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1、GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONSOFFICE FOR OUTER SPACE AFFAIRSUNITED NATIONSCover image:flashmovie,AdobeStock.Created with AI.ST/SPACE/92 United Nations,2024.All rights reserved.The designations employed and the presentation of material in this publication do not imply

2、 the expression of any opinion whatsoever on the part of the Secretariat of the United Nations concerning the legal status of any country,territory,city or area,or of its authorities,or concerning the delimitation of its frontiers or boundaries.This publication has not been formally edited.Publishin

3、g production:Publishing Section,United Nations Office at Vienna.GENDER MAINSTREAMING TOOLKIT for the Space SectorUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSUNITED NATIONSVienna,2024Astronaut Christina Koch reflected in the helmet of her colleague Jessica Meir during an all-female spacewalk outside

4、 of the International Space Station NASAGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSIIICONTENTSForeword UNOOSA ivForeword CSA viAcknowledgements viiiChapter 1.BACKGROUND 11.1 Purpose 11.2 Scope 21.3 Gender mainstreaming 2Chapter 2.GENDER EQUALITY 52.

5、1 Gender equality in the space sector 5Chapter 3.GENDER MAINSTREAMING TOOLKIT 93.1 MEASURE ONE:Committing at all levels to advance gender equality 103.2 MEASURE TWO:Promoting equal opportunities within the organization 143.3 MEASURE THREE:Creating dedicated programming to empower all women andgirls

6、203.4 MEASURE FOUR:Measuring and reporting on gender equality outcomes 25Annex:CHECKLIST 29Additional resources 35Abbreviations and acronyms 39Endnotes 40IvGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSFOREWORDFor millenniums,space exploration was lim

7、ited to our sight and imagination.Today,we use advanced technology to broaden our horizons and understand our origins in the cosmos.And,looking down at Earth from orbit,we cherish our beautiful home with its beauty and fragility,propelling us to seek solutions that improve the well-being of all livi

8、ng things.However,amid the spectacular results of modern technology,a glaring disparity persists.The gap in representation where the voices and contributions of women remain conspicu-ously underrepresented holds us back as we seek to progress on global challenges.Time and time again,empirical eviden

9、ce has shown that we cannot treat gender equality merely as a matter of fairness.At its core,it is about much more than parity it is a strategic imperative.Why?My message is simple leav-ing women and girls behind leaves everyone behind and prevents us from reaching goals and maximizing benefits for

10、all that are well within our reach.Only by fostering an inclusive environment can we harness the full spectrum of talent,ideas and skills,so crucial in a frontier field with such transformative power.Through the Space4Women project led by the United Nations Office for Outer Space Affairs(UNOOSA),we

11、confront this imbalance head on.By empowering women around the world to actively participate in space-related activi-ties,this initiative demonstrates the significance of gender equality in the space sector.Through networking and mentorship,and by nurturing talent,we are making a real difference.We

12、are now proud to present a Gender Mainstreaming Toolkit which we hope will inspire,equip and help navigate the path to driving necessary change.The Toolkit itself was born of the project and is based on valuable expertise and insights from both established and emerging professionals in the field.GEN

13、DER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSvThe 2023 Space4Women Expert Meeting that we proudly co-hosted with the Canadian Space Agency(CSA)was instrumental in the process.We are grateful to our partner and all partici-pants for their support in prepa

14、ring this guide towards rectifying the systemic inequalities that have hindered progress for far too long.The Toolkit is a comprehensive resource that addresses a range of challenges,and its ulti-mate goal is not inherently utopian it is,in the end,enshrined in the Charter of the United Nations.We m

15、ust tackle biases and obstacles that have created a problem that should have been overcome a long time ago.Change is not an option,but a necessity.We must act now it is our shared responsibility to women around us and for future generations to come.May this guiding document shine as a beacon of hope

16、 and inspiration for all those who strive to make the dream of space explo-ration a reality for everyone.Ms.Aarti Holla-Maini Director,United Nations Office for Outer Space AffairsvIGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSFOREWORDSpace has the u

17、nique ability to inspire people around the world,across cultures and genera-tions.By channelling this inspiration into inno-vation,we can leverage space technologies to help solve some of humanitys biggest chal-lenges.The potential is immense from using satellite data to better understand and mitiga

18、te the effects of climate change,to improving food and health-care access through advances in technologies devised for space exploration.Canada is proud to have co-hosted the 2023 Space4Women Expert Meeting alongside the United Nations,bringing global experts together to review and prepare the space

19、 sectors first Gender Mainstreaming Toolkit.We are grateful for the contributions from each Expert Meeting participant and from supporting institutions,organizations and governments.We need the knowledge of diverse groups of people,including women and girls,to help maximize the innovation potential

20、of space.As the importance of space to the lives of people all around the world grows,it creates jobs,opportunities and high demand for people with the skills and talents to help advance human-itys future in space.To ensure that future is more equitable,we urgently need women of all backgrounds to h

21、elp seize the opportunities created by the space economy.The Canadian Space Agency(CSA)is focused on addressing the gender gap in the space workforce of Canada by encouraging and supporting women and girls in their pursuit of education and careers in science,technology,engineering and mathematics(ST

22、EM).CSA invests in youth STEM programmes so that students,including girls,can engage in space activities and be inspired to become part of a more diverse space workforce.From Dr.Roberta Bondar,the first Canadian woman and the first neurologist in space,to Dr.Jenni Gibbons,engineer and Canadian backu

23、p crew member on the historic Artemis II mission to the Moon,and the thousands of women who work in the space sector nationwide,women in GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSvIICanada have and continue to significantly con-tribute to advanceme

24、nts in space.In Canada,we also recognize the important ways of know-ing and lived experiences of First Nations,Inuit and Mtis.Our understanding of the universe,and of equity,is strengthened by working closely with Indigenous peoples.Building on this legacy,we must continue our collective work to bet

25、ter empower women and girls everywhere,and to create a space work-force that is more inclusive of the full range of human talent and potential.This Toolkit offers a range of important measures that organiza-tions are encouraged to adopt to help bring about meaningful improvements for gender equality

26、 in the global space community.CSA is honoured to have supported its crea-tion,to ensure that the benefits of space reach everyone.When the space sector embraces diversity,we bring the greatest minds together,and we move confidently towards a brighter and more sustainable future on Earth.Ms.Lisa Cam

27、pbellPresident,Canadian Space AgencyvIIIGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSACKNOWLEDGEMENTSThis Toolkit was developed by UNOOSA with the generous support of the Government of Canada.UNOOSA wishes to thank CSA for their engagement and collec

28、tive efforts.Sincere gratitude is extended to the participants of the 2023 United Nations/Canada Space4Women Expert Meeting for their important contribution to the development of this Toolkit.Special thanks are also due to Aarti Holla-Maini,UNOOSA Director,and Lisa Campbell,President of CSA,for thei

29、r leadership and support.GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS1Chapter 1.BACKGROUNDSpace4Women is an initiative of the United Nations Office for Outer Space Affairs(UNOOSA)to advance gender equality in the space sector and in the STEM fields.T

30、he objec-tives of Space4Women are to raise awareness about the importance of gender equality and womens empowerment in the space sector;to strengthen and deliver targeted capacity-building activities both at institutional and indi-vidual level;to encourage women and girls to pursue space and STEM ed

31、ucation and careers;and to contribute to achieving Sustainable Development Goal(SDG)4 on quality educa-tion and SDG 5 on gender equality.As part of its activities,UNOOSA co-hosts annual expert meetings to advance the discussion around gender equality at the global level.In 2023,UNOOSA and CSA hosted

32、 the fourth Space4Women Expert Meeting from 30 October to 3 November in Montral,Canada.The theme was to build the capacity of individuals and institutions to promote and advance gender equality and empower all women and girls in the space sector.This Gender Mainstreaming Toolkit is the key output,ma

33、de possible by combining expertise of the United Nations,CSA and the partici-pants in the fourth Expert Meeting.1.1 PurposeThis is the first Gender Mainstreaming Toolkit for the space sector.It aims to:Strengthen the capacity of the global space community to undertake gender mainstreaming efforts to

