DOCSLIB.ORG

Gender on the Agenda 9

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Gender on the Agenda 9 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,
Load more

Recommended publications
  • Preventing and Responding to Sexual Harassment at Work:
    Preventing and Responding to Sexual Harassment at Work: . Guide to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, India Preventing and Responding to Sexual Harassment at Work: Guide to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, India ILO DECENT WORK TEAM FOR SOUTH ASIA AND COUNTRY OFFICE FOR INDIA 1 FOREWORD The term sexual harassment may be new to many in India but unwanted and unwelcome acts of a sexual nature, also known as “eve-teasing”, are not a new phenomenon in India as in other parts of the world. It is a reality for many women in India. While the majority of cases of sexual harassment in the workplace are perpetuated by men against women, no woman or man should have to tolerate such conduct as it violates the respect and dignity of the victim, and has negative effects on individuals, enterprises and society. Recognizing the need to suppress such conduct, many countries in Asia have taken legislative action to prohibit sexual harassment at the workplace, and this year, India has taken further substantial measures by approving the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. This Act was passed by the Lok Sabha and the Rajya Sabha on 3 September 2012 and 26 February 2013 respectively, and notified on 23 April 2013. It recognizes that sexual harassment results in the violation of a woman’s fundamental right to equality under Articles 14, 15 and 21 - which provide for equality under the law, prohibition of discrimination on grounds of religion, race, caste, sex or place of birth, and protection of life and personal liberty.
    [Show full text]
  • Annual Award Ceremony
    annual award ceremony April 7, 2017 for excellence in women’s empowerment for Change, an NGO consisting India, completing her PhD on of development professionals the subject from Jamia Millia involved in research, training Islamia University, Delhi. In 2014, and documentation of learning she published Engendering the materials for students, teachers and Workplace: Gender Discrimination facilitators in non-formal settings. & Prevention of Sexual Harassment She remained connected to this in Organizations. This book is an initiative throughout her career. important part of her work in PRIA, and a milestone for those wishing to Martha formally joined PRIA pursue further work on the issue of (Society for Participatory Research sexual harassment at the workplace. in Asia) in 1996, working alongside her husband and founder of Alongside her professional PRIA, Dr. Rajesh Tandon. As contributions, she supported PRIA Director of PRIA’s program to become a place of warm welcome on Gender Mainstreaming in and comfort for all staff and visitors, Institutions, she trained thousands so that learning could take place of grassroots women leaders and in a caring and safe environment. Dr. Martha Farrell professionals from different walks Martha was fiercely loyal to PRIA, its of life on issues related to citizen values and resources. She reminded 1959-2015 engagement in local governance, her colleagues to ‘walk the talk’ and gender mainstreaming and sexual practice these values in everyday life. Dr. Martha Farrell (1959-2015) was a passionate civil harassment. From 2005 onwards, society leader, renowned and respected in India and around Amongst Martha’s great personal she led PRIA’s work on distance the world for her work on women’s rights, gender equality characteristics was her ability to education, founding and developing and adult education.
    [Show full text]
  • Report Workshop on Engendering Leadership in Organisations
    REPORT WORKSHOP ON ENGENDERING LEADERSHIP IN ORGANISATIONS PRIA & MARTHA FARRELL FOUNDATION March 10-11, 2016 42, Tughlakabad Institutional Area, New Delhi 110062 Phone: 91-11-29960931-33 Email: [email protected] | Page www.marthafarrellfoundation.org www.pria.org BACKGROUND While a large number of public policies and interventions focus on women’s empowerment by improving their Recent studies have demonstrated that India can access to education and employment, very little improve its GDP growth by more than 2 per cent per attention has been paid to the systemic nature of annum if gender equality in the country increases. How exclusion they face inside an organisation. Systems and is this going to be possible given the conditions outlined practices in organisations tend to make the assumption below? that women are primarily responsible for reproductive and care-giving roles in family; only a few organisations • Smaller and poorer countries have better gender offer women workers some flexibility to fulfil this role. equality score on UNDP Gender Index than Women’s productive, economic and professional India. contributions are overlooked. And male employees are • Women’s labour force participation, especially expected to ignore their own responsibilities of care- in urban India, is declining as per 2011 Census. giving in the hope their wives, mothers and sisters will • Talented and educated young women in India take care of the same. Such cultural practices, norms and are constrained to reduce (or drop out from) mores are prevalent in all types of organisations in India their workforce participation due to fear of – private business, NGOs, government departments, harassment in public spheres.
