ŠĻą”±į>ž’ OQž’’’HIP’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’ģ„Į` šædRbjbjĖsĖs .¦©©ĘG ’’’’’’¤†††.“$ŲŲŲģ“;“;“;8ģ;“ <”ģ›°’@=@=@=@=@=>>>°°°°°°°$-³h•µ@°ŲėH>>ėHėH@°ŲŲ@=@=ŪU°sOsOsOėHpŲ@=Ų@=°sOėH°sOsO‚.”ųŲŲ­@=4= p„,OÕÅ“;[Lh&ØF–Æ„k°0›°lØ¢%¶ĆNX%¶Œ­­%¶Ų"­t>j…ApsOõCōéE>>>@°@°OX>>>›°ėHėHėHėHģģģÄ/°7ģģģ°7ģģģŲŲŲŲŲŲ’’’’ Mensplace Response to Striking the Balance: Women, men, work and family Discussion Paper mensplace is a state wide resource service funded by the WA Department for Community Development to support and encourage the development of initiatives that assist men in their role as fathers. It is built on a partnership between two NGOs, Meerilinga Young ŗŚĮĻĒé±ØÕ¾’s Services Inc. and Relationships Australia (WA). mensplace has been a participant of the Striking the Balance project as a member of the community reference group and hosted a community consultation in Perth on 13th September 2005. mensplace is in a unique position to comment on the discussion paper and the issues that arise for supporting men in their role as fathers and other family relationships. mensplace staff network widely with both generic and specialist service providers as well as consulting broadly with men in the community and working across government with a range of agencies on issues relevant to men in family relationships. mensplace’s position is in support of gender equality. Attached to this submission is a paper that outlines our position with regards to engaging men (see Appendix 1). While the discussion paper raises a host of questions regarding gender relations in Australia, this submission will focus on issues raised in the discussion paper from the perspective of working with men in family relationships, which is consistent with mensplace’s brief. This should not be interpreted as an attempt to minimise or discount the many valid issues the discussion paper raises for women and children, as well as other interested parties (grandparents, other carers etc). There are a number of general comments mensplace would like to make based on observations made through involvement in the project. Firstly, re the timing of the consultation process in relation to the federal government’s proposed IR reforms. There is a significant amount of evidence in the discussion paper and further a field which supports the view that the pressure of work is a major factor limiting the availability of many men for increased caring in families. While it is granted that even where both parents work full time women do more caring, given the greater participation rate of men in the workforce over women, the pressure of work is proportionately greater on men overall. It would be ironic if the important issues the Striking the Balance project seeks to address were undermined by the impact of the IR reforms. Adequate measures to safeguard already stressed families from increasing pressure to work longer hours must be enshrined in proposed industrial relations reforms as the highest priority. Several of the media reports about this project have given the impression that it was almost exclusively about changing men, particularly with regard to their role in caring and household tasks (as a colleague dryly commented “it looks like a campaign for 50:50 shared vacuuming!”). While allowing for media ‘spin’ by journalists, it is important to assert that if we are going to develop a truly collaborative approach to the issues, blaming men is not likely to help. Current gender relations in Australian society are the results of a wide range of structural factors as well as the accumulated affect of each individual choice. Men and women can be found at all points along a continuum of gender roles. While the empirical evidence clearly indicates at the aggregate level women continue to shoulder a disproportionate amount of the load of care and unpaid work, those that don’t fit the stereotype are nonetheless of great significance and care needs to be taken not to alienate these non-conforming early adapters for short term political ends. Central to the debate is the way in which we value ‘care’ in our society. At one end of the ideological divide unpaid caring is equated with drudgery and of little value (morally as well as economically). At the other end of the spectrum ‘care’ is idealised and carers beatified. Somewhere in the middle we need to find ways to affirm the value of care and more equitably defray the costs of care. Our experience of participating in the dialogue around this project has been that it is not always easy to discuss these issues in a spirit of collaboration. Participants tend naturally to view the issues from their own position and interpret other perspectives with suspicion. The HREOC team should be congratulated for creating space that was safe enough for a wide range of participants to engage in. This sort of dialogue between men and women is absolutely vital to progress towards greater gender equality. The UN Commission for the Status of Women’s Agreed Conclusions on the Role of Men and Boys in Gender Equity (see Appendix 2) encourages government and community based organisations to continue to work together towards gender equality. mensplace seeks to support such initiatives where ever possible. In addition to these general comments about the Striking the Balance project, mensplace would like to assert that the need for support services for men that contribute towards enhancing men’s involvement in caring and helping them balance their paid work and family responsibilities is absolutely crucial to achieving the objectives of the project. Since the 70s there have been major investments of public funds to support women to change how they perceive their roles in society, particularly in relation to employment, education and training. Even conservative commentators would agree this investment has produced significant results. In comparison, work with men is still in its infancy. The Federal Government’s Men in Family Relationships Program (MFRP) is the most significant investment to date. The National Men’s Line (a flagship of the program) was so over run with demand it could only answer less than 20% of calls soon after it opened. Of the 45 services developed through this funding program nationally, most have developed innovative and effective ways of engaging with men and supporting them in their roles as fathers and other family relationships. In addition to the MFRP, several state governments and not for profit foundations have also sought to develop initiatives to engage men in family relationships. Some, including mensplace, have focussed on working with generic community service agencies to build their capacity to more effectively engage with men in family relationships. At a recent national ‘Men & Family Relationships Forum’ in Sydney (Oct 2004) which brought together leading practitioners working with men from a wide range of settings, many participants noted the impressive growth that has occurred in the men’s services sector. Several discussions at this conference also focussed on the future development of work in this field. The question of how to move beyond a network of pilot projects to universal provision of support for men presents particular challenges. Some advocate a fully funded parallel system of specialist men’s services while others are interested in how to make the existing generic family support system and relationship education/counselling services more accessible to men. The need to develop best practice standards to guide future developments in this important field (in both specialist men’s services and generalist family support services) is also seen by many as a priority. There are however some significant barriers to development. Firstly there are significant gaps in knowledge in the research base regarding men in family relationships (relative to women and children). A recent report identified significant gaps in knowledge in the Australian context, particularly with regard to men’s roles in establishing and maintaining families. The report attributes this relative inattention to the role of fathers, at least in part, to equating parenting with the role of mothers and treating mothers as key informants on family and parenting issues. The bias towards studying mothers and children is also reflected in tertiary syllabi. Gender study courses tend to address the issue of gender from the perspective of the experience of women. While the experience of women is a vital source of information about the effects of men in family relationships, other approaches are also needed to provide a full understanding of men and to inform the development of intervention strategies. There are only a relatively small number of courses in the human services that focus on men’s issues, usually as a subset of ‘special groups’. Graduates from tertiary institutions in the social sciences tend therefore to have had very little preparation to work in the field with men and also find there is only a minimal research base to draw from to inform their practice. Recent work in the area of masculinities studies has greatly contributed to our understanding of men and the expression of masculinity in our society. It is no longer theoretically defensible to assume men’s role in families need be any more restricted than that of women. As Bob Connell argues, “Developing a more explicit understanding of the process of change in masculinities is a task of both theoretical and practical importance. Research has firmly established the possibility of change. Historians have gone a considerable distance in mapping the fact of change, at least in representations and discourses of masculinity (e.g. Phillips 1987). But we have not got very far beyond the sex-role reformers of the 1970s in the practical capacity to achieve change or in the techniques with which we attempt it. Developing models of change which bring together collective processes with individual experience, and use the full range of our understanding of gender processes, could be an important contribution not just to gender studies but also to the solution of pressing social problems.” (Connell, R.W. The Men and the Boys Allen and Unwin, Sydney 2000) A second gap exists re the objectives of working with men in family relationships. Men’s role in parenting is sometimes invisible or disregarded. Where it is not, the precise objective of engaging with men in family relationships is often disputed. Significant theoretical and policy work has occurred in the area of involving