GUIDE ON GENDER MAINSTREAMING

GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS

© L

ogan

Aba

ssi (

UN

)

GUIDE ON GENDER MAINSTREAMING

ENVIRONMENTAL MANAGEMENT PROJECTS

Vienna, 2015

AcknowledgementsThis Guide on Gender Mainstreaming UNIDO’s environmental management portfolio has been prepared by the Gender Mainstreaming Steering Committee (GMSC), under the overall guidance of Nilgün Taş, Chair of the GMSC, and Hedda Öhlberger-Femundsenden, Gender O"cer, and in close cooperation with the Environmental Management Branch (EMB). The Guide is part of an organization-wide initiative to mainstream gender into all of UNIDO’s technical cooperation projects and programmes. Karen Cadondon, Bettina Heller and Hannah Strohmeier are the main authors of the document.

The GMSC would like to express its sincere gratitude to Heinz Leuenberger, Director of the EMB, for his enthusiasm and support in preparing this Guide. The GMSC would also like to acknowl-edge the contribution of the Unit Chiefs, project managers, con-sultants and project assistants for their inputs and invaluable suggestions. Special thanks are due to Claudia Linke-Heep for her substantive input and advice. Additionally, the GMSC would like to thank Eliana Gutierrez-Amo, Andrea Kaindl, Christophe Marianne, Theresa Tomaschitz and Anne-Sophie Veyrier for their contributions to this document.

This document has been prepared without formal United Nations editing. The opinions, designations and material presentations do not imply the expression of any opinion whatsoever on the part of UNIDO concerning the legal status of any country, territory, city or area or of its authorities, or concerning the delimitation of frontiers or boundaries.

All photos © UNIDO, unless otherwise stated.

Publishing production: English, Publishing and Library Section, United Nations O"ce at Vienna.

CONTENTS

INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

Why this Guide? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

Who is this Guide for? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

How to use this Guide . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

1. INCLUSIVE AND SUSTAINABLE INDUSTRIAL DEVELOPMENT (ISID), GENDER EQUALITY AND GENDER MAINSTREAMING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

What is gender equality? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

What is gender mainstreaming? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

2. GENDER MAINSTREAMING IN ENVIRONMENTAL MANAGEMENT INTERVENTIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Gender and the Green Industry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Gender in the resource e!cient and cleaner production programme . . . . . . . . . . . . . . . . . 8

Gender and multilateral conventions on chemicals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Gender and water management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Gender and green industry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Innovative directions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Partnerships and collaboration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

3. GENDER MAINSTREAMING THE PROJECT CYCLE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

4. GENDER MAINSTREAMING IN PROJECT FORMULATION . . . . . . . . . . . . . . . . . . . . . . . . . 25

Gender categorization . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

Gender analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

Collection of information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

Analysis of information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Integration of "ndings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Mapping of potential partners and stakeholders . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

Formulation of gender outcomes, outputs and indicators . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

Monitoring and evaluation plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

Risk assessment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44

Gender-responsive budgeting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44

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5. GENDER MAINSTREAMING IN PROJECT IMPLEMENTATION . . . . . . . . . . . . . . . . . . . . . . 47

Selection of the implementation team . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47

Working with stakeholders . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47

Working with institutions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

6. GENDER MAINSTREAMING IN PROJECT MONITORING AND EVALUATION . . . . . . . 49

Monitoring gender results . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49

Evaluating gender results . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

Communicating gender results . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

ANNEXES

I. Terms of reference for gender expert for project formulation . . . . . . . . . . . . . . . . . . . . . . . 52

II. Terms of reference for gender expert for project implementation . . . . . . . . . . . . . . . . . . . 55

III. Gender analysis at the regional/country level . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58

IV. Gender analysis at the sectoral level . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60

V. Model gender charter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61

VI. Ethical code of conduct . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63

VII. Gender-responsive trainings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

VIII. UNIDO Evaluation Group guide for integrating gender into evaluations of . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66UNIDO projects and programmes .

. Gender lossary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69

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GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 1

INTRODUCTION

Why this Guide?Gender equality is a goal in its own right, but it is also vital to the achievement of other development goals, such as pov-erty reduction and environmental sustainability. To ensure that women and men can equally access, participate, and bene#t from development projects, and that gender inequalities in activities and outcomes are reduced or elimi-nated, gender di$erences need to be considered during the entire project cycle—from design and implementation to monitoring and evaluation. While UN Women has a speci#c mandate to work on empowering women, all United Nations agencies have a responsibility to work with a gender per-spective and to understand how and where gender issues are relevant to ful#lling their mandate.

By systematically mainstreaming gender into its envi-ronmental management interventions, UNIDO can ensure equal opportunities for women and men, thus furthering its inclusive and sustainable industrial development (ISID) agenda and contributing to the achievement of the Millennium Development Goals (MDGs) and the post-2015 development framework. The aim of this Guide is to “demystify” gender mainstreaming and to provide practical guidance on how to systematically address gender inequalities speci#c to UNIDO’s environmental manage-ment interventions.

Who is this Guide for?The Guide is intended to help UNIDO’s sta$ involved in envi-ronmental management interventions to apply a gender perspective to their work and, more speci#cally, to main-stream gender throughout the project cycle. The Guide can also be useful for national and local counter-parts, agencies, international and private-sector partners, and individual experts who work closely with the UNIDO on environmental management.

How to use this GuideThe Guide is divided into six chapters and is meant to be read in its entirety; the #rst two chapters provide a general back-ground of gender concepts and the gender dimensions of environmental management projects, followed in the next four chapters by a step-by-step roadmap of gender main-streaming in the di$erent stages of the project cycle. Due to the scope and diversity of UNIDO’s environmental manage-ment portfolio, the relevance and application of this Guide may vary. Therefore, the Guide must be taken as indicative and applied where appropriate. Ideally, this Guide will help the for-mulation of projects from the outset, however, projects that have already begun and are under implementation can also bene#t from the Guide through the adjustment of ongoing and future activities to make them more gender-responsive.


