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‘Domination techniques’ –invisible inequality

Type of tool: 
Activity
Duration: 
60-90 min
Topics addressed: 
Gender issues

A tool about power relations that affect individuals and groups, especially women. Participants reflect about this aspect in relation to their work in their organisation and in their daily lives, finding strategies to fight harmful dominant behaviours.

Step by step process: 

- Introduction about invisible power relations that affect individuals and groups, especially women.
(10’)

- Power point presentation (see Documents/Handouts) of the seven domination techniques. Short examples are given to increase the understanding.
(20’)

- Time for individual reflection over personal experiences.
(5’)

- Discussion in small groups of 4-5 pers. about experiences and strategies to overcome those power inequalities.
(20’)

- Concluding discussion in the big group about the experiences and strategies to be implemented within participants own organisations, in the social and private life. The participation in the presentation and discussion is free.
The focus of the debriefing is:
•How well the participants recognise these dominations techniques?
•What strategies they think will be useful?
(15’)

The purpose of this part is to generate an internal process within the participants that could be useful in their future work to address gender roles and to break them down. The main point to be highlighted is that, even when gender inequalities and uneven power relations are not very obvious, they can or do exist in invisible forms. We just have to be aware of their existence to be able to overcome and combat these social phenomena.

Materials and resources: 

Power point presentation, paper, pens for taking notes during the workshop.

Evaluation: 

Using the ‘thermometer’ representing positive and negative attitudes.
Questions for evaluating the explored ‘domination techniques could be:
-Do they apply to reality?
-Can they be used as a tool for emphasizing on invisible inequalities?
-Did the exercise generate any constructive strategy?
-Will it be useful within the different organisations? etc.

Documents/handhouts: 
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