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      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Find a gender trainer
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
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        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
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      • Institutional Transformation
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        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • What is a Gender Equality Plan?
        • EU objectives for gender equality in research
        • Why change must be structural
        • Who is this guide for?
        • The GEAR Step-by-Step Guide
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
        • Who is involved in a Gender Equality Plan?
        • Rationale for gender equality in research
        • Basic requirements and success factors
        • Obstacles and solutions
        • Legislative and policy backgrounds
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        • Relevant insights
        • Examples
          • A practice to award and ensure greater visibility for women researchers
          • A survey to know your institution
          • AKKA
          • Age limit extension in calls for female researchers with children under 10
          • Cascade Model GFZ
          • Compulsory awareness-raising session for B.A. students
          • Election procedure for the Board
          • Elections for the University's Council
          • Encouraging gender equality activities at the grassroots level across the university
          • Family-leave without consequences for the academic career
          • Gender Equality Report
          • Gender Project Manager
          • Gender Report
          • Gender Sensitive PhD Supervisor Toolkit
          • Gender and Diversity Controlling
          • Gender certification: a road to change? (SE)
          • Gender lectureship: a model for mainstreaming in higher education
          • GenderNet Freie Universität Berlin (DE)
          • High-profile tenure-track positions for top female scientists
          • Introducing a gender perspective in research content and teaching
          • Maternity Cover Fund and Return to Work policy
          • National connections at Fraunhofer Gesellschaft: the National Committee
          • Overcoming bias in personnel selection procedures
          • Participatory approach towards development of Career Development Plan
          • Protocol for preventing and tackling sexual harassment and gender-based violence
          • School of drafting and management for European projects
          • Stimulating personal development to improve women academics’ positions
          • Teaching-free period when returning from parental leave
          • The Gender Balance Committee of the Genomic Regulation Centre (ES)
          • WiSER (Centre for Women in Science and Engineering Research)
          • Women represented in all rounds of applications
        • Key resources
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • Step 4. Project assessment
          • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
            • Steps to integrate a gender perspective in M&E processes
            • Additional resources
          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
            • Tracking expenditures for gender equality
            • Additional resources
          • References
          • Abbreviations
          • Acknowledgements
    • Metodai ir priemonės
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  • Smurtas lyties pagrindu
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    • Nusikaltimų aukų teisių direktyva
    • Smurto lyties pagrindu kaina
    • Cyber violence against women
    • Intimate partner violence and witness intervention
    • Moterų lyties organų žalojimas
      • Risk estimations
    • Risk assessment and risk management by police
      • Risk assessment principles and steps
          • Principle 1: Prioritising victim safety
          • Principle 2: Adopting a victim-centred approach
          • Principle 3: Taking a gender-specific approach
          • Principle 4: Adopting an intersectional approach
          • Principle 5: Considering children’s experiences
          • Step 1: Define the purpose and objectives of police risk assessment
          • Step 2: Identify the most appropriate approach to police risk assessment
          • Step 3: Identify the most relevant risk factors for police risk assessment
          • Step 4: Implement systematic police training and capacity development
          • Step 5: Embed police risk assessment in a multiagency framework
          • Step 6: Develop procedures for information management and confidentiality
          • Step 7: Monitor and evaluate risk assessment practices and outcomes
      • Risk management principles and recommendations
