recognizes that culture,
tradition, and differences in life experiences determine how decisions are made, thereby resulting
in the social, economic, and political inequities affecting women and girls throughout our
society.

Human rights focus on the respect and dignity of each person, taking a holistic approach
to each person’s identity as a woman, minority, parent, person with a disability or other
characteristics. The Women’s Human Rights Treaty and San Francisco’s CEDAW Ordinance
have a broad definition of discrimination to protect human rights. CEDAW defines
discrimination against women as any “distinction, exclusion, or restriction made on the basis of
sex which has the effect or purpose of impairing or nullifying the recognition, enjoyment or
exercise by women, irrespective of their marital status, on a basis of equality of men and women,
of human rights and fundamental freedoms in the political, economic, social, cultural, civil or
any other field.” Unlike many discrimination laws that are based on complaints of or reaction to
discrimination, the CEDAW Ordinance encourages the utilization of gender analysis as a tool to
understand gender gaps and create gender equitable policies and programs. Conducting a gender
analysis is a pro-active way to deal with discrimination through a data and research-based
process.

By promoting general accountability built on measurable standards, this framework and

gender analysis tool constitute an innovative approach to ensuring the human rights of women
and girls. The San Francisco CEDAW Ordinance requires the use of gender analysis as a
preventive tool to identify discrimination and, if identified, to remedy that discrimination. The
gender analysis guidelines are based on the view that critical self-examination is essential for any
long-term change. The analysis looks for trends or patterns according to gender, race, and other
identities. A trend may include an analysis of who is being served, hired, receiving funds,
hindered, or helped.

The guidelines provide a framework to document and address the differential impact of
budget allocations, services and programs, and employment policies on women and men by
gathering quantifiable information and data, examining the data, and then recommending what, if
any, practices and policies should change to promote gender equity. The ultimate aim is not to
produce a report, but to look at the trends that emerged from the disaggregated data and put into
motion a process that encourages and institutionalizes new ways of thinking about gender
equitable resource allocation, programs and services, and employment.

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Sex versus Gender

When conducting a gender analysis, it is important to note the difference between a

person’s sex and a person's gender. Sex is the biological difference between women and
men. These biological differences are universal and determined at birth. Gender is a term that
encompasses the roles and responsibilities of women and men that are created in families, social
institutions, and cultures. Because of perceived gender differences and stereotypes, certain roles,
traits, and characteristics are assigned or ascribed distinctly and strictly to women or to
men. These roles, attitudes, and values define the behaviors of women and men and the
relationships between them.

Gender stereotyping starts at an early age. The Mother Goose rhyme, “What are little
boys made of? Snips and snails, and puppy-dogs' tails…What are little girls made of? Sugar and
spice, and everything nice,” sums up perceived gender differences and demonstrates how
ingrained these images are. Gender segregation in the work world and unequal pay[3], often the
result of gender stereotypes, are alive and well. Gender analysis attempts to overcome these
deeply ingrained stereotypes to give both genders equal opportunities.

Being conscious of the difference between sex and gender is significant because
perceived gender differences and stereotypes impact the creation, promotion, and success of
programs and policies. The lives and experiences of women and men occur within complex sets
of differing social and cultural expectations and thus may require different public policies to
achieve gender equality.

Gender Equality versus Gender Equity

It is also important to understand the difference between gender equality and gender equity. The
terms are often used interchangeably, but they are not one and the same. Gender equality means
that women and men enjoy the same status and conditions and have equal opportunities to realize
their potential. It means giving boys and girls, women and men equal opportunities in the
utilization of personal capabilities. Gender equity applies to the development of policies and the
distribution of resources to differently situated women, e.g., race, class, immigration status,
language, sexual orientation, disability, and other attributes. Equity accentuates fairness in
process and result, recognizing differences and accommodating them to prevent the continuation
of inequitable status quo. The goal of gender equity is to redress historic discrimination and
ensure conditions that will enable women to achieve full equality with men, recognizing that the
needs of women and men may differ. Gender equity works towards equality by leveling the
playing field. Equity can be understood as the means, and equality as the end. Equity leads to
equality.

