Scouts' Unstoppable Journey Towards Achieving Gender Equality

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DIVERSITY AND INCLUSION

Scouts’ Unstoppable Journey Towards Achieving Gender Equality Project insights, guidelines and recommendations © WSB Inc. / Victor Ortega


© World Scout Bureau Inc. DIVERSITY AND INCLUSION February 2019 World Scout Bureau Global Support Centre Kuala Lumpur Suite 3, Level 17 Menara Sentral Vista 150 Jalan Sultan Abdul Samad Brickfields 50470 Kuala Lumpur, MALAYSIA Tel.: + 60 3 2276 9000 Fax: + 60 3 2276 9089 worldbureau@scout.org scout.org

Reproduction is authorized to National Scout Organizations and Associations which are members of the World Organization of the Scout Movement. Credit for the source must be given.


Scouts’ Unstoppable Journey Towards Achieving Gender Equality Project insights, guidelines and recommendations

Acknowledgement This publication was produced by the Scouts for Gender Equality project, of the European Scout Region, with the support of the European Youth Foundation of the Council of Europe. It does not necessarily reflect the official position of the Council of Europe.


INTRODUCTION

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n parallel, the European Regional Scout plan 2019-2022 and WOSMs Vision 2023, as well as the 20142017 and 2017-2021 Triennial Plans, reinforce our inclusive, values-based Movement, working towards ensuring that Scouting is truly open and accessible to all, better reflecting the composition of our communities and different societies in our countries. In this process, we put special focus on improving diversity of membership – of both young people and adults, with a strong emphasis on inclusion in line with other organisational priorities. The concept of Diversity recognises people as individuals, understands that each one of us is unique, and respects these individual differences. It forms

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part of the principles and values of Scouting and is a core component of the key policies and guidelines of WOSM. Scouting strongly opposes all forms of prejudice and discrimination of any kind that could threaten a person’s rights and freedoms, which are stated in the Universal Declaration of Human Rights : ‘All human beings are born free and equal in dignity and rights. They are endowed with reason and conscience and should act towards one another in a spirit of brotherhood.’ The Scout Movement aims to be inclusive to all young people and adults. Inclusion implies valuing the diversity of individuals, giving equal access and opportunities to all and having each person involved

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and participating in activities to the greatest extent possible. For young people, it is achieved through the Youth Programme, which creates the right learning environment so that every young person can be actively involved in their communities, while developing required competencies for this role. For Adults in Scouting, it is reflected through their recruitment, training, support and retention, as well as giving fair and equal access to opportunities and allowing for their personal development. At the 41st World Scout Conference, we pledged to support the UN Women’s HeForShe initiative by inspiring millions of Scouts to work towards creating a better, gender-equal world. Since

then, Scouts from all over the world have responded with a resounding “Count me in!” and within the European Region, commitment is articulated within the Regional Scouts Plan and dedicated actions are visible region wide through establishing partnerships, increasing awareness and engagement within relevant gender equality areas. While much has been achieved, a lot more is still to be done. It is up to each NSO to identify the groups of people that should be targeted to ensure its membership is a fair representation of each local community. One topic of relevance to all is that of gender equality.

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CONTENTS The Why

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Principles of being gender responsive

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SDG 5 Gender Equality

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Recommendations in Scouting

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Understanding your reality

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Best practise

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Gender equality ambassadors

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THE WHY?

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ender equality is about providing equal and fair access to opportunities and resources regardless of a person’s gender. This applies in all dimensions, should they be economical, political, professional, social, medical or educational - all of which together, Scoutingplays an important role. According to UN Women, there is still a long way to go for us to achieve full equality of rights and opportunities between men and women around the world. World Economic Forum states that “at the current relative pace, gender gaps can potentially be closed in 52.1 years in Western Europe”. Scouting provides young people with opportunities to participate in programmes, events, activities, and projects that contribute to their growth as active citizens. It is of great importance that Scouts have all the tools they need to stand together to create a bold and visible force for gender equality. Therefore it is

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essential that at all levels we address these topics within our educational programmes and activities. Women and girls represent half of the world’s population, and therefore, also half of its potential. Gender equality, besides being a fundamental human right, is essential to building peace, progressing the Sustainable Development Goals and Creating a Better World. Inline with Scouts for SDGs and guided by our HeForShe partnership, Scouting should strive to play an active role in reducing inequalities worldwide. It is crucial to end the multiple forms of gender violence, enable equal access to quality education, health, economic resources and participation in political life, for both women and girls, as well as men and boys. It is also important to promote equal opportunities to employment, and positions of leadership and decision-making at all levels.

