Gender-Based Analysis Plus Approach (GBA+) & Human Rights
-Based Approach (HRBA)
On September 4, 2021, the Institute for Innovation and Development Studies invited Mr. Slava (Veaceslav) Balan, PhD student at, the University of Ottawa Law School to present the topic of Gender-Based Analysis Methods (Gender +) and Human Rights-Based Analytical Methods. |
Gender-based analytics plus (GBA+) is the analysis of specific data, actions, or habits in a discrete manner (by some reason/groups in addition to gender (gender +) ?age, race, people with disabilities, etc. ?to identify actual or potential impacts on groups of women and men (negative, positive or neutral).
According to Mr. Slava, all humans have multiple identities and intersecting characteristics, including gender, age, disability or not, family status, mother tongue, cultural background, beliefs, nervous system, etc. All these identities and characteristics intersect and create complex human personalities. When doing gender-based analysis+ (GBA+), we should make clear distinctions between multiple people and between groups, e.g.
What is GBA+? The Canadian Department of Justice provides the following definition of GBA+ approaches:
Guiding principles for implementing GBA+
The Canadian Department of Justice breaks down the definition of GBA+ by providing a few guiding principles:
Main concepts and elements of GBA+
The Canadian Department of Women and Gender Equality breaks down the key concepts and elements of GBA+ even further in their online training course:
Practical Steps (Gender Analysis)
1. Gather gender-disaggregated data (broken down by women and men) Gather gender-disaggregated data (broken down by women and men)
2. Analyze the data to identify gender gaps (gaps between women and men) Analyze the data to identify gender gaps (gaps between women and men)
3. Qualitative data and analysis ?Why do we have the gaps? (What are the barriers?) Qualitative data and analysis ?Why is there a gap? (What are the barriers?)
4. Planning and implementing measures to remove the specific barriers (micro-level) ?jointly with the affected group)
5. Planning and implementing structural/systemic reforms (macro-level) ?again, jointly with the affected group
Practical Steps (GBA+)
1. Gather gender+ disaggregated data (gender+age, gender+disability, gender+rural/urban, etc) Collect gender+ disaggregated data (gender+ age, gender+ disability, gender+ rural/urban, etc) ;
2. Analyze the data to identify gender+ gaps (gaps between aged women vs aged men and non-aged women, etc) Analyze the data to identify gender+ gaps (gaps between aged women vs aged men and non-aged women, etc) and young women);
3. Qualitative data and analysis ?Why do we have the gaps? (What are the barriers?) Qualitative data and analysis ?Why is there a gap? (What are the barriers?);
4. Planning and implementing measures to remove the specific barriers (micro-level) ?jointly with the affected group(s) affected group;
5. Planning and implementing structural/systemic reforms (macro-level) ?again, jointly with the affected group(s) enjoy.
Next, Mr. Slava presented the human rights-based approach (HRBA).
HRBA is a more complex approach than GBA+. “Human rights-based approach?is a term commonly used by United Nations agencies for more than 20 years, closely related to the concept of “human development?em>. development ). First, HRBA is one of the fundamental principles of the 2030 Sustainable Development Program in building and implementing development programs/projects. However, it is now being expanded to general public policy planning and implementation in countries.
The HRBA is based on widely accepted international human rights standards. The HRBA establishes certain minimum rights for all people. These rights ensure a good life and self-realization in life (in many forms). Organizations, especially state agencies, have an obligation to enforce these basic human rights. The main function of institutions is to recognize human rights (collective and individual). Progress is measured in people and the extent to which they enjoy their rights. Focus primarily on vulnerable groups (GBA+) ?“No one left behind!?/p>
Finally, HRBA emphasizes transparency, participation, responsibility, and empowerment. That means HRBA not only cares about achieving the set goals but also focuses on the processes and procedures implemented to achieve those goals. HRBA is a reasonable and correct approach both legally and ethically and mustcountries apply HRBA for that reason.
Doan Thi Ngoc
]]>Author: Dr Rosie Teacher of Cardiff University
Translator: Doan Thi Ngoc – Teacher of Hoa Sen University
At a time when there is so much focus on how women are held back and treated unfairly, corporations spend millions telling us what they are doing to empower women and young people. younger sister. When doing this they seem to be more friendly with women but in reality, it is different, it is called or roughly translated as “Gender Laundry“.
Gender Laundry comes in many different forms and some forms may be more visible than others. To help identify or point out these distractions, it is useful to look at decades of research on “corporate Greenwashing??better known for its problems. issues related to climate change.
Inspired by a 2015 article about seven identified types of green advertising, I wrote the article below about seven questionable corporate claims about empowering women and girls.
1. Selective disclosure of information
For example, when companies publicize improvements in female representation in the boardroom or the pay gap, they leave out conflicting or inconvenient information, which is called meaningful disclosure. selective.
