Inside front cover

PRIA is a civil society organisation, that undertakes development initiatives to positively impact the lives of the poor, marginalized and excluded sections of the society, by encouraging and enabling their participation in the processes of their governance. It strives for achievement of equity and justice, through a people centered approach, focusing on 'Citizens'- 'their participation and inclusion', 'awareness and empowerment' and 'their democratic rights'.

PRIA recognises the value of people's knowledge, challenges traditional myths and concepts, raises awareness of people's rights and promotes experiential learning. It applies Gender a multi-dimensional strategic approach to creating knowledge, training and capacity building of stakeholders, public education and policy advocacy and intervenes at various levels of the demand and the supply segments, to reach out locally, nationally and globally.

Operating under two broad themes 'Reforming Governing Institutions and Civil Society on Building', PRIA's people centred interventions aim at promoting active participation of the poor and marginalised in the effective utilization of resources through local governance. It engages itself in strengthening of Panchayati- Raj Institutions and municipalities, promoting environmental and occupational health, facilitating a strong network of civil society organisations, promoting citizen leadership, monitoring policies and programmes of the agenda bilateral, multilateral and government agencies, to achieve an agenda of 'Governance where People Matter.' A TRAINING MANUAL PRIA proactively involves and engages a range of stakeholders including academia, media, donors, civil society organisations, trade unions, private business and government agencies in its efforts and provides a platform for a multi-stakeholder development approach.

PRIA is an International Centre for learning and promotion of participation and democratic governance. Creative Learning for Change Feisal Alkazi Priti Jain ISBN 81-89021-17-6 Martha Farrell

Illustrations Neeta Gangopadhyaya Published by PRIA (Participatory Research In Asia) 42, Tughlakabad Institutional Area, New Delhi - 110062

Copyright @ PRIA All rights reserved. No part of this book may be reproduced or utilized in any form or PRIA Participatory Research In Asia by any means, electronic or mechanical including photocopying, recording or by any information storage or retrieval system without prior written permission of the publisher. Preface Contents

Introduction 1

The Why and the How of this Book 5

Putting Gender on the Agenda 9

Planning a Workshop 15

Pre-Training Questionnaire 23

Workshop Design 27

Gender Dialogue 29

Unequal World 37

Socialisation 39

Patriarchy 57

Ending Violence Against Women 63

Gender Stereotypes and the Media 73

Sexual Harassment 77

Post Training Questionnaire 85

Appendix 1 : Committee against Sexual Harassment 87

Appendix 2 : Gender Analysis Framework 92

Rajesh Tandon, PRIA Resource List : Books and Films 99 International Decade for Women (1975- cultures and what we can change within our 1985). This was characterized by small cultures and value systems given the vast Introduction and/or separate project components run by changes that have taken place globally that women for women, focusing on women's affect each and every one of us. Over the last several years development income generation projects. Today, several agencies have increasingly had to confront success stories down the road CSOs are Gender is an important analytical concept the reality of the gender divide in their becoming aware of the need to look at the because it directs our attention towards fieldwork. Through the 1980s and 1990s issue of gender within their own social and cultural processes and they have realized that among the poor and organizations. This need has emerged from interventions in terms of their differential among the marginalized, both urban and three different directions : from working at effects/impacts on men and women and on rural, women are by far the poorest, the most the grassroots level with women's the relationships between women and men. marginalized, the most discriminated groups/organizations, from women and men against. In every arena from women's within the CSO itself and from donors in the Gender does not look at women in isolation, reproductive rights to urban poverty, from North. it sees men as being an integral part of the governance issues to HIV/AIDS, the gender picture, and it enables differences between bias that exists in society has become Today, Gender And Development (GAD) women and men, and between different apparent. changes the focus and interventions from groups of women due to class, age, ability or women as a target group to gender analysis of sexuality to become visible. It clearly sees The realization that development without a women and men's roles and relations as part that each individual does not exist as an gender perspective is only half of of all development interventions, and to island but forms part of a family, then a development has quietly emerged over the gender equality as a goal of development. community and finally part of a society. years . If one gender is consistently left out, kept out or pushed out of all developmental Currently, conceptual clarity exists in the The concept of bringing gender issues into issues there cannot be real development, CSO sector on several gender related terms. the mainstream of society was clearly even for the dominant gender. So gender has For instance a person's 'sex' is defined as established as a global strategy for promoting much to do with equality, of redressing the being biological, what they are born with, gender equality in the Platform For Action balance. while 'gender' is defined as being an adopted at the United Nations Fourth World outcome of the socialization process, what Conference on Women at Beijing in1995. Initially the focus moved to exclusively they learn or ironically what they are taught. Mainstreaming is not about adding a bringing women into the development If this is so it seems obvious that we can “women's component” or even a “gender process. This approach: Women in change our engendered perceptions by equality component” into an existing activity. Development (WID) dominated the unlearning (i.e. looking first at where and It goes beyond increasing women's how we got our firm convictions on several participation: it means bringing together the issues) and then relearning, beginning to look experience, knowledge and interests of men at the world through a more gender neutral and women to build upon the development lens. agenda. Gender mainstreaming requires that all policy, planning, implementation and Today gender is an essential part of the resource allocation reflect the interests and development sector's vocabulary. In this the views of both women as well as men. manual gender is very clearly defined as the relationship between women and men, how Why is gender mainstreaming important? societies and cultures determine what is masculine or feminine and how power is In all societies men and women assume allocated and used differently by men and different responsibilities, play different roles women. The manual also gives examples of as well as have different levels of influence in how gender is used differently in different decision-making processes. As a result they

88 2 face different kinds of constraints, have breadwinners and be burdened with all the situation cannot be regarded as one of gender outside or from above. Goal setting around different priorities and these differences can social and cultural role expectations that go equality. Therefore numbers of women these felt needs must be done in a realistic yet contribute to the development process in with being male. employed is as crucial as the positions they time bound framework. different yet meaningful ways. occupy within the organisation. l The change that is being looked for cannot Each CSO has emerged out of its own history, be 'prescriptive' the organisation must make Development interventions that do not take in response to its own need. Within most Gender equality also implies provision for its own analysis and diagnosis and look for its into account these differences between men CSOs there is a sexual division of labour just child care facilities, proper toilets, own solutions. The change therefore will not and women very often fail to meet the as there exists in society outside. While men maternity/paternity leave, gender sensitive occur through a single shot interaction when development goals. For instance, tend to have managerial positions, are service rules, policies, norms, travel a short-term goal has been reached. The interventions designed to establish domestic decision makers and financial controllers, requirements that ensure that the needs of process will be a combination of both water supply in rural areas have often failed women tend to be in the softer housekeeping both men and women are recognized within when women who are responsible for the organisation. education and of lobbying. spheres: assistants, secretaries, receptionists, l collecting water have not been adequately librarians, catering and cleaning staff. In this There must be acceptance at all levels that Learning in the area of gender equality involved in the process. context women and men's work is defined this process will be long term and will need involves a lot of unlearning as well as differently with women's job descriptions, sustained inputs at different levels. Some of Interventions that benefit men rather than changing ingrained patterns of behaviour, subject areas and even management styles this process may happen 'in house', others women tend to increase the inequality questioning deeply held attitudes and firmly being restricted to what society consider as may need to be led by outside facilitators (not between men and women. held beliefs on which lifestyles and value feminine roles (health, education, small experts!), while other parts of the process systems have been built. It is a complex What does gender mainstreaming mean in income generating projects, micro-credit), may automatically emerge as responses/ process. Effective and lasting change in practice? while men tend to deal with the hard reactions to situations that arise within the relation to gender relations in the technical or micro-economic areas. organisation, as part of its regular work life. – A move from Women in Development organisation therefore cannot be coercive or For instance the reporting of a sexual pass to Gender and Development top down, they have to carry the entire Other than the position they occupy in the made in a fieldwork situation, colleagues – Bringing women into decision making organisation with them, and they have to organisational structure itself, organisational having to stay in the same room overnight, a positions at all levels create a broad based consensus. The entire cultures themselves operate differently for man applying for paternity leave. – Emphasizing the role and responsibility of organization has to first perceive that change men and women. As a result structures and l all staff members in order to ensure a is necessary, and then decide what is to be The diversity of backgrounds of the different systems are geared and focus on men's needs perspective on gender equality. changed and how to bring about this change. staff members and the cultural norms of their – Focusing on the institution as well as its rather than women's. For instance men's specific social groups must be respected at all programmes : in short culture, structure, 'freedom' from domestic tasks or child Collective learning is the key element in times. Cultural/ethnic backgrounds, class, staffing, policies, programmes & projects. bearing/rearing implies that they can gender related work and needs to involve age, sexuality, religion, professional identity – Working with both women as well as men adhere to more rigid and demanding everyone in the organisation from director to are all differentials to be kept in mind. At the timetable/hours of work. Given the social driver. Collective learning of course must be same time there will be certain non- Just as development is not gender neutral, and cultural responsibilities of women they innovative, it must be open to change. negotiables an organisation may put in place neither are organisations gender neutral, but may do much better in an organisation with (we will not employ people who believe in are gendered in the same way as society is flexible working hours so that they can One has to start on this path well aware that child marriage, or people known as being gendered: men are dominant. Organisations balance the contrary pulls of both work and there will be a lot of psychological resistance `rapists'). Further a code of practice may have exist in the real world and therefore mirror all family. arising from fear, ignorance, anxiety and to be evolved suitable for the entire of the dominant ideologies that exist there, because what are being questioned are many organisation, this may include dress codes, especially as regards gender roles and It is important to remember that the issue of fundamental attitudes. So rather than verbal and oral communication, acceptable relations. For instance a woman working in the numbers of male and female staff is as confrontation, the learning process needs to types of jokes, and humour, consumption of an CSO may carry the double burden of important as the positions that they occupy focus much more on the tools of dialogue and alcohol on the premises, etc. being both homemaker and wage earner; she within the organization. Very often negotiation. may be the sole person responsible for organisations claim that 50 % or more of l Change will need to happen at a personal cooking, washing, shopping, caring for their staff are women. But an analysis of the Therefore for organisational change to be level and the institutional level. The culture family members both young and old, in figures actually show that most of these systematic and democratic, it must: of the organisation, its structure, its rules, l addition to being employed. Similarly, men women are not in positions of decision Emerge from felt needs within the procedures and individual attitudes may all may have the sole responsibility of being making within the organisation. This organisation rather than be imposed from need to change.

3 4 Due to the paucity of training material that caters specifically to the needs and programmes of the CSO system, this crucial The why and the how area of awareness raising and attitude formation does not get addressed.

of this book This manual details out a series of workshops The roots of gender based discrimination run Like any other sector in our country, the CSO that an CSO can organize for its staff. This is deep and lie buried in culture, customs, sector is a microcosm of the macro reality. in keeping with the Supreme Court judgment beliefs and superstitions. This discrimination Though several CSOs are engaged with that makes it binding for all government and is reflected in our daily lives whether in the gender at their programme levels, very few private sector organisations, including areas of health, education, job opportunities organizations have mainstreamed gender at hospitals, universities and the unorganised or legal rights. This had led to the creation of their institutional level. For many CSOs sector to institute certain rules of conduct and artificial barriers between the sexes, with gender means inclusion of women in their preventive measures to stop sexual negative consequences for women. field based programmes or setting up income harassment at the workplace. This judgement generation projects, or developing women`s made it mandatory for all organisations to While 78% of all boys enter primary school in The last few decades have witnessed rapid leadership skills. This tokenism does not constitute a Committee against Sexual India, only 64% of all girls enter school. By changes in our society. Both men and women really address the deep-rooted realities and Harassment (CASH). secondary school the gender differential is have been breaking traditions and finding gender imbalances within our society. even greater 50% of all boys go to secondary ways and means of building a new social The workshops outlined in the manual school, while only 40% of all girls go to environment in the home, at the workplace Traditional norms and roles have changed for examine how the issue of gender can be secondary school or within the community. both men and women. Women have entered introduced at various levels within the different arenas of the work force in a big structure of the organization to bring about The situation has reached such drastic However, the changes have occurred only at way. However we can no longer cater meaningful change. The modality used to proportions that : a superficial level and have not yet been exclusively to women in our gender create the material was through constant !Out of every 20 people in the word, 3 are completely internalized. All these changes programmes, because men too need to interaction with the target group. Indian of whom 2 are illiterate have had an impact on men and women in understand and perceive the gender specific !Out of every 10 m illiterates in the world, 5 our society. Though their roles and roles and responsibilities that they The entire manual focuses on themes relating are Indian responsibilities have changed yet stereotypes themselves have to bear. Simultaneously, the to the issue of women, men and society. It !Out of every 10 illiterates in India, 7 are remain unquestioned in the family, gender dynamics within many organizations critically analyses many deep-rooted societal women workplace and community. and institutions need to be addressed. stereotypes in the context of our own rich !There are 123 districts in India where the Acceptance of a woman boss; gender cultural heritage. From traditional role rural female literacy is less than 10% It is ironical that though a lot of attention has insensitive recruitment policies; service models to the socialization process, !For tribal women the literacy rate is only 8%. been focused on the gender issue for the last terms and conditions; the lack of a congenial depiction of certain images by the media as 25 years, the statistics speak differently. It is gender friendly working environment and well as violence on women. The manual alarming that the rate of female foeticide has limited growth opportunities are some most gives no prescriptive solutions or answers. gone up, creating further imbalance in the obvious examples. Our experience has proved that this is an area sex ratio; that the incidence of gender based where there are many 'shades of grey'. violence is on the increase; that more and In order to re-examine our beliefs, a flexible Individuals in different contexts and From a recent World Bank more cases of sexual harassment in the and supportive organisation structure that is situations will have different approaches to study in India: girls get less workplace are being reported. open to change is essential. It is only through similar problems. sustained intervention within the institutional vaccination, less education, less The complexity and multi-layered realities of framework that we can begin to examine our nutrition and even less time at gender in our society need to be de- beliefs and attitudes with an alternative All this is presented in a manner which their mother's breasts than constructed for us to be able to work towards perspective, so that we can all start speaking provides fun, enjoyment, learning and a their brothers. creating an equitable future. differently. sense of discovery for the participants.

5 6 An important feature of this manual is the Some special features of this manual: Desert Storm inclusion of detailed instructions for the trainer that can be followed step by step to l Raising issues in a manner that will The sound of a thousand rustling facilitate such a programme. Pointers for stimulate thinking and questioning lehengas. Faces in the sun, free of l discussion and how to culminate/wind Encourage participants to recognise and ghunghats, a riot of outrageous colours. up/summarize the proceedings are included define the issue and their attitudes towards it Slogans that tear apart patriarchal so no learning is left up in the air. The manual for themselves structures. Women who wouldn’t dare to also delineates the steps involved in setting l Provide background information and useful step out of their purdahs. Now on the up and conducting a committee for statistics that will be relevant l streets. This was Rajasthan in 1987, when gender awareness and mainstreaming. The Help participants move towards finding manual is accompanied by a CD containing their own solutions and answers 18 year old Rup Kanwar was consigned PowerPoint presentation highlighting issues l Using participatory methodologies that to the flames – Sati at Deorala. This was of gender within an organization and a VHS range from discussions, debate, case studies, Rajasthan, 1992, when Bhanwari Devi, a containing a few challenging films. outlines of specific role plays, simulation courageous saathin in Bateri was held exercises, expressions in poetry and prose, responsible for ‘spoiling the wedding The manual is enriched with articles and posters. feast’ of a one year old child and gang l features which deal with the positive and Link theory and practice by showing how raped by men who still roam free. This is negative aspects of the issue. The manual also gender stereotyping exists in the participants Rajasthan in the new decade, women suggests a range of books, articles, magazines own lives and within their own organisation. fighting for the right to information, food and even films which participants can make and self dignity, the right to life. use of if they are interested in getting more information. The outrage that followed Bhanwari Each chapter includes background Devi’s rape in 1992 saw a huge information that clarifies the topic and mobilisation at the birth of Mahila includes a series of activities with detailed Gender gets played out in the following Atyachar Virodhi Jan Andolan, a network instructions. The activities are devised in a social situations : of 20 women’s and human rights groups. way to prod the participants to question, At a massive demonstration in Jaipur, the pause and think. It is not necessary to carry knowledge of and involvement in slogan ‘izzat gai kiski, balatkariyon ki’ out all the activities given in each chapter. religious rites and symbols was coined by the saathins. This was You can create your own 'mix' of activities, unprecedented. The persistent fight depending on the amount of time you wish to marriage system and its associated against sexual harrasment culminated in spend; the understanding of the participants inheritance / residence patterns the historic Vishakha judgement by the and the desired outcome. The chapter on Supreme court in 1997. planning a workshop gives further ideas economic rights regarding this and also includes two or three alternate workshop designs. control over sexuality and reproductive rights Activities can be put together in different combinations and permutations to create norms of behaviour your own workshop plan. You may want to do one complete section or one chapter only, accepted forms of social excellence or even just a single activity in one of the and ability chapters. differential access to knowledge.

7 8 and value system of individuals. No matter how radically structures and systems may be reformed, if organisational culture is Putting gender unchanged the changes will remain superficial, cosmetic, and ultimately without on the agenda impact. Over a period of time a gender perspective will be applied to all aspects of If gender equality is a key principle with an organisation practice: it's internal work which we want to shape our organisations, The four components of any with colleagues and counterparts, then we need to understand the gender organisation which determine its organisational development, and lobbying dynamics prevailing inside the organisation. organizational behaviour are: and advocacy activities. The process therefore must start by looking o Strategy: the organisation's goals and within, taking stock of where we stand in the ways it seeks to realize them. Other factors also influence the relation to gender equality. A gender audit for o Structure: the division and grouping characteristics of organisations. example can be used for this purpose. How of tasks, authority and do we build up the knowledge base and responsibilities; the relative positions o Past and future: what is the organisation's develop the skills to be able to find this out? of, and formal relationships between, history, and what is its visions and How equal are we as regards staffing, members of the organisation. perspectives for the future? decision-making structures and processes, o Systems: the conditions and o Inside and outside: what is the allocation of resources? Are the roles and job agreements relating to the manner in relationship between the organisation's description of people working in the which processes (information, internal structure, systems, and culture & organisation constrained by gender communication and decision- the external environment within which it stereotyping? Is the working environment in making) and flows (cash and goods) works and which impacts upon it? o our organisation comfortable and conducive proceed. Top and bottom: In a the organisation, for both sexes? In what way has the o Culture: the combined sum of the what are the dynamics between the top organisation institutionalized the gender individual opinions, shared values levels and the base? The dynamics in institutionalize organisational learning or to debate: is it a part of organisation and norms of the members of the relationships between partners? develop an organisational memory. Thus it is development policy, is it reflected in our rules organisations. an experiential learning process, learning the and regulations? First of all, the organisation has to willing to new and unlearning the old. change, and above all to be able to perceive (Adapted from: Macdonald M, Sprenger E, Dubel I, Analysing gender based power relationships the need for change. There needs to be a (1997). Gender and Organisational Change: Bridging in our own workplaces and with our own incorporated into all of these aspects. Most willingness for change felt in common by a the gap between policy and practice. Royal Tropical colleagues is emotionally demanding as our theorists agree, however, that the most critical mass of staff or members of the Institute, The Netherlands.) own fears, misconceptions, personal fundamental level at which transformation organisation, so that the goal of change relationships and identities come under the need to take place is that of organisational becomes an institutional goal rather than Questioning strategies understanding gaze. culture. We see that women in general merely the sum of the individual goals of dynamics (society) have to were double, sometime people working within the organisation. One of the problems in dealing with gender Let us look briefly at organisations and the triple burdens of coping with work in their is that it is often understood to only mean ways in which they are gendered, given in the ogranisation, raising children, household Where organisational changes in gender 'women', as though any programme dealing boxed item, so that we can understand the responsibilities and social demands. This is relations are at stake, this progression from with women automatically becomes a varying degrees and ways in which not only because it is informal, unwritten, individual to institutional willingness to gender programme. However for purposes organisational development can include and not often scrutinized or evaluated in the change is particularly important. The fact of clarity let us once again define gender as gender issues. same way as the organisations financial that gender sensitivity and the capacity to being the relationship between women and health, the efficiency of its structures and deal with gender issues still tend to be too men, how societies and cultures determine If gender sensitivity and ultimately gender procedures, or the success of its external closely associated with particular individuals what is masculine or feminine and how equality are to take root at the very heart of an interventions, but also because or personalities shows that many power is allocated and used differently by organisation, they must be firmly organisational culture touches on the beliefs organisations have as yet not been able to men and women.

