Gender equity in the organizational context
“Gender equity” is the equally fair treatment of women and men. To ensure fairness, some societies adopt measures to compensate for historical and social disadvantages that prevent women and men from otherwise operating on a “level playing field.” Gender-equity strategies eventually attain gender equality. Equity is the means; equality is the result (Interagency Gender Working Group, 2000).
Scores from items selected from the menu of indicators in the box below
External assessment by an individual familiar with organizational behavior; gender issues; and reproductive health programs. Alternatively, a self-assessment by senior management, based on international standards, adapted for the local setting.
This set of indicators is presented as a menu from which evaluators may select those most applicable to a given work setting. (Evaluators may expand this set to include other items of interest to the organization in question.)
Menu of Indicators: Gender Equity in the Organizational Context
o Women’s participation (in project activities);
In IPPF/WHR’s “Manual to Evaluate Quality of Care from a Gender Perspective” (2000) recommends that the evaluation team include (among others) a locally hired gender specialist. The question of gender equity is sensitive, and the process of evaluating gender equity can become highly politicized. For this reason, the organization must select an evaluator perceived to be objective and to have excellent credentials. The evaluation must take place in a climate of impartiality if the results are to carry weight.
Interagency Gender Working Group. 2000. Guide for Incorporating Gender Considerations in USAID’s Family Planning and Reproductive Health RFAs and RFPs. Washington D.C.: USAID. RFA Subgroup. Program Implementation Subcommittee.
International Planned Parenthood Federation/Western Hemisphere Region Inc. 2000b. Manual to Evaluate Quality of Care from a Gender Perspective. New York, NY: IPPF/WHR.