0:00:06so i guess
0:00:07one almost all these things and he simply the data and it should draw between
0:00:11the eyes just have significant this issue women women's empowerment using in achieving any connor
0:00:17development outcome
0:00:19or i
0:00:21after that
0:00:27but seriously read a tighter is quite compelling it's pretty how to go fast if
0:00:33you spend any amount of time you know
0:00:36worrying about
0:00:37well absolutely and i mean keeping cross that at this stage is how do we
0:00:43actually most one
0:00:45so that through a credible research program the major difference and then i
0:00:51and that's what first four
0:00:53moving from just integrating and mainstreaming gender into a research
0:00:59and i'm pursuing in german agenda transform approach is really going to get that's one
0:01:04the fundamental barriers
0:01:06you know if i think about it you know as a visible white male
0:01:13be my driver's around this go back to why channel teenage years as a as
0:01:19you know that was o as a as a as a family who are a
0:01:23fire is evidence that it in the u k
0:01:26we don't get a particular sensitivity to the two minor axes and any quality i
0:01:32think that reflected more work and of l
0:01:35having said that i really
0:01:38it's really hit home from being in the past
0:01:40find your show
0:01:43just how inadequate any of the approaches to gender have been
0:01:48and that's one i think that what we're doing just not see a piece of
0:01:52provide a great opportunity to change the way in which the c uses here we
0:01:57have
0:01:58initialize systematic support for making change
0:02:03a lot more piecemeal approach that's be the case and part
0:02:08i mean it's interesting on the current
0:02:10the claim to have a colour
0:02:13de supposed impact couple of things really
0:02:18kind of almost preadapted may i think for
0:02:21taking this seriously in this city little stories but i still can't come back to
0:02:26the model one was with more model you know when we were about twelve modify
0:02:30me make it quite bright decision to actually
0:02:33we find of this one thousand one much bigger thousand seven again
0:02:37i remember after about your office that might not assigned to one but you know
0:02:42this is the first time i've really more money
0:02:47and the colour even twelve lena that really job and i think that i'm a
0:02:53couple other incidents
0:02:55my
0:02:56that realization the
0:03:00and the income discomfort by hand with a lot of gender research which just seem
0:03:04to be research
0:03:06translating that finally in to okay let's understand and think about what that means one
0:03:13into the
0:03:14i think you very important issue and i think whatever challenges that speaking
0:03:22to use a whole
0:03:23is how do we build
0:03:26to have a actually system can back across the across the system because it is
0:03:34very close but when you have a meeting gender
0:03:39we have something like twenty five percent participants of the main seventy five percent participants
0:03:45so it does become seen as being of as a real danger that it's as
0:03:50a women's issue whereas if you go to many of the leadership meetings of the
0:03:56c g universal colours you doing pretty well if you just get the reverse those
0:04:01of those figures
0:04:03and so one of the things i think you have to find it is to
0:04:05find ways of helping people thinking or whatever worthy source stories or something or more
0:04:12of these
0:04:15one changing experiences "'cause" i think is almost three that the people are going to
0:04:19make the source of psychological can
0:04:22re driving change the required to hold the when the bottom
0:04:28i somehow or the you could come up electrical
0:04:31shifting in people's minds that
0:04:33i know you'll to care about this and i should carry out to answer why
0:04:38do not support it to something much more kind of
0:04:42this or one systemic that says actually
0:04:46this is just
0:04:48what we need to do
0:04:50to make a difference
0:04:52and i in all that's in a curious n c almost
0:04:57makes it obvious and not special
0:05:00rather than separate and precious of syllable or whether or not ensure articulated that right
0:05:06but this something about that
0:05:09i hesitate decide my considering but it becoming much more of the
0:05:14systemic hoc the wind we do business in a much more sustained when i have
0:05:19to
0:05:20get to stage where
0:05:22talking about gender
0:05:25is nothing special it is identical or is that we do this case that's about
0:05:32you know
0:05:34the into how we do things what we value
0:05:38what we expected of how we talk about issues on the back to die basis
0:05:43our work and aligning with the brutal thrust that transformative general approach so i guess
0:05:51it's like anything else you have to
0:05:54line of stocks row and my q o drawing to the same result unless you
0:05:59do that it's not gonna be
0:06:02otherwise we do things in the why we think about
0:06:08and i think one of the ways of actually doing that is and that's the
0:06:12particular interesting challenge for
0:06:15i think both of those but in particular we use the director general of the
0:06:20centre
0:06:21it is how do we actually create incentives system
0:06:24we then
0:06:25within the centre to actually toward the source behaviors but with people because i think
0:06:31you know we are working here it fairly a fairly profound behavioural change for a
0:06:37lot of all of us
0:06:39i think the more encouragement that we can see for about three performance management plans
0:06:43not something the more rapid unable to find the changes will be the that will
0:06:50see