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Milestones

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1970s: The decade of women empowerment

1973 Gender equality rooted in the Sulla Project and women’s groups formed

1975 Women's project (with women handicraft producers) commences in Jamalpur to involve women directly in income generated assets (IGA)


1980s: The decade of women as rural professionals

1985 Enrolment of 70 per cent girls in non-formal primary education programme


1990s: The decade of applying gender equality principles within BRAC

1991 Women's health and development programme was initiated

1992 Organised gender consultation meetings with senior management to assess the need for gender training for BRAC staff, while assessing the quality of training

1993 Pioneered management level, five-day long gender training on gender awareness and analysis course (GAAC) for staff with the aim of raising awareness and building analytical skill

1994 Conducted an intensive assessment survey on the gender needs of BRAC staff members

1995 The gender and organisational change intervention began formally through internal and external expertise. A series of discourses took place with BRAC senior managers, including all levels of staff and external experts
Proactively promoted women’s leadership
BRAC’s non-formal primary education programme replicated in Africa
Gender quality action learning (GQAL) programme launched to improve staff relations, and improve the quality of BRAC programmes
"Women only" recruitment policy adopted for the year

1996 The gender resource centre (GRC) established for dissemination of gender ¬related information.
Launched Mina project in partnership with UNICEF
Eight months leave without pay introduced for women staff in addition to the three months paid maternity leave

1997 BRAC gender policy launched
BRAC organisational values defined – a drive of learning, un-learning, relearning, and bring about a gender sensitive organisational cultural to listen, challenge and innovate.
BRAC staff appraisal incorporated as an indicator of gender sensitivity
Critical analysis and open discussion with staff members on sexual harassment (SH) 

2003 All senior managers received gender training
Gender equality diversity team commenced with senior staff from all programmes

2004 Sexual harassment elimination (SHE) policy was enforced
Initiated “Mon Khule Kotha Bola” (To listen to the voice of the staff) forum to enable a friendly and communicative environment within the organisation.
Sexual harassment elimination (SHarE) section established
Increased seven days paternity leave instead of three days
Organised gender and SHE policy orientation
A microfinance loan for commercial sex workers is initiated

2005 Gender justice and diversity programme incepted under the human resources division, and the human resources policy and procedure (HRPP) integrated gender sensitivity
Gender quality action learning attached with the CFPR programme as a component

2006 Pilot project on sexual harassment launched with adolescent school children

2007 Gender policy was reviewed and updated
All programme-nominated gender focal points implemented gender policy on behalf of their respective programmes/departments

2008 SHE policy was reviewed and upgraded
Developed gender analysis framework for the Water and Sanitation and Hygiene programme
Gender sensitivity training launched for all branch offices

2009 Gender justice and diversity became an independent division with different projects focusing on gender equality within the organisation, and at the national and international level


2010s: The decade of strategic changes
MEJNIN – Meyeder Jonno Nirapad Nagorikotto (safe citizenship for girls) programme initiated to combat sexual harassment at public places
POSITION – Poribortito Jiboner Sandhane (to enhance a positive life) programme initiated to combat household level gender discrimination and domestic violence
Initiated a project with UNICEF as ‘Communication for Development: Promoting Sustainable Behaviour and Social Development Changes.’

2011 A gender audit was conducted
SHE policy was reviewed
Sexual harassment elimination (SHarE) unit became a part of GJD as a secretariat of the sexual harassment redressal committee (SHRC)
Gender equality goal (GEG) was formulated, and GEG Goal and Action Plan was approved by the BRAC governing body

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