GADN submits response to The International Development committee’s inquiry on Disability and Development

Members of the GADN coordinated a response to the inquiry on disability and development, highlighting the need to address the needs of disabled women in policy and programming.

Biases against gender and disability combine to form some of the most severe forms of marginalisation and discrimination. However, they are often treated as separate issues. This double discrimination excludes disabled women and girls from accessing education, health care, employment and economic resources while exposing them to heightened rates of violence and abuse.

The submission outlined how disabled women and girls are slipping through the cracks in in the UK and internationally. A successful DFID approach to gender and disability must mainstream the two issues across its structures, policies, and programmes within an overarching commitment to disability-inclusive development. This includes collecting gender disaggregated data, including disabled women and their perspectives, supporting empowerment of and leadership by disabled women, evaluating assumptions about feasibility, and monitoring progress.
 
Members of GADN who are interested on working on gender and disability are welcome to join a new working group for this area. Please email Francesca Francesca.rhodes@gadnetwork.org.uk for more details.
 

Gender Mainstreaming – discussion on gender training


The Gender Mainstreaming working group recently held a meeting to discuss gender trainings. The group looked at why we do these trainings, when they are appropriate and how to make them effective and supportive of long lasting change. The key recommendations drawn from the meeting were:

  • Look for training to be creating transformational change, not just about technical experts. We should be looking to reframe ‘gender training’ towards ‘gender justice and gender equality’.

  • We are part of a global gender justice movement, and any training should be towards supporting this. Should have strong ambition.

  • Trainings should not be seen as a process which will get finished and accomplished in its aims quickly, they will always require an on-going process towards achieving gender equality.

  • Being aware of the context and where the participants are coming from is important. For organisations - gender analysis within them is important.

  • When training for an organisation, involving the leadership is key– talk to the CEO and Trustees and involve them in the planning

  • Technology can be used creatively to disseminate information

Working Group updates:

Key updates from across the network at the start of 2014:

  • The Girls Education working group are meeting in late January to discuss and formulate a position on gender and education in the post-2015 framework

  • The Violence Against Women and Girls working group are meeting in Feb to share updates and discuss on-going joint work and briefings, including a FAQs document on violence against men and boys.

  • The Post-2015 working group is working on resources to help shape gender targets and indicators in the new framework.