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What is the GED Institutional Working Group

The GED Institutional Working Group has over 100 members from 6 regions in the world and 6 CARE International members. It is a place where members can learn from one another and exchange ideas and discuss issues. We are also available to provide guidance and advice on policy and practice relating to organizational change. Kassie McIlvaine facilitates the group. She and two members of our group also represent us and priorities relating to organizational change and GED on the CARE USA Gender Equity and Diversity and Women's Empowerment Steering Committee to the Executive Management Team, they are Ashika Gunasena Serasundara from CARE Sri Lanka and Ariel Fisancho-Arroyo from CARE Peru.

Membership is open to all CARE staff - if you would like to join up - contact Kassie McIlvaine (

A list of current members can be found here:


A great resource:

Recently we have developed a list of great videos to use for discussions or reflections on gender equality with teams. They cover a wide variety of topics (many of which we have discussed) and come from inside and outside CARE. Why not hold a 'cinema' lunch with your team and watch a short video and have some dialogue around it; it might inspire something exciting in your work?


Recent Discussions

The group has had the following discussions, one about moving forward Gender Equity and Diversity in a Country Office. Many members contributed to this discussion and you can read a summary of it here:


The second discussion related practice around compensation time for staff who are expected to travel for extended periods of time or frequently as a part of their job. The summary of this discussion is here:


The third discussion inquired to working group members about the potential for any existing policies related to polygamy practiced among CARE staff members. The original post also inquired as to how differing opinions or values among staff were handled. A summary of the discussion is here:


In August and September 2011, the working group had a vibrant discussion about the 'use of time' and gender dynamics to that. It was particularly interesting because many staff contributed to this discussion and it sparked some interesting stories and learning. Read the summary here:


In October and November 2011, one CARE Country Office raised a question about how to facilitate discussions on sexuality particularly in contexts where homosexuality is illegal. This led to a vibrant discussion on the issue and the sharing of various resources to help catalyze discussions. You can read a summary of this discussion and access information about these resources here:


In January and February 2012, the working group had a very engaged discussion on the issue of women and CARE; many COs contributed their ideas and thoughts about actions we can take to enhance women's representation and power in CARE. You can read a summary of this discussion here:


In March 2012, the group discussed recruitment sharing ideas about how to reach out to wider audiences with job opportunities in CARE. Contributors to the group had a lot of concrete practical ideas but also a couple of more reflective thoughts about this topic. Read a summary here:


In May 2012, the group had a discussion about volunteers in our projects. This discussion was started by a learning group in CARE Austria's psycho-social programming who were grappling with some of the opportunities and challenges related to engaging volunteers in CARE's projects. The discussion was lively with contributions from across the world including from CARE partners. You can read a summary here:


In July and August 2012, the group joined forces with the Gender Based Violence working group and discussed the safety and well-being of staff working in gender based violence programming. It was a fascinating discussion that provided some excellent tools to the group, as well as surfacing some personal experiences of staff. You can read a summary here:


In September and October of 2012, the working group answered the question, what would be three simple changes CARE could make to render CARE a great place to work for women? This discussion garnered the biggest response ever. You can read a two page summary of the discussion and read about policies that countries in Asia have introduced to help render CARE more women-friendly here.

creating_a_work_environment_where_women_can_flourish.docx women_friendly_policies_-_asia_region-handouts_v1_2.doc

In March and April 2013, the group had a great discussion on how we promote gender equality and diversity with the young people in our lives. We had a lot of responses as well as blogs, articles and stories shared by many. Enjoy the summary here:


In June and July 2013, we had a discussion on polygamy and homosexuality following the submission of some very interesting questions from colleagues in CARE DRC. You can read the summary here:


In September and October 2013, the group had a discussion on a future state where we have successfully achieved gender equality and diversity. This led to a very lively sharing of stories and experiences. You can read a summary here:


In November and December 2013, the group discussed gender and security. You can find a summary of our discussion here:


__Useful Resources__

The Latin American Region has compiled and produced some fantastic videos about domestic workers. You can access them here:

Part 1, English

Part 2, English

Part 1, Spanish

Part 2, Spanish

Part 3, Spanish

And from the same region, a 4-page summary of work that they are doing on the sexual division of labor:


A remarkably inspirational summary was compiled in February 2011 following an Asia Female Leadership Program. Absolutely worth reading!


In Pakistan, here is a short report of a women staff lunch that they arranged there to explore issues related to women and work.


West Africa did a review of where they were in terms of practically implementing measures to increase gender equity and diversity in the organization. You can read their findings in French and English here!



The West Africa region also has a plan of action to address the challenges they are facing in relation to attracting and retaining female staff. You can read it here:


Recruitment and Human Resources: Take a look at these tips for Human Resources managers - some simple ways to ensure you are thinking about gender equity and diversity as your recruit and develop staff.


Are you doing a GAP analysis? Do you need to know how to assess the level of GED knowledge, practices and beliefs in your office? Take a look at the GAP guidelines.


ged_institutional_working_group.txt · Last modified: 2019/01/23 02:03 by