Gender strategy validation workshop
Gender strategy validation workshop ILRI Addis campus, Addis Ababa, Ethiopia 21-22 September 2017
Objectives
- Experience sharing on recent efforts of ACGG country team to integrate gender concerns into program
- Addressing clarification on concerns process, design and overall findings of gender strategy
- Agree on goals and gender strategic action areas of gender strategy
- Discuss and agree on gender responsive M&E and capacity development in support of fender strategy implementation plan
- Draft and agree on program level and country level implementation plan
- Agree on way forward
Background information
Contents
- 1 Agenda
- 2 Participants
- 3 Meeting notes
- 3.1 Session 1: Experience sharing at country level
- 3.2 Session 2: ACCG Challenge as a Global/Key Challenge
- 3.3 Key challenges
- 3.4 Session ??? Collating results about on-farm data
- 3.5 Session ?? on innovation platforms
- 3.6 Session ?? on women's empowerment
- 3.7 Planning session
- 3.8 Session ?? on Monitoring and Evaluation
- 3.9 Next steps
- 3.10 Final words
Agenda
Participants
Meeting notes
Session 1: Experience sharing at country level
The morning session will be focus on sharing experience in country level.
1) Ethiopia See presentation by Dr. Solomon Abegaz
Also, Alessandra has shared her experience in ‘Going Places’ project in Ethiopia. The project has come up with understanding trait preference for chickens (exploration of traits), constraints and opportunities in chicken rising, benefit sharing, exploration of women empowerment. The project will produce two publications i.e. ‘Gender trait preference’ and ‘Women empowerment’. Currently, they are doing data analysis.
Q & A
Q. During sanitization period, was there any indication of resistance from men? A. Even though there is man domination, there is no resistance in these days.
Q. What strategy was used to increase the number of women participation in the 4th and 5th IP? A. Communicated government agencies to identify women owned poultry farms; tried to look individuals in Addis Ababa and pick; and work with Bahir Dar Women Entrepreneur Association to identify members in poultry production.
Q. How gender issues are addressed during CIPS? A. This will be addressed more in the future.
Q. What methods/approaches do you use to mobilize women? A. We encourage capable women to serve as champion; we focus to address women issues and go beyond miles to involve Government Agencies and Ministries. However, we are not sure how significantly we contributed in bringing poultry producer.
2) Nigeria See presentation by Prof. Olanike Fasilat Deji
Q & A
Q. How did becoming community informants affect women in increased decision-making? A. Previously, women were invisible in terms of providing information. However, now days there are many opportunities given women to attend community meetings and this empower women in providing information/experience/knowledge sharing. Also, in household level, wives become informants in terms of reporting her findings/experience to her husband.
However, there are certain community/village as challenge due to male leader taking an overall ACGG benefits.
Q. What is the level of public support toward community based poultry vaccine? A. It is not existing yet; it is an opportunity coming up.
Q. How gender M&E sustain women gains? A. M & E will help to trace the traits because all women are not empowered yet (limitation). A.
'Comments':
- The Nigeria experience is a bit successful.
- In business opportunity, do not forget to focus on youth men, because they will give trouble (cost chaos) to their mothers/homes.
- Need an associations and business opportunities.
- Strategies to avoid other activities to be compromised.
- Why are men dominating the business opportunities? Where are the women?
3) Tanzania See presentation by Rehema Lupakisyo Mwateba
Q & A
Q. What is the main difference between men and women definition of empowerment? A. Men indicate a movement from bad life to good life; for women it is fulfilling their desire life.
Q. What is a right definition of women empowerment? A. It is a job of gender strategy/KIT.
KIT together with ACGG team are going to define where we are going and this will define what it means i.e. how ACGG is affecting women’s life.
Q. What is an actual situation with gender in ACGG in Tanzania? A. We focuses on tools; efforts to make sure that we balance the ratios, challenge is how to bring more women participation (needs to strategize on increasing).
Comments:
- Is it not an expression of women how they feel on better life?