Steps of gender analysis

1. A SECONDARY DATA COLLECTION PLAN

Develop a data collection plan linked to project objectives to answer the questions:

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How will anticipated results of the work affect women and men differently?

How will the different roles and status of women and men affect the work to be undertaken?

The plan should include a data collection matrix, which includes the gender-related
research questions to be asked, the data to be gathered, source of the data, who will collect it,
methods for data collection and analysis, and how the information will be used.

2. REVIEW OF SECONDARY DATA SOURCES

Conduct a search for gender-focused published and unpublished studies and sex-disaggregated
databases related to the objectives of the project.

3. ANALYSIS OF SECONDARY DATA

Use the GAF, which is composed of four domains (access to assets, beliefs and perceptions,
practices and participation, and institutions, laws, and policies, with power cross-cutting the four
domains), to organize information about gender differences from existing sources. Assess
whether the existing information is adequate for the project context to understand how health
program objectives may be affected by gender difference and inequalities in the following areas:

Differences in women and mens’ access to assets, resources, and health services.

Differences and inequities in women and mens’ use of time between paid, unpaid, and volunteer
labor and care-taking responsibilities in the household and community.

Differences and inequalities in leadership roles, decision-making, and legal status.

And, assess how potential differential effects of health policies and programs on women and
men, including those that are unintended, may negatively or positively impact women and mens’
opportunities, health, socioeconomic status, and wellbeing.

4. IDENTIFICATION OF CRITICAL INFORMATION GAPS AND

CONTRADICTIONS

If the initial review does not satisfy the criteria in Step 3, identify what information is
lacking and develop a data collection plan. In addition to gaps in the available information on
gender issues related to the project, there may be contradictory findings that require further
investigation. The choice of methods and the number of topics explored may be constrained by
the available budget. It will require prioritization of topics based on an assessment of their
relevance and potential impact on the projects’ objectives.

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 5. DEVELPOMENT OF A PRIMARY DATA COLLECTION PLAN AND
INSTRUMENT

The current toolkit provides a guide for developing research questions and selecting
research methods. The illustrative questions by domain indicate the type of information that
needs to be collected, although the project objectives and focus will determine which of the
illustrative questions are most pertinent. Some of the questions are more appropriate to
investigate through quantitative methods and others through qualitative methods. The
annotations of different quantitative and qualitative methods are included to provide assistance
with the selection of methods appropriate to the task. Gender focused questions can be
incorporated into existing instruments (see Yemen Quality of Care and Knowledge, Practices &
Coverage (KPC) examples in Annex III ) or applied in complementary qualitative or quantitative
research.

6. DATA ANALYSIS

Gender-focused data can be analyzed using standard quantitative and qualitative

analytical methods. What distinguishes the analysis is the focus on data linked to the GAF
domains. The analysis should be designed to compare information about men and women, about
different categories of women and men (e.g., by ethnicity, sexual orientation, age, class, caste,
residence, and race). These comparisons should reveal where there are gaps and inequalities that
are likely to affect women’s or men’s participation rates, leadership, access to services, uptake of
healthy behaviors or treatments, or that subject men or women to differential risks and
vulnerabilities affecting their health. The analysis should also provide understanding of why
these gaps and disparities exist and how they affect men’s and women’s opportunities and
aspirations.

7. CONSTRAINTS ANALYSIS

The final step in the gender analysis examines how the identified gender differences limit
or facilitate desired changes in health knowledge, practices, and access to care from the user’s
perspective. The analysis serves to identify gender-based constraints and opportunities that have
the potential to either impede or facilitate (also referred to as gender determinants of health)
achievement of health objectives. For example, in many places, women are constrained in
receiving skilled care in delivery because they do not have power to make autonomous or joint
decisions about their health care.

