Gender Equality and Social Inclusion Guidelines

Editorial Credits

Front & Back Cover Image: ©Unsplash/Janis Rozenfelds, ©Shutterstock/Don Mammoser, ©Unsplash/Vijesh Datt

Inner Front & Back Cover Image: ©Unsplash/Alec Douglas

Image on Page 02: ©Shutterstock/Mike Workman

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Images on Page 23: ©GIZ

Managing Editor: Rebecca Eldon and Kristiana Teranlelei Ciocio

Research & Writing: Rebecca Eldon and Menka Goundan

Commissioned by: Regional Pacific Nationally Determined Contribution Hub

Designer: SarahNarayan Studio, Fiji

‘This publication was co-funded by the European Union and the German Federal Ministry for Economic Cooperation and Development (BMZ); New Zealand’s Ministry for Foreign Affairs and Trade (MFAT) and Australia’s Department of Foreign Affairs and Trade (DFAT). Its contents are the sole responsibility of the Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) and do not necessarily reflect the views of the European Union, BMZ, MFAT and DFAT.’

Responsible: Iris Cordelia Rotzoll, iris-cordelia.rotzoll@giz.de

GENDER EQUALITY AND SOCIAL INCLUSION GUIDELINES

A Living Document from the Regional Pacific Nationally Determined Contribution Hub

JUNE 1, 2023

Kindly Supported by:

In Partnership with:

In Contribution to:

ABBREVIATIONS

ADB Asian Development Bank

BMZ German Federal Ministry for Economic Cooperation and Development

CAPP Climate Action Pacific Partnership

CEDAW Convention on the Elimination of All Forms of Discrimination Against Women

COP Conference of the Parties

CRC Convention on the Rights of the Child

CRPD Convention on the Rights of Persons with Disabilities

ETF Enhanced Transparency Framework

FSM Federated States of Micronesia

GESI Gender Equality Social Inclusion

GGGI Global Green Growth Institute

GHG Greenhouse Gases

GIZ Deutsche Gesellschaft für Internationale Zusammenarbeit

ICRC International Committee of the Red Cross

IMF International Monetary Fund

LT- LEDS Long-Term Low Emission Development Strategies

MDG Millennium Development Goals

NDC Nationally Determined Contributions

NZ New Zealand

OHCHR Office of the High Commissioner on Human Rights

PICs Pacific Island Countries

PIFS Pacific Island Forum Secretariat

RMI Republic of the Marshall Islands

SBSTTA Subsidiary Body on Scientific, Technical and Technological Advice

SDGs Sustainable Development Goals

SPC The Pacific Community

SPREP Secretariat of the Pacific Regional Environment Programme

UN United Nations

UNDP United Nations Development Programme

UNDRIP United Nations Declaration on the Rights of Indigenous Peoples

UNFCCC United Nations Framework Convention on Climate Change

UN Women United Nations Entity for Gender Equality and the Empowerment of Women

USAID United States Agency for International Development

OBJECTIVES OF THE NDC HUB’S GENDER EQUALITY AND SOCIAL INCLUSION GUIDELINES

INTRODUCTION

Topics of gender equality and social inclusion permeate all aspects of social life in the Pacific. Climate change, and the increasing impacts of extreme weather events, sea level rise, changing crop patterns, and further changes this brings to the region, will have a deep impact on existing social structures, and will influence all genders and social groups differently. The successful achievement of the NDC Hub’s country requests, trainings and events will require specific attention to the different needs, interests, priorities and access to resources of all genders and social groups within the Pacific, who face intersectional and overlapping challenges. Their specific needs and interests must be considered at all stages of the NDC Hub’s work in order to achieve meaningful and sustainable results.

PURPOSE OF THIS DOCUMENT

These GESI guidelines are primarily created for the NDC Hub's Implementation Unit, to guide them in incorporating GESI throughout the NDC Hub's activities, and to ensure the NDC Hub's support to the Pacific promotes the best outcomes for all social groups. Beyond this, the guidelines are targeted for consultants and technical experts of the NDC Hub, who implement activities on behalf of the NDC Hub. Finally, the GESI guidelines are intended for NDC Hub Focal Points and Steering Committee members as they guide the implementation of the NDC Hub's work, as well as external stakeholders who engage with the NDC Hub.

A LIVING DOCUMENT

Gender Equality and Social Inclusion is a continuously changing topic. Just like the waves of the Pacific Ocean, these guidelines are intended to be fluid, and continuously adapted to new developments. Therefore, feedback to these guidelines is always welcomed, and will be incorporated in the next round of updates.

APPROACH AND METHODOLOGY

The guidelines have been developed based on a desk review of existing GESI strategies, toolkits, and methodologies available, both at the international, regional and national level, to make best-possible use of existing knowledge and guidance available on this topic. All resources are sourced in the bibliography. We acknowledge that the documents listed here are not exhaustive, and that further policies and guidelines on this topic are available, which are not captured here.

These guidelines are based on several rounds of consultations with the NDC Hub’s implementation partners, to ensure it can effectively help the Implementation Unit as they work to incorporate GESI throughout their work in the Pacific.

BACKGROUND

The Regional Pacific NDC Hub (NDC Hub) was set up with the objective of enhancing and implementing Pacific Island Countries' NDCs as they pursue sustainable and resilient development while transitioning to a low carbon future. As a result of the 21st Conference of the Parties (COP) under the United Nations Framework Convention on Climate Change (UNFCCC) in 2015, 195 nations committed to the Paris Agreement, which includes the development of Nationally Determined Contributions (NDCs), outlining each country’s climate change mitigation and adaptation efforts. The NDC Hub arose as a response to calls from Pacific Island Countries (PICs) for a regional platform to support them in implementing, enhancing and financing their NDCs, during the inaugural Climate Action Pacific Partnership (CAPP) Conference, in July 2017. Subsequently, the NDC Hub was formally launched in 2017 at the 23rd Conference of the Parties (COP) under the United Nations Framework Convention on Climate Change (UNFCCC) in Bonn, Germany.

