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Five Gender Resources to Increase Equality This International Women’s Day

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Mar 8, 2022

A world free of bias, stereotypes, and discrimination and one that is diverse, equitable, and inclusive—that is the goal this International Women’s Day and every day. WorkwithUSAID.org supports this vision to #BreakTheBias, so we are bringing you five of the top gender equality resources from the site’s resource library to help organizations like yours strengthen your gender inclusion efforts and align yourself with USAID’s gender inclusion objectives. Ultimately, these materials can help you become better prepared to work with all donors and beneficiaries.

1. ADS Chapter 205: Integrating Gender Equality and Female Empowerment in USAID's Program Cycle

USAID brings a gender equality lens to its entire program cycle, as described in the Agency’s Automated Directives System (ADS) Chapter 205, which is USAID’s authoritative statement of its policies and procedures related to gender equality and female empowerment. If your organization is chosen to partner with USAID, you have a responsibility to consider gender inclusion in all aspects of your project lifecycle, from planning and implementation to evaluation and reporting. 

By familiarizing yourself with the ADS, you will develop a stronger understanding of USAID’s perspective on gender inclusion and its expectations for its implementing partners, and you will be prepared for requests by your agreement officer’s representative (AOR) or contracting officer’s representative (COR) for documentation such as a gender action plan and sex-disaggregated reporting data. 

2. Assessment: Harvard’s Project Implicit Social Attitudes Tests

Once you know how USAID integrates gender into its programming, it can be beneficial to conduct a self-assessment within your organization to evaluate your own competencies and deficiencies. Staff in your organization may be unaware of biases that exist in their day-to-day operations. Harvard University developed the Implicit Association Test (IAT) to help you understand your implicit biases toward not only gender but also race, sexual orientation, and other categories. 

This IAT provides a space for self-reflection and the chance to evaluate your attitudes about these topics. Following completion of the test, you will receive feedback on your implicit biases with labels “slight,” “moderate,” and “strong.” Take stock of this feedback and evaluate how these biases might affect the behaviors and operations of your organization and how you can eliminate their impact on your decision-making.

3. Toolkit: CIVICUS’s Gender and Social Inclusion Toolkit

After you assess potential gender biases you might have, the next step is to build a shared understanding and knowledge of gender inclusion. This practical toolkit can serve as a baseline to help your organization design activities, programs, and planning processes. Your organization also can refer back to this guide for quick references to key definitions and concepts.

4. Guide: NGOConnect’s Gender Integration and Analysis Guide

USAID created this gender integration guide to assist staff and partners to help strengthen women’s rights and contributions to economic, political, and social development. Some specific questions from your AOR or COR might be “How will the different roles of women within your community affect the work your organization undertakes?” or, “How will the anticipated results of your work affect women and men differently?” Through this resource, you’ll be better equipped to answer these questions and develop inclusive plans and programs. 

5. Online Learning: Global Health Learning Center’s Gender Monitoring & Evaluation Course

Integrating gender monitoring and evaluation (M&E) into your organization is a critical step in understanding how programs can effectively address gender inequality. Through completion of this course, you will be able to define gender M&E and why it is important to your work; how gender can be integrated into health program M&E; explain the difference between sex-disaggregated indicators and gender-sensitive indicators; provide examples of gender considerations in your data; and identify specific tools and resources to further support gender M&E. 

Do you have a resource that can help other organizations eliminate gender bias and increase equality? Nominate it for inclusion in the WorkwithUSAID.org resource library, and do your part to add to this valuable conversation.

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