men in the pursuit of gender equality. The agreed conclusions of the UN Commission on the Status of Women (March 2004) are the clearest articulation of this objective as a policy framework (See Appendix 2). Involving men in the pursuit of gender equity is in fact a very broad objective. Fully elaborated it encompasses many objectives that historically have been viewed as distinct men’s or women’s issues. With regard to objectives for work with men in family relations, William Marsiglio has suggested a set of five interconnected objectives for working with men in family relations. Although this work is a decade old and he was writing in the American context, there is considerable relevance to the situation in Australia today. The objectives articulated by Marsiglio all have a gender equality dimension, in that they all lead towards an equitable distribution of the ethic and role of care and nurturing in our society. These objectives arise from several theoretical perspectives on men in their role as fathers. One ‘scripting and life course perspectives’, is concerned with the psychosocial processes common to men in sorting out how they will adopt and internalise the fatherhood role. Another ‘univocal reciprocity and generativity’, relates to the psychological and moral development of men through fatherhood and the experience of caring and nurturing children. “Univocal reciprocity represents a type of moral norm that encourages individuals to engage in social exchanges with others without expecting to receive direct or immediate reciprocation” Generativity is a concept from developmental psychology which relates to that phase of healthy adult development characterised by an interest in nurturing future generations. A third ‘life course perspective and identity theory’ considers the implications of changing expectations and circumstances on men as fathers. This is particularly relevant in the current social environment with a high likelihood of change in family status over the life cycle. Individual men will be required to review and often adapt their role as fathers as family circumstances change. A significant factor in this process will be salience of the fathering role to a man. Based on the above theoretical positions, Marsiglio proposed five objectives for engaging with fathers targeted towards ‘basic factors that affect levels of paternal involvement: motivation, skills, social supports, and institutional barriers’. (p90) Expanding cultural scenarios of responsible fatherhood The first objective acknowledges that the roles individual men adopt with regard to children are socially constructed and culturally reinforced. Historically, the dominant role of fathers in our society is as providers or ‘breadwinners’. Significant shifts in society have occurred which have mainly focussed on supporting women’s greater participation in the workforce. In Australia relatively few initiatives have attempted to directly support men towards change in their role towards a more balanced lifestyle where work/providing is more evenly matched with other functions (nurturing/care). Where this has been a focus of intervention, evaluations have not generally been designed and implemented to determine the effect of the program on work/family balance. While the proposed family law reforms and planning for the Family Relationship Centres identifies the important role for parenting plans for separating/separated parents, it is worth considering the need for a similar approach at the relationship formation stage. Men (and women) considering relationships and children need to be supported to think through the issues of balancing work and family responsibilities early in the relationship. Decisions about the division of labour within families need to be made consciously in an environment that emphasises choice and reflects the diversity of role options available to men and women in our current social setting including the possibility that their relationship status is more likely to change than ever before. Relationships that have been planned and managed along these lines are more likely to lead to better parenting and outcomes for children post separation. It is also likely that if this approach to shared parenting became more common, conflict over post separation arrangements would be reduced. With regard to post separation parenting roles, initiatives that support men in negotiating and maintaining their expanded role with children are important. Shifting the emphasis of men’s role is likely to be particularly significant for men who are disadvantaged with regard to their ability to provide materially for their children (un/under employed, men with disabilities, etc). Valuing other forms of father involvement is more likely to lead to better outcomes for children of disadvantaged fathers. Expanding cultural scenarios is also strongly linked to a host of social structural issues. Enhancing women’s equal participation in the workforce is an important aspect, together with provisions for men and women to have equal access to family friendly work practices. The Government’s proposal ‘to amend the Family Law Act to require the court to consider substantially shared parenting time where both parents want half or more of the time with their child – and the case does not involve violence, child abuse or entrenched conflict’ (A New Approach to the Family System: Implementation of Reforms Discussion Paper, 10 November 2004, p11) addresses another important social structural issue for men as fathers after separation. Facilitating paternal identity and responsible fatherhood in transitional periods This objective acknowledges the high drop off rate of father’s involvement with their children post separation. As mentioned above the best approach would be based on good preparation for fatherhood (antenatal education, relationship preparation) in the context of a negotiated division of labour. Realistically though, even the best prepared and egalitarian relationship is likely to require additional support in transition times. In the current social environment some men’s relationships with their children continue to be mediated through their mother. The task for these fathers will be to transition into a more direct relationship with their children. For those who already have positive highly engaged relationships with their children, support is still required for them to maintain these relationships through the period as they transition out of a romantic relationship with their former partner. Again the need for support is higher for disadvantaged fathers who must also deal with the economic and social pressures that are associated with disadvantage. Relationship separation is not the only transition point where men require support in their role as fathers. The transition to fatherhood is also a significant opportunity for engagement. Men often are more open to intervention and receptive to new ideas at this time in their lives. Linkages with health services in the antenatal education area should be explored for opportunities to engage young fathers in relationship education programs. The work of some of the MFRP projects in this area provides a good starting point for such developments. Facilitating fathers’ direct attachment to their children This objective in its immediate context referred to the level of engagement a father enjoyed with his children directly, as distinct from indirectly through the child’s mother. It is a direct result of the quantity and quality of time spent in direct care of children by fathers. It is based on the assumption that this attachment is good for both father and child. It is also assumed that the level of engagement is likely to have an impact on the motivation of fathers to stay connected regardless of relationship status. Although the author originally referred to attachment in the general sense of connectedness, attachment theory has become a significant feature in the area of early childhood development, the absence of which is implicated with a failure to thrive. Once thought of as a unique connection between mother and child, there is now evidence that attachment in this sense is also experienced between father and child. This new understanding adds weight to the importance of developing strategies to support fathers’ direct attachment to children, especially in the early years. This objective obviously holds true across the lifecycle, but presents particular challenges post separation. Facilitating ongoing attachment often conflicts with other objectives such as reducing conflict between separating/separated parents. Strategies to assist in managing conflict are all vitally important including strategies to support negotiating contact arrangements and developing shared parenting regimes that allow for ongoing significant attachment. The Contact Orders Pilot Project has been particularly successful in this area and it is encouraging to hear the pilot will be expanded. In cases where fathers’ direct attachment to their children has been low prior to separation, it is often notable that there is a new desire to get more involved directly with their children following separation. Rather than treat all such interests with suspicion, or dismissing those out of hand, strategies to support this new desire should be developed and piloted, with due regard to the safety and wellbeing of all concerned. There are many possible causes of this phenomenon and very little research evidence to inform our judgments. The relationship between child support, contact and attachment is complex. While it can be argued that fathers who financially support their children are more likely to also maintain contact and therefore attachment, it is unlikely that strategies to encourage/ enforce financial support alone are an adequate basis for ongoing attachment. Currently services to support ongoing contact between fathers and their children post separation are very thin on the ground. Child Contact Services, where they exist, are vital in this regard. The manner in which these services are delivered is equally important. The model developed by the Whitegum Valley Child Contact Service in WA is particularly interesting. Workers are trained to be proactive and engage with parents on contact visits to support and encourage them in their parenting role. Rather than operate punitively, the service is clearly therapeutic in orientation and provides a much more valuable service as a result. Further expansions to Child