Assignment Code: MGS-004 / AST-01 / TMA / 2022-23

Course Code: MGS-004

Assignment Name: Gender-Sensitive Planning and Policy Making

Year: 2022 - 2023

Verification Status: Verified by Professor

PART- A

Answer the following in 200 words each. (10 marks)

Q 1. What are Gender Aware Programmes? Choose any two current government programmes of India and Analyze the same from Gender aware approach.

Ans) Gender-aware programs are programs that take into consideration the specific needs, experiences, and perspectives of different gender groups. They are designed to promote gender equality and address gender-based discrimination. India has implemented several government programs that aim to address gender concerns. Two such programs are Beti Bachao Beti Padhao (Save the girl child, educate the girl child) and Pradhan Mantri Matru Vandana Yojana (Prime Minister's Maternity Benefit Scheme).

1.  Beti Bachao Beti Padhao (BBBP): The program aims to promote the value of the girl child and address gender-based discrimination. 640 districts nationwide use the programme. A gender-aware programme would address the core causes of gender discrimination, such as gender-based violence and education and healthcare discrimination. The initiative must also reach Dalit and Adivasi females. A gender-aware approach would also monitor and evaluate the program's impact on different gender groups to assure its intended results.

2. Pradhan Mantri Matru Vandana Yojana (PMMVY): The program improves pregnant and breastfeeding women's health and nutrition. A gender-aware programme would consider pregnant and nursing women's requirements, such as nutrition and healthcare. It will also involve reaching Dalit and Adivasi women. A gender-aware approach would also monitor and evaluate the program's impact on different gender groups to assure its intended results.

Q 2. What are the reasons for critiquing the first five-year plans to the fifth five-year plans (1951-1979) as Gender-blind? Explain.

Ans) The first five-year plans to the fifth five-year plans (1951-1979) in India have been critiqued as gender-blind for several reasons.

1. Firstly, during this period, the government's focus was primarily on economic development and industrialization, which was considered as the key to achieving overall growth and prosperity. As a result, issues related to gender were not given due importance, and the plans did not include specific measures to address gender inequalities.

2. Secondly, the plans were based on a gender-neutral approach, which assumed that development benefits would automatically trickle down to women. This approach ignored the structural barriers that prevent women from accessing education, healthcare, and employment opportunities.

3. Thirdly, the plans did not consider the gendered division of labour and the fact that women's work is often unrecognized, undervalued, and underpaid. The plans did not address the need for policies to support women's work in the informal sector, which is a significant contributor to the economy.

4. Finally, the plans did not take into account the gendered impacts of development and industrialization, such as displacement, environmental degradation, and increased violence against women. The plans did not address the need for measures to mitigate these impacts or to provide support to women affected by them.

In conclusion, the first five-year plans to the fifth five-year plans in India were critiqued as gender-blind because they did not consider gender issues and inequalities, and did not include specific measures to address them. The plans were based on a gender-neutral approach, which ignored the structural barriers that prevent women from accessing education, healthcare, and employment opportunities, and did not take into account the gendered impacts of development and industrialization.

Q 3. Explain the concept of cost-benefit analysis from a gender perspective.

Ans) Cost-benefit analysis (CBA) is a technique used to assess the economic feasibility of a project or policy by comparing the costs and benefits associated with it. From a gender perspective, CBA involves analysing how the costs and benefits of a project or policy are distributed across different gender groups. In a gender-aware CBA, the costs and benefits of a project or policy are evaluated in terms of their impact on women and men, and the distribution of costs and benefits across different gender groups is assessed. This involves analysing how the project or policy affects access to resources, employment opportunities, and decision-making power, and whether it perpetuates or reduces gender-based inequalities.

For example, if a project involves the construction of a new road, a gender-aware CBA would consider how the project will affect women's access to employment and market opportunities, as well as the potential impact on women's safety and mobility. The CBA would also evaluate whether the project provides benefits to both women and men, or whether the benefits are skewed towards one gender. A gender-aware CBA can help ensure that the costs and benefits of a project or policy are distributed equitably across different gender groups. It can also help identify any unintended consequences or negative impacts of a project or policy on gender equality. By incorporating a gender perspective into CBA, decision-makers can make more informed and equitable decisions about which projects or policies to pursue.

Q 4. Explain the typology of Gender - Sensitive policies.

Ans) Gender-sensitive policies refer to policies that are designed to address gender inequalities and promote gender equality. There are different types of gender-sensitive policies, which can be classified into the following typology:

1. Gender Mainstreaming: This refers to the process of integrating gender perspectives into all policies and programs across different sectors, such as health, education, and employment. Gender mainstreaming aims to ensure that gender equality is a fundamental consideration in all policy and program development.

