… 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 …
… 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 …
… 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 …