1. INCLUSIVE AND SUSTAINABLE INDUSTRIAL DEVELOPMENT

(ISID), GENDER EQUALITY AND GENDER MAINSTREAMING

What is gender equality?Gender equality means creating equal opportunities for women and men, by allowing them to contribute on an even footing economically, politically, socially and culturally. It means that no one will be prevented from reaching their full potential because of their gender and puts equal value on the varying roles played by women and men in society.

The concept of gender equality has been enshrined as a human right in a number of declarations and conventions, including the Rio+20 outcome document ‘The Future We Want,’1 the Beijing Declaration and the Platform for Action and the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), which o$ers a comprehensive description of this right.

“Gender equality refers to the equal rights, responsibilities and

opportunities of women and men and girls and boys. Equality

does not mean that women and men will become the same but

that women’s and men’s rights, responsibilities and opportuni-

ties will not depend on whether they are born male or female.

Gender equality implies that the interests, needs and priorities of

both women and men are taken into consideration, recognizing

the diversity of di!erent groups of women and men.” 2

Gender equality is an important human right in itself, but is also widely acknowledged as a prerequisite for sustainable development in its three dimensions—economic, social and environmental. Given women’s central role in manufac-turing, entrepreneurship, resource management and energy production, policies to empower women go hand-in-hand with e$orts to foster inclusive and sustainable industrial

1 General Assembly resolution 66/288 adopted by the United Nations General Assembly in the context of the United Nations Conference on Sustainable Development in 2012 (Rio+20).2 http://www.un.org/womenwatch/osagi/conceptsande#nitions.htm

development. The achievement of gender equality and the empowerment of women and girls are essential for economic development and the eradication of poverty and hunger, as well as for peace and security. The Millennium Development Goals included a gender equality goal with targets on educa-tion, wage-employment in the non-agricultural sector and political representation, although with the exception of pri-mary education, progress has been slow. The post-2015 goals are expected to continue recognizing gender equality as an important goal in its own right and also incorporate it as a cross-cutting priority in all dimensions of the sustainable development framework.

Progress to raise the level of gender equality has been made in recent decades but women are still much less likely to have access to, or control over, productive and natural resources. They have less access to modern technologies or #nancial ser-vices and receive poorer education, training and technical advice. They are also more likely to su$er violence and exploita-tion, and receive lower pay for their work. Until these inequali-ties are eliminated, women, who make up the bulk of the world’s poor, will continue to su$er disproportionately from poverty and be more likely to endure limited economic and social opportunities.

The achievement of gender equality and the realization of the human rights of women and girls, including in indus-trial development, require gender-responsive institutions, strong governance and robust accountability systems, as well as the full, equal and e$ective participation of women at all levels of decision-making. Gender-sensitive policies and measures that foster transformations in gender relations by addressing both the underlying and root causes of gender inequality are also critical.

It is important to note that men are also subject to restrictive gender stereotypes about what they are supposed to do and how they are supposed to behave which can limit their per-sonal and professional life choices. To achieve real gender

4 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS

equality, the whole of the population must support equal rights and opportunities for women and men and it is critical to also engage, involve and motivate men to be part of the solution.

What is gender mainstreaming?Gender mainstreaming is not just about adding women. It involves looking at the experience and interests of women and men in the development process, and re-imagining these realities in such a way that challenge existing social structures and place women and men on an even footing.

Gender mainstreaming is also not the same as gender balance or gender parity. Gender mainstreaming goes beyond counting the number of women and men in a room. Rather, gender mainstreaming addresses the gender inequalities that are at the core of project, policy or process, leading to more gender-responsive actions.

Gender mainstreaming is not just about adding stock catchphrases—“special attention will be given to women” or “gender equality activities will be considered”—to policies, programmes or projects. Gender mainstreaming requires a contextual analysis of the needs, priorities, roles and experi-ences of women and men as well as the integration of spe-ci#c actions to address any gender-based inequalities that may have emerged from this analysis.3

3 Gender mainstreaming in the work of UNODC. Available at: http://www.un.org/womenwatch/directory/docs/UNODC-GuidanceNote-GenderMainstreaming.pdf

Gender mainstreaming is a strategy that was formally included in the Beijing Platform for Action in 1995 and is most often de#ned by the 1997 United Nations Economic and Social Council (ECOSOC) interpretation of the term:

“Mainstreaming a gender perspective is the process of assessing

the implications for women and men of any planned action,

including legislation, policies or programmes, in any area and at

all levels. It is a strategy for making women’s as well as men’s

concerns and experiences an integral dimension in the design,

implementation, monitoring and evaluation of policies and pro-

grammes in all political, economic and societal spheres so that

women and men bene"t equally and inequality is not perpetu-

ated. The ultimate goal is to achieve gender equality.”4

Given the existing gender gaps in employment, wages, access to productive resources and energy and more, gen-der mainstreaming should be complemented with addi-tional targeted actions that promote the empowerment of women, for example, women-targeted interventions. As per the Beijing Declaration and Platform for Action, a dual approach that combines gender mainstreaming with spe-ci#c a"rmative measures is essential to the achievement of gender equality.

4 ECOSOC 1997/2.


2. GENDER MAINSTREAMING IN ENVIRONMENTAL

MANAGEMENT INTERVENTIONS

UNIDO provides environmental management technical assistance to countries to promote the growth of green industry in developing countries and countries with econo-mies in transition by improving the environmental perfor-mance of industry and supporting the creation of industries delivering environmental goods and services. It also pro-motes investment, training and entrepreneurship. Gender mainstreaming is crucial to making sure that environmental management projects take account of the di$ering needs, roles and expectations of both women and men in sustain-able industrial development. Projects that do not include a strong gender assessment risk reinforcing existing gender-based discrimination, which has clear negative impacts on the environment as well as on social and eco-nomic development.

While the degree of gender dimensions may di$er from one environmental management project to another, when a project is dealing with people, it is not gender-neutral. A gender-neutral project assumes women and men have the same needs, priorities, opportunities and expectations. Gender-neutral approaches often run the risk of reinforcing existing gender-based discrimination or responding to male priorities, especially in societies where the power and decision-making is predominately done by men.