9 10 Another often encountered common issues as a shrewd politically correct career privacy and as a token she is held perception is that gender analysis is an 'add- move. responsible for the group she represents in on' rather than as an integral and intrinsic The Opponents : strong and explicit in their the organisation! Often the rest of the part of every development issue. Some CSOs conservative views, firmly entrenched in organisation gangs up against her using see gender work as counterproductive or are their opinion and often difficult to convince. sexist language, obscene jokes and male often heard complaining of 'gender fatigue'. bonding, leaving her feeling even more And of course for most it is the lack of tools to Towards a gender sensitive organisation isolated and vulnerable. tackle the problem, whether it be at the stage of planning, implementation or monitoring The balance of men and women on the staff A gender sensitive organisation is also aware and evaluating the programme. and particularly in managerial, policy and and understanding of a woman's sexual and decision making roles is necessary for reproductive rights. Instead of seeing these Different individuals within the CSO creating a gender sensitive organisation. A as being disruptive of ongoing work and the typically react very differently when this kind critical mass in numerical terms means that pursuit of organisational goals, it makes it of work begins. While some will aid and immediately the very practical needs of possible for them to combine their private abet this work, others will resist it either women will begin to get addressed : and professional lives by putting systems in openly or covertly. From a variety of sources childcare, creche facilities, maternity place. and our own observations of several training benefits, toilet provisions and above all equal programmes, we recognize many of the pay. According to the UN, the critical mass From administration to physical arrange- following 'types' : threshold is 30 to 35% of the organisations ments, strategic planning to policy, the staff. Once this threshold had been addressed organisation must begin to recognise that The Lone Pioneer : keenly aware of the the process of change becomes self- both men and women are parents, partners, injustice done to women, ready with the sustaining. family members and workers. And that what latest statistics and rhetoric, but often believe happen in their private lives impinges on that nothing will ever really change. It is noticed in many countries that there is no their public lives and vice versa. Some things The Fighter : the aggressive feminist, male or evidence to prove that women in managerial that need to be put in place include : female, so full of anger that s/he makes others positions, in government or in politics, l feel guilty and therefore resistant to change. necessarily represent women's interests. Flexible working hours l The Player : the pragmatist 'this is where we Often they are ambivalent about being Leave provisions l are today, its only by building alliances defined publicly as feminists and therefore Appropriate facilities : separate toilets, a strategies, negotiating, playing the game fall into a patriarchal mind set, to safeguard dining area, creche facilities l according to the rules will change occur.’ themselves and avoid conflict with male Language and visual material displayed/ Appeals to the self interest of the dominant colleagues. Very often women who appear to used should include both men and women group, does not challenge them. May be outspoken and would defend women's and not be anti-women in any way l therefore also risk co-option by the dominant rights are not hired as it is assumed that they Procedures are in place to deal with sexual group. will play negative and destructive roles in harassment Loyal Bureaucrats : who will support any organizational processes. It is important to policy as long as it comes from above! Has recognize that these women can play an Looking at gender across the board no personal stake/investment in the issue. important role in identifying and addressing Ready to use the tools even if they don't issues within the organization where Here is a list of factors that are essential and totally understand them. improvement is necessary. that must be in place within an organisation The Devils Advocate : strongly supports the if it is to embark on a process of change that issue of gender but is often publicly seen The other problem with putting a single or will ultimately result in a gender-sensitive arguing to the contrary! just a few women into top positions is one of organisation. The Hesitator : willing to support a policy in tokenism. Tokenism implies paying lip n public, but often full of self-doubt regarding service to the issue (in this case gender Clear political will with an overt the validity of the issue. Many see gender inequality) by putting a woman in the commitment to gender equality at all levels spotlight. She is constantly visible, has no and in all ways. This implies that that gender

11 12 equality needs to be stated as part of the The concern over their future resonated organisation's vision / mission statement and among young, up-and-coming female general objectives. It must be obvious in its staff during a focus group discussion. All policies and all its rules and regulations , of them expressed uncertainty about the terms and conditions of work, leave rules, future of their careers once they get facilities offered. married. In fact, many of them expressed a negative view of marriage, and of men, n Allocation of adequate resources for as these were perceived as 'tying you mainstreaming including financial and down', and gave `chills down once's human resource for the translation of such a spine' and 'something to be stayed away policy into practice. from and avoided as far as one can.' Many realize. It requires time and is a process that The year was 1950. I was about five. One of said that that their careers were their n Undertaking a detailed analysis of how only unfolds over a period of time. Structures my male cousins, about the same age as I, priority, especially now while they are gender interfaces with both the external and rules change more easily but individual was to go through the akshararambh young and unattached. One said that she historical, political, economic, social and change that requires reflection and ceremony: the Brahminical ritual of a boy's was scared and felt she 'needed to run as cultural context of the organisation; and with unlearning often comes up against the wall of formal initiation into learning. fast as she could' in terms of her career as its internal functioning as well. deeply held beliefs and strong emotions. It is she didn't know what would come up in not only men who are often resistant to such As he sat on the painted wooden stool, we n the future and another said that it was her Legitimizing the debate on gender by not change as they see it requires a the sisters, held a turmeric-dyed yellow big ambition to be able to 'leave a mark, only making gender part of the strategic relinquishing of power, but also many cloth dotted with many holy objects over make a difference' before she got married planning process, but also by periodically women fear it, as it involves shouldering his little male head. He watched him enter because she wasn't sure what would training all staff and ensuring adequate time, many new and therefore threatening roles the awesome and sacred world of letters, as happen after that. All agreed that while space and funds for such work. This should and responsibilities. the older women sang a song about how the they were 'unattached and with fire in our be thought of at all levels eg decision making n little sapling from the family tree would one bellies', now was the time to invest in access for women in the organisation, Most organisations cannot do all of the day go to Varanasi and emerge a real developing specific training inputs for above without external help. Locating the them, give them opportunities to serve the scholar. Once the ritual was over, the women leadership, providing non-gender right facilitator who not only knows the institution and to grow in their careers. festivities began and we were all urged to stereotyped roles for both men and women subject thoroughly, but also understands the gorge on sweets. After an initial moment of etc. dynamics within the organisation and is The women interviewees' views on joy, I was suddenly overcome by a feeling above all an excellent communicator and marriage and careers may be reactions to which came to haunt me all through my the broader social and cultural norms that n Dialogue should be accepted as being listener is very important. Building up a crucial to this process, rather than database of organisations, books, visual aids childhood- a feeling of powerlessness, of prevail in the larger Indian society and are ultimate invisibility of my little person. No reflected in various spaces and arenas, prescription or confrontation. Dialogue and constantly enhancing this resource has to matter how brilliant I turned out to be, I felt including PRIA. Many say they find allows for a spectrum of viewpoints to be become someone's specific responsibility in I could remain a mere sister to my brothers, themselves faced with a type of mindset aired, differences brought out into the open, the organisation. the perennial holder of ritual canopies over subtly expressed in a kind of catch 22 to understand resistance and to create the unfurlings of a boy's male power. I had situation: as one interviewee puts it, if consensus. Creating a climate for dialogue to be firmly escorted out into the courtyard you are unmarried, they think you will also takes time as it is non-hierarchical, it requires transparency, a sharing of by my much distressed older sister, before I marry and have kids anyway, if you are Articles 14, 15 & 16 (2) of the experiences, a readiness to learn from one could be punished for my petulant married, you will eventually have kids, Constitution of India (1950) guarantee another. Using jargon (towards gender defiance. She cleaned my face, got me an and if you are married and have kids, then equality to all citizens, both men and it is no use investing in you. deconstruction, understanding patriarchy) extra sweet, and let me play with her mystifies a very simple issue! women. favourite toy. We sisters never again spoke From a paper : Gender Mainstreaming in of the incident. n What is the reality after 54 years ? PRIA : Rising upto the Challenge Attitudinal charge both at the organisational and at the individual level is – from Stepping Out the desired objective and is not so easy to by Mrinal Pande

13 14 7) Participants must be encouraged to evaluate the workshop after it is over. Some of the main reasons for this are : l To give facilitators instant feedback, both positive and negative, which helps to Planning A Workshop improve the present and future workshops 3) During the planning stage and while l To demonstrate that participants' views conducting the workshop, encourage the are valued While designing and conducting a workshop participants to share their personal l To provide useful data for future funders on gender, one should plan on using a experiences and opinions on the theme of or sponsors variety of strategies. Planning in detail in the programme. Subjective exchanges help l To highlight issues for immediate action advance makes for a relaxed trainer and participants to examine the issue from their within the organisation therefore ensures that the participants will own personal viewpoints and can help be more at ease. formulate involvement in strategies for 8) Take regular breaks, especially after an activism and change. 'animated' discussion or an 'active' activity 1) Providing warm-up/ introductory activities/games at the start of the workshop 4) During the process of the workshop, 9) The participants must be also exposed to a works as a great catalyst and interest participants will be sharing their personal sharing of some objective material, in the builder. The choice of this initial activity understanding and convictions. They form of handouts of relevant depends on how well the participants know should be helped to convert these international/national statistical materials each other. Selection of this activity should responses into meaningful action strategies or a mini audio-visual lecture/presentation. be made keeping in mind any/all of the in the field. Such opportunities should be This will expose participants to what is following goals: available in the strategic planning of the 'happening' in the world with reference to programme. the theme/subject. l Introducing all participants of the workshop to one another 5) Every participant must be given the 10) The plan of the workshop must go l Presenting a core theme or raising a key opportunity to contribute some personal beyond the actual days and establish follow- question of the workshop observations on the subject. Create an up methods/activities by which the l Sharpening understanding of gender atmosphere, which is comfortable, and participants can continue and maybe and equality non-judgemental where participants can become resources to each other and to l Creating rapport and a climate of share their experiences openly. The many more in the community. cooperation and sharing participant must share how s/he can and l Bringing about a realization of the will use the information that has been importance of the topic and stimulating given to them during the course of the LEARNING TOOLS a desire to learn more workshop. The following methodologies are used 2) Discuss the goals, theme and the agenda 6) Give opportunities for creative through this manual. of workshop with the participants at the expressions to help participants clarify very outset. Ask them about their views and their thoughts and feelings. Activities such Questionnaires expectations from the programme. The as writing prose/poetry, diary writing, role- trainer should be flexible and willing to play, skits, graphic arts and other art based These are used both at the very beginning change any segment during the course of the programmes, theatre activities with singing and the very end of this training programme. workshop. and dancing, should all be included within They serve as a tool to evaluate the the design of the workshop programme participants attitudes before they start the

15 16 training programme (i.e. a benchmark) and thoughts on paper. Let them retain the FACILITATING A LIVELY DISCUSSION where they have reached at the end of the worksheets till the discussion is over. training programme. These questionnaires Encourage them to read aloud their own Starting a discussion is different from are to be administered individually, the responses, rather than reading them aloud beginning a lecture. You have to build up the responses will remain anonymous and yourself. interest: drawing a lively discussion out of a confidential, and there is no prescribed time group after a talk or a presentation is an limit for filling these in. Case study acquired skill. Direct questions that require mainly a yes/no answer do not enthuse the Reading through a random selection of A detailed description of an event, situation audience to participate. Instead you could try responses to the pre-capsule questionnaire or problem that is connected with the topic is open-ended questions that ask the group to before beginning the first session will help read in small groups and discussed. This voice their individual opinions on the you understand and gauge the prevailing method is very useful in problem solving as it topic/presentation. On introducing a attitudes in the group. can use the whole group as a resource on a discussion, the trainer can use interesting particular issue and provide a variety of formats to further participation, which are Lectures/talks possible solutions. given in a detailed manner on the facing page. Besides open sharing on a one-to-one Sessions can include a lecture/talk that seeks Debate basis, you can try using games, sub-group to introduce/sum up a particular topic. discussions, question cards. Though lectures are largely a one-way These are an effective way of making an individual think, though often 'to win' communication, they can be made more A discussion in smaller groups to generate becomes more important than 'to learn'. participative by throwing them open to questions and answers can be summarized Choose the topic with great care, keeping in questions/clarifications from the participants. on a flip chart and later all charts can be mind that it must allow two opposing points shared with a larger group. The following of view to be articulated. Debates provide an Discussion should be kept in mind as you lead group opportunity to view a subject from all angles, discussions. Handling a discussion with a large group is to think logically and to present viewpoints not easy. The following points will help you with clarity and lucidity. Remember dealing l Paraphrase what each has said so that the along : with impromptu questions from the floor of participant knows s/he has been l Clearly state the topic of discussion the house is an important part of debating. understood and the other participants can l Encourage participation by all, instead of The instructor must remain neutral, so as not hear a concise summary of what has just just a chosen few to demoralize either of the parties. been said at greater length. l Intervene when you feel the discussion is l Check your understanding against the stagnating or if one person's comments are Powerpoint Presentation words of a participant or ask a participant agitating the group to clarify what s/he is saying. l Do not give your own opinions A powerpoint presentation has been l Compliment participants on interesting or l Check that the discussion remains on the included in this capsule to vary the insightful comments. track and that the participants are not methodologies and ways of learning. Kindly l Elaborate on a participant's contribution to straying from the topic look through this in advance so that you are the discussion with examples or suggest a l Summarise the main points at the end of clear which section applies to the topic of the different way to view the same problem. the discussion workshop on that particular day l Energize a discussion by quickening the pace, using humor,or if necessary, Worksheets Video prodding the group to contribute more l These encourage individual participation by The video is made up of different films of Disagree (gently) with a participant's all, and usually involve a certain amount of different lengths : Bandh File pg--- Chuppe comments to stimulate further discussion 'reflection' as well. By allowing participants Chehere pg and selections from an episode sufficient time to fill these in, you are of Bhanwar pg . View this in advance so recognizing that it takes time to put their that you can be familiar with the content.

17 18 l Mediate differences of opinion between SEMINARS move on participants and relieve any tension that Address directly the fact that a tangent has may be brewing been raised 'that seems to be a different l Pull together ideas, showing their issue,' and restate the purpose of the relationship to each other discussion, asking others for input l Change the group process by altering the method of participation or prompting the Private Conversation group to evaluate issues that have been Use nonverbal methods to regain the raised during the previous discussion participants' attention (make eye contact, l Summarize and record, if desired on a move closer) flipchart the major views of the group Ask one of them a question (making sure to say the participant's name first) You can choose out of the suggestions given Ask them to refrain from talking (privately, if above and below, depending on the possible) situation. You will realize that as participants Ask them to share what is interesting them ENVIRONMENT BUILDING become more relaxed and start sharing the with the group ideas, opinions and experiences, you can The trainer's introduction should 'step back' from being a leader to being a Jokes establish the 'ground rules' for a facilitator and can also contribute your own Privately ask the participant to minimize supportive learning environment (e.g. opinions to the group as just another person. jokes giving everyone a chance to speak, Resume the session after the humorous making a commitment to active PANEL DISCUSSION interjections (be as serious as possible) participation, respecting others' views etc.) It is particularly To draw a range of different inputs on a Disagreeing important that participants feel free specific topic you can organize a panel Summarize the participant's viewpoint; ask to disagree, to express their opinions, discussion. Here, each member of the panel others for their opinions and to discuss issues that arise with speaks on a certain aspect of the topic. Panel Agree to disagree each other and with the trainers. members could either be people 'in the line', Agree in part, then state how you differ and experts or even participants themselves. Introductory and group building Later, questions are invited from the exercises at the start of a workshop audience. An effective moderator should HANDLING PROBLEM SITUATIONS will help participants to relax; to get ensure the equal participation of all the to know each other quickly; to members. Feelings of hostility and lack of interest What can you give to the other develop a supportive and cooperative can often break up a training programme participants? learning atmosphere, and to find out BUZZ GROUPS or a workshop. Often hostilities are Such personal involvement can help to what resources and experience exist directed towards the trainer. They can identify and sift out pockets of resistance, among them. These exercises are This is an effective way of motivating the also be directed at a person with views and may neutralise the anxieties felt at especially necessary if participants group after a long spell of passive contrary to a popular group opinion. Such learning new skills in a workshop. come from several organisations and participation, such as listening to lectures or problem situations can be overcome by We can use opposite views, point of do not know each other, but are also watching a film show. The participants allowing participants to identify their 'conflict' as a part of our discussions and suggested for internal workshops exchange viewpoints within a small group of roles and place themselves in a group. activities as a learning tool. where participants may be from four or five. Each member is given a charge You could use questions like : If need be the trainer can also propose a different departments or are not used to speak and question. The groups then discussion on any specific problems that to collective learning and planning. present new ideas that have come up as a Why are you in this group? arise while conducting the programme, The length of the workshop will result of their buzz-session. The trainer thus Why do you feel the way you do? even if it means temporarily stopping determine the amount of time that gets a clearer idea of how much they have What can you get from other participants ? planned activities, or rescheduling them. comprehended. can be devoted to introductory and 'stage-setting' exercises. 199 20 why should be administered to all the REFLECTION AND PROCESSING Pre training questionnaire participants a day before beginning the Distractions workshop. The reflection and discussion after an activity Use nonverbal means to get the participant's are the most important elements of the 1) Which member of your family attention (e.g. eye contact) The purpose of the questionnaire is to put undertaking. Allow plenty of time for encouraged you to make a career in this Ignore if the behaviour is not detracting from the participants at ease and initiate a process discussion. Begin the discussion with a broad sector? the session of thinking in a certain direction. These open question such as 'What happened?', Privately ask the participant to stop questionnaires should be filled in 'What did you notice?' or 'How did you feel individually in one sitting. There is no about the exercise?' 2) Does any woman from your family Doing own work during workshop time specified time limit within which the (mother, sister, sister-in-law, etc) work Use nonverbal methods to get the questionnaire is to be filled in. While one Allow participants plenty of time to think outside the home? participant's attention participant may complete the questionnaire about what you have asked and let people If a group activity is under way, ask all to in an hour, another may take two hours to respond in their own time. Avoid the 'school- participate complete the same. teacher' approach of making a point of asking Ignore the behaviour if it is not affecting each person, in turn, to respond. If people Where? others Kindly collect all the questionnaires once choose not to respond to the question, this should be respected. Try to avoid pre-emptive Privately ask the person to participate they have been filled in. actively in the program questions such as: 'Did you notice how...?' and 'Did anyone feel that...?' It is necessary for you to read through some Time schedules of the responses, which you may select at 3)List five qualities that you would like Adhere to time schedules, don't let everyone Accept the fact that participants will respond random. The responses will be useful in your life partner to have? suffer for one person's lateness to the activities idiosyncratically. It is getting a cross section of opinions on various Remind participants of time frames important that people are allowed to gender related issues. They will help you in Ignore the behaviour and if it persists verbalize what happened to them and that privately request promptness (as a courtesy to getting familiar with the issues that this they are not rushed to see the outcome of an the rest of the group, not just to you) course addresses and the wide range of activity in a particular sort of way. On the attitudes of the concerned participants. other hand, encourage participants to link Non participation their experiences with the 'real world' with Use nonverbal means to draw the person into This questionnaire includes several questions such as: 'What are the implications questions, which focus on areas that you the discussion of all this...?', 'How does all this link up with 4A) Would you prefer to have a working Ask direct but nonthreatening questions normally may not discuss with others. There your job...?' or 'What are the key issues are no 'right' or 'wrong' answers and as a spouse? If yes, choose from among the Connect with the participant during breaks here...?’ reasons given below : Ask the participant to be the leader in a small result each question can have many possible group activity answers. Please do not give us only 'yes' or Leave such participants alone (just because 'no' answers but do explain what you feel they're not participating doesn't mean they about the question and why. All your aren't learning) responses will be kept strictly confidential. It is not required for you to put your name on No tasks/assignments completed this form. Your frank opinion will be Reemphasize the purpose of assignments appreciated and will be valuable to us. (either to the group as a whole or one on one) Ignore the behaviour I am M / F Recapitulate major learnings from assignments so that delinquent participants My age is years don't lose out On the next page is a questionnaire that Section I

21 22 children should take up jobs that involve Pre training questionnaire traveling?

l Difficult to manage on a single salary l Every individual needs to have economic independence l Every one needs to grow professionally 'Teasing girls is a natural part of a boy's l Any other-Specify growing up process.'

7A) List three household activities that you feel that a person of the opposite sex cannot 10) If your immediate supervisor were a do? woman 4B) If you do not want your spouse to work, outside the house, state why? A) How would you react to taking orders from her? 'Women invite eve-teasing (are sexually harassed) by men only because of their provocative dress or behaviour.' 7B) List three household duties that you cannot do?

4C) For a man - Will you take dowry at the time of your marriage?

8A) List three issues in order of priority that you would feel uncomfortable discussing 'A woman's greatest happiness lies in brining with the opposite sex. up her family.’

4D) For a woman - Will you agree to give B) Would you share personal problems with dowry at the time of your marriage? her? Section III Case Study

Mohan's problem : - Mohan has been undergoing training at a CSO for the last six months. He completed 8B) List three issues in order of priority that Class X despite a lot of economic difficulties. 5) If you are a woman, would you prefer to you would feel comfortable discussing the Section II continue working after your marriage? Why? opposite sex Comment on the following statements that we often hear.

'Daughters must be educated in order to make a marriage and sons to make a career.' 6) How would you feel if your spouse earned 9) Do you think that married women with a higher income than you?

23 24 His father was a Subedar in the army and retired two years ago. His mother is uneducated and looks after the house. His brother has a salesman's job and travels extensively as part of his job.

His wife is educated (BA) and was working before she got married, Mohan's younger brother studies in Class IX and sister in Class VIII.

Looking at the serious economic situation at home, Mohan's sister-in-law suggests that she could also work and help in running of Is it correct if a 'bahu' works outside the the house. She is offered a job as a typist with house? People often say 'A woman's first a salary of Rs.1000 per month. She feels that responsibility is to look after her home'. if she take this job, the children can continue Comment to study. Remarks / Any specific observation Mohan's father writes a letter about all this to Mohan and asks for his advice. He writes that till today no 'bahu' of his family has worked outside the house.

Mohan's father writes that he can ask his daughter to discontinue her studies. But she is very keen to continue. Also these days it is important to be educated.

Mohan is very upset after reading this letter and asks for your advice. Why do you think Mohan's father was upset when his 'bahu' decided to work outside the house? Do you think it is important for girls to be educated? Why?

PLEASE PHOTOSTAT THESE PAGES FOR YOUR USE

25 26 INTRODUCING ACTIVITIES Words to think about l Allow plenty of time. Do not try to cram Brainstorm the why and the how? Workshop designs too many activities into too short a space PLAN 1 PLAN 2 of time. The reflection period of the activity and the discussion of it is usually Day One Have the pre-training questionnaire filled-in Gender Conflict Welcome & Introduction by the participants a day before the more important than the activity itself. It Agree/Disagree/I don't know Pg 51 workshop. Pg 22 is during this phase that the experiential 'Gendering' Tea learning cycle is being completed. Sentence Completion Pg 50 Day One People are making sense of what has Woman Refugee happened to them. Cultural & Social Expectations of Men Pg 59 Introduction & Gender Post-Its Pg 33 War is a 'gendered' activity Gender Role Identity Pg 48 Agree / Disagree / I don't know Pg 51 l Lunch Tea Make sure that you give clear Gender deconstruction Creative Activity (In 6 groups) Toys & Games / Symbols & Rituals Pg 44/47 instructions about the activity. Check Give each group one of the following topics Talk : Socialization Pg 39 that everyone in the room is clear about Man's 'Self-images' Ø Foeticide Lunch what you are asking them to do. If Ø 'vulnerable group' Domestic Violence Grandmother's Role Pg 48 necessary, write out the instructions and Ø Metro Sexual Man Role Play : Acting Stereotypes Pg 53 or give them to participants as a handout. Mainstream a gender perspective Ø Woman Boss Screen film: 'When Four Friends Meet' This is particularly important if you are Ø Pornography End of the day discussion working with large groups. Dialogue Ø Sex Workers l Stick to the format of the activity. Once Practical 'violence' On each topic the group should write a Day Two you have given instructions, follow them song and perform or make a word-picture Recap of day one & discussion Media pressures yourself. Resist the temptation to modify Screen. film Bandh File & Discuss Pg 55 Who Decides? Pg 59 the exercise once it is underway. Give out some media articles/handouts Clarity of concept of Patriarchy through Conference on women brainstorming. l Keep to time. If you suggest that part of an The world's oldest crime Day Two Tea activity will take five minutes to Group Debate : Is your organization Media Analysis Pg 74 Pimps complete, remind participants when the Gender Sensitive? 3 groups / 3 sets of activities five minutes are up. The quest for a boy child Tea Lunch Role Play : Divide into 3 groups and give a Screen film & discuss: “Bandh File” Pg 55 l If you are using an activity to be done in Child mother theme / topic to each group: Open group discussion: Taking stock. Issues of female workers pairs, be authoritative when you ask the Personal laws Female living alone in field setting Day Three group to reconvene. Sit in the larger Male-female co-workers in a field office Recap and Questions/Answers circle of chairs and call participants to Dynamic (changing) gender followed by discussion Situations of Everyday Life Pg 85 join you. Once you have called them relations Discuss case studies Pg 81 Tea back, remain silent until everyone is back in the larger group. Lunch Powerpoint Presentation : Gender Based Poverty Sexual Harassment at the work place Violence Pg 69 Marginalised Definition and statistics Pg 77 Sexual Harassment Definition & Stats Pg 77 Power point presentation & discussion Lunch Ecology, environment & women 'Situations of everyday life' Screen film Chupe Chehere : Discussion 2 short films Bhanwar and Chupe Chehere What must be done Pg 69 History is his story Post training Questionnaire Pg 87 Discussion we also need her story Close with a sharing and evaluation session Discuss : Where from here? What new on the two day workshop. learnings and beginnings?

