GENDER-RESPONSIVE RESILIENCE
BUILDING IN THE CARIBBEAN:

The role of knowledge, attitudes, behaviours, and practices
in coordinating institutions

How do the knowledge, attitudes, and behaviours of individuals influence the culture and
work of institutions? Do institutional policies and practices promote gender equality?

Use this infographic to explore these issues based on a Knowledge, Attitudes,
Behaviours, and Practices (KABP) analysis 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.

The analysis presented here is based on the results of the KABP study conducted in nine countries in the Caribbean: Antigua and Barbuda, Belize, Dominica, Grenada, Guyana, Jamaica, Saint Lucia, Saint Vincent and the Grenadines, and Suriname.

The data comes from a survey completed by 112 people in institutions responsible for coordinating action on climate change and DRR in the target countries.

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?

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?

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?

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

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

What is the biggest barrier to achieving gender equality in your country?

People see it as … angry bitter women launching attacks on males and trying to feminize the world.

woman in leadership/management

Lack of willingness to change.

man in a technical role

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

External Practices

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

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

I try to ensure there is gender-balanced participation in meetings with non-governmental stakeholders.

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

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

Gender-Responsive Resilience Building in the Caribbean: Understanding the Role of Knowledge, Attitudes, Behaviours, and Practices in Coordination Mechanisms for Climate Change and Disaster Risk Reduction

Developed by IISD, for UN Women, under the EnGenDER Project.

Any opinions stated herein do not necessarily reflect the policies or opinions of UN Women, IISD, or their funders.

About
the EnGenDER Project

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.