Gender equality policy 1
PREAMBLE Equality between women and men is an integral part of TSF s core values. In 1999, the organization drafted its first gender policy, to make the principles of equality a cornerstone of its work. The policy was revised in 2010, and efforts have always been made to apply these earlier policies. Then, in 2016, TSF renewed its commitment to gender equality by implementing a participatory process to update its policy and action plan, in which the entire TSF team was involved. We performed a gender equality (GE) analysis of the organization s internal documents and surveyed all staff members, both at the head office and abroad, which allowed us to determine the degree to which GE is integrated into the organization s operations. A day of reflection on GE was then held at the head office with the entire team, including management, to ensure the new policy reflected the organization s priorities and values. It is essential that everyone take ownership of the process and be engaged in this effort to change our societies, with the simple goal of achieving meaningful inclusion for all. These are the broad strokes of our new policy. TSF recognizes that a GE policy must be understood and supported by the entire team to bring about change, through the implementation of its action plan. 2
A word from the President and the CEO We are very proud to present our new policy on gender equality. It is the result of rigorous work on the part of the entire team, including our staff and partners in the field, who gave careful consideration to the process leaving no doubt as to its importance. This policy puts forward, shares and defends our core values of fairness, justice and respect for human rights. It embodies our deep conviction that sustainable development can only take hold if women and men are equally considered and involved. We intend to implement this GE policy with the same enthusiasm and spirit we showed when we updated it. In all our interventions and interactions, at the head office and in the field, and in all our programs, projects and missions, this GE policy will be more than an overarching principle; it will be a shared vision through which we will all recognize and respect one another, and work toward the common good. Enjoy the read! Linda Bambonye President Jean L. Fortin CEO 3
1- BACKGROUND Situation of women around the world Throughout the world, inequalities between women and men and situations where women are subordinate to men persist. Equality is a basic human right, yet women do not enjoy the same rights as men in any society We must understand these disparities in our societies from a global, or systemic, perspective: simply being a woman or a girl means a higher likelihood of living in poverty due to, among other things, the unequal and unfair gender division of labour, as well as women s position of inferiority when compared with men in different social, economic and political spheres. This has repercussions in every other sphere of society. Women and girls have poorer access to health care and education. Moreover, it has been widely documented that armed conflict, humanitarian crises and natural disasters, to name but a few, have a disproportionate impact on them. International commitments Undeniable progress has been made since the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) was adopted in 1979, legally binding the participating States to protect women s rights and ensure they are respected. The United Nations 1993 Declaration on the Elimination of Violence against Women and the Beijing Platform for Action adopted by the United Nations Fourth World Conference on Women in 1995 were also important advances in women s rights. However, despite headway made on the legal front, application remains difficult, and discrimination against women and girls continues, often because of deeply entrenched social and cultural norms and traditions on every continent. Why do we need to improve the condition and position of women? Quite simply, meaningful social, political, economic and cultural inclusion of women has proved successful and is even a condition for development. Reducing gender inequalities lessens poverty and, generally speaking, improves living conditions for women, their families and their communities. 1 Moreover, not taking the specific needs of women into consideration can adversely affect them in the short, medium and long term. Sustainable development objectives In 2015, further to the Millennium Development Goals, a sustainable development program was introduced for all United Nations member countries where each State commits to putting these Objectives into practice based on their respective realities, resources and national policies. Even though women are included in all these Objectives, Gender Equality and Women s Empowerment is the fifth of the 17 United Nations Sustainable Development Goals to be 1 Women s Economic Empowerment: Guidance Note, Global Affairs Canada (GAC) website, 2016. 4
reached by 2030. If we all take concrete steps to ensure this goal is attained, we have every reason to be optimistic and confident about the future. With this policy, TSF affirms its commitment to GE in Canada and in the various countries where it operates. We want our programs to contribute to reducing persistent inequalities between women and men, by working together to create a more just world. 5
