Tools for respectful gender conversations

Participatory Research Toolkit: Empowering Communities to Measure Social Norms (#2, Research) This toolkit is a very rich resource for practitioners. Developed by #UNFPA and #UNICEF, provides invaluable resources to achieve this. It marks the culmination of SBC research conduct over many years. Why Participatory Methods? Participatory research methods empower participants by engaging them in discussions about complex and sensitive topics. This toolkit brings together nine participatory tools, offering practical guidance and examples to qualitatively measure social norms. Key Tools and Their Uses: Body Mapping: Visual aids help assess knowledge, attitudes, and behaviors concerning the body and mind. This method is particularly useful for understanding experiences related to physical and psychosocial factors. Cannot Do, Will Not Do, Should Not Do: Categorizes behaviors to reveal the reasons behind restrictions. This helps in identifying structural barriers, personal norms, and social norms. Complete-the-Story: Uses vignettes to allow participants to indirectly express their attitudes and intentions. This method is effective for discussing sensitive topics without asking participants to directly disclose their experiences. Free Listing: Participants list terms and concepts related to a given prompt, revealing how they conceptualize specific domains. This method is useful for formative research and understanding attitudes and norms. Gender Boxes and Gender Jumble: These tools measure gender norms and examine how gender impacts attitudes and behaviors. They are essential for research focused on the existence and influence of gender norms. Lifeline: Identifies normative cultural practices and provides a timeline of key life events. This tool is useful for research using a life-course perspective. Social Network Mapping: Visually represents reference groups across different levels of the social ecological model. This tool helps understand communication flow and social support within networks. 2x2 Tables for Social Norms: Measures the components of social norms (injunctive and descriptive norms, behavioral expectations, attitudes, and social rewards and sanctions) to understand norms on a deeper level. Real-World Applications: What is great about this toolkit is that provides examples of the tools have been used: .g. how Body Mapping was used to understand the physical and psychosocial risks of FGM in Ethiopia. This comprehensive guide shows that by leveraging these participatory methods, we can design more effective, culturally relevant programs that foster positive social change. My congratulations to the authors for pulling this incredibly useful set of tools together. Imagine using a tool called “Gender Jumble”. I can’t wait! #SocialNorms #ParticipatoryResearch #CommunityEngagement #BehaviorChange #ProgramDesign #UNFPA #UNICEF #TransformNorms Naveera Amjad Cäcilia Riederer

Standing with trans* employees: more than words, it’s action. Recent rhetoric and policies have undermined the rights of transgender and non-binary individuals, but let me be clear: trans rights are human rights. As workplaces, and as individuals, we have a responsibility to stand in solidarity with our trans colleagues. The workplace should be a space where everyone feels valued and safe to thrive—not an environment where identity becomes a barrier. Here’s how we can take action, together: 💼 In the Workplace Update Policies: Ensure anti-discrimination policies explicitly protect gender identity and expression. Inclusive Facilities: Provide gender-neutral restrooms and inclusive healthcare benefits. Education: Train staff on trans awareness and allyship to foster a culture of respect. Celebrate Voices: Amplify and centre trans and non-binary employees in decision-making and leadership. 🤝 As Individuals Use Correct Pronouns: Take the time to ask and use them consistently. Speak Up: Call out transphobic behaviour or rhetoric, even when it’s uncomfortable. Listen and Learn: Seek out stories, resources, and perspectives to better understand trans experiences. Normalise Support: Share and support trans inclusion initiatives in your networks. 📢 Now Available: A Good Practice Guide to Trans Inclusion I’m proud to share this guide, co-developed with over 20 trans and non-binary engineers with InterEngineering, National Grid and Stonewall back in 2017. It’s packed with actionable steps to create workplaces where everyone can thrive. 💡 Download the guide, share it widely, and start a meaningful conversation in your organisation. Together, we can create workplaces that embrace inclusion, not just as a policy, but as a practice. When we act as allies and advocates, we make inclusion possible—not just as a buzzword, but as a standard. Let’s build a future where everyone belongs. 🌈 #TransRightsAreHumanRights #WorkplaceInclusion #TransInclusionGuide

