• This is the first step in the measurement and evaluation process. Having decided on your own vision of partnerships with men. You can design an initial measurement strategy;
   
• It should include the three key components of the engagement of men: "Knowledge", "Passion and Energy" and "Skills";
   
• Measurement can be conducted using a gender view employee survey. This could cover five different levels.
  • Personal knowledge, opinions, beliefs and attitudes;
  • Views about the attitudes and behaviours of peers (at the level of workgroup or department), and the perceived level of support received within this group for a focus on employment outcomes for women;
  • Perceptions of the current workplace environment, including perceptions of immediate supervisor/manager;
    - Current experiences with regard to opportunities for development and support; and
  • Current experiences in relation to coaching, mentoring and involvement in formal and informal networks.

Data would need to be analysed by gender and gender by level to understand what the key differences are between women and men.

Tips:

• Focus on attitudes and beliefs.
• Focus on the extent to which there is support from men within workgroups and men as supervisors.