Every development initiatives should be implemented following a gender guideline especially in case of more gender sensitive issues, for example migration and climate vulnerability.
Gender equality and social inclusion are seen as not only a fundamental aspect of human rights and social justice, but also a precondition to improve the development process by putting social concerns at the forefront of interventions. In such context, while implementing any initiatives that aid the development process, gender and social inclusion should be kept in mind.
IID shared its Gender Equality and Social Inclusion Strategy (GESI) guideline while moderating a session on 10th & 11th of January, 2018, at the 4th quarterly workshop of PROKAS. Discussion started with a presentation on how IID has been trying to follow GESI in it organizational policies and development initiatives to ensure gender balance and equal participation of all groups. The objective of the session was to know the existing practices of gender and social inclusion, based on which a GESI guideline for all the partner organizations will be prepared.
According to the GESI guideline, when it comes to maintain a gender sensitive organizational culture, IID have to ensure that its work environment and HR policies adequately address gender equality. For every research, policy and program, IID is supposed to evaluate the differential impact on women and men, youth, and various social groups, to ascertain that no one is impacted unfairly. For example, in a policy forum, we sometimes ask questions and create opportunities to speak up if the women participants are uncomfortable to talk. In research reports, focus is kept on gender-responsiveness for better inclusion and equity.