        • Principle 1. Adopting a gender-specific approach
        • Principle 2. Introducing an individualised approach to risk management
        • Principle 3. Establishing an evidence-based approach
        • Principle 4. Underpinning the processes with an outcome-focused approach
        • Principle 5. Delivering a coordinated, multiagency response
      • Legal and policy framework
      • Tools and approaches
      • Areas for improvement
      • References
    • Geroji praktika, skirta kovoti su smurtu lyties pagrindu
    • Metodai ir įrankiai siekiant kovoti su smurtu lyties pagrindu
    • Baltojo kaspino kampanija
      • About the White Ribbon Campaign
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    • Reguliavimas ir teisinis pagrindas
      • Tarptautiniai teisės aktai
      • ES teisės aktai
      • Strategic framework on violence against women 2015-2018
      • Teisinės apibrėžimai ES valstybėse narėse
    • Literatūra ir teisės aktai
    • EIGE's publications on gender-based violence
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  • EIGE leidiniai
    • Gender-sensitive Communication
      • Overview of the toolkit
      • First steps towards more inclusive language
        • Terms you need to know
        • Why should I ever mention gender?
        • Choosing whether to mention gender
        • Key principles for inclusive language use
      • Challenges
        • Stereotypes
          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
          • Avoid irrelevant information about gender
          • Avoid gendered stereotypes as descriptive terms
          • Gendering in-animate objects
          • Using different adjectives for women and men
          • Avoid using stereotypical images
        • Invisibility and omission
          • Do not use ‘man’ as the neutral term
          • Do not use ‘he’ to refer to unknown people
          • Do not use gender-biased nouns to refer to groups of people
          • Take care with ‘false generics’
          • Greetings and other forms of inclusive communication
        • Subordination and trivialisation
          • Naming conventions
          • Patronising language
      • Test your knowledge
        • Quiz 1: Policy document
        • Quiz 2: Job description
        • Quiz 3: Legal text
      • Practical tools
        • Solutions for how to use gender-sensitive language
        • Pronouns
        • Invisibility or omission
        • Common gendered nouns
        • Adjectives
        • Phrases
      • Policy context
    • Work-life balance in the ICT sector
      • Back to toolkit page
      • EU policies on work-life balance
      • Women in the ICT sector
      • The argument for work-life balance measures
        • Challenges
      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
        • Step 2: Identify potential resistance and find solutions
        • Step 3: Maximise buy-in from stakeholders
        • Step 4: Design a solid implementation plan
        • Step 5: Carefully measure progress
        • Step 6: Highlight benefits and celebrate early wins
      • Toolbox for planning work-life balance measures in ICT companies
      • Work–life balance checklist
    • Gender Equality Index 2019. Work-life balance
      • Back to toolkit page
      • Foreword
      • Highlights
      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
        • Women dominate part-time employment, consigning them to jobs with poorer career progression
        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
        • Lone parents and people with disabilities are still without the health support they need
      • 8. Domain of violence
        • Data gaps mask the true scale of gender-based violence in the EU
        • Backlash against gender equality undermines legal efforts to end violence against women
        • Conceptual framework
        • Parental-leave policies
        • Informal care of older people, people with disabilities and long-term care services
        • Informal care of children and childcare services
        • Transport and public infrastructure
        • Flexible working arrangements
        • Lifelong learning
      • 10. Conclusions
    • Sexism at work
      • Background
        • What is sexism?
        • What is the impact of sexism at work?
        • Where does sexism come from?
        • Sexism at work
        • What happens when you violate sexist expectations?
        • What is sexual harassment?
        • Violating sexist expectations can lead to sexual harassment
        • Under-reporting of sexual harassment
      • Part 2. Test yourself
        • How can I combat sexism? A ten-step programme for managers
        • How can all staff create cultural change
        • How can I report a problem?
        • Eradicating sexism to change the face of the EU
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My personal story