Session 2: ACCG Challenge as a Global/Key Challenge
Each country team to go around and visit each other countries experience, challenges and success stories and document and point out one big challenge for each country as a common global challenge. • Each team to discuss the challenges and write the key challenges on the flip chart and present Group 1 Key challenge
- How to support women to take up opportunities at higher value chain (VC) node
Actions:
- ‘Sensitize’ the community and VC actors on gender
- Identify opportunities in the chicken VC
- Analyze existing constrains of women i.e. feed information to resource persons
- Build capacities
- Facilitate linkages e.g. markets
- Follow up and monitoring including feedback i.e. men can put in practice new skills/knowledge
Comments:
- We should be careful about ‘Community sensitization’, because sometimes it passive. We should not mix with charity/sympathy. It should be more of giving the same changes/choices/access to resource.
- Find the best approach to access information; otherwise, men will take the overall power.
- Need to identify what it means women empowerment.
Group 2
Key challenge:
- Practical strategy to support women empowerment i.e.
Actions:
- Clear definition of women empowerment (there is misunderstanding);
- Defining the mandate of gender champions
- Set clear budget (channel properly i.e. reallocation, prioritization)
- Defining the pathway for empowerment at local level
- Locally define empowerment indicators
Q & A Q. Regarding channeling, who do we targeting? A. Women empowerment is a process. There should be a budget specific to the process and should channel as appropriate e.g. initially at the global level there is a budget for women empowerment, however, this budget will be reallocated to other activities later on.
Comment:
- Women empowerment indicators have to be conceptualized.
Group 3 Key challenge:
- Feedback from CIP to NIP on gender issues
Actions:
- Engaging gender champions specialist at national/country level for NIP
- Train enumerators on gender issues for CIP and on documentation
- Identify indicators to be used for reporting gender issues
- Reinforce the role of SNCs in taking messages collated from CIP to NIP
- Way of feedback should be
- CIP – enumerators – SNC – Gender champion – NIP
- Taskforce working on different issues should be reminded
- The gender champions should be empowered/contracted and not just consulted
Ethiopia challenges
- Lack of clear gender strategy to guide how to make it women-centered
- Some challenges to scale out women brooders/cooperatives
- On-farm sensitization on ACGG: Sometimes quality of participation between men and women is not the same --> room division, seating arrangements.
- NIP:
Still need work to increase women representation Have really tried to engage women champions (who can represent different actors of value chain) - continue support with this. Progress on women producers. Still need support to engage women champions from ministries and influential people.
- Gender champion left
- Resistance on gender during meetings? --> Difficult to see visibly (may be in the back row)
- Have sent invitation letters (e.g. Ministry of Livestock) but not always helping
- Have tried to broaden different stakeholders to be gender champions
- Inadequate transport for field officers and state co-ordinators
- Gap between CIP and NIP on gender issues (weak feedback loops)
- Task forces in NIP do not integrate gender into discussions
- Increasing men's interest in production (women take over participating in CIP)
- Low involvement of women emerging business at community
- Production is dominating other value chain opportunities (How can we upgrade women beyond production)
- Inadequate gender M&E (will not be able to trace who is doing what --> will lose women)
Key statement cards:
- Low representation of women: overall. What women.
- Few women entrepreneurs to work with
- Women do not speak out at CIP/Com. meetings
- Gender champion %
- High cost for ACGG staff to support communities including on gender/women farmers
- No feedback between CIPs and NIPs on gender
- NIP Task force do not integrate gender concerns
- How to support women producers to take up opportunities at higher notes of value chain
Nigeria challenges
- Male cooperative leader was replaced by woman leader (challenge became a benefit). Male leader was taking over all ACGG benefits in village.
- Abuse of woman field officer
- Challenge of meeting demand for new birds + eggs
- More men taking up business opportunities (e.g. manure)
- Demand is higher than supply (what are gender implications?)
- Inadequate access to feed + vaccines (gender implications for women to afford inputs + access)
- Crossing of ACGG birds with indigenous birds
- High cost of feeds + drugs
- Some women in community can also dominate benefit sharing in ACGG
- Training needs - poultry management, value addition
- Country gender team not officially contracted --> has implications to gender responsive M&E
- How to engage male youth? (I don't steal from moms). Male youth unemployment = threat --> how to support to be champions for equity?