In this light, gender mainstreaming is essential to making sure that environmental management projects take into account the di$ering needs, roles and expectations of both women and men in sustainable industrial development. Environmental management projects that are sensitive to gender di$erences consider speci#c questions in the choice of interventions such as:

Are women’s and men’s experiences taken into account in the sustainable use and management of natural resources to facilitate the achievement of maximum development results?

Is it recognized that hazards such as toxic chemicals a$ect women and men di$erently, and are response strategies tailored to their distinct vulnerabilities and needs?Are women’s and men’s speci#c needs and priorities, and also knowledge and skills, considered and utilized in the development and transfer of environmentally sound technologies (ESTs) in order to reach maximum uptake?Is explicit attention given to ensure that both women and men participate in and bene#t from capacity-building activities and training, and are they given the opportunity to meaningfully contribute in decision-making processes and take on leadership roles in sustainable industrial production?

Relative to men, women tend to have a smaller ecological footprint. Their production and consumption patterns are often more resource-e"cient, they are more likely to recycle, they have more knowledge about local ecosystems, and they make more sustainable decisions for their households and businesses. To date, men nevertheless occupy most green jobs and have more access to green technologies.

As the green economy continues to grow and clean energy investments increase, there will be more opportuni-ties for green jobs and newer environmentally sound tech-nologies. To increase the participation of women in the green economy and in science, technology, engineering and mathematics (STEM) #elds in general, there needs to be a more dedicated e$ort in mainstreaming gender into envi-ronmental policies and programmes as well as a targeted strategy to bring women into the fold.

Equal opportunities for women to participate in sustain-able industrial development and attain higher-level positions will also create the basis for a more equal society, which will generate new needs and encourage the development of new products. This means gender mainstreaming is much more


than a women’s issue; it is the basis for establishing a level of equality between women and men which can help stimulate economic growth, create higher-level jobs, support commu-nities, raise productivity and reduce poverty. Ultimately, main-streaming gender in environmental management projects would result in enhancing the overall e$ectiveness of UNIDO’s technical cooperation services and improve its contribution to the achievement of broader development goals.

Gender and the Green Industry Green industry can be de#ned as industrial production and development that does not come at the expense of the health of natural systems or lead to adverse human health outcomes and worsened inequality. Green industry is aimed at mainstreaming environmental, climate and social consid-erations into the operations of enterprises.5 The greening of existing and the creation of new green industries bear great potential and entry points to achieve more inclusive and sustainable industrial development. Women are important

5 UNIDO, “Gender Inequality and its E$ects on Industrial Development”, 2012. Available at: http://www.worldwewant2015.org/node/282863.

agents of change, and a more equal inclusion of both women and men could propel green industry and lead to better development outcomes.6

However, to date, the majority of industrial equipment and technology is developed by and for men, and is not always appropriate or accessible for women. There are lim-ited education and training opportunities for women, as well as scarce resources and support for women’s movements, networks, and entrepreneurship in green industry. Public and private expenditures towards the creation of gender- friendly work environments remain low, and provisions such as child-care, safe and reliable transportation, and 'exible working hours that allow women to combine the household care with income-generation are non-standard. Additionally, there tends to be a bias in labour policies that dictate gender di$erentials in earnings. Perhaps at the root of this is the fact that women are usually under-represented in decision- making and leadership positions, leaving them at the periph-ery of green industry policies and investments.

6 Stevens, Candice, “Gender in the Green Economy”. Available at: http://www.unrisd.org/news/stevens.


Given these realities, it is evident that, without concerted e$orts, these gender inequalities will continue to persist, rendering negative economic, environmental and social consequences.

Key measures at the global level to prevent this include the following:

1. Developing gender-responsive policies and green industry strategies that address women’s and men’s needs, as the overall policy framework of a country sig-ni#cantly in'uences if and in what way change can take place. Such policies should be based on, and request for more, sex-disaggregated baseline data and qualitative evidence to better understand women’s and men’s needs and priorities. This will also support monitoring and measuring progress over time. Further, policies and strategies should call for equal pay for women and men, family-friendly practices, such as child care provisions and 'exible working hours, and access to and support for women in STEM #elds, to mention only a few areas in which improvements are urgently needed.7

7 Stevens, Candice, “Gender in the Green Economy”. Available at: http://www.unrisd.org/news/stevens.

2. Raising awareness of women’s distinct knowledge and skills, supporting them in realising and sustaining their entrepreneurship, and advocating for greater gender parity in businesses as well as in decision-making forums at all levels. Independent of the limited access many women have to formal education, they have the right and speci#c potentials to contribute: among others, women give more emphasis to social and eco-logical issues than men, and are well-known for their better “eco-consciousness”.8 As research shows, they are more likely than men to buy products that are recy-clable or eco-labelled.9 Furthermore, women possess valuable leadership skills.10 For instance, a study among Fortune 500 companies showed that companies with the greatest representation of women in management positions delivered 34 per cent higher returns to

8 Stevens, Candice, “Gender in the Green Economy”. Available at: http://www.unrisd.org/news/stevens.9 Boston University, “Are Women the Key to Sustainable Development?”. Available at: http://www.bu.edu/pardee/#les/2010/04/UNsdkp003fsingle.pdf.10 Stevens, Candice, “Gender in the Green Economy”. Available at: http://www.unrisd.org/news/stevens.

CONTRIBUTING TO INFORMED POLICY- AND DECISION-MAKING: E-DISCUSSION ON WOMEN AND THE ENVIRONMENT

The SEED Initiative, UNEP, UNIDO and UN Women organized an e-discussion on “Women and the Environment” from 10 to 24 June 2014. The e-discussion aimed at mobilizing a net-work of women and men across the globe to highlight some of the current challenges and opportunities for women in environment and contribute to informed policy- and decision-making.

The e-discussion consisted of #ve separate discussion threads: (a) Women entrepreneurs and workers in green economies; (b) The impact of climate change, environmental degradation and natural disasters on women’s livelihoods; (c) Women in green industries: promoting clean technologies and eco- innovation for sustainable development; (d) Women farmers and food and nutrition security; and (e) Women’s roles in sus-tainable patterns of production and consumption.

