Integrating Sex & Gender Checklist – Partnership Development Grants for the Healthy & Productive Work Initiative

This checklist provides a framework for applicants to reference when considering how sex and gender can be integrated at different stages of their projects. The document is not meant as an exhaustive or fully-comprehensive resource but rather as a starting point for considering various possibilities for integrating sex and gender. All items listed are not necessarily required elements of the Partnership Development Grant application, unless specified within the funding opportunity.

1. Challenge – The aim and importance of the endeavour (50%)

Vision, Rationale & Added Value

  • Clarity of vision regarding the analysis and expected results/outcomes as they relate to sex and gender
  • Evidence of explicit consideration given to achieving equitable health impacts across diverse patient/population sub-groups.

Literature review

  • Clear articulation of any known sex and/or gender differences in the epidemiology, risk factors, conditions, diseases or outcomes that affect women and men from achieving healthy and productive work
  • Key social determinants of gender, such as ethnicity, income, occupation, and social roles should be considered.

Research question

  • Clear articulation of the type of research question being considered with respect to sex/gender:
    • Identifying sex/gender differences in the work-related intervention/process/program/policy/tool/outcome under study
    • Explaining the impact of these sex/gender differences
    • Investigating whether there is a need to tailor the intervention/process/program/policy/tool/outcome under study according to sex or gender
    • Studying sex/gender as a confounder or interaction variable while testing the main study hypothesis

Study Design and Methods

  • Inclusion and exclusion criteria that consider sex/gender and diverse populations of men and women
  • Description of the recruitment strategies to accrue the required sample size of men and women
  • Choice of outcome measures or validation tests that are not gender biased and that are sensitive and responsive to sex/gender issues
  • Description of the data collection tools/use of administrative datasets with respect to capturing sex-related and gender-related variables of interest (quantitative and qualitative data)
  • Consideration of stigma in the workplace as it relates differently to sex and gender, as appropriate

Analysis & Reporting

  • Description of the data analysis plan (sex-disaggregated or stratified analyses, pathway modeling, use of sex and gender variables as confounders or in interaction terms, if applicable)
  • Sample size calculations to show adequate power for testing hypotheses with respect to sex/gender differences
  • Inclusion of a statement that negative findings with respect to sex/gender will be reported

2. Feasibility – The plan to achieve excellence (20%)

Knowledge Translation Plan

  • Description of how the knowledge translation strategies intend to maximize uptake by men and women
  • Will the content/messages/products need to vary by sex or gender?

3. Capability – The expertise to succeed (30%)

Identification of Sex & Gender Champion in research team

  • Identification of a Sex & Gender Champion in research teams
  • Evidence that the Sex & Gender Champion has credibility and research experience in sex and/or gender science as relates to Work and Health (i.e. graduate training, publication history, and/or IGH core competency certificate in sex/gender methodology related to the topic under investigation)
  • Appropriateness of role described for the Sex & Gender champion (i.e. responsible for guiding formulation of sex/gender-related research questions in proposal; assurance that design, analysis, reporting and knowledge translation plans reflect gold standard sex/gender approaches)
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