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SCOUTS FOR GENDER EQUALITY PROJECT 2020-2021

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he “Scouts for Gender Equality” project was a result of the Regional Scout Plan 2019-2022, where the strategic priority Diversity & Inclusion, notes Gender and Sexual orientation as a focus area.

The project aimed to deliver training and support on the topic of gender equality, to enable participants to utilise funding for localised genderbased training, programme or awareness raising actions. Throughout the project and resiliation of its objectives, a network of Gender Equality Ambassadors was established, now prepared to share their experiences and support others in the European Scout Region.

Supported by the Council of Europe, whose existing Strategy is to achieve the effective realisation of gender equality and to empower women and men in the Council of Europe member States, by supporting the implementation of existing instruments and strengthening the Council of

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Europe acquis in the field of gender equality, under the guidance of the Gender Equality Commission (GEC) the project worked towards the following strategic areas of focus for the period 2018-2023;

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Prevent and combat gender stereotypes and sexism. Prevent and combat violence against women and domestic violence. Achieve a balanced participation of women and men in political and public decision-making. Achieve gender mainstreaming in all policies and measures.

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In addition, WOSM pledged to support UN Women’s HeForShe initiative was of great importance to the project, ensuring Scouts have all the tools they need to stand together to create a bold and visible force for gender equality.

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Enable Scouts to recognise the inequalities associated with gender Raise awareness and give crucial information that will get Scouts thinking and talking about gender and (in)equality. Support Scouts to understand what HeForShe is committed to and encourage them to commit to the initiative Coordinate a debate focusing on gender equality and the key concepts and facts that Scouts have acquired

This paper collates the shared learning and best practises, aligned with WOSMs values and existing partnerships. It aims to empower adults in scouting, at all levels, to improve gender equality in all aspects of NSOs policies, training and programmes.

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UN WOMEN PRINCIPLES OF BEING GENDER RESPONSIVE

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he UN Women movement offers a simple, effective roadmap to mobilize action on gender equality, in their Guidelines for Gender Responsive Sports Organizations. These guidelines are aligned with the objectives of UN Women’s campaign “Generation Equality - Realising WOmens rights for an equal future”. Lead Author: Professor Canan Koca Co Author: Professor Rosa Lopez de D’Amico. To be considered “gender-responsive”, organizations need to examine and assess gender inequalities in organizational models and practices, both internally and eternally, and take measures to actively and effectively address thema, as well as to continuously monitor progress and perform corrective actions.

In their recently established guidelines for gender-responsive sport organizations, the authors highlight an approach based on six principles. These principles run throughout the step by step road map.

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Identify reference points

Analysis

Set goals

Work with Stakeholders

Establish an implementation plan

Monitoring and assessment

‘The guidelines provide indicators for each principle. These are tools for collecting comparable data on gender equality in the policies and programmes of sports organizations. Regular monitoring and assessment to keep progress on track must rely on realistic and accurate indicators that are based on internationally adopted norms and standards as well as current information collected on the indicators.’ Gender gaps are not only an economical issue, and we need to overcome them in various, intersectional areas of our National Scout Organisations/ Associations. Although the guidelines are designed specifically for Sports Organisations, they are comparable to our non formal education setting and cite relevant principles that our NSOs could consider in their actions toward Gender Responsiveness. They are designed for use by both international or national organizations and they can link directly with the vision of WOSM and the HeForShe partnership.

Permission to reference this document was given by HeForShe Programme Management team.

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SDG5 UN SDG GOOD PRACTICES

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couts for SDGs is an unprecedented mobilisation of our Movement that will see 50 million Scouts make the world’s largest coordinated youth contribution to the Sustainable Development Goals (SDGs) by 2030. This movement aims at coordinating programmes, campaigns, calls to action and events to take action around the 17 goals that were designed in 2015 by the member states of the United Nations as part of the 2030 Agenda. All strategic objectives to reach sustainable development are dependent on the achievement of Gender Equality, which was named among those 17 goals. To achieve SDG5, a number of objectives and competencies were created to direct actions at all levels. Achieving gender equality starts with the fight against gender-based violence, it aims at giving equal economic status, equal opportunities, either in politics as in the private sector, as well as the sexual and reproductive rights of all Women.