34、 address under-lying systemic gender inequalities,at various levels and contexts.This means supporting organizations taking meas-ures to increase the representation of women as well as creating enabling envi-ronments where women can thrive.CHAPTER 1.BACKGROUND2GENDER MAINSTREAMING TOOLKIT FOR THE SP

35、ACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS Provide simple and practical measures,examples and tools to help people who are not gender specialists adapt gender mainstreaming efforts to their unique situations.For maximum impact,organizations are encour-aged to follow up with institution

36、al commit-ments,policies,data collection and reporting,and implementation plans.The responsibility for implementing gender mainstreaming also lies with the individuals involved in the space sector to amplify efforts and ensure that gender biases and stereotypes are not perpetuated.This Toolkit will

37、help space-related institutions to:Better recruit and retain talent:Integrate the perspectives and needs of all women in their work to achieve equal opportuni-ties and outcomes for everyone Understand and address underlying systemic or structural causes of gender-based inequality to create policies

38、and targeted interventions at international,national,regional and local levels that include everyone Develop adequate accountability mecha-nisms to monitor progress at the man-agement level1.2 ScopeTarget institutions for this Toolkit include enti-ties engaged in any space-related activities such as

39、:Space agencies or other space-related public organizations Academia Civil society organizations Industry,and International and regional organizations 1.3 Gender mainstreamingAt the fourth World Conference on Women that took place in Beijing in 1995,gender main-streaming was reaffirmed by Member Sta

40、tes of the United Nations as the fundamental strat-egy to achieve gender equality and womens empowerment.1“Mainstreaming a gender perspective is the process of assessing the implications for women and men of any planned action,includ-ing legislation,policies,or programmes in all areas and at all lev

41、els.It is a strategy for making womens as well as mens concerns and expe-riences an integral dimension of the design,CHAPTER 1.BACKGROUNDGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS3implementation,monitoring and evaluation of policies and programmes

42、in all political,eco-nomic,and societal spheres so that women and men benefit equally,and inequality is not perpetuated.The ultimate goal is to achieve gender equality.”2As mentioned in the UN-Women Gender Mainstreaming Handbook on Gender Equality Results,gender mainstreaming involves tar-geted and

43、fully integrated approaches to addressing gender equality challenges,known as the“twin track approach.”3 Targeted approaches include the devel-opment of specific interventions or actions that have the primary goal of gender equality Integrated approaches consider the regu-lar inclusion of gender equ

44、ality issues as part of programming,with the final goal of making it gender responsive.4 The primary goal relates to a specific pro-gramme or policy,but gender equality is considered a significant objectiveGender mainstreaming is an approach to achieving both programming and institutional change.It

45、is important to recognize that main-streaming is not a final resolution,but instead a strategy to achieve the goal of gender equality.Participants at the fourth Space4Women Expert Meeting in October 2023 posingwith Canadian astronaut Dr.Jenni Gibbons CSAGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SEC

46、TORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS5Chapter 2.GENDER EQUALITY Gender equality is a fundamental human right and an important international,political and policy priority for fostering a peaceful,pros-perous and sustainable world.5 Despite many efforts to advance gender equality,structural

47、 and systemic discrimination against women and girls persists around the world.According to a report by UN-Women and the United Nations Department of Economic and Social Affairs,without further investment,it could take close to 300 years to achieve full gender equality.6Bold action is needed as gend

48、er balance in the labour market has the potential to boost gross domestic product by 9.2 per cent on average across the Organisation for Economic Co-operation and Development(OECD)coun-tries by 2060.7 Various efforts to close the gender gap have been implemented across OECD countries from parental l

49、eave,flexible work hours and higher representation in lead-ership roles.8 However,women continue to face barriers to accessing quality education and good jobs,opportunities for entrepreneur-ship and self-employment,equitable pay,and paid care and equal housework.2.1 Gender equality in the space sect

50、orAlthough efforts are under way to include more women and girls in the space sector,it is still largely male dominated,with men making up most of the workforce globally.9 By ensuring women have access to quality education and decent jobs,the space sector can reach its full potential while ensuring

51、the benefits of space reach everyone.The nature of the space sector is highly inno-vative and jobs in STEM are the backbone of the industry.Up to 90 per cent of future jobs CHAPTER 2.GENDER EQUALITY 6GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS(beyo

52、nd the space sector)will require some degree of STEM-related skills,necessary for solving the key global challenges,from health equity to climate change and food security(see box 1).10 Although a number of countries are investing in STEM fields,women hold only one in five STEM jobs.11 The absence of

53、 women in STEM fields can lead to developing tech-nological solutions that are not inclusive,fur-ther deepening existing gender disparities.12 Statistics show four key trends in this respect:Access to STEM-related education is not available to everyone.According to UNICEF,125 million girls in develo

54、ping countries are deprived of opportunities to access education,including STEM fields.13 While most girls begin primary education,fewer than half make it to the upper secondary level where STEM skills are solidified.14 More boys than girls between the ages of 13 and 14 wish to pursue careers in mat

55、hematics or science.15 Girls con-fidence in mathematics and science can be negatively impacted by peers,par-ents,teachers and educational materi-als that promote gender stereotypes in STEM,which can influence the quality of education they receive and the careers they pursue.16 While women graduate i

56、n STEM pro-grammes at faster rates than men,research shows that many women do not pursue higher education or jobs in STEM fields due to gender bias and discrimi-nation.17 For example,one study by UNESCO reported the barriers to STEM education and careers experienced by women.These include discrimina

57、tion,pressure to marry early,expectations to take full responsibility for household and family duties,and“glass ceilings”that prevent women from accessing leader-ship positions.18 For women who do pursue STEM careers,barriers remain.Women are underrep-resented in leadership,managerial and technical

58、positions and these barriers are amplified for marginalized groups of women.According to the 2019 OECD Report on the Space Economy,the employment of women in space and/or aerospace manufacturing hovers around 20 per cent in Europe and the United States.19 Human spaceflight,the most symbolic of all s

59、pace activities,CHAPTER 2.GENDER EQUALITY GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS7has historically been dominated by men.As of November 2023,men represent 89per cent of all people who travelled to space,whereas women represent only 11per cent.20

60、 This imbalance has lim-ited our understanding of how an astro-nauts sex influences their health in space and post-spaceflight.While these trends show a limited participa-tion of women and girls in STEM and space fields,the international community reaffirmed the importance of gender equality in thes

61、e sectors in the“Space2030”Agenda.This is an overarching document for strategy in the space domain in support of Sustainable Development Goals endorsed by the Committee on the Peaceful Uses of Outer Space and adopted by the General Assembly in 2021.One of its overarching objectives is to improve acc

62、ess to space for all,and to“promote inclusive-ness and gender equality in space activities,including by strengthening the participation of women in science,technology,engineering and mathematics education.”21 In 2023,in the report entitled“Our Common Agenda”,including policy brief 7 entitled“For all

63、 human-ity the future of outer space governance”,the Secretary-General highlighted the need to“accelerate efforts to advance the equal par-ticipation of women in the aerospace sector,including through programmes that promote STEM education for girls”.22 It is thus paramount that institutions and ind

64、i-viduals take action to create enabling environ-ments and uplift women and girls in the space and STEM fields.CHAPTER 3.GENDER MAINSTREAMING TOOLKIT8GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSBox 1.Gender equality in the space sector supports the

65、broader United Nations Sustainable Development AgendaWomen play a significant role in disaster manage-ment and response,agriculture and food security,and water resources management.Including women and girls in the design,development and delivery of space-enabled technologies that drive solutions tha

66、t work for everyone,contributes to SDGs such as Goal2 on zero hunger,Goal6 on water and sanitation,and Goal 13 on climate action.In addition,gender equality in space can tap into the diverse skills and talents of everyone,promoting inclusivity in entrepreneurial endeav-ours and technological advance

67、ments that benefit society(Goal 8 on decent work and economic growth and Goal 9 on industry,innovation and infrastructure).The economic empowerment of women in the space sector has broader impacts on the quality of life of women,men,children and families overall,as higher income translates into fina

68、ncial freedom and quality of life in general(Goal5).Gender equality in the space sector can also foster inclusive institutions by challenging discriminatory practices and promoting equal opportunities(Goal 16 on peace,justice and strong institutions).GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR

