1. + GENDER AT WORK: A GLIMPSE INTO THE INDIA PROGRAM 27 th June 2012

2. + GENDER AT WORK G@W is a collective working to strengthen organizations in order to build cultures of equality and social justice. Aims to advance gender equality by supporting social- change organizations to change their structures, processes, and programs

3. + GENDER AT WORK Registered as a non-profit organization in 2003, presence in India since 2008.

4. + SSK AMIED DOOSRA DASHAK SAATH THE ANT DSS YUVA GRAM SAVARAJ MJAS NRESWN GVM LOK SAMITI PARMARTH ECONET VANANAGA G@W-INDIA PARTNERS 2009 onwards

5. + GENDER AT WORK: ACTION LEARNING PROCESS Collaborated with 20 PARTNERS, across India all participating in ACTION LEARNING PROCESSES to bring about a change in their structures, processes and or programs, aiming to lessen gender discrimination therein (2004- 2011)

6. + CHANGE PROJECTS AT A GLANCE: PROGRAMME GRAM VIKAS (2004-2005): To form men’s groups in selected villages tospecifically address issues of violence against women: not only by directintervention but also by sensitizing the male youth to the issue CHILDREN’S PARLIAMENT (2008-09): To instill among members ofChildren’s Parliament an understanding on gender equality, speciallyaround education of girl children. Gender Minister/Ministry formation toensure issues of discrimination highlighted and addressed. DOOSRA DASHAK (2010-11): Form a gender training team within theorganisaiton with the skills and ability to conduct gender trainings at thecommunity level as well as at the level of the organisations staff (over 300staff members) SAATH (2010-11): To assess and improve the impact of micro financesupport and services to its 12000 members in order to change/improvethe status of beneficiary women at the individual, family as well as at thelevel of society.

7. + CHANGE PROJECTS AT A GLANCE: ORGANISATIONAL DAPU (2004-2005): Building women’s leadership in a dalit union in Andhra Pradesh To engender the leadership of DAPU at the Block and District level. They had one woman heading their District-level operations (of 20 District Coordinators) and no women at the level of State organizational leadership/management. HUL (2008-09): To embed the principles of gender equality within HUL so that gender consciousness seeps into the structure, programs, work ethics and culture of HUL, a newly formed/nascent organization. The ANT (2010-11): To develop a deep rooted and dynamic gender policy to promote gender balance within the Ant’s staff and in its programmes. GRAM VIKAS KENDRA (2010-11): To bring about a change in the existing inequality within the organisation(gender related) to be done by building the understanding of GVM’s Board, core team, putting a gender policy in place and developing a five-year strategic plan on gender in the organisation. SAVARAJ (2010-11): To build the second line of leadership in the organisation which is based on a model of collective leadership.

8. + CHANGE PROJECTS AT A GLANCE: COMBINED UDAAN (2008-09): To understand the change that has occurred since the inception of the organization: internally within the organization as well as at the individual level (amongst staff but also amidst the team and teachers). Also to reflect the change at the community level (school) in terms of the VALUES promoted by the organisation and its practices. AMIED (1010-11) : To amend the organization’s staff policy to ensure a greater number of Muslim women join the organization (even though their beneficiaries were muslims, representation of muslim women on staff was minimal. To increase the participation of Muslim women in the community based School Management Committee (SMC) mandated by a recent Government Law. MAHILA JAN ADHIKAR SAMITI (2010-11): To put in place a systematic staff policy which reflect the feminist principles and values of MJAS without compromising totally on the flexible nature. To document the history of the organisation in a manner which tells its story from the point of view of the many women and their myriad perspectives that have shaped this unique women’s collective. understand the change that has occurred since the inception of the organization: intern

9. +

10. + GENDER AT WORK: DALIT WOMEN AND LIVELIHOODS Partnering with 4 organisationsfrom UTTAR PRADESH on anintensive programme on Dalitwomen and livelihood. Collaborating with 2organisations from AndhraPradesh on the project.

11. + RATIONALE FOR PROJECT Political Rights: Dalit Social Rights: Women Economic Rights: Right to Work All three dimentions could be explored in the context of NREGA

12. + NATIONAL RURAL EMPLOYMENT GURANTEE ACT (NREGA) BRIEF HISTORY The National Rural Employment Guarantee Act was enacted in 2005 after a long struggle by trade unions, worker’s movements, women’s organizations, civil society groups and was supported by left parties. FEATURES: 100 days of work Unemployment benefits 33% reservation for women Equal wages for men and women

13. + PROGRAM DESIGN and EVOLUTION OF THE PROCESS Started where organisations/community were at Built on existing strengths Inception Meeting in March ‘10: Lead + Colead + Resource Team Partners Meeting for both States in May 10 Definition of log frame parameters State-wise program management G@W playing consolidation role