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Understanding change through training for gender equality maram barqawi-full

Understanding Change through Training for Gender Equality Webinar was conducted in May 2017, aiming at measuring and understanding the expected change in Gender Equality due to training on different levels

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Understanding change through training for gender equality maram barqawi-full

  1. 1. WEBINAR: Understanding Change through Training for Gender Equality Wednesday, 3rd May 2017, 9 am EST/ 10 am AST / 3 pm CET
  2. 2. WELCOME!  1st Virtual Dialogue in 2017  Participants from diverse organisations: • Governments, civil society, academia, UN agencies Together, they make up the UN Women Training Centre Community of Practice (CoP)  3 Webinar panellists: • Claudy Vouhé, Founding Member, Genre en Action • Maram Barqawi, Monitoring & Evaluation Manager at the Jordan Education Initiative and Instructor for EvalPartners • Dr Maria Bustelo, Associate Professor of Political Science and Public Administration, Madrid Complutense University
  3. 3. VIRTUAL DIALOGUES WHAT ARE VIRTUAL DIALOGUES?  Mechanism to continually knowledge & lessons learned • Part Webinar, part forum discussion Discuss Exchange Share
  4. 4. TOPIC OF THE DAY UNDERSTANDING CHANGE THROUGH TRAINING FOR GENDER EQUALITY  Growing importance of training worldwide  Training for gender equality as a transformative process that leads to change  Opportune moment to take stock of: • What kind of change? • How does training bring this change about? • How can we assess this change?
  5. 5. OBJECTIVES OF THIS VIRTUAL DIALOGUE Discuss change through training for gender equality:  What kind of change can training for gender equality aspire to?  What kind of change has training led to thus far?  How can change through training for gender equality be assessed and evaluated?
  6. 6. WEBINAR FORMAT Structure and time  5 minutes presentations by panellists  Questions from the audience  1 hour (approx). How to participate  Use the “Questions” tool bar on the Webinar Platform at any time Questions that we don’t have time to discuss will be posted on CoP platform:
  7. 7. Claudy Vouhé Founding Member, Genre en Action network Maram Barqawi Monitoring & Evaluation Manager, Jordan Education Initiative and Instructor for EvalPartners . . Dr Maria Bustelo Associate Professor, Political Science and Public Administration, Madrid Complutense University, Spain PRESENTING PANELLISTS
  8. 8. Understanding change through training for gender equality Webinar UN-Women, 4th may 2017 Claudy Vouhé L’Etre Egale & Genre en Action claudy.vouhe@genreenaction.net
  9. 9. Internally - work/life, equal opps, equal pay, GBV at work, budgeting GE etc. Externally - policies, programmes and projects (procedures, processes, indicators, tools, skills, budgeting GE etc.) Institutional change towards gender equality TRAINING AS AN ACTIVATOR OF DYNAMIC CHANGE Gender training seeks GE for individual workers -> impacts on collective dynamics (home and work) Gender training seeks collective dynamics to reach GE for « beneficiaries » -> impacts staff as workers
  10. 10. AN INSTITUTION IS NOT THE SUM OF INDIVIDUAL(ITIE)S INSTITUTION ACTING AS ONE INDIVIDUAL ENTITY = ONE GENDER DNA Efficient and implemented by all GE practices, methods, tools, budgets Articulated and applied by all GE Policies, codes and values Coherent and accepted by all GE objectives - internal and external
  11. 11. HOW CAN TRAINING EVOKE SUCH CHANGES? •Training « workers » and/or « citizens »? •The trainer your objective deservesWho? • Gendered construction and biases • Attitude/practice in private/society • Attitude/practice at work What? • Reflective, feminism and empowerment approach/tools •  Institutional commitment/coherence • Short, one-off, « recipe » training How?
  12. 12. Le Réseau Genre en Action promeut la prise en compte de l’égalité des femmes et des hommes dans les politiques et programmes de développement. Crée en 2003, il compte plus de 4 000 membres (organisations et individus) dans plus de 50 pays, principalement francophones. AXES DE TRAVAIL  Réseautage/synergies  Information  Communication  Renforcement compétences  Recherche-action  Plaidoyer Le RÉSEAU GENRE EN ACTION www.genreenaction.net
