The goal of implementing gender mainstreaming is to ensure an output and outcome that contributes to gender equality. To achieve this, the internal mechanisms of an institution will have to be adjusted within a process of organisational development. This means there is an internal dimension of gender mainstreaming (organisational and personnel development) as well an external dimension (service provision).
It is therefore useful to distinguish between three different but related dimensions of organisational change, namely the a) structural and the b) personnel dimension of change as well as c) an output that contributes to gender equality (Frey/Kuhl 2003: 3). Changes within the structural and personnel dimensions are a precondition for achieving working results that correspond to the objective of gender equality.
Processes of organisational development (with high level executives as responsible actors) are the starting point; organisational learning processes are planned, coordinated and monitored within this dimension. Personnel development (with human resources units as responsible actors) will accordingly follow a policy of human resources management which is in line with the gender equality objectives of the organisation – for example giving incentives in performance assessment or staff competency development. A second aspect of human resources management is achieving equal opportunities for female and male staff within an institution.
If the process of institutional transformation within these two areas is successful, the output of an organisation will reflect the gender equality objectives of an institution.
Gender mainstreaming with a on focus on institutional transformation ‐ examples
- Inter‐Agency Network on Women and Gender Equality (IANWGE), a network of Gender Focal Points in United Nations offices, specialized agencies, funds and programmes chaired by UN Women:
- Chief Executives Board for Coordination (CEB) in a statement decided on a UN wide strategy on mainstreaming gender.
- The Economic and Social Council in 2010 published a Resolution on “Mainstreaming a gender perspective into all policies and programmes in the United Nations system”.
- The International Labour Organisation (ILO), a specialised agency of the UN, has put strong efforts in mainstreaming gender equality
- A Council’s conclusions on the effectiveness of institutional mechanisms for the advancement of women and gender equality of December 2013
- What is institutional transformation
- Why focus on institutional transformation
- Who is the guide for?