The e-discussion was a great success: it attracted over 4,000 women and men from 166 countries, and 179 substantive

comments were delivered on the status of women and the environment. Participants shared good practices and innova-tive initiatives to advance women’s status and role in sustain-able development and the green economy, and showcased workable approaches to make environmental policies and programmes more responsive to women’s needs.

Relevant contributions to this discussion are now informing UN Women, civil society and intergovernmental preparatory work leading up to the Beijing+20 review in 2015. Indeed, such consultations are urgently needed: despite much prog-ress having been made, participants concluded that it is still a long way to go to achieve gender equality and empower women in the environmental sector.

Source: Knowledge Gateway for Women’s Economic Empowerment, “Women and Environment”. Available at: http://www.empowerwomen.org/circles/women-and-the- environment?topic=3b43ebe27e7443d5991da9d93d30fb30.


shareholders than some of their counterparts.11 Looking for champions and women role models is an e$ective means to this end.

3. Establishing tailor-made networks and platforms. Setting up speci#c gateways for women helps facilitate access to information, knowledge exchange and learning. Women can more easily consult with like-minded women through such networks and platforms, advise each other and provide support, including on #nance, working with clients, and the formulation and realization of new ideas. Networks also help existing businesses to become more stable and grow faster.

4. Preparing evidence-based online material and publica-tions. Processing available qualitative and quantitative data on gender and environment and preparing knowl-edge material, such as the “business case” on gender and environment, case studies, policy briefs, and fact sheets, is a very e$ective way to demonstrate the importance of

11 UN Women, “UN Women at a Glance”. Available at: http://www.unwomen.org/en/about-us/~/media/8D27D2FB09AB4AA38E8189 F9283E6539.ashx.

gender mainstreaming and the multiple bene#ts thereof to relevant stakeholders, including governments. Such publications also support the exchange of experiences and the identi#cation and sharing of good practices and lessons learned between actors.

Gender in the resource e"cient and cleaner production programmeResource e"ciency and cleaner production are two key aspects of Green Industry, which are interdependent: resource e"ciency requires cleaner production and vice versa. As a necessary condition for sustainable industrial development, using resources in an e"cient way has enor-mous social, environmental, and economic bene#ts. For instance, the global economic bene#ts from resource e"-ciency for energy, water, land and steel alone have been esti-mated at US$ 2.9 trillion annually by 2013.12

In general, men are often associated with production, while women are connected to consumption. However, women play a key role in both consumption and

12 UNIDO/van Berkel, Rene, “Resource E"cient Cleaner Production: from Global Necessity to Local Opportunity”, Presentation, April 2013. Source: steel study

SUPPORTING WOMEN ENTREPRENEURS: SEED GENDER EQUALITY AWARD

The SEED Award for Entrepreneurship in Sustainable Development is an annual awards scheme designed to iden-tify and support the most promising and innovative social and environmental start-up enterprises in countries with developing and emerging economies. Since its inception in 2005, the SEED Award has been given to some 100 entrepre-neurs in 41 countries. In 2011, the SEED Gender Equality Award was introduced. It awards promising social and envi-ronmental enterprises that are run or owned by one or more women, and prioritize gender equality and/or women’s empowerment as a core objective of their business.

The SEED initiative’s experience in working with social and environmental entrepreneurs has shown that, in many instances, such enterprises require additional access to knowl-edge, expertise and especially to networks, as much as #nan-cial support. In addition to a monetary prize, SEED therefore o$ers winners a range of business services, support and access

to networks, including high-level pro#ling, often with govern-ment o"cials, development institutions and businesses.

In 2013, the SEED Gender Equality Award was for the #rst time sponsored by UNIDO and UN Women, and supported by the international law #rm Hogan Lovells. The 2013 winners were two enterprises from Latin America: L.O.O.P. (Peru) and Provokame (Colombia). L.O.O.P. or Life Out Of Plastic is a 100 per cent women-owned organization that designs and sells green products, such as reusable bags and 'eece made from rPET #bre, a textile derived from plastic bottle recycling. Provokame produces innovative 100 per cent biodegradable plates, made from natural #bres and recycled paper, which are also implanted with seeds. The enterprise trains and employs local women living in rural areas in the plate production process.

Source: UNIDO, “SEED Gender Equality Award”. Available at: http://www.unido.org/en/what-we-do/cross-cutting-issues/ gender/seed-gender-equality-award.html.


WOMEN ROLE MODELS IN GREEN INDUSTRY: CHEN CHUNHONG’S SUCCESS STORY

Chen Chunhong, member of the Green Industry Platform Technical Expert Committee and managing director of Yiyuan Environmental Group, a company that produces and markets toilets whose patented technology can save up to 83 per cent of water compared with conventional models, shares her experiences as a green industry entrepreneur:

“The idea of building a business was not my original intention. I just wanted to promote the concept and products in support of my father. But it was a hard lesson to learn. What supported me throughout the hardest time was my hope that both the concept and the technology of water-saving can be promoted worldwide through products like ours, so that our Earth will become a better place.”

Chen was the #rst Chinese woman to win the Cartier Women’s Initiative Award for the Asia-Paci#c region and remembers the di$erence this made for her career:

“Before the Awards, people would look down on my small com-pany, a dot in the vast land of China. Afterwards, they showed much more respect. The Award inspired me to re-think my busi-ness and expand into other water-saving products. I could never have made it without the coaching, which was part of the prize.”

Recalling her early days in Shanghai, Chen admits that, com-pared with her male counterparts, it was more di"cult for her to start a business, but thinks that the current two to one ratio of men to women entrepreneurs will change:

“With women’s role in the economic sphere increasing, the female force in entrepreneurship can’t be ignored anymore.

I believe our society should work together to create a better environment for women’s entrepreneurship. To achieve this, women’s burden inside the family should be reduced. Men should be encouraged to share in-house responsibilities, such as caring for the elderly, children and housework, thus giving women more time and space to use their talents. Also, more women’s entrepreneurship funds should be established, so as to provide direct "nancial support. Finally, policies in favour of female entrepreneurship should be implemented. We should set up training institutes and hubs for female entrepreneurs to share their knowledge and experiences. Lastly, governments and organizations, like the United Nations, should work together with the media to create a generally more encouraging atmosphere for female entrepreneurship.”