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Gender equality is essential to achieving a wider range of SDG objectives, from reducing poverty to food security; labour productivity to addressing climate change impacts and strengthening resilience in disasters. Thus, the empowerment of all women and girls is integral in all dimensions of an inclusive society and sustainable development. Accelerating the progress towards gender equality will significantly impact the progress towards all other SDGs and the mission of Scouts for SDGs.

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RECOMMENDATIONS TO APPROACH GENDER EQUALITY ACTIONS IN YOUR SCOUTING CONTEXT The following recommendations are based on the experience of the SFGE participants, after designing, delivering and evaluating their own gender equality focus projects. The learning captured follows a similar flow to external documentation that supports organisations to work on their own gender equality goals and toward SDG5. The recommendations are relatable to a wide variety of NSO realities and are generic in their narrative, to help you adapt this to your own gender equality context. This is a summary and not an exhaustive list - we recommend regular internal discussion, assess the priority areas regarding gender and engage with external stakeholders as focal points for your actions.

GENDER EQUALITY LENS Make sure all actions and efforts consider gender equality as the main point of work between genders. Keep youth at the center, especially girls if we want to empower them, we want to make sure they are the target audience. Build safe spaces, make sure girls, boys and all genders feel equally safe to participate in all activities and training.

BE CURIOUS Get Educated - Explore the many resources available to understand more about gender inequality, approaches and tools to improve. Read women-led research and publications, don’t be afraid to ask questions, participate in events led by women, talk with the women in your movement and actively listen to them. Start with self- consider your own gender biases, the gender stereotypes and norms you’ve been exposed to and see regularly, challenge yourself to unlearn biases and encourage others to do the same. Use data - do your research, both internal and external. Even a small questionnaire with your troop, or a focus group on the governance level can reveal the Gender equality gaps and challenges you haven’t thought about. Or country wide data will help you understand the wider demographic and implications of gender inequality scouting could address. The foundation - do you have existing NSO policies or a strategy to support gender equality actions? What are the legalities to be aware of or any sensitive topics within your Scouting context to consider to make appropriate next steps.

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UNDERSTAND YOUR REALITY Never underestimate gender context, dig deeper to find inequality origins and smaller problems regarding gender that might need to be solved. What are you solving for? - Ask and name the gender related problems we are confronting and what is the result we’re trying to achieve! What do you have now? - Knowing your existing strengths regarding gender equality and development areas allow us to identify the best way to move forward. Establish the Why - Why is gender equality important to all members of your organisation? Knowing your ‘business need’ will help reinforce the why. Get your organisation to understand and adopt this Why. Know your group, communities & NSO- knowing the diversity of your membership and differentiating contexts will help in setting direction. Know your sphere of influence - what can you realistically influence and take action towards? What are your limitations? Work within your sphere of influence and empower others to do the same. Use tools for evaluating your reality. Complete the Self Assessments and review GSAT criteria to help you to better understand what and why changes are needed.

BE PREPARED! What do you need? - Ensure you have the data, resources and team capacity to work on gender equality. Be prepared - to have your vision and perceptions challenged, this is where the clear data and why is important. You may not know the answers all the time and you will inevitably face setbacks, so be prepared for your vision to be challenged along your journey - that’s often a good thing. Be adaptable - Change can be hard to accept, for you and others- so you may start to work on your adaptability immediately: what change did I find hard to face recently? Why? How did these ideas sink in? How did it enrich my views on the universe? Know and reinforce your desired ‘Tone of voice’ - A tone of voice communicates and thus influences how people perceive you, it describes how we are communicating to our audience, rather than what. It represents your organisation’s personality and values. What is gender perspective within your tone of voice?

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SMALL STEPS, BIG CHANGES Start small - consider the simple steps you can take to improve gender equality in your organisation. This will be easier and empower others to approach this often complex topic. Think outside the box - challenge the status quo and find ways to be innovative tackling gender based issues from all perspectives possible. Look wide - think bigger picture and work backwards. What do you want Gender Equality to look like in 5, 10 or 50 years? Create your vision and act accordingly, the future starts with you! Role model behaviour - Say your pronouns, be actively inclusive, adapt your vocabulary and create a safe space in which people know they can rely on you should they have any problems.