2788 28 Gender has been constructed in such a way that women as a group enjoy fewer rights, Different patterns of gender socialization control fewer resources and work longer across the world hours, have no decision making power and much of their work, like household chores Gender Dialogue Proof of the fact that gender is a cultural and caring for the young, is not even taken and social attribute rather than a natural into consideration. one, is that it keeps changing over time, Gender is an old word which has taken on a Understanding this difference between sex in different places and among different Actually if a woman can cook, so can a man, new meaning and gender is essential to comprehend how social groups. For example a middle because a woman doesn't cook with her socialization processes in every society affect class girl may be confined to her home womb. Ironically this very activity changes People are born male or female but learn to men and women and lead them to play and school while a tribal girl may roam when it becomes a lucrative career as being a be boys and girls who grow up into men and different roles, have different needs and face around in the jungles freely, taking the chef is for a man, for it is outside the home women. different constraints. animals for grazing, or climbing trees to and guarantees an economic reward. collect fruits, leaves or branches. They The Hindi words 'saamajik linga' as The meaning of the word 'gender' refers to are both girls but they develop very What we are attempting to clarify is that contrasted with 'praakritik linga' explains different capabilities, aspirations and the definition of men and women in their the exact difference between sex and gender: neither sex nor nature is responsible for the socio-cultural context. The manner in which dreams, in spite of the fact that their unjustifiable inequalities that society has biological differences are natural and bodies are similar. social roles and expectations of behavioural constant while gender differences, by virtue made and that exist between women and patterns are passed on to men and women is of being socially constructed, are not men. One can be different and yet be equal. known as 'engendering'. constant. They differ from community to US Census Bureau figures show that a community and place to place. Gender is In fact, the roles assigned to both men and There is a clear distinction between sex and US working woman, just out of college, women in every society are full of pressures therefore a dynamic concept. It varies greatly earns only 75% of the salary that is gender. We are born either one sex or the from one culture to another, and from one and stress and are unfair to both the sexes. other : male or female. After birth social and offered to men in an identical job. The This role modeling starts right from birth and social group to another within the same older she gets, the further behind she cultural traditions, often completely out of culture. Race, class, economic situation, the unequal pressures continue throughout sync with todays world, start the process of finds herself. An Associated Press life through a strong process of socialization, level and age all these influence what is analysis of census statistics released in 'gendering' that slowly transforms a male or culturally appropriate for men and women . finally creating rigid stereotypes. Look at the female into a man or a woman with qualities 1991 found that at every educational comments in the column on the next page as However, over a period of time these gender level, women earned less than men who and roles to suit a specific society. Therefore, roles within a society change. how different men in a training programme while sex is totally biological, gender slots had the same amount of schooling. reacted to the possibility of their wives men and women into a pre-determined Look at the box opposite, for specific earning a higher income than themselves. social and cultural classification. examples from countries around the world. Women got the right to vote in Switzerland only in 1975. Today we are beginning to see a change in 'gender' roles where many men share the Sex Gender workload at home and the responsibilities of In Kuwait women do not have the right child care. This new trend, the 'metrosexual' Sex is natural Gender is socio-cultural and it is man-made to vote till today. man willingly participates in bathing, changing diapers, giving bottle feeds, Sex is biological. It refers to visible Gender is socio-cultural and it refers to In Saudi Arabia a woman cannot have reading stories and singing lullabys to his differences in genitalia and related masculine and feminine qualities, behaviour her photograph on her passport and she child. Another example of changing gender differences in procreative function patterns, roles and responsibilities etc cannot leave the country without either roles is the adoption of children by either a her father, husband, brother or son single man or a single woman. In a similar Sex is constant, it remains the same Gender is variable, it changes from time to accompanying her. Neither are women way, many big family businesses are being everywhere time, culture to culture, even family to family allowed to drive a car in Saudi Arabia. handed over to daughters of the family instead of sons. Sex cannot be changed Gender can be changed

2988 30 How would you feel

Activity One if your wife earned What factors influence gender-based our own country a woman had to move a higher income than you? differences? Social and economic factors the court so that her son's admission Understanding the Difference can reinforce or decrease gender-based form to a school could carry only her between Sex and Gender It would take a little getting used to as disparities. These factors include : name, as she was a single parent. Objective traditionally it is men who have always Institutional arrangements : These create Socio-cultural attitudes and ethnic and To introduce the term gender to a group earned more. It could be a pain, but I think and reinforce gender-based constraints or, class/caste based organisations : These unfamiliar with the concept I will come to terms with it quickly! conversely, foster an environment in which affect farming systems and determine gender disparities can be reduced. For which crops men and women can grow, Method Rich ! example, even where women primarily who drives tractors or gives livestock Begin by asking the group if they understand grow food crops, institutions providing vaccinations or whether women need the difference between gender and sex. Give I will feel good that we are progressing. But agricultural credit for food crop production their husbands' approval to sell their each participant a chance to speak in the long run I think this can frustrate me often discourage women's access to credit. cattle or the product of their labour. Hand out sheets of paper to the participants a bit. My behaviour depends a lot on her Explain that you will be reading out a number behaviour as well The formal legal system : This reinforces Religious beliefs and practices : These of statements and they are to write 'G' against customary practices and gives women limit women's mobility, social contact, those they think refer to gender and 'S' to It's alright with me as far as she does not inferior legal status in many countries. access to resources, and the types of those they think refer to sex. Women are discouraged and in some activities they can pursue. In Islam, for Read out the statements given below and ask boast about it, though initially it would countries legally barred from owning land, instance, religious law dictates that participants to mark them without indicating hurt property, and other agricultural assets, daughters inherit only half of what sons the correct answer that is given within the opening bank accounts; or contracting for inherit. brackets at the end of every sentence. I would naturally be upset about it as it credit in their own names. For instance in l would certainly indicate my inability as Women give birth to babies, men don't (S) compared to my wife's so I would strive l Little girls are gentle, boys are tough (G) harder to earn more. I would also be proud l In one case, when a child brought up as a of my wife's ability at the same time. girl learned that he was actually a boy, his Anyway it would not be a very big deal school marks improved dramatically (G) The debate between 'nature' vis-à-vis The following activities aim at clarifying the l Amongst Indian agricultural workers, I'd learn to live with reality, to work hard 'nurture' continues even though it is obvious concept, exploring the nature of gender and women are paid 40-60% of the male wage that upbringing is responsible for differences helping participants develop a deeper (G) to supersede her income that lead to the unfair 'push-pull' in gender. understanding of its nature, role and l Women can breastfeed babies, men can Because of different gender roles and manifestations in society. All these activities bottlefeed babies (S) I don't feel its OK, because I feel I am the head of responsibilities, men and women have require a spontaneous rather than studied l Most building-site workers in Britain are the family different experiences, activities and even response. Encourage the participants to men (G) different social relationships and therefore share what they 'feel' rather than what they l In Ancient Egypt men stayed at home and The more, the merrier. No sense of envy, play different roles in their community life. It 'think'. Point out there are no right or wrong did weaving. Women handled family lowlessness, ego or hurt self-esteem. Men is only through understanding and a sharing answers, but that they should be genuine business. Women inherited property and and women are both equal. Who earns more of work, rights and opportunities in an responses. men did not (G) in the family doesn't decide who wears the l pants in the house atmosphere of mutual respect that would Men's voices break at puberty, women's do lead to a more just world. It is only in an atmosphere of openness and not. (S) l honesty that we can truly explore our feelings In one study of 224 cultures, there were 5 I don't want my spouse to work at all! about gender. in which men did all the cooking and 36 in which women did all the housebuilding It would not make any difference to me. If she (G) is better qualified and more capable, she'll l According to UN statistics, women do 67% earn more than me. I'd feel proud of her.

Reactions from a training programme

3188 32 of the world's work, yet their earnings for it separate post-its/slips of paper for the male However, despite the multi-influenced amount to only 10 per cent of the world's and female. These comments could be about nature of gender, our society still over income (G) their job, favourite movies, food, hobbies, emphasizes the physiological and biological what sports they enjoy etc. They are only to nature of humans. While some may find Discuss the correct answers with the whole write one comment on each paper, but they their sociological and psychological group. Focus on these questions and key can use as many papers/post-its as they like. orientations to be quite different from those ideas: Now stick these post-its on the board under defined by genitalia and outward Did any statements surprise you? the heading 'man' and 'woman'. appearance, the assignment of gender is Do the statements indicate that gender is Alternatively stick the post-its directly onto generally based on the latter. inborn or learned? the male and female volunteer(!) and then Gender roles vary greatly in different move it to the board under the heading 'male/ Present some additional theoretical societies, cultures and historical periods 'female'. After 10/15 min stop this process of background from the beginning of this Age, race and economic background are also writing and read aloud what has been written chapter if needed major factors which determine our gender to the entire group. roles. Women in every country experience both Now from the list that you have compiled power and oppression differently encourage the audience to identify trends in their assumptions that were coloured by their Aspects of Gender perceptions of a man's behaviour traits or a Activity Two woman's behaviour traits. For example ask There are four aspects of gender them to examine if a man can be 'beautiful' Assignment : The gender we are given and a woman 'handsome'? Did sports Gender Post Its! at birth, either being male or female. In activities figure in the list under women? So this aspect, our genders are prescribed for each assumption of a woman, ask why a by the society in which we are born Objective man couldn't do or be that and vice Role : This is the set of behaviours, To begin the process of thinking critically versa…… about gender and evaluating the existing mannerisms, and other traits that society says we should express as part Activity Three attitudes and beliefs within the group Lead them into a discussion 'what is gender'? members regarding gender. of our assigned gender Identity : This is what we think our Reflection What is Gender? Material gender should be at any given time. After identifying these assumptions, explain Many people do not question their A number of post it notes i.e. those in which a Objectives that many of the assumptions, they made gender and let their assigned gender small piece of paper already has an adhesive To allow each person to air their views on regarding the male and female volunteer function as their identity. attached to it. Alternatively you could use gender were socially conditioned responses to what Attribution : This is the gender we small pieces of paper and scotch tape. You To encourage active listening to build trust we see as gender. Essentially we have been assign people when we first meet them will also need some writing material (pen, To arrive at a common understanding of the told since birth that boys and men are and is based on a set of cues that differ pencils) and a flip chart. term 'gender' suppose to act, think, dress, talk, walk, eat, from culture to culture. etc differently from girls and women and vice To start making the links between gender and Time : 30 minutes versa. development (optional)

Method Go on to define gender as a categorization Time Begin the activity by inviting one female and Will vary considerably depending on several based on sex that places people into two Also look at Appendix 2 for a deeper one male participant to join you at the front of factors such as number of participants, groups : male and female. These two groups understanding of different theories of gender the room. Ask the remaining participants to are often biologically, sociologically, language, how often participants have write the first thing that comes into mind psychologically, and physiologically discussed this before and how many different regarding these two participants, using influenced. views emerge.

3388 3424 Method Write the words on the flipchart/black board. surrounding gender reality and what l Divide the group into pairs to discuss l Arrive at a common understanding of the Some words related to 'empowerment' could impressions did they receive during their 'What is gender?' It is important that ideas meaning of the concept of gender be freedom, women, power etc. Discuss the school days from these textbooks? are generated, Eventhough pairs do not including the key points of the culturally- common ones and the links between gender necessarily have to come up with a specific roles for men and women that and empowerment. The groups can then move on to review the complete definition. They could also emerge from a socialization process. sample textbooks they have brought to the discuss 'Why are civil society l Lead the discussion on the relevance of Through this activity a picture of our own workshop. Put up the following questions on organisations interested in gender?' gender to civil society organisations specific society/community becomes clear. a flip chart to channelize the discussion. l In the large group : 'brainstorm' answers l and write them up on a flipchart Identify the male and female roles depicted in the textbooks. Could they be Activity Four Activity Five changed to present a greater range of choices for both the male and female characters? If so, how? Gender and Empowerment Gender Role Stereotypes l Count the number of pictures of males and females in any chapter. Compare the way Write the word 'Empowerment' on the Objective male and female are depicted, what they blackboard/flip chart. Let each participant To identify the stereotypical gender roles that are shown doing, how they are dressed.. quickly provide two-three words he thinks are portrayed in school text books l If one of the books is an anthology of are related to the main word. This is called stories or poems, compare the number of brainstorming. Material males and female authors as also the Brainstorming is a creative technique for Sample textbooks in language studies, maths, number of male or female protagonists in generating ideas and suggestions on a social studies, sciences and environmental the stories/plays particular subject. Any topic can be explored studies. Obtain these in advance or ask l Especially note the math and science texts. using brainstorming. A question may be participants to bring in sample textbooks used Are girls depicted at all? Are they actively asked or an issue raised, and every one in the in local schools. engaged or are they shown watching boys group is asked to give suggestions about it in perform experiments or manipulating very simple terms, ideally with one word or a Time : 45 min equipment? short phrase. In brainstorming, people just l Note the word problems. Does the subject call out what they think, there should be no Method matter include material that would be need to go round the group one by one. All Ask one of the participants to read aloud a equally familiar to girls as well as boys? suggestions should be listed for the whole story/text from one of the books that depicts group to see. Brainstorming gives an mother/father or brother/sister relationship. Reflection opportunity for everyone's ideas to be valued Divide the participants into small groups and Once the activities are over, initiate an open and accepted without criticism. ask them to create a role play on : discussion by asking : l how the particular story depicts male and l Were they aware of gender stereotyping in female behaviour textbooks while they were in schools? l how they would discuss the story with l How can education be re-designed to their daughter change this? l how they discuss the story with school l Can women bring about changes in the teacher/principal educational system of our country? l Can teachers be involved in this action for After the role play, move onto a discussion change? How? about the personal experiences of the participants when they were in primary or These discussion can be recorded by a elementary school and the text books they recorder from the group used. How did these books reflect the

35 36 GENDER RELATED INDEX CHILD LABOUR AND THE FEMALE CHILD

India has a very low GDI (gender related About 42% of the Indian population is made Unequal development Index). The latest Human up of children and nearly half of them are Development Report of 2003 places India girls. Of these, 40% are in the age range of 0- 103rd in rank out of the 144 countries. Life 14 years. Girl children are constantly World expectancy, adult literacy, income and discriminated against within their families, school enrolment ratio are the main by employers and by society at large. In the parameters taken into account while context of child labour, girls get to do the analyzing this report. most menial, unskilled and lowly work, which for most of the time is not recognised Sex ratio is also an important social indicator as work. Boys are given more skilled jobs to to measure the extent of prevailing equity do and are generally seen working in between females/males in a society at a factories or workshops, which is rarely on a given point of time. piece-rate basis. Boys are also hired as l National Average : 927 females to every apprentices to learn skills of a particular 1000 males trade, which will improve their prospects of a career as they get more adept on the job. l Certain districts in Punjab and Haryana have only 750 females to every 1000 On the other hand girls even as young as five males! and six work upto 10 hours a day in jobs l A declining sex ratio in Himachal Pradesh, ranging from domestic chores like filling Punjab, Haryana, Gujarat, Uttaranchal water, washing clothes, basic cooking, and Maharashtra, none of which are looking after siblings, to helping parents in BIMARU states. planting, weeding, sowing and harvesting. 25% of the 12 million girls born in India In addition to this they are often involved in th l every year do not survive to see their 15 There is a close correlation between work in the unorganised sector such as the birthday affluence and a declining sex ratio: South bidi industry, lock, carpet, coir and in match Delhi has 845 female to every 1000 males. World Bank Report factories. Girls often accompany their The female population has dropped mothers to work to assist her in her job alarmingly in 23 cities in India. whether it is rag picking, working as a 40% of all girls enter secondary school domestic help, for newspaper or flower UNICEF vending etc. Again this help is not Though the amount of employed women is considered as work or as an occupation. A woman in an 63% of adult women are illiterate on the rise, only 2% are employed in the average drought GOI organised sector while 85% earn only 50% Discrimination against the girl child takes prone village walks many forms especially in terms of nutrition, of the official poverty income. 1300 km, the distance education, economic worth or value as well 92% of tribal women in India 57 years after receiving the right to vote, as the kinds of jobs that they are offered and between Calcutta and are illiterate Indian women have only 9% representation made to do. New Delhi every year GOI in Parliament in search of water and 60% of women get married before 18 and wood are mothers before they turn 19 in rural India. Centre for Science and Environment

37 38 who works on and for these same resources. begin only after marriage, but even before she Every community is built around household is born. units and yet the work of this 'combined' unit is not shared by both. The burden invariably Let us examine how a girl is discriminated falls on the female. Men manage to sweep, against even before she is born. We are all Socialisation clean, wash and cook perfectly when these aware of sex determination tests activities are paid for! To establish a fair and (amniocentesis) through which parents find The word gender by itself is very neutral. It equitable society it is necessary to move the out whether the baby to be born, is a boy or a refers to both women and men. Gender gender debate from women versus men, to girl. It is horrifying that irrespective of inequality merely means that there is one that involves both the genders. whether parents are rich or poor, in the inequality between the genders. The male majority of cases the unborn child is killed if and female biological species make up all of Of course, this is easier said than done for they come to know that she is a girl. In today's nature and life on earth. Though the human how does one actually change age-old ideas, world with the advance in science and being has evolved to a higher plane of social, attitudes and behaviour patterns? technology it is easy to determine the gender emotional and spiritual concepts, but we of the foetus and the detection of a female have also constructed social 'norms' of Over the centuries, society has perpetuated results in the mother undergoing an abortion. attitudes and behaviour for ourselves. many stereotypical images of humans Domination and control by men (a through an on-going process of socialization Even at birth, a different treatment is meted patriarchal system) or a male ordered world or 'gendering'. A child's early experiences out to boys and girls. When a boy is born, have created inequalities that have over the are very important in shaping the self- there are celebrations yet a girl's birth is centuries resulted in an unfair world society. perception of both girls and boys. The series greeted with silence and disapproval. Her This is why many people use the word gender of activities given in this chapter depict the birth is announced with tears and mourning, to describe the women's issue. Gender impact of socialisation on our ‘gendered’ sweets are not distributed and no singing or awareness projects therefore get translated images of ourselves. dancing takes place. into work that is planned or directed only on, for, or with women. It is alarming and There are different norms prescribed for girls All over the country there are various worrying that even in today's India, women and boys, women and men every society methods and measures taken by families to have to be content to remain being a 'gender across the world. These determine almost kill a girl child as soon as she is born. These issue' to which people need to be 'sensitised'! every aspect of their lives. In South Asia, include throwing the baby girl under a bed many socio-cultural taboos imposed on with no clothes or other form of protection, so At every step of our development process, we women result in the female lagging behind that she may die of exposure. If she survives encounter resistance from traditional social the male in every social indicator. then she is smothered to death with a pillow forces, norms and attitudes -many of them or bundle of cloth. Other ways of killing a gender specific. We recognize that to create Today, many women suffer under a double female child include feeding her with the an equitable modern society, we need to ask burden. They are encouraged to work juice of a poisonous plant, inserting a long many questions and de-construct many outside their homes in order to supplement thin needle in the soft point on the head that stereotypes. It is strange but in any forum, a family income. Yet a woman has neither reaches the brain causing instant death. Very discussion on gender-related issues evokes control over this income, nor any say in often midwives undertake this job with the an emotional and hostile response. Public major family or financial decisions. Further, compliance of the mothers, who themselves and private concerns in our society do not she is still expected to perform all the duties do not want a female child. work towards integrating women in either the of a traditional housewife without any help planning or the implementation process. from the male members of her family. Discriminatory social attitudes towards the girl, whether child or woman, results in the All over the world a woman's access to and So even though a woman's roles and lack of food, medical care, educational control over natural resources (land, water, responsibilities have increased, yet her status opportunities and the perpetuation of age old forest) is limited, even though she is the one in the family and society remains largely customs such as foeticide, female infanticide, unchanged. But this discrimination does not child marriage and early child bearing.

39 40 Boys don’t cry Malavika Karlekar in her study on women sweepers in Delhi 1992 writes I have cried more than my sister, but I always did it in solitary confinement

They do. Its just that society has engendered boys in such a way. They are like a coconut, hard on the outside, soft at the core I wouldn’t want my man to be a soppy jerk who cried more than I did !

This is a stereotype image which I am personally following with or without thinking on it. But I think it is more a tribal belief rather than a civilized one This is a nonsensical myth. I feel any person should not suppress his/her emotions and It is a well-known fact that the girl child gets should constantly let go of it less time at her mother's breast than her brother. In families where there are both boys I don’t agree because crying a lot since and girls, it is the boys who get the best of childhood has made me feel very light food available in the family and their sisters According to VHAI, women face get the left overs. The boys get the butter to violence all through their life cycle. As Teasing girls is a natural eat and the milk to drink, while the girls get a foetus, modern sex selective the buttermilk. techniques destroy them and deny part of a boy’s growing many the right to be born. As a young Regarding health issues and other illnesses, it up process has been observed that boys get taken to the girl, she many be subjected to direct or doctor at the first signs of being unwell and indirect forms of female infanticide. As This is rubbish. I have experienced that a man medicine and other related care is promptly an adolescent, the reasons for violence teasing girls or boys has nothing to do with the given by the parents. The girl child is taken to many vary from early marriage or growing up process, it is just a mental set. the doctor only when she is seriously ill and dowry-related problems. And as an old very often when it is too late to do anything to Bull shit. Joking is alright, never eve-teasing. save her. woman, when she is past fertility and incapable of hard work, she may be Education for the girl child is not considered subjected to both neglect and abuse. He gets a sense of achievement amongst important. This is evident from the census The erosion of traditional values,poor peers by showing his power over her figures where the female literacy rate is ------law enforcement and depiction of compared to the male literacy rate of ------. He can also teach a lesson to The drop out rate of girls from the school violence in the media, have also the girl who goes against him system is in most parts of the country higher contributed to the rise in crimes against than that of boys. Very often they are women. withdrawn from schools to help in domestic It reflects the value system that is work, look after siblings or earn money for given to the boy by his parents the family. Reactions from a training programme

41 42 There is no accurate estimate available of these games? Can the opposite sex master the the extent of child prostitution in India. necessary skills to play them? Many girls are kidnapped, sold, raped or Do you see a pattern emerging from these even conditioned by religious customs lists? What does it show? and forced into prostitution. It is important to note that many of the children who are victimised by Reflection prostitution are from poor families unable Share the following with the group while to feed an extra mouth. Young girls living summing up the activity in brothels are exposed to all kinds of infections ranging from TB and skin The kinds of toys that children are provided infections to sexually transmitted diseases and the games they are taught by their elders including AIDS, and many of them also aim at reinforcing the roles that are expected fall prey to use of drugs. The victims are of them as adults. For eg. girls are given abused mentally and physically and often kitchen sets and dolls to play with because it tortured, leaving them with a low self- helps them get accustomed to their adult image and low self esteem. roles of taking care of their families and From The Times of India homes. Toys and games for girls are always Activity One those which are passive and played within the confines of the house. Toys/Games Boys are also taught that playing girl's games or with their toys is inferior. They are Objective encouraged to play outside the home. Their To understand how subtly the methods of games tend to be more physical and socialization prepares for stereotypical aggressive in nature kabaddi, wrestling, gender roles. cricket, football etc. Their toys are cars, mechano sets, computers etc. From an early Materials age they identify with these toys and in this Blackboard/ flipchart & chalk/felt pens way prepare for their roles later in life. The roles they play in such games are further Time : 20 to 30 minutes reinforced when they see their parents conform to these roles in real life. Method But what about the fact that these boys will What are the games played by boys and girls? become fathers tomorrow and should have a What are the toys that boys and girls play share in bringing up the children and running with? Brainstorm this question with the the home? participants. Ensure that everyone gets an opportunity to add to the list. Write these up on the black board under the headings BOYS Activity Two and GIRLS Professions and Careers Read the list aloud. Initiate a discussion by asking: Objective To understand that what you 'choose' to do is Why are these games confined to a particular very often a result of socialization patterns sex? Are there any particular skills needed to play Material Black board/ flipchart and chalk/felt pens

43 44 play as children and the jobs they take up as and did the chores traditionally defined for a adults? woman?

