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International policy-makers are forging a consensus that a 2° rise in global temperature represents an acceptable level of danger to the planet. This is not based on climate science. This article explores how feminist analysis and perspectives on climate change can help to reveal the gendered political and ideological underpinnings of this approach to climate change.

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The Driver-Pressure-State-Impact-Response (DPSIR) framework has been used by environmental agencies and others to assess environmental challenges and policy responses. However, in doing so, social justice or equity issues tend to come as an afterthought, while there is evidence that environmental challenges and policy responses are not equity (including gender-) neutral. Hence, this paper addresses the question: why should, and how can, equity issues and environmental justice be incorporated into the DPSIR framework? It presents a structure for including equity within DPSIR and applies it. It reviews the literature to bring together data that demonstrates that there is a clear equity perspective along the entire DPSIR analysis. It concludes that although individual environmental policies may succeed to achieve their specific goal in the short term; if they ignore the equity aspects, the policy strategies as a whole are likely to be environmentally unjust, and lead to exclusive and unsustainable development, which, in turn, could further exacerbate environmental challenges. This highlights the need for an integrated approach in efforts to achieve environmentally sustainable development.

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The ranger workforce is currently characterized by an extreme gender skew. Exact data-or even reliable estimates-are scarce, but the general understanding is that only 3-11% of the global ranger workforce is female, with considerable local variation (Belecky et al. 2019). Although consideration of the gender context for a workforce often starts with numbers, achieving greater gender balance requires a much more comprehensive understanding of the problems and a wide-net approach to solutions. Bringing women into the ranger workforce is an important human rights and equality goal in itself. Further, there is evidence that women bring skill sets and strengths to the ranger workforce that are different from those of men. Bringing gender equality into the workforce can improve conservation, relationships with communities, park management, and wildlife management. The Chitwan Declaration (World Ranger Congress 2019) commits to broad gender-related goals: gender-equal opportunities in hiring, pay, and promotion in the ranger workforce, as well as appropriate measures to provide safety and support for female rangers. This paper, based in part on interviews with men and women in the current ranger workforce, analyzes the state of the gender imbalance in the ranger workforce, provides a contextual assessment, and advances recommendations for moving towards these Chitwan goals.