THE POWER OF COLLABORATION Establishing the team - working with the right people within the organization is essential to success. Consider a diverse group of relevant staff, volunteers and advisors across different organisational levels for your intervention. Create and communicate your vision together - working together, no matter how big or small the project to set a clear vision. Consider internal and external stakeholders and invite them to consult with you during the process. Connect with all internal stakeholders; D&I teams, training teams, national teams, SDG teams, youth commissioners, partnerships and comms etc. They will be a source of new reflections for you and a way to enrich your vision, furthermore they will be a support for you throughout your journey. Funding - consider sourcing external grants or allocating internal funds toward your gender equality ambitions. Gender equality is intersectional - whenever possible, work with other minorities to reduce possible frustrations in the process. Inequalities are often linked and complex so don’t forget you will be challenged as you will probably face several of them parallely.

HAVE A SMART PLAN Start a plan to achieve your gender equality vision - consider your stakeholders, dependencies, budget and timeline. How are you going to achieve your vision?

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Use your gender equality vision & strategy to reinforce the need, develop and implement project actions within your plan. Set your objectives - make SMART objectives, that everyone can follow and that are relevant within your strategy. Consider how you can incorporate ideas and compliment existing projects to mainstream gender equality actions across the organisation. It will spare you both time and energy, and empower people you may not have gotten in touch with otherwise. Be proactive - ensure your plan is robust and you can respond to changes within teams, organizational realities and the changes in your communities. Role model behaviour - Say your pronouns, be actively inclusive, adapt your vocabulary and create a safe space in which people know they can rely on you should they have any problems.

REVIEW AND EVALUATE Assess your impact - Evaluate your impact with the stakeholders that were included in the process. Include your target groups, consider the cost benefit analysis, impact positive vs negative. Be honest and lead with integrity - Be transparent and honest with your self and take every aspect of the journey into account. It’s okay if certain ideas don’t materialise or serve just as a ‘what not to do experience’. Learn from them and make changes. Transform your gender-related knowledge into actions - make changes in your organisation, group or team you work in. Evaluate the results and make additional changes if needed. Do not rest on your laurels. Your improvements may be great but with time, you need to review the situation and work on some changes again. New gender-based issues may come up. Revisit your data - what is in place to address the identified needs at the beginning of the plan? What has changed in the gender equality conversation since starting your plan? Review, evaluate, adapt and refresh - the process to reduce gender inequalities shall not stop.

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UNDERSTANDING YOUR REALITYSELF ASSESSMENT

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ondering where to start? You might have many ideas on how to tackle gender inequality, but knowing where you’re standing is always one of the first steps. We must be aware of our NSO’s reality regarding gender, this will allow us to make more strategic and bold moves towards achieving a more equal movement for girls and boys. The Gender Equality Self-Assessment Tool will help your NSO assess the level of development and consistency of the rules and procedures introduced in the WOSM Diversity and Inclusion Guidelines. By answering the following questions, you will be able to identify areas of implementation that meet the expected minimum level of performance as defined in the WOSM Diversity and Inclusion Guidelines from the perspective of gender equality, and thus reflected in WOSMs Quality Standard – the Global Support Assessment Tool (GSAT). The Self Assessment Form within the Gender Responsive Sports Organisations guidelines ,aims to assist sports organisations in determining their level of implementation of the Principle of Sports for Gender Equality and broadly, the achievement of gender equality. As an external resource, it encourages you to step outside of the traditional

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Scouting perspective and reflect further on the gender responsiveness of your organisation. The Diversity and Inclusion SelfAssessment tool will help to reflect on a variety of D&I dimensions within your groups and organisations. Navigating through the self-assessment questions, you will be able to identify certain areas you could prioritise to improve D&I in your group, team or organisation. The tool is anonymous and can be used by individuals or groups. Guidance and support provided at the end of the self-assessment is based on areas defined in the WOSM Diversity and Inclusion Guidelines. WOSM Services & Consultants The D&I service area offers direct support and resources for Gender Equality. NSOs are asked to play an active role in developing strategies and projects that promote a gender equal society. The service area can help you with improving your NSO’s policies, programmes and strategies to ensure that Scouting in your country is open and accessible, better reflects its different communities, and actively making Scouting is open to all. When needed, you can request one to one consultant support.

