GENDER-RESPONSIVE RESILIENCE
BUILDING IN THE CARIBBEAN:

WHY MUST CLIMATE CHANGE ADAPTATION AND DISASTER RISK REDUCTION (DRR) BE
GENDER RESPONSIVE?
Efforts to build resilience to climate change and disasters will not be effective if they don’t take gender into account. Women, men, and nonbinary people experience the impacts of climate change and natural hazards in unique ways and have differing opportunities and capacities to respond.

Within institutions, women remain underrepresented in decision making related to climate change and DRR. If these issues are not considered in climate change adaptation and DRR, there is a risk that they will reinforce, exacerbate, or create new gender inequalities.
WHY EXPLORE KNOWLEDGE, ATTITUDES, BEHAVIOURS, AND PRACTICES?
The gender-related knowledge, attitudes, and behaviours of individuals are shaped by their lived experiences, perceptions, and education. At the institutional level, the policies and practices that are in place may or may not promote gender equality, both in the workplace and in interactions with external stakeholders. Collectively, these factors influence the work of the institution, either creating the conditions for gender-responsive approaches or reinforcing barriers.

A KABP study presents an opportunity to explore these issues in a structured way, providing an informed basis to tackle discriminatory policies, practices, and behaviours.
bgr

Profile of the Respondents

Role in the Institution

Gender

gender
Gender

Role in the
Institution

Role in the Institution
Knowledge of Gender Issues
Generally speaking, respondents felt that gender is important to their work: 72% indicated that it is very important, while a further 23% stated that it is somewhat important. However, there are knowledge gaps that may inhibit their ability to take a gender-responsive approach.

Self-Assessment of Gender Knowledge

What is your single biggest knowledge gap on gender in relation to your work?

0% 0% 0% I have some knowledgeon gender, but there is always more to learn. I have limited knowledgeof gender issues in the area I work in. I have a goodunderstanding of genderissues in the area I work in.
18% 21% 61%
I have some knowledge on gender? but there is always more to learn.
I have limited knowledge of gender issues in the area i work in.
I have a good understanding of gender issues in the area i work in.
Men were twice as likely to report that they have a good understanding of gender issues.

What is your single biggest knowledge gap on gender in relation to your work?

0% 0% 0% 0% 0%
Identifying entry points
Applying tools for gender mainstreaming
Accessing gender-disaggregated data
Understanding gender concepts
Other
There is no single knowledge gap that emerges as the most important to fill.
Awareness of Gender Dimensions of Resilience to Climate Change and Disasters
0%
agree
Gender is a major factor determining how vulnerable people are to climate change and disasters.
0%
agree
Women and men have different needs and opportunities related to building resilience.
0%
agree
Women are more vulnerable than men to climate change and disasters.
0%
agree
Everyone has a role to play in building resilience.
How do you view
gender differences in vulnerability to climate change and disasters?
Gender differences
Gender differences
How do you view
gender differences in vulnerability to climate change and disasters?
qwt
Based on socialization, women are expected to be resilient in times of disasters whereas men are taught to just provide basic needs.
woman in leadership/management
qwt
Patriarch[al] structures and power imbalances in many countries tend to reduce women’s status in society, their access to resources, opportunities and power and subsequently lead to higher female vulnerability to natural hazards.
man in leadership/management
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Gender-Related Attitudes and Behaviours

I consider myself to act as a champion for gender equality in my office.
Almost half of men (48%) always consider themselves to be champions for gender equality, compared to 33% of women.
What is the biggest barrier to achieving gender equality in your country?
gender equality
gender equality
gender equality
What is the biggest barrier to achieving gender equality in your country?
qwt
People see it as … angry bitter women launching attacks on males and trying to feminize the world.
woman in leadership/management
qwt
Lack of willingness to change.
man in a technical role
qwt
Traditional practices have associated leadership roles to men; unfortunately, this belief system continues to replicate itself in new generations. Traditional stereotypes of women as nurturers first, breadwinners second, does influence how women are seen in the workforce.
woman in a technical role
internal practices
My institution has a gender department, team or focal point.
I have received training on gender and/or gender mainstreaming.
Yes No 4 9% 51% I r egula r ly in t e r a c t with t h em I in f r equently in t e r a c t with t h em I n e v er in t e r a c t with t h em 30% 5 % 6 5 %
I have received training on gender and/or gender mainstreaming.
61% Yes I received this training in the last year
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External Practices
I consider gender balance when providing services at the community level.
Al w a y s So m eti m es N e v er

I try to ensure there is gender-balanced participation in meetings...

gender-balanced
I try to ensure there is gender-balanced participation in meetings with non-governmental stakeholders.
Always Sometimes Never

I consider gender balance when providing services at the community level.

gender-balanced
recommendation
Awareness
Culture
Learning
Incentives
Mechanisms
Accountability
Raise awareness of gender policies and mandates across different institutions. Make certain everyone understands that gender equality is their responsibility, regardless of their role.
Foster a safe and inclusive workplace culture. Eliminate discrimination through dialogue, policy measures, and enforcement.
Promote continuous learning by investing in gender training and mentoring. Address the knowledge gaps and empower staff to adopt gender-responsive approaches.
Create incentives for positive behaviours and practices related to gender equality. Structure roles, performance assessment, and compensation in ways that promote gender equality.
Put institutional mechanisms in place to support gender-responsive approaches. Facilitate collaboration among actors working on climate change, DRR, and gender equality.
Build accountability by tracking and reporting on progress, both internally and externally. Monitor, evaluate, and communicate gender balance and outcomes related to gender equality, both within institutions and in relation to programs and services.
For more details, including analysis of institutional practices and policies, check out our report
Developed by IISD, for UN Women, under the EnGenDER Project.
© 2021 UN Women and IISD.
Any opinions stated herein do not necessarily reflect the policies or opinions of UN Women, IISD, or their funders.
About
the EnGenDER Project
EnGenDER logo
The KABP analysis is part of the Enabling Gender-Responsive Disaster Recovery, Climate and Environmental Resilience in the Caribbean (EnGenDER) Project. The KABP analysis was led by UN Women, in collaboration with the International Institute for Sustainable Development (IISD).

EnGenDER aims to identify and address any gaps to ensure equal access to DRR, climate change and environment solutions for men, women, boys, and girls, by using national climate change adaptation strategies and policies as entry points.
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International Institute for Sustainable Development