Key statement cards (summary):
- Dealing with men leaders co-opting resource benefits
- Abuse of women staff
- How to ensure women can access/benefit from emerging business opportunities
- Problems with availability and affordability of inputs (feeds, vaccines) --> and more severe for women
- Country gender champion not contracted
- How to address intersectionality (incl. age)?
- No gender responsive M&E + learning
Tanzania challenges
- Concern about how to measure + monitor gender equality + women's empowerment in ACGG
- Using empowerment tool ==> needs adaptation to context (tool needs to be refined + pre-tested in SAME location --> need ToR for monitorign group)
Translation Adaptation to TZ context Make it 'fun' --> roleplay. Shoe of donor
- Negative aspects of women's empowerment should be measured:
Decision-making leading to conflict in household especially on how money is spent (dresses, ceremony) Gender-based violence ...or is it about women feeling empowered?
- Definition of empowerment:
Elusive concept BUT The idea of moving to a dream of a "better life" It's a process that is specific to context How to distinguish differences between men and women?
- Need more time to understand. Empowerment + indicators --> Farmers need (women and men) to be at center of defining empowerment
- Inadequate participatory facilitation skills of enumerators
- Need more ToT on gender of staff
- Community needs more sensitization on women empowerment / gender --> Refine tool
- Need to shorten time of tool to 2 hours
- Set up ToR of monitoring groups
- Refine instructions on defining empowered
- Women representation at NIP level is very poor
- Some of women SNC left
- No official role for gender champion
Key statement cards (summary):
- Tool: needs revision
- Training of enumerators
- No effort to define or measure women's empowerment in ACGG
- Community sensitization on gender concerns
- How to address training needs and be gender-responsive
- Women's representation in NIPs
- How to ensure gender balance in staff (SNC)
- No official role for gender champion
Key challenges
Practical strategy to support women's empowerment (and avoid domestic violence, loss of benefits men's disengagement). Key actions to address challenge:
- Clear definition of women empowerment should be addressed and discussed to the society to eliminate resistance on empowering women and address men involvement
- Defining mandate of gender champions and formalisation
- Set clear, ring-fenced, budget and channelling procedures for women empowerment work
- Defining pathways for empowerment at local level
- Locally defined empowerment indicators
How to support women to take up opportunities at higher value chain node? Key actions to address challenge:
- Sensitize the community and VC actors on gender (IP)
- Identify opportunities in the chicken VC (IP)
- Analyse existing constraints of women (feed info to resource persons)
- Build capacities (other actors can respond to women's needs and gaps)
- Facilitate linkages (IP) e.g. market
- Follow up and monitoring (including feedback) (IP/ACGG)
Women can put in practice new skills/knowledge. Is it contributing to women's empowerment Mechanisms for capturing and documenting the feedback loops
Feedback from CIP to NIP on gender issues Key actions to address challenge:
- Engage gender champion / specialist at national / country level for NIP
- Train enumerators on gender issues for CIP and on documentation
- Identify indicators to be used for reporting of gender issues
- The gender champ should be empowered and not just consulted
Ethiopia successes
- Data collection: 20-30% of women respondents (some gender disaggregation)
- Effort to identify women-own facilities:
1 women-owned cooperative (SNNPR) 1 woman brooder (SNNPR) 1 woman brooder (Tigray)
- Recruitment of women enumerators - attempt to hire/get on board
- On-farm study sensitization with significant women's presence. Effort done
- IP: Women representation.