In my efforts to be gender-affirming and identity-affirming, which can foster psychological safety, I often begin the session by sharing my pronouns. I also intentionally ask the person I am holding space for if they use pronouns that they would like me to be aware of and honor during our time together. I don’t ask, “What are your pronouns?” because I’ve learned that not everyone chooses to use pronouns as another imposed label, and I respect that. I also avoid saying, “What are your preferred pronouns?” because I’ve learned that for some people who are gender-minoritized and frequently misgendered, pronouns are not a preference, but rather an integral part of who they are. I respect this nuance. When someone says, “I use we and thay,” I understand this as a way of distancing themselves from the “he” in “she/they,” just as there is male in female. This response sparks curiosity in me, without ridiculing or trivializing their way of self-identifying. I have also met people who use all pronouns as a way of rejecting the gender binary, and I respect that too. If I don’t fully understand something, I ask questions so that I can avoid making the wrong assumptions or misaddressing them. We don’t have to wait for #PrideMonth to humanize and normalize conversations about psychological safety. We cannot authentically cultivate safe therapeutic alliances if we do not respect people’s self-determination to identify in ways that are meaningful and empowering to them. It doesn’t always have to make sense to us as service providers and we don’t have to demonize what we don’t fully understand. Our job is to hold space and bear witness, not to center ourselves or trivialize others’ identities. What are your thoughts about pronouns? How do you approach the topic? P/S: Please only engage if you can dialogue with non-judgmental compassion, respect, humility, and conscious curiosity. My space has zero tolerance for willful ignorance and bigotry, and it’s also not a space for deflection and projection. In Communal solidarity, Shayla S. Dube, MSW, RCSW-S Wellness Empowered Counselling & Consulting Inc

The best allyship techniques are often just good listening. Here’s what I mean: 🔁 Looping for understanding 🔁 In this listening technique, you communicate back what you’ve heard, and verify with the speaker (“Did I get that right?”). It’s not about parroting what was just said, but showing the speaker that you care about their side and you’re committed to mutual understanding. For allies, this technique creates safety for minority voices—letting them know that you will let them speak and strive to understand. ❌ Not interrupting ❌ Avoiding interruptions in conversation is a sign of respect that allows the speaker to be fully heard. In the workplace, women are still 2 times more likely to be interrupted. Not interrupting women or other underestimated groups is a form of allyship. You can take it a step further by pausing the interrupters and politely saying, “I’m sorry, but I don’t think she’s finished.” 📢 Amplification 📢 This meeting strategy has peers or senior colleagues amplifying the quiet or junior voices in the room. After a comment is made, restate the speaker’s name and idea, potentially adding on it: “I like Sierra’s suggestion to do THIS because…” Allies notice when good ideas are being ignored, interrupted, or commandeered, and amplify those voices. 🤔 Asking questions first 🤔 In negotiations, asking lots of questions of the opposing party is a form of information gathering and rapport building. The best negotiators are experts at leading with open-ended questions and following up with personal stories and additional questions that show they’re really listening. Great allies gather information about the gender dynamics in their workplaces by leading with curiosity, asking thoughtful questions, centering women’s voices, and believing them when they speak up. (This transfers to other underrepresented folks as well). 🎯 The goal is understanding, not winning 🎯 Keen communicators know that to make progress in any heated issue, the goal must be to understand—not to win. As long as we view gender equity as a zero-sum game, we will never see improvements for our wives and daughters. Allies understand that men also benefit from more gender-equal workplaces, homes, and communities—and will work to get everyone out of boxes. #alliesatwork #genderallyship