    [Show full text]
  • A Study of Female Characters in Nalini Sharma's the Strange
    JAC : A Journal Of Composition Theory ISSN : 0731-6755 A Study of Female Characters in Nalini Sharma’s The Strange Equations Dr. S. Barathi Assistant Professor Department of English Srinivasa Ramanujan Centre SASTRA Deemed to be University Kumbakonam-612001. [email protected] Abstract: Women are portrayed from various perspectives in literature since time immemorial. Generally, in the past few centuries, the Indian writers have portrayed women as stereotypical characters. But this trend has slowly withered and there emerged modern and Post-modern writers who had created female characters as multifaceted women. There is a difference between a male writer‟s perspective and a female writer‟s perspective of a woman character in their work. Thus, it is quite interesting to note that the female characters created by female writers stand apart as mouth pieces of the society, as well as a model or ideal woman from the view of a female writer. The present paper is an attempt to bring out the significance of the portrayal of female characters by Nalini Sharma in her novel The Strange Equations. The novel deals with the lives of two main characters Anu and Priya, through which the writer tries to represent the trials and tribulations undergone by women at present. Key Words: Female empowerment, Gender mainstreaming, Female-incompatibility, Female Psyche Introduction: From the past to the present, Indian Writing in English has varied themes ranging from romantic to confessional writing. Among these, women‟s writing is just a drop in the ocean as there were only fewer women writers. In a patriarchal society like India, women writers did not gain prominence in the past, and most of them were mere imitators of their male counterparts.
    [Show full text]
  • Understanding Gender in the Workplace 1
    Module 1: Understanding gender in the workplace 1 Appreciation Programme Prevention of Sexual Harassment at Workplace Module - I The development of Appreciation Programmes has been made possible through the technical and financial support of DVV International, Ford Foundation, Rockefeller Foundation, Swiss Development Corporation, University of Victoria (UVic) and PRIA Prevention of Sexual Harassment at Workplace ©PRIA International Academy 2013 Module 1: Understanding gender in the workplace 2 Content Developers and Authors: Ms. Nandita Bhatt is an Assistant Programme Manager in PRIA. She is a development professional and has been associated with the sector for more than 12 years. During her career as a development professional, among other things, Nandita has focused upon Gender Mainstreaming at an institutional level, which has included working towards creating a Zero Tolerance Zone against sexual harassment. In this context she has experience in providing training to adults, setting up of CASH (Committees against Sexual Harassment) in different organizations, developing Policies against Sexual Harassment as well as Gender Policies. Dr. Martha Farrell is a Director in PRIA. Her career spans more than 25 years in the field of education, research and policy advocacy, especially on issues related to gender. She has written extensively on women and gender related issues and has presented papers in various national and international conferences and workshops. In recent years, she has established the PRIA International Academy of Lifelong Learning. Her research areas and interests include women’s political empowerment, gender mainstreaming in organisations (especially the issue of prevention of sexual harassment) and continuing education and local governance. Dr. Rajesh Tandon is president and founder of Participatory Research in Asia (PRIA), a voluntary organisation providing support to grassroots initiatives in South Asia.