Inviting more women from poultry producers Encouragement in invitations both public + private institutions Ensure participation of ACGG gender champion No. of women increases from 4th to 5th NIP from 20-32% (especially women producers) Link to ATONU ==> Training on gender nutrition effort to engage men Complementary qualitative study 'Going Places' --> Women's empowerment + gendered trait preferences
- Strategies to identify women:
Got names through poultry association AA cook for women with poultry farms Identifying entrepreneurs
- Efforts to mobilize women to participate in NIP
Encourage institutions institutions to nominate women. Follow up after sending out invitation Co-PI personally went to deliver some invitations + encouraged! Focus also on women poultry producers
Nigeria successes
- CIP representation 77%
- Effort to collect information at community level
- Women participate in decision-making in CIPs
- If effort is made, CIP is a key space to hear women voices = what are their concerns and challenges
- Women enumerators help women to speak up / to respond to their concerns
- Women leadership promotes such chair persons
- Improved access to resources for women e.g. a woman sells birds and gets recognition from husband + can address problem in HH
- Nutrition: change in consumption of effs + meat that benefits women and children
- Women recognized in community as knowledgeable ==> opportunities including decision-making on selling etc. of chicken
- Possible to identify gendered breed preferences - and they are different
- Identification of women business opportunities especially at community level
- Women's knowledge of herbs + leafs in water/feed
- Interest from private + public partners 9?women)
- Smallholder forum at NIP to bring up women's concerns
- Collective action = women's groups can give women access to opportujnities
- Micro-finance opportunity with contact to BRAC established --> with extensive experience on women/gender integration
- Women as community informants ==> increase decision making. How/
Non-ACGG women went to ACGG women farmers to gain knowledge on management practices ==> given women confidence + given women opportunity to take up leadership positions ==> this also had some effect at HH level
Tanzania successes
Experience of piloting / field testing how to measure + monitor women's empowerment ie. what ACGG wants to achieve. Steps:
- Translation to local language and making it fun and local context
- Testing tool:
Includes drawing / 'defining' what an empowered woman looks like Unpacking empowerment indicators of shifting from BAD to GOOD lift.
- Set up monitoring group
Key findings:
- Women's empowerment definition is elusive
- Process
- Dream (tool) <--> Reality (farmers)
- Tool powerful to support and measure ACGG efforts
Session 3: Introduction Welcome Speech by Dr. Tadelle Dessie Emphasises this exercise is very important for the ACGG project. Jasmine Bruno was the one leading this kind of sessions and now she left ILRI. ACGG will fill the resource in liaise with ILRI gender team.
Participants introduced themselves and their expectation from the workshop.
Session 4: Gender Strategy Journey See presentation by Katrine & Juliet (KIT)
Women empowerment is not a linear process. It is about sustaining women choices and voices.
Q & A
Q. Is this strategy applicable/adaptable by men and women? A. It is about priority setting. For example Nigeria team need to decide where to focus on. It is up to the country to a make decision.
Q. In certain village there are situations that women voices are not heard, what is the way forward? A. At program level we need a definition and breakdown to conceptualize based on country level. For example, issues with number of participants, not documenting/delivering/updating the women beneficiaries are not handle at the program level. Hence, we should have big picture of strategy and activities at lower level.
Q. A.
Q. A.
Comments
- By end of this session, we should come together and come up with a definition culturally and socially acceptable for women empowerment.
Session ??? Collating results about on-farm data
New tools
- Women's empowerment / participatory monitoring tool (local/context-specific indicators / How ACGG positively and negatively impacts women).
Subjectively defined women's empowerment indicators.
- Qualitative tool = focus group discussion at community innovation platforms. Capturing key questions AA 1-3: Research / adaptive programming / monitoring.
Objectively defined women's empowerment indicators
On farm testing tools
- AA1 (gendered trait preferences) no need to change
- AA2 (gendered constraints to access to inputs, services, markets):
- AA3 Gendered distribution of benefits on nutrition. Consumption: who eats eggs/meat. Link with ATONU
- AA3 (Economics) - 2 out of 3 groups said it wouldn't be useful to change and rather focus on it with FGD
- AA3 (Gendered distribution of labour): no change, focus on new FGD
Option 1: Gender disaggregation at the level of respondent Option 2: Add new questions__ in __existing sections Option 3: Add new separate form to be administered with longer time intervals
- Q: How do we get the baseline? To fill the gaps.
- A: The project is already 3 years into its course so that can't be done now. But what should be done is to work with the data that's there, and start with these tools and look at the progress over the next couple of years.
- Q: Options 2 & 3 - for me they are quite similar. We have data and we can adopt better data every other month. If we need to have new questions we actually need new sections.
- A: Ok so 2 is not favourable but 3 is fine.