Contact Services need to be explicit about the objectives of the service, particularly with regard to their potential to facilitate fathers’ direct attachment to their children, and resourced accordingly. Reconceptualizing divorce and co-parental relations Many of the initiatives under development through the implementation process for reform to the family law system are directly relevant to this objective. The proposed network of Family Relationship Centres (FRCs), increasing the availability of mediation services, the development of parenting plans, and extensions to the Contact Orders Pilot Project and Child Contact Services are all welcome initiatives that, if developed sensitively, are all likely to improve outcomes for fathers and their children. It is perhaps worth stating explicitly the importance of providing support and education for fathers to adjust to changes in relationship with children. Statistics regarding relationship changes are often quoted that indicate the majority of relationships today are terminated by women. Practitioners working with men often comment that many men admit they were not prepared for the change and, in many cases, did not even see it coming. Research into men’s help seeking behaviours indicates men are also less likely than women to seek help early in the process. These factors indicate a greater need for basic support and education for men through the process as well as greater resistance to receiving support. The practice wisdom developed through the MFRP services Australia wide will be a vital resource for the FRCs to draw on in their attempts to engage effectively with men. Consideration should be given as to how best to ensure linkages between the network of MFRP services (and men in family relationships services funded through other sources) and the proposed network of FRCs. While it is likely that some of the organisations that are funded to provide FRCs will also have had experience delivering MFRP programs, it is possible there will be other organisations with less experience in this area. There is currently no central organising body for the network of MFRPs to support the dissemination of the practice wisdom developed to date. Perhaps this could be developed as part of the process of developing the FRCs. Promoting men’s greater sensitivity to children The fifth objective relates to the broader agenda of social change towards gender equality in caring for children. Increasing the exposure of (particular young) males to children may lead to a greater appreciation of the personal growth benefits that accrue to more nurturing personalities. Bridging the divide between the external world of work and competition and the internal domestic sphere of caring and raising children is a challenge. Collaborations with education and business communities are one suggestion (community service programs). Promoting the value of care giving (especially by males) in the public sphere is another. The proposed FRCs provide an immediate opportunity to address this objective. They will provide a valuable opportunity to influence public perception towards a greater appreciation of the importance of caring for children as the central concern of our society. This paper has argued that in order to address the issue of work family balance strategies need to be developed to address several issues. Firstly we need to develop the capacity of the human services sector to work effectively with men. This relates to the need for further research into the role of men in family relationships as well as the qualifications and expertise of workers in the service delivery system. Secondly developing new approaches to supporting men in their role as fathers needs to be based on clear and coherent objectives. Five inter related objectives are suggested: Expanding cultural scenarios of responsible fatherhood Facilitating paternal identity and responsible fatherhood in transitional periods Facilitating fathers’ direct attachment to their children Reconceptualizing divorce and co-parental relations Promoting men’s greater sensitivity to children These five objectives are integral to achieving the broader social policy objective of gender equality and seek to involve men as partners in working towards gender equality in caring in Australian families. It has been stressed that the above objectives are relevant to men going through separation but, perhaps even more importantly, also need to be central to relationship education programs everywhere. In order to support these initiatives broad based public awareness campaigns are needed to develop support for the values implicit in the program in popular culture. This should include education programs targeted at influential individuals and organisations. Regulatory and anti-discrimination agencies need to be engaged to be vigilant for material that is demeaning to men as well as women and likely to limit them reaching their full potential. HREOC arguably has a role to play here. The comments in this response focus on the need to support and encourage men in their role as fathers and other family relations. It is acknowledged this is only one aspect of a complex social and cultural phenomenon, but a vitally important aspect. The challenge of shifting the balance in gender roles in Australia is great and will require multiple strategies to address. HREOC is in an important position to influence a range of key processes and strategic initiatives to ensure a consistent gender equality framework is applied. This paper has highlighted the relevance of several contemporary strategic initiatives that are potential opportunities for change. These include: The proposed industrial relations reforms and the potential to safeguard and enhance family friendly work practices The Men in Family Relationships Program funded network of services The proposed reforms to the family law system and especially The proposed Family Relationship Centres with their relationship education function mensplace calls upon HREOC to take a more active role in the above processes to ensure that the already significant investment by the federal government in programs that impact on men in family relationships is applied to maximum effect towards encouraging work family balance. This could include developing an evaluation framework that investigates the impact of services on family relationships. mensplace also calls upon HREOC to actively lobby government at all levels to continue to support initiatives that engage with men in family relationships and have as an objective the promotion of work family balance. Finally, mensplace commends HREOC for undertaking ‘Striking the Balance: Women, men, work and family’ and creating the opportunity to discuss this vital issue. Shawn Phillips Coordinator mensplace 20th October 2005 APPENDIX 1 (the following is a modified extract from “Lifting the Bonnet: A guide to working with men” training program for community services workers and volunteers, mensplace, 2004) Introduction “ It is timely to develop a critical analysis of men in the human services. This is because a new interest in men and boys is emerging from government at both the policy and services delivery levels…….Furthermore at the level of direct practice, male human service workers are becoming increasingly involved in work with men and many feminist workers are also choosing to work with men.”1 The fundamental change here is that men and boys, who have always been present as background in gender equality discussions, are now present in the foreground, alongside women and girls. Our task is to consider men and boys not just as beneficiaries of women’s work or holders of privilege or perpetrators of violence against women, but also explicitly as agents of change, participants in reform, and potential allies in the search for gender justice. 2 As the quote from Connell above indicates, work with men is about creating a more balanced and just society. The need for change is not intended as a criticism of men. Our society has undergone tremendous changes in recent decades. Major structural changes…workplace participation, family size and composition, the information revolution, and the globalisation of the economy…to name a few, have all had profound effects that we as a society are still coming to grips with. Each wave of change has had major impact on our individual and gendered roles in society. The changing role of women in society has, justifiably, been a major focus of intervention in the community services sector. While there remains much work to be done, the scope and pace of change has been impressive, by all indicators. Work with men as a primary target group has received much less attention in the sector. In March 2004, the UN Commission on the Status of Women agreed to a number of conclusions and called on all governments of the world to consciously and deliberately look at how they could more effectively engage men in the quest for a more equitable gender order. An important strategy area is in developing appropriate support services for men in their role as fathers and other family relationships. mensplace has been established as a resource to support and encourage organisations, agencies and community groups in West Australia to be more effective engaging men in their role as fathers and other family relationships. mensplace has undertaken extensive consultation with the community services sector regarding the issues that impact on the sector’s capacity to engage effectively with men. Research into “working with men” is constantly evolving. In recent years the level of understanding about how to work effectively with men has rapidly increased. A select bibliography is included to provide further information. Although this submission considers ‘men’ as a generic target group, we acknowledge there are many different subgroups, as there are with any other target group, e.g. women, people from culturally and linguistically diverse (CALD) backgrounds, young people. While most men will and do respond well to the fundamentals of good communication, empathy and respect, just like all other humans, different sub-groups and individuals also have their own issues and needs. Men in the world The topic of ‘working effectively with men’ raises many questions. What are men really like? What do they want? What do we want to achieve through our work with men? What is the relationship between what men want and what agencies want to achieve? What is the most effective way to