The NDC Hub delivers its support in response to demand-driven country requests from PICs in accordance with the following strategic objectives of the NDC Hub’s Long-Term Strategy 2030:

» Improved NDC Planning, Policy, Strategy, and Legislation

» Strengthened Enabling Environment for NDC Implementation

» Accelerated NDC Action and Project/Program Implementation

» Enhanced NDC Measurement, Reporting, and Verification and Transparency of Climate Action

The NDC Hub has 14 Pacific country members, consisting of Cook Islands, Niue, Samoa, Tonga, and Tuvalu from the Polynesian sub-region; Fiji, Papua New Guinea, Solomon Islands and Vanuatu from the Melanesian sub-region; and the Federated States of Micronesia, Kiribati, Nauru, Palau, and the Republic of Marshall Islands, from the Micronesian sub-region. The NDC Hub engages directly with one Focal Point in each country. These are government representatives from the ministry responsible for climate change in each country, who oversee the implementation of all NDC Hub activities in their country.

The NDC Hub’s Steering Committee provides general oversight of the strategic direction for NDC Hub activities. The Steering Committee consists of one Focal Point from each Pacific Sub-region (Polynesia, Micronesia, and Melanesia) as well as Fiji as the host country.

The implementation of the Pacific NDC Hub is led by the Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH in partnership with the Pacific Community (SPC), the Secretariat of the Pacific Regional Environment Programme (SPREP), and the Global Green Growth Institute (GGGI). The NDC Hub works in contribution to the NDC Partnership (NDCP). The NDC Hub Coordination Group consists of one lead representative from each partner organization. The implementing partners support the functions of the NDC Hub with overall guidance and strategic direction provided by the Steering Committee. The NDC Hub’s Implementation Unit consists of technical staff from each partner organization, who are responsible for the technical implementation and day-to-day management of the NDC Hub’s work, guided by the Steering Committee and Hub Coordination Group. The NDC Hub is grateful to be funded by the European Union, and the Government of Germany, New Zealand and Australia.

DEFINING GENDER EQUALITY AND SOCIAL INCLUSION

Gender Equality and Social Inclusion (GESI) refers to efforts to ensure people from all backgrounds, including men, women and gender diverse people, people with a disability and people facing any form of marginalisation, can equitably access, use, contribute to, influence and benefit from the design, development and governance of critical services.

WHAT IS GENDER EQUALITY?

A situation in which access to rights, resources, and opportunities is unaffected by gender.

GENDER EQUALITY VS. GENDER EQUITY?

'Gender equality' means equal opportunities for women, men, and gender-diverse people. 'Gender equity' is the process to achieve gender equality. Equality means each individual or group of people is given the same resources or opportunities. Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome2

WHAT IS SOCIAL INCLUSION?

Social inclusion is the process of improving the terms on which individuals and groups take part in society - improving the ability, opportunity, and dignity of those disadvantaged on the basis of their identity.

Social inclusion is about improving every person’s active participation in society. In contrast, exclusion occurs because certain groups are systematically disadvantaged and/ or discriminated against on the basis of their identity: ethnicity, race, religion, sexual orientation, caste, descent, gender, age, disability, HIV status, migrant status or where they live. As such, exclusion can occur linked to multiple dimensions of one person's identity. Inclusion and exclusion are not in a binary opposition – a person can be included based on certain aspects of their identity and excluded based on other aspects3

WHAT IS INTERSECTIONALITY?

Intersectionality is the interconnected nature of social categorizations such as race, class, and gender as they apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage4

Image 1: Equality vs. Equity

Image 2: Social Categorizations

UNDERSTANDING GENDER EQUALITY AND SOCIAL INCLUSION IN THE PACIFIC

“Despite the potential for exacerbated vulnerability, women and girls are highly impactful agents of change in Vanuatu, holding important traditional decision-making roles in their families, communities and schools. Women and girls have unique abilities as drivers of solutions when they are empowered, as men and women have different coping mechanisms, capacities and experiences in the face of climate change.”

Excerpt from Vanuatu’s updated NDC, submitted to the UNFCCC in August 2022.

Vanuatu “Vanuatu’s Revised and Enhanced 1st Nationally Determined Contribution 2021–2030”, 08/2022, unfccc.int/NDCREG

“The people of the Pacific are unique, we are diverse in our ideology and in our lineage. We recognize our bond as people of the Pacific- our relationships are intertwined like our mats and connect through our wansolwara (ocean), vanua (land) and tua’a (ancestors). We recognise that our strength lies in our diversity. We respect our differences. We work towards transformative change by upholding the rights of all people. Our people include men, women, boys and girls, we refer to specific identities and needs of indigenous people, ethnic minorities, lesbians, gay bisexual, trans people, queer, intersex people, fa’afafine, leiti, and other non-heteronormative Pacific identities, people with diverse disabilities, people living with HIV aids, people living in rural and remote places, youth, older people, survivors of violence, people in informal and formal sector employment, migrant workers and Pasifika diaspora around the world.

We want the best full lives for ourselves and our Pacific communities. Our work and love are focussed on the lives of the people on our many islands and atolls, and the whole planet. “

Pacific Feminist Charter for Change, Pacific Feminist Forum, 2016, Suva, Fiji5

The Pacific Feminist Charter for Change is continued to be used as the basis of the Pacific Feminist Forum Action Plan (2019) and the Pacific Feminist Forum Call to Action (2023)

In the Pacific, women and girls, people with disabilities, gender diverse people, young people, and people living in rural and maritime regions are more vulnerable to climate induced disasters and are also less likely to be involved in the design, decision-making and implementation of any process in relation to climate change and climate induced disasters. For countries in the Pacific to begin a transformative shift towards development that is greener and more sustainable, a holistic and inclusive approach will need to be employed. This can only occur if all genders and social groups are meaningfully consulted and included in the process of developing, updating, and implementing Pacific NDCs.

PICs are taking ambitious actions to incorporate GESI throughout their regional and national plans and policies. As outlined in the following sections, GESI is recognized and prioritized in documents including the Pacific Leaders Gender Equality Declaration (PLGED)6, Framework for Resilient Development in the Pacific7 (FRDP) and 2050 Blue Pacific Strategy8. Similarly, each PIC has national plans and policies which incorporate considerations for GESI from the highest level of planning through to implementation on the ground. These policies are presented in the following section “Gender Equality and Social Inclusion in Pacific Island Countries”.

WHO SHOULD WE BE AWARE OF, WHEN WORKING WITH GESI IN THE PACIFIC?

When implementing country requests, or conducting trainings and events, it might be helpful to keep the following social groups in mind. Each PIC is distinct, and every community has unique social structures which dictate who is included, and who might be excluded or marginalized. Therefore, the list below is not comprehensive, and does not apply equally to all Pacific Islanders. Nevertheless, it provides helpful guidance about whom to consider, to ensure your work creates benefits for everyone, despite their social background.