Session ?? on innovation platforms
Four assumptions:
- Gender-responsive CIPs to enable women to speak up and their voices be heard
- Feedback loops between CIPs and NIPs
- Increase women's representation in NIPs (including the type of women we include, not just producers)
- Gender concerns in mainstreaming NIPs _ increasing evidence base
Q&A
- Q: An issue has always emerged in ET: female household heads, but we also need to invite women from male-headed households.
- A: Yes and that's quite relevant for the preparation of the CIPs - who can attend?
- Comments: #1 and 3 are not just about representation. It's about authentic engagement which touches upon seating arrangements, safe space etc. One major concern I have is that we have to ensure we increase women's representation. We are making progress on that but I'm concerned that at the CIPs we are celebrating the fact that we have more women, and in some cases we have only 1-2 men. Who will be hearing their voice? For change to happen we need to have men so they can hear women's concerns so they can act upon them.
- Comment: We talked about powerful women and that's great for the champion role, but it's very very important that we also have powerful men that pick up these issues, so it's seen as not just women's issues.
- Comment: We are talking about powerful women at CIP, community leaders and in some communities if the leader is not there no one comes. We need to make sure we pay courtesy visits to the community leaders to encourage them to join. We should be on the look out for who can become gender champions.
Groups working on their preferences for the protocol of engaging with CIPs and NIPs
CIP feedback
- AA4: Keep everything - remove the review of experiences from day-to-day engagement and add:
Open CIPs to everyone beyond ACGG Use CIPs for gender sensitization to increase participation Gender champions should help prepare and facilitate CIPs Facilitators should use context-sensitive gender language Facilitators should create an open space for men and women to talk about the project
- CIP delivery: Keep everything
- CIP follow up: Keep everything
- AA5: Keep everything and add that PI/NPC should vet the gender synthesis report before it's shared with all ACGG staff
Comments, Q&A
- Comment: CIPs are not about men and women but about community mobilization and ensuring that we explore all the opportunities for these communities. Mobilization is strategic - who needs to be in these CIPs?
- Comment: The CIP agenda needs to include 2-3 minutes of gender sensitization.
NIP feedback
- AA5:
Prepare CIP gender synthesis country report half yearly in time for nIP Prepare presentation for NIP, based on CIP gender synthesis report / on farm testing data Disseminate brief of CIP G.S.R. / NIP. Presentation within each country Prepare gender brief on NIP to feed into CIP Reinforce the role of SNCs in taking messages collated from CIP to NIP Way of feedback mechanisms CIP <--> enumerators <--> SNCs etc. Task forces working on different issues (CIP & NIP) should be reminded
- AA6:
Set SMART target Identify potential women participants Target women participants proactively Provide strategic sponsorships Monitor the trends in representation
- AA7:
Add: consolidation of gender and chickens value chain research Combine interviews with CIP report, being fed into NIP (by gender champ) Info: * CIP * Task forces * National project team / leadership Gender champion to sensitize task force members through the convener to be gender sensitive Prepare NIP agenda with: * Gender consciousness (PICO-EA) * Put gender in the agenda (Ed et al.)
- Q: In the context of Nigeria the platform is no longer ACGG-driven so how to ensure the agenda is not dominated by ACGG
- A: ACGG is not abandoning NIPs but remains a significant player and the gender champ should remain a gender champ. They're doing more than the follow up work etc. they do some work that responds to needs so they're not doing something conflictual with the activities in the NIP. It's a plus, not a minus to work on gender at NIP.
- Comment: Should gender experts attend the NIPs? We already have gender champs in there so we can add gender experts as and when needed.
- Q: About task forces, gender champs have a role to play in sensitizing them. Specific ideas from each country and real opportunity to do something different. E.g. using community vaccinators - could that be taken up as an opportunity with women, through BRAC?
- A: It's possible that the whole issue of mobilizing opportunities at community level to deliver vaccinations becomes a task force. It has to be done on a country by country basis.
Session ?? on women's empowerment
- Rehema: Empowering women - can we empower others without being empowered? Is that possible?
- Olennika: I don't think it's possible. We need to be empowered in order to empower women.
