The training toolkit contains practical sessions, supporting tools, and case studies that can be used by members of the MenEngage Alliance to facilitate dialogue on what it means to be accountable to women’s rights, and to guide organisations in developing concrete strategies for the prevention of, and responses to, individual and institutional breaches of good conduct. It is underpinned by the MenEngage Code of Conduct and the values and principles of the Alliance – which are centred on advancing gender equality, human rights, and social justice.
Outlines how global, regional, national, organisational, and individual members should conduct themselves in a manner that is consistent with the values and principles of the Alliance:
1. Create peaceful and equal professional environments
2. Promote gender equality and social justice outside the workplace
3. Do not discriminate against others
4. Be violence free
5. Prioritize ethical standards and the safety and well-being of all — including women and children
6. Avoid conflicts of interest
7. Hold one another accountable
8. Ensure transparency at all levels
MenEngage Networks should hold regular meetings (at least bi-annual) with women’s rights groups; invite key stakeholders, especially members of women’s rights organisations, to be steering committee members or technical advisors when planning new initiatives; and dialogue and seek to increase the capacity of other organisations around accountability. MenEngage National steering committees should include at least two women’s rights organisations.
Holding regular accountability trainings; promoting critical reflection on work with men and boys; signing on to the MenEngage Code of Conduct or creating its own Code of Conduct/Ethics in alignment with MenEngage and ensuring its dissemination among staff members; having policies on a) promoting women’s leadership; b) sexual harassment; c) child protection; and d) parental or family leave; and ensuring staff members understand these policies.
Signing on to a Code of Conduct; taking part in the MenEngage accountability training; setting aside time in staff meeting agendas to discuss staff’s personal experiences with accountability, ethics, and power-related issues; and carrying out periodic values clarification activities with staff.
Being ‘accountable’ to the Code of Conduct means building gender equality into all work and ensuring that it contributes to the empowerment, and upholds the rights of, women and people of other oppressed genders; being critically aware of and regularly reflecting upon one’s own power and privilege, and being open to constructive criticism; and taking action to address individual and institutional practices violate the principles of gender equality and human rights, and acknowledging any harm. It’s important to have strategies in place to ensure accountability in all of its forms.
