Gender and organizational change
- Course overview
Welcome to the platform of the course
Gender and organizational change
Turin, 9 - 13 April 2018
How can organizations become gender responsive and transformative? The presence of more women does not automatically mean greater equality. This course analyses success stories and barriers, and goes deeper by looking at gender as part of an organizational change management strategy rather than a stand-alone item on the agenda.
Gender equality has been on the agenda for several decades and while some important gains were made, the progress in recent years has been slow and patchy. Though governments and most private and none for profit organizations view gender justice as an important issue, truly fair and equal participation of women in the world of work is still out of reach. The mere participation of women in the world of work does not by itself guarantee equality. Gender inequitable organizations produce gender inequitable effects (though we see some positive outputs). In order to understand how to impact change in a positive way for gender equality it is critical to understand how organizations work at the deepest level.
The workshop proposes to look at how organizations have embraced gender mainstreaming, the success and barriers, but goes much further by looking at gender as part of an organizational change management strategy rather than a “stand alone” agenda item. In this workshop we will not only review the benefits and drawbacks of targeted measures to achieve equality but we will also look at other strategies at the organizational level to take into account gender issues and women’s rights.
In this workshop participants will explore ways of mainstreaming gender in organizational change and apply change management approaches and tools to support and promote gender equality in organizations. Through the integration of the two approaches (change management and gender mainstreaming) we will discuss successful strategies for change and assess the most successful elements conducive for gender equality.
Participants will analyze how organizations manage change, particularly when introducing gender equality policies, strategies and actions.
We will review the different types of organizations using leading management theories as well as gender frameworks. We will apply specific change management tools to concrete contexts.
Training methods will include presentations by specialists and external lectures. They will also include individual and group learning activities in thematic fields, gender issues and change management.
Participants and facilitators will work in a highly participatory environment. Group work, brainstorming and discussions will complement presentations, with a view to stimulating participants’ ability to link concepts and data to their own work and life experience.
- Training materials
Course materials by day
In this section you can find course materials and presentations organized according to the days of the training.
Click titles to download presentations and materials
- Tool 38 Lobbying skills
- Tool 39 Methods for mobilising people
- Tool 40 Good practice in mobilising people
S16 Workgroup presentations
References on Business Cases
Work group presentations
- Resource persons
In this section you will get to know your
Johanne Lortie’s interest in social justice goes way back. While doing a Master’s degree in sociology in Ottawa, she coordinated the Ontario Public Interest Research Group on environmental and social justice issues. She then worked as a consultant for many NGOs on gender equality, and as a programme officer for research institutions.
Before she joined the Centre in 2003, Johanne was working for the Canadian Department of Foreign Affairs and International Trade on a project to put all government services online.
Johanne designs and runs training activities that build up ILO constituents’ capacity to deal with gender issues. She runs courses in Turin, in the regions and online. Johanne is also an expert on knowledge facilitation.
Sara Falcão Casaca, PhD. Senior Associate Professor at Sociology at ISEG - The School of Economics and Management, University of Lisbon. Researcher at the Research Centre in Economic and Organisational Sociology (SOCIUS) and CSG - Research in Social Sciences and Management, where she has coordinated and participated in research projects mainly focused on gender relations in the labour market, equal economic independence for men and women, gender segregation in the labour market, the gender pay gap, gender and decision-making, gender and corporate social responsibility, new forms of work organisation, gender and well-being. These have also been main topics of her publications. She was also the coordinator of a nationwide project aiming at promoting gender equality in the business sector (EEA Grants)- 2014-2016. It aimed to design tools specifically geared towards the promotion of gender equality in the business sector.
Currently, she is the chair of the SOCIUS research group "Organizations, Work, Employment and Gender" and member of the Management Committee of the COST Action IS1409 - Gender and health impacts of policies extending working life in western countries. She is also member of the scientific coordination of the Inter-university Doctoral Programme Sociology for Open and Inclusive Societies (OPEN-SOC). She is a board member of the research network "Gender relations in the labour market and the welfare state", of the European Sociological Association (ESA). Sara has been providing expert advisory support on public policies related to gender and non-discrimination issues for national and international public agencies.
She was the Head of the national mechanism for gender equality (CIG), under the presidency of the Council of Ministers. In the context of this position, she was a member of the High Level Group in Gender Mainstreaming of the European Union. She was also a Member of the Management Board of EIGE - The European Institute for Gender Equality.
Fernando Agualimpia PCC-ICF Accredited Coach
As a Trainer and certified ICF (International Coach Federation) Executive Coach - PCC level, Fernando supports Managers and Leaders in the process of personal and organizational transformation. He promotes self-awareness, reflection in search of discovering different points of view and different actions that can generate learning and innovation.
Born in Bogotá, Colombia, Fernando has a Degree in Industrial Engineering, a Master in Business Administration, (MBA) at New Hampshire College (1996-USA), a certificate in Finance (USA), and in HR Management and Development (2009-Turin); he also has a diploma as an Executive Coach (2010-Italy) and Team Coach (2012-Italy), granted by the EEC (European School of Coaching-Italy).
He started his career in a multinational company as Chief of Operations, later on, assuming different management roles in Sales, logistics, and administration as an entrepreneur in a firm operating in the industrial automation sector. Due to this experience he has acquired a wide understanding of different business areas in different contexts.
In 2007, Fernando transferred himself to Italy, focusing on Assessment and HR Development projects, and Training initiatives (Performance management, Leadership, Teamwork, Change Management, Negotiation, Communication skills, etc.), in multicultural settings in Italy and abroad (UK, Belgium, France, Holland, Slovakia, Romania, Spain, Colombia, Ecuador, Pakistan).
Since 2010, Fernando focuses with passion in the Coaching sector, integrating his Traning and Coaching competencies, thus facilitating learning, change and people empowerment in the process of pursuing challenging goals. Nowadays, he also trains future Coach candidates, and is a Leadership and Business professor at USAC (University of Studies Abroad Consortium).
His mother tongue is Spanish, being fluent in English and Italian.
Tania Gatto has been working at the Centre for the past two years as an external collaborator and has worked as a consultant for other UN agencies (such as UN Women and FAO). She has a master's degree in International Development and in Political Science. She has lived in Chile so she speaks fluently Spanish, English, Italian and a bit of French.
Background documents and useful tools
- Gender equality concepts
- Conceptual tools for understanding gender equality in organizations
- Leading organizational change
- Gender Audit
- UN Swap
- Catalist 2004 the Bottom Line
- Macdonald et al - The people friendly organization
- Mckinsey_women_matter 2 2008
- Acker 1990 Hierarchies, jobs and bodies
- Bendl and Schmidt - From glass ceiling to firewalls GWO2010
- Britton 2000 - Gendered organization
- Catalyst - The double-bind dilemma for women in leadership 2007
- Eagly and Carli - Women and the labyrint of leadership
- Gender Equality Business
- ILO 2015 Women in Business
- Kolb et al 1998 Frames - gender equity in organisations
- Ryan and Haslam - Glass cliff 2005
- catalyst - Engaging_Men_In_Gender_Initiatives
- Cummings 2004 - Organizational Development
- Macdonald et al A roadmap gender and organizations
- Macdonald et al Culture, gender and the change agent
- Macdonald et al Imagine a gender sensitive organization
- Spiro leading-change-handbook
- Gender Equality Business