PrintDownload as PDF
Narrative
Šalis: Finland
Sex:
Male
Primary Topic:
IDENTITY
Metai:
1990, 2000

R: I will give you a bit of background. In the primary school, I was forced to dance ballet for six years. I have a mother and two big sisters. The memories I have from early childhood are such as I was being laughed at as I was wearing a swimming suit for girls. I have used… I had to use clothes such as pantyhose for girls. My mother thought that it was not necessary to buy me new clothes as the old ones also fitted me. This is the way primary school and early childhood caused me complexes. In the sixth grade, I started to break loose from this strange ballet world. I started to stay with friends and act like they did, as I thought that is a more masculine way to behave. There was a radical change. I abandoned most of the friends from the elementary school. I started to hang out with people who had… Gang identity was involved as well as acting macho. Everyone was acting like they were more masculine or able than others. What we did was not sustainable. The summer after the sixth grade we were going around in the city, started the day at ten in the morning and mugged people. It related to.. We had to prove many things to ourselves and others. We had to prove that we are not cowards, we had to prove that we are able to do what we do. That we are tough guys. Nobody can be troublesome with us and nobody is tougher than us. We had principles. Even though it was irrational violence every day, one of the principles was that the victim has to be bigger than us. Older, bigger, stronger. At the end... It was a growth period. A pilot phase that lasted for a long time. It was related to proving that I am a man. All kinds of robbing, everything that juvenile offenders do was what we did. Partly this... In addition that this was related to proving to be a man, it was also genderless gang identity and peer pressure. One for all and everyone in the same situation. On one hand, there were also girls along. I gained a reputation as a tough guy in the city and among friends, that I will and can do whatever I want. Perhaps the fact that I had gained something revoked the need to prove something.
Luckily, I had the people who were in the same class in the upper level of comprehensive school. Unlike in the primary school, the division between girls and boys was strong. The days when I went to school, I spent with the boys and they were all really eager to study. Everyone was smart, did sports and me… My image of manhood started to be reformulated. The foolishness I had done did not seem to fit in with that category of a man. It was more related to being responsible and organised and smart. Final… Many little things… For sure the sanctions by my mother and her support were related to the fact that I moved to another path of searching for manhood, I started to study. On one hand… During the upper level of comprehensive school people shoot up, but I didn’t. I stayed shorter than the other boys and felt a need to compensate that. I was beaten once and that, in addition to being short, had such an impact on me that during the eight and nineth grade, especially during the eight grade, I… I was complexed as I was short and thought that responsibility and intelligence are related to being a man. I spent the whole year without seeing my friends and going… Doing homework and being in the gym as much as possible. I felt that if I am not as tall as other boys/men, I have to stronger than all of them. If I am not as tall as the other boys, I have to be smarter than all of them. Simply like this. I graduated from the upper level comprehensive school with the highest possible grade. I was… I attained… I wanted… It was not enough. I could not prove anything to myself if I had not proved it to all others. This is how I… I was not studying because I wanted to learn but because I wanted the scholarship of the best student, just to get it official that I am a man. That was the starting point. I wanted to prove to people. With the gym, it was the same. I trained so much that I finally was stronger than everyone of the same age whom I knew. Studying had a lot of long term effects, even though I cut loose of that too. Even though the starting point was proving that I am a man and compensating my shortness, going to school started to have a life of it’s own. It became a routine and things became interesting. I wanted to know more.

I: What is the nitty-gritty of this story?

R: The nitty-gritty in principle is that the quest for manhood led to two opposite directions or periods in my life. First it led to violence and foolishness and then to absolute discipline and life under discipline. For both of the periods, the background was that I wanted to prove that I am a man.

I: How was the discipline manifested?

R: In principle it was manifested in such a way that I set an agenda for myself. I will become strong, I will be the best student in the school. I followed this agenda every second. For a year, a year and a half, I cut down everything that was unnecessary and was related to doing nothing. I developed myself every second. I had routines that I followed strictly.

Finnish

I: Nyt sä olet jo kertonyt yhden tarinan sun omaan miehuuteen liittyen. Mä pyytäisin sua vielä antamaan lisää esimerkkejä siitä, et miten se, että sä olet mies on vaikuttanut sun elämään ja millä tavalla se on vaikuttanut.

