Research Methods

If your company wants data-driven Trans inclusion efforts, there's an often overlooked question that should be in your engagement surveys and HR information systems: ✅ "Do you currently, or have you ever, identified as Transgender?" 🔲 Yes 🔲 No 🔲 Prefer Not to Say The "or have you ever" piece is critical because it's not an uncommon experience for people to transition genders and drop the "Trans" identifier or identify with it less afterwards. If your surveys ask for gender identity and employees can only select one option, for example... 🔲 Man 🔲 Woman 🔲 Nonbinary 🔲 Transgender ... some Trans men and Trans women will select the "Man" or "Woman" box because that's what they identify as first. Companies are then at risk of not reaching a statistically significant response rate of Trans employees and/or losing trust with Trans employees because it's clear that you're not in the loop enough with the Trans experience. Some surveys have gender identity options that employees don't understand or they list so many options that they risk failing to meet statistical significance. For example they give options for Cisgender Man, Cisgender Woman, Transgender Man, Transgender Woman, etc. While these answer options together are totally inclusive and technically accurate, I can tell you as someone who trains thousands of people on gender inclusion that the majority of cisgender people don't know what "Cisgender" means. So, to collect gender identity information and Trans status that balances data cleanliness, inclusivity and accuracy while maximizing our chances of reaching statistical significance, I would recommend the following: ✅ "What is your gender identity?" (Select all that apply, if possible) 🔲 Man 🔲 Woman 🔲 Nonbinary 🔲 Agender 🔲 A gender identity not listed (write in, if possible in your system" 🔲 Decline to answer ✅ "Do you currently, or have you ever, identified as Transgender?" 🔲 Yes 🔲 No 🔲 Decline to answer These questions are usually optional for all employees. Companies that have strong data governance and privacy and high levels of trust can require employees to answer these questions so long as there is a "decline to answer" option. The cultural conversation around gender is evolving and many non-LGBTQ people are realizing that they have been socialized into gender categories. You should expect that how we ask these questions and the answer options we give employees will evolve too. We should take that as a welcome sign that our organizations are becoming more inclusive and GENDER EXPANSIVE rather than seeing it as the LGBTQIA+ mafia changing the acronym yet again. UGH that dang gender mafia 😉 . Trans and nonbinary people deserve to be counted accurately and to have their voices heard. There is no organizational accountability on DEI without good data, ambitious goals and a willingness from leaders to look Trans people in the eye.

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

Gender Inclusive Framework and Theory (GIFT) GIFT refers to conceptual models and analytical approaches that explicitly recognise and incorporate gender as a critical factor in understanding social phenomena. These frameworks go beyond binary notions of male/female and aim to understand how gender intersects with other identities (e.g., race, class, age, disability) to shape experiences, access to resources, opportunities, and power relations. Key Components of a Gender Inclusive Framework and Theory: 1. Recognition of Gender as a Social Construct: Gender is understood not as a biological given but as a product of social norms, expectations, and power dynamics. 2. Intersectionality: Rooted in Black feminist theory, this emphasises how gender intersects with other identity markers to create unique experiences of oppression or privilege (e.g., Crenshaw, 1989). 3. Power and Agency: Examines how gendered power relations affect people’s ability to make decisions, access opportunities, and influence outcomes. 4. Structural and Institutional Analysis: Explores how laws, policies, education systems, and cultural norms reinforce or challenge gender inequalities. 5. Transformative Potential: Goes beyond inclusion by aiming to transform systems and structures that produce gendered disparities. 6. Participatory and Inclusive Methodology: Advocates for research and interventions that actively involve marginalised genders in the design, implementation, and evaluation stages. Examples of Gender Inclusive Frameworks: 1. Gender Analysis Frameworks (e.g., Harvard Analytical Framework, Moser Framework, Gender at Work) 2. Intersectional Feminist Theory 3. CARE’s Gender Equality Framework 4. UN Women’s Gender Equality Framework 5. Gender Transformative Approach (GTA) Applications: i). Policy development (e.g., gender-sensitive budgeting) ii). Program design (e.g., inclusive education or health interventions) iii). Research (e.g., analyzing gendered impacts of climate change or technology) iv). Monitoring and Evaluation with gender-disaggregated data and qualitative indicators. UoN Anthropology and Gender Students Association, Institute for Faith and Gender Empowerment (IFAGE), Isiolo Gender Watch (IGW), Institute for Gender and the Economy, Gender, Work & Organization, Gender Equity Policy Institute (GEPI), ADB Gender, CGIAR Gender Equality and Social Inclusion, HBS Race, Gender & Equity Initiative, Heinrich-Böll-Stiftung | Global Unit for Feminism and Gender Democracy, Gender and Environment Data Alliance (GEDA), Gender DEI, Gender & Health Hub, Gender Unit | Ministry of Planning Development and Special Initiatives, FEMNET - African Women's Development and Communication Network, Women's Empowerment Link, Women Business Hub - Nonprofit Social Enterprise Organization, Women On Boards Network Kenya, Women Educational Researchers of Kenya, UN Women, African Women Rights Advocates, European Network of Migrant Women (ENOMW), WIDE+ (Women in Development Europe+)