engage with men? Interest in men and their roles in families and society is a ‘hot topic’ in the sector and in society at large. This section will provide a brief overview of some of the basic issues and concepts. It also explains the mensplace position. The social construction of men We all come to the table with a bundle of beliefs about the way things are and the way they ought to be. Our individual beliefs about men and how they are in the social world form one part of this package. The views we hold are generally a mixture of what we learnt as we were growing up and how we have responded to the experiences and new information that have come our way. There is no one ‘right way’ to think about men and their roles in family and society. The best we can do is consider the evidence for different viewpoints and decide for ourselves what we believe about the way things are and the way they ought to be. In the community services field, one major influence is knowledge gained through the social sciences (psychology, anthropology, sociology, politics and economics). Within these disciplines, there is a massive body of knowledge in the area of the family, children, gender and culture studies, all of which is relevant. Knowledge from the natural sciences, such as biology, is also important, as well as philosophy and theology. Different people have drawn from these different knowledge bases and come up with a bewildering array of theories about the way men are and the way they ought to be. Some view the nature of men as fixed, determined either by virtue of biology or with reference to religion, mythology or tradition. These views tend to focus on preserving tradition, rediscovering ancient truths or uncovering the underlying structures of gender behaviour. Others view the nature of men as fixed too, but are very negative in their view about men in society and pessimistic about the possibility of (and the will to) change. Still others view the nature of men as dynamic, learned and changeable. Change is viewed either in evolutionary terms or as the result of competition in an environment devoid of absolutes, amid weak and changeable structures. Working out where you stand with regard to fundamental issues such as these will have profound effects on how you approach working with men. Talking about change raises many issues about the need for change, the direction of change and the mechanisms of change. Issues such as gender equality, power, and disadvantage are all central to discussions about change in gender relations. The politics of change Change oriented, dynamic frameworks appear to dominate in the academic social science arena of gender studies. Outside of academia, however, fixed concepts of the nature of men are still influential in popular discourse. Of course this is a very simplistic conclusion, but it should be enough to illustrate that even at the level of basic concepts, there is a lot of work to do. Talking about change in concepts of masculinity as a real possibility is threatening to people who hold beliefs about masculinity as fixed. Critics argue that there is as much evidence for continuity in the concept of masculinity as there is for change and that what evidence there is for change is better explained as minor variations on a central theme which is consistent across cultures and over time. The intransigence of gender inequality has led many feminists to despair of the possibility of change in gender relations. Many have argued that men do not change because they do not want to, as it is not in their interests as a group to change, and they do not have to, because they still hold the power to maintain the status quo. The danger is that these arguments can be very influential in undermining commitment to change oriented social programs to support men. At the other end of the political spectrum, the need for change in gender relations is contested. Feminist analysis is rejected as the basis of claims that there is a need for greater gender equality. Several versions of this position are identifiable. The three most common arguments are: To deny that patriarchy exists (or existed) and claim that women hold (have always held) the real power in society That social change in gender relations has gone too far and advocate for men as the new ‘disadvantaged’ To ignore evidence of the structural and systemic dominance of men and focus on the subjective experience of powerlessness for individual men. There is a real risk that people who hold these views are likely to harden in their opposition to claims for greater gender equality and join together to resist change oriented social programs to support men. There is, however, a growing body of evidence and opinion that support the view that change oriented programs for men can contribute to more equitable gender relations in our society. In Australia programs targeting men in family relationships have been developed in a range of settings. At a recent national conference of practitioners from these programs many success stories were reported. A common feature of these programs appears to be a ‘strengths approach’. What this means is that programs that seek to engage with men from a position of affirming the positives, i.e. the capabilities that men already have, the motivation that already exists with men who want to be a positive influence in the lives of their children and those around them and the ways in which these are expressed. A strengths approach does not mean simply accepting the status quo in regard to men and masculinity, but it does imply a shift in how the worker positions themselves in relation to men. Rather than assuming the role of ‘expert’ who can diagnose and treat a client from a position of authority, the worker must engage alongside men on a much more equal footing, affirming the positives, seeking to understand their motivations and respectfully offering what resources are available that will further enhance these men’s lives and capacities to achieve the outcomes that they are striving for. The strengths approach does not deny the existence of deficits, but seeks to focus and build on the strengths. The reason the approach may be so effective working with men is that it enables practitioners to engage with a wide range of men regardless of how they see themselves as men. The strengths approach bypasses the never ending debates about whether men can or can’t, will or won’t, change and gets on with the process of engaging with real men in real life situations – and supports men to achieve their positive life goals, often in a way that leads to significant change! From masculinity to ‘masculinities’ A relatively recent development in the social sciences has been the study of ‘masculinity’. Some researchers compared expressions of masculinity both between cultures and within the same culture over time. Others studied masculinity in a particular time and place to see if it was the same for all men or if there was much variation between groups within a society. The conclusion most social researchers came to is that masculinity is not fixed. Masculinity varies between cultures, over time in a given society and even varies within a given society at any one point in time. This has led to referring to this area of study as ‘masculinities studies’. The use of the plural reflects that there is not one universal expression of masculinity but many expressions that vary through time and from place to place. “….in any given social setting there is rarely just one masculinity. What used to be called the “Male Role” is best understood as the culturally authoritative or hegemonic pattern of masculinity. But there are generally others. We need ways of understanding the difference, and the relations between different patterns.”3 This has many implications for how we work with men and stereotypes about men. If it is true that masculinity and its expression can change, then what does that mean for the way we think about working with men? How are we to engage with men if masculinity is not a static category? This concept of multiple masculinities also means that each individual man must determine his own position with regard to a range of possible expressions and then express himself through the lens of his own interpretation of his preferred concept of masculinity. So to fully understand what men are like, we must appreciate each man’s own expression of masculinity and how important that is to his sense of identity. This is a very different way of looking at men. One of the most important expressions of masculinity we can observe in our society today is that of the ‘involved’ father. Men are seeking to rewrite the book on fatherhood away from traditional images of fathers as authoritarian, distant and disengaged towards more egalitarian engaged and active fathering. Involved fathers seek to model a partnership approach to child care and development. Partly in response to women’s changing workforce participation, men are also questioning the values that previous generations of men have given to career achievement and other instrumental roles and the cost this has had on the lives of men and those around them. The dynamics of change Connell suggests at any given point in time in a society there is generally one dominant (hegemonic) form of masculinity. Clustered around this dominant form, are a range of identifiable non-dominate forms that exist in tension with the dominate form (and sometime each other). Numerous studies have focussed on profiling the features of different forms of masculinity, and the impacts on men’s experience and their relationships with others. Significant attention has also been paid to the traditionally dominant form of masculinity in our society, notably by feminist scholars who focussed on the impact of the dominant concept of masculinity on the wellbeing of women and children. This form of masculinity is characterised by a sharp distinction between men’s and women’s role, with men prominently placed in the public arena and women in the domestic arena. In this form, the public arena is more highly valued and rewarded than the domestic. Aggressive, competitive behaviour is also a characteristic, where emotions (apart from anger) have little place and an ethic of achievement at all costs are the norms. Dominant forms also develop systems for maintaining dominance. Conformity with the dominant form of masculinity is reinforced through rewards, while non-compliance is punished. Examples of this are often cited