Women and men

People in outer islands & remote areas

Settled populations

In different ways, both women and men have social roles and responsibilities which influence their active participation in society.

These groups can often be based in areas which are exceptionally vulnerable to extreme weather events and sea-level-rise. At the same time, these groups might be the last to receive resources after a cyclone, or the last to benefit from a national electrification strategy.

People who have moved to their host countries either within their lifetimes, or whose predecessors have settled in the country. In the Pacific, this can include both settlers from outside the region, and settlers between different PICs. In each case, settled populations’ access to resources and active engagement in their community might be challenged, compared to populations who originate from the country.

Ethnic and religious groups

The Pacific includes a collage of different ethnic and religious groups. Social relations within, and between different groups can impact the ability each ethnic and religious group has to access resources in society, and influence decision-making at the local, national and regional level.

People with disabilities Disabilities, both physical and mental, can limit a person’s access to resources and ability to engage in income-generating activities. Furthermore, society might impose biases or beliefs on people with disabilities, which can further limit their meaningful participation in society.

Youth Whiles youth will bear the biggest impacts of climate change in the future, they often have limited ability to engage in society and voice their opinions.

Elderly The elder generations often carry important traditional knowledge, and a lifetime of understanding which can be essential in overcoming challenges posed by climate change. At the same time, their often-limited physical ability can impact their resilience to extreme weather events, or ability to re-locate in response to sea-level-rise.

Gender diverse people

Relating to a person whose behaviour or appearance does not conform to prevailing cultural and social expectations about what is appropriate to their gender. For example, LGBTQIA+ people have a gender expression and identity which is not oftentimes the expected gender norms in our society, and can impact their meaningful engagement in society.

INTERNATIONAL INSTRUMENTS ON GENDER EQUALITY AND SOCIAL INCLUSION

These are the international instruments that influence the nexus of gender and climate change work.

1. The Convention on the Elimination of all forms of Discrimination Against Women9 (CEDAW) is the oldest and possible the best-known international instrument on women's rights and gender equality.

2. The Convention on the Rights of Persons with Disabilities10 (CRPD) is intended as a human rights instrument with an explicit, social development dimension. It adopts a broad categorization of persons with disabilities and reaffirms that all persons with all types of disabilities must enjoy all human rights and fundamental freedoms. It clarifies and qualifies how all categories of rights apply to persons with disabilities and identifies areas where adaptations have to be made for persons with disabilities to effectively exercise their rights and areas where their rights have been violated, and where protection of rights must be reinforced.

3. The UN Declaration on the Rights of Indigenous People11 (UNDRIP) is the most comprehensive instrument detailing the rights of indigenous peoples in international law and policy, containing minimum standards for the recognition, protection and promotion of these rights. It establishes a universal framework of minimum standards for the survival, dignity, wellbeing and rights of the world's indigenous peoples.

4. Convention on the Rights of the Child12 is an international human rights agreement (also known as a human rights treaty) that outlines the specific rights that children and young people can claim. By signing up to the Convention, national governments commit to protecting these rights in their countries.

5. The Yogyakarta Principles13 - In 2006, in response to well-documented patterns of abuse, a distinguished group of international human rights experts met in Yogyakarta, Indonesia to outline a set of international principles relating to sexual orientation and gender identity. The result was the Yogyakarta Principles: a universal guide to human rights which affirm binding international legal standards with which all States must comply. They promise a different future where all people born free and equal in dignity and rights can fulfil that precious birthright.

6. The United Nations Framework Convention on Climate Change14 - The ultimate objective of all three agreements under the UNFCCC is to stabilize greenhouse gas concentrations in the atmosphere at a level that will prevent dangerous human interference with the climate system, in a time frame which allows ecosystems to adapt naturally and enables sustainable development.

7. Paris Agreement15 is a legally binding international treaty on climate change. Its overarching goal is to hold “the increase in the global average temperature to well below 2°C above pre-industrial levels” and pursue efforts “to limit the temperature increase to 1.5°C above pre-industrial levels.” This is achieved through Nationally Determined Contributions (NDCs) in which all countries outline their plans to mitigate and adapt to climate change. The UNFCCC has a Gender Action Plan which outlines gender specific outcomes.

REGIONAL INSTRUMENTS ON GENDER EQUALITY AND SOCIAL INCLUSION

The leaders of PICs who are part of the Pacific Islands Forum have over the years agreed to the commitments on gender, climate and disaster risk reduction. These commitments are enshrined in various regional documents. Some documents most closely aligned to the NDC Hub are listed below:

1. Pacific Leaders Gender Equality Declaration (PLGED) Leaders commit with renewed energy to implement the gender equality actions of the Convention for the Elimination of All Forms of Discrimination against Women (CEDAW), the Millennium Development Goals (MDGs), the Revised Pacific Platform for Action on Advancement of Women and Gender Equality (2005 to 2015); the Pacific Plan; the 42nd Pacific Island Forum commitment to increase the representation of women in legislatures and decision making; and the 40th Pacific Island Forum commitment to eradicate sexual and gender based violence.

2. Pacific Platform for Action on Advancement of Women and Gender Equality16 The Revised Pacific Platform for Action is a regional charter developed and agreed to by representatives from all Pacific Island countries and territories. It has four strategic themes: Mechanisms to promote the advancement of women. Women's legal and human rights.

3. Climate Change and Disaster Resilience Reports (Multiple reports available)17 Pacific Islands Forum Leaders have identified that climate change is the single largest threat to the welfare and livelihood of people in the Pacific. This is despite the fact that Pacific Island Countries (PICs) collectively emit just around 0.03% of the global greenhouse gas emissions. Five out of the 16 highest ranked countries in the 2016 World Risk Report are PICs (Vanuatu, Tonga, Solomon Islands, Papua New Guinea and Fiji). According to the World Bank Pacific Possible 2017 Report, adaptation cost for coastal protection in PICs will require up to USD 234 million per year by 2020 and USD 285 million per year by 2040, on a best-case scenario. In line with this, Pacific Islands Forum Leaders and Economic Ministers continuously reaffirmed the need for timely and simplified access to scaled-up financing for the Pacific. This section will have country reports.

