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      • Gender Equality Training
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        • 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
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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
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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
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    • Cyber violence against women
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      • 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
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    • Baltojo kaspino kampanija
      • About the White Ribbon Campaign
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    • Reguliavimas ir teisinis pagrindas
      • Tarptautiniai teisės aktai
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      • Strategic framework on violence against women 2015-2018
      • Teisinės apibrėžimai ES valstybėse narėse
    • Literatūra ir teisės aktai
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        • About the IPA project
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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: Latvia
Sex:
Female
Primary Topic:
IDENTITY
Metai:
2000, 2010

R: First, I want to start with my life at school, because it is my first such stage when I get exposed to society. Then I noticed that teacher’s attitude towards me as a girl is different than against my classmates – boys. It was more in relation to homework or rewriting of tests, when in my opinion I saw some unfairness against me and when I went to clarify things, female teachers treated me more distanced. But when boys went to discuss the same issue with the teacher, they [female teachers] were more forthcoming. And on the opposite - when address a male teacher, he was more forthcoming and listened more to me than to my classmates boys. (…) Maybe it was such an observation only in my school, as teachers there were mostly female teachers and, yes, it might be because many of the girls in my class weren’t studying, they didn’t have such interest in studies as I had and maybe the teachers perceived me as someone somehow different, and still boys were more favored by them, it was so. (…) The teachers were stricter in regard to me, maybe sometimes I felt in an unfair manner, more in regard to grades. Because when boys were evaluated they usually received higher grades than me for work of the same quality. (…) And then I felt deprived and undervalued. And I really didn’t like that during my school days. (…)

I: And still what made you accept this situation?

R: I understood that after all it is unfair and that I know that I am equal with boys – right in regard to education, and that’s why it didn’t bother me. (…) Because I know that I am not for instance less knowing, and it’s enough with that. (…)

I: And you said that in school it was the first experience where this division in boys and girls appeared, right? (…) But this different attitude was based on what?

R: [It was] directly [associated with evaluation] of the results [of students’ work] (…) When talking about this, then the grade in relation to my work was possibly different when in relation to a boy’s work – in one case [it was] more beneficial [with a male teacher] and in another [with a female teacher] maybe not. (…) It’s maybe somewhere in sub-consciousness of men and women, that the different sex produces a different attitude. Maybe women feel some sort of competition between themselves or something like that.

Latvian

I: Vai es drīkstu ierakstīt mūsu sarunu?

R: Jā, drīkst.

I: Vai tu varētu pastāstīt kādu situāciju, kad tu juti, ka tas, ka tu esi sieviete, nospēlē lomu kādā tavas dzīves momentā?

R: Pirmais, es vēlētos sākt ar skolas dzīvi, pa cik tas ir mans pirmais tāds posms, kur es esmu tā kā sabiedrībā ienesta. Tad... būtībā es pamanīju, skolotājas attieksme kā pret mani kā pret meiteni ir savādāka nekā pret maniem klases biedriem puišiem. Tas izpaudās tieši uz mājasdarbiem vai kontroldarbu labošanu, kad, ja es redzēju kādu netaisnību pret manim, manuprāt, tad, kad es gāju skaidroties, tad skolotājas sievietes pret manim izturējās, teiksim tā, norobežotāk tā, mazliet distancēti. Bet puišiem ejot pie skolotājas [runāt] par to pašu jautājumu, [skolotājas sievietes] bija tā kā pielaidīgākas. Bet pretēji pie vīrieti skolotāja ejot, viņš atkal bija pret mani pielaidīgāks un vairāk ieklausījās nekā manos klases biedros puišos. Studentu dzīvē, kas man ir pašlaik...

I: Jā. Kā tev liekas, ja mēs par to pirmo gadījumu runājam, kad skolā , vai es pareizi sapratu, ka atturīga attieksme [no skolotāju sieviešu] puses bija tā kā noliedzoša? Vai nē?

R: Jā, vairāk tā kā noliedzoša. Varbūt tas bija tikai manā skolā tā [tāds] novērojums, kad sko... [skolotājs/ skolotāja], tur bija pārsvarā sievietes skolotājas, un... Jā , tas varēja vienkārši būt tāpēc, ka daudzas meitenes arī klasē mums nemācījās, [viņām] neinteresēja mācības varbūt tika daudz kā man, un varbūt viņi [skolotājas] mani uztvēra kā... kā savādāku, kā kaut kādu citādāku, un tomēr puiši vairāk viņām bija mīluļi kaut kādā veidā [tā bija]. Tas bija novērojums. Vismaz tas bija manā skolā.

I: Kādā ziņā tu biji savādāka?

R: Viņas [skolotājas sievietes] bija tādas stingrākas pret manim, varbūt brīžiem man likās, nepelnīti stingri kaut kur uz atzīmēm tieši. Jo, ja novērtēja puišus viņiem lika par tādu pašu darbu augstāku atzīmi, nekā man. Tādā ziņā.

I: Un kā tu juties šajos brīžos?

R: Un tad es jutos atdalīta tāda, nenovērtēta diezgan. Un tas man diezgan nepatika skolas laikā.

I: Tu to mēģināji kaut kā izrunāt ar skolotājām?

R: Drīzāk nē. Es pieņēmu to, kā tas bija, jo tajā laikā es vēl biju diezgan kautrīga un necentos uzsākt asas diskusijas ar skolotājiem, un tāpēc pieņēmu lietas, kā [tās] bija, varbūt mazliet paīgņojos, bet nu tā ilgi, ne ko.

I: A kas tev lika tomēr pieņemt to [situāciju]?