Reflection Perhaps none of us are ready to accept this Certain images and biases are prevalent in reversal of roles at this point in time. our society when it comes to choosing careers for men and women. These have their If right from birth, boys and girls are brought roots in the typical roles assigned to women. up without discrimination and given equal opportunities only then will we be able to Women are expected to take up careers change our attitudes and way of thinking which do not require higher education, long hours spent in the work place, interaction If right from the beginning, a girl is given with the other men etc. equal opportunities, then there is no reason Time : 20-30 minutes why she cannot choose her own career. They are not considered primary Activity Three Method breadwinners for the family Brainstorm the following questions and put Symbols and Rituals Certain careers are associated with women down the response from the group on a because they are supposed to be gentler, blackboard or flipchart. A quick discussion softer, kinder and not intellectually oriented. Objective can be encouraged. The note given at the end To understand the gender bias in 'traditional' of this activity can be shared and made part of On the other hand a man is supposed to be cultures and customs the discussion. intellectual, strong, independent and self- confident. He must be the bread-winner of Time : 20 to 30 minutes List the professions that are meant exclusively the family. These images, ironically, also put for men and women immense pressure on the man to live up to the Method List the jobs that could be/are performed by Divide the group into three or four sub role assigned to him by society. MAKING ENDS MEET both men and women groups; give each group the following five What are the skills needed to perform each of questions. Ask them to discuss, write down Right from childhood, we are taught to This job is for the women, these jobs? their group answers and then share these with believe that these are essential qualities that To stretch out a thin meal men and women are expected to develop in the large group. List these against each profession on the In a poor country, waters themselves. For e.g. boys are told that they blackboard. Needed to complete the deal should not cry or display emotions as this is If you walked into a room (office or party) girlish behaviour. On the other hand, girls crowded with people, how would you make Gender Job Skill out who is married and who is single? Added to precious dal, and are never expected to be strong, as their Rice, it makes these grow, Men Engineer Intelligence fathers, brothers and later, husbands are What are the symbols for married women in It is the stuff her stick Women Secretary Smart always there to protect them. your state/village/town? Both Doctor Sympathetic Why do you think these symbols are not Fingers knead into dough Both men and women are under pressure to necessary for men? These are the tricks she's Do you feel that there are some jobs that live up to the images expected them by the What fasts do the women in your families Learnt, to eke things out cannot be performed by men and some others society. Breaking away from these keep for the health, prosperity of others? But when water is scarce which a woman cannot handle? For example traditionally defined roles is difficult and Do the men fast for any festival/rituals? a woman can be an engineer and be as takes a lot of courage. A woman must go without efficient as anyone else. Reflection Does the choice of a profession have any link How many of us would accept a woman as Rukmini Bhaya Nair with the roles given to men and women as being the sole bread-winner and the head of children? the family, while her husband stayed at home Can you see the link between the games they

45 46 Sharing responses and discussing them with These are later shared with the group with the larger group will be very interesting and each person reading out their own lists. Method Why Educate Girls? informative regarding patterns of gender Ask participants to discuss the following socialization. Some of the points in the Reflection topics in small groups of not more than three. Because extended note at the beginning of this chapter After sharing lead the discussion towards can be introduced by the trainer for a more answering the questions Describe one of your grandmothers, bearing A girl who has had more than six years of indepth discussion if time persists. How have stereotyped gender images in mind: education is better equipped to seek and influenced your personal history? What qualities do you remember about her? use medical and health care advice, to Society expects a woman to 'sacrifice' for her What experience have you personally had in Were these qualities typical for women of her limit the number of her children, to be family. She keeps fasts for the long life of her challenging gender roles? time? What qualities were expected of aware of sanitary practices from boiling husband, for her brothers, etc. women of her generation? water to the importance of washing Man is the 'giver' he does not need to either Comment How were women of her generation treated hands wear symbols of being married or keep fasts. This is a 'fun' activity and is very non- when they did not conform to these Children of women who have had just This is a very good example of how rituals threatening. Participants greatly enjoy doing expectations for women? five years of schooling had a 40% better reinforce stereotyped roles. it and sharing their responses which often chance of survival compared to children evoke laughter. A wide commonality of Would you be comfortable living with the of women who had less than 5 years of experience is typically seen with many same expectations? schooling (World Bank study) Activity Four women fantasizing that they would like to Describe your mother, keeping the same Giving women just a primary education urinate standing up at the side of the road (!), questions in mind. decreases child mortality by 5-10% ride a motorbike or have the freedom to go Gender Role Identity Reflection (UNESCO) where they want, when they want. Men’s Ask the small groups to reflect on the Educated women marry later, are more Objective wish list often includes waxing their bodies, following: aware of AIDS, and are also less Our 'likes and dislikes' follow a set pattern of wearing saris and jewellery... it is also Were you influenced by your grandmother susceptible to abuse by older men 'gender engendering' interesting in that the activity often indicates and mother? For every four years of education, fertility how men perceive certain household tasks : What are your own generation's expectations is reduced by one birth per mother Material cleaning up, washing clothes, cooking, of women's behaviour? Are you comfortable (World Bank) Paper and pens for each individual. decorating etc. as being women's tasks. with these? How are women treated who do And yet 65 m girls in the world never see Chart paper and feltpens not conform to these expectations? the inside of a classroom In its own gentle way this activity brings Do women in your generation enjoy more of Time : 30 to 40 minutes home to the group how each one of us militates against our gender roles, and wants their human rights than in your grandmother's day? Your mother's day? Method to break out. Share the following four statements with the What factors have brought about change? group. Each participant is to put down their answers on a piece of paper. Encourage them Activity Five Ask the full group to imagine a woman of the to be truthful and candid. They do not need to next generation: put down their individual names. Grandmothers Role What qualities, hopes and expectations do you wish for her? Two things you like to do that are considered Objective What can be done to help her realize these? typical for your gender Two things you hate doing but they are typical To identify traditions and changes in women's roles from one generation to the Write a poem/paragraph/word picture on this Two things you like doing that are considered 'future woman' non-traditional for your gender next Two things you really wish you could do that Material : Paper and pen Comment are non-traditional for your gender This activity often puts all the participants in a Time : One hour very emotional and reflective mood, as they

47 48 travel down memory lane. Sharing in the following sentences typed out, taking care to Give out the papers and ask each participant Objective larger groups brings about a realization of the leave space for sentence completion to complete the sentence with their personal To explore attitudes within the group kind of restrictions imposed on an entire feelings and attitude. The best things about being a woman is …… generation of women. Also an Collect the sheets of paper Method A woman would never let a man see………… understanding of how easily we Read them out by choosing randomly Explain that for this activity you are Men would reject another man if…………. accept/tolerate such discrimination. Initiate a discussion with the entire group designating different area of the room as A man would be praised by his parents if being where participants should stand if they he………… For many participants it also brings home the Comment agree (on one side), disagree (on the opposite Boys can't….. message that we very easily condone or Another funfilled activity that brings side) or don't know (in the middle) with the The parents of a boy let him….. justify this type of discrimination. attitudes, stereotypes, misconceptions to the following statements. Explain the rules of the Teachers expect girls to become like……….. forefront in a completely non-threatening game : there are no right and wrong answers. Women get embarrassed when……. Activity Six way. Be candid and truthful. Take your positions Parents expect boys to………. Do ensure that it moves beyond being mere according to what you truly believe, don't Women are allowed to………… Sentence Completions fun and becomes a real analysis of just follow the leader! A boy would get teased if he….. attitudes. Women really want men to… Encourage discussion, crossing the floor, Objective Men don't like……. To identify our 'everyday' feelings and persuasion, coercion……! The group that is attitudes Activity Seven on the side of 'agree' or 'disagree' should Time : One hour attempt to persuade the people in the centre, Material Agree, Disagree, I Don't Know the 'I don't know' category to join them. Paper and pens. The paper should have the Method

Keep in mind that different statements may

49 50 require different amounts of time to be observed/learnt about the other participants if he was sick, and especially if he might die. thoroughly debated. Also that you may often by doing this activity. have to play the role of a mediator! So she went down to the river, where there Read aloud each statement and let the Comment was a ferry-boat plied by a ferry-man Ram. participants group themselves according to This activity is noisy and very lively. It is often When Maya said she wanted to cross the their beliefs. used to begin a programme on Gender river Ram asked her for a fare of Rs. 100. Socialization as it ensures maximum Maya said that she did not have Rs.100, but A man touching up a woman in a crowded participation and serves as an energizer. that she would pay Ram later. Ram refused. bus Then Maya pleaded with him to take her There is no such thing as marital rape Having a break after this activity is a good because Prakash was so ill, and might die. Two woman in a restaurant being stared at by idea as it gives time for the group to share their Ram refused again. Then he said that he a group of men perceptions among themselves, and also for would take Maya across, but on one A man cannot control his wife if she is the passions generated by the debate to cool condition…. that she should sleep with him earning more than him down. first. Women invite eve-teasing by their Activity Eight provocative dress and behaviour Maya was very upset about this, and went A father showing his 16 year old son his back to her village wondering what do to. On collection of pornography Attitudes and Values the way she met her cousin Anil, and she told A father showing his 16 year old daughter his him what had happened. “That's nothing to collection of pornography Objective do with me”, he replied. “It's your problem. A man with a prostitute…….? To give individuals an opportunity to explore Don't involve me in it. I don't want to have I would be comfortable if my son told me he and debate their personal values anything to do with it”. The Anil went off was gay leaving Maya disconsolate. It is not always necessary to give a child Time : 45 min to 1 hour information on sex when he/she asks for it Maya didn't know what to do. She hated the Masturbation makes a person obsessed with Method idea of sleeping with Ram, but she loved sex Start by asking the participants to sit in small Prakash so much and thought she would Media encourages inappropriate sexual groups of five or six. He/she then tells them never see him again. She had to get across behaviour among young people the following story, saying that afterwards the river somehow. So finally she went back Having an abortion is a woman's right they will discuss it. to Ram, and slept with him. Then he took her across the river, and she rushed to Prakash's Follow this up by a debriefing session with The story of Maya house. Alpana Chandola, a dowry abuse survivor the whole group, sharing perceptions and Once there was a girl called Maya, who was said “When I entered my husband's home. I attitudes. You could also ask them what they 19 years old and very beautiful. She was also At Prakash's house Maya nursed him and was welcomed with abuses. I had not even very poor. She lived in a village on the bank looked after him. Soon Prakash felt better of a big river. Maya was engaged to be and was out of danger. After some time taken off my wedding dress, when I was married to a young man called Prakash who Prakash asked Maya how she had crossed the pushed into the kitchen to work. I was lived in village on the opposite bank. The river, and where she had got the money. Then physically and mentally abused and tortured. river was very wide and moving rapidly, with Maya told Prakash what had happened. When my husband and his mother realized crocodiles in it. Prakash was furious. He shouted at Maya that my parents could not meet their and abused her for having slept with Ram. demands for a larger dowry. I was thrown out One day Maya heard that Prakash was very He told he'd never marry her now and that of the house… I decided to fight back. I filed a ill, and might even die. She became very she should get out of his house forever. criminal case against my husband and his anxious about Prakash. She loved him very family. I placed my case before the National much, and she wanted to go and be with him Maya went sadly down to the ferry again. On Commission for Women. I do not want this story to be repeated with other innocent women…” Lalita Panicker

51 52 the way she met a neighbour called Krishna. natural response in a situation is different She told Krishna everything that had Activity Nine from what is expected, how do people react? happened. Krishna was very angry when he What if a man cries easily? What if a woman fights for her opinion with everyone? heard it, and he rushed straight to Prakash's Acting Stereotypes house, pulled Prakash off his sick-bed, and beat him up very badly. Objective Can you remember any ways you were To examine our own stereotyped notions of taught to have the expected emotional Discussion male and female behaviour and to explore response? For example little boys are told that Having narrated the story, ask the entire how this disempowers both men and women they are cry babies or are behaving like a girl group, “Which of these five characters when they cry. Little girls are told not to Maya, Prakash, Ram, Anil and Krishna do Time : One hour climb trees, not to laugh too loud. Can you you think was the worst?” remember how you felt when you were told Method you shouldn't act in a certain way when you Participants must work individually at first, Have volunteers act out the following were a child? ranking the five characters in order, from the scenario twice : once as the opposite gender worst to the best (or least bad). Then they and once as themselves. If you are working Do you ever want to act in those not-allowed should discuss the ranking in their small with a mixed sex audience have an equal ways now? Do you ever want to just cry? Do groups to see if they can come to a number of men and women take part. you ever want to ….. consensus. After the discussion has Someone stole your money while you were in Do you think there are more rules for men or continued for some time, ask the small the market for women about emotional response? How groups to report their ranking, and put these You have just fallen in love do you think that makes their life difficult? up on the board. You are walking in the forest when you come upon a tiger Comment The facilitator then points out that different You have just learned of your mother's death This exercise is potentially very rich, but it opinions and different rankings are a can be difficult to convey the depth and, thus, reflection of the participants own values. For Reflection the real learning to the audience. To be some, family obligations may be the most After everyone has completed their two 'role- successful, you must be keenly aware of important value, for them Anil will be the plays', facilitate discussion on the activity gender programming and be highly worst of the five characters. For others, not focussing on : How did it feel to do this observant. As the facilitator, you must pay using power to exploit people, or the virginity exercise? Why did you act differently as a close attention to the details of the of brides or loyalty to a loving partner may man and as a woman? participants' performance. The problems seem more important. It may be useful in arise because participants have a sense of some groups, especially if the level of To a mixed audience ask questions to both gender stereotypes and use that knowledge dependency is high, to stress that there can women and men. Women, do you think the to adjust their performance. The most be no 'right' or absolute answer to the men did a good job of acting out how you common conscious changes are either to try question, “who is the worst character?” would respond? Men, do you think the to portray the event in the same manner for women did a good job of acting out how you both men and women (to somehow show Comment would respond? that these issues are no longer relevant or that An invigorating and absorbing activity that the particular participant is fully will 'wake up' even the most sleepy To a single-sex audience Think of the different 'enlightened'); or to exaggerate the participant. Good as a post lunch activity, men (women) in your lives your husbands, stereotypes and thereby push them beyond when energy levels are low and need a boost! brothers, sons (wives, sisters, daughters) do the believable. they all react the same way emotionally? This activity and the following one have been What are some of the differences? Statistic adapted from the NAZ manual on Sex and Activity Ten Sexuality Take the discussion further by asking : If your

53 54 Bandh File they come forward. A recent series of high- Comment profile rape cases throw up facts that reveal “Bandh File” is a film that deals with a real The complex reality of life in small town India the current mindset. A foreign diplomat is life situation that took place in Kanpur some is evocatively brought out in this film, that raped by two men in the heart of the capital, years ago. The incident in which three does not fail to 'move' viewers. It is and is then lectured about values and morals sisters committed suicide by hanging disturbing and an effective way of by her rapists. A woman is raped by the man themselves from a fan, attracted a high understanding the tragic consequences of she loves and his friends. She files a police profile coverage by the media and created prevailing social customs. case and is accused by the investigating waves within society. This incident sharply Very often the discussion moves towards officer of being a prostitute. brought into focus how gender inequalities participants sharing their own experiences in in our society reinforce the traditional a similar/related situation. Encourage and The moral confusion is obvious. Most customs of dowry. appreciate this sharing as it helps to pontificate on a woman's virtue, right after ‘personalize’ the workshop experience. they have raped her. By virtue of being a Objective The powerful nature of this activity makes it foreigner, she exists outside the Indian moral To understand the reality of being a woman an ideal one to use at the end of the day. code and must be educated as to the norms. in urban India : the pressures and the tragedy A man feels comfortable enough in a Material : Relevant video/VCD and projector The Indian woman's world is structured so relationship to treat his partner like his that she is always the property of a man : her property, even inviting his friends to share his Time : 1 ½ hour father, her brother, her husband. She is property. A woman who is violated is denied stripped of all authority and is always justice on the basis of that very violation. Method expected to passively accept all that is given Recourse to the legal system is impossible Inform the participants that they will be to her. She is made, from the time of the onset because the system follows the moral code as seeing a video-film on a very controversial of puberty or earlier, to repress any opposed to the law. The existence of a human issue. The incident actually occurred some individuality and sexuality in deference to the being in the woman as well as individual years ago in Kanpur. After the film there will male. A sexually assertive woman is not only agency is denied. She is caught in a moral be a discussion on the issues it raises. asserting her sexuality, but her individuality limbo between the world of the Devi and the Encourage the participants to put down as well and is thus a threat to male world of the harlot. words and reactions to the film as they are domination. Any inklings of individuality are watching it. Now sit with the participants ruthlessly stamped out by a rigid and These are extreme, but nonetheless through the screening of the film unbending moral code, a code that demands symptomatic cases. The hypocrisy that is sexual purity of the woman in both word and evident here is evident in our daily lives. After it is over, initiate the discussion by deed. She must be the goddess, the Devi, pure Everyday women are harassed on buses, at asking each participant to describe what and unassailable. If she isn't then she is a their workplaces, in their houses. They have he/she felt when they saw the film. Write whore. She loses the protection of the male little choice but to keep their heads down and these words on the black-board. Use them to and becomes fair game for other males. She keep out of trouble. It's not really surprising begin a discussion. Steer the discussion ceases to be the property of her man and can then, that few women are willing to express towards the following outcomes be appropriated by others. their own sexuality, and even less surprising Why did the girls commit suicide? that they accept the hypocrisy. What did you feel about the father's point of While this moral code is usually unsaid, it is From The D & A Chronicles (January 2004) view? rigidly enforced. How did you react to the student leader's observation? Where the woman's predicament becomes Can this situation be changed in any way? If most evident is in cases of sexual violence so, how? against a woman. Rape victims are routinely denied justice and branded as prostitutes if

55 56 socio-economic infrastructure and skewed media coverage. Patriarchies institutionalise Mritu-Bhoj violence against women as being systemic In many parts of Rajasthan the crippling and legitimate for continued control and custom of Mritubhoj still exists. For a subjugation. The system is so ingrained that continous period of 12 days after the Pat riarchy we find that women often treat their sons cremation of an elderly male, family better, and deprive their daughters, thus members feed the guests who have come continuing the cycle. to condole. Following tradition these The word 'patriarch' means the rule of the Even though the form patriarchy takes, varies guests are also offered opium along with father. 'Patriarchy' therefore refers to a social in different societies and even in different A rural woman explained this very well. She tobacco, cigarettes, gutka... the cost of system where the father controls all members historical periods, it gives us an insight into said “Men in our families are like the sun, they maintaining such a 'tradition' is 70 to 80 of the family, all property, all economic and social and cultural practises. The main have a light of their own (they own resources, thousand rupees... the expense is so other major decisions. This is based on the ideology however, remains the same of men are mobile, have the freedom to take heavy that if there is a young girl to be assumption that 'men' are superior to controlling most economic resources in all decisions etc) Women are like satellites, married in the same household, the `women', that women should be social, economic and political institutions. without any light of their own. They shine marriage ceremony is organised at the controlled by men and are part of a Many religions too have played an important only if and when the sun's light touches them. same time so that no additional man's property. So we can define role in first creating and then perpetuating This is why women have to constantly expenditure needs to be made! patriarchy as 'the system that patriarchal ideologies : perceiving men as compete with each other for a bigger share of subordinates and oppresses women superior, dominating and possessive provides sunlight, because without this light there is no in both the private and the public the justification of social behaviour patterns, life. “ sphere.' Why does everyone, development agencies, The effect of patriarchy is so great that : religious organisations, hospitals, educational institutions and above all the Women on an average earn just 74.9% men's government assume that it is always a man wages. who is the head of the household? This assumption creates many problems for Globally women comprise 39.5% of the women in obtaining custody of their children, world's paid workforce, but own only 26% of in school admission, in property ownership, the income and 1% of the property. in relation to migration….. by sticking to this patriarchal notion of a man as being head of a While the numbers of women in higher household even in census records and social education have increased worldwide, surveys, we are constantly undervaluing women only occupy 14% of managerial and women's roles in families. administrative posts.

In our own country the existence of separate In Africa women constitute 80% of the food personal laws based on different religions producers, but constitute only 7% of the also affects gender relations. Muslim agricultural field agents. Personal Law for example, allows polygamy and unilateral divorce for men; Christian Law Women are over-represented in the informal does not recognize adultery by a man as a sector and among contingent or part-time cause for divorce and the Hindu Code does labour as well as home-workers. All these not allow adoption of children by parents of sectors are characterized by poor wages, lack two different religions, and so on. All of benefits, less job security and strenuous religious laws favour men in matters relating and poor working conditions. to property rights and inheritance.

57 58 Activity One Activity Two Death (losing family and friends) Sexual experiences (including abuse and Who Decides ? Cultural and Social Expectations violence) of Men Ensure that all these experiences are marked Objective on the lifeline at the appropriate age and To identify decision-making power in the Objective above or below depending on how positive family To develop an understanding of how or negative you think they were. As each religious, cultural and societal expectations Time : 90 minutes experience is marked, have the groups shape the roles men are asked to play. discuss among themselves the issues and Method questions in relation to that experience. Ask the full group to call out answers to the Method following question : Which decisions are Ask the participants to break into three small Comment made by men and which by women. groups. They are then to draw a horizontal A very powerful and often disturbing Participants should call out their ideas line across the middle of a large sheet of experience for the group as the enormous “In childhood a female must be subject to without comment. Record their responses. paper. This will represent the lifeline of a pressures on men become clear. Also that her father, in youth to her husband, when Following this, mark each with a check, using man. Assign each group a man from a many of these responsibilities are her lord is dead, her sons. different colours . different religion and class background. For represented below the line i.e. they are example, one group might consider the life of negative ! Though destitute of virtue or seeking Ask the group to comment on any differences a middle class Hindu, another the life of a pleasure elsewhere or devoid of good in the decisions that men and women make Buddhist with limited economic means, yet qualities, yet a husband must be constantly of the following. Also lead a discussion on another a wealthy Muslim (use religions worshipped as a god by a faithful wife.” those that are not included in the list. relevant to the local context) Now asks the groups to consider the Manusmriti n Whom to live with and according to what important events in the life of a man from

arrangement birth until death. Using symbols, drawings “Women are in themselves evil they are “Men have authority over women because n Whether to marry or words, have them mark each event along 'lustful, profligate, vile and degraded,” Allah has made the one superior to the n Whom to marry the lifeline at the appropriate age. Positive contend the Jatakas. “Like the course of a other, and because they spend their wealth n When to marry (good, happy) experiences in their lives could fish in water is the character of women. n to maintain them. Good women are Whether to retain one's own nationality be marked above the line. The greater the Robbers with many artifices, with them and citizenship after marriage distance above the line means the more truth is hard to find. To them a lie is like the obedient. As for those whom you fear n Whether to bear children positive the experience was. Negative (bad, truth, and the truth is like a lie… No heed disobedience, admonish them and send n When to begin bearing children and how sad) experiences will be marked below the should be paid either to their likes or to them to beds apart and beat them. ” many children to bear line, the greater the distance below the line their dislikes.” Further, Buddha once told n Whether to adopt children and how many indicates the more negative the experience Ananda, “Women are soon angered, Holy Koran children to adopt was. Ananda women are full of passion, n Whether to raise another person's child Ask the groups to mark the following: Ananda; women are envious, Ananda; “Wives, submit yourselves unto your own outside of adoption women are stupid, Ananda. That is the husbands, as unto the Lord. For the n Whether and when to divorce, and on Religious events and obligations reason, Ananda……. Why women have husband is the head of the wife, even as what conditions Customs and social expectations no place in public assemblies, do not carry Christ is the head of the Church: and he is n Whether to own and control family Education (going to school) on any business, and do not earn their the saviour of the body. Therefore as the property, alone or with conditions imposed Leaving the family home living by any profession.” Church is subject to Christ, so let the wives by other family members Work (starting a career) Buddhist text be to their husband in everything.” n Whether to own and control personal Family responsibilities Holy Bible property, borrow money or open a business Marriage (by what age and with whom) “A woman, a shudra, an animal, a drum n So we see that most religions say that Whether to apply for paid employment Children (how many and by when) The more you beat them women are inferior to men and women owe and what type of employment to enter Health (illnesses) The better they become” men their loyalty and obedience…. Tulsidas

59 60 Man Worship in the Land of Devi the country throughout the year. My appeal value of their investments. The parents of Activity Three is universal. marriageable girls queue up for me. Though I happen to be a man of average intelligence, I I am an Indian male, a very very special Debate on Pressures of species in the world. I am making this I am given special treatment from the day I find my value is very high in the matrimonial statement knowing well there are males all am born. When my sisters were born, the market. But had I been slightly above it, my Socialisation on Men over the world, but they are not Indian males. hospital staff turned their faces away because parents could have dictated terms to the girls' they knew that they would not get 'bakshish'. parents. After all an alliance with god cannot Objective I am the most desired creature in India. Epics But with my arrival, my mother got VIP be a cheap affair. To begin to comprehend how society put like the 'Ramayana' and 'Mahabharata' will treatment from the staff as their 'bakshish' pressures on men. At times I pause to think and wonder why I clearly tell you that gods and kings performed was automatically assured. I am given an Time : Over an hour 'yagnas' for my arrival. Mighty kings like extra layer of cream in the milk, when my am being treated this way. Why am I treated Akbar went to saints and begged for me. My sisters are flatly refused even normal food. I as superior to god? Has not this kind of Method arrival is the happiest occasion for a family in can misbehave with them, but they dare not treatment denigrated me? Why are other In this activity you will be debating for and India, I am a sign of prosperity, happiness, do so. I can complain against them, I can do males in the world more healthy, smart, against each other on the following topics anything I want. My sisters are more thoughtful and hardworking? Has the society good luck and what not. My arrival is n capable, sincere, hardworking, etc etc. But done good to me or damaged my Boy's should not cry celebrated with joy, lights and sweets. n Compared to me, my sister's arrival is so what? They are not boys. If they do well personality? Will I treat my daughters the Tying a rakhi implies every brother has a in studies, they are ignored. But even if I just same as sons, or will I wait for god to take duty to protect his sister considered an occasion of sadness, ill luck n and misery. scrape through the exams, praise is showered birth again in my house? My wife earns a higher income than me on me. I am projected as a most intelligent From Femina (like it/ dislike it) n I knew my importance even before my birth. person, as intelligent as Einstein. The guys are lucky, they can just urinate by the side of the road My father thought that he was not a man even n after having six daughters. His urge to prove I do not like to get hurt because it pains. My Men have to work hard and must do well to sisters do not want me to get hurt, because be able to look after their parents his manliness increased day by day. He n blamed his wife for all the frustrations of they will be blamed for not looking after me Come on be a man. After all you wear the fathering six daughters. He also felt that he properly. I cannot tolerate hunger even for a pants had to have a son who would light his funeral few minutes, so they overfeed me. I am not pyre, without which he could not go to good in studies, so my sisters have to help me Depending on the number of participants in heaven. So my arrival was a must, even if he in my home work, to save themselves from the training programme divide them into had to change 10 women. My mother had my parents' wrath. small groups of not more than four persons. A Delhi-based CSO, Sakshi, Give one topic to each group. Within each of more or less the same reasons, but her conducted a survey among judges in definition was different. She also felt that a Now I am a 25 year old demi god, I have a these groups two people must argue for the Assam, Delhi, Rajasthan, Chennai woman was not a complete woman till she paunch, because I do not like to play any motion and two against. and Bangalore and came up with had a son. Her position kept going down games, but I am fond of seeing others play. I Give 15/20 minutes to each group of four to some disconcertaing findings. 68 per with the arrival of each successive daughter. can comment on and criticize any player or prepare for the debate. All groups work cent of judges surveyed believed that The tauntings increased till it reached a stage selector. I have already started balding and simultaneously and independently on when she knew that her loving husband, who greying. And my parents blame my sisters for provocative clothes invited assault, working out their arguments. did not stop short of six children was giving me all the worries. I am lazy. So what? 55 per cent felt that slapping a wife preparing for a change. There were some The lion does not hunt. Only lionesses are does not constitute cruelty, 64 per The debate opens with the entire group other members in the house who too felt that supposed to do so. I have a long nose to poke cent supported the view that women listening to each group as they debate for/against the motion for two minutes each. things would not improve till I arrived. into others' affairs. I have big ears because I must share the blame for violence As a result all the topics are debated one after love to hear gossip. I have small eyes. So against them and 77 per cent felt that the other and then time is given for open I am treated like god. I feel, I am god, I am not what? Why should I be foresighted? I have a marriage alone protects a woman the incarnation of myself. A particular god big (swollen?) head which I hardly use. discussion. People can write down their points while the debaters are speaking. may be worshipped in a particular part of the Lalita Panicker country or at a particular time of the year; but Stepping into youth gives me an added Questions should be responded to by the I have the same value in all the four corners of advantage. My parents look at it as maturity specific team.