What exactly is a gender analysis - and how do you actually do one? This guide breaks it down step-by-step. It helps you to... Understand what a gender analysis is → It’s not just about “adding women”—it’s about examining roles, responsibilities, access, control, and decision-making based on gender and other intersecting identities. Gather background information → Review existing policies, statistics, and literature relevant to gender in your sector and context. Collect data through multiple sources → Use interviews, focus group discussions, surveys, and observations—with both women and men, across age and ability. Analyse power and inequality → Look at who has access to resources, who makes decisions, whose voices are heard—and who is invisible. Disaggregate everything → Break down data by sex, age, disability, and other identity markers to spot patterns and disparities. I love that the guide includes checklists, sample questions, and planning templates. ----- 🔔 Join the Monitoring and Evaluation Academy for more tips https://lnkd.in/epqEsMF6 #GenderAnalysis

Excited to share our new National Academy of Medicine report on how sex and gender identity influence disability evaluations by the Social Security Administration (SSA). We were commissioned by SSA & took part in a 1+ year process to report on the unique health challenges faced by Transgender and Gender Diverse (TGD) individuals, as well as those with Variations in Sex Traits (VSTs). We developed conclusions that could make for a more inclusive and accurate assessment process when people apply for disability benefits. **Key Takeaways:**   1️⃣ **TGD and VST Populations:** The report underscores that individuals from these populations often face significant barriers to healthcare, which can delay disease detection and worsen long-term health outcomes. These health disparities can directly impact their eligibility for disability benefits.     2️⃣ **Inclusive Language**, particularly for conditions like reproductive cancers and HIV: By removing gendered terms and focusing on the condition itself, disability evaluations can be inclusive for all individuals, regardless of gender identity. 3️⃣ **Data Collection:** Routine collection of data on gender identity, sex recorded at birth, and relevant care (e.g., gender-affirming treatments) is vital for an accurate evaluation. These data are lacking in many healthcare systems, but incorporating them into disability applications could help lead to more accurate determinations.  4️⃣ **Special Considerations:** The report highlights the need for careful evaluation of sex-specific diagnostic criteria for conditions like pulmonary function and kidney disease. In some cases, the sex recorded at birth may be the appropriate reference point, but in others—particularly for those receiving gender-affirming hormones—additional or alternative metrics may be necessary. One option is to use the measurement most likely to support an individual's disability application in cases where both 'male' and 'female' reference ranges are considered. 5️⃣ **Training for Disability Adjudicators:** Given the complexities in assessing disability claims for TGD individuals and those with VSTs, staff can receive training on the unique health and social challenges faced by these populations. This could ensure more accurate, fair, and compassionate disability determinations. By improving how disability claims are evaluated for TGD and VST individuals, we can move closer to a system that truly supports everyone. https://lnkd.in/egUKPbHT #SSA #HealthEquity #healthcare

Folks, sharing my first-hand experience of how patriarchy and the preference for a male child continue to perpetuate in Indian society. I recently got married in an arranged setup and quickly learned about some "unpredictable traditions." One in-law casually mentioned that since my wife’s "kalire" fell, we’ll definitely have a baby boy. No pressure, right? My wife wasn’t allowed to hold a baby girl, but she did anyway—rebellion! Of course, they kept a male baby nearby to "cancel" the female energy. Who needs biology when you’ve got male energy? When transgender visitors came, they gave rice to throw on the roof for a boy, along with some impromptu dance moves. They even tied a knot for good luck—oh, and they’d take INR 25K for a boy, but nothing for a girl. Classic business model perpetuating patriarchy. An elderly lady from our village tied a garland of mango and neem leaves in front of our house. It was apparently taken from a house that had just welcomed a baby boy. Forget the actual baby’s birth, it’s all about the garland that’s certified boy-approved. Some distant relatives made "Methadde" (fenugreek dish) to ensure a boy’s birth. Wonder if it works with garlic bread for a girl? This male-child preference is common in land-owning communities like the Jaats, Jatts, and Patidars. These regions have the worst gender ratios, thanks to the fear of losing land to a daughter’s family. Because property is more important than people, right? During my time working in tribal South Gujarat, I came across instances where Patidar families from North Gujarat would travel to tribal areas to buy brides, as they didn’t have enough women in their own communities to marry their sons. Oh, and don’t even get me started on how many people remarry if the first wife can’t bear a son. It’s like a mandatory upgrade. So, what can we do to overcome this? Educate : Empowering women through education is key to challenging gender norms as they play a critical role to disrupt patriarchy. Challenge regressive rituals: It's time to question harmful practices that perpetuate stereotypes. Promote interfaith, inter-caste, and inter-race marriages: These marriages break traditional patterns and promote progressive thinking. PS: Brace yourselves relatives. I plan to adopt a daughter. Nope, no "heir" to carry on the legacy. 😜