R: Es apzinājos, ka tas tik un tā netaisnīgi, un es zinu, ka es esmu tik pat līdzvērtīga kā puiši – tieši mācību ziņā -, un tāpēc mani tas nesatrauca. Un lietas, kas mani nesatrauc, tās parasti es necenšos tā īsti atrisināt. Jo es zinu, ka tā nav [ka esmu, piemēram, nezinošāka], un ar to pietiek.

I: Tad tu iekšēji vienkārši pieņēmi, ka es zinu [man ir labas zināšanas], cik es esmu vērtīga un ko es māku, un tad nav ko citiem tad skaidrot?

R: Jā. Jā.

R: Būtībā ir tā, ka, ja ir arī tas dalījums, un ja tas nepatīk, tad jau var aiziet un tam pasniedzējam pateikt, ka man ir apnicis tas [to] darīt, es varu, es vēlos iesaistīties tajā un tajā jomā iekšā, un tad [pasniedzēji] arī ņem vērā vairāk, jo tieši šajā studentu dzīvē... studentus uztver līdzvērtīgāk, tā kā viendabīgāk [statusa ziņā]. Skolā skolotāji tomēr sevi uzskata par augstāk stāvošākiem par bērniem, un viņi necenšas tā īpaši ieklausīties viņos [bērnos]. Nu tāda ziņā [viendabīgāk]. [0:10:09] Bet tieši studentu dzīvē tur jau pasniedzēji zin, ka tie ir topošie kolēģi, un cenšas ieklausīties viņu viedokļos.

I: Jā. Vai tu varētu dažos teikumos kopsavilkt katru stāstiņu, par ko viņš bija?

R: Pirmais stāsts [ir] par skolas dzīvi. Tas bija tāds mans pirmais posms kā es sakaros ar to, ka nodalīt puišus no meitenēm. Studentu dzīvē vairāk bija tas, kā man vajadzēja pierādīt sevi kā sievieti, parādīt kā līdzvērtīgu [līdzvērtīgi spējīgu]. Un trešais stāsts par sabiedrību, tas bija vairāk tāds stāsts kā attiecas pret mani tieši varbūt pretējais dzimums tādās it kā ikdienišķās lietās, bet tajā pašā laikā varbūt parādīt to, kad es esmu tā kā trauslāka, trauslāks dzimums par vīrieti vai kā. Tas tāds tieši kā ikdienā, kur nav nekādas [darba un citu spēju]pierādīšanas vai kaut kādas tur sacensības, [tas ir par to] tieši kā ikdienā tas notiek.

I: Un skolā, tu teici, ka tā ir pirmā pieredze, kur [parādījās] tas dalījums puišos un meitenēs, ja. Bet kas īsti bija tā robežškirtne?

R: Tieši tas, varbūt tas emocionālais aspekts, tā attieksme, tieši tā: varbūt intonācijas skolotāja vai tāda labdabīgāka, vai atkal ne, vai stingrāka. Nu tā, tur tas dalījums.

I: Bet uz kā balstījās šī dažādā attieksme?

R: Tieši uz rezultātiem [skolnieku darbu rezultātu vērtējumu], varbūt tādā ziņā, ka... Kā lai paskaidro... Tieši, ja saruna bija, tad tas rezultāts bija attiecībā pret manu [darbu] varbūt savādāks, nekā pret puisi – vienā gadījuma labdabīgāks [ar skolotāju vīrieti], otrā [gadījumā ar skolotāju sievieti] varbūt nē.

I: Jā. Bet es domāju to, kāpēc tad skolotājas sievietes ar tevi... Nu kas viņām lika runāt, piemēram, ar tevi stingrāk, kaut darbs bija līdzvērtīgs [puišu darbiem]? Un kāpēc , piemēram, skolotāji- vīrieši runāja ar tevi, tādi piekāpīgāki [savā attieksmē] bija?

R: Varbūt sieviete pret sievieti izturas stingrāk, nekā vīrietis pret sievieti, nu tur ir tas dalījums.

I: Tā ir tā galvenā „mācība” no tās situācijas? Kas [kāds] ir [sausais] atlikums no tas pieredzes?

R: Man, vismaz skolas laikā, es tā domāju, ka vienkārši skolotājas pret puišiem izturas vairāk [līdzjūtīgāk, atbalstošāk] , tāpēc, ka viņi ir puiši, un skolotāji vīrieši izturas pret mani savādāk tāpēc, ka es esmu meitene. Tieši tas varbūt [ir tas iemesls].

I: Jā. Bet puiši tas nozīmē ko?

R: Puiši... tas varbūt kaut kā zemapziņā sievietēm un vīriešiem, ka vienkārši pretējais dzimums un tad varbūt tas savādāka ir tā attieksme. Varbūt sievietēm pret sievietēm ir kaut kāda varbūt konkurences sajūta, vai nu kaut kas tāds. Tieši tas.

I: Tā kā pievilcība, starp dzimumu pievilcība kāda?

R: Jā, kaut kādā tādā ziņā. Varbūt... ne tādā kriminālā nozīmē [pedofilija], bet tieši tādā... vienkārši tā tas ir dabā iekārtots. Tur tas [tā ir]... tāpēc tas varbūt darbojas.

I: Jā. Paldies!

R: Lūdzu!

Metadata

Other Topic categories:
CHILDHOOD / FAMILY LIFE / RELATIONSHIPS
EDUCATION
PROFESSIONAL CAREER
Key actors: 
teacher, school
Raktažodžiai:
relationship, roles/role pattern, different treatment, orientation, school, (in-) dependence, (not) questioning/(no) doubts, (un-) happiness, behaviour, community, deprivation, sexual identity, sexual orientation, competences
Female, 22 Latvia

Gender did matter

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