    [Show full text]
  • Inclusion and Equity: Holding the Mirror up To
    State of Civil Society report 2016 Introduction Inclusion Civil society organisations (CSOs) around the world are seen as playing a pivotal role in spotlighting inequities and systemic disadvantage on the basis of multiple and intersecting dimensions, in addressing discrimination in policies and access and equity: to services, and in building the awareness and capacities of people to claim their rights, both in public spheres such as law courts, markets and schools, and in private holding the institutions such as households. CSOs are seen as flexible and adaptive to new ideas and learning, important actors in holding power holders to account and effective advocates. Feminist mobilisation in civil society, for example, according to an oft mirror up to cited global survey of 70 countries, was found to be the most important factor in achieving policy change regarding violence against women, which has now become seen as a global pandemic destroying lives everywhere.1 Yet passionately fighting for ourselves human rights on the outside does not necessarily mean that these same organisations -Aruna Rao and Sudarsana Kundu, practise inclusion and equity on the inside. Gender at Work The jarring fact is that when we look inside CSOs, ranging from trade unions, to national and international non-governmental organisations (NGOs), we often see the same exclusions and inequities play out, in the way CSOs are structured, the way decisions are made and resources are allocated, and the ways in which silences around abuses of power are maintained and harassment against women is condoned. While known widely to civil society insiders, this is a not a picture that is often made public.
    [Show full text]
  • Women's Political Education
    Article 4 Women’s Political Education: Developing Political Leadership in Canada and India Catherine McGregor Leadership Studies, Faculty of Education, University of Victoria, Victoria, British Columbia, Canada Darlene Clover Leadership Studies, Faculty of Education, University of Victoria Martha Farrell Society for Participatory Research in Asia, New Delhi, India and Saswati Battacharya Society for Participatory Research in Asia Abstract This article reports on a recently completed study of women who are involved in formal and informal political roles in Canada and India (2008-2009). Our study is a partnership between the University of Victoria and the Society for Participatory Research in Asia. The intersections between feminist forms of adult education and the learning needs of women in political leadership in India and Canada are explored. The educational needs of each group are categorized and narratives analyzed to illustrate the complexity of the discourses that act to shape women’s political leadership identities and practices. We consider the similarities and differences between the countries, noting the persistence of gender based norms and expectations in both democracies and how these act as barriers to women’s participation in political life. Emerging from the idea of a politics of presence (Puwar, 2004), we offer political cross-dressing as a metaphor for feminist adult education practices that will enable a break through the civic ceiling women encounter in political spheres. Key Words: gender and politics, political leadership, international political leadership, political cross-dressing, feminist adult education, discourse analysis Despite decades of efforts to achieve gender equity in political life, an ideal espoused by many democracies, women remain under represented in nearly all governments; women constitute less than 20% of elected representative in the majority of countries (Paxton & Kunovich, 2003).
    [Show full text]
  • 37Th Annual Report
    2018-19 Annual Report Participation. Education. Governance. Localising Sustainable Development Goals 6 cities 110 gram panchayats 9 districts reaching 53,843 citizens CONTENTS 04 IMPACT OF OUR WORK 05 BUILDING A SUSTAINABLE LEGACY 05 YOUTH ENGAGEMENT FOR ACTIVE CITIZENSHIP REFORMING LOCAL HEALTH 09 GOVERNANCE IN RAJASTHAN ENGAGING CITIZENS, MAKING CITIES 13 RESPONSIVE SHARING KNOWLEDGE FOR 17 PARTICIPATORY CHANGE SPOTLIGHT SAFE CITY CAMPAIGN THIRD MARTHA FARRELL AWARD COLLABORATION WITH MARTHA FARRELL FOUNDATION 20 A BETTER WORLD FOR ADOLESCENTS IN INDIA 22 THE DIGNITY OF MY LABOUR DEEPENING PRACTICE AND TEACHING OF PARTICIPATORY RESEARCH 24 PRIA INTERNATIONAL ACADEMY 25 KNOWLEDGE FOR CHANGE (K4C): BUILDING NEXT