Gender equality, disability and social inclusion self-assessment tool
This guide is for managers, gender equality disability and social inclusion (GEDSI) advisers, researchers and other staff across sectors who want to improve GEDSI practice in their programs and organisations. It details the specific roles and responsibilities of the contact point (CP), facilitator, participants and supporters of the self-assessment process. The GEDSI Self-Assessment Tool (SAT) involves a facilitated self-assessment process. Ideally, one or two independent/external GEDSI advisers (facilitators) will help facilitate your organisation through the process. The facilitators should be experienced and understand the sector/s in which the project is operating. They will work with key staff members from your organisation, ideally the GEDSI staff member/s or staff member/s within the GEDSI portfolio, acting as the CP.
This guide is for the facilitators and CP, not for participants. The facilitators and CP will share information
(including some of the appendices) with participants prior to the first workshop to prepare them for the process. The process will review and identify specific, context-appropriate approaches and strategies that will supportn GEDSI transformative practice and outcomes for project implementation and research programs, and within your organisation. An intentional focus on GEDSI is key to sustainable and effective development programs. A central commitment to the implementation of all Sustainable Development Goals (SDGs), including SDG 13 (combat climate change and its impacts) is to โLeave No One Behindโ. Key to this concept is prioritising actions that benefit and empower women (including women in all their diversity), the poorest, people with disabilities, Lesbian, Gay, Bisexual, Trans, Queer, Intersex and Asexual, + more identities (LGBTQIA+) people, Indigenous peoples and the most marginalised people in communities. There is ample evidence that engaging women and marginalised people results in better
development outcomes, including in relation to combating the worst effects of climate change and supporting community resilience building initiatives.
In terms of climate change, we know that women and people from marginalised groups experience
disproportionate impacts that can exacerbate their vulnerabilities and inequalities without intentional and targeted strategies to reduce their structural disadvantage. This is why deeper transformative change โ not simply a focus on vulnerabilities is needed. By affirming and being guided by women and other marginalised peopleโs lived experience and knowledge, we understand the strengths brought to climate resilience solutions in decision-making at multiple levels household, community and institutional.
Critical to transformative action for climate change is supporting climate justice, which is about addressing the ethical and political issues related to climate change. It recognises that climate change disproportionately affects marginalised and vulnerable populations, who are often the least responsible for causing it. Climate justice seeks to ensure that the burdens and benefits of climate change and its mitigation are distributed equitably. Key aspects of climate justice include protecting human rights, acknowledging historical responsibility and supporting inclusive and equitable decision-making.
As development practitioners and researchers, we have a responsibility to improve GEDSI practice in every sector in which we work. Many development programs can be a critical entry point for promoting equity, agency and leadership for women in all their diversity and marginalised groups more broadly.
The SAT is based on the GEDSI Towards Transformation Continuum approach (Appendix B). The standards
for scoring are based on this continuum (Figure 1), which recognises that the more deeply the program and organisation focuses on intentionally addressing intersectionalities of marginalisation, exclusion and discrimination for women and for different marginalised groups, the more transformative it is. Organisations and programs wishing to be at the transformative end of the spectrum need to apply deep GEDSI thinking and learning within as well as across their programming.
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