Promoting gender inclusive working policies and culture
3.2 Organizational/institutional culture for gender equality Eighty-three percent of the respondents believe that their institutions should have policies in place for equal opportunities (e.g., gender policy). Yet, 30% of the respondents reported that there are no specific gender policies at the institutional level, and 40% reported that there are no gender equality positions, such as gender focal persons, assigned to mainstream gender inside their departments. To support the systematic mainstreaming of gender within all activities and at all levels, organizations would need processes that reflect their commitments to gender equality. These include: 1.
Formal legal commitment: internal gender policy affirming the principle of gender equality, non-discrimination and equal opportunities.
2.
Plans and strategies: a gender equality strategy and/ or gender action plan setting long- and mid-term objectives, expected results, actions and monitoring indicators.
3.
Supporting structure and tools:
Establish a gender equality structure, department, office, team or person (gender focal person) tasked with implementing and monitoring gender commitments and strategies/action plans.
Conduct gender analysis to integrate a gender perspective into policies, programmes and projects. In Chemistry, gender analysis enables us to understand and unpack the root causes of unsustainable
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