… as possible, how the planned intervention is expected to change the existing situation. In order to guide the … the unequal distribution of income between women and men change? If yes, what will be the changes? Will the unequal use of time between women and men change? If yes, what will be the changes? Will women’s …
… is consequently no standardised blueprint for dealing with change. There are also different administrative levels of … tasks, competencies and roles with regard to processes of change. The executive staff is responsible for making a commitment and ensuring that the necessary resources for change are available. Human resources personnel enable staff …
… 1. Introduction phase Planning the process of change and taking initial steps with the aim of enabling an … mainstreaming in this specific phase of organisational change. The execution of all 13 steps of the Guide is …
… 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 … stakeholder group in terms of the structural dimension of change. Guiding questions for dealing with the structural …
… analysis should cover all dimensions of organisational change, i.e. structural, personnel and outcome (SPO model) … InterAction (USA): The Gender Audit Handbook. A Tool for Organizational Self-Assessment and Transformation Oxfam (UK): … of the Possible. Gender mainstreaming and organisational change – Experiences from the field SNV - Netherlands …
… In accordance with the Guide’s steps for organisational change, the basic elements of a gender mainstreaming strategy … how to monitor and steer the process of organisational change Recommendation In order to develop a potentially … strategy, taking all the key steps of organisational change into consideration Gender mainstreaming strategy can …
… support structure’s role is to facilitate organisational change with respect to an organisation’s functionality and … and projects) monitoring the process of organisational change and the progress made in implementing gender …
… The gender mainstreaming strategy aims to change an organisation’s orientation and modes of operation … not only a crucial element in implementing organisational change as part of gender mainstreaming (background paper), …
… exist. One way to evaluate the process of aorganisational change is to carry out follow-ups of the organisational … are used for steering the process of organisational change. During this process, it may be necessary to react to …
… Gender mainstreaming, change and resistance This section of the module on institutional transformation is addressed to agents of change within an organisation. When supporting gender … It is explained why resistance is part of organisational change. The first section highlights the different types of …
… a lack of recognition for staff involved in the process of change. If involvement in an institutional gender … to stress that gender mainstreaming is about structural change within an institution. The individual person does …
… be used to elaborate on the advantages and benefits of change processes targeted at gender equality. IN the … case of gender mainstreaming – whereas other processes of change which also cause a shift in working processes (e.g. … be less work. “ Statement: There is yet another process of change. We first have to recover from the last one and have …
… women and men, as well as gender-friendly policies, Organizational culture and its effects on gender equality”. … level is a precondition and key to organisational change. The aim of the gender audits was to promote this kind … to the issue of organisational culture and organisational change. Resources Read more on ILO.org …