2- OBJECTIVES This policy aims to reiterate TSF s commitment to gender equality and to mobilize the entire team, both at the head office and abroad, to foster greater equity between women and men. General objectives With this policy, TSF s overall objective is to - advance, support and foster women s full participation in the sustainable development of their societies, as decision makers on an even playing field with men; - work to transform power relationships between men and women and to reduce inequalities in access to, and control over, the resources and the benefits of development; - support women and girls in realizing their full human rights. 2 Specific objectives The purpose of this policy is to inform TSF s work in the area of GE. Specifically, the policy objectives are to - define the principles of GE and adopt a shared vision to guide TSF staff in their work, and communicate a clear intention to advance equality for women; - foster an organizational culture that illustrates TSF s commitment to equality between women and men; - take the GE approach into account at every stage in the management of TSF programs; - ensure both women and men care about the GE issue. TSF recognizes that its entire structure and all of its staff, partners, decision makers and volunteers must implement the policy to effect real change. What is gender equality? A state where women and men enjoy equal conditions to realize their full human rights and potential, and to contribute to and benefit the political, economic, social and cultural spheres of their communities and their countries. 2 These general objectives are adapted from CIDA s Policy on Gender Equality, 2010 (now GAC). 6
3- PRINCIPLES TSF s policy on gender equality is based on the following principles: - Equal rights between women and men is a core principle and human rights issue that is central to all TSF programs. - The empowerment of women and girls and their full participation in the social, cultural, political and economic spheres of all societies including access to power and decisionmaking are essential to achieving equality and sustainable development, and are at the heart of TSF s work. - TSF understands that fairness measures are necessary to take into account gender-based needs, to compensate for the historical and social disadvantages that have prevented women from operating as equals, and to counterbalance the inequalities that still exist in the economic, political, social and cultural spheres, on all continents. - It is essential to address the practical needs of women in terms of their inadequate living conditions and lack of resources. However, to achieve lasting change in the relationships between men and women, TSF is committed to thinking about long-term strategies by addressing women s strategic interests, which relate to their subordinate status and their strategies for social transformation to obtain political and economic power, and social status equal to that of men. - Men and women have a role to play in achieving GE and must work together to change mindsets, attitudes and institutions that perpetuate discriminatory, sexist and unfair practices. It is essential to not only work with men, but to also focus on the concept of masculinity, with a view to transforming the relationships of power between women and men. True equality cannot be achieved without increasing male accountability, and TSF wants to ensure that men and boys take ownership of the issue of equality and this policy. - TSF recognizes that the fight for GE must also take into account inequalities between women resulting from all the other forms of embedded discrimination to which they may be subjected, based on ethnic origin, nationality, skin colour, age, disability, sexual orientation, gender identity or political beliefs. 3 - TSF recognizes that it must first mainstream the principles of GE within its structure, operations and work practices for its equality efforts at the program level to be truly effective. The entire organization men and women, at the head office and in the field is responsible for the integration of equality principles. 3 Refers to the concept of intersectionality, which is defined in the glossary. 7
4- APPROACH TSF has two complementary approaches to fostering the integration of GE principles at every level of its organization and programs: a cross-sectional approach and a specific approach. - The cross-sectional approach allows TSF to identify and integrate GE challenges into the organization s operations and programs, from their development to their implementation, and involves the entire team, including the Board of Trustees, management, head office and overseas staff, and volunteers. - The specific approach entails developing projects or programs that address one or more GE objectives, as well as developing specific measures to eliminate inequalities between men and women. The action plan for implementing this policy, the GE committee s efforts and TSF-specific programs in this area form the basis of this approach. 5- COMMITMENTS TSF is committed to applying its GE policy within its structure and organizational functioning, in its programs, with all its stakeholders, i.e. staff, partners, volunteers, beneficiaries, as well as in its public awareness activities. Specific commitments TSF is therefore committed to the following: At the organizational level - Inform and raise awareness among its staff at the head office and abroad, its volunteers and its partners regarding the approach put forth under the policy and its action plan, to ensure a shared understanding and make all these players accountable for its implementation. - Incorporate the values of equality and equity in the organization s core values and strategic planning, and ensure these values guide the organization s human resources management practices and policies. - Support the TSF GE committee, whose mandate is to offer advice and facilitate the integration of GE at every level of the organization as well as compliance with and application of this policy and its action plan. - Ensure the representation and participation of women at all levels and in every area of the organizational structure. At the program level - Develop mechanisms and tools to facilitate the integration of the GE approach and perform a GE analysis in all the different programming sectors. - Promote participative management, where the women and men involved are consulted 8
