The Gender Agenda: A First-Hand Account of How Girls and Boys Are Treated Differently

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Potter and Wetherell, 1987 Potter, J.& Wetherell, M. ( 1987). Discourse and social psychology: Beyond attitudes and behaviour. London: Sage.

Revisiting the ‘Gender Agenda’ - GSDRC

Sullivan et al., 2012 Sullivan, D., Landau, M., Branscombe, N.& Rothschild, Z. ( 2012). Competitive victimhood as a response to accusations of ingroup harm doing. Journal of Personality and Social Psychology, 102( 4), 778– 795. The collective voices of feminist organisations, movements and activists are more powerful and influential in demanding positive, irreversible change. Therefore, o ur second strategic goal focuses on Womankind influencing a transformative, feminist agenda for change , in collaboration and solidarity with feminist movement partners and allies. This is why we continue to influence for change locally, nationally and internationally through our support to partners and our own direct advocacy work. These policies broke down barriers and supported women to fully participate in political life. Furthermore, this highlights how supporting women in leadership positions results in feminist action and in turn creates local change. This influences norms of leadership roles within communities and opens space for women’s political participation more broadly. Nash, 2010 Nash, C. ( 2010). Trans geographies, embodiment and experience. Gender, Place & Culture, 17( 5), 579– 595.

equality is integral to BAWP

In Europe, many executives tell us that the momentum for change took hold only when the top team made its commitment visible—for example, by appointing women to senior positions or taking measures to ensure that they were considered for certain jobs. Sponsorship is (and always has been) a critical part of an executive’s path to the top. HR leaders tell us that these relationships are hard to institutionalize and that formal programs have mixed success. But we find it significant that one company did much better when the CEO and the diversity leader personally took charge of the sponsorship program, selected a group of high-potential women, and invited them to spend significant time with the top team. Women in the program really got to know the CEO and senior-team members, and vice versa, and most have since moved up the management ladder. Managing—and cultivating—the pipeline Norton and Herek, 2013 Norton, A. T.& Herek, G. M. ( 2013). Heterosexuals' attitudes toward transgender people: Findings from a national probability sample of US adults. Sex Roles, 68( 11–12), 738– 753. With record numbers of young people identifying as transgender, we need to ensure the full inclusion of transgender people in education, faith groups and the workplace.

Influencing the Agenda - Womankind Worldwide

Every major cultural, operational, or strategic change in a business requires personal passion, “skin in the game,” and role modeling from senior leaders, and gender diversity is no exception. When a CEO is the chief advocate and “storyteller,” more people (including the often less committed male middle managers) believe that the story matters and begin to adopt the CEO’s mind-set and behavior. Intensely committed CEOs make their goals clear and specific, tell everyone about them, get other leaders involved, and manage talent to help make things happen. CEOs who do not see gender diversity as a top issue fold “gender” into “diversity” and “diversity” into “talent,” thereby losing focus as leadership of initiatives is delegated to others further down the line. CEOs who champion gender diversity, for example, participate in women’s events and multiday talent discussions; less committed CEOs introduce them and leave, inadvertently signaling that other priorities take precedence. Snee, 2013 Snee, H. ( 2013). Making ethical decisions in an online context: Reflections on using blogs to explore narratives of experience. Methodological Innovations Online, 8( 2), 52– 67. Establish a culture of sponsorship, encouraging each top executive to sponsor two to three future leaders, including women. Instill a mind-set of “paying it forward,” so that every woman sponsored will in turn sponsor two or three others. Embed effective sponsorship of women into the profile of successful leaders at your company and raise the issue in performance dialogues with your own direct reports. Show your wider commitment by talking with top female talent when you visit regional divisions and business units or participate in external events. Transgender people have received substantial attention in recent years, with gender identity being a focal point of online debate. Transgender identities are central to discussions relating to sex-segregated spaces and activities, such as public toilets, prisons, and sports participation. The introduction of “gender-neutral” spaces has received criticism because some argue that there is an increased risk of sexual violence against women and children. However, little is known about the implications that these constructions have for whom is able to claim a “victim status.” In this chapter, I provide a critical analysis of the techniques used by individuals to align themselves with a “victim status.” These claims are presented and contextualized within varying notions of victimization, from being victims of political correctness to victims of a more aggressive minority community. This feeds into an inherently transphobic discourse that is difficult to challenge without facing accusations of perpetuating an individual's “victimhood.” Transphobic rhetoric is most commonly expressed through constructing transgender people as “unnatural,” “sinful,” or as experiencing a “mental health issue.” This chapter argues that the denial of transphobia and simultaneous claims of victimization made by the dominant, cisgender majority are intrinsically linked. KeywordsAGENDA showcases the different ways in which young people in Wales and across the world have raised awareness of how gender-based and sexual violence impacts upon their lives and the lives of others. Michael Ferrary’s Gender Diversity in the Banking Industry, which examines the female representation of 71 banks in 20 countries. Leach et al., 2016 Leach, C., Stewart, A., & Smallbone, S. ( 2016). Testing the sexually abused-sexual abuser hypothesis: A prospective longitudinal birth cohort study. Child Abuse & Neglect, 51, 144– 153.

The Gender Agenda » Oasis UK The Gender Agenda » Oasis UK

Watch Replay: Engaging Women as Leaders: Innovation, Financing, and Collective Action [Annual Meetings, Oct 11, 2023] The discursive resources that are used within talk and text that constructs trans people in negative, problematic, and challenging ways is a growing area of interest within academia ( Colliver et al., 2019). However, little attention has been paid to the ways in which cisgender people construct the risk that they deem to be associated with gender-neutral toilets and the self-identification of one's gender. Attitudinal studies toward transgender and gender non-conforming people have found correlations between negative or discriminatory attitudes alongside age and gender, with some studies reporting higher levels of negative attitudes in women and older people ( Hill & Willoughby, 2005; Tee & Hegarty, 2006). On the other hand, some studies have founder higher negative attitudes toward transgender and gender non-conforming people among men ( Norton & Herek, 2013). However, it is not clear whether attitudes toward transgender people change when specifically looking at transgender women, of whom the focus of much debate around public toilets is focused. The failure of many churches to welcome, accept and include LGBTQ+ people creates stigma, loneliness, fear and denial, causing lasting damage to their wellbeing and mental health. Following participation in Sankalpa’s capacity development programme, several elected women leaders launched policies in their constituencies to support women and enable their political participation. These policies included: Primary AGENDA is a resource for educational practitioners who want to support children aged 7-11 to make positive relationships matter in their school and community.Understanding Experiences of Sexual Harms Facilitated through Dating and Hook Up Apps among Women and Girls Chapter 21 Most organisations are talking about lifelong learning and upskilling, but I’ve worked all over the place and nobody I’ve come across is doing this well. If we want to support career progression we need programmes in place and they need far better signposting. The schemes also need to be far better quality if we want to produce the innovators and leaders of the future.” It serves to highlight the discrimination against women and the persistent material, social and political disadvantages they face. At times, similar rhetoric is drawn upon by YouTube users that have historically been invoked in the construction of homosexuality and heterosexuality (see e.g., Baker, 2004; Perone, 2014). In this sense, we are not witnessing anything new or innovative, rather a recycling of socially recognizable motifs in the construction of cisgender people as victims. It also becomes evident throughout this chapter that claims of victim status highlight how the construction of “the self” as a victim is often achieved within a collective framework, in which entire communities are positioned as victims, emphasizing the otherness of the minority group. It is argued that claiming a victim position is key in successfully opposing the implementation of gender-neutral toilets, while simultaneously deflecting claims of transphobia, bigotry, and hatred.