Based on her experiences, Chen advises other women entre-preneurs to:

1. “Select projects good for the sustainable development of society, and explore a practical manufacturing and distri-bution model. Leverage policies and promote the sustain-able development of the project.”

2. “Through participating in relevant organizations or com-petitions, get more publicity for the project so that more people can know it and promote it.”

Source: UNIDO, “SEED Gender Equality Award”. Available at: http://www.unido.org/en/what-we-do/cross-cutting-issues/ gender/seed-gender-equality-award.html.


production, and utilizing their distinct knowledge and skills can help a great deal in moving towards more resource e"-cient and cleaner production. A prominent example from the household level is the development and usage of energy e"cient cook stoves. As research shows, the uptake of such improved stoves is higher when women, as the primary users, are consulted throughout the design process. Considering both women’s and men’s views ensures that new technologies meet end-users’ needs and, in turn, increases their acceptance in societies and maximizes devel-opment results.

But also beyond the domestic level, resource e"ciency and cleaner production have gender dimensions, for instance in the context of economic empowerment. Staying with the example of energy as a key pillar for the vast majority of human activity, access to modern energy services, particularly for women and girls in low- and middle-income countries,

helps sustain industrialization by making income-generating activities possible, thus lifting many out of poverty.13

Yet, to date, women’s access to resource e"cient and cleaner production methods is limited and they are under-represented in the sector’s work force. Some of the key reasons include women’s limited access to training and information, decision-making, and discrimination in receiv-ing formal credit and accessing competitive markets.14 As recent research has shown, women may even face o"-cial restrictions in registering at vocational schools that o$er education for highly demanded professions in the labour market, lead to an improved level of economic stability and independence, and apply and create new technologies.15 Furthermore, the bene#ts of gender

13 UNIDO, “Gender Inequality and its E$ects on Industrial Development”, 2012. Available at: http://www.worldwewant2015.org/node/282863.14 UNIDO, “NCPC Ghana Assessment Report“.15 Suslova, O./Tkachenko, V., “Final Report on Gender Mainstreaming: Resource E"cient and Cleaner Production Centre (RECPC) – Ukraine”, 2013–2014.

EVIDENCE-BASED GENDER AND ENVIRONMENT MATERIAL: THE BUSINESS CASE FOR MAINSTREAMING GENDER IN REDD+

The publication “The Business Case for Mainstreaming Gender in REDD+”, prepared by the United Nations collabo-rative initiative on Reducing Emissions from Deforestation and forest Degradation (UN REDD), is a good example of evidence-based material on gender and environment. It shows how the integration of gender considerations in REDD+ makes good business sense. The publication analy-ses how gender mainstreaming into REDD+ increases the e"ciency, e"cacy, and sustainability of the programme and provides recommendations on how to achieve this. Furthermore, the document explains what gender equity and equality mean in the speci#c context of REDD+, what it requires from stakeholders and how it bene#ts distribution systems, anti-corruption e$orts and related aspects. Importantly, “The Business Case for Mainstreaming Gender in REDD+” includes case studies from the #eld which exemplify the #ndings and arguments with evidence related to real life.

Source: UN-REDD Programme, “The Business Case for Mainstreaming Gender in REDD+”, Geneva 2011. UN-REDD Newsletter, “Mainstreaming Gender in REDD+”, Issue # 25, December 2011/January 2012.

A NETWORK FOR WOMEN: THE GREEN INDUSTRY PLATFORM

Recognizing the need to promote and encourage female green entrepreneurship and leadership, the Green Industry Platform (GIP) established a chapter speci#cally targeting women in this #eld. The GIP was launched jointly by UNIDO and UNEP to bring together business, govern-ment and civil society to secure commitments and mobilize action in support of sustainable industrial models. In the framework of its Women in Green Industry Chapter, the GIP connects female professionals with a shared interest in Green Industry for networking, peer support and exchange, gives exposure to success stories of female entrepreneurs and leaders, commissions best-practice and best-policy studies dealing with gender aspects in Green Industrial pol-icy development, and ultimately promotes female leader-ship in the expanding Green Industry space. All activities of the chapter are closely coordinated with UN Women, Global Action Plan International, and other agencies active in this #eld, and linked to the Knowledge Gateway for Women’s Economic Empowerment.

Source: Green Industry Chapter, “Introducing the Women in Green Industry Chapter”. Available at: http://www.greenindustry-platform.org/?s=women+chapter&submit=Go


mainstreaming are oftentimes insu"ciently known by stakeholders and a lack of sound statistics and evidence from the #eld documenting the important role of women in resource e"cient and cleaner production poses an addi-tional barrier.

Run by UNEP and UNIDO, National Cleaner Production Centres (NCPCs) promote resource e"cient and cleaner pro-duction methods and strengthen national capacities, in par-ticular through knowledge generation and dissemination, professional training, plant assessments, and support in pol-icy change and technology transfer. As such, they provide an important entry-point to address the abovementioned chal-lenges: for instance, making gender sessions an integral part of any capacity-building provided by NCPCs sensitizes a wide range of decision-makers and practitioners. Where needed, NCPCs are also well positioned to provide speci#c gender trainings. Furthermore, ensuring that women and men have equal access to and participate in trainings is an important step in creating employment opportunities for women. The centres can also consciously target and deliver

technical training to industries in which women predomi-nate, such as small and medium enterprises, industries that focus on reducing, reusing and recycling, as well as waste collection, treatment and disposal enterprises. Furthermore, NCPCs can make gender competence a necessary require-ment in recruitment processes and undertake speci#c mea-sures towards greater gender parity among sta$, such as outreach and establishment of databases of quali#ed women candidates. NCPCs need to play a leading role in cre-ating a gender-friendly work environment and providing child-care, safe and reliable transportation and 'exible work-ing hours. Through alliances with professional women asso-ciations such as the Women Chamber in Sri Lanka, the Centre can promote RECP among women and encourage a stron-ger engagement of women in RECP. In addition, through collecting data disaggregated by sex and adding speci#c gender questions to needs and impact assessments,