For example, pharmaceutical corporation Novartis regularly features “Working Mothers?in its magazine’s list of the 100 best companies, through an app and highlights key information. News of the progress this group has made in implementing workplace equality for women. Novartis also proudly spoke about its support for Working Mothers, including the tweet below. However, most recently in 2010, Novatis Group lost the largest lawsuit in history regarding unequal pay, promotion, and discrimination against pregnant women.
2. Gender policies are illusory or meaningless
Some companies undertake initiatives to elevate women’s voices internally, but in practice, this has little impact. For example, “Women’s Network?aims to boost the confidence of female employees and help them build leadership skills through networking events and mentoring programs. However, critics say such networks are often ignored and do not address the root causes of discrimination or engage men in efforts to tackle sexism in companies.
A 2007 study found that corporate members of women’s networks feared it could damage their career prospects because at times male colleagues ridiculed it as a forum for ?beat men” or just a place to share cooking recipes.
3. Unclear labeling
Replacing pink ribbon advertising for breast cancer awareness with brands whose products contain carcinogens, or which substitute other risky ingredients, is one example of this gender washing. Furthermore, there are examples involving makeup products, alcoholic beverages, and even pesticides.
Pink ribbons can also be a form of gender washing that represents objectivity towards women. For example, the American bar chain Hooters has built its entire brand around waitresses with voluptuous breasts and skimpy outfits. In the company’s logo, the two Os are replaced by the eyes of an owl, symbolizing breasts that are stared at with wide eyes. However, once a year for breast cancer awareness month, the old eyes are replaced with pink ribbons, when Hooters invites customers to “support?breast cancer awareness. So wide-eyed staring at women’s breasts is changed to “caring” about breast cancer.
4. Useful partnerships
Another way in which a company’s image can be deflected by Gender Laundry is by associating with a feminist organization, women’s organization, or girls’ organization through sponsorship or giving some support. support. And then this company can place its logo on that organization’s marketing materials and potentially dilute that organization’s gender equality work.
For example, Dove has partnered with the World Association for Girl Scouting and Girl Scouts to develop teaching materials to help girls question popular beauty standards that hurt them. hurt their self-esteem. This shows that they have aimed to inculcate those beauty standards to sell products, regardless of this being the beauty sector, in which Dove plays its part.
5. Rules for voluntary activities
When rights abuses emerge in global supply chains ?most often affecting women workers in the global south ?there are often demands for stricter regulations on their operations. enterprise. One way for companies to respond and potentially deflect such requirements is to create voluntary operating rules. Voluntariness is demonstrated by corporations as a company’s commitment to empowering employees – especially women.
Voluntary regulations by corporations or companies rarely lead to meaningful improvements in the empowerment of women and girls. For example, when the Rana Plaza garment factory in Bangladesh collapsed in 2013, more than 1,000 workers died, about 80% of whom were women. Subsequently, the Bangladesh Voluntary Coalition for Worker Safety was formed and promoted by Western retailers such as Walmart to improve the safety and empowerment of female factory workers. Crucially, however, there was no legally binding commitment to prevent another disaster, and the coalition was subsequently criticized by activists and researchers for not improving conditions quickly enough.
6. Change the story
Corporations can position themselves as global leaders on issues that they previously aspired to. For example, in the late 1990s and early 2000s, Nike was dogged by claims of child labor and sexual and physical abuse among workers at supplier factories, among them Women account for 90%.
Nike’s response included establishing a dedicated corporate division and establishing the Nike Foundation. One of the foundation’s flagship campaigns is the Girl Effect, launched in 2008 to persuade global elites to invest in girls’ education in the global south.
The campaign quickly went viral and soon partnered with the UK’s Department for International Development on girls’ empowerment programs in the global south. Nike has gone from a brand tarnished by accusations of child abuse and exploitation to a trusted partner in international efforts to advance girls’ rights.
7. Reaffirm the brand
The famous logo of Chiquita Brands Corporation can give shoppers in the global north the impression of buying bananas from a cheerful Latina saleswoman.
However, feminist scholars have documented the long history of Chiquita ?formerly known as the United Fruit Company ?exploiting women on banana plantations in Latin America and the Caribbean. This includes cases of sexual harassment, discrimination, exposure to toxic chemicals, and violations of child and maternity care rights.
Does all of this matter? If companies want to use the excuse of gender equality, is that bad? Some women and girls have indeed sought to benefit from gender washing campaigns, but we cannot help but consider the broader picture of its impact.
If a company’s labor practices, supply chain, or products are harmful to women and girls and it sells more products because of its disguised or impersonated gender equality stance-gender washing This has increased the harm. That’s why it’s so important to identify and call out forms of gender washing whenever we see them.
]]>Author: Sharon O’Mara ?/em> Ph.D. Candidate in Crime, Justice, and Legal Studies, La Trobe University
Kirsty Duncanson ?/em> Senior Lecturer in Crime, Justice, and Legal Studies, La Trobe University
Translator: Doan Thi Ngoc – Teacher, Hoa Sen University (HSU)
Thousands of women have come forward with stories of sexual harassment at private school parties in a petition recently launched by Chanel Contos calling for better sex education in schools, especially when teaching more about consent during sex.