in the way boys are raised in their early years in families, through the education systems and sporting clubs, and later in military and paramilitary training, and mentoring in the world of work and through peer groups. Arrayed against this dominant form of masculinity are dissenting voices. These include a range of men’s movements and groups as well as a growing number of men who choose not to align themselves with dominant forms of masculinity. Various streams of the men’s movement are concerned with: The negative impacts perpetuated by dominant forms of masculinity on women, children and other vulnerable groups and a commitment to work for change. The damage dominant forms of masculinity cause to men themselves in terms of health outcomes, relationship breakdown and other quality of life issues. The need to work with and support men to question and develop alternative and more positive expressions for masculinity. This has not been an easy ride for men in these positions. Part of the issue is that it is difficult for men to ‘opt out’ of the structured gender inequalities in our society, even when they want to. As a result they are often considered the same as all other men by critics of patriarchal society and derided by men who accept patriarchy as inevitable. Those who accept the status quo, and their share of the ‘patriarchal dividend’ (a term coined by Connell to account for the benefit individual men accrue from the social and economic inequities of patriarchal societies), are finding life increasingly difficult as reforms won by the feminist movement towards a more egalitarian social order begin to take effect. The strength of this analysis is that it regards men as active agents in the context of social change. It is clear that change needs to occur at the individual level as well as in all the social relations each man is involved in. Working for change with men is a radical new field in community services. As Connell argues: Developing a more explicit understanding of the process of change in masculinities is a task of both theoretical and practical importance…Developing models of change which bring together collective processes with individual experience, and use the full range of our understanding of gender processes, could be an important contribution not just to gender studies but also to the solution of pressing social problems. 4 There is a lot that community services workers, male and female, can do to support men in the process of change. There is also a lot to be done. We will return to this issue after a brief consideration of power. Men and power In his recent novel, Yellow Dog, novelist Martin Amis eloquently describes some of the complexities of modern gender relations. Men were in power for five million years. Now (where we live) they share it with women. That past has a weight, though we behave as if it doesn’t. We behave as if the transition has been seamlessly achieved. Of course there’s no going back…Still, we should acknowledge the weight of it, the past. Unconsciously, and not for long at a time, men miss women being tractable, and women miss men being decisive; but we can’t say that. All I’m suggesting, perhaps, is that there’s a deficiency of candour... It would be surprising if women weren’t a little crazed by their gains in power, and if men weren’t a little crazed with their losses. We will argue about this, I hope, and you will win and I won’t mind. No, strike that out. You will win, and I will mind, but I’ll probably pretend not to. What I’m saying is that it will take a century to work off those five billennia and consolidate the change. We pretend it is, but the change isn’t yet intact and entire. 5 The issue of power is particularly important when it comes to talking about men and their place in society. It would be impossible to discuss working with men in their role as fathers and other family relationships without addressing the issue of power. By all indicators, men as a group have benefited inequitably from the division of labour, resources and status in our society, relative to women as a group. That the various social movements to redress these imbalances have been, in the main, championed by women is a fact of history. The evidence that there is still much to be done to achieve gender equality on a global scale is persuasive. The notion that ‘now men share it [power] with women’ is easily challenged, even accounting for the reforms that have sought to redress imbalances over the past few decades. The persistence of gender inequality presents a conundrum. It is apparent to the casual observer that there has been considerable change in our society in gender relations over the last few decades, but as the French say, ‘the more things change, the more they remain the same’. The problem for those who hold to the belief that change is possible is to account for the forces at work that maintain the status quo. These can range from internal processes such as the psychology, the values and actions of individual men (and women) through to major structural national and international forces and institutions. A more thorough understanding of these factors is needed. Power and powerlessness Men’s experience of power and powerlessness is complex. The following quote identifies several elements. “Males often occupy simultaneously dominant and subordinate positions in Western cultures and are positioned as having more power and status than females. Many men, however, express feelings of powerlessness. They feel they cannot influence their partners or the course of their relationship. Some men also experience powerlessness in relations to their own struggles to get better jobs, to be higher paid or more successful. Men of colour, indigenous Australian men, and men from non-dominant cultures may be excluded from sources of power that define successful attainment of masculinity (Boyd-Franklin & Franklin 1999). Similarly, relative to black women, black men are embodied with higher status, but while they may be able to exercise power over white women, they have less status in relation to white women. One major reason men can feel powerlessness (even through women see them as powerful) is because they harbour a deep insecurity about masculinity. They are therefore vulnerable to the demands or criticisms of women (and other men) which they interpret to mean that they are viewed as less masculine than the image they so dearly strive to attain and hold on to.”6 An individual man can simultaneously benefit from gender inequality, suffer loss from other inequities in society and struggle with feeling like a failure as a man because of his concept of masculinity. Engaging effectively with a man in these circumstances requires attention to multiple dimensions of power and powerlessness. Men in the world Individual men find themselves in the midst of this confusing scene. Some try to work it out, usually without much support, or move between the different alternatives on offer. To opt out of dominant forms of masculinity is to invite censure and risk the consequences. Regardless of how individual men see themselves as men, the changes occurring in our society mean that most men will encounter the need to revisit their own concept of masculinity at some time. This analysis of the tensions within masculinity opens up new opportunities for engagement with men in community services. Working with men Working together A recent session of the UN Commission on the Status of Women considered the issue of the role of men and boys in achieving gender equity. The agreed conclusions reiterated and expanded on earlier declarations that “encouraged men to participate fully in all actions towards gender equality and urged the establishment of the principle of shared power and responsibility between women and men at home, in the community, in the workplace and in the wider national and international communities.” 7 Of the wide range of information presented to the commission, there were many reports of initiatives to engage men on gender equality issues that had only meagre success to report. Discussion there, as elsewhere, indicated engaging men in action towards gender equality was a difficult challenge. Part of the problem related to the fact that gender equality was against the interests of men as a group. The other dimension related to the consideration that while men as a group benefited from inequalities generally, the experience of many men as individuals was mixed. The solution was to develop our capacity to understand and engage with the complexity of the experience of men as individuals. Taking this step in gender equality policy means speaking to men and boys in ways that acknowledge their problems, consider their interests, and seek the motives that can lead towards gender equality. This requires us to consider carefully men’s and boys’ situations, identities, and practices in relation to women and girls. 8 This suggests that an effective approach to working with men towards greater gender equity in society will involve multiple strategies, including: The need to encourage men towards greater gender equality, in support of UN declarations. As community development practitioners we need to empower men where they are unjustly discriminated against. As agents of change, we need to work with men to support them in their struggles to adapt to change, including changes to their concept of masculinity where appropriate. Managing these three demands is difficult to achieve. Many practitioners struggle to get the balance right. If we take the lead from Connell above, it will involve speaking to men “in ways that acknowledge their problems, consider their interests, and seek the motives that can lead towards gender equality”. That will mean paying particular attention to issues of empowerment and working with concepts of masculinity. If we get that right, there is a much greater chance of achieving the other objective of encouraging men towards greater gender equality. This approach is counter intuitive and difficult, particularly for practitioners who are used to seeing men primarily through the lens of ‘beneficiaries of gender inequality’. Although the three dimensions are closely related (and any attempt to separate them out is an artificial construct), for the purposes of engagement it is much more effective to consider the full range of positions an individual man might be open to addressing. Working with men as agents of change Given the central role of concepts of masculinity, the most important strategic issue is how we can work with men’s concept of masculinity. This is because it is fundamental to a wide range of behaviours. We are living in a time of great opportunity. For all men in our society, it is fair to say that the pressure to change is a very common experience. This does not mean that all men will be at the same point in their readiness to change, or at similar points in the process of change. Understanding change processes and how best to support people through them is vital. Generic models of change have been developed and used to good effect in other community service fields such as addiction studies. One such model views change as a process with four stages. 