GENERATION OF PARTICIPATORY RESEARCHERS 26 CAPACITY BUILDING OF COMMUNITIES AND PRACTITIONERS 27 GLOBAL RESEARCH PARTNERSHIPS 28 KNOWLEDGE DEMOCRACY : UNESCO CHAIR IN COMMUNITY BASED RESEARCH 29 PRIA LEARNING SEMINARS 30 37 YEARS OF PRIA: ALUMNI MEET GOVERNANCE, TEAM@PRIA, LIST OF PROJECTS, FINANCIAL SUMMARY knowledge. voice. democracy. In an increasingly uncertain world, characterised by complexity; growing inequality of wealth, opportunity, and access to basic services; and intolerance to differences in language, dress, rituals, food and culture, constitutionally mandated institutions to promote democratic governance – legislature, judiciary, law and order machinery, media, civil society – appear irrelevant, fragmented and even decayed. Through its underlying motto of Knowledge.Voice.Democracy PRIA has responded to these challenges
    [Show full text]
  • Sexual Harassment of Domestic Workers at Their Workplaces…………………7 1.5.1
    1 Sexual Workplaces Harassment of Domestic Workers at their Workplaces A Study on Part-time Domestic Workers in Gurgaon, Faridabad and South Delhi Context Setting and Release of Findings 2 Table of Contents: 1.1. Introduction……………………………………………………………………………………………3 1.2. Defining Domestic Work…………………………………………………………………………5 1.3. Why Women Choose this Work………………………………………………………………5 1.4. Working Conditions………………………………………………………………………………..6 1.5. Sexual Harassment of Domestic Workers at their Workplaces…………………7 1.5.1. Understanding a Domestic Worker’s Workplace………………………………..8 1.5.2. Sexual Harassment of Women at Workplace (Prevention, Prohibition, Prevention) Act 2013 and its Relevance for Domestic Workers…………10 1.6. Our Work………………………………………………………………………………………………12 1.7. Rapid Survey…………………………………………………………………………………………14 1.7.1. Findings of Rapid Survey.…………………………………………………………………14 1.8. Way Forward…………………………………………………………………………………………19 Bibliography…………………………………………………………………………………………………...20 3 Sexual Harassment of Domestic Workers at their Workplaces A Study on Part-time Domestic Workers in Gurgaon, Faridabad and South Delhi Context Setting and Release of Initial Findings 1.1. Introduction: Domestic work is a large – and in some countries growing – sector of employment, especially for women. According to International Labour Office (ILO), there are currently 52 million people employed as domestic workers worldwide. Out of these, 83% are women, accounting for at least 7.5% of women’s wage employment (ILO 2013). In India, according to the Employment- Unemployment Survey conducted by the NSSO, out of the estimated 41.3 lakh people employed as domestic workers in 2011-12, 68% were women. However, there are massive discrepancies between the official and unofficial estimates, with the latter showing up to 9 crore domestic workers in total (ILO 2013).
    [Show full text]
  • Strategic Fundraising Plan for the Society for Participatory Research
    Leveraging Kadam Badhao to Engage Global Solidarity for PRIA (Participatory Research in Asia) A Fundraising Strategy May 2015 598 Report Written by John McCormick, Master of Community Development candidate School of Public Administration, University of Victoria Prepared for the Society for Participatory Research in Asia Client Supervisors: Dr. Rajesh Tandon and Dr. Martha Farrell Academic Supervisor: Dr. Budd Hall Acknowledgements Thank you to Dr. Rajesh Tandon, Dr. Martha Farrell and the entire team at PRIA for welcoming me into the fold in India, and for making the stay and the learning experience in a foreign land so rich and rewarding. Also, thanks to my partner Jenny Marcus and stepdaughter Maya who are a daily inspiration to me. Dr. Budd Hall, rounds out the acknowledgement, for his patience as I scanned the many possible projects I could focus on, and provided clarity and direction at the right time and proper proportion for this masters project. The caged bird sings with a fearful trill of things unknown but longed for still and [her] tune is heard on the distant hill for the caged bird sings of freedom. -- Maya Angelou (1970) I Know Why the Caged Bird Sings I wish to begin by remembering millions, NO, billions of women and girls who have been discriminated, insulted and violated by Patriarchy over the years, all over the world. Kamla Bhasin, May 2014 DEDICATION: Dr. Martha Farrell (1959-2015) This Masters Project is dedicated to the memory of Dr. Martha Farrell whose life ended far too soon while working toward gender equality. On May 13, 2015 while doing her life’s work at the invitation of the Government of Afghanistan, Dr.
