Gender Policy for The National Association of the Deaf

Introduction

This gender policy is to be used as an instrument for promoting and striving to achieve gender equality and to promote gender sensitivity within N.A.D and throughout all its activities. It is a tool for mainstreaming gender issues into the organisational structure, activities and events of N.A.D. In due course it will facilitate strict adherence to gender equity giving equal opportunity to both men and women.

Goal

The Goal of the N.A.D gender policy is to develop an organisational culture that promotes gender equality through its organisational structure and all its events and activities. As an organisation working to promote the rights of deaf and hard of hearing individuals in India, N.A.D believes that this cannot be achieved unless an equal balance is promoted and ensured between male and females.

Objectives

• To promote a commitment to gender equality and opposition to any form of discrimination based on gender
  
  
• To develop an understanding of gender and gender equality
  
  
• To promote and protect the rights and responsibilities of all N.A.D members, irrespective of gender
  
  
• To achieve gender equality and equity within N.A.D organisational structure
  
  
• To bring women members of N.A.D into decision-making positions
  
  
• To build a gender focus into the work carried out by N.A.D, developing gender sensitive behavioural and attitudinal norms
  
  
• To set an example of good practise to all N.A.D member affiliates

Gender Definition

Gender is not just about men and women. The word “gender” refers to the socially perceived norms of female and male behaviour. It is a reflection of the way we think. Problems arise when social perceptions on gender role are converted to rigidities which draw false boundaries between so-called female and male roles. Gender discrimination results in women having a lack of adequate opportunities, lower status and less power and influence than men. The problem therefore lies in addressing these gender inequalities and building a more equitable social order. Gender equality demands women's empowerment, a process that leads to greater participation in social and political processes, greater decision-making power and to conscious action for social transformation.

Plan of Action for Mainstreaming Gender in N.A.D

Gender mainstreaming calls for positive action at different levels, and requires commitment, capacities and resources.

At the policy level, to ensure that the issue of gender equality becomes a visible and central concern in policy and planning.

At the programme level, to ensure that all N.A.D activities create opportunities for women's empowerment and facilitate gender equality.

At the organisational level, to ensure that space and opportunities for learning, growth and contributing to organisational goals are created equally for women and men at all levels.

Gender mainstreaming is a process which encompasses both gender equality as a value and gender equality as an organisational goal. It grows out of the interplay between action and reflection; change in perspectives and change in ways of doing things; change at the personal level and change at the organisational level.

At the policy level

• The gender policy will be adopted and implemented by the Executive Board members of N.A.D
  
  
• In all elections to the N.A.D board, representation of women shall be encouraged and promoted with the aim of having at least 30% female members on the Board
  
  
• Gender equality shall become a visible and central concern in policy and planning
  
  
• All aims and objectives of N.A.D shall be carried out with a gender sensitive approach and outlook

At the programme level

• Women’ perspectives in planning, implementation, evaluation and monitoring shall be incorporated into all programmes and activities undertaken by N.A.D
  
  
• Involvement of both men and women shall be ensured
  
  
• N.A.D shall work to promote organisations that are specifically working with deaf women and shall encourage interaction between all member affiliates to learn from each other’s experience with the purpose of strengthening the gender work across all N.A.D member affiliates in India

At the organisational level

• On all constituted boards for N.A.D and state level working groups there will be at least 30% women and they shall be placed in decision making positions
  
  
• The organisation shall give recognition to women member’s responsibilities at both household and office work. Institutional support shall be given to encourage women still to be part of the N.A.D organisational team; such as, provision for childcare, flexible timetabling, job-sharing…etc
  
  
• Management and meeting styles should become more gender sensitive
  
  
• N.A.D board members and staff shall be exposed to in-house and external Gender based orientation, training and workshops
  Process for adoption and application of the Gender Policy
  
  
• The policy will be discussed at the N.A.D Board meeting and endorsed for implementation.

Revised: Monday 28th August, 2006

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