Following the March 4 Justice protest demanding better treatment of women in the workplace, in schools, and society, several male students from Melbourne’s private Wesley College came forward. Disparaging comments about women on the bus.
Wesley principal Nick Evans called the behavior unacceptable and said ABC pornography is a source of sex education for many students, and “must be an important part of these conversations.?or discussions?in addressing violence against women.
Sex education would be better if it taught respect and could help counteract what young people learn from pornography.
Our studies of teaching sex education show that some teachers worry about parental fears, negative media, and political hysteria. Unfortunately, the teachers we spoke with considered teaching sexual education “risky.?/p>
As a result, the schools and teachers in our study cut content, omitted some materials, and did not talk about it.
Pornography and sex education
One of the reasons why young people use pornography is to satisfy their sexual curiosity. Much of mainstream pornography features misogyny and problematic sexual behavior.
Author and feminist Andrea Dworkin made the connection between pornography and misogyny in the 1970s. Other feminist studies have continued to demonstrate this connection.
Most recently, sex educator Maree Crabbe wrote that porn conveys a series of deeply problematic messages ?about sex?about sex, gender, power, aggression, the body, Sexual pleasure, consent, and race.
She writes:
Porn is an incredibly powerful communication tool. Porn can influence what we like and want without us even realizing it.
School sex program
Between 2016 and 2017, one of the authors conducted in-depth interviews with nine teachers in nine Victorian government schools to explore how students were taught skills to develop positive relationships. Extreme and healthy. She observed the teaching of sex education and spoke with five principals about the issue.
Teachers say that sex is not discussed at home with parents. Instead, students are intentionally seeking information about sex from pornography. This corresponds with Our Watch’s finding that by age 13, almost 50% of boys have viewed pornography.
Teachers expressed concern about students’ dependence on pornography. They talk about students believing that what they see is “the way you should act?or “the way you have sex.?nbsp;This includes negotiations where consensus is problematic.
“In pornography, you are seeing what young people perceive as consensual,?said one teacher.
Respectful relationships is a program that forms part of sex education in some schools. It has the potential to counteract the misogyny of mainstream pornography.
Respectful Relationships is a collection of evidence-based resources that promote the development and maintenance of healthy relationships of all kinds. These resources are for use inside and outside of sex education classrooms.
All Victorian government schools are required to deliver the Respectful Relationships curriculum as recommended by the Family Violence Royal Commission. Although other schools in Australia can use this curriculum resource.
Specifically, there is a unit designed to “?strong>address the connections between sexuality, pornography, gender, and respectful relationships .?/p>
One teacher said about the program:
Girls can feel empowered by the program […] They can look at their relationship and see if it is a respectful relationship or not.
The teachers we spoke to wanted this curriculum. They have been well-trained to do so. They know their students and this curriculum is resistant to what students learn outside of the classroom.
While one teacher spoke explicitly about how the curriculum empowers girls, another described it as filling a knowledge gap that prevents students from seeking out bad information through alternative sources.
For this teacher, Respectful Relationships supported students in talking to her when they were considering having sex for the first time or when they were experiencing harmful sexual behavior.
So what’s the problem?
This curriculum provides tools for students to navigate gender and sexuality, and for teachers to challenge and even challenge problematic ideas.
But the public debate over Safe Schools ?a program aimed at helping schools promote a safe, supportive, and inclusive environment for students including LGBTI students ?is at the forefront of their thinking, the Teachers and principals detailed the many ways they sought to reduce parental fears and the negative media associated with sex education.
One teacher said:
This is an overwhelming topic […] it can scare people and they might think, ‘Oh my God, I have a 7th or 12th grade girl at that school.’
Teachers described a moderated curriculum to avoid “riskier?content such as homosexuality and female pleasure. They also removed the words “gender?and “sexuality?from program titles, and parents had limited knowledge about the programs they offered.
During classroom observations, the author witnessed teachers hesitant to engage with important but complex topics such as consent and same-sex intimacy.
The Respectful Relationships curriculum has the potential to counter the misogyny of pornography. By giving teachers the confidence, support, and opportunity to do the job they were hired for, we will likely see meaningful change.
Source:
This article is republished from The Conversation under a Creative Commons license.
]]>Author: Doan Thi Ngoc – Teacher, Hoa Sen University (HSU)
Sex (biological sex) and gender (social sex or gender) are sometimes used together as gender, although in reality, these two concepts have many different meanings. This article clearly states what the concept of gender is and what are the basic characteristics of gender.
What is gender? Sex is the biological difference between men and women. In nature, men have a penis and testicles, and women have a clitoris and ovaries. Put another way, gender refers to a set of biological attributes in humans and animals. It is mainly concerned with physical and physiological characteristics including chromosomes, gene expression, hormone levels and function, and reproductive and sexual anatomy. Gender is typically classified as female or male but there are differences in biological attributes including sex and how those attributes are expressed.