69、UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS9Chapter 3.GENDER MAINSTREAMING TOOLKITThis chapter will provide a series of measures and submeasures for gender mainstreaming in the space sector.Institutions are encouraged to adopt these measures based on the context,size and maturity of their organiza

70、tion.These measures include:Committing at all levels to advance gender equality Promoting equal opportunities within the organization Creating dedicated programming to empower all women and girls Measuring and reporting on gender equality outcomesA series of examples are presented through-out the te

71、xt.More information about these examples can be found in the links contained in the references list.A checklist of the steps to implement the measures is provided in the annex.CHAPTER 3.GENDER MAINSTREAMING TOOLKIT10GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SP

72、ACE AFFAIRS3.1 MEASURE ONE:Committing at all levels to advance gender equalityTo successfully implement gender mainstream-ing as a strategy to achieve gender equality in the space sector,active effort and participation is required from all leaders and staff at all levels within and across organizati

73、ons.While there may be international and national policies and tools to support the integration of gender mainstreaming in your country such as gender budgeting or feminist foreign poli-cies,it is important for each organization to create internal policies with gender equality objectives specific to

74、 the space sector to guide collective efforts and track progress.23 Establishing an organizational policy on gender mainstreaming An organizational policy on gender main-streaming can help drive accountability for gender equality and should include objectives(specific to the space sector),key requir

75、ements and roles and responsibilities on gender main-streaming for leaders and staff.The example in box 2 highlights the gender mainstreaming organizational policy of CSA.This policy can be developed in consultation with all staff in the organization,as well as any existing networks that advance wom

76、en or diversity,equity and inclusion(DEI)in STEM or the space sector.The existence of gender mainstreaming policies can ensure that the contributions,perspectives and needs of women and marginalized groups are included at every aspect of the organization.Implementing and adhering to these policies w

77、ill Box 2.Canadian Space Agency(CSA)Gender-based Analysis Plus(GBA Plus)assessmentsAll CSA initiatives(e.g.policies,programmes,projects,grants and contributions,budget proposals,etc.)that are new or which need re-approval are subject to the GBA Plus policy of the Government of Canada,which seeks to

78、ensure no adverse impacts of new initiatives on diverse groups of people and,more gen-erally,better results for all Canadians.CHAPTER 3.GENDER MAINSTREAMING TOOLKITGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS11require buy-in from leaders and staff.Re

79、sistance could be encountered for many reasons,such as maintaining the status quo,bias,misperceptions or individual attitudes.Therefore,dedicated leadership and resources can help overcome implementation barriers to ensure the success,accountability and sustainability of policies that support and pr

80、omote gender equality.Having dedicated leadership and resourcesInstitutions are encouraged to reflect on the internal and external resources needed to advance gender mainstreaming within their organization,including in areas such as gov-ernance,policy development/implementation,awareness and trainin

81、g,and data collec-tion,monitoring and reporting.Sustainable leadership and resources for gender main-streaming are key indicators of the organiza-tions commitment to advance gender equality.Consider scaling up based on the size,capacity and context of your organization.The following table highlights

82、 a variety of approaches that may be relevant depending on organizational size and context.Regardless of the approach taken,it is important to develop a workplace culture where gender mainstreaming is considered a common respon-sibility of all employees and management.To enable this diffusion,identi

83、fy and develop job competency requirements on gender equal-ity that translate into recruitment processes,job descriptions,workplans and performance assessments as well as in criteria for promotion for all employees and management.24 Table.Approaches to advancing gender mainstreamingApproachOrganizat

84、ion sizeDescriptionAdvisory committeeAny sizeAn advisory committee typically consists of external experts who provide advice or recommendations to an organization without having the formal authority and decision-making powers of a board of directors.When forming an advisory committee,consider indivi

85、duals with diverse skills,backgrounds,and exper-tise in gender equality.CHAPTER 3.GENDER MAINSTREAMING TOOLKIT12GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSTable.Approaches to advancing gender mainstreaming(continued)ApproachOrganization sizeDescrip

86、tionGender equality in existing job descriptionsSmall to mediumSmall to medium organizations aiming to increase their capacity in gender mainstreaming can begin with integrating this role and responsibility in existing positions and job descriptions.Community of practice Medium to largeA community o

87、f practice(CoP)can include staff whose offi-cial responsibilities are gender mainstreaming as well as allies and supporters of gender equality.A CoP helps ensure that gender mainstreaming knowledge and skills are shared across the organization and facilitates the exchange of lessons learned and prom

88、ising practices.Dedicated gender adviser or focal pointSmall to largeSmall,medium to large organizations with more resources can create one or more gender adviser or focal point positions,either on top of their existing responsibilities or as distinct roles.Eventually they could invest in an entire

89、gender equality unit or office.Where possible,dedicated and paid staff whose main responsibility and expertise is gender mainstreaming should be assigned such a role rather than volunteers working in an ad hoc capacity or part-time.Gender mainstream-ing leaderMedium to largeAn executive-level gender

90、 mainstreaming leader such as an ambassador or a champion can be identified to promote gender equality efforts throughout the organization.Ideally,the leader has both the capacity and commitment to inspire and make decisions to enable gender mainstreaming.Having experiences,expertise and the ability

91、 to provide financial support to gender equality efforts can increase credibility.CHAPTER 3.GENDER MAINSTREAMING TOOLKITGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS13Delivering training for staff and raising awarenessTo successfully implement gender

92、mainstream-ing within and across an organization,the active effort and participation of all staff is required.Staff should be supported with gender main-streaming training,ranging from introductory training to ensure they have a basic level of understanding,to ongoing progressive and targeted traini

93、ng for various occupational groups and functional areas.25 Depending on the size and complexity of the organization,training could be made specific to the staffs day-to-day activities such as programmes,procurement,evaluation or communications.Gender mainstreaming training can include topics such as

94、 gender-sensitive programming,gender analysis and gender mainstreaming strategies and tools.26 Publicly available and free online learning exists such as the Asian Development Banks Gender Mainstreaming course or Canadas Gender-based Analysis Plus(GBA Plus)online learning.Raising awareness about gen

95、der mainstream-ing can include targeted campaigns,informal lunches and learning events aimed at promot-ing available resources such as gender main-streaming toolkits.Similarly,opportunities could be explored to create mentorship oppor-tunities and networks for women and margin-alized groups as tools

96、 to raise awareness and foster organic learning about gender equality.CHAPTER 3.GENDER MAINSTREAMING TOOLKIT14GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS3.2 MEASURE TWO:Promoting equal opportunities within the organizationChallenges remain to achie

97、ving equal repre-sentation of women in the space sector,par-ticularly in leadership,managerial and technical positions.The historic underrepresentation of women at all levels of the space sector can be attributed to biases,both subconscious and conscious.For instance,biases related to parental leave

98、 or gender norms such as domes-tic and care work may influence the hiring process such as decisions around“best fit”or during pay negotiations.27 Societal and structural norms,including the lack of caregiving support can negatively impact womens career progression and prospects for promotion.Initiat

99、ives such as providing opportunities for women for career development and progres-sion,and supportive human resources practices such as flexible working hours and considera-tions regarding work-life balance can promote equal opportunities within the space sector.Increasing representation of women at

100、 all levels To achieve equal opportunities in larger organi-zations,instruments such as equal opportunity plans28 or equity,diversity and inclusion action plans29 can facilitate a systemic approach to achieving gender balance in staffing pat-terns and tracking progress.These plans can include clear

101、objectives and planned measures to achieve realistic targets.Consider a workforce analysis which includes the following general approach to increasing the representation of women and marginalized groups in the workplace:Understand the current composition of your workforce Identify where representati

102、onal gaps exist Set realistic and incremental gender equality or equity,diversity and inclusion targets Pursue sustainable actions to increase the representation of women CHAPTER 3.GENDER MAINSTREAMING TOOLKITGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFA

103、IRS15Understanding the composition of the space workforce is a starting point to identify the baseline and track whether progress is being made.While some spacefaring nations collect data on their workforce,data is not available for many countries and often not comparable.To address the lack of info

104、rmation and com-parability,UNOOSA has launched a Landmark Study on Gender Equality in the Space Sector(see box 3)to measure the participation of women in the space workforce and track pro-gress towards achieving gender equality.Establishing measures to recruit,retain and promote womenEfforts to recr

