The starting point should be a survey and workshops within the Foreign Office to find out how staff members assess the spread of stereotypes within the ministry. They could also be asked what they consider to be the biggest obstacles to breaking down these stereotypes.

In a second step, training courses should be developed to help break down stereotypes in the future. These trainings will be developed together with the employees in order to achieve a greater acceptance within the ministry. The trainings should help to identify stereotypes and to develop foreign policy decisions and activities in such a way that these stereotypes are questioned and are not spread any further. In addition, cultural differences and the respective contexts must be taken into account, as they sometimes contain different stereotypes and prejudices.

Another way of actively counteracting gender roles and prejudices, is to invite female experts to discussions on male-dominated topics such as arms exports, counter-terrorism and military affairs.

Policy examples:

-furlough scheme

Organisations to apply pressure:

- United Nations Women

- Intersectional feminist foreign policy (IFFP)

National government FP divisions 

Gaps:

• Broader definition of experts
• There is a need to consider the implicit/unconscious biases not only in terms of sexism, but also racism, ablism, homophobia etc. in order to make policy changes and new approaches intersectional
• Expand the background of the experts to include in the discussions. 

Solution:

- unconscious bias trainings

• get senior management involved - make their staff available
  • have an entry into ministry 
  • ensure the solution doesn't just stop at the trainings but results from the training get developed