According to a biological lens, there are three basic gender differences:
First, the difference in appearance. Certainly, with the naked eye, we see the physical difference between men and women. From a biological point of view, this difference is, in general, due to natural genetics. Men often have more testosterone than women. Combined with other sex hormones, men’s bodies are often larger, taller, have heavier bones, have more muscle, and are physically stronger than women. gender.
In contrast, women often produce a lot of the sex hormone estrogen. Due to the estrogen hormone and some other hormones, women’s bodies are often smaller, softer, less muscular, and often have less physical strength than men.
Next, the difference in chromosome structure: When born, if we are male, we will carry a pair of XY chromosomes and if we are female, we will carry a pair of XX chromosomes.
Finally, there are differences in the reproductive system between men and women. The reproductive system is the only system that differs between men and women. The reproductive system only becomes active when we are in puberty. During puberty, women begin to have eggs, menstruation, breasts begin to develop, and men begin to have sperm and wet dreams appear.
The difference in REPRODUCTIVE FUNCTION that men can NEVER do biologically is their vocation: pregnancy, childbirth, and breastfeeding. However, men can do it and even do it very well and are not inferior to any women in the ability to breastfeed, take care of their children, educate and educate them. As you know, our children only develop well when they receive nurturing, teaching, and love from both parents and other loved ones. Recently we have finished learning the concept of gender and basic gender differences.
The next content we present is the three basic characteristics of gender
First, gender characteristics are innate. This means that at birth, all men have common gender characteristics and all women have common gender characteristics as mentioned above.
The second characteristic of gender is universality. That means women in Vietnam are the same as women in the United States or anywhere else in the world. All women have the same reproductive function.
The final characteristic of gender is that it does not change in space and time. From ancient times until now, women have had a clitoris and ovaries, and men have had a penis and testicles.
In short, in terms of reproduction, only women have the functions of pregnancy, childbirth, and breastfeeding. In terms of physical strength, men and women often have some differences, men often have an advantage over women in terms of physical strength (this does not mean that all men are in good health and not all women are always in good health) also have poor health some women have very strong and very good physical health). The good news is that to improve physical health for both men and women, we should change our thinking by continuously encouraging exercise, eating properly, changing a healthy lifestyle, and educating, nurturing, and taking care of good emotional and social health… from childhood and continuing throughout life. However, biological or physical differences between men and women do not lead to differences in flexibility, intelligence, capacity, and ability at work, as well as the roles and positions of men and women. women in society.
Source: //gendertalkviet.blogspot.com/2021/10/gioi-tinh-la-gi-what-is-sex.html
]]>Author: Sue Williamson, Senior Lecturer, Human Resource Management, UNSW Canberra, UNSW
Translator: Phan Thi Dong Hoai – Teacher of Hoa Sen University (HSU)
When members of the Federal Parliament were repeatedly accused of harassment and abuse, one of the responses from our most senior leaders was empathy training.
These programs aim to help people understand the worldview of others.
Over the weekend, Prime Minister Scott Morrison ordered currently accused Federal MP Andrew Laming to undertake a private course in empathy. Morrison told reporters
I hope that […] will notice a positive change in his behavior.
The move follows Laming’s apology for harassing two women online and then admitting that he didn’t know what to apologize for. Immediately after Morrison’s announcement, Deputy Prime Minister Michael McCormack said he would require his Party to also undertake empathy training.
If we can […] learn some advice that not only guides us to be better at ourselves but also inspires others to do that, so I think that’s one thing. good.
Many people – including opposition MPs, women’s advocates, and psychologists – immediately reacted with skepticism. In short, if someone needs to take a course to learn how to empathize, they will miss a few basic things that are unclear whether they can be fixed within the program’s salary or not.
Issues in empathy training
People have every right to be skeptical about empathy training programs ?which have all the trappings of human resources short-term activism.
The same can be noted with the introduction of unconscious bias training a few years ago. There is no easy or quick solution ?or even a significant relief ?when it comes to discrimination and harassment.
Requiring all employees to take mandatory training such as diversity training or sexual harassment training can be counterproductive, researchers found. When beliefs are “forced”, people will tend to resist and what they believe in will become even stronger.
Additionally, training programs aimed at raising awareness about gender equality and discrimination are often seen by employers as the best improvement measures. More seriously, there is punishment, which can also lead to resistance from participants. Laming’s empathy training will certainly be carried out in this building ?he has been caught harassing women, so now he must be punished by taking a course.
Similarly, studies have shown that sexual harassment training done just once is ineffective and may make the problem worse. American researchers found that men forced to participate in sexual harassment training became defensive and resisted learning. But worse than that, men’s resistance results in them blaming the victim and assuming that all women are making false accusations of sexual harassment.
Thereby, the research results were clearly shown. One-time, mandatory sexual harassment and diversity training programs are ineffective. Meanwhile, there is little data on the success of empathy programs to date, and previous studies have not indicated that the training programs have been effective.
