Gender competence development initiatives do not end with the provision of training, and to ensure the long-lasting effects of the outcomes, follow-up activities need to be set up.
In order to make the best use of the newly acquired knowledge that staff have gained during the gender competence development initiative, additional tools and procedures should be developed and offered to participants to be used after the training. Participants should be provided with space to continue to develop their gender-equality competences after the training session.
Checklist: what can comissioning authorities do to ensure the long-lasting effects of the training
To ensure transferability of knowledge and tools into the organisation, training commissioners can:
- Preparation phase
- Step 1: Asses the needs for (regular) gender competence development initiatives in the organisation
- Step 2: Integrate gender competence development initiatives into the broader equality strategy
- Step 3: Ensure that sufficient resources have been allocated to implement the initiative and its follow-up
- Step 4: Write good terms of reference (checklist)
- Step 5: Select a trainer with competencies, skills and knowledge relevant to your organisation (checklist)
- Implementation phase
- Evaluation and follow-up phase