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CGIAR Consortium Board Twenty-Fourth Meeting CB24-07 Virtual, 29 March 2016 Page 1 of 1
CB24-07
5th CGIAR Consortium Gender and Diversity Performance Report
Purpose: This paper sets out for Consortium Board endorsement, the fifth 6-monthly report to the Fund Council on gender and diversity developments throughout the CGIAR system Decision:
The Consortium Board approved the fifth Consortium Gender and Diversity Performance Report for submission to the Fund Council at its fifteenth meeting.
Approved by the Consortium Board at its 24th Meeting, virtual, 29 March 2016
Fifth CGIAR Consortium Gender and
Diversity Performance Report
April 2016
CGIAR Consortium Page 2 of 17
Contents
Executive Summary .................................................................................................................... 2
1. Gender and Diversity in the Workplace ............................................................................. 3
2. Gender Mainstreaming in Research ................................................................................... 6
2.1 CGIAR System Level Mainstreaming of Gender in Research ................................... 6
2.2 CGIAR Gender and Agriculture Research Network .................................................. 8
2.3 Gender Research Action Plan .................................................................................. 9
2.4 Fund Council Monitoring Framework for Gender ................................................. 13
Executive Summary
CGIAR Gender and Diversity Monitoring Framework
This is the fifth 6-monthly report to the Fund Council on gender and diversity developments
throughout the CGIAR system. The basis for this report is the CGIAR Gender Monitoring
Framework that was designed in 2013 to inform the Fund Council on a structured, regular
basis about progress in addressing:
What CGIAR has done in its own work places to grow the proportion of women in
senior positions and women seeking out CGIAR as an employer of choice; and
Progress with gender mainstreaming achieved by CGIAR researchers in the CGIAR
Research Programs (CRPs) and the Centers, the Gender and Agriculture Research
Network, and by the Consortium Office’s Senior Gender Advisor.
Progress to report
This fifth report contains a number of developments that are particularly noteworthy.
All new CRP proposals include consideration of gender, an improvement on Phase 1
of the portfolio where attention to gender was inconsistent.
Most CRPs show a steady commitment in budgets to investment in gender research
largely matched by actual spend
There remains a gap between CRPs strong in gender research and others that are
underperforming, reflecting understaffing and difficulties in recruiting or retention of
gender specialists.
Fifth Consortium Gender and Diversity Performance Report April 2016
CGIAR Consortium Page 3 of 17
1. Gender and Diversity in the Workplace
The Diversity and Inclusion Strategy
Following the HR Community of Practice meeting in August 2016 in Washington DC the draft
Strategy document was submitted to the Consortium Board where it was approved on 8
October 2015. This approval was followed by the submission of the Strategy to the Fund
Council, where it is currently awaiting endorsement.
Field visit
During a recent visit of the Director of Human Resources and Talent Management to the three
CGIAR Centers in Latin America, meetings were held with the staff members responsible for
Gender and Diversity development in the work force. In most of the visited Centers a Gender
and Diversity Strategy was being developed, and it was agreed that progress on these
strategies would be shared with the Consortium Office.
Measuring progress
As part of the process of alignment of the monitoring of progress against the Diversity and
Inclusion Strategy an initiative was taken to have the so-called Staff Engagement Surveys
organized by one and the same external organization for all 15 centers. This initiative was
suggested by the Head of HR of one of the Centers and endorsed by virtually all other Center
HR leads with the only caveat that the cost would have to be reasonable and that each center
would be allowed to conduct its survey with its own timeframe and with largely its own set
of questions. The only questions that were agreed that would be the same for all centers
would be those that referred to the Diversity and Inclusion Strategy.
Diversity revisited
As part of the Benchmark Study for the Diversity and Inclusion Strategy, mentioned in the
Fourth Consortium Gender and Diversity Performance Report, a question was asked on
diversity in the composition of staff by nationality. At the meeting of the HR Community of
Practice it was decided that a distinction should be made between staff from economically
developing countries and staff from economically developed countries. This implied that this
particular question in the Benchmark Study had to be altered and asked again. The outcome
of this rephrased question is presented in tables A and B below.