105、uit,retain and promote women in the space sector are ways to increase their representation.Remember that it is important to improve the representation of women at all levels,sectors and positions within the organi-zation,including in the executive,managerial,scientific and technical,legal,policy,com

106、mu-nications and administrative levels.Here are some examples of actions to promote women during the recruitment and hiring process:Internship,apprentice or mentorship opportunities to help young women prepare for the workforce Increasing outreach to promote job advertisements and use gender-inclusi

107、ve language Gender-neutral recruitment practices such as removing the name or photo of applicants when reviewing resumes and applications 30 Providing unconscious bias training to staff involved in HR decisions,and Including women and marginalized groups on interview panels Box 3.Landmark Study on G

108、ender Equality in the Space SectorLaunched in 2024,the UNOOSAstudyon the participation of womeninthespacesector focuses on measuring gender representa-tion across the functions and roles of differ-ent organizations at global level.It further analyses policies or interventions that aim to advance gen

109、der equality and looks at poten-tial correlations between such measures and higher or lower representation of women.It provides a baseline for countries to track progress towards achieving gender equality in the space sector.The study and the survey can be consulted here as a starting point for anal

110、ysing their workforce.CHAPTER 3.GENDER MAINSTREAMING TOOLKIT16GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSBox 4 highlights other examples implemented by the Kenya Space Agency to promote equal opportunities within the organization.Retention strategi

111、es are also needed to sustain gender equality efforts in the workplace such as addressing the gender pay gap.Whether intentionally or unintentionally,the work of women can be undervalued.Gender stereo-types exacerbate the issue as there is a belief that women do not engage in salary nego-tiations.31

112、 Measures such as including the salary range or explicitly stating that salaries are negotiable in job advertisements can help reduce the gender gap.32The workplace should also be set up for women to thrive.A good practice is to establish net-works to promote the representation of women in STEM fiel

113、ds,including the space domain.These networks,typically known as employee resource groups(ERGs),can provide support personally and professionally,including training and professional development opportunities to help women advance in their careers.For example,NASA has ERGs such as the Allies and Advoc

114、ates for Women(A2W)and has produced a guidance document on how to develop effective ERGs.In addition,these net-works can also help provide visibility to women who are working in these sectors through newsletters,speaking engagements,outreach and role model opportunities.CSA has estab-lished a Women

115、in Science,Technology and Management Committee that focuses on con-certed actions that help achieve better rep-resentation of women in key roles across the Agency,working within the CSA GBA Plus and Employment Equity and Diversity frameworks.Box 4.Promoting equal opportunities at Kenya Space AgencyI

116、n 2020,the Kenya Space Agency(KSA)adopted a gender mainstreaming policy addressing all measures included in this Toolkit.KSA measures include:Encouraging applicants from marginalized groups to apply for opportunities and shortlist them in line with affirmative action Treating all its employees equal

117、ly with regards to pay,benefits,transfers,train-ing,promotion,growth and development Using affirmative action as a correc-tive measure for gender imbalances()including in recruitment,training,development and promotion,particularly in appointments of heads of sections,committees and governance units.

118、CHAPTER 3.GENDER MAINSTREAMING TOOLKITGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS17In addition,networks exist outside the work-place to strengthen connections among women and have access to role models.An example from New Zealand is highlighted in b

119、ox 5.All staff working in the space sector have a role to play in uplifting women,including those who belong to marginalized groups.All women deserve to be recognized for their unique experiences,and subsequently gain visibility and equal opportunities for career progres-sion.Consider initiatives th

120、at can help women increase their chances for promotion by having equal access to professional development and training,targeted mentorship and networking,as well as opportunities related to leadership,job sharing(see Box 6.),access to research funding,including grants and contributions,and publicati

121、ons.Consider developing a list of women candidates that can be drawn upon for various opportunities,as they arise.Fostering an inclusive workplaceAn inclusive workplace is critical to achieving gender equality as women of all backgrounds are fully able to participate and contribute to a work environ

122、ment that is free from harassment and discrimination.33 Fostering an inclusive workplace calls on employers and leaders to balance:Box 5.Women in Space Aotearoa NewZealand(WISANZ)WISANZ is a national professional and inclu-sive network that aims to support and enable women and gender minorities work

123、ing in the New Zealand space sector and those want-ing to join the sector.Their“Space Up”pro-gramme provides girls direct engagement with women role models and access to pro-files showcasing the different study and career pathways of women space mentors.Box 6.Job sharing at UK Space AgencyDividing o

124、ne full-time role is an innovative way of pooling skills and experience while fostering work-life balance.Sharing jobs at UK Space Agency creates new learning oppor-tunities,and helps attract and retain staff,particularly those with caring responsibilities or returning to work after an absence such

125、as maternity/paternity leave.CHAPTER 3.GENDER MAINSTREAMING TOOLKIT18GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS A sense of belonging among employees where everyone is accepted just the way they are,and Individuation where every person is seen,hear

126、d and valued with the different perspectives and backgrounds that they bring to work.Measures to foster an inclusive workplace include the use of flexible working arrange-ments,family-friendly policies to support all employees,and common standards of con-duct.34 Flexible working arrangements are mut

127、ually beneficial arrangements between staff and their managers to agree on when,where and how work is completed(e.g.in-person,remote,working hours).Staff-centric policies,including parental,medical or com-passionate leave and accommodations,can enable staff to effectively balance personal,family and

128、 professional commitments which arise throughout the span of an employees career.Common standards of conduct are also important to secure a harmonious and discrimination-free workplace where employ-ees feel safe and respected.Organizations must take action to ensure a workplace culture where miscond

129、uct,including harassment and discriminatory behaviour,is not tolerated.As highlighted in box 7,the implementation of awareness-raising campaigns or the establish-ment of whistle-blowing systems are concrete measures that organizations can implement.CHAPTER 3.GENDER MAINSTREAMING TOOLKITGENDER MAINST

130、REAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS19Box 7.OHB“Watch out”campaignThe Orbital-und Hydrotechnologie Bremen-System GmbH(OHB),a European space and technology group headquartered in Germany,launched the“Watch out”campaign in 2022 to raise awareness among empl

131、oyees of the issues of sexism and sexual harassment in the work-place.The goal was to encourage employees to look out for one another and maintain a positive working environment at OHB.The“Watch out”campaign,initiated by the equal opportunities officer,included posters,training for managers,help/SOS

132、 toolkits,and guidelines for victims and witnesses,among others.In addition,the OHB Group instituted a whistle-blowing system avail-able to all employees as an additional channel to report severe violations including discrimination or sexual harassment.CHAPTER 3.GENDER MAINSTREAMING TOOLKIT20GENDER

133、MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS3.3 MEASURE THREE:Creating dedicated programming to empower all women andgirls Creating dedicated programming to empower all women and girls in the space sector is a targeted approach to gender mainstreaming(see

134、chapter I).Organizations can research,identify and address potential barriers to the access and participation of women in the space sector to inform tangible dedicated programming.Resources such as this Toolkit and data from the Space4Women project can offer guidance on what actions to pursue to sup

135、port women and girls.In addition,organizations can partner with other local,regional and international organi-zations that reach out and support women in STEM and space to maximize efforts.Inspiring all girls and young women to pursue STEM and space education As discussed,cultural and social norms a

136、nd ste-reotypes can influence the perceptions young women have regarding their abilities,roles in society,career and life aspirations including their participation in the space sector.To address this barrier,mentorship opportu-nities and programmes that encourage girls through hands-on activities ar

137、e very important.For instance,international programmes such as the UNOOSA Space4Women Mentorship Box 8.UNOOSA Space4Women Mentorship programmeThe Mentorship programme matches expe-rienced mentors in the space sector with mentee women and girls who would like to pursue their studies or careers in spa

138、ce or STEM-related subjects.Mentors are leaders and professionals in the space industry and represent a variety of fields and geographic regions.Together,these mentors support women and girls around the world to culti-vate their skills,knowledge and networks.In 2023,the programme included 94 mentors

139、 and 152mentees from 67 countries.CHAPTER 3.GENDER MAINSTREAMING TOOLKITGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS21programme inspire and support girls and young women from all over the world(see box 8).Many programmes also exist at national level.