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NSO PROJECTS The Scouts for Gender Equality completed projects, from the European Scout Region international activity, were funded by the European Youth Foundation of the Council of Europe.

Gender equality across the SDGs (CNE- Portugal) As gender equality, SDG5, is a crosscutting contributor to achieving all the SDGs, CNE Portugal established a dedicated team working towards SDG5 as an extension of their SDG department. Their goal is to raise awareness and mobilize scouts all over the country to work to achieve gender equality - using social media, scouts magazine and scout news. They created educational opportunities across local, regional and national level as well as providing tools for local groups, such as games, workshops and info kits about gender equality.

Showcasing SDG5 in the SDG museum Project lead: Inês Faria & Joana Bacelar

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Increasing awareness for Gender EqualityTraining & Events (The Scouts - UK) Collaboration is key! Working directly with the National Diversity & Inclusion team, this project worked to update the gender equality training for adult leaders. Advised by research, the project’s overall focus was to work towards abolishing gender stereotypes within scouting. Training was designed to increase awareness of Gender Equality and how the inequalities manifest themselves in society and within Scouting. To simplify the complex topics , a programme pack was created with short stand-alone activities and reading material, an interactive way to engage Scouts about the impact of gender inequality and how it is relevant in all aspects of everyday life. Project Lead: Sophie Remillard

Making Gender Equality interactive - a simple manual (Savez Izvidava Hrvatske & Sojuz na Izvidnici na Makedonija) The collective need in ex-Yugoslavian countries to focus on SDG5 united the project teams from North Macedonia and Croatia in their mission to create a Gender Equality activity pack accessible to all in the sub-region. Together they designed a simple, interactive manual of games, activities, questions and reading to help adult leaders introduce gender equality into their programme. During the Regional Rover forum, they dedicated a workshop on gender equality and to support the integration of the manual into the Scout programme. Investing in the impact and sustainability of this material, the manual will be spread across the school system as well as Scouting, to help teachers reinforce gender equality topics complimentary to those in Scouting. Children and youth of the ex-Yugoslavian countries will benefit from knowledge and awareness that help them improve and reflect with their peers. Project Leads: Monika Feher, Hrovje Maligec & Bojan Gjosev

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Equality Art competition (Scouting Ireland) Scouting Ireland created an online art competition for grassroots Scouts which looks at the effect of gender on citizenship, rights and attitudes in order to highlight inequalities, both hidden and visible. All entries are collated into an e-book which also contain information on diversity, equality and inclusion. The competition Project lead: Veronica Stone: equality@scouts.ie

Skirt movie & Mystery event (Scouting Netherlands) #TeamGirlNL wanted to inspire and engage all genders in the conversation towards reducing gender inequalities, through an eye opening event with a small ‘shock factor’ with a personal feeling that will stay with them for a long time. It challenges Scouts to look at situations through different perspectives. The simulated feelings will raise awareness for the importance and necessity of the project with mainly male identifying Dutch Scouts. To support this perspective shift, #teamgirlNL coordinated the supply of a Scouting Skirt in their Scout shop, the idea is to communicate that ‘Scouting is for everyone, so the clothes that you wear during a meeting should make you feel comfortable in your own skin and show who you are’. ScoutShop now stocks the Scout Skirt Project leads: Chantal Eggens & Rosalien Tap #teamgirlNL

Gender equality for young people - activities for Explorer (Soma Hellinon Proskopon) Identifying Explorers and Young leaders as key actors in reducing inequalities, the team designed a workshop at ePAPE 2021, a National Cultural Activity for Explorers, this year due to COVID-19 the event was online. The workshop focused on increasing awareness and reducing misinformation about Gender, Gender Equality and the HeForShe movement. It encouraged open dialogue on individual views and opinions about the importance of gender equality and explored how we perceive the concept of HeForShe and what it means for us. Finally, the team worked to translate the HeForShe toolkit to make these topics more accessible to young people across the country. HeForShe Toolkit in Greek Project Leads: Celia Papachristodoulou & Symeon Makris

