Gender Policy of a Organization

Definition of gender related terminology 

Gender

Gender refers to the socially constructed roles played by women and men that are assigned on the basis of their sex. Gender is used as a means of examining similarities and differences between women and men without direct reference to biology but rather to the behavioral patterns expected from women and men and their cultural reinforcement. These roles are usually specific to a given area and time.

Gender Equity

The equality of being fair and right is a stage in the process of achieving gender equality. In order to ensure fairness, measures must often be taken to compensate for historical and social disadvantages that prevent women and men from otherwise operating on a level playing field.

Gender Equality

Gender equality means that women and men enjoy the same status. Gender equality refers to the equal rights, responsibilities, opportunities, benefits, treatment and evaluation of women and men.

Mainstreaming

It focuses on the institutions, policies and program that have a broad impact in setting the conditions under which communities, households and individuals function. It seeks to ensure the responses of these institutions, policies and programs towards the needs and interests of women as well as men and distribution of benefits as equity basis between women and men. Overall, it seeks to reduce existing disparities between women and men in income, resources and opportunities.

Gender Awareness

Gender awareness is the recognition that development actors are women and men, and those women and men are advantaged and constrained in different ways with implications for women and men having differing needs, interests and priorities. Rethinking the assumptions and practice of gender-blind policies through gender analysis and learning about gender differences have resulted in what is referred to as gender-aware policies.

Goal of the policy

To assist in establishing a gender sensitized working environment in the organization.

 Purpose of the policy

• To take specific initiative at policy, implementation of activities and evaluation level for establishing equality among the women, men and persons with disability.

• To create safe and respectful work environment for all employees.

• To ensure equal rights, opportunity and effective participation of women, men and person with disability in every level of the organization.

Process of updating

This is not a permanent document. According to executive order, management committee will update by considering the time and well being of the employee as well as interest of organization.  

Reserved rights

According to executive order, management committee will be able to change, addition, deduction and correction of any clauses and sections of the guideline as per special needs.

Effectiveness

The revised policy will be functional from November 2014.

Implementation of Gender Policy

Working Strategies

• During preparation and revision of any policy, organization should consider the gender issues.

• The organization must provide ideas on gender issue and ensure practice on gender policy at all level of employees.

• Organization will take several steps to create gender sensitized environment.

• Organization must introduce gender issues at all levels.

The Practicable Ground of Policy Implementation

• Create disability friendly gender sensitized environment in organization.

• Bring equity based equality in existing programs/projects by keeping gender theme.

• Give priority on gender policy for preparing organizational five year strategy plan.

• The organization will form a Gender Working Group by the coordination of staff. This group will assist to implement the gender policy and will submit a quarterly report to the management committee by analyzing the progress. 

Gender Structure

Reducing gender discrimination, below mentioned matters/factors should be considered during implementation and decision making process:

·         Keep provision for at least one-third women member in Advisory Council, General Committee, Executive Committee, Management Committee and Organizational Development (OD) taskforce by considering skills, competence and experience.

• Women and persons with disabilities must be the head of one-fourth of all formed committees.

Each department/section of the organization and all the staffs will keep the responsibility for successful implementation of gender policies. The clear and specific role of Management Committee is essential to create gender equality and disable friendly environment inside the organization. Although, all the staff members are responsible equally to bring the responsibility equality, after that the organization needs an organizational structure/framework. Below-mentioned people and group will play an active role for bringing the process ahead.

• Executive Director

• Gender Working Group

• Directors (All)

• Gender advisor and gender technical person.

• Branch/Project level working group

Program Aspect

• Give priority on gender and disability issues in every project proposal. In this case, the ratio of men and women will be 50%.

• Ensure participation of women in meetings of project/program, group/samity, committee, training, workshop and seminar at least 30% (In some cases, it may be 50%-100%).

• Conduct gender awareness related activities among the male and female at field level.

• Take initiative for implementing gender policy in every program/project.

• Arrange regular meeting, training and workshop among the staff and program participants for bringing positive attitude towards gender.

 Human Resource Management (Considerable gender issue)

Staff Recruitment

• Provide equal opportunity in recruitment.

• In specific area, education, age and experience will be flexible for women and persons with disabilities in recruitment.

• Recruit women worker as mandatory basis according to type and nature of projects.

• Include 30% women in recruitment committee of organization.

Promotion 

The Head of Human Resource Management/Gender Specialist/Respective Person will be responsible for monitoring and documenting information related to the recruitment, training and promotion of staff. The gender working group will monitor the inclusion of gender issues. Career development opportunities will be equally available for women and men. In special cases, educational qualification for backward women and ethnic minorities and persons with disabilities will be given priority by considering good knowledge on reading writing and mobility.

