1.
WEBINAR:
Understanding Change through
Training for Gender Equality
Wednesday, 3rd May 2017, 9 am EST/ 10 am AST / 3 pm CET

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.
VIRTUAL
DIALOGUES
WHAT ARE VIRTUAL DIALOGUES?
 Mechanism to continually
knowledge & lessons learned
• Part Webinar, part forum discussion
Discuss Exchange Share

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.
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.
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.
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.
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.
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.
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.
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.
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.
Understanding Change through
Training for Gender Equality
Speaker: Maram Barqawi, Monitoring and Evaluation Expert
Webinar: UN Women Training Centre
Wednesday, 3 May 2017

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.
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.
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.
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.
• 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.
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.
WEBINAR:
UNDERSTANDING CHANGE THROUGH TRAINING FOR GENDER EQUALITY
Dr Maria Bustelo Ruesta
Associate Professor, Political Science and Public Administration, Madrid
Complutense University

21.
• Importance of gender training at the
Complutense University
• What type of change are we looking for?
• How do we evaluate this change?

22.
QUESTIONS
QUESTIONS FROM THE AUDIENCE (1)

23.
QUESTIONS
QUESTIONS FROM THE AUDIENCE (2)

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.
Email
tc.cop@unwomen.org
Phone:
+1 829 954 0000
Address
Ave. César Nicolás Penson # 102-A
Santo Domingo, República Dominicana