is a socio-cultural construct that assigns an identity of being a woman or man, girl or boy, to individuals usually categorized as female or male at birth. Behavioural norms, role expectations and relationships are learned through socialization processes and vary across societies, cultures and time. Gendered expectations and role play are context specific and changeable. These influence responsibilities, activities, share and control of resources, participation in decision-making, hierarchical structures and power equations in all personal and work spheres. These impact the economic, political and cultural opportunities. Gendered roles intersect with other identity attributes such as age, class, caste, religion, ethnicity, ability, et cetera.

is the failure to distinguish between the sexes and explicitly recognize the inherent differences in the roles, responsibilities and diverse needs of women/men and girls/boys prevalent in socio-cultural context. Gender blind policies, projects and programmes perpetuate exclusion that arises from social norms, roles and expectations. Ignoring obligations associated with being female and male reinforcing stereotypes and gender inequalities. The status quo continues to hinder participation and productive contribution by all. Transformative change entails differentiated interventions that aim to overcome the barriers and impediments encountered by different genders. This approach is also referred to as being Gender Blind or Gender Neutral.

is an analytical process for examining any focal area, policy or action programmes in an organization from gender perspective. The aim is to incorporate needs of various gender segments in all dimensions of institutional functioning. It uses gender-disaggregated data and qualitative evidence to identify gender differences in scope and application of policies; participation rates and uptake of opportunities; access and control of resources; delegation of roles, responsibilities and decision-making powers; impact of programmes and actions. Analysis of patterns and trends is used to (re)formulate policies and design appropriate interventions plans for gender mainstreaming.

is a method of conducting an organizational analysis to determine how well gender equality has been institutionalized. It includes tools for assessment of structures, policies, processes, procedures, programmes, plans, projects. It undertakes analysis of organizational composition, data, trends and patterns, infrastructure, facilities, resources and budget allocations from gender perspective. It helps identify critical gender gaps, challenges and discriminatory practices. It enhances awareness about norms, attitudes and values. This in-depth analysis promotes gender mainstreaming. Thus, it is an important step towards transforming gender climate and organizational culture. Audit can be carried out by external expert agencies or be a guided participatory process of self-assessment supported by experienced facilitators. It promotes outreach and awareness through focus group meetings, training workshops and intervention programmes. Most importantly, it fosters organizational learning, community ownership and commitment for sustainable change.

approach recognizes the distinction between the sexes emanating from the inherent differences in the roles, responsibilities and diverse needs of women/men and girls/boys prevalent in socio-cultural context. Gender aware policies, projects and programmes aim to enhance the participation and productive contribution by designing different activities for different groups of people. The strategy is to adjust, adapt, accommodate and work around gender differences. However, an accommodating approach does not address the inequalities emerging from social norms, roles and expectations. Hence it does not lead to remedial actions and strategic transformation.

is about equal representation and participation of gender segments in all dimension of institutional functioning at all levels. It aims to promote diversity in the workplace and ensuring greater effectiveness of policies and programmes. Simultaneously, it entails equitable access to opportunities and resources; remuneration and benefits; roles, responsibilities and decision-making powers.

refers to prejudiced actions and decisions that arise from perceptions based on gender stereotypes. These lead to differential treatment and discrimination, usually in favour of males over females. In an organization gender bias is reflected in inequitable employment, opportunities for advancement, representation in decision-making and leadership positions, pay, benefits and privileges. It influences the gender climate and organizational culture, impacting day-to-day experiences of individuals. Bias is widely prevalent, held by all genders and assumes several forms. It may be implicit or explicit, unconscious or conscious in nature. Bias in any form warrants concern, reflection and action. A great deal of effort is required to overcome bias through specially designed sensitization and training programmes. Contemporary discourse addresses bias faced by different segments along the gender spectrum and intersectionality with other socio-cultural identities.

is a social system whereby people are thought to have either one of two genders: man or woman. The traditional social belief is that genders will correspond to the sex assigned at birth, that is female or male. It is expected that all individuals will align with the traditional concepts of masculine and feminine identity, roles, expression, and sexual preferences. The gender binary system of natal sex labels is rigid and restrictive. It excludes several other gender identities. It does not take cognizance that gender attributes lie on a continuum of gender spectrum.

is the failure to distinguish between the sexes and explicitly recognize the inherent differences in the roles, responsibilities and diverse needs of women/men and girls/boys prevalent in socio-cultural context. Gender blind policies, projects and programmes perpetuate exclusion that arises from social norms, roles and expectations. Ignoring obligations associated with being female and male reinforcing stereotypes and gender inequalities. The status quo continues to hinder participation and productive contribution by all. Transformative change entails differentiated interventions that aim to overcome the barriers and impediments encountered by different genders. This approach is also referred to as being Gender Agnostic or Gender Neutral.

