Implementation of Gender Policy


Gender is a cross-cutting issue and the implementation of a Gender Policy will Require the commitment, participation and contribution of every staff member in the organisation. Our commitment to integrating gender perspectives will need to be reflected in work plans and budgeting as well. Organisations will be expected to develop plans of action for integrating gender perspectives into their work. These action plans will be used to monitor progress.

Society prescribes to women and men different roles in different social contexts. There are also differences in the opportunities and resources available to women and
men, and in their ability to make decisions and exercise their human rights, including those related to protecting health and seeking care in case of ill health.

Gender roles and unequal gender relations interact with other social and economic variables, resulting in different and sometimes inequitable patterns of exposure to health risk, and in differential access to and utilization of health information, care and services. These differences, in turn have clear impact on health outcomes.

We should be committed to advancing gender equality in our workforce, as well as in scientific and technical advisory bodies, and among temporary advisers and consultants

The goal of this policy is to contribute to better health for both women and men, through health research, policies and programmes which give due attention to gender
considerations and promote equity and equality between women and men.

Organisations/Partners will need to take the necessary steps to ensure a policy is formed in there organisation and is translated into action in both technical and management aspects of their programmes.

A gender Policy would need to apply to all work throughout the Organization:
research, programme planning, implementation, monitoring, evaluation, human resource management, and budgeting. Effective implementation of the policy will require senior level commitment and validation, organizational support for activities to advance the knowledge and skills of staff for efficient gender analysis in their area of work. Directors will be expected to institutionalize mechanisms for building capacity among their staff providing, information, training or technical support staff needed to assure the policy's success.


Gender is used to describe those characteristics of women and men, which are socially constructed, while sex refers to those which are biologically determined. People are born female or male but learn to be girls and boys who grow into women and men. This learned behaviour makes up gender identity and determines gender roles.

Gender analysis identifies analyses and informs action to address inequalities that arise from the different roles of women and men, or the unequal power relationships between them and the consequences of these inequalities on their lives, their health and well-being. The way power is distributed in most societies means that women have less access to and control over resources to protect their health and are less likely to be involved in decision-making.

Gender analysis in health often highlights how inequalities disadvantage women's health, the constraints women face to attain health and ways to address and overcome these. Gender analysis also reveals health risks and problems which men face as a result of the social construction of their roles.

Gender equality is the absence of discrimination on the basis of a person's sex in opportunities, in the allocation of resources and benefits or in access to services.
Gender equity refers to fairness and justice in the distribution of benefits and responsibilities between women and men. The concept recognises that women and men have different needs and power and that these differences should be identified and addressed in a manner that rectifies the imbalance between the sexes.

Gender mainstreaming defined as "...the process of assessing the implications for women and men of any planned action, including legislation, policies or programmes, in any area and at all levels. It is a strategy for making women's as well as men's concerns and experiences an integral dimension in the design, implementation, monitoring and evaluation of policies and programmes in all political, economic and social spheres, such that inequality between men and women is not perpetuated.

"Mainstreaming gender is both a technical and a political process which requires shifts in organisational cultures and ways of thinking, as well as in the goals, structures and resource allocations .... Mainstreaming requires changes at different levels within institutions, in agenda setting, policy making, planning, implementation and evaluation. Instruments for the mainstreaming effort include new staffing and budgeting practices, training programmes, policy procedures and


Download The Complete Organization Policy Manual From The Attachment Section Of This Page