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Introduction To GAD Analysis & Gender Statistics

1. Collect sex-disaggregated data on staffing, programs, budgets to identify any gaps in participation, resources or outcomes between men and women. 2. Analyze the data to identify issues in areas like access, practices and participation, decision-making, work-life balance, legal rights that may disadvantage one sex. 3. Formulate recommendations to address the issues through specific, actionable steps and monitor their implementation through periodic evaluation. The document provides guidance on conducting a gender analysis to fully integrate women's needs in policies and practices by documenting differential impacts and addressing imbalances. It emphasizes collecting quantitative and qualitative data

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Art Anthony Villarino
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52 views

Introduction To GAD Analysis & Gender Statistics

1. Collect sex-disaggregated data on staffing, programs, budgets to identify any gaps in participation, resources or outcomes between men and women. 2. Analyze the data to identify issues in areas like access, practices and participation, decision-making, work-life balance, legal rights that may disadvantage one sex. 3. Formulate recommendations to address the issues through specific, actionable steps and monitor their implementation through periodic evaluation. The document provides guidance on conducting a gender analysis to fully integrate women's needs in policies and practices by documenting differential impacts and addressing imbalances. It emphasizes collecting quantitative and qualitative data

Uploaded by

Art Anthony Villarino
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Introduction to GAD Analysis &

Gender Statistics
Mel Reyes
Miriam College-Women and Gender Institute
Faculty, International Studies Department, MC
Member of the National Gender Resource Pool, Philippine
Commission on Women
What is Gender Analysis?
• Gender analysis is a framework for analyzing the cultural,
economic, social, civil, legal, and political relations between
women and men. A gender analysis recognizes that women
and men have different social roles, responsibilities,
opportunities, and needs.
• It addresses the underlying relationship between women and
men over time and across cultures. The dynamics of this
relationship permeate how society is structured and how
decisions are made.
• This framework takes into account the important links
between gender and other social relations such as race,
immigration status, language, sexual orientation, disability,
age, and other attributes
Why a Need for Gender Analysis?
• Invisibility/undervalued of
women’s role in economic
and social development

• Men and women play


different roles in society;
thus, they have differential
gender needs and concerns
How is gender responsive planning done?
1 2 3
Setting a Profiling Conducting
gender- (Sex-dis. Gender
responsive GAD data) Analysis
Vision
Identification
of Gender &
related Issues

6 5 4
Formulating Identification Setting
gender- of gender- gender-
responsive responsive responsive
Investment policies,
goals,
objectives
Prog & Budget legislations, and targets
programs &
projects
Source: Philippine Commission on Women during the
GAD Planning & Budgeting for GR Pool Certification
Objectives of Gender Analysis
• To fully integrate women and girls’ needs and
concerns in the policies and practices
• To document the differential impact of
services, employment practices, and
budgetary allocations on women and men;
and
• To facilitate ways on how to address these
differential impacts
Gender Analysis Guidelines
Step 1: Collecting sex disaggregated data and
reports
Step 2: Conducting the gender analysis using a
human rights principles
Step 3: Formulating recommendations
Step 4: Implementing recommendations through
action plan
Step 5: Monitoring and evaluation of the action
plan
Step 1: Collecting sex disaggregated data and
reports
• Quantitative data (i.e. employment statistics,
client service statistics, etc)
• Qualitative data (FGD results, interviews with
management and staff, etc)
Step 2: Conducting the gender analysis using a
human rights principles

• Review and analyze your sex-disaggregated


data
– who holds which positions in your department?
– who uses services?
– how the budget is allocated?, and any patterns that emerge?
– Aside from gender breakdown, you can also identify other factors
such as age, race/ethnicity, parental status, sexual orientation,
disability, and any other factors your department has highlighted
in gathering information.
Step 3: Formulating recommendations

• Recommendations may include continuing a “best


practice”, or revising, expanding, or creating
mechanisms to ensure a gender responsive policy.
The goal is to promote gender equity and positive
change in the lives of women and men
i.e. gender issue – political subordination
Recommendation – expand the current professional
development plan such as having a training
program on leadership skills for women
Step 4: Implementing recommendations
through action plan

• Each recommendation should include:


– specific steps to be taken,
– who is to do what tasks,
– budget,
– human resources needs, and a
– timeframe to implement the changes
Summary Points: What questions to
ask in gender analysis
Access
• Do men and women have equal access to resources [i.e.
health care facilities, access to credit, etc]

• Do men and women have equal access to formal or


informal communications networks?

• Do men and women have equal access to technologies and


services that support entrepreneurship, including training
and other opportunities for skills development?

• Will men and women have equal access to participation in


the project or activity? Would unequal access interfere with
the successful achievement of project goals?
Knowledge, Beliefs and Perceptions
• Do gender stereotypes in the geographic area of the planned
project/activity help or hinder economic, political or social development
opportunities? For example, do such stereotypes depict medical mission
activities as something that men do more than women?
• Are there views about the size of businesses (micro, small, medium, large) or
types of business (offering different products or services) that are considered
more appropriate for women or men? If yes, do these stereotypes
contribute to women opening businesses in sectors that are less likely to be
profitable or sustainable?
• Do men or women’s self‐perceptions or levels of self‐confidence help or
hinder them in the area of decision-making/political position?
• Do men and women have unequal education or knowledge in areas that
are important for successful professional? If yes, in what areas?
• Do men and women have equal access to and knowledge of fields/markets
that are available for the products/services they produce? ·
• Is gender awareness training necessary for employees?
Practices and participation

• Are communication channels that are used to spread


awareness of the project and encourage participation equally
available to and used by both men and women?

• Will the overall project be designed in a way that facilitates


active participation from both men and women?

• Are men and women likely to have equal access to and equal
participation in available training sessions in conjunction with
this project?
Time and space
• What are men and women’s responsibilities regarding child care and
housework? What are the cultural norms regarding the division of
labor between men and women in the areas of child care and
housework?
• Will participating in this project increase a woman’s workload to an
unsustainable level?
• Would a woman’s home responsibilities prevent them from
participating in a project at certain times of day or on certain days of
the week?
• Do men or women typically work or spend the majority of their time in
locations that would make it difficult for them to participate in the
project?
• Are men or women more likely to participate in the informal
economy, and how would that impact their participation in the
project?
Legal rights and status

• Are women and men treated equally in


organizational/management policy? Are there legal
impediments to men and women that prevent
them from having an equal opportunity to
participate fully and/or equal opportunity of
outcomes for both sexes?

• In the legal or regulatory framework, are there any


special benefits or restrictions that explicitly or
indirectly target women or men?
Power and decision-making
• Do women hold the power to make decisions?

• Do women have control over and benefit from the


funds and assets they may accrue as a result of
participating in a project?

• Do women actively participate in formal


decision‐making structures/bodies?

• Do women and men hold an equal number of


decision‐making positions in these entities?
Activity : Reviewing your organization’s
gender issues
1. What are the gender issues that you think may
arise (or existing) in your
university/college/agency?
2. What are the data that you will need to
understand/analyze the issues?
3. What are the indicators that you will derive?
4. Where can you collect the data that you would
need?
5. What are the possible data issues that may
arise in collecting these data?

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