140、Examples are the She Space programme(see box9)or the Female Space Workforce Development programme of the Republic of Korea(see box 10).It is important to provide access to role models at a young age by connecting girls with estab-lished women professionals at primary to high schools or post-secondar

141、y institutions through guest lectures by women in the space sector.Republic of Korea Female Space Workforce Development programme Box 10.The Female Space Workforce Development programme was created by the Government of the Republic of Korea to expand the nations female space workforce.This programme

142、 includes hands-on satellite remote sensing education for high school girls,internships and mentoring for female university students,and capacity-building and leadership development activities for female researchers.It also sup-ports networking events,conference sessions and workshops organized to p

143、romote womens participation in space.While the programme is funded by the Ministry of Science and ICT and managed by the Korean Aerospace Research Institute(KARI)Academy,much of the activity and the development of the actual content of the programme itself is led by the members of the KARI Womens As

144、sociation.She Space InternationalBox 9.The She Space programme,initiated in Israel in 2017,utilizes climate change as a research topic,employing remote sensing technolo-gies to engage high school-age girls in STEM subjects free from gender stereotypes.Since 2019,She Space has expanded internation-al

145、ly to include Brazil,Cte dIvoire,Germany,Nigeria,Peru,the Republic of Korea,Spain,Switzerland,Togo and the United States.Mentored by faculty and graduate students,participants explore academic research,space industries and agencies in their countries,gaining a global perspective.The programme aims t

146、o broaden horizons and inspire young women to pursue scientific careers,fostering a constructive environment for exploration and learning in space sciences.CHAPTER 3.GENDER MAINSTREAMING TOOLKIT22GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSIn additi

147、on,awareness-raising campaigns that target not only young women but also their parents and/or guardians can help break gender stereotypes.Collaborating with par-ents,teachers and the overall education sector is critical to breaking down gender stereotypes.Consider providing funding opportunities for

148、 young women to attend space conferences or training,scholarships to pursue STEM or space education at post-secondary institutions,or internships to access employment and expand their professional networks.Including women in the designphase and throughout the project and programme lifecycleIt is ess

149、ential that women from all backgrounds are represented throughout the life cycle of a project or programme,including in the feasi-bility,design,build,testing,deployment and closure stages.35 In fact,gender considerations should be inte-grated as early in the programme design as possible.Proactively

150、considering gender dif-ferences during early issue identification and research phases,as well as project team design would ensure that gender-specific needs and requirements are planned from the outset.If not,specification gaps in the designed prod-ucts,services or solutions may occur.Whether in Ear

151、th science development and application(see box 11),or spacesuit design(box 12),including and considering women in all stages is necessary.36 SERvIR and Women in Earth ScienceBox 11.SERVIR,a joint initiative of NASA and USAID,uses satellite data and geospatial technology to address challenges such as

152、 climate change,food security,disasters and air quality.The organization highlights the importance of including women at all stages of developing and applying Earth science.Women tend to occupy fewer decision-making roles,and are not necessarily involved in deciding how to apply geospatial and Earth

153、 data to address agriculture-related concerns.In addition,due to gendered division of labour,women might farm different crops to men.Unless the factors above are addressed,crop monitoring data tools will be solely based on mens realities,perpetuating inequities as such tools will not apply to womens

154、 farming needs.CHAPTER 3.GENDER MAINSTREAMING TOOLKITGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS23Considering various perspectives in all space activities is important for keeping up with the pace of technological innovation and advance-ment in a dy

155、namically changing sector.However,given that women are currently under-represented in the space sector,it may not always be possible to achieve gender balance on all projects.Therefore,when possible,pro-ject teams can consult directly with women and marginalized groups with lived experiences or from

156、 organizations that partner or support them.This includes women in space-adjacent industries such as the STEM field and women-led businesses.Organizations are also encour-aged to seek womens perspectives through data,secondary research and literature from sources such as those created by governments

157、 and not-for-profit organizations.Empowering women through space technologies and applicationsAnother way to empower women is to have dedicated programming that encourages and enables women to use space technologies and their applications to improve their lives and those of their communities.Space t

158、echnologies connect remote and iso-lated communities to services,education and work opportunities.They increase the acces-sibility of educational resources and remote learning,and support the delivery of health-care services through telemedicine.Space assets are crucial for monitoring climate change

159、,optimiz-ing crop productivity,using land and water Inclusion through NASA spacesuit designBox 12.Since the first spacesuits designed in the early 1960s,NASA has developed groundbreak-ing spacesuit technology.While the number of women astronauts has increased,the first NASA all-women spacewalk was p

160、ostponed from 29 March 2019 to 21 October 2019(seven months later)because there were not enough space suits that comfortably and safely fit both participating women.As the space sector continues to become more inclusive,the spacesuit prototype for the NASA Artemis III Moon Surface Mission,the AxEMU,

161、will fit a broad range of crew members,accommodat-ing at least 90 per cent of the United States male and female population.This exemplifies lessons learned through the adoption of uni-versal design in efforts to be more inclusive.CHAPTER 3.GENDER MAINSTREAMING TOOLKIT24GENDER MAINSTREAMING TOOLKIT F

162、OR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSresources efficiently,and supporting disaster management and response.While such benefits apply across the entire population,womens experiences need to be considered.Globally,over 40 per cent of the agricultural workforce37 are women,b

163、ut in the least developed economies two in three women work in this sector,often informally.In many cultures,women are traditionally perceived as water providers and managers but make up less than 20 per cent of the WASH(water,sanitation and hygiene)labour force.38 This comparatively greater depende

164、nce on natural resources makes women more vulnerable to disaster risks,droughts or crop losses.It is thus important to empower women through space technologies,making them not only beneficiar-ies but also active contributors to space solu-tions.Box 13 presents how capacity-building initiatives empow

165、er women in Costa Rica.Costa Rica Geospatial Technologies RallyBox 13.The Womens Geospatial Technologies Rally delivers capacity-building initiatives designed to empower women,specifically those from rural communities in Costa Rica,through training and technical guidance to propose and develop their

166、 own prototype solutions to community issues,using geospatial technologies.The key compo-nents of these geospatial rallies include the use of accessible and cost-effective geospatial tech-nologies,such as popular geospatial applications,unmanned aerial systems,single-board micro-controllers and vari

167、ous spatial datacollection techniques.Over 625 women have benefited from these rallies and the programme has expanded to other Central American countries,such as Guatemala,Honduras and Nicaragua.Thefocus of the project is to find solutions related to local issues,such as disaster risk prevention,env

168、ironmental conservation,water management and agricultural systems management.More than 100 prototypes have been developed for the par-ticipants and most of them implemented in their communities.CHAPTER 3.GENDER MAINSTREAMING TOOLKITGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFI

169、CE FOR OUTER SPACE AFFAIRS253.4 MEASURE FOUR:Measuring and reporting on gender equality outcomes Measuring and reporting on gender equal-ity outcomes is critical for tracking progress towards gender results.39 Reporting on gender equality outcomes can drive account-ability and inspire organizations

170、and the sector to act.Collecting gender-related dataThe establishment of data-collection plans can help organizations understand what data needs to be collected,when and how often(e.g.,yearly,quarterly,etc.),from where,from whom,and how(e.g.,online survey,adminis-trative data,etc.).Collecting gender

171、-related data,therefore,supports the establishment of outcomes,indicators and targets necessary to evaluate the impact of measures and review progress on advancing gender equality.Here are some examples of how to collect gender-related data:Quantitative data:Gender-related disag-gregated data is inf

172、ormation that is cate-gorized by gender and socio demographic factors such as age,race/ethnicity or geography,which allows for intersec-tional analysis of specific characteristics of various population groups.40 For exam-ple,consider the intersection between gender and Indigeneity which presents its

173、elf in data as information specifically about the Indigenous population,par-ticularly women.An example of disag-gregated data collection is presented in box 14.Qualitative data:Gender-related quali-tative information captures various perspectives and experiences through surveys,observations,intervie

174、ws or focus groups.Collecting this type of data provides deeper insights and a more comprehensive understanding of social relationships,power dynamics,gender roles and behaviours.41 Where possible,this data should be collected directly from the individual through self-iden-tification questionnaires

175、with the option to not respond(e.g.,“prefer not to say”)to respect privacy.42 Deciding not to engage in any data collection of personal information should not become a barrier to participation.A robust data-collection framework respects the con-fidentiality and privacy of individuals,includes CHAPTE