4. The Niue Declaration on Climate Change18 Leaders of the Pacific Islands Forum, meeting in Niue in 2008 stated their deep concern by the serious current impacts of and growing threat posed by climate change to the economic, social, cultural and environmental well-being and security of Pacific Island countries; and that current and anticipated changes in the Pacific climate, coupled with the region’s vulnerability, are expected to exacerbate existing challenges and lead to significant impacts on Pacific countries. The Declaration further highlighted the calls of PIC leaders in relation to climate change as a region.

5. The Framework for Resilient Development in the Pacific (FRDP)7 Presents an integrated approach to addressing climate and disaster risk management for more resilient development in the Pacific. Through the Framework, the Pacific seeks to reduce their exposure to climate and disaster risk, support low carbon development and improve disaster response and reconstruction.

6. The 2050 Strategy for the Blue Pacific Continent Highlights the region’s approach to collectively work together to achieve the long-term vision and aspirations, through seven key thematic areas: Political Leadership and Regionalism, People Centered Development, Peace and Security, Resource and Economic Development, Climate Change and Disasters, Ocean and Natural Environment and Technology and Connectivity. As a fundamental element of its “People Centred Development”, gender and social inclusion form a central part of the strategy.8

NDC HUB PARTNER AND STAKEHOLDER INSTRUMENTS ON GENDER EQUALITY AND SOCIAL INCLUSION

The following guiding documents inform the work of the partners of the NDC Hub:

1. The German Federal Ministry of Economic Cooperation and Development’s (BMZ) Feminist development policy for sustainable development19 outlines Germany’s work to ensure all its development activities actively address gender inequalities and explicitly promote women, girls and other marginalised groups, ensuring their equal participation.

2. GIZ’s Gender Strategy20 provides a binding framework for the entire organization, whiles including flexibility to design and implement measures in line with the specific mandates and tasks of every organisational unit and position within the organization.

3. The Pacific Gender & Climate Change Toolkit21, from SPC. The toolkit is divided into four modules, which can be read in conjunction or used as standalone documents for practitioners seeking guidance on a specific topic. The modules are also supported by checklists and tools.

4. SPREP Gender Policy22 SPREP recognizes that gender equality is critical “to promote cooperation in the Pacific region and provide assistance in order to protect and improve its environment and to ensure sustainable development for present and future generations” (SPREP Strategic Action Plan, 2017-2022).

5. GGGI Gender Equality and Social Inclusion Strategy23 - GGGI’s Gender Equality and Social Inclusion Strategy 2021-2025 provides a framework toward achieving the principle of “Leaving No One Behind” in the transformation towards green growth.

6. NDC Partnership Gender Strategy24 - The members of the NDC Partnership, as well as the Steering Committee and its Co-Chairs, have emphasized gender equality and women’s empowerment as a high priority for the Partnership, which is reflected in this document.

FURTHER GUIDANCE ON GESI

» A Common Framework for GESI, UN Women

https://asiapacific.unwomen.org/en/digital-library/publications/2017/04/gesi-framework

» Gender Parity Strategy, UN Women

https://reform.un.org/content/gender-parity-strategy#:~:text=The%20United%20Nations%2Dwide%20Gender,enabling%2 environment%3B%20and%20field%20operations.

» Gender-inclusive language guidelines, UN Women

https://asiapacific.unwomen.org/sites/default/files/2022-11/Gender%20Inclusive%20Language%20Guidelines.pdf

» Manual on Gender Equality and Social Inclusion and Gender Responsive Budgeting, UN Women

https://asiapacific.unwomen.org/en/digital-library/publications/2019/07/ manual-on-gender-equality-and-social-inclusion-and-gender-responsive-budgeting

» Gender-Responsive Event Management, International Climate Initiative

https://www.international-climate-initiative.com/iki-medien/publikation/ why-do-we-need-gender-responsive-event-management-grem-in-iki-projects-new6406e59da9f57694692770/

» GESI Toolkit, Women’s Fund Fiji

https://womensfundfiji.org/resources/fund-publications/gender-equality-and-social-inclusion-toolkit-social-inclusion-toolkit/

» Pacific Gender Equity and Social Inclusion in Coastal Fisheries and Aquaculture, SPC

https://www.spc.int/resource-centre/publications/pacific-gender-equity-and-social-inclusion-in-coastal-fisheries-and

» Women’s Resilience in Fiji, ADB

https://www.adb.org/publications/women-resilience-fiji-gender-equality-climate-change

» Human Mobility, Climate Change and Gender, GIZ

https://www.adaptationcommunity.net/wp-content/uploads/2020/03/HMCCC-Gender-Compendium-2019.pdf

GENDER EQUALITY AND SOCIAL INCLUSION IN PACIFIC ISLAND COUNTRIES

Each PIC has a unique approach to GESI, and relations between all genders and social groups are different across all countries and communities of the Pacific. The following outlines a summary of common trends within each PIC, to be aware of when working in the country, as well as key national policies on GESI, to guide the implementation of country requests. It is important to note that the guiding documents below are not comprehensive but intended as a starting point to explore the full range of documents relating to GESI in each country.

UN WOMEN GENDER EQUALITY BRIEFS

The UN Women Asia and Pacific, has developed one regional and fourteen Pacific Island Country Gender Equality Briefs that include context, issues and most updated statistics on gender equality in the Pacific region25

COOK ISLANDS

The Cook Islands 1964 Constitution affords all individuals equality before the law regardless of individual characteristics such as sex, race, nationality, or religion. The Constitution does not prohibit discrimination on the basis of sexual orientation or gender identity, although discrimination in employment on the basis of sexual orientation is prohibited under the Employment Relations Act 2012.

Guiding documents:

1. Gender Equality and Women’s Empowerment Policy and Action Plan:

https://www.intaff.gov.ck/wp-content/uploads/2020/07/NPGEWE-Policy-booklet-4.pdf

2. Disability policy and action plan

https://www.intaff.gov.ck/wp-content/uploads/2020/09/cidid-policy-book-21-9-2020.pdf

FEDERATED STATES OF MICRONESIA

The FSM adopted a specific National Gender Policy in 2018. Their statement to HRC26 in the same year details their advancements as a nation in the area of gender equality and social inclusion.

