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Gender and the Health Workforce

A training manual for gender responsive human resource management

Participants of HR and gender training in Monrovia, Liberia

German Cooperation has developed a short-term training in “Gender Responsive Human Resources for Health Planning, Development and Management.” The training was used to train human resources managers of Liberia’s Ministry of Health. The training manual can be used to replicate and adapt the training as needed.

How was this training manual developed?

This manual is based on a training that was delivered in 2018 as part of the “Employment-oriented support for Women in the Health Sector” project in Liberia, a joint initiative of Liberia’s Ministry of Health and the Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH, on behalf of Germany’s Federal Ministry for Economic Cooperation and Development (BMZ).

The aim is to improve career opportunities for women in Liberia’s health workforce. The project supports women in the different stages of their professional development to venture into non-traditional professions and positions. Strengthening the gender responsiveness of the ministry’s Human Resources (HR) function, including HR planning, development and management is a key component of this approach.

The manual was tested in Liberia and subsequently adapted based on the experience of delivering the training and feedback from participants.

  • The first part of the manual provides general background information regarding the context in which the training was developed, key concepts referred to, as well as a guide to using the manual.
  • The second part provides more specific information about the training course, including teaching methodology, target audience, and structure of the workshop.
  • The final part describes each module in detail, with step-by-step instructions for carrying out the individual exercises, as well as all required handouts.

What is it meant to achieve?

Gender responsiveness refers to going beyond acknowledging gender gaps and to really addressing the discrepancies and historic biases. It also refers to identifying and removing the constraints and barriers that limit women’s right to education, to employment and to having a career.

This intervention aims to strengthen the gender-responsiveness of workforce planning, development and management systems in the health sector to create an environment that enables women to go further in their careers. This includes developing gender-responsive workforce strategies and HR data systems, and gender responsive training for HRH teams as well as coaching for key officials in ministries of health.

Viktor Siebert, May 2019

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