2. Gender-Specific Policies: These are policies that are specifically designed to address the needs of women and girls, such as policies related to women's health, education, and employment. Gender-specific policies aim to promote gender equality by targeting specific areas of gender-based inequality.

3. Gender-Neutral Policies: These are policies that do not take into account gender differences and assume that all individuals have the same needs and experiences. Gender-neutral policies can perpetuate gender-based inequalities by ignoring the structural barriers that prevent women from accessing resources and opportunities.

4. Gender-Transformative Policies: These are policies that aim to challenge and change gender norms and stereotypes that perpetuate gender-based inequalities. Gender-transformative policies go beyond addressing the symptoms of gender inequality and aim to address the root causes of gender-based inequality.

In conclusion, the typology of gender-sensitive policies includes gender mainstreaming, gender-specific policies, gender-neutral policies, and gender-transformative policies. Each type of policy plays a crucial role in promoting gender equality by addressing different aspects of gender-based inequality.

PART-B

Answer any two of the questions given below in 1000 words each. (30 marks)

Q 2. Explain any five best practices of women leaders in India to address socio-economic problems to promote development from gender perspectives.

Ans) Women in positions of leadership in India have been essential in the country's efforts to overcome socioeconomic challenges and advance gender equality in the context of development.

Here are five best practices of women leaders in India to address socio-economic problems:

Promoting Women's Entrepreneurship: Entrepreneurship among women is an essential component of achieving full economic independence for women. Women entrepreneurs encounter a wide variety of obstacles, including restricted access to financial resources, professional networks, and consumer markets. Women in positions of authority in India have become aware of this problem and have been working to expand the number of opportunities for other women to launch and develop their own enterprises. For example, Vandana Luthra, the creator of VLCC, a firm that focuses on wellness and beauty, has been working toward the creation of a network of female entrepreneurs who are able to support each other and exchange resources with one another. Because of her efforts, numerous women entrepreneurs have been able to gain access to capital, markets, and services that support the development of their businesses.

Advocating for Women's Rights: Women in positions of power in India have been among the most vocal proponents of women's rights, including the rights to education, health care, and political involvement, among other rights. One such example is the work that feminist activist Kamla Bhasin has been doing to advance the cause of gender equality and put an end to violence against women. Her lobbying efforts have resulted in changes being made to laws and policies that have an impact on the rights of women. The advancement of women's rights is a significant goal that has been prioritised by influential women in India. Empowering women requires protecting their access to fundamental rights such as education, health care, and political engagement. Advocates for women's rights, especially the right to access resources and the right to be free from abuse, have included powerful women in their ranks, such as Arundhati Roy and Vandana Shiva, who have been actively involved in the movement. Their efforts have resulted to important changes in laws and regulations, which have made it easier for women to access resources, participate in decision-making, and live a life free from violence. These improvements have been brought about as a direct result of their efforts.

Building Women's Leadership Capacities: Women in positions of power in India have also taken steps to bolster the abilities of their fellow female citizens to hold positions of authority. For example, Kiran Bedi, who was the first woman to be promoted to the Indian Police Service, has been preparing female police personnel to assume leadership roles by teaching and mentoring them. Because of her efforts, the percentage of women serving in law enforcement has increased, and their overall performance has also improved. To do this, chances for women to receive training and guidance from more experienced individuals will need to be made available.

Addressing Gender-Based Violence: The perpetuation of gender-based violence represents a significant barrier to the advancement of women. Women in positions of leadership in India have been actively working toward the elimination of gender-based violence and the establishment of support systems for women who have been victims of such violence. Women leaders like as Manasi Pradhan have been extremely helpful in establishing support networks for women who have survived abuse and in lobbying for stricter laws to protect women's rights. Women in positions of authority in India have been making significant strides toward combating gender-based violence, one of the most significant barriers to the advancement of women. As a result of her efforts, laws that protect women's rights have been strengthened, and support networks have been established for women who have survived acts of violence.

Engaging Men and Boys: Women in leadership positions in India have acknowledged the significance of involving men and boys in initiatives to advance gender parity as a priority. To build a society that is more egalitarian and welcoming to people of various backgrounds, it is vital to involve men and boys as allies. Women in positions of authority, such as Sairee Chahal, the creator of SHEROES, have been actively working toward the goal of fostering an atmosphere in which women can flourish in their professional and entrepreneurial lives. Because of her work, a network of professional women has been established, and males have become allies in the movement to encourage women to take leadership roles and start their own businesses.

In conclusion, female leaders in India have implemented a variety of methods and best practises to solve socio-economic issues and promote development from the standpoint of gender equality. These strategies include advocating for women's rights, building women's leadership capacities, addressing gender-based violence, and engaging men and boys as allies. Other strategies include promoting women's entrepreneurship, building women's leadership capacities, and addressing gender-based violence. The implementation of these best practises has contributed to the creation of a society that is more equal and inclusive, which is to the benefit of both women and men. Women in leadership positions in India continue to serve as role models for subsequent generations of women and men in India who are committed to building a society that is more equitable and just.