176、R 3.GENDER MAINSTREAMING TOOLKIT26GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSsafeguards for data protection,and clearly communicates the purpose and use of their personal information.Organizations should also consider and address potential challeng

177、es such as overcollection of data,data validity(e.g.,not everyone chooses to share their gender due to confidentiality con-cerns),small sample sizes and risk mitigation for any data breaches.Guidance such as that offered by the United Nations Development Group on data privacy,ethics and protection c

178、an inform data-collection efforts to enable monitoring and evaluation.Identifying gender-related outcomes,indicators and targetsCollecting data and identifying outcomes,indi-cators and targets based on available base-line information and gender-related data are needed when measuring and reporting on

179、 gender equality outcomes.An example of specific target setting is provided in box 15.Disaggregated data collection at the South African National Space Agency Box 14.To better understand its workforce,the South African National Space Agency(SANSA)col-lects disaggregated data categorized by gender,ra

180、ce/ethnicity and ability.According to the 2023/2024 Annual Performance Plan,the percentage of permanent female employ-ees increased from 38.2 per cent in 2011 to 45.6 per cent in 2022.The largest underrep-resentation of female employees is in pro-fessional and skilled categories.Seventy per cent of

181、senior and top management,including board members,were females,with 54 per cent being African and Black females.Setting targets at the Japan Aerospace Exploration Agency(JAXA)Box 15.The Work-life Support and Diversity Office is responsible for promoting diversity and work style reform at JAXA,includ

182、ing the promotion of gender equality.Among others,JAXA offers childcare support.In its employer action plan,JAXA set the target of achieving an 80 per cent satisfaction rate of employees who are eligible for maternity and childcare leave and are using the JAXA childcare support system.CHAPTER 3.GEND

183、ER MAINSTREAMING TOOLKITGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS27Identifying gender outcomes and indicators early on is critical in the planning phase of a policy or programme to be able to monitor and evaluate its effectiveness later(see sectio

184、n below on evaluation).Instruments such as the SERVIR Gender Analysis Tool can help under-stand what key data needs to be collected,how to conduct stakeholder mapping,how to capture secondary data and to identify gaps including gender-disaggregated data.Although it is important to set realistic rep-

185、resentation targets,consider the aspirational objective of pursuing gender parity as a poten-tial ultimate outcome of your gender main-streaming efforts.Monitoring progress towards gender equality outcomesTo track the progress of a policy or programme in achieving its objectives and to inform decisi

186、on-making by management,43 it is important to monitor and analyse the gender data collected over the course of implementa-tion.This process allows for understanding of where programming is at in terms of planned gender equality results.44 It typically empha-sizes the examination of processes,includ-

187、ing the timing and location of activities,the individuals or systems involved in their delivery,the reach of the programme or project of the target population,and the extent of their abil-ity to advance gender equality.45 It is impor-tant to keep in mind that monitoring is active,periodic and ongoin

188、g during the implemen-tation phase of a project or programme.46 Observations and conclusions from monitoring efforts are used for effective management of a project or programme to maximize positive gender results and minimize the risk of any adverse results or impacts.Evaluating progress on gender e

189、quality outcomesGender-responsive evaluations inform decision-making,improve programme delivery,foster innovation and demonstrate accountability towards gender equality outcomes.47 Gender-responsive evaluation allows for a systematic and impartial assessment of a programme,policy,strategy or other i

190、nterventions to deter-mine their relevance,impact and effectiveness in advancing gender equality.48 To maximize effectiveness,gender equality issues can be explicitly included in evaluation objectives,pro-cesses,methodologies and reports,and in the dissemination and use of findings,conclusions and r

191、ecommendations.49CHAPTER 3.GENDER MAINSTREAMING TOOLKIT28GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSThere are two important elements in gender-responsive evaluations.The first focuses on the gender results achieved and the extent to which a program

192、me has contributed to gender equality.The second focuses more on the pro-cess by evaluating the effectiveness of gender mainstreaming efforts and the lessons learned both challenges and constraints as well as effective approaches.50Reporting on gender equality impacts,opportunities and challengesRep

193、orting is a step towards accountability after completing data collection,monitoring and evaluation.51 When reporting on gender equality outcomes in the space sector,it is bene-ficial to describe what was achieved,assess actual results against expected or intended results,identify promising practices

194、 and les-sons learned,and make recommendations for improvement.Consider inclusive and accessi-ble communication to ensure that the report is disseminated to all stakeholders,including the main beneficiaries of the gender mainstream-ing initiatives that were completed.GENDER MAINSTREAMING TOOLKIT FOR

195、 THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS29Annex:CHECKLISTSTEPSCOMPLETED1.COMMITTING AT ALL LEVELS TO ADVANCE GENDER EQUALITYEstablishing an organizational policy on gender mainstreamingConsult staff in the organization or any existing networks that advance women or DEI to devel

196、op organizational policyIdentify objectives,key requirements,roles and responsibilities of leaders and staff,and include them in organizational policyHaving dedicated leadership and resourcesIdentify one or more champions at executive level to promote gender equality efforts throughout the organizat

197、ionSet up an advisory committee to make recommendations on measures to advance genderequalityEstablish a gender focal point or unit to develop,implement and monitor gender mainstreaming measuresProvide dedicated budget and necessary resources to implement gender mainstreamingeffortsANNEX:CHECKLIST30

198、GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSSTEPSCOMPLETEDDelivering training for staff and raising awarenessOrganize gender mainstreaming training for staff and managementProvide introductory training and targeted training for various occupational

199、groups and functional areasRaise awareness about gender mainstreaming through targeted campaigns,formal or informal events2.PROMOTING EQUAL OPPORTUNITIES WITHIN THE ORGANIZATIONIncreasing representation of women at all levels Undertake analysis to understand workforce composition and identify repres

200、entational gapsSet realistic gender balance and gender equality targets to achieve a balanced workforce at all levelsSet up an equal opportunity plan to measure gender representation and track progressEstablishing measures to recruit,retain and promote womenProvide opportunities to women and girls t

201、hrough:Internships Targeted mentorship programmes Networking Professional development and trainingEstablish gender-neutral recruitment practices such as CV blind review and the use of gender-inclusive language for job advertisementsProvide unconscious bias training to staff involved in human resourc

202、es decisionsANNEX:CHECKLISTGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS31STEPSCOMPLETEDInclude women and representatives of marginalized groups on interview panelsEnsure equal pay and benefits Establish or support the establishment of an employee net

203、work to support womenFostering an inclusive work environment Promote the use of flexible working arrangementsEstablish family-friendly policies such as parental leave to support all employeesSet common standards of conduct to ensure an inclusive and discrimination-free workplace3.CREATING DEDICATED

204、PROGRAMMING TO EMPOWER ALL WOMEN AND GIRLSInspiring all girls and young women to pursue STEM and space education Create mentorship opportunities and programmes that encourage girls through hands-onactivitiesProvide funding opportunities for young women to attend space conferences or trainingSupport

205、access to women role models for young girlsIncluding women in the design phase and throughout the project and programme lifecycleEnsure gender representation balance in all projects and teamsAssess who is impacted by the project/programme and how,identifying differences between groups of different g

206、enderANNEX:CHECKLIST32GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSSTEPSCOMPLETEDCollect perspectives directly from women or seek information through secondary researchIntegrate gender considerations throughout the life cycle of a project or programm

207、e,including:Feasibility Design Build Testing Deployment Closure stageEmpowering women through space technologies and applicationsAssess needs of women and identify potential differences between groups of different genderCreate dedicated programming that encourages and enables women to use space tech

208、nologies and their applicationsConsider delivering capacity-building initiatives designed to empower women,particularly those from remote and rural communities4.MEASURING AND REPORTING ON GENDER EQUALITY OUTCOMESCollecting gender-related dataEstablish data-collection plans to identify data to be col

209、lected,source,frequency,and collection and analysis methodIdentifying gender-related outcomes,indicators and targetsEstablish outcomes,indicators and targets necessary to evaluate the impact of intervention and review progressANNEX:CHECKLISTGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NAT