Fifth Consortium Gender and Diversity Performance Report April 2016
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Table A. CGIAR Staff per 1 June 2015 divided by type of country of origin and gender
Staff category No of
countries Female
Females as % of
total staff
Male
Males as %
of total staff
Total % of total
staff from all countries
Staff Economically Developed Countries
23 512 44% 650 56% 1162 11%
Staff Economically Developing Countries
101 3114 32% 6582 68% 9696 89%
Total 124 3626 33% 7232 67% 10858 100%
Table A shows that the gender distribution among staff from economically developed
countries is significantly more equitable (44% female against 56% male) as the distribution
among staff from economically developing countries (32% female against 68% male). It is
noteworthy that there appear to be more female managers from economically developing
countries than female managers from economically developed countries (94 against 27).
However, proportionally there are fewer female managers in economically developing
countries than there are in economically developed countries (33% against 42%) (Table B,
following page).
Progress in these data will be shown over time, but since they have not been gathered in this
way before, no trend can yet be identified.
Fifth Consortium Gender and Diversity Performance Report April 2016
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Table B. Distribution of female (F) and male (M) CGIAR employees over management and science positions in economically developed and economically
developing countries ( 1 June 2015)
F M
A+B A+B
CRP Directors 3 9 12 25% 1 3 4 25% 4 12 16 25%
Senior Scientists 48 158 206 23% 42 180 222 19% 90 338 428 21%
Principal Scientists 27 68 95 28% 15 90 105 14% 42 158 200 21%
Managers 27 37 64 42% 94 189 283 33% 121 226 347 35%
Directors/Heads 47 75 122 39% 23 63 86 27% 70 138 208 34%
Directors General 2 9 11 18% 0 5 5 0% 2 14 16 13%
Deputy DG's 4 12 16 25% 2 7 9 22% 6 19 25 24%
Board Members 27 48 75 36% 35 50 85 41% 62 98 160 39%
Board Chairs 3 11 14 21% 2 0 2 100% 5 11 16 31%
Totals 188 427 615 31% 214 587 801 27% 402 1014 1416 28%
% F of
TotalTotal Total Total
Ec. Developed Countries [A] Ec. Developing Countries [B] Total by gender, and %F of [A]+[B]
Positions F M % F F M % F
Fifth Consortium Gender and Diversity Performance Report April 2016
CGIAR Consortium Page 6 of 17
2. Gender Mainstreaming in Research
Introduction
This six-monthly update on the implementation of CGIAR’s Consortium Level Gender Strategy
for the integration or “mainstreaming” of gender outputs and outcomes into CGIAR Research
Programs is divided into two sections to:
Summarize overall progress with mainstreaming of gender in research; and
Report specifically against the three indicators of the Fund Council’s Gender and
Monitoring Framework.
2.1 CGIAR System Level Mainstreaming of Gender in Research
CGIAR has set in place the framework for long-term commitment to delivering improvements
in inclusion and gender equity through its Programs. Implementation of the Consortium level
Gender Strategy is on target with respect to research. Gender has been thoroughly integrated
into CGIAR’s key policy documents, notably the 2016–2030 CGIAR Strategy and Results
Framework (‘SRF’) and lately, the online template and Guidance document for 2nd Call CRP
proposals.
The Consortium has ensured that all CRP proposals include a self-assessment of the extent to
which Program and flagship project priorities have been informed by gender research
evidence and issues, in the form of the “Gender Annex,” called for in The Fund Council’s
Monitoring Framework for Gender. The Framework specifies that: ‘All new CRP proposals
should include a 4-page Gender Annex, with 2 pages summarizing the gender analysis that
was done before research priorities and questions were set, and how that informed the
priority setting. The other 2 pages should summarize how gender will be operationalized in
the research agenda and how progress will be tracked and ultimately evaluated.’ All CRPs will
provide this Annex in proposals, together with a specific allocation for gender research
(gender budget). Compared with the Phase 1 CRP proposals, most of which had little or no
attention to gender, this is an improvement in the level of institutional commitment to gender
in research.
