Gender Institutional Transformation

Rationale

Gender mainstreaming requires all staff members to integrate gender equality into their respective fields of responsibility. Introducing gender mainstreaming into an organisation not only requires a change of working routines but also demands staff to reflect on their own perception of gender. This is why particular attention should be paid to dealing with resistance. On the other hand, the implementation of gender mainstreaming should not only rely on staff’s personal understanding, but also on strong institutional mechanisms of accountability.

Key aspects

Accountability refers to the objectives and priorities of an organisation as well as to its rules and procedures. Gender mainstreaming is a top-down strategy, meaning that the “top” of an organisation is responsible for creating accountability for its implementation. With regard to public institutions, it takes both the political will and the leadership of the organisation’s top management in order to ensure the long-lasting implementation of gender mainstreaming

Creating accountability:

• by formal mechanisms: i.e. the organisation’s mandate, procedural rules and job descriptions.
• by informal mechanisms: how managers address gender issues in meetings, how the objective of gender equality is kept on the agenda and how gender equality staff are involved in decision-making.

Three key elements of strengthening accountability for gender mainstreaming:

Explicit mandate

Official statement on gender mainstreaming defines the organisation’s overall vision of gender equality and makes a clear commitment to gender mainstreaming. It serves as the organisation’s general framework for activities such as setting concrete gender equality objectives and developing gender equality action plans.

Internal transparency regarding the process of gender mainstreaming is crucial for acceptance. A communication strategy helps to ensure that all staff members are aware of the mandate and statement on gender mainstreaming.

Dedicated leadership

The main responsibility of the executive staff across all management hierarchies is to adopt both the formal and informal mechanisms by which they usually create accountability and strengthen commitment:

• how leaders communicate their commitment to gender mainstreaming
• demonstrate their support
• encourage staff
• strengthen the position of the gender mainstreaming support structure
• set a good example by implementing gender mainstreaming in their daily work routines, decision-making processes and all other activities.

Further elements

clear assignment of related tasks and responsibilities to staff members (developing gender equality competence)

making gender mainstreaming methods and tools a mandatory part of an organisation’s standard procedures - this may include approaches such as setting incentives and applying sanctions if necessary.