What works?
However, it’s not all bad news for the organizers of the empathy course. Voluntary training is more successful because these people are truly willing to learn and care about gender equality and eliminating sexual harassment. Research also shows that we do have empathy education, but those taking the course must be willing to change.
What leads to the elimination of sexual harassment when mandatory training programs have limited effectiveness? Surely we do not need any more proposals that force the Federal Parliament and our entire society to change.
Earlier this month, tens of thousands of Australians took to the streets, calling for change in parliament and beyond. James Ross/AAP
As Dr. Meraiah Foley and I have argued in the past, what needs to be done to make training effective?
First, it is necessary to add clear actionable solutions such as setting goals to increase women’s participation in leadership roles. This is why returning to the quota debate within the Liberal Party is so important.
Second, training should lead to new structures and new accountability for conduct. This can be achieved by course participants as they identify the necessary behaviors that can increase equality in the workplace. For example, simple actions like ensuring women participate equally in meetings and always valuing their opinions.
Course participants then noted when they performed those behaviors and discussed progress with the facilitators. They continue to reflect, act, and then share experiences and identify successful strategies.
Third, to develop gender equality in the workplace, ongoing behavioral change needs to be complemented with systemic organizational change. As I have written elsewhere, researchers recommend that organizations adopt short- and long-term agendas that can achieve small, immediate successes, while profound transformations still happen. Structural change starts with examining human resources policies and processes to uncover gender stereotypes and gender discrimination. Kate Jenkins will no doubt undertake such a task in her review of working culture in the Houses of Parliament.
We need more tangible change
However, checking processes and policies is not enough. Changing language and other symbols within organizations is also an important part of changing culture to align with the image of gender equality. For example, ensure meeting rooms are named and portraits of women ?as well as men ?adorn the walls to send a subtle yet powerful message that the space belongs to women too.
Changing the way of working, the rituals, and the objects of the Parliament House will contribute to cultural change.
Structural and systemic change to achieve gender equality is slow. Although requiring politicians who are currently unprepared to attend training courses seems an inevitable first step, it is not the primary issue we should focus on. heart.
Source: //gendertalkviet.blogspot.com/2021/09/andrew-laming-tai-sao-ao-tao?/a>
Source: Andrew Laming: why empathy training is unlikely to work (theconversation.com)
This article is republished from The Conversation under a Creative Commons license.
]]>Author: PhD. Beatrice Alba ?nbsp; La Trobe University
Translator: Doan Thi Ngoc – Teacher of Hoa Sen University
It is often assumed that most Western societies have achieved gender equality because women have all the same legal rights as men and sex discrimination in the workplace is illegal. However, feminists continue to argue that the battle for gender equality is not yet won.
So what is gender equality? And how and when do we know we have achieved gender equality?
What evidence is there for gender equality?
Evidence from many years of psychological research shows that bias against women and girls is widespread. For example, an experiment was conducted in which test participants were shown a promotional video about a business pitch with images related to a new business venture, narrated by the voice of a businessman. Participants were randomly assigned to an experimental group in which a male or female voice narrated a fairly similar pitch. When listening to and watching a male voice introducing the project, 68% of participants said that this project deserved to be funded, compared to only 32% of the participants when a female voice introduced the project.
Such gender effects occur even when they are only present on paper. This was demonstrated in another experiment where participants were asked to evaluate the same candidate for a laboratory manager position. This candidate’s profile was identical and tested under two different conditions based on whether the name was male or female. In each condition, the app randomly assigned whether this position belonged to “?strong>John ?A first name for men ?or to “?strong>Jennifer –?/strong> A first name for women .” Participants were led to believe that this male candidate was considered more competent than the female candidate, was likely to be hired, and was offered a higher starting salary and more career counseling. more professional than female candidates.
Even children show gender stereotypes. Another study talked about a main character who was “really smart?and asked children to guess whether this main character was a man or a woman. At age six, girls were less likely to guess that the main character was a woman, compared to boys who guessed that the main character was a man.
This scientific evidence demonstrates that people do discriminate based on gender, even when they deny that gender inequality exists in modern societies. This research also demonstrates that even when we are all equal, women are still disadvantaged compared to men in many areas. This may be because men are generally considered more capable, even when there is no evidence of superior skills.
Equality does not mean identical
One might object that there are meaningful differences between men and women and that this in turn is a source of gender inequality. Some people believe that equality is a misnomer, because men and women cannot be equal if they are different.
But when feminists talk about gender equality, they do NOT assume that men and women are IDENTICAL or indistinguishable in all behaviors, interests, and abilities. It also doesn’t mean that all gender differences must be eliminated, or that we must have equal gender representation in all areas.
For example, there are more male firefighters than female firefighters. Part of it may be due to gender differences in job preferences, or it may be partly due to the physical strength tests used in firefighter recruitment. Requirements such as the ability to lift a 72kg dummy and drag it for 45 meters. Many men can achieve this requirement, but essentially only a small number of physically fit women can do this.
