Presentation on theme: "UNDP Poland Pro(e)quality - quality standards for GM training Marta Rawłuszko."— Presentation transcript:
UNDP Poland Pro(e)quality - quality standards for GM training Marta Rawłuszko
Overview Joint forces of five European capitals Crucial points of GM implementation Quality standards for GE and diversity training First results - employers feedback Whats more? Whats next?
Background Transnational cooperation under EQUAL with various institutions coming from Berlin, Bratislava, Lisbon, Vienna and Warsaw – Pro(e)quality Partnership. Common interest in contributing to systematic and structural change towards gender equality in the labour market. Almost 2 years of close cooperation in 4 working groups with around 40 experts involved coming from more than 20 organizations (NGOs, companies, universities, employers organizations, trade unions, public authorities, and UN agenda). Strong product-orientation, clear definition of tasks and responsibilties, ambitious but feasible working plans, resources flexibility, good team spirit.
GM implementation GM implementation has to be connected with education, rasing-awareness and adequate training. The ESF has created considerable demand for GM knowledge and skills on different levels and in different sectors. Thus, gender training is becoming a growing segment of training services market. GE training is one of GM implementation tools. As such, it has to have its general aims clearly defined. Quality standards for GE training should be widely discussed and promoted. If GM strategies are expected to reach their ultimate goal, i.e. social change/gender equality, their tools have to be measured and evaluated. Quality standards of GE training serve this goal. Quality standards for GE training should be used by suppliers, as well as GE training contractors. Both sides should apply and improve these standards.
Quality standards for GE training The tool was prepared for trainers, experts, and consultants to develop more successful GE training. It was also prepared for contractors to support their choices when deciding on GE training offer. In both groups it could be used in order to measure and evaluate GE training. The brochure contains the introduction with clarification made on terminology (GE training, GM training, diversity training) and definitions. It is structured into four chapters devoted to: content, methodology, conditions, and facilitators profile. There is also a special chapter focused on diversity training. The brochure constitutes a catalogue of quality standards combined with a list of indicators and examples of good practice and lessons learnt. There are also links to websites with more information on GE training.
Quality standards - Content The training provides participants with facts, figures and indicators concerning the social and economic situation of women. The training supports the participants in self-reflection and in developing self-awareness, and helps them define their personal and social identity, particularly in regard to gender. The participants gain understanding of the origin and functioning of gender stereotypes, and of prejudice and its results – gender inequality and discrimination. The training creates anti-discriminatory attitudes and behaviors. The legal context of gender equality is presented in a comprehensive manner. Knowledge, skills and attitudes are required and help incorporate gender- linked considerations and perspectives into all of the organizations activities. The training illustrates the wide and diverse context of gender equality.
Quality standards - Methodology Diagnosis of needs is conducted and taken into account for the training. The training is tailored to fit target group needs in regard to the content, methods and time schedule. The training materials support the participants in their learning process in the most effective and comprehensive manner. Facilitators use active methods to enable the personal engagement of participants. Participants life experience, their knowledge and professional experience related to gender issues is taken into account. Gender-sensitive language is used during the training.
Quality standards – Conditions The organization is open to change. Gender-related quantitative and qualitative data (facts and figures) about the organization have been collected in order to assess the status quo. The training has been approved by the top management of the organization. General goals, learning objectives and expected results have been clarified with the contractor. Facilitators are made aware of any potential problems or challenges involved in introducing gender issues into the organization. Participants have influence over the content of the training. The composition of the group is known ahead of time and has been taken into consideration during the planning. The strategy for marketing the training is adapted to the needs of the organization. Results of the training are assessed and further reccommendations are given. The training is embedded in a broader approach aimed at promoting equality.
Quality standards – Facilitators Profile Facilitator possesses a higher education as well as competence in workshop design and implementation. Facilitator has comprehensive knowledge of gender issues. Facilitator possesses high interpersonal competence conductive to the participants learning about gender equality. Facilitator possesses high competence in sustaining the process of change involved in achieving gender equality. Facilitator use non-discriminatory and gender sensitive language. Facilitator possesses personal traits and presents attitudes which encourage learning. Facilitator is highly focused on constant self-development.
First results - employers feedback Within the framework of Polish EQUAL project called Gender Index a training model How to manage an equal opportunities company was built up. There were 9 two-days workshops provided to employers from SMEs as well as multinational companies (Feb-Jun 2007, 94 participants). It was the first time in Poland that this kind of training has been proposed to the business. The evaluation report was prepared on the basis of 76 evaluation questionnaires. 75 participants out of 76 would recommend the training to other colleagues. All participants agreed that this training would affect their professional life. 71 participants out of 76 agreed that the training met their needs and expectations. 54 participants out of 76 agreed that they will use gained knowledge and skills in their workplace. The avarage rank given by participants to the training was from 4.5 to 4.9 (1-5 scale).
Whats more? Whats next? In the cooperation with UNDP, Polish NSS prepared GM/PMC training model designed for EQUAL Development Partnerships. GM workshops were built up and provided according to the quality standards. GM workshops were delivered to 94 Polish DPs (more than 600 institutions working on regional and local level). Initial evalation shows that GM workshops are perceived as one of the best training offers prepared for EQUAL projects. Quality standards will be used when developing an enlarged GM training offer in new ESF period in Poland. Pro(e)quality transnational partnership has also developed: Principles for Successful Implementation of Equaity Measures (Gender Mainstreaming and Diversity Management) into Enterprises/Organisations Gender Diversity Knowledge System www.berlin-divercity.de http://ec.europa.eu/employment_social/equal/products/prod126_en.cfm
Thank you for your attention! Marta Rawłuszko United Nations Development Programme, Poland email@example.com Pro(e)quality: www.berlin-divercity.de Gender Index: www.genderindex.pl GM training for EQUAL: www.gm.undp.org.pl