61 62 Am I Abused?

constant belittling, intimidation, and We all experience anger, tension, and humiliation, and coercive sex. It also stress in our lives. However, abuse and includes controlling behaviours such as violence are not acceptable ways to isolating a woman from family and friends, express emotion. Ending violence monitoring her movements and restricting There are certain characteristics of her access to resources. abusive relationships to look for. If you are against women concerned about abuse in your In surveys from around the world, 10% to relationship, ask yourself these questions Around the world at least one woman in dominance and control. When men rape over 50% of women report being hit or every three has been beaten, coerced into women, they act out of a wish to dominate or otherwise physically harmed by an intimate Is your partner extremely jealous and sex, or otherwise abused in her lifetime. punish. male partner. Most women experience possessive? Most often the abuser is a member of her multiple acts of violence over a period of Does you partner isolate you from family own family. Whether or not an individual man who time. Women often say that psychological or friends? commits an act of violence, views it as an abuse and degradation is even more difficult Does your partner attempt to keep you Violence against women and girls includes expression of power, is not the point. The fact to bear than the physical abuse. under control? physical, sexual, psychological, and that so many individual men feel entitled to Does your partner frown upon you economic abuse. It is often known as ‘gender- express their frustration or anger by being Justification for violence frequently evolves following you own interests? based’ violence because it evolves in part violent to so many individual women shows from social norms about the proper roles and When angry, does your partner threaten from women's subordinate status in society. how deeply these lessons of dominance and responsibilities of men and women. to hurt you, break things, throw things, violence have been learned. punch walls? Almost every society in the world has social In many developing countries, women share Does your partner blame you or others for institutions that legitimize, obscure, and deny Countless daily acts of violence create a the notion that men have the right to his problem? abuse. The same acts that would be punished climate of fear and powerlessness that limits discipline their wives by using force. Triggers Does your partner get angry about or if directed at an employer, a neighbour, or an women's freedom of action and controls for violence include: not obeying her resentful of your successes? Does your many of the movements of their lives. The acquaintance often go unchallenged when husband, talking back, not having food ready partner make fun of or minimize your threat of male violence continues to keep men direct them at women, especially within on time, failing to care adequately for the successes? the family. women from stepping out from behind the children or home, questioning him about traditional roles that they as women, have money or girlfriends, going somewhere One man's violence against one woman may been taught. Violence and the threat of without his permission, refusing him sex or seem to result from his individual violence keeps them “in their place.” expressing suspicions about infidelity. psychological problems, sexual frustration, unbearable life pressures, or some innate urge On the surface, it seems that men benefit from Most abused women are not passive victims toward aggression. Though each of these sexism, from this system of male dominance, but use active strategies to maximize their 'reasons' has been used to explain and even control, and violence. On a deeper level, safety and that of children. Some women justify male violence, they oversimplify a however, we know that sexism harms men as resist, others flee, and still others attempt to complex reality : men have been taught to well as women. Sexism, and more keep the peace by capitulating. Women relate to the world in terms of dominance and specifically violence against women, harms consistently cite similar reasons that they control, and they have been taught that men as well because it harms the women remain in abusive relationships: fear of violence is an acceptable method of and girls in their lives and because it keep retribution, lack of their means of economic maintaining control, resolving conflicts and them from having positive and loving support from family and friends and an expressing anger. When a boss sexually relationships with women. abiding hope that `he will change. harasses an employee, he exerts his power to restrict her freedom to work and improve her Worldwide, one of most common forms of At the same time, denial and fear of social position. When a battering husband uses violence against women is abuse by their stigma often prevent women from reaching beatings to confine his wife to the home and husbands. Partner abuse can take the form of out for help. Studies suggest a consistent set to prevent her from seeing friends and family physical assault such as hits, slaps, kicks and of factors that propel women to leave an or from pursuing outside work, he exerts beatings; psychological abuse, such as abusive relationship. As the violence gets

63 6460 Are you being abused ? takes place among people who know each For a substantial minority of women, sexual Physical violence is only one kind of abuse more severe it triggers a realization that `he` is not going to change, or the violence begins to other. Between one-third and two-thirds of initiation is a traumatic occurrence Ask yourself these questions. take a toll on the children. Women also cite known sexual assault victims are age 15 or accompanied by force and fear. emotional and logistical support from family younger. Is my partner able to express anger or friends as pivotal in their decisions to A study among married women in a poor without becoming verbally or leave. Who sexually assaults people ? community of India reported only 18% had physically abusive? Rapists and sex offenders can be anyone; even a vague idea of what to expect on their Can I go out and get a job without asking Leaving an abusive relationship is a process. however, in most cases victim know and wedding night. Sexual abuse of children is his 'permission'? The process often includes periods of denial, perhaps even trust and love their assailants. widespread in virtually all societies. Do I cover, or make excuses for my self-blame, and endurance before women 85% of sexual assault victims have some partner's behaviour? come to recognize the abuse as a pattern and prior acquaintance with their assailants. Sexual abuse can lead to a wide variety of Am I put down or called names when we to identify with other women in the same Offenders want to control, humiliate, and unhealthy consequences, including are alone or with others? situation. This is the beginning of exert power over another person. They behavioral and psychological problems, Am I blamed whenever things go wrong? disengagement and recovery. Most women choose vulnerable people to assault and use sexual dysfunction, relationship problems, Is my partner a “nasty” drunk or drug leave and return several times before they sexual acts as their weapon. low self esteem, depression, thoughts of user? finally leave once and for all. suicide, alcohol and substance abuse, and Does my partner control the time I spend l Sex offenders have available sex partners sexual risk-taking. with family or friends? Why is violence more widespread in some or are married. Has my partner damaged or destroyed places than in others? Women who live in l Sex offenders are not insane or out of Sexual abuse is most likely to cause long- things that are important to me? Or poverty are more likely to experience control. They are always completely term harm when it extends over a long threatened to? violence than women of higher status. For responsible for the crimes they commit. period, is by a father or father figure, involves Is there a scene if I express an opposite some men, living in poverty is likely to In a study conducted at Bridgewater state, penetration, or involves force or violence. opinion? generate stress, frustration, and a sense of 97% of convicted offenders tested Am I forbidden to use money? Or buy inadequacy for having failed to live up to “normal” in psychological tests. Violence leads to high-risk pregnancies things for myself? their culturally defined role of provider. However, these same people were found Am I forced to have unwanted sex, even Poverty also make it difficult for women to to have extremely high levels of Around the world, as many as one woman in after I've said “no”? leave. aggression. Sexual assault is violence, not every four is physically or sexually abused Am I afraid when I am with my partner? sex. during pregnancy, usually by her partner. Why? Forced sex is another manifestation of l Sex offenders are usually from the same Consequences: insufficient weight, a history violence against women. race and background as their victims of sexually transmitted infections (STIs) l 10% of convicted offenders say they unwanted pregnancies, vaginal infections, Ironically, much nonconsensual sex takes raped 25 times before they were caught. bleeding, miscarriages, abortions and low place within consensual unions. Women are Others say they committed 10 assaults for birth weight. 45% of women in India are often physically forced to have sex and/or to every 2 they were arrested for. slapped, kicked or beaten by their engage in types of sexual activity that they husbands (International Centre find degrading and humiliating. Other Sexual coercion exists along a continuum, In India, well over a lakh of crimes for Research on Women) women give in to sex out of fear of the from forcible rape to nonphysical forms of against women in a year are consequences of refusal, such as physical pressure that compel girls and women to perpetrated by their husbands and abuse, loss of economic support, or enage in sex against their will. In Uttar Pradesh, the percentage relatives. The other South Asian accusations of infidelity. In Uttar Pradesh, of men who said they beat their countries do not fare much better. wives varied from 18% in Nainital about two-thirds of 98 female respondents Some forms such as rape, sexual assault, district to 45% in Banda. reported being forced into sex by their forced sexual contact, and sexual husbands, about one-third of them by molestation of children are recognized as By 2010 the growth rate of crime The percentage who physically beating. crimes. Other forms such as intimidation, against women is likely to be higher forced their wives to have sex verbal pressure or forced marriage are than the population growth rate. varied from 14% to 36% among Outside of marriage most nonconsensual sex culturally tolerated and at times even districts. condoned.

65 66 Violence………….. How is the approach to Gender-based What needs to be done to challenge It is the individual man, raising his fist Violence changing? Gender-based Violence? For the sexual assault survivor against his wife It is the gang of boys, cheering on the fight in l The topic is no longer merely about the l Analyze the various forms of masculinity; You have been through a traumatic experience. When you are the middle of a tight circle victims, the women who have been and reveal the violent forms, and work victimized, the trauma of assault does It is the young man on a date, acting without are being abused, but also about those towards changing them not end when the act is over. You will regard for the desires of the young woman who abuse. l Reveal and question the values probably have many different feelings he is with. l The issue is now discussed by men, who promoting or glamorising violence after the assault. Some people respond It is the man pushed by rage and fear, driving until recently have been reluctant to competition, hardness, insensitivity, the to the assault in a calm and controlled his car to his death recognize the underlying violence that media, idolising winners in war, sports exists within masculine cultures and business life manner; others may be visibly upset. It is the physical or verbal attack, on another Each of us responds to a crisis in out man, because of his sexual orientation or l The topic now focuses not just on the l Analyze and question male roles and individual man but also on masculinity, ideals, the concept of 'male honour' own way, and no reaction is 'wrong' or religion or skin colour. 'crazy'. Some common feelings It is the gangs of men, we call them armies, on being a man in general, and on male prevailing in male cultures l people have after experiencing an who have been commanded to view each culture Develop and value fatherhood; develop l the skills and qualities of fatherhood assault include shame, feat, guilt, other as less than human, and to view It is now admitted that gender-based among men and boys embarrassment, and anger. Many citizens as something even less violence is an issue that concerns all men l Integrate a gender perspective into people experience flashbacks, It is violence on the playing field and not just those that behave violently; in this way the roots of male violence, which school education to create awareness of depression, troubled sleeping patterns, It is, perhaps metaphorically, perhaps not, is the one of the foundations of patriarchy, the different positions of boys and girls sexual problems or anxious feeling our relationship to our natural can be explored within the family, in culture and related to the assault. Many survivors environment. l It is now recognized that, starting in reproduction, and to promote equality re-experience some of these feelings or It is men's violence in a myriad of forms childhood, a preconceived mould of and mutual respect between them problems months or years after the by Michael Kaufman, masculinity is imposed upon boys and l Develop legislation on violence against assault, often after something happens founder of the White Ribbon Campaign men, just as stereotypes of femininity are women to criminalise gender violence to remind them of it. imposed on girls and women and provide women with protection. l The approach recognizes that violent men l Increase the number of shelters for can be helped through therapy, and women and support the work of shelters violence can be prevented; men can and counselling services. being empowered to define and live out l Help men to abandon their violent In a study of all maternal deaths in over their masculinity in new ways behaviour by establishing support and 400 villages in Maharashtra 16% of all l Men are encouraged to view themselves therapy services and providing deaths during pregnancies were due to as individual human beings and not just appropriate therapies domestic violence. 40% to 75% of as representatives of masculine culture l Encourage men to establish their own women who are physically abused by l As men change, entire societies can begin groups and voluntary activities to combat a partner are injured by this abuse at to change, laying the foundations for a men's violence against women, and some point in their life. culture of peace, equality and a richer support such movements lifestyle. l Increase the proportion of women in In its most extreme form, violence kills politics, foreign policy and international women. Worldwide, an estimated decision-making. 40% to over 70% of homicides of l Promote and further secure equality women are committed by an intimate between women and men both through partner. legislative and administrative means and From Population Reports through changing public opinion and August 2002 shaping attitudes and values, thus Elaborate on this topic by using building a culture of equality and peace. the powerpoint presentation

67 68 Activity One Activity Two Women invite eve-teasing (are sexually harassed) by men

Gender Based Violence What Must be Done? only because of their provocative dress or behaviour

Objective Objective Could be. But I've seen decent girls getting NO, I don't think so. A person who does To understand that sexual harassment needs To look into and analyse different methods for not do eve-teasing will not do it. to be addressed within both the private and change. To examine the priorities for change eve-teased and that is possibly because the public spheres. sex is such 'no-no' in a society that men Irrespective of the fact that women are Time : 1 hour find it to be a good way to vent their sexual dressed provocatively or not. Time 60 minutes Material desi res I think this statement stands true most of the Method Prepare three sets of statements with each set Not at all, because of some stupid, frustrated times. Well! Frankly speaking we aren't Divide participants into two equal groups in a different colour. sages. What do you expect of us; go to the creeps who have some unthinkable and arrange them in two concentric circles. jungle and meditate? Eyes are meant to Those in the inner circle face outwards so that The following statements are to be got ready concepts about sex appropriate beauty, but if that beauty turns to they confront those in the outer circle. in the colours indicated before the beginning Men do not need any provocation from women. vulgarity then it becomes provocation. Then Explain the procedure. You will read aloud of the activity. They can tease women whether they are in a the 'things of beauty does not seem to be a the statements given below. joy for ever' This is not the case with decently Pink burkha or in a bikini. Though I do agree some Participants discuss this statement with the women consciously do things to look more dressed women. person facing them for about five minutes. attractive and seductive When you announce “shift,” everyone in the Employers who tolerate sexual harassment in But those who tease, tease perfectly dressed outer circles moves one place to the right to the workplace should be made legally ladies too. face a new person and discuss a new liable This notion has originated from our statement. Continue in this manner, working The government should recognize violence cheap Hindi films which leave bad a against women as a human rights violation through several statements. Then ask if impression on men participants would like to offer a statement of and impose strict punishments against their own for discussion and continue the perpetrators No, I think eve-teasing is the outcome of a process. Survivors of rape should be required to testify filthy, sick and decomposing mind which in open court has, harboured in it frustration, complexes, A husband should decide whether his wife Porngraphy should be made illegal severe deprivation, abuse, improper needs to work outside the home The government should give economic education of no moralistic or ethical nature, !It is the right of the husband to discipline his support to survivors of domestic violence delivered to the person by either the family, wife Immigration law should be extended to grant the social circle or society. Feeble bondings !Police officers shouldn't interfere in private political asylum to women fleeing violence with the family or friends may result in this. disputes of any kind !Families have their own rules What a woman chooses to wear is her own ! Blue Family rules are above the rule of any decision. Man should not prove himself to government !Tradition! !The idea that women ask or deserve to be be animal by not respecting that right. !Like father, like son victims of violence must be challenged !Schools can play a role in teaching children !Children's books should address violence about gender based violence against women in the home !Governments may have to sometimes !Advertising agencies should be challenged Well, this is true to a certain extent because intervene in family matters when they objectify women or stereotype the mentality of men in our country is such ! Are our laws still biased against women? women as victims and it also becomes difficult for some men !The belief that women are inferior to men to control their feelings. Reactions from a training programme

69 70 should be addressed at all times When all groups have completed this task, Jo hum janati dhia kokhai janamiha Ø If a woman giggles, everything is lost. !Police should not interfere in family ask them to put up their charts. Each group Ø Peeyati mirchi jahar ho Mirchi ke jhaare problems unless a life is in danger then examines and notes the differences and The beauty of a woman lies in her jhooredhia mari jayiti eating less. the similarities between the groups and their Ø Chhoot jayite garhua santtap ho priorities. You can sometimes trust a river, or even quicksand, but can never trust a Green Had I known that the foetus was that of a Only at this stage, clarify to the participants woman in a sari. Ø girl, I would have had a drink of hot chillis the significance of the colours of the Why waste education on a woman !Women should always support other and killed not only the foetus but also this women statements whose duty is in the kitchen? Ø life long curse. !Women should take action in solidarity with Grow a drumstick tree by breaking off Bihari Folk Song other oppressed groups to stop violence Pink legislative change the stems and tame a girl by beating !Those who support women's right to be free Blue change in attitudes her. Ø My rich one, my fair one, from violence should lobby the Yellow action for change An ideal wife starts her day before the Should you give birth to a son government as well as religious and other rest of the family and ends it after I shall seat you next to me in the palaces institutions A discussion follows with each group everyone has retired for the day. You shall rule supreme !Businesses that consistently degrade women explaining the rationale behind their Ø One can trust an irate snake, but can in their products or advertising should be decision. They can explain their reasons. never trust a smiling woman. But my rich one, my fair one boycotted They can also be encouraged to discuss Ø A chaste woman is one who confines Should you bring forth a daughter !Women should organise themselves against patterns and biases for or against priorities in herself within the four walls of the I shall throw you out of my palaces stereotyping by the media legislative change, attitudinal change and house. !Battered women's shelters should place action for change. A major theme that will Tamil Idioms I shall send you back to your father's house. equal emphasis on violence prevention emerge will be how to address the issue of UP Folk-Song violence against women, seeing it as a human Chart paper and glue sticks for each group rights violation.

Method Divide participants with small groups. Give each group the complete set of statements in three different colours, one chart paper and According to the latest statistics (2004) glue and at the top of each chart write a title there is one rape every 54 minutes, one statement : In order to achieve women's kidnapping of a woman every 43 human rights, is this statement essential, minutes, one molestation every 26 useful or irrelevant? Divide the chart paper minutes and one crime against women into three columns 'essential' 'useful' and every 7 minutes in India. 'irrelevant'.

All members of the group must agree to where they should place each statement Note : Before starting any training workshop, However if a group cannot agree on the the trainer(s) should collect data of the latest placement of a particular strip, the strip can statistics from authorized sources be put aside and not placed on the chart (CSO's/newspapers/Govt. of India sources) paper. In order to achieve consensus, the on violence against women and sexual participants can change the wording of some harassment in India. It is essential to always statements if necessary. share the latest information with your participants.

71 72 Activity One Alternative Show a recording of a TV show to the full group. Discuss the same questions in small Gender stereotypes Media Analysis groups

and media Objective To analyze the portrayal of women in the Activity C : Television News Programmes, Traditionally the accepted roles for men and media Newspapers and News Magazines women were totally separate, and relegated Time : 75 minutes women to only being wives and mothers. MATHRUBHOOMI Material Consider the following Today all around us we see working women l A wide variety of old magazines What kinds of women appear most often as a part of the labour force. However, much A newspaper reported that a village in Gujarat had to seek brides from Chart paper and markers in these media? What qualities make of what we are exposed to in the media neighbouring villages as there were no Method these women 'newsworthy' through cinema or advertisements on TV or in l girls of marriageable age available in the Small group work. Choose one of the Can you think of any of these women magazines still projects women in village. following options, or assign a different admired for qualities other than their stereotyped roles. The Hindi cinema also activity to several small groups beauty or relationship to an important suggests how we should treat women and This small newspaper item disturbed and man? In what qualities other than many instances of eve teasing today draw motivated young Manish Jha to direct his physical appearance do the media seem their inspiration from how a hero treats a film 'Mathrubhoomi'. Set in a futuristic Activity A : Magazines interested? heroine on the screen and meets success. period, and located in North India, the l Look through copies of the week's daily film-documents the impact of alarming newspapers and consider the following In the previous sessions we saw how the way Look through several magazines for images of falls in the population of women, due to l How much attention is given to women in we are brought up colours our perceptions. women in advertising. Analyze the infanticide after sex-determination tests. sports? Politics? Business? The arts? Here we see how media affects our behaviour advertisement The film has won accolades for its l Do any women appear on the front page and how we treat women in our day to day Try to determine whether the advertisements arresting theme and taut editing. or opening segment? Are there any lives. are aimed at a male and female audience. l bylines of editorials by women? The macabre and yet slapstick situation How do the images seem to differ Today media reaches out to every corner of in this futuristic parable, unfolds where in according to the intended audience? l Reflection: the country. It influences the way we are rural India, there are hardly any women Make a list of the activities in which Following any/all of the activities listed brought up and clearly defines the specific left : the men are driven to homosexuality women are engaged. How does this above, discuss. roles of men and women in our society. and watching pornographic films. The factor contribute to the media image of l How do these images affect these aspects social situation reduces humankind to a women? In advertisements men always drive the cars, l of women's lives? diseased lust and savagery. What are the conventions of female l save money for their families, work on Their participation in public life? beauty that the advertisements embody? l computers and are highly qualified. The l Their ideas about how they should look? When a 'real' girl is located, she is How might these images be different if l effect this has on children is that boys always married to five brothers adding to the Their desire for consumer products? they came from a different culture? l learn to associate with the father, who is violence and nightmare of the girl, where l Their experience of violence? Is there more than one woman in an ad? l strong, dependable and clever. even the father of this five sons wants his Sexual expectations placed upon them? How do they seem to relate to each other? l turn with the bride. Gang rape of the girl Are there also men in the ads? How do What can people do locally to counteract Women are generally seen in the context of by not only her husbands, but other men the women seem to relate to them? or stop the negative images of women in the home. Ads for refrigerators, cooking too, and the heineous violence amongst the media? Regionally? Nationally? l ranges, pressure cookers, washing machines the males leads the story line into caste Activity B : Television/Film How can decision-makers be persuaded ... are targettted at them. They are projected wars amongst those who claim paternity to present images of women that reflect as though housework is their sole concern. of the baby, a girl child. List the most popular television shows/films respect for women's human rights, Analyze and list the roles given to women in talents, skills and multifaceted All these images register unconsciously A new beginning? Where a girl really is these programmes/films. What qualities does individualities? through TV, magazines and hoardings and wanted. the media value in women? constantly reinforce stereotyped gender roles.

