GTCoP - Community of Practice Training for Gender Equality

This report of the 10th Virtual Dialogue by the UN Women Training Centre’s Community of Practice (CoP) summarizes discussions on the change which training for gender equality has achieved to date, the change it can aspire to achieve, and how this change can be assessed and evaluated. The Virtual Dialogue explored the different kinds of change that training brings about – both individual and institutional. While there is no single ‘recipe’ by which training evokes such change, issues to bear in mind include the trainees’ needs and contexts, trainers’ reflexivity, a continuous process of learning, a strategic approach that embeds training in broader change processes, and the commitment of decision-makers.

This report of the 11th Virtual Dialogue by the UN Women Training Centre’s Community of Practice (CoP) summarizes discussions on what intersectionality means for the field of training for gender equality, why it is important to consider, and how we can address intersectionality to foster transformative change through training. Intersectionality concerns people’s multiple identities and interconnected oppressions – it’s about vulnerability, power and privilege. The Virtual Dialogue highlighted methodological and pedagogical considerations for an intersectional approach to training for gender equality, and practical ways to address intersectionality. These included integrating an intersectional perspective throughout the training cycle, considering the historic interrelation of systems of inequalities, and using methodologies that centre on experiential knowledge and participatory learning.

This report of the 12th Virtual Dialogue by the UN Women Training Centre’s Community of Practice (CoP) summarizes discussions on what masculinities mean for the field of training for gender equality; why masculinities are important to consider and why it is important to engage men in training; and how we can address masculinities and better engage men in order to evoke transformative change through training for gender equality. The debates explored different understandings of masculinities, and how training for gender equality can be used for engaging with men as partners for gender equality, deconstructing entrenched norms, and fostering critical reflection, analysis, experience sharing, participatory debate and collective action towards more positive, inclusive understandings of masculinities.

This report of the 13th Virtual Dialogue by the UN Women Training Centre’s Community of Practice (CoP) summarizes discussions on why training for gender equality is well-placed to further the 2030 Agenda for Sustainable Development, and how we can employ training for gender equality to support our efforts to achieve the Sustainable Development Goals (SDGs). Training can be used to build capacities on gender equality and the SDGs at multiple levels – from the capacities to collect gender statistics and sex-disaggregated data, to integrating gender across the project cycle, addressing intersectionality, encouraging reflection, improving monitoring and evaluation (M&E), and scaling-up gender-transformative approaches worldwide.

This report of the 14th Virtual Dialogue by the UN Women Training Centre’s Community of Practice (CoP) summarizes discussions on why privilege and power matter for training for gender equality, and how they can be addressed through, and within, training. Training prompts questions, reflection and dialogue, thereby offering a critical entry point into the examination of the structures and systems of privilege and power that underlie gender inequality. By thinking about privilege and power in more complex ways – and considering different dimensions of empowerment – training for gender equality can disrupt some of the privileges that we take for granted, and help us consider how we can each use our power and privilege to advance equality.

This interactive application in form of stoplight is a user-friendly tool for technical staff or local authorities. It guides users to make their own assessment on how much gender equality is mainstreamed in their local government and it gives an indication of progress and challenges. This stoplight was originally designed for municipalities in Latin American region but may be used by any municipality regardless of the stage it has reached in incorporating gender equity. The tool includes 10 key indicators for examining how gender equity fits into municipal activities. The Self-Assessment is based on acceptable minimum standards for each indicator. Once questions on all indicators are answered, an overall evaluation of the user’s municipality will be presented.

The purpose of the training manual is to raise awareness of gender equality in governments and civil society in the Southern Caucasus, Central and South Asia through support to the implementation of CEDAW and UNSC resolutions on Women, Peace and Security. It will increase awareness of the obligations under CEDAW and UNSCRs 1325, 1820, 1888, 1889, 1960, and the “how” of the national application of these obligations. It also aims to improve understanding on the linkages between the core principles found in CEDAW and UNSCRs.

The Self-Learning Booklet: Masculinities and Violence against Women and Girls was developed as the result of a series of training courses that aim to strengthen capacities of development practitioners and advocates to understand, integrate and address critical gender issues in their lives and work. This tool aims to assist both UN and non-UN staff to better understand the issues of masculinities in relation to violence against women and girls.

This guidebook aims to provide actors in Gaza with guidance on gender analysis, planning and actions to ensure that the needs, contributions and capacities of women, girls, boys and men are considered in all aspects of humanitarian response. It also offers checklists to assist in monitoring gender equality programming.

The UN Women Training Centre 2016 Annual Report highlights the work and the activities carried out by the Training Centre in 2016, a year of great growth and evolution for the Training Centre courses and its eLearning Campus. The Report details results from the 27 courses offered by the UN Women Training Centre. It also highlights the role of the Training Centre as a training resource hub by delivering Training of Trainers and generating and advancing knowledge on training for gender equality. In 2016, the Training Centre trained over 35,000 people through courses in their different modalities: self-paced, moderated, blended and face to face.