Support and technical advice towards the integration of gender-responsiveness into CGIAR’s
priority setting, implementation and evaluation is provided by the Consortium’s Senior
Advisor for Gender and Research. This advice included review of CRP annual Program of Work
and Budget for gender and CRP Annual Reports, advice on preparation of proposals and the
“Gender Annex” and regular consultation with the group of CRP Gender Research
Coordinators. Technical advice also involves identifying, in consultation with the CRPs,
strategic areas for cross-program collaboration on gender research and capacity development
which are then translated into knowledge-sharing and capacity development activities
facilitated through the Gender Research Action Plan. In the past six months, key opportunities
Fifth Consortium Gender and Diversity Performance Report April 2016
CGIAR Consortium Page 7 of 17
being addressed include improving the integration of gender research with plant and animal
breeding; improving the quality of sex-disaggregated data (SDD) collection; increasing the
engagement of economists in the CRPs in gender analysis and SDD; and piloting training for
non-specialists on applications of research on gender to planning and priority setting.
A crucial component of accountability for the integration of gender in research is the gender
budget which all CRPs are required to report in their annual Program of Work and Budget and
annual financial reports. Most CRP budgets in 2013 to 2016 show a steady commitment to
investment in gender research largely matched by actual spend (Figure 3), despite budget
cuts in 2014 and 2015. The extent to which gender budgets and reported spending translate
into resources for gender research is questioned by CRP gender research coordinators who
experienced uncertain and fluctuating availability of funds. In 2012 the Consortium Board
enunciated and applied a policy requiring W1/2 funding to be contingent on satisfactory
performance in allocation of resources and delivery of results. This incentivized close
attention by CRP leadership to earmarking resources for integration of gender in research.
However, the policy has not been applied recently, reflecting the erosion of the Consortium
Office’s role and authority in the system since 2014.
Performance monitoring
Performance in gender research is monitored through the Annual Reports that include two
performance indicators, self-assessed by the CRP as “approaching”, “meets” or “exceeds”
requirements. Supporting documentation for the self-assessment is requested. The first
indicator is on progress with setting gender equality targets via the collection and use of sex-
disaggregated data (SDD) and the second is on institutional architecture of gender
mainstreaming. To meet requirements on the indicator “gender equality targets in place” SDD
need to be collected and used in diagnosis as well as M&E. The indicator “Institutional
architecture for gender mainstreaming in place” requires gender research responsibilities to
be institutionalized, with a relevant capacity development plan and Monitoring & Evaluation
system in place. In 2013 Annual Reports most of the CRPs self-assessed as “approaching
requirements” on these indicators. Based on 2014 CRP Annual Reports (received April, 2015)
which for most CRPs covers the first year of implementation of the CRP Gender Strategy, a
majority of CRPs reporting on the indicators made progress to the level of “meets” or
“exceeds” the requirements on the indicators, (Fig. 1). The indicators reflect the persistent
gap between “strong” performers and underperformers (DC, GL, MAIZE, WHEAT) with four
CRPs not reporting. An important contributor to this gap (and most CRP budgets in 2013 to
2016 show a steady commitment to investment in gender research largely matched by actual
spend or no reporting) is understaffing and difficulty in recruiting or retaining gender
specialists.
Fifth Consortium Gender and Diversity Performance Report April 2016
CGIAR Consortium Page 8 of 17
The self-assessed performance in Annual Reports of 2014, shows that seven CRPs exceed
and/or meet requirements for both targets (CCAFS, GRiSP, FTA, WLE, DS, PIM, RTB), while
four CRPs meet or approach requirements for both targets (GL, WHEAT, MAIZE, and DC).
Reporting from others was requested but not provided (HT, AAS, LF, and A4NH).
2.2 CGIAR Gender and Agriculture Research Network
Membership
The CGIAR Gender and Agriculture Research Network has evolved as a community of practice
(CoP) that provides a channel for collective input from gender researchers into key CGIAR
policy documents, thus helping to ground in their experience, the long-term framework set in
place for future CGIAR commitment to delivering concrete benefits for poor rural women.