210、IONS OFFICE FOR OUTER SPACE AFFAIRS33STEPSCOMPLETEDMonitoring progress towards gender equality outcomesMonitor and analyse the data collected over the course of implementation of an interventionEvaluating progress on gender equality outcomesConduct systematic and impartial assessment of intervention

211、s to evaluate relevance,impact and effectivenessReporting on gender equality impacts,opportunities and challengesAssess actual results against expected or intended resultsIdentify promising practices and lessons learnedMake recommendations for improvement and inform future decisionsPresent results i

212、n a dedicated report or other accessible formats,and distribute to stakeholders and beneficiaries of interventions Pioneering software engineer,Margaret Hamilton,poses beside the guidance material she helped produce for the NASA Apollo programme and the historic moon landing of 1969 MITADDITIONAL RE

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230、,Achieve gender equality and empower women and girls,United Nations.Available at:https:/sdg-tracker.org/gender-equality ADDITIONAL RESOURCESGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS37“Women in science 2019”,UNESCO Institute for Statistics,2022.Ava

231、ilable at:http:/uis.unesco.org/en/topic/women-scienceArticles“20212024 Employment equity,diversity and inclusion action plan”,Canadian Space Agency,2021.Available at:https:/www.asc-csa.gc.ca/eng/publications/employment-equity-diversity-inclusion-action-plan-2021-2024.asp “Allies and advocates for wo

232、men(A2W)”,NASA Office of Diversity and Equal Opportunity,n.d.Available at:https:/odeo.larc.nasa.gov/ergs/a2w/“Canadian employers failing mothers returning from parental leave:report”,Benefits Canada,2021.Available at:https:/ at work:making the most of increas-ingly diverse societies”,OECD,2020.Avail

233、able at:https:/www.oecd.org/els/diversity-at-work-policy-brief-2020.pdf “Japan Aerospace Exploration Agency work-life support and diversity office”,n.d.Available at:https:/stage.tksc.jaxa.jp/geoffice/en/research/network.html“JAXA general employers action plan integrated with the act on advancement o

234、f measures to support raising next-generation children and the act on promotion of womens participation and advancement in the workplace”,2022.Available at:https:/stage.tksc.jaxa.jp/geoffice/en/activity/pdf/7jisedai_3josei_en.pdf “Missing out on half of the worlds potential:fewer female than male to

235、p achievers in mathe-matics and science want a career in these fields”,UNESCO,2022.Available at:https:/unesdoc.unesco.org/ark:/48223/pf0000381324“More women and girls in science equals better science,UN chief declares”,United Nations,2023.Available at:https:/news.un.org/en/story/2023/02/1133367“Over

236、 one hundred women involved in agri-culture and natural resource management in Costa Rica strengthened their digital and geospatial technology skills at IICA headquar-ters”,Inter-American Institute for Cooperation on Agriculture,2023.Available at:https:/iica.int/en/press/news/over-one-hundred-women-

237、involved-agriculture-and-natural-resource-man-agement-costa-rica “Power on:how we can supercharge an equita-ble digital future”,UN-Women,2023.Available at:https:/www.unwomen.org/en/news-stories/explainer/2023/02/power-on-how-we-can-super-charge-an-equitable-digital-future.“Privacy implementation not

238、ice 2023-02:Personal information for program monitoring,evalua-tion and reporting purposes”,Treasury Board of Canada Secretariat,2023.Available at:https:/www.canada.ca/en/treasury-board-secretariat/ser-vices/access-information-privacy/access-informa-tion-privacy-notices/2023-02-evaluation.html “She

239、Space”,Israel Space Agency,Ben-Gurion University of the Negev.Available at:https:/in.bgu.ac.il/en/epif/Pages/She-Space.aspxADDITIONAL RESOURCES38GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS“Spacesuit for NASAs Artemis III moon surface mission debuts

240、”,NASA,2023.Available at:https:/www.nasa.gov/humans-in-space/space-suit-for-nasas-artemis-iii-moon-surface-mission-debuts/“Space-up”,Women in Space Aotearoa NewZealand.Available at:https:/www.womeninspace.co.nz/space-up“Whistleblower system”,OHB,2021.Available at:https:/www.ohb.de/en/corporate-gover

241、nance/whistleblower-system “Who we are”,SERVIR,n.d.Available at:https:/ gender equity matters in applied Earth science:a SERVIR miniseries”,2023.Available at:https:/ support and diversity office”,2023 Available at:https:/stage.tksc.jaxa.jp/geoffice/en/activity/goal.html Courses and guides Gender-bas

242、ed Analysis Plus course.Women and Gender Equality Canada,2022.Available at:https:/women-gender-equality.canada.ca/en/gender-based-analysis-plus/take-course.html Gender Equality Training.Asian Development Bank,n.d.Available at:https:/elearn.adb.org/course/index.php?categoryid=26 Gender Equality Train

243、ing.European Institute for Gender Equality,2016.Available at:https:/eige.europa.eu/sites/default/files/documents/mh0716093enn.pdf Guidance for Developing Effective Employee Resource Groups(ERGs).NASA,2018.Available at:https:/www.nasa.gov/wp-content/uploads/2018/08/erg_guidance_7-17-13.pdf ABBREvIATI

244、ONS AND ACRONYMSGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS39ABBREvIATIONS AND ACRONYMSCSA Canadian Space AgencyDEI Diversity,equity and inclusionGBA Plus Gender-based Analysis Plus ERGs Employee resource groups JAXA Japan Aerospace Exploration Agen

245、cyKARI Korean Aerospace ResearchKSA Kenya Space AgencyNASA National Aeronautics and Space AdministrationOECD Organization for Economic Co-operation and Development SDG Sustainable Development GoalsSTEM Science,technology,engineering,mathematicsUNESCO United Nations Educational Scientific and Cultura

246、l OrganizationUNICEF United Nations International Childrens Emergency FundUNOOSA United Nations Office for Outer Space AffairsENDNOTES40GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRSENDNOTES1“Progress on the Sustainable Development Goals:the gender sn

247、apshot 2022”,UN-Women,2022.Available at https:/data.unwomen.org/publications/progress-sustainable-development-goals-gender-snapshot-2022 2”Agreed Conclusions,1997/2”,excerpted from the Economic and Social Council for the year 1997,A/52/3/Rev.1,United Nations,1997.Available at:https:/undocs.org/Home/

248、Mobile?FinalSymbol=A%2F52%2F3%2FREV.1(SUPP)&Language=E&DeviceType=Desktop&LangRequested=False 3 Handbook on Gender Mainstreaming for Gender Equality Results,2022,UN-Women.Available at:www.unwomen.org/sites/default/files/2022-02/Handbook-on-gender-mainstreaming-for-gender-equality-results-en.pdf.4 Ib

249、id.5“Progress on the Sustainable Development Goals:the gender snapshot 2022”,UN-Women,2022.Available at https:/data.unwomen.org/publications/progress-sustainable-development-goals-gender-snapshot-20226 Ibid.7 Ibid.8“All OECD countries need to step up efforts to boost gender equality“,OECD,2023.Avail

250、able at:www.oecd.org/social/all-oecd-countries-need-to-step-up-efforts-to-boost-gender-equality.htm 9 The Space Economy in Figures 2019,OECD,2019.Available at:www.oecd.org/innovation/the-space-economy-in-figures-c5996201-en.htm 10 The Future of Jobs Report,World Economic Forum,2020.Available at:www3

251、.weforum.org/docs/WEF_Future_of_Jobs_2020.pdf 11“Progress on the Sustainable Development Goals:the gender snapshot 2023”,UN DESA,2023.Available at:https:/unstats.un.org/sdgs/gender-snapshot/2023/#:text=The%20Progress%20on%20the%20Sustainable%20Development%20Goals%3A%20The,the%20journey%20towards%20a

252、chieving%20gender%20equality%20by%20203012 Ibid.13“Mapping gender equality in STEM from school to work”,UNICEF,2020.Available at:https:/www.unicef.org/innocenti/reports/mapping-gender-equality-stem-school-work-report14 The Future of Jobs Report,World Economic Forum,2020.Available at:www3.weforum.org

253、/docs/WEF_Future_of_Jobs_2020.pdf 15“Missing out on half of the worlds potential:fewer female than male top achievers in mathematics and science want a career in these fields”,UNESCO,2022.Available at:https:/unesdoc.unesco.org/ark:/48223/pf0000381324 16 Ibid.17“Persistence and representation of wome

