It’s not related to me.

It’s not related to my work.

I don’t see any problem with gender equality.

I’m happy that we have 80% female participants—anything else I have to do?

These are some of the statements I have heard countless times, almost like a greeting—whenever I introduce my work as a gender advisor. Over the years, integrating a gender lens into our work has meant navigating these perceptions while helping colleagues see how gender considerations shape the impact and sustainability of what we do.

These conversations often lead to a deeper question: if we commit to improving the quality of life across the region, how do we recognise that people experience development programmes differently? If we assume that everyone’s needs have already been addressed—if we believe everything is already in place—are we unintentionally overlooking anyone?

In education, for example, girls may be less likely to participate in Science, Technology, Engineering, and Mathematics (STEM) or Technical and Vocational Education and Training (TVET) due to social and parental perceptions, unconscious bias, limited encouragement from teachers, or fewer visible role models. At the same time, boys may face pressure to enter the workforce earlier or to avoid fields perceived as “feminine,” such as early childhood education or care-related professions.

In scientific fields, women researchers may face barriers to leadership opportunities, research funding, and professional networks, often linked to structural issues such as the unequal distribution of family care responsibilities.

In the cultural sector, women’s contributions and perspectives are sometimes less visible in cultural heritage initiatives, even though they play a vital role in the cultural and creative workforce.

These examples remind us that gender dynamics shape opportunities and expectations for different groups in different ways—and understanding these dynamics can help us design more responsive and inclusive programmes.

So, what can we do?

Exploring what we have in our luggage

SEAMEO already had many strengths to support gender mainstreaming: committed leadership, dedicated staff, strong regional and international partnerships, and valuable technical resources.

What were we still missing?

An important item was missing from our luggage—a map. Without a shared map, it would be difficult for everyone to move in the same direction and reach the same destination. To guide this journey, we developed the Gender Strategy, which covers four strategic areas: Policy Advocacy, Organisational Mainstreaming, Programme Development and Implementation, and Learning and Innovation.

We also needed a group of people who could help bring colleagues together along the journey.

But is gender equality only female colleagues’ responsibility?

Collaborative sessions on gender mainstreaming continue to create spaces for dialogue and collective insight across SEAMEO.

In August 2024, we established a SEAMEO gender working group with representatives from 26 regional centres. The working group became a safe space where colleagues could ask questions, share experiences, and test new ideas without fear of judgment.

When we invited colleagues to join a gender working group, some questions emerged.

“I’m interested in gender equality for my project design, but I’m a guy. Is it okay if I join?”
“I see how some female colleagues balance work and family responsibilities. I’d like to help raise awareness—can I join?”

My response was simple: Yes. Why not?

I was not surprised by these questions. Gender is often misunderstood as an issue that concerns only women. In reality, gender equality is about fairness and opportunities for everyone. Colleagues from different genders, cultures, and positions enriched the discussion, and male allies also played an important role in broadening the perspectives in our conversations.

Even adults need a playground to experiment

While the gender working group created space for discussion and learning, we soon realised that conversation alone was not enough. We needed to turn concept into practice.

This is how the Gen(der)Lab came to life—a kind of “playground” where working group members could develop and test their own gender-related initiatives using a design thinking approach: empathise, define, ideate, prototype, and test.

Groups explored integrating gender into programme design, developing a code of conduct on preventing sexual harassment and bullying, promoting male allyship, experimenting with a gender scenario-based chatbot, and encouraging gender-sensitive language.

Through the Gen(der)Lab, gender equality gradually became less abstract and more of a practical lens to improve existing and future work.

There is always sunrise along our long journey

Today, I have started hearing a new set of greetings:

“Gender equality is an area I wasn’t aware of. It’s useful.”
“It is actually related to my work—I can design more responsive and effective projects.”
“With a gender lens, I can better understand what our stakeholders really need.”

That shift in conversation is a meaningful sign of change.

Integrating a gender lens is not about adding another task to our work. It is about looking at our work from a new perspective, knowing our stakeholders better, asking reflective questions, and ensuring that the impact we strive for truly reaches everyone.

The journey toward gender equality has no end. But with leadership support, open-minded colleagues, committed allies, and a growing community of changemakers, it is a journey we are no longer walking alone – because once you see it, you cannot unsee it.