Even without gender discrimination, we can expect to see fewer female firefighters simply because of such physical demands. But as long as these requirements are reasonable for the job and no woman is excluded because she is female, sexism is not an issue. Gender equality does NOT mean we have to have a 50/50 balance between men and women in every profession.
Equality or fairness?
Gender equality does not mean that men and women must always be treated the same. Due to certain differences in biological sex, the law provides different rights for men and women in some cases. For example, only women can request maternity leave, especially during pregnancy and childbirth.
In such cases, what is needed is not equal treatment but fair treatment. Fairness means recognizing that there are differences in abilities, which means that fairness often requires treating people differently so that they can achieve the same outcome. Sometimes fairness is necessary to achieve gender equality, but in reality, there are many cases where such differential treatment is not warranted.
Most women and girls have not been and will not be inherently disadvantaged by lack of ability, but they are unfairly disadvantaged by the failure to warrant differential treatment. It is not okay to assume that gender equality can be achieved by holding everyone to the same standards. This is highlighted in the evidence above, which is the unjustified gender bias that women and girls are constantly subjected to.
Priority policies aim to increase female representation and to combat systemic discrimination against women. Policy and action prioritize creating gender equity by overcoming the barriers that women face, simply because of their gender. If we could eliminate this gender-based discrimination, there would be no need for such preferential policies or actions.
Achieve gender equality
So, if gender equality does not mean that men and women must be the same or always require the same treatment to achieve fairness, then what does gender equality mean?
Gender equality is about treating men and women as having equal status and value. It is about judging a person based on their achievements, not viewing them as inferior or superior purely based on their gender.
Unfortunately, the evidence reviewed above shows that unconscious bias is still widespread and that we are often unaware of our own bias. We cannot say that we have achieved gender equality until this bias is overcome and we have eliminated the irrational prejudice that people have against someone just because they are female.
Equal rights are not enough. Inequality exists in our minds, in our biases and prejudices, and that needs to be changed.
The Conversation newspaper and author Beatrice Alba allowed Gendertalkviet to translate into Vietnamese and post the full text. On behalf of the Gender Talk Editorial Board, we would like to send our sincere thanks to the Author and The Conversation Newspaper for allowing us to republish the full text. The contributions of The Conversation Newspaper and the author are very valuable and meaningful.
Vietnamese Link: //gendertalkviet.blogspot.com/2021/10/e-at-uoc-binh-ang-gioi-truoc?/a>
Original link: //theconversation.com/to-achieve-gender-equality-we-must-first-tackle-our-unconscious-biases-92848
This article is republished from The Conversation under a Creative Commons license.
]]>Author Kevin Shafer ?nbsp;Associate Professor of Sociology and Director of Canadian Studies, Brigham Young University
Translator: Doan Thi Ngoc – Teacher – Hoa Sen University (HSU)
Thirty-five years ago, Canadian and American fathers did some of the same parenting work as mothers. Surveys from the mid-1980s showed that Canadian men spent 38% of the time and American men spent 35% of the time that women spent on child care.
Today, there are significant gaps in fatherhood between Canadian and American fathers. Canadian fathers spend more time taking care of their children than American fathers. For example, Canadian fathers spend an average of 14 hours, while American fathers spend about 8 hours, on child care each week.
As a sociologist and Canadian research scholar, I am interested in how social policies affect fatherhood in different countries. I collected data on more than 5,000 men in these two countries from 2016 to 2018 for my upcoming book on the similarities and differences between American and Canadian fathers. This data looks at how fathers interact with their children ?whether they show warmth and affection towards their children, whether they provide emotional and mental support to their children, and how they discipline their children.
Research data shows that Canadian fathers demonstrate greater emotional warmth when caring for their children, are more emotionally and mentally supportive, are more involved in caregiving, and use more positive discipline. with their children. And American fathers, according to the survey, are better at using spanking and strict discipline with their children.
Why do Canadian fathers outperform American fathers in caring for and showing affection for their children? I believe the answer is partly because Canada has for types of social policies to help them become more connected in their families.
A survey of over 5,000 North American fathers found that Canadian dads were much more likely to be warm and emotionally supportive, and less likely to use harsh discipline.
Chart: The Conversation/CC-BY-ND Source: Kevin Shafer, Brigham Young University Get the data
1. Family leave policy
There are big differences between the United States and Canada when it comes to family policy.
Canada has a policy that ensures paid family leave. As part of the employment insurance program, Canadian parents are entitled to 35 weeks of benefits and when fathers choose to take five weeks of family leave, they are paid 55% of their regular salary.
Meanwhile, the United States is the only wealthy country in the world that does not guarantee maternity leave and is one of three wealthy countries ?along with Oman and the United Arab Emirates ?without one. maternity leave options.
Studies from around the world consistently show that men who take paternity leave tend to be more involved in their children’s lives, have better relationships with family members, and help Their partners recover more quickly from giving birth.
