… with different expertise and types of knowledge about the (formal and informal) functioning of the organisation, is … based on their individual areas of expertise and competence must be ensured. For instance, it should be …
… enough to ensure the desired outcome of increased gender competence among reviewers. The monitoring and evaluation … bodies; self-assessment of increase in gender competence (e.g. through feedback surveys after training … sensitivity . This should focus on the effects on both formal and informal practices due to the implemented …
… done? Gender inequalities are deeply ingrained not only in formal organisational policies, processes and procedures, but … bias as they are presumed to have higher levels of competence and performance than their women colleagues, …
… relevance of a trainer’s background. In some countries, a formal curriculum of gender trainers exists in academia. In … procedures, there is common agreement on the knowledge, competence and skills that a gender-equality trainer should … these skills are essential to the success of the gender competence development initiative. Use gender-sensitive …