🌟 𝐴 𝑇𝑜𝑜𝑙 𝑓𝑜𝑟 𝐶ℎ𝑎𝑛𝑔𝑒: 𝑈𝑁𝐷𝑃'𝑠 𝐺𝑒𝑛𝑑𝑒𝑟-𝑅𝑒𝑠𝑝𝑜𝑛𝑠𝑖𝑣𝑒 𝐶𝑜𝑚𝑚𝑢𝑛𝑖𝑐𝑎𝑡𝑖𝑜𝑛 𝐺𝑢𝑖𝑑𝑒 🌟 I’m thrilled to share the Gender-Responsive Communication Guide by UNDP, a resource that I believe is essential for anyone working to advance gender equality in their field. This guide is a powerful tool that explores how language and communication shape gender roles and offers actionable strategies to ensure that our words and visuals promote inclusion rather than reinforce stereotypes. As someone deeply committed to gender equality, I’ve seen how communication—whether in policies, projects, or daily interactions—can either perpetuate inequalities or serve as a catalyst for change. 𝐖𝐡𝐲 𝐚𝐦 𝐈 𝐬𝐡𝐚𝐫𝐢𝐧𝐠 𝐭𝐡𝐢𝐬? Because 𝒈𝒆𝒏𝒅𝒆𝒓-𝒓𝒆𝒔𝒑𝒐𝒏𝒔𝒊𝒗𝒆 𝒄𝒐𝒎𝒎𝒖𝒏𝒊𝒄𝒂𝒕𝒊𝒐𝒏 𝒊𝒔 𝒏𝒐𝒕 𝒋𝒖𝒔𝒕 𝒂 𝒔𝒌𝒊𝒍𝒍; 𝒊𝒕’𝒔 𝒂 𝒓𝒆𝒔𝒑𝒐𝒏𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒚 𝒇𝒐𝒓 𝒂𝒍𝒍 𝒐𝒇 𝒖𝒔 𝒘𝒐𝒓𝒌𝒊𝒏𝒈 𝒊𝒏 𝒅𝒆𝒗𝒆𝒍𝒐𝒑𝒎𝒆𝒏𝒕, 𝒂𝒅𝒗𝒐𝒄𝒂𝒄𝒚, 𝒐𝒓 𝒂𝒏𝒚 𝒔𝒆𝒄𝒕𝒐𝒓 𝒔𝒕𝒓𝒊𝒗𝒊𝒏𝒈 𝒇𝒐𝒓 𝒆𝒒𝒖𝒊𝒕𝒚. This guide is particularly valuable for gender experts, development practitioners, and communicators who aim to integrate feminist and intersectional perspectives into their work. The guide’s practical approach—covering everything from inclusive language to visuals and interpersonal communication—provides a roadmap for fostering equity at every level of interaction. 📘 𝐃𝐨𝐰𝐧𝐥𝐨𝐚𝐝 𝐢𝐭 𝐡𝐞𝐫𝐞: [https://lnkd.in/erhPaSDj] Together, let’s challenge stereotypes, amplify diverse voices, and create a more inclusive world. 🌍 Let me know your thoughts or share how you integrate gender-responsive practices into your work. #GenderEquality #CommunicationForChange #InclusiveLanguage #UNDP #FeministLeadership #DevelopmentPractitioners

I love interviewing women leaders. I always learn something when they share their stories and share their wisdom. I had the opportunity to facilitate a conversation with Deepa Purushothaman for the United Nations System Staff College Women Leadership Program. Conversations about conflict and tension are hard for everyone, but they are especially hard for women who are caught in the impossible double bind of being either "too nice" or "too aggressive." Deepa suggested the tool "calling in" as a way to create a space for tough conversations. We've all been there - that moment when someone says something that crosses a line. Our instinct? Often to call them out: "That's wrong." "That's inappropriate." "You can't say that." We are even told that we must be direct, stand up for ourselves and our team, and use our strong voice... only to find that approach often creates defensiveness and distance in others. But what if, instead of pushing people away, we could pull them closer? That's where "calling in" comes in. Here are three practical ways to shift from calling out to calling in: ✔️ Share Impact Over Intent Instead of: "That's offensive!" Try: "When you said [x], here's how it landed for me..." ✔️ Open With Curiosity Instead of: "You're wrong about that." Try: "I'm curious what experiences led you to that perspective..." ✔️ Create Space for Learning Instead of: "You should know better." Try: "Would you be open to hearing a different perspective on this?" The magic of calling in? It transforms confrontation into connection. It creates space for growth instead of shame. It builds bridges instead of walls. 🌟 Yes, there are times when calling out is necessary - especially after repeated offenses. But starting with calling in often leads to deeper understanding and real change. What's your experience with difficult conversations? Have you tried "calling in" instead of "calling out"? #Leadership #DifficultConversations #WorkplaceCulture #InclusiveLeadership #womenleaders