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1. Copyright TrueChild, Inc. 2012 2 Gender Transformative Philanthropy A Key to Improving Life Outcomes for At-Risk Youth.

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Presentation on theme: "1. Copyright TrueChild, Inc. 2012 2 Gender Transformative Philanthropy A Key to Improving Life Outcomes for At-Risk Youth."— Presentation transcript:

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2 Copyright TrueChild, Inc Gender Transformative Philanthropy A Key to Improving Life Outcomes for At-Risk Youth

3 Why a Gender Analysis? 3 Identify factors that shape women/girls exclusion Foster social justice and civic society Intersectional approach connects age, race, class, etc. Increase opportunities for women and gay or trans people who don’t fit traditional gender norms Avoid reinforcing harmful codes of manhood, womanhood Better address structural inequalities Increase organizational and program efficacy

4 Why a Gender Analysis? 4 Increase program efficacy? Yes! More gender equitable/aware programs are more effective Don’t unintentionally reinforce harmful norms or mine negative stereotypes: treating girls as victims, boys as aggressors Gender aware programs promote social justice and avoid perpetuating systems of inequity and exclusion Address social pressures that negatively impact R/H, partner violence, educational achievement & civil engagement

5 Especially Important in Under- Resourced Communities Gender codes can be especially narrow Inequities may be more imbalanced Strong peer pressure on “the street” Harsh punishment for transgression Fewer avenues to constructively display masculinity or femininity 5

6 Especially Important for At-Risk Youth Gender inequalities play out through repressive sexual norms and gender-based violence * For Women: Result in health and social burdens that fall disproportionately on girls and women For Men: Limit conceptions of opportunity and success; Expose them to stigmatization, abuse and violence 6 * Why We Can’t Wait: A Case for Philanthropic Action – Opportunities for Improving Life Outcomes for African American Males Frontline Solutions for The Ford Foundation 2005

7 Characteristics of Gender Transformative Approaches * 7  Develop awareness that challenges and redefines rigid gender norms  Intersectional analysis that integrates gender with age, race, class, sex/or  Addresses structural gender inequities impact on girls and women  Use culturally-appropriate and positive messages  Engage boys as assets, part of solution, not as problems  Engage girls as assets, leaders, not as victims or bystanders  Synchronize work with boys and girls, together or separately as needed * Courtesy of EngenderHealth

8 Gender Integration Continuum* ** 8 Gender Exploitive Sustains traditional stereotypes and inequities (men as aggressors, women as weak, obsessed with appearance) to achieve program/policy goals Gender Neutral Ignores gender analysis (most common), fails to challenge harmful norms or inequities * Geeta Rao Gupta & Anne Eckman ** Interagency Gender Working Group Gender Sensitive Gender analysis used only to reach specific goals; avoids addressing structural inequities or intersectional analysis of gender and age, race, class, sexual orientation Gender Transformative Highlights and challenges harmful gender norms and inequities; “gender mainstreaming” that integrates analysis throughout policy, programs, and vision; engages boys and girls fully as empowered partners in the work.

9 Grantmaking Assessment Tool 9  Develop awareness that challenges and redefines rigid gender norms  Intersectional analysis that integrates gender with age, race, class, sex/or  Addresses structural gender inequities impact on girls and women  Use culturally-appropriate and positive messages  Engage boys as assets, part of solution, not as problems  Engage girls as assets, leaders, not as victims or bystanders  Synchronize work with boys and girls, together or separately as needed * Courtesy of EngenderHealth

10 Organization Assessment Tool New staffer orientation training include gender norms & equity 2. Women and men in leadership (management & board) positions 3. Gender non-conforming/LGBTQ on staff, management & board 4. HR policies address “gender identity & expression” 5. Offers girls/boys same services when needs are same 6. Offers boys/girls different services when needs are different 7. Vision includes transforming gender norms and inequities 8. Vision embraces gender justice and intersectional approach 9. Board and management “get” gender analysis

11 Program & Policy Assessment Tool Distinguish between sex and gender, and explain gender norms and equity 2. Challenge and reframe rigid gender norms 3. Integrate gender analysis in every aspect (not just in isolation) 4. Address culturally-specific gender norms 5. Engage young men as co-equals (not villains, bystanders, allies) 6. Engage young women as co-equals (not victims, disease vectors) 7. Gender mainstreaming (gender/women’s concerns integral to all services) 8. Include LGBTQ & gender-nonconforming images, messages 9. Encourage youth to work challenge harmful gender norms in society 10. Address institutional (school, workplace, hospital) gender norms and inequity 11. Directly challenge homo- & trans-phobia, heteronormativity 12. Avoid gender exploitive/stereotypic images, messages

12 Staff Assessment Tool 12 Management & Staff understand… 1. Gender concepts and definitions 2. Gender-based power imbalances and structural inequities 3. Culturally-specific gender norms 4. Gender’s connection with age, race, class & sexual orientation 5. Non-conforming genders + LGBTQ Management & Staff are committed to… 7.Being honest about their own gender issues and/or non-conformity 8.Challenging compulsory heterosexuality & heteronormativity 9.Engaging men as full partners (not villains, bystanders, allies) 10.Engaging women as full clients (not victims or disease vectors) 11.Challenging systems of gender inequity and power imbalance 12.Challenging rigid gender norms of masculinity, femininity 13.Gender justice & transformation

13 Organization Assessment Tool New staffer orientation training include gender norms & equity 2. Women and men in leadership (management & board) positions 3. Gender non-conforming/LGBTQ on staff, management & board 4. HR policies address “gender identity & expression” 5. Offers girls/boys same services when needs are same 6. Offers boys/girls different services when needs are different 7. Vision includes transforming gender norms and inequities 8. Vision embraces gender justice and intersectional approach 9. Board and management “get” gender analysis

14 A Dozen Steps Grantmakers Can Take * 14 1.Improve your understanding. Speaking with experts is a good start (truechild.org/OurExperts) 2.Bring in a representative from groups already doing gender work: TrueChild Thinking Man Consulting Men Can Stop Rape Futures Without Violence Planned Parenthood/LA Promundo/US 3.Host a grantee summit on how gender norms and inequities impact local at-risk youth 4.Suggest a funder’s conference have workshops or breakouts on gender transformative giving 5.Host a free webinar for staff or grantees on gender norms and at-risk youth 6.Ask questions about how gender norms impact youth on site visits, interim reports 7.Ask grantees for an intersectional gender analysis as part of your next funding guidelines 8.Invite grantees to address gender norms and inequities in proposals 9.Invite grantees to incorporate gender content into materials, websites, leave-behinds 10.Fund programs that specifically challenge at-risk youth think critically about gender norms 11.Familiarize yourself the latest research ( truechild.org/ReadTheResearch) 12.Commission a ‘white paper’ report on gender norms and your youth population. Compiled with assistance from Rahsaan Harris, Atlantic Philanthropies & Matt Barnes, Houston Endowments

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