254、n in STEM programs”,Statistics Canada,May 2019.Available at:www150.statcan.gc.ca/n1/pub/75-006-x/2019001/article/00006-eng.htm;“Why Representation Matters for Girls and Women in STEM”,United States Environmental Protection Agency,May 2022.Available at:www.epa.gov/perspectives/why-representation-matt

255、ers-girls-and-women-stem ENDNOTESGENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTORUNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS4118 STEM Education for Girls and Women.Breaking Barriers and Exploring Gender Inequality in Asia,2020,UNESCO.Retrieved from:https:/unesdoc.unesco.org/ark:/48223/pf000037510

256、6?posInSet=4&queryId=7ebcf2e8-68bf-4921-a0f4-e0f8737a4600 19 The Space Economy in Figures 2019,OECD,2019.Available at:www.oecd.org/innovation/the-space-economy-in-figures-c5996201-en.htm 20“Astronaut/cosmonaut statistics”,Available at: 21 A/RES/76/3“The“Space2030”Agenda:space as a driver of sustaina

257、ble development”,Available at:www.unoosa.org/res/oosadoc/data/resolutions/2021/general_assembly_76th_session/ares763_html/A_RES_76_3_E.pdf 22“Our Common Agenda:policy brief 7 for all humanity the future of outer space”,2023.Available at:www.unoosa.org/res/oosadoc/data/documents/2023/a77/a77crp_1add_

258、6_0_html/our-common-agenda-policy-brief-outer-space-en.pdf 23 Evaluation of the implementation of Gender-Based Analysis Plus at the Canadian Space Agency,Canadian Space Agency,2021.Available at:www.asc-csa.gc.ca/eng/publications/er-1920-0201.asp 24 Handbook on Gender Mainstreaming for Gender Equalit

259、y Results,2022,UN-Women.Available at:www.unwomen.org/sites/default/files/2022-02/Handbook-on-gender-mainstreaming-for-gender-equality-results-en.pdf 25 Gender Mainstreaming:A Guide to Organisational Change,European Institute for Gender Equality,2016.Available at:https:/eige.europa.eu/gender-mainstre

260、aming/toolkits/gender-institutional-transformation/gender-mainstreaming-guide-organisational-change?language_content_entity=en 26 See for example:Gender Mainstreaming Training Manual,UNDP,2023.www.undp.org/sites/g/files/zskgke326/files/2023-03/Gender%20Mainstreaming%20Training%20Manual.pdf 27“A gend

261、er analysis of the occupational pathways of stem graduates in Canada”,Statistics Canada;Government of Canada.September 2016.Available at:www150.statcan.gc.ca/n1/pub/11f0019m/11f0019m2019017-eng.htm 28 Gender Mainstreaming:A Guide to Organisational Change,European Institute for Gender Equality,2016.A

262、vailable at:https:/eige.europa.eu/gender-mainstreaming/toolkits/gender-institutional-transformation/gender-mainstreaming-guide-organisational-change?language_content_entity=en29“2021-2024 Employment Equity,Diversity and Inclusion Action Plan”,Canadian Space Agency,2021.Available at:www.asc-csa.gc.ca

263、/eng/publications/employment-equity-diversity-inclusion-action-plan-2021-2024.asp 30 See for example:“Guidelines for gender neutral recruitment,Government of South Australia”,2022.https:/office-forwomen.sa.gov.au/_data/assets/pdf_file/0016/48112/Guidelines-Gender-Neutral-Recruitment-2022-04.pdf 31“N

264、ow,Women Do Ask:A Call to Update Beliefs about the Gender Pay Gap”,Academy of Management,vol.10,no.1.L.Kray,J.Kennedy,and M.Lee,2023.Available at;https:/journals.aom.org/doi/10.5465/amd.2022.0021 32“Do Women Avoid Salary Negotiations?Evidence from a Large-Scale Natural Field Experiment”,Management S

265、cience,vol.61,no.9.A.Leibbrandt and J.A.List,2014.Available at:https:/pubsonline.informs.org/doi/10.1287/mnsc.2014.1994 33“Diversity at work:making the most of increasingly diverse societies”,OECD,2020.Available at:www.oecd.org/els/diversity-at-work-policy-brief-2020.pdf 34“Enabling environment guid

266、elines”,United Nations,2019.Available at:https:/www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/Library/Publications/2019/Gender-parity-Enabling-environment-guidelines-en.pdf ENDNOTES42GENDER MAINSTREAMING TOOLKIT FOR THE SPACE SECTOR UNITED NATIONS OFFICE FOR OUTER SPACE AFFAI

267、RS35 The Standard for Project Management and A Guide to the Project Management Body of Knowledge(PMBOK GUIDE),7th edition.Project Management Institute,2021.36“Power on:how can we supercharge an equitable digital future”,UN-Women,2023.Available at:www.unwomen.org/en/news-stories/explainer/2023/02/pow

268、er-on-how-we-can-supercharge-an-equitable-digital-future37“Recognizing the agricultural efforts of women”,CGIAR,2021.Available at:www.cgiar.org/news-events/news/cgiar-celebrates-international-womens-day-2021/38“Women are the secret weapon for better water management”,World Resource Institute,2018.Av

269、ailable at:www.wri.org/insights/women-are-secret-weapon-better-water-management39 Evaluation of UNDP Contribution to Gender Equality and Womens Empowerment,UNDP Independent Evaluation Office,2015.Available at:https:/erc.undp.org/evaluation/documents/download/8794 40“Privacy Implementation Notice 202

270、3-02:Personal information for program monitoring,evaluation and reporting purposes”,Treasury Board of Canada Secretariat,2023.Available at:www.canada.ca/en/treasury-board-secretariat/services/access-information-privacy/access-information-privacy-notices/2023-02-evaluation.html 41 Ibid.42 Ibid.43“RES

271、PECT Women:Preventing violence against women -implementation package”,UN-Women,2020.Available at:www.unwomen.org/en/digital-library/publications/2020/07/respect-women-implementation-package 44“Monitoring and evaluation,UNDAF campaign guidance”,https:/unsdg.un.org/sites/default/files/UNDG-UNDAF-Compa

272、nion-Pieces-6-Monitoring-And-Evaluation.pdf 45“RESPECT Women:Preventing violence against women implementation package”,UN-Women,2020.Available at:www.unwomen.org/en/digital-library/publications/2020/07/respect-women-implementation-package;Handbook on Gender Mainstreaming for Gender Equality Results,

273、2022,UN-Women.Available at:www.unwomen.org/sites/default/files/2022-02/Handbook-on-gender-mainstreaming-for-gender-equality-results-en.pdf 46“Monitoring”,J.Hall,Better Evaluation,2022.Available at:www.betterevaluation.org/methods-approaches/themes/monitoring#:text=Types%20of%20evaluation,the%20risk%

274、20of%20adverse%20impacts 47“Privacy Implementation Notice 2023-02:Personal information for program monitoring,evaluation and reporting purposes”,Treasury Board of Canada Secretariat,2023.Available at:www.canada.ca/en/treasury-board-secretariat/services/access-information-privacy/access-information-p

275、rivacy-notices/2023-02-evaluation.html 48“Monitoring and evaluation,UNDAF campaign guidance”,https:/unsdg.un.org/sites/default/files/UNDG-UNDAF-Companion-Pieces-6-Monitoring-And-Evaluation.pdf 49 Handbook on Gender Mainstreaming for Gender Equality Results,2022,UN-Women.Available at:www.unwomen.org/

276、sites/default/files/2022-02/Handbook-on-gender-mainstreaming-for-gender-equality-results-en.pdf 50 Ibid.51 Ibid.WWW.UNOOSA.ORGBRINGING THE BENEFITS OF SPACE TO HUMANKINDWWW.UNOOSA.ORG2406008THE UNITED NATIONS OFFICE FOR OUTER SPACE AFFAIRS(OOSA)IS RESPONSIBLE FOR PROMOTING INTERNATIONAL COOPERATION IN THE PEACEFUL USES OF OUTER SPACE AND ASSISTING DEVELOPING COUNTRIES IN USING SPACE SCIENCE AND TECHNOLOGY.