2. Policy on social inequality
Falling incomes, high levels of economic inequality, and financial instability have led many American men to work longer hours. In my survey, 1/3 of Americans were asked to work more than 50 hours per week, compared to only 1/10 of Canadian respondents.
Financial worries have greatly affected the parenting of American parents. The rise in intensive parenting methods – that is, parents who try to provide a more nurturing environment for their children with all the difficult extracurricular activities, advanced learning difficulties, and rewards – is the best effort of the student’s middle-income families to keep up with the child-rearing methods of well-off families.
Such parenting models are less common in Canada—a country with more accessible, elite educational institutions, and less income inequality.
Canada Child Benefit helps reduce financial worries for parents. Unlike child taxes in the United States that are paid with a traditional tax return, Canada provides a tax credit in monthly payments to low- and middle-income families when they have a baby. The program has cut child poverty by 40% since it was introduced in 2017. The United States just rolled out a similar temporary program in July 2021.
3. Policy on gender equality _ _ _ _ _
Fathers tend to be more involved in child care in countries with higher levels of gender equality. As women enter the political and economic spheres, fathers provide more physical care for their children, are warmer parents, and more emotionally and mentally supportive, and are less abusive. Use harsher discipline. This may be because expectations are clearer and easier to enforce when parents co-parent their children using an equal partnership mindset.
Canada is a more gender-equal country than the United States. In 2019, the United Nations listed Canada as the 19th most equal country in the world. The United States ranks 46th. Canada surpasses the United States on measures of women’s health, political power, education, and economic empowerment. Reinforcing the expectation that fathers are co-parents, this higher level of gender equality may be an important reason why Canadian fathers do better than their American counterparts.
4. Health care policy
Even policies that seem to have little to do with parenting have a big impact on how fathers interact with their children. This includes a single-payer Canadian universal health care system managed by the province.
For example, analyses in my forthcoming book show that poor physical health reduces parenting efforts less for Canadian fathers than for American fathers. This shows that America’s expensive health care system, combined with its bureaucracy and inefficiency, drains American fathers of their time, energy, and money and makes them more vulnerable. their fatherhood becomes more difficult. This problem is further complicated when children also have health problems.
As society suffers from the COVID-19 pandemic, research data shows that more comprehensive family policies will benefit American fathers, mothers, and children. Doing so can alleviate the particularly difficult burdens mothers face and help remove structural barriers that make it difficult for fathers to participate and engage in parenting. Canada can provide the United States with a useful model of how to implement pro-family policies.
Source: //gendertalkviet.blogspot.com/2021/10/tai-sao-cac-ong-bo-canada-th?/a>
This article is republished from The Conversation under a Creative Commons license.
The Conversation newspaper and author Kevin Shafer allowed Gendertalkviet to translate into Vietnamese and post the full text. On behalf of the Gender Talk Editorial Board, we would like to send our sincere thanks to the Author and The Conversation Newspaper for allowing us to republish the full text. The contributions of The Conversation Newspaper and the author are very valuable and meaningful.
]]>Author: Cath Sleeman ?Quantitative Research Fellow, Nesta
Translator: Phan Thi Dong Hoai – Teacher of Hoa Sen University (HSU)
The term “big data?may bring to mind the vast array of personal information kept confidential by technology companies. But in reality, everyone sees a lot of different “big data”, we just don’t think of it as “data”.
Recently, if you go to the movies, you will see data listing the cast and crew along with the roles they play in the film. While a list of any one movie may not yield the necessary information, a list of movies does constitute “big data.?nbsp;At Nesta and PEC ( a new evidence and policy center for the creative industries ), we have been exploring how this type of unsecured “big data?can inform Gender representation in the creative industry.
Traditionally, gender representation has been assessed using employee surveys. But most surveys have not been around for a long time and it may take several years before we know how gender groups are changing. Additionally, surveys often do not go beyond counting the numbers of women and men ?so they cannot help clarify the prominence of each group in the creative process. or how they are depicted in a particular art form.
Dig deeper into the problem
We recently looked at media reporting on women in the creative industry, using over half a million articles from across the categories ( Books, Movies, Fashion, and Games ) related to the creative industry of The Guardian newspaper from 2000 to 2018.
Over the past five years, there has been a significant increase in references to women. From 2000 to 2013, gender-specific pronouns associated with women in news articles (e.g., “he?and “she? dropped by less than a third. But this changed between 2014 and 2018, reaching 40%. In contrast, the gender profile of workers in creative industries in the UK has remained flat and has remained at around 37% in recent years.
We also researched the words that follow the pronouns “he?and “she,?to better understand the portrayal of creative people in the media. This shows us that, compared to men, people focus more on specific sounds made by women, such as “laughing,?“crying,?“giggling,?and “the whispers?and nonverbal responses, such as “smile,?“grin,?and “nod.?nbsp;These words are never used very often, but when they are used, they are more likely to refer to women than men (compared to other words).