Guiding documents:

1. FSM Gender Stocktake, SPC

https://www.spc.int/sites/default/files/wordpresscontent/wp-content/uploads/2017/03/web_2-FSM_gender_ stocktake.pdf

2. Gender Equality Brief for Federated States of Micronesia, UN Women

https://asiapacific.unwomen.org/sites/default/files/2022-12/UN_WOMEN_FSM.pdf

3. Federated Stated of Micronesia Country Plan, Pacific Women Shaping Pacific Development

https://pacificwomen.org/wp-content/uploads/2019/01/FSM-Country-Plan-Summary_Overview-of-all-activities_ Aug-2020.pdf

FIJI

The Fijian Government has a national GESI Policy27 which was launched in 2021. The Fiji Parliamentary Standing Orders also recognises that gender is a critical dimension of parliamentary scrutiny. Fiji’s Constitution also recognises gender diverse people.

Guiding documents:

1. Gender Toolkit, UNDP

https://www.parliament.gov.fj/newitems/GENDERTOOLKIT_A5_FINAL.pdf

2. National Gender Policy, Fiji Government

https://www.fiji.gov.fj/getattachment/db294b55-f2ca-4d44-bc81-f832e73cab6c/NATIONAL-GENDER-POLICYAWARENESS.aspx#:~:text=The%20Government%20of%20Fiji%20is,endorsed%20by%20Cabinet%2C%20 aims%20to%3A&text=Improve%20the%20quality%20of%20life,of%20gender%20equity%20and%20equality.

3. National Disability Act, Fiji Government

https://www.fiji.gov.fj/getattachment/99fa9072-67f7-4532-9c32-f5a2f20c4f72/Act-4---Rights-of-Persons-withDisabilities.aspx

4. Fiji National Action Plan to Prevent Violence Against Women and Girls, Fiji Government

https://sites.google.com/view/fijinap/about-the-nap

KIRIBATI

Kiribati has been making strides in the area of elimination violence against women and girls which has been a continuing issue for the island nation.

Guiding documents:

1. Kiribati National Approach to Eliminating Violence against Women, Government of Kiribati

https://www.mfed.gov.ki/sites/default/files/National%20ESGBV%20Policy.pdf

2. Kiribati National Disability Policy and Action Plan, Government of Kiribati

https://www.un.org/development/desa/disabilities/wp-content/uploads/sites/15/2019/10/Kiribati_KiribatiNational-Disability-Policy-and-Action-Plan-2018-%E2%80%93-2021.pdf

NAURU

Nauru is a matrilineal society in which, traditionally, women are the custodians of family land, and land ownership is inherited through the maternal side of a family. Within this traditional role, women play an important part in decision-making regarding the use of land. According to the Nauru Island Association of Non-Government Organisations, in 2013, 34% of households were headed by women.

Guiding documents:

1. Gender Equality Brief for Nauru, UN Women

https://asiapacific.unwomen.org/sites/default/files/2022-12/UN_WOMEN_NAURU.pdf

NIUE

As per the Citizenship Act 1977 (NZ), Niueans are citizens of New Zealand and hold New Zealand passports. There is no discrimination on the basis of gender in the provision of citizenship, and citizenship by descent can be obtained equally through citizenship of either parent. As citizens, Niueans who reside in New Zealand have access to all of New Zealand’s social security benefits.

Guiding documents:

1. Gender Equality Brief for Niue UN Women

https://asiapacific.unwomen.org/sites/default/files/2022-11/UN_WOMEN_NIUE.pdf

REPUBLIC OF MARSHALL ISLANDS

In Marshallese communities, both matrilineal and patrilineal heirs have land rights. However, the permanent authority is primarily determined and passed down along the maternal line, as a result of which, women’s authority is often influential and powerful. Women are now increasingly likely to move to their husband’s land after marriage, or away from their own land, which decreases their influence and power in society.

Guiding documents:

1. National Gender Mainstreaming Policy, Government of RMI

https://hrsd.spc.int/node/715

PALAU

Palau’s constitution guarantees that there is no discrimination on the basis of sex or gender. Women in Palau traditionally hold positions of power within their families, clans and communities, but there are areas in contemporary life in which they are underrepresented in decision-making roles.

Guiding documents:

1. Palau HIES Gender Profile, Government of Palau https://spccfpstore1.blob.core.windows.net/digitallibrary-docs/files/e6/e6964a48ba93950ce5d144e383c001d1. pdf?sv=2015-12-11&sr=b&sig=EOLcu0O54TjhSdZKhP8eCHTOG6t7iIzNN2ZRbdpB8sE%3 D&se=2023-09-03T04%3A59%3A18Z&sp=r&rscc=public%2C%20max-age%3D864000%2C%20max-stale%3D86400&rsct=application%2Fpdf&rscd=inline%3B%20filename%3D%22Palau_2013_2014_HIES_ Gender_profile.pdf%22

2. Palau Asia Pacific Portal for Gender, Asia Pacific Gender Organization

https://asiapacificgender.org/countries/palau

PAPUA NEW GUINEA

In the move to progress in the area of Gender Based Violence (GBV), the PNG Government has created the PNG National Strategy to Prevent and Respond to GBV28, a national plan that is a visionary ten-year framework to address GBV in communities.

Guiding documents:

1. PNG Gender Analysis, ADB

https://www.adb.org/sites/default/files/linked-documents/cps-png-2016-2020-ga.pdf

SAMOA

The National Policy on Gender Equality and Rights of Women and Girls 2021-203129 identifies “increased access to law and justice for women and girls, especially those facing multiple and intersecting barriers and forms of discrimination as a key priority area”.Samoa has a female Prime Minister- Hon. Fiame Mata’afa, as of June 2023. Samoa traditionally recognizes four genders: female, male, fa'afafine and fa'afatama. The latter two are fluid gender roles that move between male and female worlds.

Guiding documents:

1. Samoa Gender Responsive Budgeting and Planning Training Manual, UN Women Spotlight Initiative

https://www.undp.org/sites/g/files/zskgke326/files/2023-01/spotlight_samoa_grb_manual_publication_2022.pdf

SOLOMON ISLANDS

Solomon Islands is generally a patriarchal society and men hold the majority of leadership positions in state, customary and faith-based institutions. The Solomon Islands Government has developed a National Gender Equality and Women’s Development Plan.30

Guiding documents:

1. Gender Equality Plan for Solomon Islands, DFAT, Australia

https://www.dfat.gov.au/sites/default/files/solomon-islands-gender-equality-plan-2020-2022.pdf

2. Solomon Islands Gender Assessment, ADB

https://www.adb.org/documents/solomon-islands-country-gender-assessment

TONGA

Tonga is a constitutional monarchy. With 80% of Tonga's population living on the coastlines, Tonga is currently ranked the world's third “most at risk” country to the effects of climate change, which in turn impacts the climate change risk experienced by different genders and social groups within the country. Tonga’s National Women’s Empowerment and Gender Equality Tonga Policy and Strategic Plan of Action31 outlines the nation’s GESI landscape and also the intention of the Kingdom of Tonga to progress towards GESI.