#BackToTheField #FieldWorkDiaries Thrilled to be returning to what energizes me most - some people call it grassroots research and field work - I call it unfiltered gossip! Currently undertaking consultations with #women living near industrial areas in #Odisha, exploring critical intersections: #WomensWorkforce participation: Understanding employment patterns, educational pursuits, and skill development initiatives among women in industrial peripheries. #GenderedMobilityPatterns: Examining how women navigate their daily commutes and how factors like age, employment status, and family dynamics shape their movement patterns—bringing fresh perspectives to gendered mobility research. #TheCareEconomy: Investigating how unpaid care responsibilities impact women’s professional opportunities and personal well-being. #RestRecovery: A dimension we rarely discuss—how much time do women actually have for rest and sleep? These conversations remind me why fieldwork remains irreplaceable. Behind every statistic are real stories, complex trade-offs, and insights that can only emerge through genuine dialogue with communities. The women I’m speaking with are experts - from their own experiences, they offer such a clear understanding of how industrial development intersects with gender, mobility, and economic participation. Am excited to see how our team at Nikore Associates will translate these insights into research that centers lived experiences and contributes to more inclusive policy frameworks. #FieldResearch #WomenEconomicEmpowerment #GenderEconomics #Mobility #WomenAndWork #CareEconomy #Odisha #CommunityEngagement #PolicyResearch

🧠 Why are women nearly twice as likely to develop #Alzheimer’s disease? A new article in Nature Medicine by science journalist Sofia Moutinho brings together leading researchers—including Roberta Diaz Brinton, Lisa Mosconi, Michelle Mielke, and Justina Avila-Rieger—to explore what we’re finally beginning to understand about sex differences in Alzheimer’s risk. 🔍 A few key insights that stood out from a scientific perspective: Hormonal Shifts & Brain Metabolism As estrogen declines during menopause, the brain loses access to its primary fuel—glucose. Research led by Brinton suggests that in response, female brains shift to metabolizing auxiliary fuels, including lipids found in white matter. This shift may contribute to white matter damage and increased AD vulnerability. Neuroimaging Evidence: Mosconi’s neuroimaging studies show that menopausal women (ages 40–65) have: ▪️ 22% lower brain glucose metabolism ▪️ 11% less white matter ▪️ 30% more β-amyloid plaques compared to age-matched men She notes that Alzheimer’s may begin as a disease of midlife, long before symptoms appear. Metabolic Health & Prevention Windows: Mielke’s and Brinton’s research highlight how postmenopausal metabolic risk factors—like hypertension and insulin resistance—may accelerate cognitive decline. Hormone therapy may help reduce this risk, but outcomes depend heavily on timing, duration, and individual biology. Reproductive History Matters A large Kaiser Permanente study found that women with shorter reproductive spans had 20–31% higher Alzheimer’s risk. Surgical menopause further elevated risk, while having three or more children was associated with lower risk—potentially tied to social support factors later in life. Sexism as a Risk Factor Avila-Rieger’s research revealed that women born in U.S. states with higher structural sexism experienced faster memory decline after age 65—especially Black women, highlighting the role of social determinants. 📉 Despite making up two-thirds of global dementia cases, women have been underrepresented in AD trials and research. That’s slowly beginning to change—but there's still much more work to do. As Mosconi puts it: 🧠 “Research on sex and gender differences in dementia has grown, but there’s still much to uncover ... and we owe women centuries of research.” 📄 Full article posted 👇 🔗 https://lnkd.in/da9p94XR #WomensHealthResearch #Alzheimers #Menopause #Neuroscience #ClinicalResearch #SexDifferences #MidlifeHealth #GSDHealthResearch #DementiaAwareness #DigitalHealth

Gender is not a side note in research—it is a dynamic dimension that reshapes questions, methods, and discoveries across disciplines. This booklet, produced by Kilden genderresearch.no and supported by the Research Council of Norway, reframes the gender dimension as a core element of research quality, not just a social justice add-on. By showcasing real case studies from fields where gender is often overlooked—such as energy, transport, environment, food systems, and climate resilience—it demonstrates how integrating sex and gender analysis leads to more relevant, innovative, and inclusive research outcomes. – It defines the gender dimension as a cross-cutting criterion for excellence, linking it to the Horizon Europe agenda and the Sustainable Development Goals – It presents case studies across sectors: Health and Well-being, Food, Agriculture and Fisheries, Energy, Transport, Environment and Climate, and Safe Societies – It explores practical applications: How gender norms, biological sex, access to resources, and power dynamics shape research findings and policy relevance – It uncovers implicit biases: From androcentric norms in clinical trials to stereotyped assumptions in transport systems and energy use – It provides actionable tools: Conceptual distinctions between sex and gender, checklists for gender-sensitive research design, and methodological recommendations This is not a theoretical advocacy brief—it is a strategic guide for researchers, evaluators, and funders ready to make research more precise, equitable, and impactful. Whether you work in the humanities, life sciences, or applied policy research, this resource equips you to reframe the research process itself—turning gender into a driver of discovery, not an afterthought.