9 Individuals, regardless of the belief or behaviour subject to change, pass through each of these stages in the process. The person has different needs at each stage. Strategies to support the person through change will vary depending on their position along the continuum of change, as there are important tasks to be accomplished at each stage. Applying the model to the task of supporting men through change in their concept of masculinity, the following needs and tasks can be identified. Pre-contemplators need information that will give them something to think about. Often this will be uncomfortable as it will increase cognitive dissonance and unsettle fixed views. Sometimes this will involve raising awareness of the negative impacts of the person’s concept of masculinity on others (women, children, and other vulnerable groups) or themselves (stress, health issues, loss of intimacy, failure of relationships). Contemplators are already uncomfortable with the awareness that their way of being a man is having a negative impact on those they love and/or themselves. They need to move to the point of action usually through some decision making process. This may be through a process of weighing the pros and cons and tipping the balance towards a decision for change, or it could result from some crisis that acts as a catalyst for change. Alternately it could be related to changes in values and beliefs about what is good, true, just or the right thing to do. Some models incorporate a fifth step ‘planning’ towards the end of this stage. In the planning phase it is useful to anticipate the issues that will arise when moving to the action phase of change and develop strategies to manage them. Examples could include loss of friendships that are likely to occur through changing beliefs and behaviours. The Action phase is about implementing strategies, solving problems and modifying plans to account for unforeseen issues. An example could be change towards a healthier work/family balance. Unforeseen issues could be discrimination in the workplace resulting in demotion. Developing alternative reinforcements (making new friends, revising budgets to reduce financial stress) might make the difference between successful change and returning to the status quo before the change began. Maintenance is about embedding new behaviours and dealing with pressures that can lead to a relapse. The key to successful maintenance is to be aware that it takes time to adapt to change and get comfortable in a new way of being. Just as former ways of life became habitual, new habits will form. Sometimes it takes a few attempts before change is successful. Understanding this makes it easier to cope with setbacks and relapse. Working with men is about supporting men on a journey of change through a time of great transition in the history of our society. This may mean engagement at any point of the change process. The key to working successfully as an agent of change with men is to understand where each man is positioned along the continuum of change and aligning interventions to appropriate change stages. It is worth mentioning that change is most effective where the motivation for change arises from a strong internal resolve of the individual seeking to change. The material (information and interpretation) that leads to this resolve needs to be embedded in experience. Working with ambivalence is as much an art as a science. It requires great sensitivity to the values and beliefs of the client. Each man’s journey is unique, and rarely a direct path from A to B. Working with men at the level of their concepts of masculinity is not the only valid focus for engaging with men in community services, but it is fundamental to all others. Whether your particular work is in health promotion, suicide prevention, parenting, relationship counselling, domestic violence prevention or personal development, consideration of the relationship between concepts of masculinity and the beliefs and behaviours you are targeting is an important and potentially rewarding area of work with men. Working for gender equality Working with men towards greater gender equality in our society calls for attention to multiple perspectives. There are two important aspects of this work. One is working for change with men who choose to use abusive behaviours to maintain gender inequity in their relationships. While the primary objective of any intervention with this group must always be to ensure the safety of women and children and to stop the abuse from continuing, working for change in these men’s concepts of masculinity is also important. One recent Australian study concluded: Traditionally gendered roles are not surprising, but in the context of men’s domestic violence they become the bedrock from which boys develop a sense of their own entitlement in relation to women as partners and mothers. 10 Research into men’s use of violence in intimate relationships indicates the use of violence is a complex psychosocial phenomenon, often related to childhood experiences of abuse and trauma.11 While the concern to maintain the focus on men taking responsibility for their abuse of others is understandable, it is also important not to deny men the same consideration we afford others when considering their range of needs, including support and treatment. 12 The other important aspect of working with men towards gender equity is to support changes in behaviours that contribute to inequitable outcomes, which are not in themselves abusive. Tim Muirhead describes the journey men in general are facing in this era as a journey from the ‘outer’ formal world (of organizations, paid work and competition) into the ‘inner’ domestic world (of home, heart and hearth)13. For many men the words of Savage Garden apply - “It’s a journey I just don’t have a map for.”14 Men, in general, have not been well equipped for life in the inner domestic world. If you consider the gendered socialization processes, current generations of men have grown up with, there are many prerequisites that men have not majored in. Supporting men towards more equitable divisions of labour in the domestic sphere has several important dimensions, including vision, skills, commitment and reinforcements. As discussed above, under the heading of working with men as agents of change, developing vision is a process that individual men need to progress at their own pace. Realizing the need for change, and developing resolution and a plan for change, needs to be an individual process. No two men are alike. Each one will have particular needs and interests. While it is possible to generalize about the skills needed, (cooking, cleaning, childcare and behaviour management) individual men will bring different resources to the tasks. Commitment too, is a highly personal matter. If a man has gone through the preparation for change thoroughly and with adequate support, commitment should be an outcome. As in managing any change process, commitment usually waxes and wanes. Working with ambivalence, supporting men through the decision making process, developing a workable action plan, including the incorporation of suitable reinforcements, generally produce positive results. The practical skills involved in making the journey into the inner domestic sphere are relatively straightforward to learn. The emotional and relational dimensions are much more complex. A corollary of the view that dominant forms of masculinity provide little opportunity for the development of skills in managing emotions other than anger, is the view that men (at least those who adhere to dominant forms of masculinity) are likely to present with a more limited emotional repertoire than women. This presents particular challenges in attempting to work with men. Many practitioners (male and female) express concern regarding men’s anger, which is understandable, given the risks of violence and stress associated with exposure to strong emotional states. It is also somewhat ironic, given that it is the emotion men are most familiar with. Anger is a particular problem when men are faced with the breakdown of a primary relationship. Strategies need to be developed to ensure the safety of staff working with angry men, to help men manage anger and to support men in developing capacity to express a wider range of emotions than those allowed in dominant forms of masculinity. Some useful models are being developed in other fields. Some examples include: Nursing staff have been on the front line dealing with angry patients for many years. Techniques have been developed for managing violence and strong emotions that are respectful and effective in de-escalating critical incidents. Attention to safety in design of work and other public places has been a strong feature of campaigns to reclaim public space. Safety audits have been developed to assess risks, particularly to women, that relate to the safe design of buildings and public places. A wide range of approaches have been developed to work with men around managing anger. Work with boys in education has focussed on developing programs that help boys explore and develop emotional intelligence. One final aspect of working with men towards gender equality is to develop ways of encouraging men to address gender inequalities. This could take a number of forms including support for initiatives that target domestic violence against women (and indeed support for campaigns against all forms of violence), support for gender equality in the workplace, campaigns against sexual abuse perpetrated on men, women and children, work/family balance campaigns and promotions to affirm the positive role of men as fathers and other family relationships. The list is endless. Empowering men The concept of men needing to be empowered stands