    [Show full text]
  • 33Rd Annual Report 2014-15
    2014-15 Society for Participatory Research in Asia Addressing Governance Deficits 33rd A N N U A L R E P O R T PRIA is a global participatory research and training centre Published by PRIA in SeptemberAugust 2014 2015 Text and photographs copyright © PRIA 20142015 All contents of this publication are the sole and exclusive property of PRIA and may be treated HZZ\JO(U`YLWYVK\J[PVUW\ISPJH[PVUHKHW[H[PVU[YHUZSH[PVUTVKPÄJH[PVUL_[YHJ[PVUPTWVY[VY export of the whole or any part of this work, without the express written consent of PRIA shall be deemed to be an infringement of its copyright. Such act(s) may be subject to the imposition of severe civil, criminal and/or other liabilities under applicable law. CONTENTS Part 1 Chairperson’s Message 6 1 Addressing Governance Deficits 7 2 Effective and Targeted Delivery of Basic Services to the Marginalised 11 3 Ensuring Safety and Security for Girls and Women 19 4 Strengthening Human and Institutional Capacities 24 5 Re-tooling PRIA: Institutional Development for a New Era 31 6 Part 2 Institutional Development 37 Published by PRIA in August 2014 7 Text and photographs copyright © PRIA 2014 Financial Summary 39 All contents of this publication are the sole and exclusive property of PRIA and may be treated 8 HZZ\JO(U`YLWYVK\J[PVUW\ISPJH[PVUHKHW[H[PVU[YHUZSH[PVUTVKPÄJH[PVUL_[YHJ[PVUPTWVY[VY export of the whole or any part of this work, without the express written consent of PRIA shall be Team @ PRIA 41 deemed to be an infringement of its copyright.
    [Show full text]
  • Parivartan, the Gender Forum Kirori Mal College
    Annual Report 2019-2020 Parivartan, the Gender Forum Kirori Mal College Parivartan, The Gender Forum of Kirori Mal College continued its work on a range of issues related to gender through the year 2019‐20 with students of the college and university. The forum’s efforts remained focused on deepening the understanding of gender and the manner in which it operates in our lives, in public and private spaces – understanding that is essential for effective intervention in these issues. Apart from the specific activities and programmes it undertook and organized, the society continued its weekly discussion meetings on the themes and issues related to gender through the year. Following is a brief report of its activities. 1. ORIENTATION: 21 August 2019 The orientation, attended by a large number of students, was conducted by senior student members, and involved an interactive and lively activity to establish and really understand the differences between sex and gender, and understand the role of gender norms in our lives. The work of the Gender Forum was also introduced to the students in this programme. 2. DISCUSSION‐ “What is Sexism?”: 29 August 2019 A discussion again facilitated by a team of student members was held to discuss ‘What is Sexism?’ Through an interactive exploration with the audience, nuances of how sexism pervades social structures, affects individual behaviour and perpetuates gender discrimination were brought out. The connection between such individual experiences and patriarchy were sought to be brought out. 3. MOVIE SCREENING AND DISCUSSION IN COLLABORATION WITH MONTAGE, THE FILM SOCIETY ‐“Fire” : 11 September 2019 “Fire”, a 1996 film written and directed by Deepa Mehta, was screened in collaboration with the Montage Society.
    [Show full text]