PUBLIC RELATION STRATEGY ON GENDER EQUALITY FOR THE ORGANISATION-----

1.Create campaigns in the organisation to treat all women and men fairly at work—respect and support human rights and non-discrimination.

2.Press Release-- we can write a detailed press release about gender equality and post it in online or print media. To generate the consciousness about the health, safety and well-being of all women and men workers.

3.We can create internet blogs to promote education, training and professional development for women and also can get the feedback from them to know about the environment of the organisation.

4.Promote video campaigns in YouTube, whats app and Facebook to implement enterprise development, supply chain and marketing practices that empower women.

5.Promote equality through community initiatives and advocacy.

6.Incorporate gender equality objectives into activity or project objectives-

This is often noted as a key reason for success when evaluators find positive benefits and impacts for women. This does not mean that activities need to focus exclusively on women or on achieving equality. Gender equality issues are given more systematic and serious attention if they are reflected in the design objectives. This increases the likelihood that attention to gender equality will flow through into strategies, activities and indicators for monitoring and evaluation.

7.Measure and publicly report on progress to achieve gender equality in various organisations and rate their performance in implementing gender equality.

8.Promote a PR strategy which ensure that responsibilities for implementing gender equality objectives are explicit in job descriptions, Scopes of Services and Terms of Reference, for all personnel at every stage through the activity cycle.

This significantly increases the likelihood that gender equality issues will be seriously addressed, as long as there are sufficient resources, time and support available to develop and monitor gender equality strategies. Having staff and stakeholders who are competent and committed to gender equality is also a critical success factor.

The review found that training is most effective at increasing competence, and more likely to be applied, when it is sector‐specific and directly linked to individual project contexts and activities.

9.Design a PR strategy which support women’s organisations to work towards gender equality. Activities which have been specifically designed to promote gender equality, by strengthening local women’s organisations to set and carry out their own agenda for equality, show the strongest evidence of strategic and sustainable changes in gender relations.

10.Effective strategies include support for women’s analytical, networking and organisational capacity, and support for women’s advocacy activities with men in local political and social institutions. Accountability of government agencies to civil society is critical for making progress towards gender equality. Frequently, local women’s organisations have limited capacity to influence development priorities, and need to be resourced to fulfill this role.

11.Work with men to promote equality for women. Sensitisation of men (including husbands and male leaders) is critical for securing increased participation by women in many contexts. Dialogue and involvement of men is also essential to achieve sustainable benefits for women and changes in gender relations. Thatswhy proper awareness campaign is necessary for male employees.

12.Reformulate or construct an equitable workplace for the women to work freely.

13.Present a gender equality workshop at a conference and give instructions to join all male and female employees in these kind of conference to learn about gender equality and provide support to women in the organisation.

14.Create a videotape on gender equality—to show the employees of the organisation to create awareness among the women to know their rights and promote equality in the organisation.

#genderequality #womeninworkplace #PRstrategyforgenderequality