Understanding gender competence
Gender is the foundational element of the Equally Safe in Practice Framework. Gender affects the way our society is structured. Power, resources and opportunities are not shared equally by all people in society – in Scotland, and across the globe. This means gender affects our lives at home, in public and in the workplace, and also has an effect on the way we work with other people. Gender roles, stereotypes and social norms underpin the power dynamics between women and men.
Gender inequality is a root cause of violence against women and girls (VAWG). VAWG has no place in our society, it damages health and wellbeing, limits freedom and potential, and has a profound effect on our communities. An understanding of gender and gender inequality is essential to understanding VAWG.
What does it mean to be gender competent?
To be gender competent is to have an understanding of how gender shapes people’s experiences, opportunities and outcomes, and using that knowledge to apply a gender lens to planning, policy development, budgeting and programming.
It involves:
- Recognising the impact of gender norms and inequalities, including intersecting inequalities.
- Responding appropriately to the different needs of women, men, and people of minority genders.
- Designing and delivering services that actively challenge gender bias and promote equity.
What does it mean to apply a gender lens?
Understanding gender, and how gender inequality interlinks with other inequalities, enables us to contribute to creating an inclusive, respectful workplace. It enables us to view our work, our everyday practice, through a gender lens.
Systems, organisational cultures, policies and procedures impact different people in a different way. Applying a gender lens helps create a more inclusive and equal spaces, and avoid discrimination, inequality of opportunity and reinforcing harmful stereotypes.
Applying a gender lens in the workplace helps to advance gender equality by ensuring that:
- The impact on all genders is considered, and is a priority, at planning, design, development and review stages.
- Any differences in the way processes, policies or structures are likely to impact unfairly on women are anticipated.
- Organisations reflect, capture data and measure progress, specifically considering the gendered differences in needs and experiences.
- People with lived experience have safe, meaningful spaces and pathways to participate in decision making, development and implementation.