The Network is organized around a core group of 15 CRP Gender Research Coordinators
appointed by the CRP Directors and a wider group of approximately 150 CGIAR scientists and
staff who join voluntarily, either because they have responsibilities for gender in research, or
are interested in gender. A good practice advocated by the Network is that CRPs are also
forming internal gender research networks to promote communication and coordination.
0 1 2 3 4 5 6
no respons
Approaches requirements
Meets requirements
Exceeds requirements
Number of CRPs
Figure 1: 2014-5 Gender mainstreaming in research:self-assessment of performance indicators
Institutional architecture forgender mainstreaming
Gender equality targets
106
136159
0
50
100
150
200
March 2015 September 2015 March 2016
Figure 2: Number of members in Gender Network March 2015 - March 2016
Fifth Consortium Gender and Diversity Performance Report April 2016
CGIAR Consortium Page 9 of 17
The Network membership has increased last 6 months (Fig. 2) reflecting its increased visibility
and outreach through the electronic platform. Members come from all CRPs, Centers and
regions. A majority are women, reflecting the gender imbalance in this field of enquiry.
Disciplines by training are dominantly but not exclusively social science (see table 1).
Table 1: Gender Network Members’ Discipline or Field of Highest Degree
Discipline by training number % Discipline by training number %
Gender studies 8 5% Geography 11 7 %
Sociology 14 9% Other social science 9 6 %
Economics 33 21% non social scientist 10 6 %
Anthropology 12 8 % Information pending 62 39%
Total number of members 159, discipline of training self-reported (March, 2016)
2.3 Gender Research Action Plan
The Gender Research Action Plan was resourced by the Fund Council to address the need to
speed up development of capacity in gender analysis for agriculture in the CRPs. Its chief
objective is to form a critical mass of social research capacity that matches the level of
ambition of the CRP gender strategies, especially in CRPs that currently lack critical mass. This
objective is addressed with Gender Research Action Plan funds administered by the
Consortium Office for postdoctoral Fellowships, and University partnerships to strengthen
gender research competencies and capacity development to intensify knowledge-sharing and
good practice exchange via the Network. Although approved at FC11, the funds were only
released in March 2015. This delayed implementation, but actions were planned in advance
and implementation is now fully on track.
Postdoctoral Fellowships
The Gender Action Plan provides for two cadres (2015, 2016) of Gender Postdoctoral
Fellowships (PDF). A first Call for Gender Postdoctoral fellowships was issued to CRP Gender
Research Coordinators and eleven proposals were received and externally evaluated. Eight
proposals met the required standards, of which an important element is that two or more
CRPs are teamed up, one of which must have strong capacity in gender research and one
other is relatively weak in capacity. All postdocs in first Call have now been recruited and a
first year evaluation will be carried out in April-May 2016.
A second call for PDF awards was launched in the second half of 2015. Nine proposals met
the criteria set up after being evaluated by external gender and technical experts, and Letters
of Agreements have been sent out to respective Centers. Whereas the first round of PDF
awards focused on capturing cross-program research efficiencies in gender, the second call
focuses on integration of gender in technical areas with a special emphasis on plant and
animal breeding. Eight out of nine of the 2nd Call PDFs have a research project in the area of
Fifth Consortium Gender and Diversity Performance Report April 2016
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gender and breeding, identified as a highly strategic area of work, of which the Network
putting extra emphasis on during 2016 (see below for more info). The 2016 cadre of postdocs
and the Network’s activities are intended to have synergetic effects on each other.
Advanced Research Support to Gender Post-doctoral Fellows
To strengthen research quality of Postdoctoral fellows and their immediate supervisor or
senior co-researcher in gender, a Request for Proposals was launched in 2015 to Universities
with an established track record in gender and agriculture, for training in advanced research
methods, coaching and mentoring. Pennsylvania State University was awarded this first
capacity development award, and a three week summer course in advanced research
methods will be held in June 2016 for up to 15 participants, through a competitive application
process.
In parallel with the second round of PDF awards a second Request for Proposals for University
partnerships has been prepared, this time targeting Universities with specific expertise and
capacity to support PDFs in the area of gender and breeding.
