Organisational Mainstreaming

Organisational mainstreaming builds on and links with the community-level process. Staff are trained by the champions, and then have a role later in monitoring and supporting service improvement and/or advocacy on issues arising from the community process. The mainstreaming process follows the same stages integrated with the community process:

  • Catalyst Inception meetings (1-3 days before the catalyst process) for preliminary introductions and training of a small team of core staff who will be involved in leading implementation. Ideally they would also go to see PALS in an existing PALS resource organisation. They also use the tools for themselves. Following the catalyst workshop, there is also a planning meeting to look at short term implementation and possibilities for longer term sustainability.
  • Organisational/stakeholder visioning and planning after 3-6 months larger numbers of staff are involved in the process strengthening workshops, trained by the champions. By this time the value of PALS and working on gender should have been established on the ground with both men and women community advocates. This enables a discussion of ways of mainstreaming upscaling within existing staff activities involving the champions.
  • Review and Sustainability Plan introduce the methodology properly for staff, demonstrate its proven value for the organisation and discuss ways of mainstreaming using facilitated by the champions and core catalyst team to . Ongoing implementation and tracking of progress at individual level, group sharing of experiences, organisational quantification and aggregation of information on changes by the local core catalyst team and work on integration into the business model and supporting institutions. includes and trains field staff who will integrate gender justice and relevant PALS tools and processes into other organisational activities including technical and other training.