is a gender-based assessment of budgets, incorporating a gender perspective at all levels of the budgetary process. It focuses on examining and restructuring resources, allocations and expenditures in order to achieve set goals and targets for gender equality initiatives. Budgeting is an important strategy for gender mainstreaming in institutions.

is the method of collection of quantitative and qualitative data categorized by sex (female/male) or gender. This data helps identify critical gaps and disparity along various dimensions in an organization. These span education, employment and advancement opportunities; pay, benefits, privileges, access and control over resources; representation in decision-making and leadership positions; recognition and rewards. It provides critical information for evidence-based studies, research, analysis, reflection, and actions. Without reliable and valid gender disaggregated data, it is difficult to identify and map the nature and extent of gender inequalities. It provides a basis for strategic planning to promote gender equality for transformative change.

refers to the relative difference in representation of females and males in a focal area or specific context. It is a quantitative measure of the gap expressed in absolute numbers or as percentage of females and males. It may also be expressed as the ratio of female-to-male values. Gender disparity is a key statistical indicator in an organization as it provides a measure of effectiveness of its initiatives on gender equity. At a national and global level, the indicator helps organization to evaluate own performance against statistical benchmarks.

is usually spoken of in the context of empowerment of women and girls. Empowerment refers to enhancing the ability to take control of one’s own life. An essential step in this direction is to understand one’s needs, interests, priorities; ability to make choices and proactive decisions; increase access and control over resources; participate in decision-making and assume leadership roles; develop inherent strength and resilience. It is important to increase awareness about legal rights and constitutional support structures. Women’s empowerment is crucial for strengthening their participation in the political, social or economic sphere. Prevalent inequities mandate transformative efforts to end discrimination and create equal opportunities for women’s participation at individual, community and organizational level. Empowerment is not a power game between men and women. Men are to be considered as allies in any process of change towards shared goals.

recognizes that irrespective of gender differences, all human beings should have equal rights and responsibilities for a life with dignity. They should have equal opportunities, access to resources, freedom to exercise choices and fulfill aspirations. Developing personal abilities and realizing full potential entails overcoming gender stereotypes, prejudices, biases and systemic barriers. Equality enables all to contribute to economic, social, cultural and political development and reap benefits thereof. Gender equality recognizes individual and group differences in the gender spectrum. It upholds diversity and inherent differences in interests, needs and priorities of individuals. Equality does not mean that all genders will be similar. The manifesto is to ensure equal rights, dignity and contribution of all genders on all fronts, including the home, family, community and society.

refers to making the playing field level for work-force participation, performance and success for the full spectrum of gender. It recognizes historical and social disadvantages, prevalent systemic bias and special needs of each segment. Creating equal opportunities for full participation of all genders entails providing differential treatment and special measures to achieve similar outcomes. Particular focus is on achieving gender parity in academic, workplace, social and economic engagement with impact on quality of life. Gender equity is a step towards gender equality.

provide a measure of performance of programmes and policies that aim to achieve gender equity along focal dimensions. This entails collection and analysis of disaggregated data, evidence and information on identified facets. Further, this entails identifying barriers, challenges, opportunities; gaps, obvious lacunae and unintended outcomes that need purposeful actions. Focus is on what needs to be done to bridge gaps between policy and practice. Key indicators broadly reflect on how well policies processes and associated activities are implemented; meet the goals, objectives, expected results and influence change. They reflect overall progress and transformative change towards achieving gender sensitive or gender responsive environment.

is the difference in any focal area between different gender segments. It is indicative of gender inequality in facets such as educational attainment; employment and workforce participation; uptake of opportunities; engagement is activities; access and control of resources; delegation of roles, responsibilities and decision-making powers; impact of programmes and actions; remuneration and benefits.

is a strategy adopted for promoting and achieving the goal of gender equality. It recognizes that Institutions are gendered social settings. It entails integrating gender perspective in (re)organization, improvement, development and evaluation of all policy processes at all steps by those involved in policymaking. Per se, it encompasses stakeholder consultations, advocacy and legislation. Achievement of gender equality goals depends of effective planning, adequate resource allocation, monitoring and implementation of policies, processes, procedures, practices, programmes and projects. Mainstreaming is expected to bring transformative change impacting political, economic and social spheres to benefit all members of society equally.