73 74 Media does not only influence the Advertisements are actually very social image of women, but also powerful tools in attitude their self image. Media defines formation and help in what the ideal image of a woman determining our behaviour. Most should be. Tall, slim, fair, of us are unaware of this fact beautiful, well-groomed in short and that they affect our perfect down to a flawless subconscious. complexion.

Many ads treat women as sex objects. They are projected as glamour girls and the sexual implication is obvious.

Advertisements not only sell products. They sell values, images, romance and the illusion that this is what exists in normal life. They teach us who we are and who we should be.

Men are seen as successful professionals, important decision makers and intellectual beings. They are always seen as the bread winners and heads of the household.

75 76 violence against women at work. This case · Definition and the prohibition of sexual dealt with the brutal gang rape of a social harassment should be published and worker in a village in Rajasthan. The rape circulated in appropriate ways Sexual committed by five upper caste men was an · A secure working environment and act of revenge against the worker for her role appropriate working conditions must be in campaigning and preventing child provided harassment marriage in the village. · Employees should be allowed to raise In the West, the term sexual harassment came issues of sexual harassment in meetings into use around 1977, when great numbers of Supreme Court Guidelines and other suitable forums · Awareness of rights of female employees women entered the workforce seeking equal th career opportunities and began to encounter On August 13 1997, the Supreme Court of on the issue must be created within the the problem of sexual demands being made India passed a judgment on sexual working environment upon them by their employers. But the sexual harassment at the workplace in consultation exploitation of women by male bosses is with CSOs and other feminist groups. The hardly a new phenomenon. The plight of judgment known as the Vishaka Guidelines young girls working as blue and white collar provide a definition of sexual harassment, employees, in factories, as domestic maids, mechanisms to address complaints of sexual What Constitutes Sexual Harassment? or as casual labour had been an issue of harassment and the steps to be taken by the concern in many countries during the employer, as well as other responsible The Supreme Court ruling very clearly nineteenth century. persons towards prevention of sexual defines sexual harassment as given below: harassment at the workplace. The In India from 1977 to 1989 there was judgement, has been applauded as approximately a 24% increase in the number progressive by women activists. “It places a Unwelcome sexual advances, requests for of women working in the rural and urban weapon in our hands, the onus is on the sexual favours and any verbal or physical sectors of India. At the time the provisions of management to establish a case of sexual conduct of a sexual nature constitutes sexual the law regarding sexual harassment were harassment and fight it through, and the harassment when submission to or rejection very narrow, yet even so between 1983-1990 woman does not have the sole responsibility of this conducts affects an individuals the number of reported molestations of representing her case.” employment, interferes with an individual's increased from 75 to a shocking 20,194. The performance and creates an intimidating, range of women who have been affected by These guidelines apply to all government and hostile or offensive work environment. such harassment include health workers, private sector organizations, hospitals and Sexual harassment is not only injury to the gram sevikas, nurses, midwives, universities as well as the unorganized sector. individual but has a larger impact on the development workers, teachers, domestic They direct employers to set up a complaint workplace and affects the whole workers, factory workers and those committee against sexual harassment where organization. It can have a ripple and employed in office jobs. women can seek redress for their complaints. multiplier effect on the rest of the women in The committee should have: the organization as well as add up to the · The turning point came with the ratification A woman as its chairperson. losses of the organization as a whole. The · Half of its members as women employer may have to incur significant costs of CEDAW (Convention for Elimination of · Discrimination Against Women) in July A third party representative either an NGO in recruiting such employees, deal with the 1993, that recognized that sexual harassment or a person familiar with the issue of sexual issue of low morale of individuals, quality of harassment as one of its members work may be affected, high legal costs and in the workplace is a form of sex · discrimination and also falls within the A time bound period for the committee to fines, poor public image as well as the purview of the human rights law. operate general atmosphere of the organization being vitiated. The case of Vishaka vs. State of Rajasthan & The guidelines also mention that preventive others was the first time that the judiciary steps against sexual harassment must be recognized the need to address issues of taken by the employer which include:

77 78 The affect of sexual harassment on persons who experience it: The main reasons for sexual harassment of women at the work place are: Emotional impact Psychological impact Physical impact · Anger Anxiousness Insomnia Our social structure, which allows men to assume they have power over women. Disgust Nervousness Headache · Fear Depression Nausea Low economic status of women in the workplace. Shame Low self esteem Ulcers · Fear of job loss, hostility and social stigma Guilt Suicidal tendencies High blood pressure prevents women from breaking their Confusion Stress related illnesses silence about sexual harassment at the Powerlessness workplace. This encourages men to Revulsion indulge in sexual harassment. · Sense of violation Men think that this is normal behaviour and women should feel complimented.

Sexual harassment can occur in a variety of victim's perspective and this means that there Defining sexual harassment circumstances but may not be limited to the has to be an analysis of the different Sexual harassment has traditionally been following: perspectives of both men and women. dividend into two well-known forms: · Physical contact and advances What may appear friendly and social · Quid pro quo literally translated means “this Demand and request for sexual favours behaviour for some may be perceived as · for that”. Applying this to sexual harassment, Sexually coloured remarks sexual misbehaviour for others. For example · it means seeking sexual favours or advances Display of pornography complimenting a person on their figure/looks · in exchange for work benefits such as Any other unwelcome physical, verbal or may appear friendly, but to the receiver it may promises of promotion, higher pay, non-verbal conduct of a sexual nature at be inappropriate behaviour in that particular academic advancements etc. 'He seemed to the workplace, wherever work relations context. It is safest to assume that behaviour imply that if I went along with his advances, I exist, outside the work premises that emphasizes the sexuality of women · would get better opportunities’. This type of The victim as well as the harasser may be rather than their ability as workers, will not be sexual harassment holds the woman to a man or a woman. The victim does not welcome. ransom as her refusal to comply with a have to be of the opposite sex to be the 'request' can be met with retaliatory action perpetrator However, physical, verbal or non-verbal · such as dismissal, demotion, memos, The harasser can be the victim's boss, conduct of a sexual nature, which is based on tarnished work record and difficult work supervisor, co-worker, non-employee, mutual consent, cannot be termed as sexual conditions. “Not long after I refused to sleep contractor or agent of the employer harassment. · with my supervisor, negative remarks began CISF, Customs The victim does not have to be the person to appear on an otherwise exceptional work t over staff figh olestation harassed but could be anyone affected by Prevention is the best tool to eliminate sexual record.” the offensive misconduct harassment. Employers are encouraged to alleged m Network · Times News nd Sexual harassment may occur without he Customs arity take necessary steps to prevent sexual Hostile work environment is a less clear yet economic loss to the victim harassment from taking place. It should be New Delhi: Tustrial Secu more pervasive form of sexual harassment. It Central IndF) staff posted at · The harasser's conduct must be clearly communicated to all employees that commonly involves conditions of work or Force (CIS port got intoof aa unwelcome no form of sexual harassment will be the IGI Air the frisking tor behaviour towards a woman worker which scuffle over toms inspec g. tolerated. Norms and guidelines of behaviour make it uncomfortable for her to be there. woman cus rsday mornin While some men view sexual harassment as early on Thu must be clearly drawn up and conveyed in no While the woman worker is never promised harmless social interactions to which only uncertain terms to each staff member. A or denied anything in this context, overly sensitive women would object, the process of redressal of complaints and action unwelcome sexual harassment occurs truth is that sexual harassment is subjective. to be taken in the event of a person being simply because she is a woman. Harassment has to be analysed from the proven guilty must be clearly defined.

79 80 Use the following case studies to initiate CASE STUDY 3 CASE STUDY 5 CASE STUDY 7 small group discussions and then bring the whole group together to share their case Rita is a receptionist. She is an extrovert and In a development agency the supervisor picks Sanjay and Reena have just joined an CSO studies and their perceptions laughs and jokes all the time. There are on a young male employee named Arun, and are placed in the head office. They have always a couple of men hanging around her who accordingly to him is 'effeminate'. After both been asked to make a field visit for a CASE STUDY 1 table who all laugh and chat. This disturbs working hours the supervisor and his cronies period of five days. On arriving at the field others who work in and around the reception. waylay Arun and call him a 'pansy' and only office, they find it is a one room set with an Sunita has come to PRIA, New Delhi for a She also listens into phone calls of certain 'half a man'. Arun withdraws into himself in attached kitchen and bathroom. The space training programme. While she is taking a staff members. his workplace, he feels he can trust no one, also doubles up as a guest-house for visitors walk in the evening a young man passes her. he even has his lunch alone. He cannot and staff members. The local staff stay in their He makes an obscene comment. She ignores Her male supervisor repeatedly asks her to complain about how he is ragged because own homes, which are at a distance from the him but he continues to walk next to her and modify her behaviour, stating that it projects a all complaints can only go through his office. suddenly using his elbow, hits her chest and negative image of her and the atmosphere of supervisor. He finds that he cannot walks on with a grin on his face. Though the organisation. Her behaviour does not concentrate on his job and has developed Sanjay and Reena are both feeling awkward. Sunita is angry she keeps quiet as she does not change. In her review form the supervisor sleeping problems, anxiety and loss of They do not know each other very well and know the neighbourhood and is not sure of recommends that she change her behavioiur appetite are reluctant about voicing their concerns how she should react. She decides to go back and her probation will be extended to another Can a male employee also be sexually about the situation they are in. to the office. Later in the night she is shocked month. She is told that she can also lose her harassed? What should they do? when she comes face to face with him in the job. Does this case constitute sexual harassment? Should there be an institutional policy dining hall. Only then she realizes that he too What can Arun do as he can only complain regarding to field visits? is a guest in PRIA who has come to attend the Rita is angry. She goes to the Director and through his supervisor? same training programme. says that her supervisor asked her to go with him to see a film on several occasions. Her CASE STUDY 8 What should Sunita do? refusal to do so has resulted in a poor review. CASE STUDY 6 At what point do you think the man's What should the Director do? The post of programme manager for the behaviour constitutes sexual harassment? Asha has just joined Sunil and Dharamveer Simla office is lying vacant. The role is What action should be taken in such a and they all work in the library. Asha wears challenging, as this is a new office and situation? jeans and shirts to the office. Quite often requires time to set up the State Resource Dharamveer shares some 'dirty jokes' with Centre and establish the presence of the CSO Sunil in the presence of Asha. She ignores in the area. CASE STUDY 4 them and continues her work. CASE STUDY 2 Two women candidates have been selected A few days later Dharamveer leaves a blue At the end of a training programme, the male for the post. Both have the requisite magazine on her table saying that it should In a large staff meeting Purnima has been told trainer shakes hands with all the participants experience and qualifications. have a place in the classified section of the that she is now the incharge of the field office and wishes them good luck. While shaking library. He says that her figure is just like in Kullu as the man placed there earlier has hands with Maya, a newly appointed female In response to a specific question about those of the models in the magazines. She left the organisation. During the planning participant, he kisses her on the cheek. Maya where they see their personal lives in the next gets up and leaves the room. session for the next quarter, one man walks feels uncomfortable but since the trainer is two years, Seema replies that her parents are out of the meeting, the other two show very senior and she respects him a lot, she Asha speaks to a few colleagues to try and looking for a match for her and would like to disinterest and do not respond to the queries does not know how to react. She feels both check Dharamveer’s reputation. Everyone get her married as soon as they find a suitable and clarification that Purnima asks for. One anger and disgust but does not know whom to seems to have a positive image of him. Asha boy. Bhavna has been married for five years of them categorically states that they know talk to about it. is upset and perplexed. Other girls have not and is ready to start a family. what to do and do not need her to guide or “Does the behaviour of the trainer constitute had such a problem support them in their work. sexual harassment? What should she do? Given the role and requirements of the new What should Maya do? Should she change her way of dressing? post, which of the two should be given the Does their behaviour constitute sexual Is there some behaviour that she should job? harassment? change?

81 82 CASE STUDY 9 CASE STUDY 11 Sex is still largely a male-dominant area which does not permit gender equality in decision making and contraceptive usage. The young age of the mothers at the time of childbirth and the A young married woman Beena arrives The new PRIA field office has just been small interval between births contribute to an increased health risk for both the mothers and the unannounced one day at the office of opened in Karauli. The two room set is being newborn. Even in states with high literacy rates and higher average incomes, such as Haryana Mahesh, the supervisor of the project. She is used as an office space and also doubles up and Himachal Pradesh, girls continue to be put to risk, especially in the rural areas. The largest the wife of Satish, one of the persons working as the residence of the in-charge of the office. number of sterilizations performed is on women, with only about 2 per cent men agreeing to use on the project. She tell the CEO that the As the office is also his residence, Alok invites condoms. Obviously men are not yet being responsible sexual partners. previous night Satish got drunk, beat her up his female friend to spend the night there badly and abused her. This has been a occasionally. All over India, sexuality has become an extremely important marker of male/female identity. recurring pattern over the past few months. The earlier notion of masculinity was modelled on upper caste needs. Here men controlled She has come to meet Mahesh Bhai because On the personal front however, Alok faces women's bodies because they also controlled land and all the means of production. A she needs his help in dealing with the opposition from his family who want him to disintegration of the caste-based hierarchy has loosened their grip over both. Women now go problem. marry a girl of their choice. The pressure out and earn, and their earnings are essential for survival. But in the process they have also Is this sexual harassment? builds up and the two of them decide that begun to acquire a sense of self-worth, which makes them much less controllable and more and Can Mahesh do anything about this? they cannot take this any more and enter into more assertive sexually. Because of them, there is a perceptible rise in domestic violence and What can he do? a suicide pact. The next day Alok's colleague crimes like rape and molestation of women. comes to office to find both of them unconscious from a pesticide that they have Male resistance to women's assertive sexuality is taking many forms in India, from denying consumed. He rushes them to the local women basic access to contraception to removing IUDs forcibly and attacking health care government hospital, where the girl passes workers and NGOs who are trying to give counselling on sexuality. Universal population away. control, when enforced in a charged and caste-ridden environment such as this, further CASE STUDY 10 The news reaches PRIA and on further inquiry subordinates women's needs over their own bodies and lives. From “Steeping Out” A senior married man in the head office is it is realized that in other field offices as well having an affair with an unmarried woman in staff are inviting their friends and family by Mrinal Pande the office, who is his junior. There is much members to say for short periods of time. discussion and gossip on this issue in the There is a debate on how the issue should be office. However many of the staff feel that it is handled, what should be the organisation's none of their business and the situation does response to Alok, as well as what are the not warrant any official interference. Many norms to be established for code of conduct feel that as long as they do not use the office in the field offices. space to carry on their affair, there is no point in raising the issue, as both are mature individuals who know that they are doing.

There is another group whose opinion on this matter is very different. They feel that someone should let the man's wife know of his infidelity and that this is the organisation's responsibility. Note : Is this sexual harassment? There is a detailed note on the Supreme Court What stand should the organisation take on Guidelines on Sexual Harassment located in the matter? the flap in the inside back cover of this book.

83 84 A POWERPOINT PRESENTATION Saudi Airlines Woman Employee Wins Situations of Everyday Life Sexual Harassment Case Everyday in our lives, we encounter situations “I am thrilled that justice has at last been done that are embarrassing and make us feel to me. I had to undergo a very difficult time for uncomfortable. In this powerpoint 14 years. It was only with the help of oral and presentation we have chosen three such documentary evidence that I could prove everyday situations. We want you to watch sexual harassment” said Shehnaz Sani. these carefully and then respond to them. “Sexual harassment takes place in a sizable number of organizations. I have shown other We all know from our day to day lives, that women that if you stand up and fight, justice there are different ways in which men will prevail. In fact, I received no support sometimes misbehave with women. These even from those who are close to me,” she could be in the form of a comment passed in a added. cinema hall or on the road, a squeeze at a Her services were terminated in October Holi party or taking advantage of traveling 1987, following her alleged harassment for together. four years by the station manager Abdul Ellah It is easy to pass over these as being harmless Bahrani. He allegedly made indecent pranks, joking behaviour or the way men personal remarks and kept on asking her out behave but all these justifications avoid for lunch and dinner. confronting the fact that each one is an When she refused, Mr. Bahrani allegedly incident of sexual harassment. started harassing her by issueing memos and The CD presentation comprises of three giving her a heavy load of typing work which situations Do discuss the presentation with affected her health. She was denied any the participants. It does not specify any social promotions, inspite of getting letters of Glass Ceiling group and is therefore relevant to all. During appreciation earlier and being awarded merit discussion encourage the sharing of the salary. Call it the invisibility of the term “glass ceiling”. It is well known that there is an participants’ own experiences and On reporting to Mr. Bahrani's superior, she “artificial” barrier in many organisations, even in so called advanced offices, that observations of similar situations. was told that action would be taken against prevents qualified employed women from reaching not only senior management Mr. Baharani. However, he warned her not to positions, but also achieving their full potential. The glass ceiling is sometimes so subtle A comparative attitude to men and make the issue official as it would harm her a barrier within the policy framework of organisations, that it is often hard to detect. women in offices goes like this: job and reputation, and also that of the airline. But instead, she was temporarily suspended Stereotyped organisational expectations rule out competitiveness as a characteristic He's ambitious from work and was told to refer the matter to of the female employee, preferring a certain amount of 'feminity' instead. As a result She's pushy the headquarters in Jeddah. They gave her women lose out from getting to the post of a senior manger (CEO) as it is seen as being He's having lunch with the boss false promises and told her to return to work. highly competitive. Male dominated heirarchical bureaucracies are detrimental, as She's having lunch with the boss In Delhi, she was not allowed to rejoin duty. they exclude the female employee from all senior responsibilities, except for those at He must be doing well the lowest levels of the organisational structure. It is ironic, that they 'allow' a few They must be having an affair With the help of a sympathetic lawyer she token women to climb their ladder a little above the half way mark, in order to conform finally took the matter to the labour court. He gets on well with people at work to the pressures of the law of the land. This of course means that despite being a good, After a prolonged trial the case was decided in She's always gossiping qualified candidates for the senior promotion, a woman has to work twice as hard as a her favour. He's moving on, he must be a good man to prove her worth! From The Times of India worker She's moving on, women are so This story has been dramatised in the film A stereotypical society such as ours interprets a man's weakness as either his strength unreliable! ‘Bhanwar’. It can be viewed by participants or is often ignored; while female weaknesses which are often only perceived or during the workshop. supposed are highlighted. This then seems a justification to exclude them from the senior positions of the organisation.

85 86 Post-training questionnaire 3) When you look at advertisements now, 5) In what way do you think you can 6) Comment on the following statement : will you look at them differently? actually change some of the prevailing 'I am a party to an act of sexual attitudes of gender inequality in your harassment, even if I am a silent witness I am M/F Age organisation? to it'.

1) List two new things that you have learnt from attending the entire workshop

7) Should women be given additional 2) List two aspects of your present 4) Dowry was one of the issues raised in the privileges at work in order for them to behaviour/attitudes that you feel you film 'Bandh File'. What were some of the continue in their careers? have had to think over while attending other issues that the film raised? the course

87 88 APPENDIX 1 : COMMITTEE AGAINST SEXUAL HARASSMENT backgrounds, had different perspectives and simplified version of the TOR, along with exposure, and also had different perceptions some pamphlets explaining sexual on the issue of sexual harassment in itself, it harassment were distributed for information. Background rights should include a focus on sexual was a challenge to formulate a common harassment and information about the framework. Although all groups welcomed the formation PRIA has been working on issues concerning Supreme Court injunction should be widely of the committee and felt that it was a positive women since it's inception. Since 1983, it disseminated. A series of meeting took place amongst the step ahead for women, yet they were had been working on the issues of committee members to understand the uncomfortable regarding the committee occupational health and safety for workers, The Committee, mandated by the judgment, the need for such a committee in dealing with the topic of sexual harassment and in the mid-90s the focus shifted to Governing Board, was constituted in PRIA, its terms of reference and the role that itself. There were several concerns voiced by women workers and their specific problems. accordance with the guidelines of the the committee would play in the the groups These problems included women's health, judgement. A senior woman member was organization. The committee came to the wages, conditions of work, maternity leave, designated as the chair, and the rest of the conclusion that it was not enough to set up a · Had there been cases of sexual their special needs, as well as issues related to committee had an equal number of male and body to deal with cases, if any, of sexual harassment within the organization? exploitation and sexual harassment within female members. Keeping in mind the harassment within the organization. It was · If not, was there a need to have such a the workplace. structure and size of PRIA, the committee important that all the staff have a clear committee in PRIA? members represented all levels of the understanding of the definition and of the · What were the reasons for the In the course of its work on issues of organization in terms of its hierarchy as well different aspects of sexual harassment. If one management supporting such a move? occupational health, PRIA had come across as its different programmatic areas. were to also take the issue forward then it was issues of sexual harassment within the important that gender sensitization Voicing of all these queries, doubts and workplace. However the issue was not just The first CASH consisted of eight members programmes be conducted for the entire discussions made the meeting very useful limited to factories and informal settings and who were invited to join at the behest of the staff. After this initial groundwork, CASH was and critical. It also gave the committee the judgment of the Supreme Court proved management. formally launched. This process of enough matter to think about the reactions the point. formalization was carried out in three and responses of the staff, as well as a basis Laying the ground carefully planned out stages. for planning the next meeting. The Supreme Court ruling of August 1997, made it mandatory for all organisations to The task before the committee was quite a The first meeting was conducted with the The third meeting was slotted for the constitute a body which dealt with cases of challenge and the reasons for this were Executive Director, Unit Heads and following week. This gave the staff member's sexual harrasment within the organisation. largely internal: programmatic co-coordinators of PRIA- time to reflect on the committee's role and (see Pg 78 for further details) · There was skepticism from the rest of the these were decision making bodies of the the issues it would be dealing with, and staff, seeing it as being just another organization, though at different levels. The prepared the ground for encouraging a In December 1998, PRIA took a decision to committee, which would slowly fade away. · terms of reference were discussed with them deeper engagement in this meeting. The men form a Committee against Sexual Harassment Staff members were unsure of the role of and suggestions invited on how to refine and and women in the organization were divided (CASH) in keeping with the Supreme Court's the committee, as there was no evidence of improve them. into two different groups to seek their judgment as well as its own commitment to sexual harassment within the organization, perspectives and opinion on issues that were work on issues related to the empowerment and the women felt that their needs were The second meeting was planned in such a common to all. The uniqueness of this of women. being safeguarded and already were a way that all the staff members were meeting was that each group discussed the priority to the management. · simultaneously oriented to the function and same issues without any biases from the Further, if PRIA as an organisation were to The men working within the role of the committee. This was done through other sex and was free to voice their convince others that setting up of CASH was organization felt threatened that the basic discussion in small groups keeping in mind opinions, concerns and perspectives. The important, then PRIA itself should also set the premise of the committee was to only protect language, sex, position and responsibility discussions were structured along the example. Institutionalizing CASH and women's rights and felt insecure for within the organization. Each group following points: learning from the experience would provide themselves as a group. consisted of a maximum of 12 persons and important lessons to PRIA, which could be the committee members divided themselves · Is the work environment in PRIA the basis of support to similar processes in The committee took about two months to into four groups to introduce the purpose and conducive to gender equity? If yes, why? partner organisations. Thirdly, it was felt that structure itself and define its scope of work. the role that the committee intended to play If no, why not? any future programmatic thrust on workers Since the members were from different in the organization. At this meeting, a · What steps can be taken to prevent sexual