GENDER INEQUALITIES RELATED TO RESOURCE EFFICIENT AND CLEANER PRODUCTION: EVIDENCE FROM GHANA

A recent analysis conducted as part of the Ghana National Cleaner Production Centre (NCPC) project found that, overall, women’s businesses are less pro#table than men’s in the coun-try. Responsible for this is a complex set of gender inequalities and constraints, which is also related to the #eld of resource e"cient and cleaner production. For instance, the study found that women have limited access to adequate technology, targeted education, relevant information and training, and decision-making power. Furthermore, women have fewer opportunities than men, for instance due to their role as family caregivers, and experience discrimination in access to credit, land and markets. In addition, the analysis identi#ed social and cultural misconceptions as barriers for women to thrive. All of these aspects lead to a comparatively low number of quali#ed women in the country. This situation has a direct negative e$ect on women’s economic empowerment and ultimately a$ects their families, the wider community and society as a whole; it creates serious obstacles for the country’s economic growth and poverty reduction.

Source: UNIDO, “Ghana NCPC Assessment Report“.

WOMEN’S EMPOWERMENT IN SRI LANKA’S NATIONAL CLEANER PRODUCTION CENTRES

In its gender mainstreaming e$orts, the NCPC Sri Lanka aims at 50 per cent women employment at all times, a target that it achieved in 2012. Yet, an analysis conducted on gender policies and practices, with a speci#c focus on the selected industrial sectors that the NCPC is involved in, found large gender gaps in wage and employment rates in the country. Especially in the informal agriculture and construction sec-tors, the wage rates di$er substantially among women and men workers, and unemployment is more severe among women than among men, for all age groups. One of the main challenges identi#ed is that cultural norms restrict women, especially once they are married, from commuting long distances to work and discourage employers from hiring women of child bearing age into their workforce. The study recognized that an extensive advocacy campaign was needed to incorporate gender-sensitive approaches into policies and practices. The NCPC with its mission to design and deliver demand-driven, locally adaptable solutions by networking with key players, is well placed and committed to develop strategies aimed at creating a positive and con-ducive environment for both women and men in order to contribute to the country’s economy.

Source: UNIDO /Kodagoda, Swarna, “Report on Gender Main-streaming, National Cleaner Production Centre Sri Lanka”, 2014.


GENDER MAINSTREAMING PLANS FOR UKRAINE’S RESOURCE EFFICIENT AND CLEANER PRODUCTION CENTRE (RECPC)

Ukraine’s RECPC undertook a recent gender analysis with the objective to ensure that gender issues are appropriately con-sidered during the project implementation period. Based on the #ndings of this analysis and responding to country- and sector-speci#c needs, the following recommendations for short- and long-term activities were formulated and will be implemented by the Centre:

Short-term activities

Organize trainings on gender aspects of communication; edit the manual for experts and include gender consider-ations; ensure information material is gender-responsive, for instance through the inclusion of pictures of women and men; encourage gender parity among project sta$; collect gender disaggregated statistics during the project; desig-nate a gender focal point for the project; monitor, evaluate and plan future gender events; establish contacts with the faculty of sociology and law to cooperate and undertake

research on gender mainstreaming; and cooperate with the local gender community.

Long-term activities

Increase the visibility of women in the industry, while creating an opportunity for experienced, successful women to mentor other women; develop a speci#c mentoring programme to help women advance in the industry; provide networking opportunities for women in the industry; create programmes designed to attract more women to the industry; encourage a cross-industry exchange of ideas and perspectives on the par-ticular challenges women face; recognize the contributions and achievements of women who are industry leaders; and provide a forum for women and men to collaborate on initia-tives to recruit, develop and advance women in the industry.

Source: Suslova, O./Tkachenko, V., “Final Report on Gender Mainstreaming: Resource E!cient and Cleaner Production Centre (RECPC)—Ukraine”, 2013-2014.


context-speci#c gender issues can be revealed, the informa-tion gap reduced, and tailor-made activities designed. It is important that NCPCs fully utilize this potential.

Gender and multilateral conventions on chemicals Chemicals can be found everywhere in the environment, including in homes, workplaces and outdoors. They bene#t societies, for instance, through enhanced agricultural production based on fertilizers and pesticides, life-saving medicines and water puri#cation agents.16 However, as intentionally produced substances or unintentional by- products of industrial processes and production, they also pose a variety of risks. Persistent Organic Pollutants (POPs) for instance, which are the central chemicals of concern of the Stockholm Convention, are long lasting, highly toxic and

16 UNDP, “Chemicals and Gender”, 2011.

known to cause cancer.17 Furthermore, they have adverse e$ects on people’s immune responses, reproductive sys-tems and neuropsychology, to mention only a few of the manifold negative health consequences.18

Although chemicals pose a risk to all human beings, especially if not properly managed, they a$ect women and men di$erently. For instance, due to biological di$erences and their higher proportion of body fat, women store more environmental pollutants than men in their tissues and are hence more vulnerable to the adverse impacts of fat-soluble chemicals. Women’s exposure to chemicals can cause repro-ductive health problems such as birth defects, low birth weight, miscarriages or premature births, and a signi#cant part of the chemical burden experienced by mothers can be passed on to their babies during gestation and breastfeed-ing.19 Indeed, relatively high levels of POPs are found in human breast milk.20

Aside from their distinct biological susceptibility and reaction to chemicals, women and men experience di$erent levels of exposure due to their gendered roles in societies. For instance, women are more frequently exposed to chem-icals that occur in products used within the household. This includes chemicals in cleaning and washing agents, garden insecticides or rat poisoning, to mention only a few. Furthermore, cosmetics such as mascara and eye shadow, as well as creams, soaps and shampoo, tend to be used more frequently by women and the chemicals included in these products hence a$ect them more than men. Occupation is a strong determinant too; in the health care sector, for instance, women traditionally make up the larger part of sta$. Through their work as nurses or pharmacy workers, they are dispro-portionately exposed to chemical substances used in medi-cal products. Men, on the other hand, are more frequently employed in mechanical workshops or engaged in tannery

17 GEF, “Chemicals”. Available at: http://www.thegef.org/gef/chemicals.18 Herkovits, Jorge, “Adverse E$ects of Persistent Organic Pollutants (POPs) during the Perinatal Period: Dioxin-like Compounds”. Available at: http://www.chem.unep.ch/pops/pops_inc/proceedings/Iguazu/herkovits.html19 UNDP, Gender Mainstreaming: A Key Driver of Development in Environment and Energy, “Chemicals Management”. Available at: http://www.undp.org/content/dam/aplaws/publication/en/publications/ environment-energy/www-ee-library/chemicals-management/chemicals-management-the-why-and-how-of-mainstreaming-gender/Chemicals%20Management%20and%20Gender%20Mainstreaming.pdf.20 UNDP, “Chemicals and Gender”, 2011.