- Solomon: We talked about the definition of empowerment yesterday. Empowering gender champs. We need to give them opportunities to speak out
- Rehema: We need to pay attention to empowering others. The first step is having a shared work plan that has very clear budget lines set for the work and set roles for the gender champions.
- Olennika: We need to start by looking for means of the program manager and national level push and give official contracts that will tell us our ToR and will guide us on what to do, how to do it, when etc. and that our activities are evaluated as gender champions.
- Rehema: How about those officials who are violating the contract - what can we do?
- Solomon: In raising gender issues let's focus on other aspects to be considered too e.g. implementation modalities. Having someone is good but how can we work effectively?
- Rehema: Let us discuss the issue of officials violating our contract ToR. What's in the contract that they signed is not validated.
- Adebambo: You like to have a contract, but then you need to deliver. If you don't deliver we'll nail you. We are ready to give support but you MUST deliver, whether you're empowering people. You must ensure that many distinguished ladies are highly empowered.
- Solomon: Whenever we have conferences, workshops, CIPs etc. we need to put more emphasis on gender in the agenda so it's a gender-sensitive agenda and so that gender champs get a chance to do their work.
- Julie: I'm curious: is it only the responsibility of the gender champs to do all the activities?
- Adebambo: No, but if they want to be contracted, not consulted, they need to manage their own work, their students etc. They have to put gender in this agenda.
- Alessandra: What is it that we can do to have a gender-balanced facilitation in the countries. The exchange of ideas was really useful and one idea was to have a team to exchange ideas about this. There can be a lot of communication about what works well, at program level. The role of the gender unit at ILRI is also to ensure that this communication works in all countries. Perhaps make the gender champions and national leaders join that conversation.
- Rehema: I agree with all the points. But gender champs have been recognized as gender champs and they're contracted against a contracting agenda. They need, in addition to recognition, to be compensated for their work.
- Adebambo: We will recognize you officially and give you a contract agreement and you'll have to deliver even beyond expectations. Women's empowerment is very important to us in this project.
- Alabi: The word 'women's empowerment' isn't that a threat to men?
- Rehema: We need to think how we're going to craft women's empowerment e.g. we have gotten to the point in TZ that we have 120 tribes and each has a different sense of cultural and social practices. For women's empowerment to be clearly understood, each cultural setting has to have an understanding of the gender dynamics and inequalities that happen in their settings. We have different religions and different political contexts etc. If we enable men and women to look at socio-cultural circumstances and get them to understand the benefits of ending inequalities we won't antagonize anybody.
- Alabi: you mention gender inequalities, the roles of men and women etc. In the African context you can't expect a man to cook for the family. If you tell a woman she can stay out of the kitchen how will she react?
- Alessandra: It's great that empowerment is a vague concept because you can define it locally so it's specific. ACGG has the potential to define what empowerment means for each country. Maybe we can come up with something new.
- Said: I see that less empowered and privileged (mostly women)... Education is key. We might be bringing issues of empowerment through ACGG but if we don't address issues of literacy etc. we won't make a huge difference.
- Olenika: Education is key but has formal and informal dimensions. Informal education is central to gender equality and it's what this project is about. Empowering women about marketing, processing etc. is education in itself and we need to empower it. I want to say that women's empowerment has country-specific definitions and it's the duty of gender champs to create a gender-enabling environment where men and women can work together and focus on women's empowerment.
Planning session
- Comment (AA2): Train trainers / enumerators on tool use, reporting and analysis (not just train enumerators).
- Comment (AA2): We should be on the same page in terms of analysis - if we are using different tools, global comparison will be difficult.
- Comment (AA3): We are talking about gender consulted gender champs but they are not empowered enough, rather they are volunteers. We will have one full-time gender person at global level and the gender focal persons will be compensated and I need to discuss with the country PIs and get them on board with this team. And that will be decided on a country by country basis.
- Comment (AA3): For the FGD, can we have the gender scientist with the gender champs and the money needs to come from both sources? Payment to champs will be negotiated based on the level of effort.
- Comment (AA3): we need to have letters as gender champs and the format needs to be the same for all three countries.
