Gender mainstreaming is a strategy for promoting gender equality by incorporating a gendered perspective into all aspects of policy, planning, and implementation. In other words, gender equality is not regarded as a separate issue, but an integral part of every decision-making. Mainstreaming gender does not mean simply adding a “women’s or gender equality component” to an ongoing implementation but considers the diverse experiences, knowledge, and interests of women and men in business acumen.
“Mainstreaming gender in planning and policy can ignite a transformative spark, propelling women to the forefront of economic progress… However, the challenge lies in translating these policies into concrete action, propelling us toward a more equitable and empowered society.” – Ma. Aurora “Boots” D. Geotina-Garcia, Women Who Lead
It is important to note that gender mainstreaming is not the final outcome, but a mechanism to transform unequal structures to achieve gender equality. An example is affirmative action, where policies or practices give preferential treatment to members of disadvantaged groups, such as women employees and people with disabilities. Affirmative action can be an effective temporary measure to address institutionalized discrimination and level the playing field. in 2021, ASEAN (Association of Southeast Asian Nations) released their Gender Mainstreaming Strategic Framework 2021 – 2025 which highlighted some gender mainstreaming strategies from member states:
📍 Malaysia
- The Malaysian Statistical Training Institute now offers courses on gender statistics.
- Malaysia has three priorities for strengthening national gender data over the next 5 years:
- Establish an interagency coordination mechanism on gender statistics
- Re-process existing data to produce more disaggregated and/or new gender statistics
- Better use and/or improve administrative-based or alternative data sources to address gender data gaps
📍 Cambodia
- The Ministry of Women’s Affairs (MoWA) advocates and provides technical support to line ministries through Gender Mainstreaming Action Groups.
- Technical working groups on gender-based violence, women’s economic empowerment, and women in leadership and governance provide participatory work for government, international agencies, CSOs, and the private sector.
- Focused sectoral gender mainstreaming initiatives support institutional technical capacity to integrate gender considerations into education, health, legal protection, women in politics, and climate change initiatives.
Diversity Backlash
Despite the significance of gender mainstreaming, it is often overlooked by decision-makers because gender is often seen as a “women’s issue” and insignificant to business development. However, Gutiérrez and Castaño (2020) argue that gender mainstreaming can foster more inclusive and productive businesses, and accelerate development goals. In their report, ASEAN detailed some of the resistance to implementing gender mainstreaming efforts within organizations, which include:
- Personal blame: Stakeholders may feel personally blamed for discriminatory practices, and may resist gender mainstreaming to avoid accountability.
- Additional work: Committing to gender mainstreaming will require additional work, and stakeholders may resist it to avoid increased workload.
- Denial: Stakeholders may deny that gender equality is an issue for their organization or the issues they work on, and may avoid to address it by resisting to gender mainstreaming implementations.
- Women’s issue: Some hold the perspective that gender equality is an issue for women, and may resist gender mainstreaming to dismiss the issue and their responsibility for it.
Given the multiple resistance factors, is important for implementing parties to understand where resistance comes from and communicate how the strategy will benefit everyone collectively. Sex-aggregated data is also crucial to highlight the inequities both men and women face in situations where discrimination is institutionalized.
Implementation and action
What should agencies/organizations consider and expect when implementing gender mainstreaming within their system? The International Labour Organization (ILO) has outlined the following steps:
- Accountability: Adequate accountability mechanisms for monitoring progress need to be established.
- Gender analysis: Assumptions that issues or problems are neutral from a gender-equality perspective should be avoided. Gender analysis should always be carried out as a precursor to every project.
- Gender differences and disparities: When identifying issues and problems across every area of concern, it is important to consider the different ways in which men and women experience them.
- Political will and resources: Clear commitment from decision-makers and allocation of adequate resources for mainstreaming, including additional financial and human resources if necessary, are important for translation of the concept into practice.
- Broaden women’s participation: Gender mainstreaming requires that efforts be made to increase women’s equitable involvement at all levels of decision-making.
While women do suffer from greater inequality and discrimination in society, it is worth noting that the term “gender” in gender mainstreaming does not only include women. It takes into account how both men and women experience the world differently and seeks to transform unjust structures where necessary to create a more inclusive society.
Citations
- ASEAN Gender Mainstreaming Strategic Framework (endorsed by AMMW). ASEAN Main Portal. (2021, September). https://asean.org/wp-content/uploads/2022/01/ASEAN-Gender-Mainstreaming-Strategic-Framework-endorsed-by-AMMW.pdf
- International Labour Organization (ILO). (2022) Definition of Gender Mainstreaming. https://www.ilo.org/public/english/bureau/gender/newsite2002/about/defin.htm
- Geotina-Garcia, Ma. A. “Boots” D. (2023, August 3). Transforming empowerment of women into action. INQUIRER.net. https://opinion.inquirer.net/165272/transforming-empowerment-of-women-into-action
- Gutiérrez, D., Castaño, A. (2020). Gender equality in the workplace: Key driver of well-being, business performance and Sustainability. Aligning Perspectives on Health, Safety and Well-Being, 95–116. https://doi.org/10.1007/978-3-030-53269-7_6
- United Nations. (n.d.). Osagi gender mainstreaming. United Nations. https://www.un.org/womenwatch/osagi/gendermainstreaming.htm
- United Nations Office on Drugs and Crime (2013). Gender mainstreaming in the work of UNODC. https://www.unodc.org/documents/Gender/UNODC-GuidanceNote-GenderMainstreaming.pdf
