manual: women workers' rights and gender equality - International ...

• When giving training to mixed groups in terms of sex and age, take into account that:
- The male/female ratio of representation should range between 40 and 60 per cent.
- You should ensure that at least one-third of the participants are women, whose rights are to
be promoted during the session otherwise it becomes difficult for those in the minority to
effectively have a voice.
- Training on subjects dealing with power abuses and/or sexuality is usually best dealt with,
especially in first instance, in women- or men-only groups.
• Ensure enough ‘speaking time’ for both sexes but especially women. Men will usually be more
used to speaking in public and tend to respond faster and longer. If this happens, let the
speaker finish, but ask him to be brief. Tell the group that mostly men have taken the floor up
to now and that women’s perspective and views are equally important. Stop giving the floor to
men and indicate that women are now invited to speak to give ‘equal voice to women and
men’. Ensure that women’s perspectives are being heard and acknowledge inputs and
viewpoints of men and women in starting and concluding sessions.
• Promote an informal, cooperative and trustful environment throughout the workshop. The
opening session is crucial for setting the right tone. Warm-up exercises and icebreakers are
useful for creating a team spirit and creating a friendly atmosphere. Ensure respect for all
viewpoints, from men and women, young and old, rich and poor and people with different
ethnicities and cultural backgrounds. Discourage judgmental and condescending comments
among participants. When a friendly environment is created, participants are more likely to
voice their honest opinions, fears, ‘obstacles’, and needs. If participants’ true concerns and
needs are not addressed, discussions will be less relevant, and consequently the learning will
be less effective.
• Respect local wisdom from women and men of all ages, income classes and ethnicities. Use
the knowledge people have as an entry point and respect points of view that are not your own.
People with little education may know a lot and be very smart.
• Avoid creating a divide between men and women. Stereotyping all women as the victims and
all men as the aggressors is misleading and can be very threatening. Resist making sweeping
generalizations. Draw out the ‘women’s perspective’ and respect the ‘men’s perspective’.
• Encourage inputs from all participants, and be receptive to suggestions for improvement. All
trainers and facilitators must stick to the aims of the training and timetable, but at the same
time be flexible in running their session, in terms of the content and the process (timing and
methodology). Adults learn best when in control of their own learning process.
• If men or ‘elite women’ feel threatened by the subject under discussion they may start to make
sexist jokes, use derogatory language towards women, or make other comments to keep
women ‘in their place’. If women are not secure or feel safe in the situation, they will accept
this. Address this type of behaviour immediately by asking the persons in question whether
they really believe what they say and why they believe this. Ask other participants whether they
agree or not and start a dialogue on the subject. Usually, this works out fine, because people
generally have no doubt when there is no respect for one another and basic rights are being
violated. If obnoxious behaviour persists, cut the person short and indicate that un-respectful
behaviour is not tolerated in the group.
• It helps to have the support from high-level people for gender equality activities, whether it is
within your organization, from a local chief or other respected women and men in the
workplace or community. People are willing to think about the subject if they understand that
respectable persons give their support to the issue.
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