- Tanzania feedback: If women and women have different trait preferences are we going to address that 50-50%
And what excites me is the inclusion of PICO in the Tanzania CIPs. What excites us women is that we'll be working with the enumerators to get gender-sensitized and they can do that for their communities by using the CIP forum and the M&E tool. As the TZ team we can establish a point for women's empowerment and monitor and document in a book in kiswahili that will remain after the intervention is over.
- Nigeria feedback: When the household decides the traits that they want. Men prefer fast growth and women eggs. I can see some quarreling and some genetic opportunities for these dual purpose chickens.
I am personally excited by Olannike's feedback and she mentioned she was consulted but henceforth she'll be formally contracted. She will be part of the country team.
- Ethiopia feedback: I am also excited at the formalization and we hope to have a gender champion soon so we can bring him/her on board quickly.
- Comment: We're trying to adapt ODK and adding some qualitative tools. My concern is that the implementation will be at country level - and with ODK training etc. Can't we just have straight indicators to measure gender changes? Before we collect our data by Q1 2018, some of our birds will be exiting so if we take too long we will lose our opportunity. How can we do it on time using a simple form? And deploy these tools at CIP level? For ODK we can create a layer of sex differentiation to match whatever we have and use CIP level interactions. Things might not move fast enough.
We discussed with the ODK team about the disaggregation which is very simple and the other tool (a form) is 6-8 questions max so it's quite simple. Everything else will be done through qualitative M&E. The new form will see its data collected at one of 4 times (6 weeks, 20 weeks, 50 weeks, 70 weeks). So we'll collect data at least once and for some twice. The ODK change will be fast but the enumerator training took months the first time around. So are we saying that the new tool will be used for the next round of birds? It's a very important question. * Tadelle: I hear you, but we don't need additional training on ODK. We just need to inform enumerators that new and simple information is added to the form. Who answers that question is the question. The next table is about questions and we need to inform them about the frequency. On the contracting of gender champions we'll need ToR. And that is available, will be shared with Alessandra.
- Q: What will be the involvement of enumerators after birds have exited? How do we engage them most effectively? Should they become gender CIP experts?
- A: We wanted to train enumerators and maintain them by engaging with the country teams and the BMGF. We need to keep them in the loop.
Session ?? on Monitoring and Evaluation
The handout shows program level indicators. These indicators will be further recalibrated etc. You will not have to monitor 12 indicators but should select a few that piggyback your data collection easily.
- Q: In program level indicators it's all based in %, but we need to have denominators (e.g. out of which group % is extracted)? How to calculate the %?
- A: Set up monitoring groups that will meet time and again and talk.
What about the women who are empowered beyond the group of ACGG women? Who is the target group? What is the denominator?
- Q: What would be our ideal target?
- A: 100% (ideally) - and it's about seeing if there is any change. The % of representation of women in NIPs is already in the results tracker. We want you to consolidate this and integrate this in a helpful way with ongoing monitoring / reporting.
For some indicators we have baseline (e.g. participation in the meeting). Now we can use that as a baseline and seeing if we are increasing the participation, by how much etc. The baselines we collected can help us. How will the gender goals inform your purpose? The indicators are meant to help you track the change, they're not the goal. They are there to help you achieve your objectives. There are lots of moments to collect data etc. We need to be very smart to use these tools to not overburden enumerators and SNCs etc. so you can leverage the tool. It has to be clear who collects what data. Who's collecting it, who's analyzing it, packaging it for the next stage etc.? Be efficient and think about the amount of effort required. And we now have the formalization of gender champions and the formation of a gender task force to streamline consolidation, to maximize your ability to reach your goals. We have to realign that process but with that vision we have a pathway of how to get there. Have a clear distinction between global level support (Alessandra) and mechanisms for resourcing. Those will be much clearer and transparent. Think about these moments when you come together e.g. PMT, country team meetings, CIPs, NIPs,
- Q: Yesterday at the onset I was thinking we started with TI and during the presentation by the global team, I don't know how much KIT support do we get going forward. Is that captured in the gender strategy? Are you going to continue this backstopping, tweaking etc.? To what extent will you be involved?
- A: In spirit and mind there's no doubt 100% there. We feel we've co-created that work with you and that's why Alessandra is here to support. We'll have a discussion with Tadelle about this later.