Guiding documents:

1. Gender Mainstreaming Handbook, Kingdom of Tonga

https://hrsd.spc.int/sites/default/files/2021-07/Gender_Mainstreaming_Handbook_Final.pdf

2. Climate Change Profile, Kingdom of Tonga

http://ccprojects.gsd.spc.int/wp-content/uploads/2016/06/TO2-Tonga-CC-Profile-v2.pdf

TUVALU

Land rights in Tuvalu are complex. Whilst some suggest that there is gender equality in acquiring government-leased land, this ownership usually goes to a man, often the father or eldest brother. With a generally patriarchal society, the importance of having a gender policy is great. In 2014, Tuvalu launched its National Gender Policy.32

Guiding documents:

1. Tuvalu Coastal Adaptation Project GESI Strategy, UNDP

https://www.adaptation-undp.org/Tuvalu-Coastal-Adaptation-Project-TCAP-Gender-Strategy-Action-Plan

2. Tuvalu- Asia Pacific Portal on Gender Equality, Asia Pacific Gender Organization

https://asiapacificgender.org/countries/tuvalu

VANUATU

This first National Policy on Gender Equality33 affirms the Vanuatu Government’s commitment towards gender equality across all sectors and at all levels of society and the elimination of discrimination and violence against women and girls.

Guiding documents:

1. Gender and LGBTQI+ Programming in Vanuatu, Oxfam in the Pacific

https://policy-practice.oxfam.org/resources/gender-and-lgbtqi-policy-and-programming-in-vanuatuopportunities-challenges-ca-621057/

GENDER EQUALITY AND SOCIAL INCLUSION IN THE NDC HUB

Respect for Gender Equality, People, and Wellbeing is a guiding principle of the NDC Hub’s Long-Term Strategy 2023. Based on this, the NDC Hub recognizes that our work at all levels, from the implementation of country requests, to hosting trainings and events and through all our communications, has implications for GESI. To ensure GESI is actively considered through all stages of our work, the NDC Hub has developed a Monitoring and Evaluation (M&E) framework for GESI, which is integrated with the Hub’s overarching M&E requirements. The framework outlines reporting structures that must be fulfilled for all country requests, trainings, and events, to document how GESI has been considered. The following checklists summarize the key elements of the GESI framework and provide guidance and inspiration on incorporating GESI throughout the Hub’s work.

CHECKLIST FOR COUNTRY REQUESTS

Fill out the Country Request Form, outlining how gender equality & social inclusion will be considered in the activity.

Read the GESI country profile (above) for the respective country, as background information.

Maintain a list of all stakeholders engaged in the activity, to generate gender disaggregated data. This is captured in the consolidated participants list, participants list for meetings, and individual participants list, in the M&E requirements.

Fill out the Preliminary and Final Survey. The preliminary survey is due within 3 weeks of starting implementation, and the final survey is due 2 weeks after finishing the request. This can be delegated to the consultant or technical expert implementing the request.

The guiding questions should each be reflected on, within the Preliminary and Final Survey. However, as each country request is unique, you are not expected to action each guiding question. It can be sufficient to justify, in the Preliminary and Final Survey, why some of the guiding questions cannot be actioned.

Guiding questions for your discussions with Focal Points and technical experts implementing the request.

These will help you fill out the Preliminary and Final Survey:

» Which stakeholders representing all genders and social groups will be engaged in the request?

• How and when will they be engaged?

• How can it be ensured that their inputs are meaningfully incorporated in the final outcomes of the request?

» Which national policies addressing GESI will the request be aligned to?

• In the absence of national policies, which regional and international policies will the request be aligned to?

» Which benefits might this request create for all genders and social groups?

• How can these be ensured and encouraged?

» Which potential negative impacts might this request create for some genders and social groups?

• What actions will you take to avoid these impacts?

» Are there other ways in which considerations for GESI can be included in the request?

NDC HUB STAKEHOLDER MAP FOR GENDER EQUALITY AND SOCIAL INCLUSION

The NDC Hub recognizes that every engagement within our team, and in the broader community, can impact GESI. The following stakeholder map outlines the NDC Hub’s multiple layers of engagement with stakeholders, acknowledging that the NDC Hub must be conscious of how each interaction might encourage greater equality between all genders and social groups and avoid maintaining existing inequalities.

PRIVATE SECTOR AND CIVIL SOCIETY

PACIFIC GOVERNMENT DEPARTMENTS, INCLUDING THE MINISTRY RESPONSIBLE FOR WOMEN AND SOCIAL INCLUSION

TECHNICAL EXPERTS IMPLEMENTING COUNTRY REQUESTS

PACIFIC MEDIA

» Do procurement processes encourage all social groups to apply for NDC Hub consultancies?

» Is work divided evenly between all genders in the NDC Hub?

» Do the NDC Hub's communications highlight accomplishment all of social groups?

» Is work aligned to national & regional GESI policies?

» Are stakeholders representing GESI meaningfully included in consultations?

» Does the country request create positive outcomes for all genders and social groups?

PACIFIC MEDIA

» When promoting the NDC Hub's work, does the Pacific Media highlight the accomplishments of all genders and social groups?

PRIVATE SECTOR AND CIVIL SOCIETY

» Does the NDC Hub's work engage all genders and social groups?

» Does the NDC Hub's country requests create benefits for all genders and social groups, and avoid any negative impacts?

NDC HUB IMPLEMENTATION UNIT

NDC HUB FOCAL POINTS

Figure 1: NDC Hub Stakeholder Map

NDC HUB IMPLEMENTATION UNIT

NDC HUB FOCAL POINTS

CHECKLIST FOR TRAININGS AND EVENTS

This outlines guiding steps to include GESI in all NDC Hub trainings and events. All details on how your training or event was accommodating to all social groups should be listed in the final report of the event or training. Recommendations are adapted from the International Climate Initiative’s Gender-Responsive Event Management (GREM) guidelines34

Encourage a gender balance in participants, speakers & panellists.