SUPPORTING THE SOCIO-ECONOMIC INCLUSIVENESS OF WOMEN AND YOUTH BY WASTE MANAGEMENT ACTIVITIES IN GUINEA

Since 2011, UNIDO has been implementing a phased project in Guinea on supporting the socio-economic inclusiveness of women and youth through waste management activities. The main project activities are related to: (a) waste collection from households in di$erent locations in Conakry and 03 regional localities; (b) establishment of community based waste recycling centres on plastics and organic waste; (c) information dissemination and awareness raising on solid waste management.

During Phase 1 (2011–2013), the project has successfully contributed to the capacity-building on solid waste collec-tion and recycling of more than 3,200 youth and women organized in 84 associations; and the establishment of com-munity based solid waste recycling centres in Conakry, Kindia and Labé. In Phase 2 (2014–2015), the project aims to build capacity of more than 5,000 women and youth on waste collection and recycling and to enable more than 500 women and youth to generate revenues through economic initiatives related to waste management.

Source: UNIDO—Cleaner Production Unit


operations or artisanal mining, and are hence associated with greater exposure to respective chemicals and prone to su$er from certain chronic diseases, speci#c types of cancers and reduced reproductive capacity.21

Yet, while representation of women and men in the work-force is an important indicator, more detailed analyses are required to understand the gendered dimensions of chemi-cals. Looking at the actual production processes for instance, although men make up the majority of mine workers in arti-sanal gold mining, women are oftentimes the ones who per-form the most toxic jobs. These jobs are characterized by a high exposure to mercury, one of the most dangerous metals known and the central chemical of concern of the Minamata Convention. They include pouring mercury into ball-mills, mixing the mercury in panning, or burning the amalgam. Women are oftentimes engaging in these jobs because they do not require that much physical strength, but also because they are unaware of the adverse health consequences. Women barely receive training or education, for instance, on better amalgamation practices and are excluded from decision-making, while men continue to own and control most of the assets and hence have access to less dangerous and better paid jobs.22

The Secretariat of the Basel, Rotterdam, and Stockholm Convention (BRS) has recognized the importance to address gender inequalities and to mainstream gender in the imple-mentation of the three conventions. Among others, this is re'ected in the Gender Action Plan (GAP) of the Secretariat of the BRS, which is “hoped (…) to lead to a greater recogni-tion of the links between gender, poverty and hazardous chemicals and wastes”.23 Activities that the BRS Secretariat

21 UNDP, Gender Mainstreaming: A Key Driver of Development in Environment and Energy, “Chemicals Management”. Available at: http://www.undp.org/content/dam/aplaws/publication/en/publications/environment-energy/www-ee-library/chemicals-management/chemicals-management-the-why-and-how-of-mainstreaming-gender/Chemicals%20Management%20and%20Gender%20Mainstreaming.pdf.22 WECF, “Women and Mercury in ASGM: Impacts on Women’s Health and that of Future Generations”. Available at http://www.wecf.eu/english/articles/2013/10/minamata-sideevent.php. Hinton, J./Veiga, M./Beinho$, C., “Women and Artisanal Mining: Gender Roles and the Role Ahead”, in: The Socio-Economic Impacts of Artisanal and Small-scale Mining in Development Countries, Swets Publishers, Netherlands, 2003. 23 Secretariat of the Basel, Rotterdam, and Stockholm Conventions, “Gender Action Plan of the Basel, Rotterdam, and Stockholm Conventions (BRS-GAP) for 2014-2015”, Final Draft, December 2013.

has identi#ed as particularly important are centred around developing an understanding amongst and support from BRS sta$ on the issue of gender equality, particularly in the context of BRS operations and activities; developing a base-line on gender-related issues and measuring progress in achieving GAP objectives and implementing activities; ensuring that the Secretariat’s programmes and projects are planned and implemented from the gender equality per-spective; promoting the consideration of gender issues in hazardous chemicals and wastes management at the national and regional levels; and supporting sta$ in achiev-ing a sustainable work-life balance.

UPDATING OF NATIONAL IMPLEMENTATION PLANS UNDER THE STOCKHOLM CONVENTION

National Implementation Plans (NIPs) are the main guide-lines for e$orts undertaken under the Stockholm Convention. Based on the amendment of the Stockholm Convention to list 11 new POPs in Annex A, B and C of the Convention, parties need to update their NIPs. UNIDO is supporting this process through its ‘NIP updating projects’ and utilizes the opportunity to incorporate gender- considerations into the revised implementation plans. One key activity in this context is to respond to #ndings from country-speci#c gender context analyses of the macro, sector and stakeholder level: while some aspects related to chemical management are universal—for example, wom-en’s and men’s distinct biological vulnerability—others are country-speci#c. For instance, as results from Burkina Faso have shown, agriculture accounts for roughly 30 per cent of the country’s GDP, and 75 per cent of the food production for household consumption is undertaken by women (Japan International Cooperation Agency, 2013). Thus, it is of vital importance to ensure that attention is also paid to the health of women farmers in the country’s agricultural sector, which uses a huge amount of pesticides.

In general, UNIDO’s gender analyses, as part of its NIP updating projects, provide an overview of the countries’ relevant legal frameworks and commitments; establish the country-speci#c links of gender and POPs, including the identi#cation of key sectors and speci#c challenges to be addressed; and suggest key stakeholders working on gender-related issues that should be included in the proj-ect implementation.