is the failure to distinguish between the sexes and explicitly recognize the inherent differences in the roles, responsibilities and diverse needs of women/men and girls/boys prevalent in socio-cultural context. Gender blind policies, projects and programmes perpetuate exclusion that arises from social norms, roles and expectations. Ignoring obligations associated with being female and male reinforcing stereotypes and gender inequalities. The status quo continues to hinder participation and productive contribution by all. Transformative change entails differentiated interventions that aim to overcome the barriers and impediments encountered by different genders. This approach is also referred to as being Gender Blind or Gender Agnostic.

determine socio-cultural values, expectations and role plays. These guide how women and men, boys and girls, should behave and act in everyday life. Permitted norms of behavior are socially internalized early in life and reinforced throughout the life cycle. These tend to impose conformity and impose gender stereotypes in all spheres. Gender norms are context dependent and can vary across societies, cultures, communities and time.

refers to the relative equality in representation of females and males in a focal area or specific context. It is a quantitative measure of equality expressed in absolute numbers or as percentage of females and males. It is usually expressed as the ratio of female-to-male values. Gender Parity is a key statistical indicator in an organization as it provides a measure of effectiveness of its initiatives on gender equity. At a national and global level, the indicator helps organizations to evaluate own performance against statistical benchmarks.

refers to the relative difference in the pay or remuneration received by females and males for work carried out at similar employment level in the organization. It is a key indicator that provides a measure of effectiveness of an organization’s policies on gender equity.

approach recognizes the distinction between the sexes emanating from inherent differences in the roles, responsibilities and diverse needs of women/men and girls/boys prevalent in socio-cultural context. Gender responsive policies, projects and programmes aim to enhance the participation and productive contribution of all through activities specially designed to overcome stereotypes, barriers, challenges. Gender responsiveness entails going beyond being gender aware and accommodating gender differences. It means taking cognizance of unique needs, perspectives, experiences, developmental differences of all genders. Sensitive and responsive actions stimulate transformative changes in systems, structures, and norms. The strategy enhances gender equity and ultimately empowers all members of the community.

emanate from socio-cultural expectations that influence behaviour and attitude in all realms of life. These are learned behaviours internalized through a process of socialization. Individuals are conditioned from early years to perceive those certain roles, activities, tasks and responsibilities are socially appropriate and best performed by females/males or women/men or girls/boys. Social and behavioral norms are reinforced in diverse contexts and become a part of lived experience. The reproductive role of childbearing leads to female being perceived as primary caregiver. Traditional family models perceive male as bread-winner and female as homemaker despite increasing participation of females in the workplace. In addition to unpaid caregiving roles, females also undertake community roles in disproportionate measure. Care and service responsibilities limit and impact the quality of female contribution in the economic and professional spheres.

approach recognizes the distinction between the sexes emanating from inherent differences in the roles, responsibilities and diverse needs of women/men and girls/boys prevalent in socio-cultural context. It pays attention to gender-based stereotypes, biases, discrimination and exclusion in diverse spheres. Gender sensitivity is reflected through gender responsive policies and actions that aim to enhance gender equity and bring about gender empowerment. Contemporary discourse goes beyond the binary of women/men. Gender sensitivity also entails an understanding of the full gender spectrum and inherent differences between various gender categories.

is the process of social learning by which gender groups internalize the norms of social behaviour and societal expectations. This leads to perceptions about attitudes, roles, activities, tasks and responsibilities that are socially appropriate and best performed by females/males or women/men or girls/boys. Socialization manifests as conformity to traditional gender, perpetuate stereotypes and inequality.

goes beyond the gender binary of woman and man arising from the sexual identity at birth as female and male. A person’s sex can be female, male, or intersex manifested as multitude of biological combinations. Gender is a personal identity that is socially constructed. Multiple gender identities exist along the continuum between the binary of being distinctly male or female, man or woman. Gender spectrum refers to biological, mental and emotional traits that define an individual’s gender identity on the continuum. A nonbinary gender identity transcends the normative categorization as male/female or man/woman. It allows for inclusion of nonbinary gender identities, gender expressions, and sexual orientation/preference.

are widely held notions and beliefs about attributes, characteristics and roles ascribed to members of social groups based on gender. These arise from social conditioning about gender roles and are often deeply ingrained. Stereotypical thinking manifests as oversimplified generalizations, hasty opinions and biased judgment. At individual level these influence personal and professional life choices, careers, performance and capacity to leverage opportunities. At community level, stereotypical perceptions lead to prejudice, conscious and unconscious bias that can have wide ranging consequences on organizational decision making. This has detrimental impact on gender equality.