GTCoP - Community of Practice Training for Gender Equality

This guide provides the readers the basics of the organizational core values which are the shared principles and beliefs that underpin the work of an organization and guide the actions and behavior of its staff. This will improve core competencies and managerial competencies. The main aim of this guide is to enhance the strength, quality, and commitment of UN staff members.

This guide provides the readers the basics of the organizational core values which are the shared principles and beliefs that underpin the work of an organization and guide the actions and behavior of its staff. This will increase core competencies and managerial competencies. The main aim of this guide is to enhance the strength, quality, and commitment of UN staff members.

The UN Women Training Center Annual Report details our activities of 2014. It introduces the principles that guide our work, outlines our learning modalities and presents the training courses that we offered. The report gives insights into the resource hub that we provide and introduces our partners, with whom we jointly work towards a world in which women and men are equal.

This report summarizes the discussions during the third Virtual Dialogue hosted by the UN Women Training Centre’s Community of Practice (CoP) on how we can collectively develop a theory of transformation through training for gender equality. The Virtual Dialogue discussed what do we want to change or transform through training, and how do we want to transform it? How will we know that such change or transformation has occurred through training for gender equality? The report highlights the importance of transforming gender roles, stereotypes and power structures, the need to challenge privileges and the status quo, and the fact that training is only a 'piece of the puzzle' along with other strategies for transformation.

This report of the fourth Virtual Dialogue hosted by the UN Women Training Centre’s Community of Practice (CoP) summarizes the main lessons learned in training for gender equality since the Beijing Conference and Platform for Action (PFA) in 1995. Since the PFA envisaged training as a dynamic tool for change, there has been a growing recognition of the importance of evaluation to measure training’s impacts, and significant changes in training delivery. However, training is often used as a quick-fix solution divorced from its transformative potential envisaged in the PFA – pointing to the need to develop an agenda for moving forward.

This report of the fifth Virtual Dialogue hosted by the UN Women Training Centre’s Community of Practice (CoP) summarizes discussions on the key challenges, opportunities, tools and methods in online and mobile training for gender equality. This discussion occurred in a context of increasing online and mobile training provision worldwide, but one which is notable for a lack of substantive research into the relative possibilities of online and mobile learning environments in the case of training for gender equality. The report highlights the value of online training as a means for expanding learning opportunities at relatively little cost worldwide. Nonetheless, there is a need to address issues of access, privilege, resistances and engagement between and among trainers and participants.

The objective of this sixth Virtual Dialogue by the UN Women Training Centre's Community of Practice (CoP) was to reflect on the nature and causes of resistances to training for gender equality, as well as strategies for overcoming resistances and harnessing them for transformative change. Resistance is understood as “a phenomenon that emerges in processes of change and that is aimed at maintaining the status quo, against change.”

This report of the seventh Virtual Dialogue hosted by the UN Women Training Centre’s Community of Practice (CoP) summarizes discussions of the Compendium of Good Practices in Training for Gender Equality. The event was a unique space to reflect on key elements of good practices in training for gender equality, such as a participatory methodological approach, a commitment to feminist pedagogies, context-specificity, identifiable impacts and the sustainability of change. It also discussed the challenges training may face, and ways of collectively overcoming these hurdles. In this way, the Dialogue supported UN Women and its stakeholders to move towards more effective ‘good practice’ in transformative training worldwide.

This report of the eighth Virtual Dialogue hosted by the UN Women Training Centre’s Community of Practice (CoP) summarizes discussions on two key issues which require more conceptual clarity: a theory of how change occurs through training for gender equality, and how feminist pedagogical principles can be applied to training to evoke such change through transformative training. Participants also discussed the ways in which Theories of Change and feminist pedagogies can inform and nurture one another, working in a cyclical, non-linear manner and applying a reflexive approach. The Virtual Dialogue also explored challenges and strategies for developing Theories of Change and applying feminist pedagogies in training for gender equality.

This report of the ninth Virtual Dialogue hosted by the UN Women Training Centre’s Community of Practice (CoP) summarizes discussions on the professional qualifications of trainers and quality assurance in the field of training for gender equality. Debates highlighted the complexities of professionalization processes, such as the challenges of defining who is a gender trainer, who should be able to 'certify' trainers, accountability and tensions in feminist knowledge transfer. The Virtual Dialogue explored the professional ethics, criteria and standards for gender trainers – from personal attributes, to knowledge and experience, feminist pedagogical and methodological approaches, and technical skills. It also debated a range of potential quality assurance mechanisms for gender trainers.