in stark contrast to the notion that men hold all the power already. Gender is not the only basis for discrimination in our society. Community development practitioners will appreciate the importance of listening to individuals’ stories in the context of empowerment. The same principles apply to working with men, with the added complexity that men do not easily disclose their experiences of being vulnerable and exploited. Practitioners with experience working with men report it is often difficult to get close enough to male clients for them to disclose, given the prevalence of concepts of masculinity that prize self reliance and stoicism. Empathy and unconditional positive regard are needed, together with a healthy respect for the difficulty many men impose on themselves around disclosure, to create an environment conducive to engagement and disclosure. The range of disempowering experiences men report is broad. They may relate more to a man’s status as part of a disadvantaged group, to personal characteristics or to circumstances specific to certain settings. In such cases disempowerment is not directly related to being a man. At other times disempowerment can relate to their position as men in society. Many men report continuous negative portrayal of men in the media as contributing to their disempowerment. Recent research into men’s attitudes to seeking help from community service agencies indicates some men think there is an anti-men bias in community services generally. Assessing and empowering men requires listening carefully to individual stories and, offering support where appropriate, challenging negative thinking when necessary and, where appropriate, advocating on their behalf. Finally, empowerment with men needs to be closely linked with careful consideration of the type and nature of power that is appropriate. A common distinction is between ‘power over’ and ‘power to’. Traditional views of men’s power in society have been linked to having power over people and resources. If our aim is to progress towards a more just and equitable society, we need to move away from this concept of power. The other model of power is about having the freedom and ability to meet one’s own needs in a manner that is not detrimental to the wellbeing of others. Returning to the example of ‘involved’ fatherhood empowerment might take the form of affirming fathers who are already involved. This implies being able to recognise involved fatherhood in whatever form it is expressed. Assessing the level, nature and efficacy of a father’s involvement implies some standard of practice which invariably relates back to one’s own concepts of what good father involvement looks like. From the perspective of the expert in child development it is possible to assess the performance of the father in regard to what is known to contribute to positive child development. As a parenting educator it is also possible to identify skill and knowledge that may be lacking in the performance of the already involved father and to develop an intervention that will add to the capacity of the man to become more effectively involved. Again the question of whether increased involvement is a legitimate role for men will arise. If, as a practitioner, one is of the view that gender equality in terms of father involvement is a legitimate objective and, as a change agent, one assesses the father as change ready to take on a greater role in involved fatherhood then empowering that father with the knowledge and skills for more effective involvement will contribute to achieving all three goals of empowerment, working as an agent of change and working towards greater gender equality. Footnotes 1 Pease, B. & Camilleri, P. (eds) (2001) Working with Men in the Human services Allen & Unwin, Sydney p 2 2 Connell, R.W. (2004) The role of men and boys in achieving gender equality, Written statement submitted by R. W. Connell, University of Sydney, to the United Nations Commission on the Status of Women, Forty eighth session, New York, 1-12 March 2004 3 Connell, R.W, (2000) The Men and the Boys, Allen and Unwin, St Leonards p30. 4 Connell, R.W, The Men and the Boys, Allen and Unwin, St Leonards 2000 p.34 5 Amis, M. Yellow Dog, Vintage, Random House, Sydney 2003 p.306 6 James, K. “Making connections: Working with males in families”pp37-53 in Pease, B. & Camilleri, P. (eds) (2001) Working with Men in the Human services Allen & Unwin, Sydney p 41 7 United Nations Commission on the Status of Women, (2004) Panel 2: The role of men and boys in achieving gender equality: Agreed conclusions. Forty-eighth session, 1-12 March 8 Connell, R.W. (2004) The role of men and boys in achieving gender equality, Written statement submitted by R. W. Connell, University of Sydney, to the United Nations Commission on the Status of Women, Forty eighth session, New York, 1-12 March 2004 9 Prochaska, J. and DiClemente, C. (1984) The Transtheoretical Approach: Crossing Traditional Boundaries of Therapy Dow Jones – Irwin, Homewood, Ill. 10 James, K. Seddon, B & Brown J. (2002) “Using it or losing it: Men’s constructions of their violence towards female partners” Australian Domestic Violence and Family Clearinghouse Research Paper p. 16 11 Wineman, S. Power Under: Trauma and Non-violent Social Change paper downloaded from www.traumaandnonviolence.com 17/1/05 12 Corvo, K. Johnson, P. (2003) “Vilification of the “batterer”: How blame shapes domestic violence policy and interventions” Agression and Violent Behavior 8 259-281 13 Muirhead, T. Gender wholeness: Different Journeys, common destinies, paper downloaded from http://www.peoplehelp.com.au/csd/papers.html 7/9/04) 14 “To the Moon and Back” Savage Garden, Sony Music (1997) Bibliography Connell, R.W, (2000) The Men and the Boys, Allen and Unwin, St Leonards Connell, R.W. (2004) The role of men and boys in achieving gender equality, Written statement submitted by R. W. Connell, University of Sydney, to the United Nations Commission on the Status of Women, Forty eighth session, New York,1-12 March 2004 Corvo, K. Johnson, P. (2003) “Vilifi cation of the “batterer”: How blame shapes domestic violence policy and interventions” Agression and Violent Behavior 8 259-281 Fathers Direct (2003) Fathers and families: A public consultation concerning developing national standards for father-friendly services, First draft, UK Fletcher, R. (2001) Fathers’ access to family related services Family Action Centre, University of Newcastle Fletcher, R and Willoughby, P (2002) Fatherhood: Legal, Biological and Social Defi nitions Research Paper No. 1 Engaging Fathers Project, Family Action Centre, University of Newcastle Fletcher R. et al (2004) Fatherhood Research in Australia Research Report Engaging Fathers Project, Family Action Centre, University of Newcastle Gardiner, J. (2000) A Literature Review on Models of Coordination and Integration of Service Delivery, , Curtin University for the Domestic Violence Prevention Unit, Hislop A. (2001) Counselling Males in 2000+ Unpublished paper James, K. Seddon, B & Brown J. (2000) “Using it or losing it: Men’s constructions of their violence towards female partners” Australian Domestic Violence and Family Clearinghouse Research Paper Lewis, C. & Lamb, M. (2004) “Fathers: the research perspectives” in Supporting Fathers Contributions from the International Fatherhood Summit 2003 Early Childhood Development: Practice and Refl ections 20, Bernard Van Leer Foundation Muirhead, T. Gender wholeness: Different Journeys, common destinies, paper downloaded from http://www.peoplehelp.com.au/csd/papers.html 7/9/04 O’Brien & Rich (2002) Evaluation of Men and Family Relationship Initiative Pease, B. & Camilleri, P. (eds) (2001) Working with Men in the Human services Allen & Unwin, Sydney Prochaska, J. and DiClemente, C. (1984) The Transtheoretical Approach: Crossing Traditional Boundaries of Therapy Dow Jones – Irwin, Homewood, Ill. Russell, G. et al (1999) Fitting Men into Families, Men and the Fatherhood Role in Contemporary Australia, Commonwealth Department of Family and Community Services, Family Relationships Branch Sayers, M. Miller, K. & Ministerial Council for Suicide Prevention (2004). Help-seeking behaviours of suicidal men aged 17-35 years: A consumer consultation and participation pilot project. Ministerial Council for Suicide Prevention, Perth. United Nations Commission on the Status of Women, (2004) Panel 2: The role of men and boys in achieving gender equality: Agreed conclusions. Forty-eighth session. Wineman, S. Power Under: Trauma and Non-violent Social Change paper downloaded from www.traumaandnonviolence.com 17/1/05 APPENDIX 2 ADVANCE UNEDITED VERSION 12 March 2004, as adopted Commission on the Status of Women Forty-eighth session 1-12 March 2004 The role of men and boys in achieving gender equality Agreed conclusions 1. The Commission on the Status of Women recalls and reiterates that the Beijing Declaration and Platform for Action encouraged men to participate fully in all actions towards gender equality and urged the establishment of the principle of shared power and responsibility between women and men at home, in the community, in the workplace and in the wider national and international communities. The Commission also recalls and reiterates the outcome document adopted at the twenty-third special session of the General Assembly entitled “Gender equality, development and peace in the twenty-first century” which emphasized that men must take joint responsibility with women for the promotion of gender equality. 2. The Commission recognizes that men and boys, while some themselves face discriminatory barriers and practices, can and do make contributions to gender equality in their many capacities, including as individuals, members of families, social groups and communities, and in all spheres of society. 3. The Commission recognizes that gender inequalities still exist and are reflected in imbalances of power between women and men in all spheres of society. The Commission further recognizes that everyone benefits from gender equality and that the negative impacts of gender inequality are borne by society as a whole and emphasizes, therefore, that men and boys, through taking responsibility themselves and working jointly in partnership with women and girls, are essential to achieving the goals of gender equality, development and peace. The Commission recognizes the capacity of men and boys in bringing about change in attitudes, relationships and access to resources and decision-making which are critical for the promotion of gender equality and the full enjoyment of all human rights by women. 