89 90 harassment within PRIA? sexual harassment of women staff, outside of discussions highlighting major issues and WORKSHOPS · What should the scope of the committee the work place as well. concerns. After separate meetings both the be and what mechanisms need to groups came back together and the October 2000 adopted to reach these goals? Subsequent to the meeting, CASH members facilitators consolidated the processes of This workshop focused on deepening the revisited the TOR and broadened the ambit each group. It was interesting to note the understanding of gender based violence, The half-day discussion resulted in some of the committee. The revised TOR stated issues discussed in both groups and for the how it reflects issues around power and interesting issues and concerns emerging that the “committee would take note of group to understand the different control, its manifestation in India and around from both the groups. Each group had sexual harassment against both male and perceptions that men and women have on the world. worked along similar lines on the issues of female employees within the organisation. It gender relations, both in their personal as focus, but the tone of discussions differed. would also provide support to all employees well as work lives. November 2000 (irrespective of their sex) in the event of In this programme, participants discussed The women's group agreed that no incidents sexual harassment outside the workplace of The third intervention male perspectives on gender oppression, and of sexual harassment had taken place within the employees, as well as members of their A meeting was organized and facilitated by the different ways in which men too are PRIA that they as a group were aware of. Yet, families.” This was an important step in CASH, on January 19, 2000. Once again victims of gender-based socialization and given the social milieu that they all lived in, understanding and promoting the concept of the entire staff of the organization attended gender stereotyping. there was a possibility that this could happen gender equality as a process that gave this day-long event. The discussions in the future. There was a need expressed for importance to both sexes while dealing with focused upon the development and January 2001 the entire staff to understand the conditions a specific issue. establishment of mutually agreed upon This intervention was designed to tackle the which led to the harassment of women. This norms of behaviour within the organisation. socialization process, with a view to helping was seen as crucial in understanding broader Capacity building These were later incorporated within PRIA participants understand the origins of gender issues in the context of gender discrimination Capacity building of the staff was considered service rules as a step towards biases in their own lives, in the context of in the programmatic thrust of the as the next step for the committee to move institutionalising a code of behaviour. social and cultural norms. organisation and for a more meaningful forward towards fulfilling its mandate. Though the issue of a dress code was also interaction amongst staff members . discussed, there was a strongly divided · It was felt by the staff that these The first intervention opinion on the same and it was finally workshops organised by CASH had th It was at this meeting that the staff members March 8 , International Women's Day, was agreed that at this stage it was an positively created broader awareness of PRIA gave a clear mandate to CASH to go considered as an appropriate day to begin unnecessary step. and sensitivity to gender issues in the beyond sexual harassment and to explore at the process of raising awareness on issues of organisation. greater length issues pertaining to gender gender. Taking the assistance of external Eighteen months after the inception of equity and develop a common facilitators from Creative Learning for CASH, the committee reviewed the progress · Some participants shared that these understanding on the aspects that lead to the Change (CLC), a workshop was conducted that had been made and took some concrete interventions and discussions had to marginalisation of and discrimination for the entire PRIA staff. There were a series of decisions on the future functioning of the some extent, influenced their personal against women. exercises that generated discussion on committee. It was felt that efforts to conduct lives in terms of helping them to be more peoples perceptions, opinions and views on regular in-house programmes were conscious of how they themselves treat However, it was also felt that the committee sexual harassment, gender relations etc. extremely difficult for the members of women in their lives : wives, daughters, should not lose the focus of preventing and CASH. The priorities, commitments and colleagues, etc. dealing with issues of sexual harassment, The second intervention skills as well as travel schedules of the · which was the basic premise for the 'Our Own Perspective on Gender' was committee varied to such an extent that The annual staff retreats, which were the formation of the body. Most importantly, it organised on August 7, 1999. This was a coordination was a major bottleneck. organizational development workshops was considered critical to understand and follow up to the first workshop and this of PRIA, recruitment policies, recognize what constitutes sexual initiative was designed to help PRIA staff In this context it was decided to make use of orientation of new staff members, how harassment, when does it occur, who could analyse their own understanding on gender a group of external facilitators from CLC who all have a component of gender be the victims, who are the culprits and what and how they perceive themselves in the would plan inputs for the period of a year awareness built into them. action should and could be taken by the work area. External facilitators from CLC and and based on this, conduct monthly · organization. Interestingly enough, it was NAZ were invited to conduct this workshop. activities for all PRIA staff. These activities The service rules and policies of PRIA also discussed that CASH should play a They divided men and women in two groups and focus areas were planned in close were reviewed and revised to make supportive role in dealing with issues of and through various exercises facilitated coordination with CASH. them more gender sensitive.

91 92 · The general environment within the for undertaking gender awareness and workplace relaxed and an easy sensitisation with the institution, looking into camaraderie developed amongst all the complaints of sexual harassment and staff. building up an atmosphere in the organisation conducive for both men and women to work in. In 2001, CASH evolved into CGAMP - Committee For Gender Mainstreaming In In the year 2004, the gender unit will begin PRIA. focusing on the programmatic aspects of the organisation's interventions and develop This was done with the intention of changing plans for mainstreaming gender at the field the perception that the committee did not level. percieve sexual harassment as the only focus of its interventions. It was proposed that the name of the committee be such that it reinforce positive values of gender equality and promote working together in an environment conducive to all persons, irrespective of gender differences.

In 2003 with a view to moving forwards in its gender focus, PRIA requested an external facilitator to study gender mainstreaming within PRIA, assessing the current status of gender mainstreaming at the programmatic as well as the institutional level. It was expected that the study would recommend steps to further promote the same at both these levels.

As a consequence of the gender audit and its recommendations, PRIA took some major decisions to further gender mainstreaming in the institution. A gender unit was created within PRIA's institutional structure and a gender team comprising of two persons was given the task of developing the thematic area of gender mainstreaming within PRIA and its partner organisations.

The primary task entrusted to the Gender Team for the year, was to focus on institutional aspects of gender mainstreaming within PRIA. The team members were also part of the CGAMP (Committee for Gender Awareness and Mainstreaming in PRIA) which is responsible

93 CHECKLIST FOR COMMITTEE AGAINST SEXUAL HARASSMENT

It is important for the employer organisation to adopt a comprehensive sexual harassment to know that it is its legal responsibility to policy. The aim is to ensure that sexual provide a safe working environment for harassment does not occur and, where it does women/men free from sexual harassment and occur, to ensure that adequate procedures are discrimination. Employees can also hold an readily available to deal with the problem employer liable for sexual harassment. and prevent its recurrence. The following Sexual harassment can have a devastating may be undertaken in ensuring a sexual effect upon the health, confidence, morale harassment free work environment: and performance of those affected by it. The anxiety and stress produced by sexual I] Adopting a Sexual Harassment Policy: harassment commonly leads to those subjected to it taking time off work due to A sexual harassment policy would need to sickness, being less efficient at work, or include the following: leaving their job to seek work elsewhere. An absence of complaints about sexual l a commitment to eradicate and prevent harassment does not necessarily mean an sexual harassment and express prohibition absence of sexual harassment. The recipients of sexual harassment of sexual harassment may think that there is l a definition of sexual harassment no point in complaining because: including both quid pro quo (seeking sexual favours or advances in exchange for l nothing will be done about it; work benefits) and hostile work l it will be trivialised; environment (work conditions or l the complainant will be subjected to behaviour that make the work ridicule, or environment 'hostile' for the woman to be l they fear reprisals. in, like sexist remarks, display of pornography or sexist/obscene graffiti, Therefore, it is important to understand the physical contact/brushing against female reasons why people remain silent about employees etc) giving examples sexual harassment. As a result of sexual l an explanation of penalties the employer harassment in an organisation, organisations will impose for substantiated sexual may experience tangible and intangible harassment conduct (including expenses and losses in terms of: termination) l a detailed outline of the grievance l Costly investigation and litigation procedure employees should use l Negative exposure and publicity l a clear statement that anyone found guilty l Embarrassing depositions of harassment after investigation will be l Increased absenteeism subject to immediate and appropriate l Lowered employee morale disciplinary action l Decreased efficiency l a clear understanding and strict rules l Higher employee turn over regarding harassment of or by third parties l Erosion of organisation's brand name, like clients, customers etc. goodwill, and public image l additional resource or contact persons available for support and consultation The best way to prevent sexual harassment is l a commitment to keep all sexual

94 harassment complaints and procedures complaints need to be maintained. l Empathy: It is critical that the Complaints determined by the complainant. • confidential and time bound Immediate action when sexual harassment is Committee empathizes with the It is difficult for a woman to talk about l provisions for training of employees at all discovered or suspected is a must. Staff need complainant and does not judge her/him anything sexual. Hence there can be long levels. to be disciplined to prevent cases of sexual by their moral standards. The most time interval between the harassment and l an anti retaliation policy providing harassment and they should be safeguarded important question that the committee and the actual complaint. • protection against retaliation to from third-party/work-related sexual all functionaries must ask themselves It needs to handle complaints in a complainants, witnesses, Complaints harassment also. For proper enforcement of while providing redress to a particular case confidential manner and within a time- Committee members and other employees the policy, the following need to be taken into is 'Do we believe her/him?' The answer bound framework • involved in prevention and complaints account: must be in to affirmative. It is a human rights issue, therefore, "(a) too resolution. much weightage need not be given on A. Complaints Channel Selection of the Complaint Committee intention, rather, the focus should be on Policies and procedures should be adopted members is extremely important as in most the impact, and" (b) 'proof beyond after consultation or negotiation with Complaints Channels need to provide cases the committee members, if in sub- reasonable doubt' is not required, a strong employee representatives. Experience different routes that employees can take to ordinate position of power at workplace to probability is sufficient. • suggests that strategies to create and maintain file complaints; i.e., contacting the that of accused, find it very difficult to It needs to submit an annual report on a working environment in which the dignity responsible authority for sexual harassment, diligently carry out the responsibilities sexual harassment to the appropriate of employees is respected are most likely to a supervisor, calling a hotline, complaint bestowed on them as heads or members of authority. be effective where they are jointly agreed. boxes in place, complaining through email, the Committee, against their superiors. etc. Organisations need to focus on the plight Besides, the committee should be mandated C. Sexual Harassment Awareness Training II] Communicating the Policy of the average individual. A policy is useless by the Governing Board so that it cannot be unless people make proper use of it. disbanded without the Board's approval. This The setting up of a Complaints Committee A strong policy from the top authority against would also help establish its credibility. and an anti-sexual harassment policy lays a sexual harassment taking a "zero tolerance" B. Complaints Committee However, the Committee would need to have strong foundation for a workplace free from approach should be communicated across a close relationship with the management in sexual harassment. However, effective the organisation in a language that is Employers need to set up a redress its day-to-day activities. All planning for training programmes are essential to understandable to them. The policy can also mechanism/complaints committee as per workshops, discussions, seminars etc must sensitise/train all their staff members, men be posted in the workplace. All new Vishaka guidelines. First contact persons have the knowledge and approval of the and women, to recognise sexual harassment, employees should also be oriented on this from within the Committee or other focal Executive Director. Any change in service deal with it when it occurs and prevent it. The policy. Ensuring that partners, training points should be appointed who could try to rules, norms and/or organizational structure training programme is the best way to ensure participants, etc are aware of the sexual resolve the complaint informally, before the should be put forward to the Executive proper understanding and implementation of harassment policy is also a part of the complaint goes to the formal channels of Director for ratification by the Governing the policy. It is the best forum to communication. The policy, however, would complaints committee. The organisation Board. communicate to employees what behaviour need to be reviewed with the staff on a needs to put down clearly, certain non- is acceptable and what is not, in a non- regular basis negotiables for the Complaints Committee for The Complaints Committee must remember: threatening atmosphere of mutual learning. effective resolution of complaints. Training for the members of the Complaints l III] Enforcing the Policy It needs extensive orientation for effective Committee and others who are going to be Desired qualities of the members of functioning. instrumental in implementing the policy, is l Complaints of sexual harassment should be Complaints Committee: It cannot function like a criminal court. very essential. Their training should include a taken seriously and all sexual harassment Therefore, the committee should not, component of gender sensitisation, along charges should be investigated quickly, l Subjectivity: A sexual act when under any circumstance, get aggressive or with the procedures for registering thoroughly and professionally. Accurate unwelcome is sexual harassment; that it is insist on a detailed description of the complaints, and for enquiry, etc. taking records of the investigation and the findings unwelcome is the harassed person's harassment as it could increase the should be maintained. Mechanisms to make subjective reality. The Complaints complainant's trauma. Sexual harassment training for all employees •l sure that the employees who bring charges Committee's first job is to believe in this The complainant, when she/he complains, should address perceptions and do not face retaliation should be in place. reality. Unless something on record has at stake her/his personal life and understanding of sexual harassment, impact Confidentiality and time bound response to completely negates the complaint. career. of sexual harassment on individuals and • The impact sexual harassment has is best workplace, understanding the policy and

95 96 complaints mechanism. The training for mechanisms as on the policy itself. Setting APPENDIX 2: GENDER ANALYSIS FRAMEWORKS Complaints Committee should address, in precedence becomes important in this addition to these, the procedures of context. Even if the accused is a senior investigation, skills necessary for enquiries, executive/ a partner/any other person who is Gender Analysis is the methodology for age, and other factors including time and documenting the procedures. an asset to the company, and brings in a lot of collecting and processing information about location. business, it is essential that he/she be gender. It provides disaggregated data by sex, b. Access and control profile (resources and D. Setting up sensing mechanisms: punished if found guilty, as this sends out a and an understanding of the social benefits), which looks at who (women or strong message that the company will not construction of gender roles, how labour is men) has access to and control over which Prevention is always better than cure, and tolerate any harassment by anyone. divided and valued. Gender Analysis is the resources, services and institutions of being pro-active always helps. Along with process of analysing information in order to decision-making and to which benefits performance, a change in that employees' G. Documenting harassment ensure development benefits and resources from development projects and behaviour patterns also deserves employer's are effectively and equitably targeted to both programmes. close scrutiny. Conducting time-to-time Documenting the harassment is important for women and men, and to successfully c. Listing out the factors influencing surveys is helpful to identify and prevent use as evidence in a case or complaint. It is anticipate and avoid any negative impacts activities, access and control (such as factors/situations leading to incidence of important to note down the details of the development may have on gender relations. cultural beliefs, population increase, sexual harassment. This survey can be done instances of harassment: date, conversation, Gender analysis is conducted through a political change and environmental anonymously and should be distributed with frequency of offensive encounters, variety of tools and frameworks. degradation). a copy of the company's sexual harassment photographs, offensive material (if any) etc. d. The project cycle analysis with a list of policy. The survey can simply ask the Every document that is used during trial must It is important to note that these tools were questions, which the user can apply to a employees (male and female) if they have be authentic as a lack of clarity may go developed in response to specific project proposal or area of intervention to experienced any form of sexual harassment against the complainant. development questions and problems, and examine it from a gender perspective using during the past year. The survey also helps to require adaptation if they are to be used in gender disaggregated data, and charting show that the organisation is actively (Adapted from Raymond Neeta, Combat any other circumstance. Gender analysis the differential effects of social change on engaged in preventing and correcting sexual Law, Volume 2, Issue 3, August-September does not take place independently of the full women and men. complexity of the development process, and harassment. 2003) 1 one model cannot be superimposed on all 2. Moser's Gender Planning Framework E. Ensuring commitment from the top: situations. Therefore, the principal competence required of the gender The Moser Framework (gender planning) was Commitment is shown through enforcement facilitators would be sufficient knowledge of developed as a planning tradition in its own and action by the responsible authorities. these tools so as to select and adapt the most right. There are six tools in the framework that Even the most comprehensive sexual relevant. Some of the most commonly tools of can be used for planning at all levels from harassment policies and procedures are gender analysis/frameworks have been project to regional planning. It can also be bound to fail if an organisation does not briefly discussed below*. However, used for gender training. enforce them quickly, consistently and references for the same have been given for a. Gender roles identification/triple role that aggressively. To be effective, organisations those interested in detailed information on maps the activities of women and men must take sexual harassment seriously. They the frameworks. (including girls and boys) in the household need to make certain that personnel over a twenty-four hour period and makes responsible for enforcement conduct prompt, 1. Harvard Analytical Framework visible the gendered division of labour. A thorough and documented investigations of woman triple roles (productive roles of all complaints, even those that appear trivial. The Harvard framework is designed as a grid producing goods and services for income Organisations should take action that is (or matrix) for collecting data at the micro or consumption by the household; reasonably calculated to end the harassment. level. It has four interrelated components: reproductive roles involving the bearing a. The activity profile, which looks at who and rearing of children and care of sick F. Practices consistent with policies: does what, when and where, that is, an and elderly; and community roles of analysis of the productive and provisioning and maintenance of Organisations must place just as much reproductive work within the household resources, which are used by everyone) emphasis on reporting responsibilities and and community, disaggregated by sex, analysis helps identify the paid and

97 98 unpaid labour within the household and consideration. It identifies at least 13 participatory planning tool. The analysis is "Negative level (with no reference to community. elements, which are crucial to the process of conducted at four levels of society: women, women's issues in the project objectives; b. Gender Needs Assessment- Based on institutionalisation. Each element represents men, household and community. The GAM most likely to lead to negative impacts on Maxine Molyneux's women's gender a site of power of social relations, and the examines impact on four areas: labour, time, women);" Neutral Level (women's issues are 2 interest in 1984 this analysis helps make a elements relate to each other in a set of re- resources and socio-cultural factors. included but there is doubt as to whether the distinction between the practical gender enforcing triangles, making up the 'web'. outcomes will be positive for women); needs (related to immediate needs for These elements are women and men's' 5. Women's Equality and Empowerment "Positive Level (project objects are positively 5 living) and strategic gender needs (related experience and their interpretation of reality, (Longwe) Framework concerned with women's issues and with to the issues of power and control), which pressure of political constituencies, improving women's position relative to men). may be different for women and men. representative political structures, political This framework focuses first on women's c. Disaggregating control of resources and commitment, policy, resources, mainstream special needs, the needs women have due to 6. Social Relations Approach Framework

decision-making within a household responsibility for gender issues, procedures, their different sexual and reproductive roles. (SRA) (intra-household resource allocation and staff development, methodology, research Gender discrimination is a key concept in the power of decision making within the and theory-building. The diagnosis on each framework. The Framework suggests that The aims of the Social Relations Approach household) helps find out who has control element and their interrelation is done using women's advancement can be understood in are to analyse existing gender inequalities in over resources within the household, who an adapted version of Caroline Moser's terms of a concern with the five levels of the distribution of resources, responsibilities makes decisions about the use of these framework building on Maxine Molyneux's equality "welfare (gaps in material well- and power and to design policies, which resources, and how they are made. work. being-income, food, health etc.)," access enable women to be agents in their own d. Balancing of roles (how women manage (equality of access to factors of production, development. Concepts rather than tools are the balance between their productive, On the basis of the gender diagnosis and services and benefits), "conscience used in this framework in order to focus on reproductive and community tasks) helps gender consultation, entry points for action (awareness of the difference between sex and the relationships between people, and their find out whether a planned intervention are identified and utilized through the gender, and recognition that gender roles are relationship to resources and activities, and will increase a women's workload in one development of working objectives and entry cultural and can change)," participation how they are re-worked through institutions. role with consequences for her other strategies. These actions work towards (women's equal participation with men at all The five essential components of the Social roles. widening the room for gender integration in levels of decision making) "and control Relation Approach are: e. The WID /GAD policy matrix provides a organizational development and monitoring (ability to direct, or to influence events so that l The goal of development as human well- framework for identifying/evaluating the and impact assessment. That is, the gender one's own interests are protected)." These being (survival, security, and autonomy) approaches that have been, or can be used policy and planning process develops levels of equality are hierarchical, suggesting l The concept of social relations to address the triple role, and the practical alongside the ways of operating in the that a development intervention that focuses (determining people's roles, and strategic gender needs of women in organizational context under consideration, on the higher levels are more likely to responsibilities and claims, as well as the programmes and projects: welfare, equity, finding entry points into them and creating increase women's empowerment, than one rights and control they have over their own anti-poverty, efficiency and the conditions to make ongoing practices focusing on the lower levels. Equal control lives and those of others) empowerment. gender aware. over resources such as land is on a higher l Institutional analysis (inequalities created f. Involving women, gender aware level (control), than access to the land, a and perpetuated by institutions/ organisations and planners in planning 4. Gender Analysis Matrix (GAM) lower level (welfare). organisations). Although institutions differ 4 aims to ensure that practical and strategic Framework and vary across cultures they do have some gender needs are identified by women. With the assessment of the level of women's features in common. The five inter-related The framework aims to find out the different empowerment that development wishes to elements of social relationships in 3. Caren Levy's "Web of impacts of development interventions on address, it is also necessary to establish to institutions: rules, resources, people, 3 Institutionalisation " Framework women and men by providing a community- what extent women's issues are being activities, and power are critical to the based technique for the identification and recognised or ignored in the project analysis of social relations, and gender Based on the DPU's work with practitioners analysis of gender differences. It assists the objectives. A “women's issue'' is defined by inequality. and activists at local, national and community to identify and challenge their Longwe as all issues which relate to equality l Institutional gender policies, which are international levels this framework uses the assumptions about gender roles in a with men, and includes any social or divided into three categories depending on concept of 'web', which is used to assess how constructive manner. It may be used for economic roles, and all levels of equality. For the extent to which they recognise and the gender perspective is currently different purposes, for example, this three levels of recognition of “women's address gender issues Gender-blind institutionalised in the context under transformatory gender training, or as a issues'in project design are identified: policies (biased in favour of existing

99 100 Sl No Gender Analysis Gender Analysis Framework Uses Limitations gender relations and likely to exclude Framework women), "Gender-aware policies (recognise women and men as actors in 1 Harvard Analytical Sexual division of labour and the l A gender neutral “entry point'' for introducing l The perspective is efficiency rather differences between productive discussions on gender issues. than addressing unequal gender development) and" Gender-redistributive and socially reproduction work l Most useful for projects that are agriculturally relations. policies (aim to transform the existing more appropriately used in or rurally based. l It focuses on material resources distribution of resources and agricultural setting l Information on gender division of labour helps rather than on social relationships. make women's work visible l The analysis can be carried out in a responsibilities to create a more equal l It makes a distinction between access and non-participative way without the relationship between women and men). control over resources. involvement of women and men from l It can be adapted and used, in combination a community. with other frameworks for best results. Examining the immediate underlying and structural factors, which are responsible for 2. Moser’s Gender The division of labour between l Has a wide appeal - used CSOs and Palnning men and women as productive, government. l It ignores the interrelatedness of the the problems, and their effects on those Framework reproductive and community l It challenges unequal gender relations and activities of women and men. involved. management roles also in urban supports the empowerment of women. l The concept of community role is settings including the practical l The practical/strategic gender needs debated.

and strategic needs of women in concepts help evaluate the impact of a l Other forms of inequality such as race gender planning. development intervention on gender relations. and class are not addressed.

l The triple role concept is useful in revealing l Does not include the continuum from the wide range of work that women engage in. practical to strategic needs.

l It alerts planners to the interrelationship l It does not consider the strategic kkkk between productive, reproductive and gender needs of men. community roles.

3. Caren Levy’s Gender mainstreaming in l It looks at the extent of gender

“Web of institutions with a focus on institutionalisation within organisations, or l There are chances of equating the Institutionalisation organisational change. institutions. acceptance of a gender perspective l Gender relations are perceived as interwoven with the abolition of `old' women in *The frameworks adapted from: Gender and Development with the other power relations of class, development structures, rather than Programme, United Nations Development Programme ethnicity, religion and age in different contexts. their transformation, undermining (GIDP/UNDP): UNDP Learning and Information l The web can be used as both diagnostic and women. PackGender Mainstreaming, June 2000. operational tool.