Fill out the participants list & registration form to capture information on the gender, age, and professional background of participants.

Ensure all participants can give input during the training, e.g., through break-out discussions in smaller groups, or through written feedback, allowing quieter participants to contribute

Provide a short GESI-briefing to the event facilitator, encouraging them to call on all participants equally, and encourage the participation of individuals who might be less likely to speak up.

Consider how the topic of the training or event can include considerations for GESI. Include GESI in the agenda, as part of a session or panel discussion, where possible. Raise questions about the role of GESI throughout the event, considering whether all genders and all social groups are:

» Represented in the sector (who decides?)

» Included in data and statistics (who is considered?)

» Impacted by the sector, and developments within the sector (who benefits?)

Consider whether ministries, community representatives, or similar stakeholders representing GESI can be included in the event. Can they provide meaningful input to the topics discussed?

If the training or event includes learning on GESI, ask participants whether they will be able to use learning about GESI in their daily work, through the final survey.

Consider how the venue, timing and location can be inclusive to all social groups and share information about this in the event invitation.

» Did the timing of the event create opportunities for all social groups to join? Was it accommodating to care work obligations, e.g., by hosting a lunch instead of a dinner, and ensuring events do not end too late?

» Did the venue accommodate for specific needs of all social groups, including changing rooms and breastfeeding rooms, prayer rooms, unisex bathrooms, childcare services, disability access and similar, as appropriate for the event?

Consider asking participants in advance of the event whether there are any special circumstances to accommodate for, ensuring that all information is confidentially managed.

The gender-balance of speakers and participants is also dependent on external factors. For example, some sectors might be dominated by one gender, limiting the extent to which speakers can be gender balanced. Encourage a gender-balance where possible.

CHECKLIST FOR COMMUNICATIONS

This outlines guiding steps to include GESI in all NDC Hub external communications ranging from social media posts, publications and newsletters to training invitations and concept notes for workshops. The guidelines are adapted from UN Women’s Gender-inclusive language guidelines35

Consider how the language encourages equality between all genders and social groups.

» Do the messages selected highlight women and potentially marginalized groups as empowered agents of change, or rather as victims of climate change?

» Use gender-neutral language, avoiding gender-biased wording, as outlined in table 1 below.

» Avoid refence to the male pronoun, when all genders are addressed. E.g. “Each participant must present his ID badge” replaced with “All participants must present their ID badges”.

» Ensure invitations are encouraging towards all social groups. If possible, indicate that all social groups are welcome.

» Ensure a balance in quotations used – include quotes from women and other social groups, where possible.

Deconstruct gender rules and stereotypes when selecting pictures.

» Select pictures which represent all genders and all social backgrounds.

» Use pictures which show women and potentially marginalized groups as empowered agents of change.

AVOID PREFER

Men, mankind

Businessmen

People, humanity, human beings, humankind, we, women and men

Representatives, business community, businesspeople

Chairman Chair, chairperson, head

Congressman Legislator, congressional representative, parliamentarian

Guys (referred to men and women) All

Man-made disaster

Policeman

Human induced disaster

Police officer

Steward, stewardess Flight attendant

Landlord, landlady

Layman, common man

Owner

Layperson, average person

Husbands/wife Partners, spouses

TABLE 1: GENDER-NEUTRAL EXPRESSIONS, FROM UN WOMEN’S GENDER-INCLUSIVE LANGUAGE GUIDELINES.36

SAMPLE MESSAGES

The following sample messages can be used to describe the NDC Hub’s work with GESI.

The Regional NDC Hub is committed to working with and upholding the rights of women and men in all their diversities including gender diverse people, marginalised people, indigenous and settled people, displaced people, and people living with disabilities.

The Regional NDC Hub recognises that climate change disproportionately affects the diverse Pacific people we work with. We strive to include people in all their diversities and intersections in our work.

Show all genders, and people from diverse social backgrounds together.

From left to right: Vanda Faasoa Chan-Ting, Toiata Uili, Tutii Chilton and Natasha Nakasone at the NDC Hub’s August 2022 Focal Point meeting. Source: GIZ/NDC Hub

Show women taking action.

Aradhana Deesh speaking at the NDC Hub’s International Women’s Day Talanoa, March 8th, 2023. Source: GIZ/NDC Hub

Show quotes from all genders – in these quotes, men and women both talk about the importance of including GESI in their work.

Source: Henry Tufah, Debra Sungi, and Tutii Chilton

ENDNOTES

1. Women’s Fund Fiji. (2023, June). Resources. Retrieved from Women’s Fund Fiji: https://womensfundfiji.org/resources/fund-publications/ gender-equality-and-social-inclusion-toolkit-social-inclusion-toolkit/

2. Women’s Fund Fiji. (2023, June). Resources. Retrieved from Women’s Fund Fiji: https://womensfundfiji.org/resources/fund-publications/ gender-equality-and-social-inclusion-toolkit-social-inclusion-toolkit/

3. Women’s Fund Fiji. (2023, June). Resources. Retrieved from Women’s Fund Fiji: https://womensfundfiji.org/resources/fund-publications/ gender-equality-and-social-inclusion-toolkit-social-inclusion-toolkit/

4. Women’s Fund Fiji. (2023, June). Resources. Retrieved from Women’s Fund Fiji: https://womensfundfiji.org/resources/fund-publications/ gender-equality-and-social-inclusion-toolkit-social-inclusion-toolkit/

5. Pacific Feminist Charter for Change, Pacific Feminist Forum, 2016, Suva, Fiji

6. Pacific Islands Forum. PACIFIC LEADERS GENDER EQUALITY DECLARATION (August 2012), Rarotonga, Cook Islands. https://www.forumsec. org/2012/08/30/plged/

7. Pacific Resilience Partnership. The Framework for Resilient Development in the Pacific. https://www.resilientpacific.org/en/ framework-resilient-development-pacific

8. Pacific Islands Forum. The 2050 Strategy for the Blue Pacific Continent. https://www.forumsec.org/2050strategy/

9. United Nations Human Rights Office of the High Commissioner. Convention on the Elimination of All Forms of Discrimination against Women (December 1979), New York, USA. https:// www.ohchr.org/en/instruments-mechanisms/instruments/ convention-elimination-all-forms-discrimination-against-women