TD: We will have a strong implementation team. The involvement of KIT is open for discussion. The degree of involvement is not sure but they will surely be involved to some extent. That negotiation needs to be led by Alessandra as our gender focal person. Julie: All the ideas presented here are your ideas, they all come from what you said in the country visits. We have gender champions in countries now so things are going to be much smoother, but at the end of the day the change will only happen with you as a starting point. If you believe that these goals are important then it will happen.
Next steps
Julie and I have collected the implementation plans and we'll look across and see they fit together. We aim to send back a version with comments next week. You own the plans, they're working documents and not everything has been filled out. We need to ensure that the plans are now consolidated and recalibrated to fit together. A few more issues came up today in the conversation with Alessandra and that will be included. That's our first commitment by the end of next week. We'll email you and possibly ask for feedback or support. We are going to develop the real strategy document and hope that we can do that by 9 October. We'll send that to all of you for comments, we'll include your comments, finalize the doc and should arrive at the final strategy by late October/early November, including implementation plans. Once we have the final document we'll publish it and make it official and we'll use it as reference material to implement activities in the plan. But it's not the document in itself but the year-long process of developing an approach that clarifies gender dynamics and how we need to unpack this etc. that matters. I hope that this understanding and commitment is the most important thing.
Tsehay closing the workshop.
Final words
To sense how the workshop went. What excites you about this workshop?
- Kumlachew: I was involved in the ACGG gender work and know about different experiences. I'm very excited.
- Alessandra: I was very excited about meeting you all in person. Really nice to see there is a lot of excitement and a lot of interesting things already going on and a lot of potential. I'm excited about the potential.
- Tadelle: I'm very happy. We mentioned gender in all parts of the proposal document and we were doing a bit here and there but now we have a roadmap that we need to start implementing. Secondly this evening I'll write an email to Jasmine and will tell her about this as I know she was very very keen on this work. She still asks about it.
- Olannike: I'm really excited to have come and shared experiences, to see the gender strategy come into a real tool. I'm happy for KIT, for ACGG and for all participants for the work well done. I pray that that work will be visible for smallholder women.
- Katrine: I'm excited to be in a room with all of you again. We've been working towards this in a journey. We had so much we wanted to share. I feel it's coming together. I'm really happy about the tweaks etc.
- Margaret: I managed to survive the cold and I'm most excited that we started with all the consultation. We unpacked the ToC and translated it into a concrete set of activities.
- Deji: I'm excited about this last piece of document about how we can measure. That's a process that is valuable and we'll continue discussing.
- Hassan: I'm excited about that document and about sharing ideas with you about gender. It's like I have increased my knowledge about gender. I used to hear gender half negatively and now at least I know that in dev't we need to help each other and for this we need to empower women so they can help us carry our luggage. We need to help each other to let the family grow and help us to the destination.
- Goromela: After the gender capacity assessment we went to village level etc. and we had a gender workshop in the country where we invited other people to share their gender experience and we tried to unpack these issues and the gender ToC. Initially all this wasn't really clear, we didn't know how we would achieve this and through your commitment, sharing etc. refining the report we are now catching up on gender knowledge and today we are getting the real picture of gender integration. Tadelle will take us to finalize the contracts of gender champs etc. and that is very valuable. Thank you everyone of us who have been sharing to this moment.
- Agnes: I'm happy that I've learned a lot about gender since I was involved in TZ. All in all I've learned a lot about ACGG.
- Julie: I'm excited about so many things that this is the chance to make this real and to translate it into action, it's so empowering. And to see all the work you did over the summer it's just incredible. Big round of applause and you should be proud. The next steps should be easy. Thanks again for helping us learn about chickens and eggs.
Tadelle's closing words We started this work a year ago, and you did a really fantastic job. For the team to contribute you created an excitement and to help the team get energized. You brought this team together and there's more excitement and energy now in the field of gender. This cross-cutting issue needs to come in all projects and I hope it will happen. The other thing is about developing a gender champions' job description and it's in the M&E sheet. We can tweak it. Thank you very much for identifying intervention points.
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NIP feedback
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