1 See Moser, C. Gender Planning and Development, 4 Gender Analysis Gender differentials in the l It is simple, systematic & uses familiar Routledge, London, 1993. Matrix framework impact of projects at the concepts. l A good facilitator is necessary. (GAM) community level· l It encourages “bottom-up analysis'' through l The analysis must be repeated in 2Molyneux, M, 1984. “Mobilisation without Emancipation? community participation. order to capture changes over time. Women's interests, state and revolution in Niceragua” in l It includes men as a category and therefore l It does not include either macro or Critical Social Policy, 10, 4:7 59-75 can be used in interventions that target men. institutional analysis.

3 Levy C, (1999), Working Paper No. 74, The Process of 5 Sar a Longwe’s Assessment of the contribution l The framework can be used for planning, Institutionalising Gender in Policy and Planning: The 'Web' Women’s Equality of interventions in all sectors to monitoring, evaluation and training. l The framework is not complete, as it of Institutionalisation, DPU, 1996, 1999 and Empowerment the empowerment of women l It encourages users to examine what is meant does not take into account a number Framework by empowerment. of aspects- e.g. time, rights, claims, 4See A. Rani Parker (1993) Another Point of View: A Manual l Though it shares some common ground with and responsibilities that exist on Gender Analysis Training for Grassroots Workers, the Moser Framework's concept of practical between women and men. and strategic gender needs, it moves beyond l UNIFEM, New York. Women may be seen as a the notion of separate needs showing that homogenous group.

5 development intervention can contain both. l Using a hierarchy of levels may give See Longwe, S. (1991) “Gender Awareness: The Missing the impression that empowerment is Element in the Third World Development Project'' I Wallace, a linear process. T. and March, C.(eds) Changing Perceptions: Writings on 6. Social Relations Sustainable development l Used for project planning & policy Gender and Development, Oxfam, Oxford. Approach (SRA) including dimensions of social development. l The analysis produced can convey an Framework well-being and institutional l It aims to present a broader picture of poverty. impression of large institutions where change. l This framework puts gender at the core of the change will be difficult.

analysis emphasising on gender relations. l It can result in overlooking the l By focusing specifically on institutions this people's potential for influencing framework offers a way for understanding how change.

they interrelate and how they can bring about l It is possible that women get change. subsumed into individual categories l This framework is not static but dynamic. such as class or sector.

101 102 RESOURCE LIST : BOOKS AND FILMS 12. Seven Sixes are Forty Three by Kiran Nagarkar. Publication: Penguin. A path breaking novel that BOOK LIST first appeared in Gujarati and talks of urban gender oppression. INSIDE BACK COVER 1. Stepping Out by Mrinal Pande. Publication: Penguin. A penetrating insight into life and 13. Borders and Boundaries by Kamla Bhasin and Ritu sexuality in rural India and the impact of gender Menon. Publication: Kali. The horrifying reality of on India's health care system. Also available in gender injustice during the partition of India. Hindi. 14. I Take This Woman by Rajinder Singh Bedi. Translated from the Punjabi original Ek Chaddar 2. Demystification of Law for Women by Nandita Maili See, that explores the customs of a widow Haksar. Publication: Lancers Press. A fully marrying her younger brother-in-law. illustrated, excellent handbook on how the law oppresses women, by an eminent legal activist. 15. Bride at Ten, Mother at Fifteen by Sathu Ramaswamy. Publication : Roli Books. The 3. Broken Bangles by Hanifa Deen. Publication: autobiography of a women who gets a degree at Penguin. Looking at the lives of Muslim women in age 75, despite being married at age 10! Bangladesh & Pakistan today, a travelogue of gender in the subcontinent written with humour, compassion & insight. FILMS / VIDEOS

4. Brick Lane by Monica Ali. A path breaking novel 1. Chuppe Chehere - a documentary interviewing a that charts the course of a traditional Bangladeshi woman who fought and won a case of sexual women who moves to the East End in London. An harrasament at her workplace. outstanding mirror of gender, patriarchy, third 2. Bhanwar - a dramatization of a true life sexual world emancipation. harrasment story. Details of this case on page 85 3. Bandh File - a real life true story depicting the 5. Understanding Gender by Kamla Bhasin. horrors and pressures of dowry in a middle class Publication: Kali. The ‘Bible’ of the women's family in Kanpur, India. Refer to page 55 movement in India. Clear, precise handbook. 4. Barf - young adolescent girls from a slum battle parental pressure and stereotyped gender roles to 6. Violence against Women by Gail Omvedt. go on a trekking holiday with an NGO. Publication: Kali. New movements and new 5. When Four Friends Meet - through the stories of 4 theories in India, an essential part of Kali young men in an urban slum, the film explores the Primaries Series. pressures of socialization on them. 6. Sunder Nagari (Beautiful City) - globalisation, 7. The Men and The Boys by R. W. Connell. patriarchy, unemployment, masculinity explored Publication: Polity, U.K. One of the world’s in a beautiful rich weave. leading authorities on masculinity. Clearly 7. Monsoon Wedding - A film full of fun and laughter delineates the growing up process of men in with an alarming twist of the sexual abuse of a girl patriarchial societies. child from within the family. 8. Damini - within the format of a typical Hindi 8. Masculinities by R.W. Connell Publication: Polity, (Bollywood) film, it highlights the issues of gender, U.K. A comprehensive introduction to the male law and rape. world. Easy to read. 9. Lajja - a commercial film that highlights 4 separate stories of dowry, exploitation, rape, violence 9. Sexual Sites, Seminal Attitudes edited by Sanjay against women … Srivastava. Publication: Sage. A wide spectrum of 10. Arth - an everyday and common situation in a articles looking at sexualities, masculinities and contemporary urban setting. The plight of a culture in South Asia. woman whose husband gets into an affair with another woman, and how she comes into her own 10. Manushi magazine and its publications. by dealing with the problem. 11. Insaaf ka Tarazu - a film from the Hindi 11. My Feudal Lord by Tehmina Durani. Publication: Commercial cinema of two decades ago. It deals Penguin. The classic tale of oppression & gender with the rape of a working woman and its injustice in Pakistan. repercussions ending with a riveting court drama.

103 PRIA’S GENDER POLICY internal and external, will have a gender component and address gender specific needs of l The identification of issues and problems the participants. within the organization should focus on the gender differences and disparities wherever they l Sexual Harassment: exist. Through CGAMP, PRIA would also act as a CASH Background: The Committee has a well defined Terms of and address complaints relating to sexual Reference which act as guidelines to its harassment made by staff members, guests, and PRIA's vision of a desirable world is where functioning. participants to workshops etc. The organization relations across individuals and families, shall be responsible to set up structures where communities and nations are characterised by PRIA's commitment to gender-justice and equity staff members may feel free to seek redressal of equity and justice. Besides socio-economic may be defined at two levels institutional and their complaints. equity, PRIA believes in gender justice as a programmatic levels. This would also include cornerstone of such relations in the family, initiating gender mainstreaming within RSOs and l Documentation of Processes and community and society. Its mission directs it to partners. Dissemination: work towards promotion of policies, institutions PRIA would also ensure a detailed and capacities that strengthen the voice and (a) Institutional Level: documentation of all the processes related to the participation of the poor and the marginalized in activities on the issues of gender within the l improving their socio-economic status through Staff Polices: organization. These would be accessible to all democratic governance in society. This is All staff policies, service rules and regulations of those who wish to use the same to promote and achieved through three broad strategies- capacity the organization shall be gender sensitive. strengthen gender equality within their work building, policy advocacy and knowledge Periodic reviews of the same would be done spheres. These would also be reported in the building, which operate in an integrated and through through a gender lens to ensure that PRIA Newsletter and website regularly. interlinked manner. gender sensitivity is maintained. These policies would be in line with the government provisions. (b) Programmatic on the level: PRIA's analysis of existing situation of l discrimination in society provides the basis for Recruitment & Induction: PRIA would set up systems to ensure that gender identifying the poor and marginalized especially All interviews for staff recruitment in the equity forms an essential element of all project women. It believes that gender discrimination organization will have women equally planning, implementation and monitoring with necessitates focusing upon changing women's represented on the interview panelinterviewers. specific indicators to measure the progress that roles and status, as agents and leaders of change. PRIA would will have a gender sensitive has taken place with respect to the same. All PRIA's core values that inform its interventions, recruitment policy where preference would be reports and evaluations would also include a therefore include mainstreaming gender-justice given to women candidates in appointments. specific focus on the gender component. Similar and equity through analysis of social reality, interventions will be ensured with RSOs and organisational policies, systems and structures, All new staff members joining the organisation partners in order that their own programmatic and programme priorities and plans as integral to shall be oriented to on PRIA's gender policy and intervention (those in collaboration with PRIA) its vision. the role and functions of CGAMP within the are also gender just and equitable. Gender audits organization. and gender analysis would form a part of PRIA's Gender mainstreaming in the institutional gender mainstreaming efforts. development of PRIA has become an explicit l Performance Reviews: Governing Board Policy, which is driven by All performance review forms of individuals by In an attempt to focus on, address and integrate PRIA's long-standing concern about gender self or supervisors/peers/subordinates will have issues of gender equity within the organisation equity at workplace. Taking recognition of these indicators to assess gender sensitivity in the the CGAMP will play a key role in the and adhering to its commitment to gender-justice overall performance. mainstreaming of gender within the organization. PRIA formed a Committee against Sexual l Harassment (CASH) in December 1998. This PRIA would be committed to creating and The basic principles to be followed in decision was also in response to the Supreme promoting a gender sensitive work environment mainstreaming gender will be: Court guidelines to constitute Committee Against within the organization and its various Sexual Harassment (CASH), which was in branch/field offices. Towards achieving this goal, l Establishing adequate accountability existence for two years (till 2001). It eventually it would organize regular workshops/seminars mechanisms for monitoring of progress within evolved into the Committee on Gender and exposure to a variety of other inputs regularly. the institution as well as programmatically. Awareness and Mainstreaming in PRIA (CGAMP). All PRIA organized events/programmes, both Terms of Reference for for work, by staff member due to Guidelines Gender Sensitivity and Equity Committee (GSEC) UNNATI Organisation for Development Education, Ahmedabad, Gujarat misconduct of another staff member. In the first instance the Committee will take up the The primary task of GSEC is to address sexual case itself, in the second the Committee will harassment, but the other major task is to provide support in terms of lodging educate and create awareness on gender. Rationale: complaint, etc. Unnati while recognising that all women face chairperson will be a senior women staff Suffered or committed by a staff member l Members will meet once in six weeks and the perceived threat of sexual violence, member. One third of the committee will while attending an educational event minutes of these meetings will be recorded. irrespective of age, caste, class, place or retire every year, so that the body has outside Unnati due to misconduct by staff l Members should ensure confidentiality of nature of work; believes that sexual continuity. The Chairperson in consultation belonging to another organisation or all the cases. harassment is not acceptable, non-negotiable with the other members can change a institution. The Committee will take up the l Members/Committee should tackle each and no woman or man should have to suffer member midway through the term, if the issue at institutional level. case on the basis of its merits. Their duty to sexual harassment either in the public or member is not taking an interest in the Suffered by staff due to misconduct of the committee should be prioritised over private sphere. functioning of the committee or working unknown person(s). The Committee will their personal relationship and against the interest of the committee. If a support with counselling and referral likes/dislikes. Unnati aims to ensure that the work member leaves midway through the term a services. l Members/Committee should take environment is gender sensitive and new person can be selected. Suffered by staff due to misconduct of collective and not individual decisions. equitable. The Committee will work towards family members or friends. The Committee Majority decisions should be taken. In the creating such a work environment, where As and when required the different work will support with counselling and referral absence of the chair the appointed chair both women and men are empowered place committee/s can invite gender services. may take/approve the decision. The enough to eliminate sexual harassment at focalperson/s to attend the meeting/s, as Suffered by women panchayat members in Director may ask for further clarifications or work place. members with voting rights. The our work areas, especially in the context of reconsideration but cannot change the Director/Manager can attend the Committee their work. To begin with we would help in decision. The Committee will not only take up meeting only on invitation. The lodging of complaints and providing l The Committee may take up cases on merit registration of complaints and redressal. It Director/Manager will not have voting rights. counselling services. Besides, in selected of the situation without a formal complaint will first and foremost function to ensure that pockets we would try to form similar being lodged. incidents of sexual harassment do not take Mandate: committees or encourage Social Justice l False complaints will attract stern place. If they do, then they must be tackled in Committee (SJC) to take up issues of sexual disciplinary action a gender sensitive manner; so that the victim l Circulate, publicise and discuss the various harassment also. l Meeting dates should be intimated to emerges more strengthened from the process aspects and the spirit of the Supreme Court Committed by staff member, at work place, gender focal person/s and is able to tackle such situations in future judgement (of August 13, 1997) regarding while travelling for work, while attending l The minutes of GSEC should be shared with greater confidence and is even able to the mandatory formation of CASH in work an educational event outside Unnati, at across the different committees help others stand up against such instances of place. home or leisure to another Unnati staff, harassment. The perpetrator too, should l Provide a platform where issues of gender another institution staff, elected The guidelines will be reviewed annually emerge a more sensitised person who will not sensitivity, equity and gender based representatives, family friends or unknown when suggestions of Unnati members given only stop such behaviour in future but also harassment can be discussed, understood persons. Depending on the case, the from time to time could be incorporated. stand up for the rights of other victims of and resolved. Committee will provide counselling and sexual harassment. l Conduct/organise training/workshops on referral services for correction; if need be gender sensitivity. lodge a complaint and/or in the worst case Composition of the Committee: l Provide a forum for complaints mainly by terminate the services of the perpetrator. staff members and women elected to l The Committee will try to gain insights into The different geographical locations panchayats. A staff member may approach sexual harassment in bodies of rural and (workplaces) of Unnati will have separate any of the Committee members, either urban governance, at the work place; Committees. The Committee will consist of personally or by writing to the Chairperson. through discussions, studies etc. for six members or 40% of existing staff l The committee will look into complaints of inclusion of gender issue within its members, whichever is less. Half of the the following nature of sexual harassment: programmes. members should preferably be women. The Suffered at work place or while travelling Draft on economic indicators. Its economy has In Rajasthan, compared to Gujarat, the state's Unnati's Gender Policy grown at an average rate of 9.5% during the performance on economic as well as social last decade. There has also been a significant indicators is lagging far behind. Rajasthan increase in the per capita income. However, has almost become synonymous with the low on social indicators, that are an integral part status of women, a patriarchal society, feudal Rationale: of human development, the State's customs and values, social polarisation performance has not grown at the same rate. among caste lines, high illiteracy, and extreme poverty. The sex ratio in 1991 was Unnati is a non-profit voluntary organisation perpetually caught in the vicious cycle of The sex ratio which was 934 in 1991 has 910 and in 2001 it has marginally improved working in Gujarat and Rajasthan since deprivation. They are subject to deliberate dropped further to 921 in 2001. There is also to 922. There were wide variations among. 1990. Its mission is to reduce vulnerability, neglect, verbal abuse, physical assaults and a drastic decline in the sex ratio in the 0-6 age states in the 1991 census. The sex ratio promote social inclusion equalitarianism by sexual harassment. All the above situations group, dropping from 928 in 1991 to 878 in ranged from 795 in Dhaulpur district to 995 practicing participatory principles, gender get further exacerbated in case of single and 2001. This is an indication of the prevalence in Dungarpur district. In the 0-6 age group, equity and social justice. disabled women belonging to lower socio- of the practices of sex determination before the sex ratio stands at a dismal 909. Female economic strata. These factors inhibit/reduce birth as well as of foeticide. The female literacy, at 44.34 percent as compared to Vulnerability and exclusion are the participation of these women in the literacy rate in Gujarat is 58.6% while for 76.46 percent of male literacy, it is among the dehumanising. By vulnerability, we mean public sphere. Their access and control over males it is 80.5%. The female work lowest in the country. Participation in all the those people, who by virtue of belonging to a resources and processes of development is participation rate is 32% which is low three tiers of the local governing bodies particular group, (age, caste, class, ethnicity, limited. disabled, gender, poor) are at risk to their compared to the total worker population. (32%, 33% and 33%) is close to the Among main workers, women's participation stipulated reservations made for women. economic and social well-being. Unnati Even though women are not a homogenous is only 21% whereas among marginal recognises that while in some cases, both group and their situation varies with age, workers it is as high as 77%. This indicates The Government of India has enacted a large men and women face deprivation and caste, class, religion, ethnicity and place of that women's involvement in the informal number of social legislations to ensure that exploitation of their basic rights and are domicile, overall the subordination of sector is higher; hence their economic women enjoy equal rights and to prevent the vulnerable, in most instances, women face women in our society makes them poorer and contribution is not recognised. Women's atrocities faced by them. Gradually, over the greater vulnerability, more vulnerable than men. They often face participation in the public domain has been years, the government has moved from a social and cultural discrimination on grounds low because of the above-mentioned social welfare approach to an empowerment Women are primarily responsible for of sex. They have less access to power, wealth barriers and low social status. approach. The goal of the latter approach is nurturing, survival and community and resources and very little control over that women gain control over material and development roles. The gender division of them. They are less likely to be involved and If one considers women's participation in the intellectual resources and patriarchy and labour is such that women perform the represented in decision-making bodies and political sphere, it is the lowest at the Lok gender based discrimination against women strenuous and repetitive tasks of cooking, their voices are less likely to be heard. feeding, cleaning, caring for children, elderly Sabha level (4 and 2 out of 25 seats in all institutions and structures of society are representing Gujarat in the last two terms) In challenged. and sick, collection of water, fuel. food etc. The process of development impacts men the three tiers of the Panchayati Raj Most of this work is done on a daily basic and women differently and women have Institutions, the representation of women is However, a review of the present context in hence there are no breaks or holidays. This been marginalised in the process. We believe close to 33%, matching nearly the number of Gujarat and Rajasthan indicates the need for leaves women with little or no time to play a that any development effort which is not seats reserved for them. However, leadership concerted efforts at the grassroots, involving pro-active role outside family domain. gender sensitive leads to further of women at the Panchayat level has not women, to address this discrimination and marginalisation and inequity. Hence, Unnati received much social acceptance. It exploitation; of addressing gender related Single women and those women who do not is committed to working with an inclusive continues to be a male domain. Many inequalities and reducing gender dictated wish to toe the dictates of society live with the and participatory approach towards gender women are harassed, eg. through no vulnerability. lurking fear of character assassination. equity and social justice in the development confidence motions if they take the initiative Women, especially single women, do not scenario of Gujarat and Rajasthan. enjoy an equal status in society. Women with in their hands and function independently. Intent/Commitment Also, it is common to find men disability face a double disadvantage, by Present Context virtue of being women and due to their overshadowing them and acting on their Unnati is committed to working on issues of behalf when it comes to taking important basic rights and livelihood through disability which further curtails their Gujarat is one of the most developed States of decisions. promotion of participatory social freedoms and rights. Disabled women are India when one considers the progress made development at a grassroot level in especially women, to enable them to strike a produced for public use by the organisation partnership with community based Unnati's focus is on gender, rather than balance between their professional. social shall be screened for gender incorporation. organisations, Voluntary organisations, local women. Gender refers to the socially and and domestic roles and responsibilities. GFP shall periodically organise gender bodies and government institutions and by culturally determined roles, responsibilities, training/sensitization programmes for staff at conducting activities like educational events, needs, interests and capacities of both men a. Timing: Unnati shall provide flexibility of all levels to promote and enhance gender research, documentation and advocacy. and women. A gender perspective is required half an hour on arrival and departure timings sensitive planning and actions. GFP shall to ensure that men's and women's specific from office without affecting the number of also co-ordinate the activities of GSEC. Basic rights mean a right to food and needs, vulnerabilities and capacities are working hours in a day. Suitable nutrition, shelter and lives of equity and recognised and addressed. The focus on arrangements for the time schedule may be 5. Gender Audits: Gender audits shall be dignity. Women in Gujarat and Rajasthan do gender is meant to emphasise and ensure that worked out in special cases, as in case of new conducted periodically, with inputs from not have the same access to these as men. changing women's status is the responsibility parents, recovery from illness etc. external resource where required, to review of both sexes; that women's needs and rights the existing practices, both within the The purpose of this gender policy is to define do not continue to be ignored and that the b. Travel: While on travel, safety of the staff organisation and in the programmes, to Unnati's approach in addressing gender social and ideological barriers to women's shall be given due importance. Where arrive at a common understanding of the issues in all aspects of its functioning. participation are confronted so that they gain necessary, staff will be escorted or gender sensitive rules and practices in the voice to exercise control over their reimbursed transport expenses. Special organisation and its programmes. We, at Unnati, are committed to working entitlements. concessions could be made for staff with towards making the public arena equally children below 5 years of age while on travel. (For details of institutional practices, please accessible to men and women so that they Unnati is committed to promote gender see Administrative Instructions) may function at their full potential. Our work sensitivity and equity in: c. Staff development: Equal opportunities with the PRIs enables us to work on all the a) its institutional systems and practices shall be provided to all employees for their B. Programme Design and Activity: three issues which concern us, namely, b) its programme designs and activities professional development and growth. 1.All Programme Co-ordinators/Managers gender equity, social justice and c) its advocacy work shall design and implement programme participatory development. Women now d. Leave: Unnati shall make provision for activities with a gender mainstreaming have a 33% reservation in the PRls. We A. Institutional systems and practices: maternity and paternity leave along the lines perspective which would take into account intend to make these institutions more of the latest government provisions. In strategic and practical gender needs, culture gender sensitive, through our direct intensive 1. Recruitment: special cases, leave without pay or part time and institutional circumstances. and extensive efforts. In our work with dalits, a. Efforts shall be made to maintain a gender work arrangements may be considered after 2.All Programme Centres shall undertake we do not see women's issues separately, but balance in the composition of the Governing the maternity leave has lapsed capacity building activities with partners and as gender relations in the caste context of Board as well as management positions so as stakeholders to enable them to formulate and Rajasthan and Gujarat. Through research to maintain a balanced leadership. 3. Gender Sensitivity and Equity Committee promote policies and actions that are gender activities in the development context, we aim (GSEC): The committee shall be formed in all sensitive and based on principles of equity. to build an understanding of the impact of b. All advertisements for employing staff shall the field offices to promote gender equitable policies, processes and events on women's specifically state that we are an equal working environment within the C. Advocacy: lives. Using perspective building activities, opportunity employer and that Unnati organisation, with partners and field offices Unnati shall use various forums to share its information dissemination and appropriately particularly encourages women to apply. The and provide a mechanism for redressal of knowledge and experience for influencing designed materials on gender issues we seek organisation shall encourage women to grievances. It shall meet periodically to other major players in the development to orient various stakeholders on gender apply for management positions to review work done and discuss future plans sector for gender sensitive policies and focussed policies, legislations and practices deconstruct gender stereotype in its staffing and concerns. practices. thereby contributing to development patterns. education. 4. Gender Focal Person/s (GFP): Gender 2. Institutional practices: Focal Person/s shall co-ordinate gender We are committed to working on gender Unnati recognises the ways women and men mainstreaming at the programme level. GFP issues rather than on women's development. work and contribute to the economy, their shall ensure that right from inception to Women or men per se are not responsible for family and society. Hence, the Governing implementation, all projects have gender as a women's subordination but gender relations board and the management shall promote cross cutting theme. All documents are. We use gender as a tool of social special institutional practices for all its staff, analysis. Big Sister

They dig by the river for bricklaying- bald, mud-daubed, not a stitch on his labourers from the west country. Their little limbs; girl follows her like a pet, patiently sits keeps scampering to the ghat. Such on the high bank, as Big Sister commands. scrubbing and scouring Plates against her left side, a full pitcher of pots and pans and dishes! Comes on her head, running the girl goes back, the child's hand in her a hundred times a day, brass bangles right hand. jangling A surrogate of her mother, clang clang against the brass plates she bent under her work-load, such a wee Big cleans. sister! So busy all day! Her little brother, Rabindra Nath Tagore