10. United Nations Department of Economic and Social Affairs Disability. Convention on the Rights of Persons with Disabilities Articles. https:// www.un.org/development/desa/disabilities/convention-on-the-rightsof-persons-with-disabilities/convention-on-the-rights-of-persons-withdisabilities-2.html

11. Office of the High Commissioner on Human Rights . (2022). UN DRIP. Retrieved from OHCHR: https://www.ohchr.org/en/indigenous-peoples/ un-declaration-rights-indigenous-peoples

12. Office of the High Commissioner of Human Rights . (2023, May ). Convention on the Rights of the Child . Retrieved from OHCHR: https://www.ohchr. org/en/instruments-mechanisms/instruments/convention-rights-child

13. Yogyakarta Principles. (2023, May). Yogyakarta Principles. Retrieved from https://yogyakartaprinciples.org/

14. United Nations Framework Convention on Climate Change . (2023, April). UNFCCC. Retrieved from United Nations Framework Convention on Climate Change : https://unfccc.int/

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16. The Pacific Community . (2023, April). Pacific Data. Retrieved from Pacific Data: https://pacificdata.org/data/dataset/pwl-revised-pacificplatform-for-action-on-advancement-of-women-and-gender-equality2005-2015#:~:text=The%20Revised%20Pacific%20Platform%20 For,Women's%20legal%20and%20human%20rights.

17. The Pacific Islands Forum Secretariat . (2023, April). Regional Reports and Frameworks . Retrieved from PIFS : https://www.forumsec.org/ regional-reports-and-frameworks-of-the-pacific-islands-forum/

18. The Pacific Islands Forum Secretariat . (2023, April). The Niue Declaration on Climate Change . Retrieved from PIFS: https://www.forumsec. org/2008/02/21/the-niue-declaration-on-climate-change/

19. German Government . (2023, May ). Issue. Retrieved from BMZ: https:// www.bmz.de/en/issues/feminist-development-policy

20. GIZ. (2023, May). Human Mobility, Climate Change and Gender . Retrieved from GIZ: https://www.adaptationcommunity.net/wp-content/ uploads/2020/03/HMCCC-Gender-Compendium-2019.pdf

21. GIZ (June, 2023). GIZ Gender Strategy. Retrieved from GIZ: https://www. giz.de/en/downloads/giz-2019-en-gender-strategy.pdf

22. South Pacific Regional Environment Program . (2023, May). Gender Policy . Retrieved from South Pacific Regional Environment Program: https:// www.sprep.org/attachments/Publications/Corporate_Documents/SPREPGenderPolicy-14Nov16.pdf

23. Global Green Growth Institute . (2023, May). Gender Equality and Social Inclusion Strategy. Retrieved from Global Green Growth Institute : https:// gggi.org/report/gggi-gender-equality-and-social-inclusion-strategy/

24. NDC Partnership. (2023, June). NDC Partnership Gender Strategy. Retrieved from NDC Partnership : https://ndcpartnership.org/sites/default/files/ NDC%20Partnership%20Gender%20Strategy%202019.pdf

25. United Nations Women Asia Pacific . (2023, May). Gender Brief. Retrieved from United Nations Women Asia Pacific : https://asiapacific.unwomen. org/en/digital-library/publications?f%5B0%5D=resource_type_ publications%3A2120&f%5B1%5D=subject_area_publications%3A1300

26. Office of the High Commissioner on Human Rights. (2023, May ). HRC Session 37 FSM. Retrieved from Office of the High Commissioner on Human Rights: https://www.ohchr.org/sites/default/files/lib-docs/HRBodies/UPR/ Documents/Session37/FM/A_HRC_WG6_37_FSM_1_AV_Micronesia_E.docx

27. Fiji Government . (2023, April). National Gender Policy . Retrieved from Fiji Government: https://www.fiji.gov.fj/getattachment/db294b55-f2ca4d44-bc81-f832e73cab6c/NATIONAL-GENDER-POLICY-AWARENESS. aspx#:~:text=The%20Government%20of%20Fiji%20is,endorsed%20by%20 Cabinet%2C%20aims%20to%3A&text=Improve%20the%20quality%20 of%20life,of%20gender%20equ

28. Government of Papua New Guinea. (2023, May). National Strategy to Prevent and Respond to GBV. Retrieved from Femili PNG: https://femilipng.org/ wp-content/uploads/National-Strategy-to-Prevent-and-Respond-to-GBV. pdf

29. Food and Agicultural Organization of the United Nations. (2023, May). Samoa National Gender Equality Policy. Retrieved from Food and Agicultural Organization of the United Nations: https://www.fao.org/faolex/results/ details/en/c/LEX-FAOC181186/

30. Solomon Islands Government . (2023, May). National Gender Equality and Womens Development Plan. Retrieved from Solomon Islands Government: https://solomons.gov.sb/wp-content/uploads/2020/02/National-GenderEquality-and-Womens-Development-Policy-2016-2020.pdf

31. The Pacific Community . (2023, May). Human Rights and Social Division. Retrieved from The Pacific Community: https://hrsd.spc.int/sites/default/ files/2021-07/WEDGET_STRATEGIC_PLAN_OF_ACTION_2019_2025_Final. pdf

32. The Pacific Community . (2023, May). Tuvalu National Gender . Retrieved from The Pacific Community : https://prdrse4all.spc.int/sites/default/files/ tuvalu_national_gender_policy.pdf

33. Government of Vanuatu. (2023, May). Vanuatu National Gender Equality Policy . Retrieved from Pacific Data: https://pacificdata.org/data/dataset/ vanuatu-national-gender-equality-policy-2015-20192f6020ee-fd21-496b9682-8f3a01200322

34. International Climate Initiative. Why do we need Gender-Responsive Event Management (GREM) in IKI Projects? (March 2023) https://www. international-climate-initiative.com/iki-medien/publikation/why-dowe-need-gender-responsive-event-management-grem-in-iki-projectsnew6406e59da9f57694692770/

35. UN Women. Gender-inclusive language guidelines https://asiapacific. unwomen.org/sites/default/files/2022-11/Gender%20Inclusive%20 Language%20Guidelines.pdf

36. UN Women. Gender-inclusive language guidelines. https://www. unwomen.org/sites/default/files/Headquarters/Attachments/ Sections/Library/Gender-inclusive%20language/Guidelines-ongender-inclusive-language-en.pdf?gclid=EAIaIQobChMI1b7464fsgIViPlRCh2togYdEAAYASABEgKMzPD_BwE