Q 3. Define leadership. Critically analyze the need for women leadership at various levels for Gender Planning and Policy making process.

Ans) Leadership can be defined as the process of guiding and directing a group of individuals or an organization towards a common goal or vision. It involves the ability to inspire, motivate, and influence people to achieve a shared objective. A leader is someone who has a clear understanding of the organization's goals and has the ability to communicate this vision to others, creating a sense of purpose and direction.

Leadership is not just about being in charge; it requires a set of skills, traits, and behaviours that help individuals gain the trust and respect of their followers. Effective leaders are typically great communicators, with the ability to listen and provide feedback, as well as being able to clearly articulate their ideas and plans. They are also empathetic, able to understand and appreciate the perspectives and feelings of others.

Leadership is a key element in formal and informal organizational structure which includes the mechanisms for making, communicating and executing decisions and for selecting and training leaders and managers. Leadership has been viewed from different points of view such as focus of group processes, personality perspectives, behavioural traits, power relationships, transformational processes and skills perspectives. Leadership is a critical management skill and focuses on the ability to motivate a group of people towards a common goal.

Though leadership is defined in various ways with different perspectives, the components of leadership have certain common characteristics. They are:

1. Leadership is a process.

2. Leadership involves influence.

3. Leadership occurs in a group context.

4. Leadership involves goal attainment, and

5. Leadership is different from management.

Leadership can take many different forms, depending on the context and the individuals involved. However, at its core, effective leadership is about creating a positive and productive environment in which people feel empowered to work towards a common goal, with a shared sense of purpose and direction.

Need for Women Leadership in Gender Planning and Policy Making

Making policies and plans pertaining to gender is a difficult process that requires careful consideration of a wide range of factors, including social, cultural, economic, and political considerations, in order to guarantee that the resulting policies and plans are all-inclusive, fair, and productive. In this process, the necessity of having women in leadership roles at a variety of different levels is one of the most important issues that needs to be taken into consideration.

To begin, the incorporation of women's perspectives into the decision-making process during the formulation of public policy can be quite beneficial. Women in positions of power can bring unique perspectives to bear on problems that not only affect women but also other underrepresented groups, such as those that may not be effectively represented in the decision-making process. Women in leadership positions have the ability to both challenge and disrupt the existing quo, as well as bring new viewpoints to the table, which can lead to policy solutions that are more inventive and inclusive.

Second, women in positions of power have the potential to act as models for other women and girls, encouraging them to aspire to positions of leadership and participate actively in the decision-making process. This has the potential to help close the gender gap in leadership roles and open up more doors for women to participate in the formulation of policies and plans that have an impact on their everyday life.

Thirdly, women in leadership positions can play an important role in ensuring that policies and programmes are developed with an approach that is sensitive to gender issues. This indicates that policies and strategies are adapted to specifically address the interests and concerns of women and other marginalised groups in addition to the general population. When it comes to establishing policies and programmes that are more gender-sensitive, taking into account concerns such as access to education, healthcare, and employment prospects, women in leadership positions may provide vital input and insight into how this can be done.

In addition to this, having women in positions of leadership can also help to develop a decision-making process that is more inclusive and collaborative. Women leaders have a tendency to be more inclusive and collaborative, so creating a climate that is more conducive to the listening to and consideration of a wider variety of opinions and ideas. This can result in policies and strategies that are more inclusive of the interests and concerns of all members of society, as well as more effective in meeting those needs and concerns.

However, it is important to note that having women leaders alone is not sufficient to ensure that gender planning and policy making is effective and inclusive. It is also essential to ensure that these women leaders are empowered with the necessary resources, skills, and support to effectively contribute to the policy making process.

Additionally, it is crucial to recognize the diversity among women and ensure that policies and plans are tailored to address the specific needs and concerns of different groups of women. This includes women from different socio-economic backgrounds, ethnicities, and religions, among other factors. It is also essential to ensure that men are included in the gender planning and policy making process, as they also have a critical role to play in creating more inclusive and equitable societies.

In conclusion, the need for women leadership at various levels in the gender planning and policy making process is crucial for creating more inclusive and equitable societies. Women leaders can bring a unique perspective to the policy making process, serve as role models, ensure that policies and plans are gender-sensitive, and create a more inclusive and collaborative decision-making process. However, it is essential to ensure that these women leaders are empowered with the necessary resources, skills, and support to effectively contribute to the policy making process. It is also crucial to recognize the diversity among women and ensure that policies and plans are tailored to address the specific needs and concerns of different groups of women.