Staff Development

Organization will give priority to provide training for staff and will arrange regular basis meeting, workshop. The staff will be trained up on gender and development issues with a view to sensitize the community. Special measures will be taken to enhance the capacity of women staff members so that they can occupy the positions of higher level. Gender working group, respective program and training personnel will help in this regard. Gender working group will prepare an action plan in the beginning of the year. Staff will be oriented on the gender policy and gender issues within the organization. Gender issue will be incorporated with the staff induction.

Transfer

Transfer or posting of female staff in convenient places from their residence will be considered. In case of the person with disability, newly married, a mother of young children etc. will also be taken under consideration.

Leave

Maternity leave for female staff will be provided as per Staff Management Manual of organization. In this case, respective staff will submit the application at least one month before of enjoying leave and she has to confirm the matter by informing the higher authority at least three days before of enjoying leave. A regular female staff shall be allowed to enjoy leave for 120 days with full salary and 30 days without salary. She will be able to enjoy such leave twice during her service. This leave will not be applicable for a mother of two children. After enjoying first time leave, she will not be allowed to enjoy such leave for the next two years. This leave will be fixed up by the consultation of a physician/doctor. According to the permission of the authority, this leave may be incorporated with earned and sick leave.         

Organization will provide suitable facilities for breast feeding and care for the baby. She will be able to enjoy the benefit after fulfilling her job responsibilities. She will get two hours (from 12 pm to 2 pm) leave for breast-feeding of her baby for six months. During this time, her colleagues will help her and higher authority will be helpful and caring to her.

A male staff may enjoy this leave for seven (7) days with full salary. He will be able to enjoy such leave twice during his service. This leave will not be applicable for a father of two children. 

Termination

If gender sensitivity becomes affected by the behavior of anyone i.e. any work and word happens repeatedly by the staff that stands against gender sensitivity will also be considered a crime. Organization will take necessary action against the accused staff as per Staff Management Manual in case of any kinds of work which affects organizational reputation.

Travel 

• A female employee will visit her working area as usual. During any unrest situation, organization will not force her to go to her working area. But in case of emergency, her male colleagues may help her. 

·        The authority should take into account the menstrual period of female employee. Female employee must inform the matter to her immediate authority or other female employees of the project/program. Accordingly, project/program authority may consider working in the nearest area for at least two days or may consider working at office. During the time, female employee should manage her work with her own management. If prevails any kinds of problem, female employee have to take support from the immediate authority.   

• If female employee returns home at night from working area after working hour then necessary initiative should be taken by the organization by considering social security.

Working Environment and Physical Facility  

Organization will create a safe and dignified environment for female employees. Emphasis will be given to eradicate oppressive and discriminatory practices towards women in every sphere of mobilization.

• Organization will provide general medication facility during maternity time for short pay-roll staff.

• Taka 5000 may be provided to short pay-roll female staff as interest-free loan for treatment and complication during pregnancy or cesarean period. Taka 5000 may also be provided to the male employee as interest-free loan for treatment of his wife during maternity time. The loans will be returned within one year as installment. The aforesaid matters will be implemented with the approval of management authority.

• Organization will keep provision for restrooms/washrooms (toilet facilities) for female and persons with disabilities.

• Keep provision of disability friendly infra-structural system.

The organization should have an Infant Care Centre where a mother (staff) can keep her child for

feeding and nursing during office hour. This centre cost should be incorporated in the annual budget of

the organization. Service receiver will bear 60% and organization will contribute 40% of total running

cost. This provision will be functional according to the approval of management authority.

  

Monitoring

Gender Working Group in collaboration with M&E cell will evaluate trend of the implementation of gender policy.  Interventions, services and training will be carried out from gender perspective. Gender-impact assessments will be done using qualitative and quantitative data. Organization will analyze the data concerning the development of gender equality. Institutional capacity will be increased to work on gender issue within the organization. The gender policy may be amended by reviewing of annual action plan of organization.

3.10.    Culture and Values of the organization

• Believe and practice gender equality and equity.

• Show a positive attitude towards the persons with disabilities.

• Work for changing traditional attitudes towards women.

• Ensure women's participation in decision-making process.

• Consider all the women related issues.  

The Concluding Words

Implementation of the gender policy is a challenging issue. Attitude and capacity development are the key challenges. The development of the policy is a lengthy and difficult process, but it is only the first step in achieving a much larger objective. To achieve that objective, the understanding and commitment of all staff is required. The organization has demonstrated its commitment towards gender issues in the past by practicing through various activities. The emphasis on gender is based on the recognition of  'gender' as an analytical tool for the identification and understanding of the socially constructed roles and relations of women and men and how these mediate all development related opportunities and outcomes for women and men. It is more importantly depends on the appreciation, consideration and integration of equality concerns in relation to problem analysis, policy formulation, planning processes as well as institutional practices.  It is suggested that this policy must be implemented effectively by the initiative of both women and men.