Gender inequality remains a critical barrier to equitable access, service delivery, and leadership in eye health. Despite increasing global attention to gender disparities, many institutions and stakeholders lack practical tools, contextualized approaches, and capacity needed to build gender-responsive systems and inclusive workplaces. As part of the IAPB Gender Equity Toolkit, this resource aims to support organizations, educators, program managers, and advocates in selecting and implementing appropriate gender equity training modalities tailored to diverse audiences across the eye health sector.
From frontline health workers and medical trainees to administrative staff and executive leadership, each stakeholder group requires a different entry point for understanding and applying gender equity concepts. This tool addresses that need by mapping a range of evidence-informed training formats, methods, and materials aligned with specific learning goals and outcomes, institutional priorities, and regional contexts.
This tool is organized to guide users through the selection, adaptation, and integration of gender equity training across
various levels of the eye health ecosystem. It includes the following sections to help guide people through the
creation/coordination of gender equity trainings:
This resource is intended for various uses, but primarily to support those responsible for advocating, organizing and delivering gender equity training. It has been designed with these roles/positions in mind:
This tool is not prescriptive. Rather, it is meant to be adaptable, modular, and inclusive – providing a practical
starting point for organizations/groups committed to advancing gender equity in eye health systems and programmes.
Main Audiences to Target Within Eye Care for Gender Equity Training
Each audience benefits from a tailored training approach to ensure relevance, buy-in, and impact. Understanding each audience’s motivation and/or application of gender equity into their day-to-day work is crucial when designing the right methodology and training content. Here are some specific core audiences to target and considerations for future gender equity training efforts:
Ophthalmologists, optometrists, nurses, and technicians benefit from clinical case-based examples, scenario learning, and role-play to surface unconscious bias in diagnosis, referral patterns, and patient communication.
Administrative, operations, and finance personnel are key to ensuring that institutional systems (HR, procurement, patient intake) reflect inclusive values. Training for this group should focus on equity in workplace policies, power dynamics, and gender-sensitive service delivery.
Partner organizations, including implementing NGOs, professional associations, community-based organisations, and advocacy networks, often serve as champions of change. Joint training can align gender equity priorities and promote shared accountability across the sector.
Community-facing stakeholders help bridge formal eye care systems and the populations they serve. Training should focus on understanding gender norms, recognizing barriers women and girls face, addressing stigma, and promoting behavior change and advocacy at the community level.
Decision-makers and program officers within government are instrumental in institutionalizing gender equity at policy, system and resourcing levels. Briefings, evidence summaries, and gender mainstreaming workshops are recommended.
Training for peer groups can be embedded in team retreats, learning forums, or communities of practice. These sessions often benefit from storytelling, lived experience, and informal mentorship dynamics.
Organizations can embed gender equity into internal training calendars—such as onboarding, leadership development, or annual reviews. This promotes a culture of accountability and continuous improvement.
Trusted connectors between communities and health and education systems, this group is key to addressing gender-related barriers to care. Training should focus on inclusive communication, local advocacy, and shifting gender norms that limit women’s access to eye care. Use participatory, culturally relevant methods like storytelling, dialogue circles, and community workshops.
Considerations for Training Methodologies
We recognise that when designing various training courses, with either different or similar audiences, there are some critical considerations when it comes to choosing the right methodology. Beyond the resources already shared in the section above, here are other considerations when designing training sessions to consider:
While some materials can be used off-the-shelf, adapting content to local realities ensures better engagement and sustainability. Teams organizing training efforts and/or facilitators should collaborate with local gender experts or champions to ensure resonance and respect.
Challenges / How to Deal with Gender Bias During Training(s)
Resistance, denial, or discomfort may arise during gender equity sessions. This tool provides:
Challenges / How to Deal with Gender Bias During Training
|
Pushback |
Suggested Response |
|
“Gender equity isn’t relevant to clinical |
“Actually, research shows gender affects |
|
“We treat everyone the same here.” |
“That’s the goal—but treating everyone the |
|
“This feels political—it doesn’t belong in |
“Health is inherently tied to social |
|
“We already have female staff—what more is |
“That’s a great start. Gender equity isn’t |
|
“We’ve done gender. We need to focus on |
“If what you are doing (service delivery / |
Share stories (with consent or anonymized) that illustrate how gender impacts access, treatment, or outcomes.
Present local or national eye health data broken down by sex, age, geography, and socioeconomic status. Let the numbers tell the story.
Include quotes, short video clips, or testimonies from women in eye care roles or patients who faced gender-related barriers.
Invite participants to recall a time when gender may have influenced how a patient was treated—or how they themselves felt in a workplace setting.
Pair research findings with real stories to create both intellectual and emotional resonance.