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Gender Equality Awareness Projects – Making scouting inclusive for everyone (Cercetasii României) Identifying the importance of awareness raising and education on the concept and principles of Gender Equality, the project addresses this for all adult leaders and volunteers, and Youth. For adults, the project designed a training on Gender Equality that will be integrated into the general Diversity and Inclusion training delivered annually. In addition, the theoretical knowledge explored during the training was included, together with other practical information, in the Guide for the Inclusive Leader. To encourage Youth to get familiar with the concept and principles of Gender Equality the project designed a set of activities for each age group, that are available to adult volunteers across the organization. Activity manual Project Leads: Angela Dimisca & Ana-Maria Oltean

Online adult training for Gender Equality (ASDE- Scouts De Espana) Adapting to the realities of covid19, this project provided accessible training on gender equality team, lessons in equal opportunities for all genders, through an on-line platform. The training was designed and delivered by a qualified training team and external experts, who made training videos and training materials on the subject of inequalities between genders. The overall aims of the training are: -To have the same level of basic gender equality knowledge -To know the factors that make these inequalities and analyze how to reduce their impact -Empower actions in all Scout programmes in Spain The online trianing Project leads: Victoria Gallud Espelleta & Angel Benitez de la Poza

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Gender sensitivity and gender diversity in scouting in Finland (Suomen Partiolaiset- Finlands Scouter) This project aimed to raise awareness not only of gender equality but also of gender diversity. Through two training sessions and one workshop, it focussed on gender diversity and sensitivity with an intersectional point of view. Between the training sessions they held a workshop with a goal to gather comments on the scout activities from the gender equality point of view and collate existing materials as tips for the activities. The workshop was organized in cooperation with Pinkkipartio (The Rainbow Scouts). The Rainbow Scouts Project lead: Veera Hatakka

Other best practices Sexual & Gender Diversity - Les Scouts (Belgium) This toolkit on gender identity and orientations shares activities, games, videos and questions to help young people and adults learn about the topics. In this context, everyone, regardless of their gender identity or their sexual orientation, has their place in our units. Guidelines for gender inclusive & sensitive language - DPSG (Germany) These guidelines, developed by the German NSA Deutsche Pfadfinderschaft Sankt Georg, include theoretical foundations on the importance of the topic and the power of language, info pages on definitions and wording, symbols and flags, a toolkit for language use, and a justification for us adapting to a new way of using our language - based on scout values and our internal statutes, and lastly (and maybe most importantly), activities and methods for each age group! Currently available in German. BAFA training - Deepening gender equality sexuality education (France) “The aim of the Gender & Sexualities group, within the Éclaireuses Éclaireurs de France, is to make links between those who want to bring questions of gender and sexuality as educational issues. It has existed since 2016 and is attached to the Educational Methods Commission.”

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The Scouts For Gender Equality team have also contributed to the ongoing development of this topic in events such as JOTI, KISC virtual programme and The Academy 2020. From recorded sessions, interactive modules and presentation materials. We invite you to explore these topics at your own pace and further develop your knowledge, skills and attitudes toward gender equality.

Short e-learning modules

A history of Inclusion in Scouting Across the world, GE in 243 days True colours of GE

Live recordings

Gender sensitive event planning & communication Gender & Diversity mainstreaming Inclusion & Covid19; leaving no one behind

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GENDER EQUALITY AMBASSADORS

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he European Regions Gender Equality Ambassadors are a team of passionate, dedicated volunteers who participated in the Scouts for Gender Equality project and continue to serve as support, guidance and a network for other Scouts looking to reduce gender inequalities in their local or national contexts.

We are always learning and seeking continuous improvement in these topics, together we know a lot more than as individuals - we want to learn, share and to hear from you!

Filip De Bock (BE)

Dana Birkdar (FR)

Aron Sigurdarson (IS)

Raluca Popa (RO)

You can connect with the ambassadors through the project team;

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© World Scout Bureau Inc. DIVERSITY AND INCLUSION February 2019 World Scout Bureau Global Support Centre Kuala Lumpur Suite 3, Level 17 Menara Sentral Vista 150 Jalan Sultan Abdul Samad Brickfields 50470 Kuala Lumpur, MALAYSIA Tel.: + 60 3 2276 9000 Fax: + 60 3 2276 9089 worldbureau@scout.org scout.org