R: Mä voin taustoittaa taas sen verran, että ala-asteella mä oikeestaan pakon edessä tanssin balettia kuusi vuotta. Sitä ennen... Kun mulla oli äiti ja kaksi isosiskoa niin varmasti varhaislapsuudessa oli.. Ne muistikuvat mitä on niin on just se, että mulle on naurettu kun mulla on ollu tyttöjen uimapuku päällä. Mä olen käyttänyt... Olen joutunut käyttämään mun siskojen sukkahousun tapaisia juttuja ihan vaan siis.. Äitin mielestä oli turha ostaa uusia vaatteita kun oli mulle sopivia vanhojakin. Näin sitten ala-aste ja varhaislapsuus aiheutti pieniä komplekseja ja kuudennella luokalla mä sitten irtauduin.. rupesin irtautumaan tästä kummallisesta balettimaailmasta. Rupesin sitten viettämään aikaa kavereidenkin kanssa ja tavoittelemaan sitten.. toimimaan kuten ne toimi, sillä pidin sitä sitten taas miehisempänä tapana toimia. Siinä tapahtui nopeasti murros. Mä hylkäsin suurimman osan mun ala-asteaikaisista kavereista. Jotenkin rupesin sit just pyörimään enemmän ihmisten kanssa, joilla oli tällaista.. siinä oli mukana jengi-identiteettiä ja tän kaiken takana oli tietysti tällaista machoilua. Kaikki esitti toisilleen olevansa miehekkäämpiä ja kykeneväisempiä. Miten se sitten ilmeni, mitä me sitten tehtiin oli täysin kestämätöntä. Yks kesä kuudennen ja seiskaluokan välissä me kierrettiin kaupungilla ja aloitettiin päivä aamu kymmeneltä ja ryöstettiin ja hakattiin ihmisiä. Siinä oli myös tällasta.. meidän piti todistaa itellemme ja todistaa muille paljon asioita. Piti todistaa, että me ei olla raukkoja, piti todistaa, että me ollaan kykeneväisiä tähän mitä me tehään. Me ollaan kovia jätkiä. Meille ei ryppyillä ja kukaan ei oo meitä kovempi. Meillä oli siis myös periaatteet. Vaikka se oli järjetöntä välivaltaa päivästä toiseen niin periaatteisiin kuulu just, että uhrin piti aina olla isompi kun me. Vanhempi, isompi, vahvempi. No tähän nyt sitte.. Se oli mulle lopultakin... se oli vaihe. Se oli kokeiluvaihe, joka tosin kesti pitkään. Liitty myös just tähän, että piti todistaa miehuutensa. Kaiken näköinen ryöstely.. oikeastaan siis tällainen, mitä voi kuvitella että nuorisorikollinen tekee niin siihen meidän kategoriaan kuului se kaikki. Osittain tässä.. sen lisäksi, että oli tietenkin tätä miehuuden todistelua niin olihan se kumminkin myös osittain sukupuoletonta tällaista jengi-identiteettiä ja vertaispainetta. Kaveria ei jätetä ja kaikessa ollaan samassa veneessä. Toisaalta siinä ajoittain oli myös tyttöjä mukana. Tää sitten.. Mä saavutin oikeastaan kaupungilla ja kaveripiirissä mainetta kovana jätkänä ja just siinä, et mä voin tai teen mitä vaan ja mitä mä haluun. Ehkä se, että mä olin saavuttanu jotain sitten myös poisti sen todistelun tarpeen.
Lopulta mulla onneks oli mun yläasteen luokkalaiset. Siellä oli, toisin kuin ala-asteella niin oli tosi vahva jako, et oli pojat ja tytöt. Mulla sitten koulupäivinä, niinä päivinä kun mä kävin koulussa, niin tuli vietettyä aikaa niitten poikien kanssa ja ne oli kaikki kovia käymään koulua. Kaikki fiksuja ja kaikki harrasti jotain urheilulajia ja näin sitten mä… mulla rupes muokkautumaan tää kuva miehestä taas uudestaan. Ne järjettömyydet, joita mä olin tehnyt, ei enää tuntunu istuvan siihen miesluokitukseen vaan pikemminkin sieltä alko tulla just tällasta vastuullisuutta ja järjestelmällisyyttä ja älykkyyttä. Lopullinen.. Se oli monen pienen jutun.. Varmasti mun äidin rangaistukset ja kannustukset liitty sitten siihen, että mä lopulta siirryin tälle miehisyyden tavoittelun polulle, siis käymään koulua, kun olla.. Toisaalta siinä tuli myös sitten..
Yläaste oli ihmisillä kasvuvenähdyksen aikaa ja mä en venehtäny. Mä jäin vertaisiani poikia lyhyemmäks ja mulle tuli tarvetta kompensoida sitä. Mä sain kerran turpaani ja se plus tää mun lyhyys aiheutti sen, että seuraavan vuoden kasiluokasta ja ysiluokasta, kasiluokasta varsinkin, seuraavan vuoden vietin.. mulla oli lyhyyskompleksi ja lisäksi mulla oli tää tullu, että se on se vastuullisuus ja älykkyys, tälläinen, jotka mä liitän mieheen.. Niin mä vietin koko vuoden lähes näkemättä kavereitani käyden.. tehden läksyjä ja ollen punttisalilla niin paljon kuin mahdollista. Tuntui, että jos mä en ole yhtä pitkä kun muut miehet pojat ovat niin mun pitää olla kaikkia vahvempi. Jos mä en oo yhtä pitkä kun muut pojat niin mun pitää olla kaikkia fiksumpi. Pelkistetysti näin. Tää johti siihen, että ysiluokalla mä valmistuin meidän yläasteelta kympin keskiarvolla. Mä olin.. saavutin.. halusin.. Se ei riittäny. Täs oli jälleen, et.. Mä en voinu todistaa itelleni mitään jos mä en ollu samalla todistanu sitä kaikille muille. Näin sitten mä.. Koko opiskeluissani mulla ei ollu varsinaista tiedon nälkää vaan mä tähtäsin koulun parhaan oppilaan stipendiin, ihan vaan saadakseni sen virallisesti, että mä olen... periaatteessa, et mä olen mies. Se oli se lähtökohta silloin siihen. Mä halusin todistaa ihmisille. Toisaalta mun punttisali oli just sama. Mä treenasin niin paljon, että mä lopultakin olin vertaisiani saman ikäisiä, jokaista tuntemaani ihmistä, vahvempi. Pitkäkantoisia vaikutuksia koulunkäynnillä varsinkin oli paljon. Vaikka siitä sitten loppujen lopuksi jälleen irtautu. Lähtökohtana oli todistaminen, että mä olin mies ja lyhyyden kompensoiminen, niin siitä kumminkin tää koulunkäynti irtautu ja lähti elämään vaan sitä omaa elämäänsä. Siitä tuli rutiinia ja yleisesti asiat alko kiinnostaa. Mä halusinkin tietää enemmän.