Knowledge–sharing for gender mainstreaming
The Network convenes the group of 15 Gender Research Coordinators for a virtual meeting
on a monthly basis to discuss issues of common interest with each other and the Senior
Advisor for Gender Research. In the past six months, the agenda has included discussion of
the proposed "Gender Platform", preparation of gender sections in the CRP second phase Full
Proposals, implications of ISPC reviews of pre-proposals, capacity development, integrating
gender in breeding programs, how to engage more proactively with economists in the system
and assessment of how much gender research is used to formulate the research questions
and priorities of the CRP proposals.
Knowledge sharing on gender-related sub-Intermediate Development Outcomes (IDOs) in
CGIAR’s Strategy and Results Framework (SRF)
Measuring and monitoring progress against the gender-related sub-IDOs is a cross-cutting
issue for all the CRPs. A portion of this work has to be done at the project-level as a monitoring
activity to provide feedback to research. After developing a theory of change for the gender-
related sub-IDOs, the Network decided to commission a literature review on indicators of
innovation-related gender gaps in agriculture to provide gender researchers with a synthesis
of current knowledge in support of knowledge sharing around this monitoring research. A
working paper version of the review was completed in January 2016 and findings are to be
shared in the Network’s webinar series. The paper proposes a ‘dashboard’ of indicators that
can provide feedback in the short and medium term to ensure that program managers are
alerted if gender gaps seem to worsen, intended to make it easy for program managers to re-
Fifth Consortium Gender and Diversity Performance Report April 2016
CGIAR Consortium Page 11 of 17
evaluate the design and implementation of interventions that are in progress and have time
to self–correct before final impacts can be measured or even achieved.
Gender and Nutrition
Gender and Nutrition is a cross-cutting issue that is being addressed by A4NH through its
interactive web-based Gender-Nutrition Idea Exchange GNIE. Advice on sex-disaggregated
data collection and analysis is disseminated through GNIE, and the Network plays a
complementary role in supporting interactive learning on this topic, through the electronic
platform.
Gender and Breeding Working Group
A cross-program Gender and Breeding Working Group was formed in the fall of 2015 to
identify practical approaches to improve the extent to which breeding projects take relevant
gender considerations into account. The premise for this work is that high throughput
genotyping and genomic selection are likely to improve the precision and speed of selection
and these promise to improve capacity of CGIAR breeding to take strategic gender-
differentiated traits into account. In all its target areas, CGIAR Research Programs are ramping
up their collection of sex-disaggregated data and this can improve exponentially the capacity
to characterize farmer preferences and prioritize traits of social and economic importance.
These developments offer new opportunities to address contrasting preferences of men and
women producers for different traits in plants and animals and so promote more inclusive
and equitable adoption. The working group designed a CGIAR-wide survey to profile ongoing
work on gender-differentiated trait preferences and will hold a workshop in October 2016, to
identify promising approaches from the analysis of successful cases of gender-responsive
breeding.
Gender and Economics - improving sex disaggregated data collection and analysis
The Gender Network promotes cross-program initiatives and facilitates the work of
communities of practice to develop cross-program collaboration. To facilitate knowledge-
sharing for improving CGIAR sex disaggregated data collection and use, the Gender Network
has prepared and will offer a workshop for economists and quantitative social scientists in
CGIAR who are not specialists in gender and whose economic research is not commonly
focused on gender. The incorporation of gender analysis in economics research (e.g.
adoption studies, value chain analysis) is essential for grounding and orienting the research
of CGIAR technical research programs (CRPs) to become more gender relevant and
responsive. The workshop will provide the knowledge of research design, data collection and
analysis needed to incorporate gender. The workshop will be presented by three senior
economist experts in the field and the target audience is economists and quantitative social
scientists in CGIAR who are not specialists in gender. Webinars and on-line modules are under
development on this subject matter to make such training widely available.
Fifth Consortium Gender and Diversity Performance Report April 2016
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Global, comparative study of gender norms and agency
The Network continued support to the cross-program global study on norms and agency,
(GENNOVATE) through training, expert consultancies and workshops for methodology
enhancement, and through communications and knowledge-sharing. Researchers in the
global study are using a standardized method to conduct case studies, in 125 rural
communities in 26 countries to date, to understand how gender norms encourage or hold
back agricultural innovation.