Gender sensitization
Gender sensitization refers to the raising sensitization of gender equality concerns. It
helps people in examining their personal attitudes and beliefs and questioning the realities of
both sexes. Gender sensitization make people understand the difference between sex and gender,
how gender is socially constructed and the stereotypes around gender roles It helps them
determine which assumptions in matters of gender are valid and which are stereotyped. Need of
gender sensitization is to create awareness among the working professionals about the
importance of gender sensitivity in organization. Without being sensitive to the needs of a

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particular gender, an individual may refrain from understanding the opposite gender. Gender is
Socially Learned behavior, based on social expectation from Men & Women. The women and
children are most vulnerable group of this situation. And it’s the undue pressure on Boys & Girls
to live up to the established norms of Masculinity & femininity. Girls endure unwarranted social
control, discrimination & domination. Boys discouraged from being emotional, gentle or fearful.
Gender Sensitization gives a clear and precise view about Gender and help to understand that
GENDER is not about “Women” it’s about “People”.

Gender budgeting
Gender budgeting is a strategy to achieve equality between women and men by focusing
on how public resources are collected and spent. It is an application of gender mainstreaming in
the budgetary process. It. means a gender-based assessment of budgets, incorporating a gender
perspective at all levels of the budgetary process and restructuring revenues and expenditures in
order to promote gender equality. The purpose of Gender Budgeting is threefold: to promote
accountability and transparency in fiscal planning; to increase gender responsive participation in
the budget process, for example by undertaking steps to involve women and men equally in
budget preparation; to advance gender equality and women's rights.

Gender-responsive budgeting (GRB) was first introduced at the Fourth World Conference
on Women in 1995 in Beijing, China, to inculcate in decision-makers the principle of looking at
national budgets through a gendered lens. In efforts to integrate GRB in India's budgeting
process, the Government of India (GoI) introduced the Gender Budget Statement (GBS) in the
Union Budget in 2005-06.

Gender mainstreaming
Gender mainstreaming is a strategy to improve the quality of public policies, programmes
and projects, ensuring a more efficient allocation of resources. The concept of gender
mainstreaming was first proposed at the 1985 Third World Conference on Women in Nairobi,
Kenya. The idea has been pushed in the United Nations development community.
The five principles of gender mainstreaming
The following five principles hold true for all gender mainstreaming activities and
implementation measures.
1. Gender-sensitive language
Texts referring to or addressing both women and men must make women and men
equally visible. This applies to, amongst others, forms, documents, telephone directories, texts on
the intranet and the internet, advertising for events, folders, posters and films.
Attention must also be paid to a gender-sensitive choice of images when preparing public
relations material.
2. Gender-specific data collection and analysis
Data must be collected, analysed and presented by gender. Social dimensions, such as
age, ethnicity, income and level of education should also be reflected where possible. Gender-
specific analysis of the initial situation must provide the basis for all decisions.
3. Equal access to and utilisation of services
Services and products must be assessed as to their different effects on women and men.

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 It is important to identify:
 Who uses the services (women or men or both)?
 Who are the clients (women or men or both)?
 Who are the target groups?
 Do women and men have different needs?
Are the different circumstances of women and men taken into account when planning and
designing services?
 Have all target groups access to the same sources of information?
 Who benefits most?
 Which group would suffer most if they could not use the services offered?
 Are the offices providing the service structurally gendered and barrier free, (i.e.
the waiting areas, lighting, access without steps, signage)?
4. Women and men are equally involved in decision making
There are binding targets for a balanced gender ratio at all levels of decision making.
Measures and strategies geared towards a balanced gender ratio must be taken at all levels of
decision making. This is also important when appointing working groups, project teams,
commissions and advisory boards, as well as when organising events, e.g. when selecting
speakers.
Workplaces must be structurally gendered and barrier free where possible (e.g. gendered
signage, sufficient lighting, avoiding potentially frightening situations as in poorly accessible
basement archives, access without steps, social rooms for different occupations).
5. Equal treatment is integrated into steering processes
Steering instruments include quality management and gender budgeting, amongst others.
It is important to note that:
Paying attention to the different circumstances of women and men enhances the success
rate, effectiveness and maximum utilisation of staff and funds.
All targets related to people are defined in terms of full equality and the targets attained
are therefore presented by gender.
Controlling routine as a matter of course includes gender-specific evaluation of results
and a systematic steering of the gender ratio, in other words, the development and
implementation of (new and adapted) targets, strategies and measures.