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Course Content
CHAPTER 1: Fighting against gender discrimination in the European union and the principles of an equal opportunity policy for men and women
💡 Guiding Questions: What does the term gender mean? What are gender stereotypes and why should they be avoided? How does stereotypical thinking influence unequal treatment of women and gender discrimination? What different forms can discrimination take?
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📖 Part 1: Unequal treatment and grounds for gender discrimination
📖 Part 2: 3 stages of change
📖 Part 3: Unfreezing change – data on the situation of women in Europe
🤔 TASK FOR YOU
💡 Inspiration for you
📚 Resources
CHAPTER 2: Advocacy as a tool for bringing about systemic change in gender equality policies
💡 Guiding Questions: ● What is advocacy? ● What is important for effective advocacy? ● What steps do you need to take to organise an advocacy campaign for the change you want to bring about?
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📖 Part 1: Understanding advocacy
📖 Part 2: Engaging stakeholders and decision-makers
📖 Part 3: Getting allies for your cause
📖 Part 4: Main Advocacy Tools
📖 Part 5: Evaluation
🤔 TASK FOR YOU
💡 Inspiration for you
📚 Resources
CHAPTER 3: Freezing social change and the role of leadership in this process
💡 Guiding Questions: ● How do people react to change? ● How to deal with the resistance you are likely to encounter when advocating for gender equality?
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📖 Part 1: Challenges of changing beliefs about women and men and implementing gender
📖 Part 2: The role of women leaders in implementing change for gender equality
🤔 TASK FOR YOU
💡 Inspiration for you
📚 Resources
QUIZ
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QUIZ
Women in local activism. Building local influence and social advocacy.

Questions for reflection

  • How to plan gender equality activities in your country/region

If you want to take effective action to change the situation of women in your region/community, it is important to know that every change meets with greater or lesser resistance. This is because it disrupts the old order, reformulates old habits, and introduces new ones that we do not know, cannot use, and often fear.

In order to reduce resistance and ensure that a given action brings the desired results, and that they are sustained over time, it is important to know what to look for when planning it.

Kurt Lewin’s theory is helpful in this regard.

It says that if we want to introduce change, we should do so in three steps:

 

1.UNFREEZE
This is the preparation stage for change — questioning the status quo and making people aware that change is necessary.

Key actions:

  • Raise awareness of the need for change by showing problems and their negative consequences.
  • Build readiness by showing what the new reality could look like.
  • Motivate action and build a group of allies to co-create solutions and demonstrate benefits for different groups.

 

2. CHANGE / TRANSITION
Now, new actions, values, and structures are introduced. People start learning and adapting, often facing fear or uncertainty — support is essential here.

Key actions:

  • Provide education and training on new skills and beliefs.
  • Allow experimentation, supported by mentors or coaches.
  • Be open to mistakes. Listen to difficulties, evaluate progress, and adjust without blame.
  • Celebrate small wins.

 

3. REFREEZE
This stage consolidates the change and establishes a new normal.

Key actions:

  • Stabilise new behaviours through formal rules and policies.
  • Reinforce success by sharing results.
  • Offer ongoing support, e.g., coaching or consultation.

Lewin’s model is effective in managing both organisational and social change — e.g., promoting women’s rights, countering violence, or advancing gender equality.

It highlights that every lasting change requires:

  • awareness,
  • active steps,
  • consolidation of new norms.

When planning your actions, take into account the 3 steps developed by Kurt Lewin.

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