Leadership training to support gender mainstreaming
There is a broad need for training for non-specialists in gender to increase the capacity of
CRPs to make effective use of gender analysis as identified by a system-wide Gender Needs
Assessment Study, completed in mid-2015, which produced several recommendations for
capacity development. The Network does not provide basic training in gender analysis for
non-specialists since there are numerous suppliers of this outside CGIAR. However, a key area
for developing leadership competency and organizational change is in planning research that
explicitly incorporates gender dimensions in the early stages of technology design, still
relatively rare in CRPs. To address this, the Network has advanced design and subject matter
development for an advanced gender course in consultation with AWARD’s, Cornell and
Makerere Universities’ GREAT gender training project.
Electronic Platform
An important objective of the E-Platform is to raise visibility of gender research in CGIAR and
make information about it easily accessible. With an average of 3500 page views per month
of the new CGIAR gender website, since the launch in September 2015, the website has
become an important hub for gender research and the way the Network reaches out to its
members and beyond. Visitors have been attracted through an increased stream of
communication, and attention has been raised through campaigns, news articles and blogs as
well as through social media. The CGIAR gender newsletter reached in March 2016 over 230
subscribers, receiving our weekly agriculture and gender round-up. Analytics of website
traffic, user behavior and campaign outreach has also been made available for review on the
website.
Fifth Consortium Gender and Diversity Performance Report April 2016
CGIAR Consortium Page 13 of 17
Cross-program synthesis of gender research: “Change in the Making”
Visibility also increased in 2015 with production of Change in the Making, a CGIAR Gender
Progress report to be published in a series with special focus on the Gender sub-IDOs. Since
published, more than 1000 readers have consulted this publication; through views on the
gender website, downloads on CGSpace, or through disseminated hard copies. Change in the
Making provides a unique synthesis of CGIAR gender research findings, drawn from all CRPs
with relevant results, linked to system level outcomes and intermediate development
outcomes. For a second issue, Change in the Making will be a synthesis of research findings
and progress related to the sub-IDO on increased capacity for decision-making
Webinar Series
The Network is promoting knowledge exchange through a Webinar series that enables
researchers to share work in progress. This is enabling CGIAR gender researchers to reach out
and expose their work to a wide audience including National programs.
2.4 Fund Council Monitoring Framework for Gender
To monitor the integration of gender into research priority setting and implementation the
Fund Council has provided a Gender Monitoring Framework to the Consortium for the regular
reporting of key aspects of gender in both research and staffing, for discussion at Fund Council
meetings. The aspects relevant to gender research are: i) Budgetary indicators, ii) Data
indicators, and iii) gender in new CRPs.
Current Budgetary Indicators for Gender Research
To deliver on the SRF, the CGIAR system needs to invest accordingly in gender research. The
CRPs are advised on gender research planning and budgeting by the gender adviser and the
portfolio-level gender budget is monitored regularly by the Consortium Office.
Figure 3 below shows the rising trend in the proportion of total budget allocated to gender at
the portfolio level over 2013-2016. With respect to actual expenditure shown in Figure 2, In
2013, the first year of implementation for most of the CRP Gender Strategies, this was slightly
below planned budget, and overall the level of resources was relatively low – 3 percent
compared to the guideline level of 8 percent aspired to in the CRP Gender Strategies. In 2014,
actual expenditure was below planned budget. According to Consortium Finance, this
situation is not unique to gender research. Certainly, for gender researchers it causes
considerable difficulty in implementing planned work.
Fifth Consortium Gender and Diversity Performance Report April 2016
CGIAR Consortium Page 14 of 17
Note: Actual spending for 2015 and 2016 not yet available.
Figure 4 shows the same information disaggregated by CRP. This highlights the considerable
difference among CRPs in the proportion of budget allocated to gender, evident in 2016 (Fig
5). Some of this difference is attributable to different ways of classifying what goes into the
gender budget. At the portfolio level, a large proportion of budget that is labelled as gender
is not managed by gender specialists some of whom can experience difficulty in leveraging
funds not at their disposal into implementation of CRP Gender Strategies. However, the
Consortium has provided guidelines designed to streamline these classifications which are
gradually being adopted. Another part of the difference among CRPs certainly reflects
different levels of priority given to gender research compounded by the effect of funding
shortfalls.