from the start of and throughout the programs, to ensure these programs address their real needs and interests. - Mobilize men in the fight for equality between the sexes and work on the concept of masculinity within its various programs. At the communications level - Ensure the organization s internal and external communications and public engagement initiatives reflect the directions of this policy. 6- GLOSSARY Concept Gender Equity Definition Gender is a social construct of femininity and masculinity. It describes the social expectations associated with women and men. Gender is a learned behaviour. Gender identities are not universal; they vary based on culture and community. They are dynamic and evolve continually. Coline Camier and Amélie Normandin, Fiche technique : Les concepts clés de l ÉFH, 2015. Equity is a means, a strategy to achieve equality. It is the fair treatment of individuals to guarantee equal outcomes. This can include measures that compensate for historical and social disadvantages preventing women and men from having equal opportunities (for example, the delay in giving women the right to vote, the right to equal pay for equal work), and that take into account gender-specific needs. Adapted from: CECI/Uniterra, Key Concepts for Equality Between Women and Men, and CQFD of the AQOCI, Training Kit Gender and Development, 2004. Intersectionality Awareness of all forms of discrimination combined and simultaneously experienced by women. This theory asserts that it is necessary to examine how the many forms of discrimination based on ethnicity, gender, religion, nationality, sexual orientation, social class or disability interact to fully understand the experiences of women. All women are therefore not equal. Adapted from CECI/Uniterra, Key Concepts for Equality Between Women and Men. Practical needs Strategic interests of women Practical needs can be defined as immediate necessities (water, shelter, food, income and health care) within a specific context. Projects that address practical needs generally include responses to inadequate living conditions. GAC, Policy on Gender Equality, 2016. Strategic interests refer to the relative status of women and men within society. These interests vary in each context and are related to roles and expectations, as well as to gender divisions of labour, 9
Participation Power Empowerment Gender mainstreaming Masculinity resources and power. Strategic interests may include gaining legal rights, closing wage gaps, protection from domestic violence, increased decision-making, and women s control over their bodies as well as over the resources and benefits of development. To ensure sustainable benefits, both practical needs and strategic interests must be taken into account in the design of strategies, policies, programs and projects. Adapted from: GAC, Policy on Gender Equality, 2016. GE analysis distinguishes four participation levels, at which people 1. are passive recipients of aid; 2. act in ways prescribed by others; 3. are consulted on problems and needs; 4. acquire the power to organize to meet their needs, propose solutions to address their problems, and are responsible for development measures. Adapted from: CQFD of the AQOCI, Training Kit Gender and Development, 2004. GE analysis distinguishes among several types of power, which can be positive or negative: - Power to : gives individuals the capacity to accomplish things, solve problems, acquire new skills, become autonomous. - Power that goes hand in hand with : when several people attack a problem together to achieve a common goal. - Internal power : refers to each individual s unique strength and character. - Power over (negative): is based on domination/subordination relationships, is exerted over someone. Adapted from: CQFD of the AQOCI, Training Kit Gender and Development, 2004. Process through which women (individually and collectively) become aware of how power structures operate in their lives and gain the confidence to challenge the resulting gender inequalities. Oxfam International, Conceptual Framework and Strategies, 2008. Strategy which aims to bring about gender equality and advance women s rights by taking account of gender equality concerns and building gender capacity and accountability in all aspects of an organization s policies and activities (including policy and program development and implementation; advocacy; organizational culture and resource allocation), thereby contributing to a profound organizational transformation. Oxfam International, Conceptual Framework and Strategies, 2008. Gender relations pose the basic question, among others, of what distinguishes men and women socially, i.e. the question of masculine and feminine identities. Masculinity as an expression of gender identity characterizes men and the roles they must play in a social group, their ways of being, of living certain experiences, etc. Masculinity is a social and historical construction. 10
Dominant masculinity, so-called, is associated with attributes considered as predominantly male characteristics, e.g. physical strength, emotional self-control, aggression, power, etc. The adoption of certain behaviours connected with dominant masculinity is problematic, as these behaviours negatively affect the living conditions and well-being of both women and men, and prejudice the adoption of healthy and egalitarian gender relations. Said problematic characteristics include violent behaviour by men and men s domination of women on both the personal and social planes. Adapted from: CQFD of the AQOCI, Factsheet, Masculinity, 2014, prepared further to a training workshop on masculinity organized by CECI and given by Nicolas Vonarx in April 2014. 11