In contrast, words related to past creative achievements and leadership activities often refer to men. For example, you might see “he directs?more than “she directs? or similarly other words “he does? “he designs? “he manages ?and “he founded? This finding shows a persistent gender imbalance in the creative industries.
In another study, we used data from the British Film Institute (BFI) containing crew lists from released feature films.
After the BFI inferred gender from their names, we found that gender categories on screen haven’t changed significantly since the end of World War II ?and in 2017, women still only account for about 30% of the cast list and 34% of the crew list.
This data also shows gender discrimination in the casting of on-screen characters. For example, since 2005, only 16% of “doctor?characters (in unnamed roles) on screen have been played by women, a fact that shows that the proportion of female doctors in the UK is 46%.
Fairness in the creative industry
We are by no means the only researchers showing the potential of unsecured big data sources to inform gender indicators in creative industries. Researchers at Google, in collaboration with the Geena Davis Institute, used facial and voice recognition technology to show that in the 100 highest-grossing live-action movies in the US, from 2014 to 2016, women only accounted for 36% of screen time and 35% of speaking time.
While “big data?studies can enrich diversity measures, there are two important sources of potential biases. First, we almost always infer gender ?from a face, a given name, or a pronoun ?and so we can misunderstand a person’s gender. Second, these inference methods typically only detect “male?or “female?gender, but exclude or misclassify anyone who falls into the nonbinary category. For these reasons, “big data?methods are no substitute for surveys ?because surveys allow people to self-identify their gender identity and decide not to participate.
Despite potential biases, there are many sources of “big data?that could shed light on gender imbalances, if these data were made available to researchers. For example, they have access to stills and subtitles of films and television programs to be able to appreciate diverse images and information, as well as having access to the content of many More newspapers would allow for broader research and reporting related to creative workers in the media.
To realize the potential of these new approaches, we encourage and support innovative organizations to securely share their unsecured data. It will hopefully allow researchers to be more creative about measuring gender equality in Britain’s creative industries.
The Conversation newspaper and author Cath Sleeman allowed Gendertalkviet to translate into Vietnamese and post the full text. On behalf of the Gender Talk Editorial Board, we would like to send our sincere thanks to the Author and The Conversation Newspaper for allowing us to republish the full text. The contributions of The Conversation Newspaper and the author are very valuable and meaningful.
Source: //gendertalkviet.blogspot.com/2021/10/phan-tich-du-lieu-lon-big-da?/a>
Source: Big data analysis staggering reveals the extent of gender inequality in creative industries //theconversation.com/big-data-analysis-reveals-staggering-extent-of-gender-inequality-in-creative-industries-121482
This article is republished from The Conversation under a Creative Commons license.
]]>The Faculty of Social Sciences announces the acceptance of registration to conduct student scientific research projects for this school year.
Number of participants for each topic: maximum 5 students.
Each student is allowed to participate in a maximum of 2 topics per academic year.
Application timelines for the Faculty of Social Sciences:
Faculty of Social Sciences
]]>On July 11-13, 2019, Master Nguyen Hong An of the Department of Psychology – at Hoa Sen University – participated in a report at the 13th Scientific Conference of the Asian Association of Social Psychology organized in Taipei, Taiwan. The conference brings together social psychologists from more than 20 countries across Asia-Pacific and other regions with the theme: “Building the Future of Psychology with a Focus on culture”.
In particular, the conference had the participation of Professor Shinobu Kitayama, one of the leading cultural psychologists with the world’s most cited articles on social psychology.
Master Nguyen Hong An participated in a report at the discussion session on “Eastern mindfulness, meditation, and well-being” with the topic of Everyday Experiences and Concepts of Fulfillment of the Elderly in Vietnam. The above research used a qualitative method – analyzing topics through in-depth interview data from 10 elderly people in Ho Chi Minh City. The results showed 3 outstanding points of fulfillment perceived by the participants:
(1) A state of mindful living, including understanding and accepting the current conditions of life
(2) The value of one ego, the affirmation of the desire for autonomy, and the search for meaning in life
(3) Relationality, the ability to live harmoniously in social relationships. Research shows that fulfillment is perceived by participants as multifaceted and cross-cultural.
These are steps that demonstrate the desire of BM Psychology and Center for Psychological Research and Consulting – Hoa Sen University to build a scientific and academic foundation according to international standards in teaching and research. rescue.
Center for Psychological Research and Consulting – Hoa Sen University was established in 2014. This is one of the first specialized centers of universities in the city. Ho Chi Minh aims to take care of the mental health of students and the community through many different psychological services.
The Department of Psychology – at Hoa Sen University is currently training two majors: Counseling – Therapy and Vocational Counseling, focusing on students’ professional and scientific abilities as well as international integration.
Contact information:
?Room 602, Nguyen Van Trang Headquarters, No. 8 Nguyen Van Trang, City. HCM.
?Phone: (028) 7309 1991 ?11584.
?Email: [email protected]
?Fanpage: //www.facebook.com/tamlyungdungHSU/