0%
5%
10%
15%
20%
25%
30%
35%
40%
Figure 4: CRP budgets and actual spending on gender2013 - 2015
Budget 2013 Actual 2013 Budget 2014
Actual 2014 Budget 2015 Budget 2016
4%
13%14%
15%
3%
11%
0% 0%0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
20%
2013 2014 2015 2016
Figure 3: Percentage of CRP aggregated budgets and actual spending on gender2013 - 2016
Budget Actual
Fifth Consortium Gender and Diversity Performance Report April 2016
CGIAR Consortium Page 15 of 17
Overall, the planned gender budget proportion has been fairly steady from year to year within
CRPs (Fig 6) but some CRPs shown sharp, downward fluctuation (FTA, WLE). A fluctuating
gender budget in absolute terms is common in several CRPs; there is a decline in 2016 CRPs
(Fig 7). This situation does not support strong gender mainstreaming as it feeds into
understaffing and discontinuities that hamper learning and organizational change as well as
practical research.
0%
5%
10%
15%
20%
25%
30%
35%
DS HT AAS PIM Wheat Maize GRiSP RTB GL DC L&F A4NH WLE FTA CCAFS
Figure 6: Percentage of total CRP budgets allocated to Gender 2014 - 2016
2014 2015 2016
-
10 000 000,00
20 000 000,00
30 000 000,00
40 000 000,00
50 000 000,00
60 000 000,00
70 000 000,00
80 000 000,00
90 000 000,00
Figure 5: CRP total budget in relation to gender budget2016
Gender 2016 Total 2016
Fifth Consortium Gender and Diversity Performance Report April 2016
CGIAR Consortium Page 16 of 17
i) Data indicators for gender research
The Fund Council has asked the Consortium to monitor progress in the proportion of CGIAR
data sets, collected for diagnostic, mid-term or final evaluation, that correctly incorporate
collection of sex-disaggregated data (SDD). CGIAR does not at present have an inventory of
all its data sets that can be used as a basis for:
identifying the proportion of datasets that should include SDD; and
reporting what proportion of datasets that should include SDD actually do so and
comply with standards for SDD collection.
Once the Open Access Policy is fully implemented, it will be feasible to generate this statistic.
As a step towards providing this information, in 2015 the Gender Research Network built a
web-based Inventory of Gender Studies. The Inventory in March 2016 documents 247 studies
which is a steep increase form March 2015 (Fig. 8) in the 15 CRPs, and provides gender
researchers with a source to identify what SDD already exists, where it has been conducted
or is in progress and who to contact for further information.
-
5 000 000
10 000 000
15 000 000
20 000 000
25 000 000
30 000 000
Figure 7: CRP Gender budgets 2013 - 2016
2013 2014 2015 2016
Fifth Consortium Gender and Diversity Performance Report April 2016
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The Inventory includes an interactive mapping of the ongoing studies. The map links entries
with data management systems already used within the CGIAR system. The inventory is
designed to integrate gender datasets through Dataverse and gender publications through
CGSpace. This provides for integration with data inventories created within CRPs. With these
tools gender researchers within CGIAR are able to communicate better about ongoing
research and to share data and papers. The gender inventory also generates reports for
monitoring collection of SDD: based on the current Inventory, we can report that the data
sets meet the desired level of 100 percent inclusion of SDD.
New CRP Proposals Indicator
As specified in the Fund Council Gender Monitoring Framework, all new CRP proposals should
include a 4-page annex, with 2 pages summarizing the gender analysis that was done before
research priorities and questions were set, and how that informed the priority setting. The
other 2 pages should summarize how gender will be operationalized in the research agenda,
and how progress will be tracked and ultimately evaluated.
104
133
247
0
50
100
150
200
250
300
March 2015 September 2015 March 2016
Figure 8: Number of gender studies with 100% sex-disaggregated data in Gender Network Inventory: March 2015 - March 2016