I: Mikä tässä tarinassa oli se ydin?

R: Tän tarinan ydinhän periaatteessa oli se, että kuinka se miehisyyden tavoittelu johti kahteen täysin päinvastaiseen suuntaan, periodiin, mun elämässä. Aluksi kaikennäköiseen väkivaltaan ja järjesttömyyteen ja sen jälkeen absoluuttiseen kuriin ja kurinalaisuuteen. Kumminkin molemmissa periodeissa oli tosi pitkään taustalla sitä, että mä halusin todistaa olevani mies.

I: Miten tää kuri ilmeni?

R: Periaatteessa se ilmeni siten, että mä asetin itselleni agendan: Musta tulee vahva, musta tulee koulun paras oppilas ja mä joka sekunti noudatin tätä agendaa. Periaatteessa vuoteen, puoleentoista vuoteen, mä karsin kaiken mahdollisen tyhjäntoimittamisen tai höpöhöpön siitä välistä ja kehitin itteäni joka sekunti. Mulla oli rutiinit, joista ei saanu laistaa ja näin.

Metadata

Other Topic categories:
CHILDHOOD / FAMILY LIFE / RELATIONSHIPS
LEISURE
VIOLENCE
Key actors: 
myself, mother, teacher, friends, schools, media
Raktažodžiai:
motherhood, roles/role pattern, appearance/physical beauty, behaviour, body image, character, fulfilment, masculinity, peer group, role model, strength/strong, friends, sports, offender (female or male), trauma, victim (female or male)
Male, 23 Finland

Gender did matter

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