  13. 13. Understanding Change through Training for Gender Equality Speaker: Maram Barqawi, Monitoring and Evaluation Expert Webinar: UN Women Training Centre Wednesday, 3 May 2017
  14. 14. Training for gender equality Training is a tool, strategy, and means to effect individual and collective transformation towards gender equality by raising awareness and encouraging learning, knowledge- building and skills development. It helps women and men to understand the role gender plays and to acquire the knowledge and skills necessary for advancing gender equality in their daily lives and work.
  15. 15. If you deliver training, then you probably know how important it is to measure its effectiveness. After all, you don't want to spend time or money on training that doesn't provide a good return The four levels are: Kirkpatrick's Four-Level Training Evaluation Model
  16. 16. Level 1: Reaction This level measures how your trainees (the people being trained), reacted to the training. Obviously, you want them to feel that the training was a valuable experience, and you want them to feel good about the instructor, the topic, the material, its presentation, and the venue. Level 2: Learning At level 2, you measure what your trainees have learned. How much has their knowledge increased as a result of the training? Kirkpatrick's Four-Level Training Evaluation Model
  17. 17. Level 3: Behavior At this level, you evaluate how far your trainees have changed their behavior, based on the training they received. Specifically, this looks at how trainees apply the information. Level 4: Results At this level, you analyze the final results of your training. This includes outcomes that you or your organization have determined to be good for business, good for the employees, or good for the bottom line. Kirkpatrick's Four-Level Training Evaluation Model
  18. 18. • Individual level • Training has increased the skills and confidence of participants, increased participation and representation of women in the public sphere and formal politics • The training advanced the capacity of participants to integrate gender into their work, as well as strengthening their advocacy skills in gender equality • household dynamics level: • Men increasing their share of domestic and care work • Organizational level: • Training generated ‘change agents’, causing a multiplier effect which helped to institutionalise knowledge from the training • Increased the capacity of partner organisations to conduct gender analysis • Training can contribute to increased budgetary allocations for gender mainstreaming and/or to meet women’s needs and demands Measurable evidences that training for gender equality can lead to tangible change:
  19. 19. Examples: • The number or percentage of participants who, after completing the training, demonstrate greater awareness of gender equality issues and their Importance • The percentage of participants who, after finalising the training, report the ability to critically reflect on gender norms and connect these to broader power structures • The percentage of participants who, after finalizing the training (e.g. six months-1 year later) show evidence of positive changes in their attitudes, behaviours and practices with respect to gender equality; Indicators: Indicators are criteria or measures against which changes can be assessed (Imp‐Act 2005).
  20. 20. WEBINAR: UNDERSTANDING CHANGE THROUGH TRAINING FOR GENDER EQUALITY Dr Maria Bustelo Ruesta Associate Professor, Political Science and Public Administration, Madrid Complutense University
  21. 21. • Importance of gender training at the Complutense University • What type of change are we looking for? • How do we evaluate this change?
  22. 22. QUESTIONS QUESTIONS FROM THE AUDIENCE (1)
  23. 23. QUESTIONS QUESTIONS FROM THE AUDIENCE (2)
  24. 24. NEXT STEPS  Webinar recording to be posted on the Community of Practice (CoP) platform (https://trainingcentre.unwomen.org/cop)  Virtual Dialogue Discussion Forum until 14th May on the CoP Please join the discussion!  Final report available on the CoP
  25. 25. Email tc.cop@unwomen.org Phone: +1 829 954 0000 Address Ave. César Nicolás Penson # 102-A Santo Domingo, República Dominicana

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