4. The Commission acknowledges and encourages men and boys to continue to take positive initiatives to eliminate gender stereotypes and promote gender equality, including combating violence against women, through networks, peer programmes, information campaigns, and training programmes. The Commission acknowledges the critical role of gender-sensitive education and training in achieving gender equality. 5. The Commission also recognizes that the participation of men and boys in achieving gender equality must be consistent with the empowerment of women and girls and acknowledges that efforts must be made to address the undervaluation of many types of work, abilities and roles associated with women. In this regard, it is important that resources for gender equality initiatives for men and boys do not compromise equal opportunities and resources for women and girls. 6. The Commission urges Governments and, as appropriate, the relevant funds and programmes, organizations and specialized agencies of the United Nations system, the international financial institutions, civil society, including the private sector and non-governmental organizations, and other stakeholders, to take the following actions: a) Encourage and support the capacity of men and boys in fostering gender equality, including acting in partnership with women and girls as agents for change and in providing positive leadership, in particular where men are still key decision makers responsible for policies, programmes and legislation, as well as holders of economic and organizational power and public resources; b) Promote understanding of the importance of fathers, mothers, legal guardians and other caregivers, to the well being of children and the promotion of gender equality and of the need to develop policies, programmes and school curricula that encourage and maximize their positive involvement in achieving gender equality and positive results for children, families and communities; c) Create and improve training and education programmes to enhance awareness and knowledge among men and women on their roles as parents, legal guardians and caregivers and the importance of sharing family responsibilities, and include fathers as well as mothers in programmes that teach infant child care development; d) Develop and include in education programmes for parents, legal guardians and other caregivers information on ways and means to increase the capacity of men to raise children in a manner oriented towards gender equality; e) Encourage men and boys to work with women and girls in the design of policies and programmes for men and boys aimed at gender equality and foster the involvement of men and boys in gender mainstreaming efforts in order to ensure improved design of all policies and programmes; f) Encourage the design and implementation of programmes at all levels to accelerate a socio-cultural change towards gender equality, especially through the upbringing and educational process, in terms of changing harmful traditional perceptions and attitudes of male and female roles in order to achieve the full and equal participation of women and men in the society; g) Develop and implement programmes for pre-schools, schools, community centers, youth organizations, sport clubs and centres, and other groups dealing with children and youth, including training for teachers, social workers and other professionals who deal with children to foster positive attitudes and behaviours on gender equality; h) Promote critical reviews of school curricula, textbooks and other information education and communication materials at all levels in order to recommend ways to strengthen the promotion of gender equality that involves the engagement of boys as well as girls; i) Develop and implement strategies to educate boys and girls and men and women about tolerance, mutual respect for all individuals and the promotion of all human rights; j) Develop and utilize a variety of methods in public information campaigns on the role of men and boys in promoting gender equality, including through approaches specifically targeting boys and young men; k) Engage media, advertising and other related professionals, through the development of training and other programmes, on the importance of promoting gender equality, non-stereotypical portrayal of women and girls and men and boys and on the harms caused by portraying women and girls in a demeaning or exploitative manner, as well as on the enhanced participation of women and girls in the media; l) Take effective measures, to the extent consistent with freedom of expression, to combat the growing sexualization and use of pornography in media content, in terms of the rapid development of ICT, encourage men in the media to refrain from presenting women as inferior beings and exploiting them as sexual objects and commodities, combat ICT- and media-based violence against women including criminal misuse of ICT for sexual harassment, sexual exploitation and trafficking in women and girls, and support the development and use of ICT as a resource for the empowerment of women and girls, including those affected by violence, abuse and other forms of sexual exploitation; m) Adopt and implement legislation and/or policies to close the gap between women’s and men’s pay and promote reconciliation of occupational and family responsibilities, including through reduction of occupational segregation, introduction or expansion of parental leave, flexible working arrangements, such as voluntary part-time work, teleworking, and other home-based work; n) Encourage men, through training and education, to fully participate in the care and support of others, including older persons, persons with disabilities and sick persons, in particular children and other dependants; o) Encourage active involvement of men and boys through education projects and peer-based programmes in eliminating gender stereotypes as well as gender inequality in particular in relation to sexually transmitted infections, including HIV/AIDS, as well as their full participation in prevention, advocacy, care, treatment, support and impact evaluation programmes; p) Ensure men’s access to and utilization of reproductive and sexual health services and programmes, including HIV/AIDS-related programmes and services, and encourage men to participate with women in programmes designed to prevent and treat all forms of HIV/AIDS transmission and other sexually transmitted infections; q) Design and implement programmes to encourage and enable men to adopt safe and responsible sexual and reproductive behaviour, and to use effectively methods to prevent unwanted pregnancies and sexually transmitted infections, including HIV/AIDS; r) Encourage and support men and boys to take an active part in the prevention and elimination of all forms of violence, and especially gender-based violence, including in the context of HIV/AIDS, and increase awareness of men’s and boys’ responsibility in ending the cycle of violence, inter alia, through the promotion of attitudinal and behavioural change, integrated education and training which prioritize the safety of women and children, prosecution and rehabilitation of perpetrators, and support for survivors, and recognizing that men and boys also experience violence; s) Encourage an increased understanding among men how violence, including trafficking for the purposes of commercialized sexual exploitation, forced marriages and forced labour, harms women, men and children and undermines gender equality, and consider measures aimed at eliminating the demand for trafficked women and children; t) Encourage and support both women and men in leadership positions, including political leaders, traditional leaders, business leaders, community and religious leaders, musicians, artists and athletes to provide positive role models on gender equality; u) Encourage men in leadership positions to ensure equal access for women to education, property rights and inheritance rights and to promote equal access to information technology and business and economic opportunities, including in international trade, in order to provide women with the tools that enable them to take part fully and equally in economic and political decision-making processes at all levels; v) Identify and fully utilize all contexts in which a large number of men can be reached, particularly in male-dominated institutions, industries and associations, to sensitize men on their roles and responsibilities in the promotion of gender equality and the full enjoyment of all human rights by women, including in relation to HIV/AIDS and violence against women; w): Develop and use statistics to support and/or carry out research, inter alia, on the cultural, social and economic conditions, which influence the attitudes and behaviours of men and boys towards women and girls, their awareness of gender inequalities and their involvement in promoting gender equality; x) Carry out research on men’s and boys’ views of gender equality and their perceptions of their roles through which further programmes and policies can be developed and identify and widely disseminate good practices. Assess the impact of efforts undertaken to engage men and boys in achieving gender equality; y) Promote and encourage the representation of men in institutional mechanisms for the advancement of women; z) Encourage men and boys to support women’s equal participation in conflict prevention, management and conflict resolution and in post-conflict peace-building; 7. The Commission urges all entities within the UN system to take into account the recommendations contained in these agreed conclusions and to disseminate these agreed conclusions widely.  Fatherhood Research in Australia (Fletcher, R. et al, Family Action Centre, University of Newcastle 2004)  Marsiglio, W. ‘Fathers’ Diverse Life Course Patterns and Roles’ in Fatherhood: contemporary Theory, Research and Social Policy Marsiglio, W. (Ed) Sage Publications, Thousand Oaks, Cal. 1995) pp 78-101  Ibid, p83  Fletcher R. Bringing Fathers In Handbook: How to engage with men for the benefit of everyone in the family, University of Newcastle, 2005  Siegal, D. The Developing Mind, 1999  Report of the Fourth World Conference on Women, Beijing 4-15 September 1995 (United Nations publication, Sales No. E.96.IV.13).  A/RES/S-23/3, annex.     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