GENDER AND ARTISANAL AND SMALL-SCALE MINING

Artisanal and small-scale mining (ASM) forms not only a sub-stantive part of many nations’ mineral production but is also an important source of income for local livelihoods in various countries. To e$ectively and sustainably address health and environmental issues by minimizing the amount of mercury being released from ASM practices, it is crucial to take the gender dimension into account. The Ecuadorian mining cooperation “Bella Rica” sets a good example: it con#rms the urgent need to recognize the role of women miners (“jancheras”) whose contributions often remain invisible and whose voices are neglected in the decision-making process, despite frequently working longer hours than men and hav-ing to handle care work and household tasks in addition to income-generation in the mines. Including women miners in mining cooperations can be a #rst step to counter their exclusion from decision-making and their subordination in society. It can empower women miners by giving them a voice and a space to discuss their situation and the chal-lenges they face with other women who share their experi-ences in order to jointly #nd solutions.

Source: UNIDO/GEF/Ministerio del Ambiente Perú /INIGEMM, “La mujer en la minería del Ecuador” in Linea Base: Para la imple-mentación de medidas integradas para minimizar las emisiones de mercurio en la minería artesanal de oro, 2013–2014.

Gender and water managementWater is a resource of utmost importance. It sustains all forms of life on our planet and facilitates economic production and industrial activities. Water needs to be e$ectively and e"ciently managed by industries, communities and at the household level, in order to facilitate growth and poverty reduction.

Water management has strong gender components. In developing countries, men are primarily involved in securing water for larger livestock and agriculture. Women, on the other hand, are usually the ones responsible for the provision of water for household purposes as well as for rearing of small livestock and subsistence agriculture. Despite this, it is import-ant to refrain from reducing women’s role in relation to water management to domestic tasks: women also require water for economic production, including microenterprises and agri-culture. Yet, consuming up to #ve hours per day, fetching water to comply with their household duties takes up a huge amount of women’s time in developing countries, thereby reducing options for education, income-generation and engagement in social, political and other activities. In addition, in less secure areas, women’s increased exposure to gender- based violence during long walking distances poses a prob-lem. Carrying heavy loads of water also frequently results in health issues such as severe back pain.24

Another big concern that is closely related to industrial production is water pollution. In developing countries, avail-able water is frequently contaminated by the application of too much fertilizer, industrial chemicals, urban runo$ and human and animal waste. The limited existence or imple-mentation of policies regulating and preventing pollution adds to this problem.25 In total, about 80 per cent of the world’s diseases are attributable to unsafe water and sanita-tion.26 Due to their regular direct contact as primary water managers at the domestic level, women face a dispropor-tionately high risk of catching water-related diseases.27

24 UNEP, “Women and the Environment”. Available at: http://www.unep.org/pdf/women/ChapterFive.pdf.25 Jacobs, J.W., “Issues in Developing Countries”. Available at: http://www.waterencyclopedia.com/Da-En/Developing-Countries-Issues-in.html.26 Gender CC, “Gender, Climate Change and Water”. Available at: http://www.gendercc.net/#elds/water.html.27 UNEP, “Women and the Environment”. Available at: http://www.unep.org/pdf/women/ChapterFive.pdf .


The recognition of women’s speci#c vulnerabilities but also their distinct expertise in the water sector is not new. In 1977, at the United Nations Water Conference at Mar del Plata, it was already recognized that women and men need to be equally involved in water management. Gender considerations have also been included in a series of subsequent water-related legislations, development plans and goals, and it was found that water projects that are designed and implemented with women are more e$ective and sustainable than others.28 Yet, to date, women remain rarely included in water-related decision-making at all levels. Local water user committees and groups, for instance, are usually comprised of, and chaired by, men.29 Furthermore, few women hold leadership positions at the regional and global level, as well as in industries.30

It is therefore important to continue working towards greater gender equality and the better utilization of wom-en’s expertise in the provision, safeguarding and manage-ment of water. One e$ective way to this end is to collect sex-disaggregated data and include speci#c questions on possible gender-di$erentiated outcomes of water-related technologies and policy reforms in needs and impact assessments. Furthermore, training materials and capacity- building initiatives should pick up and address sector- speci#c gender issues. Introducing women-targeted train-ing opportunities and giving speci#c attention to gender during recruitment processes to facilitate greater parity are important steps. Consulting stakeholders working on gender equality and women’s empowerment during the formulation and implementation of water projects are equally helpful measures.

It is therefore important to continue working towards greater gender equality and the better utilization of women’s expertise in the provision, safeguarding and management of water. One e$ective way to this end is to collect sex- disaggregated data and include speci#c questions on possible gender-di$erentiated outcomes of water-related

28 Gross, B./Wijk, C./Mukherje, N., “Linking Sustainability with Demand, Gender and Poverty: A Study in Community-managed Water Supply Projects in 15 Countries”, 2000. 29 UNEP, “Women and the Environment”. Available at: http://www.unep.org/pdf/women/ChapterFive.pdf .30 ADB, “Making the Top 100: Where are the Women Water Leaders in Asia and the Paci#c?” Available at: http://blogs.adb.org/blog/making-top-100-where-are-women-water-leaders-asia-and-paci#c.

technologies and policy reforms in needs and impact assess-ments. Furthermore, training materials and capacity-building initiatives should pick up and address sector-speci#c gender issues. Introducing women-targeted training opportunities and giving speci#c attention to gender during recruitment processes to facilitate greater parity are important steps. Consulting stakeholders working on gender equality and women’s empowerment during the formulation and imple-mentation of water projects are equally helpful measures.

Gender and green industry

Key issuesRio+20, the climate change conferences of the past few years, and the Beijing +20 process, have all addressed the lack of gender equality in environment, sustainable develop-ment and climate change policies. A strong and vibrant global women’s movement has been working to change this, and gender equality is now on the agenda of all interna-tional agencies and global governance processes.

It has been recognized that green industry approaches should support women as workers in green jobs, consumers of green products and citizens for green governance to pro-vide for long-term sustainability. Expanding green industry must address gender equality, equity and human rights. Market-based approaches that emphasize economic growth have tended to exploit and marginalize women in both developed and developing countries in their roles as work-ers, consumers and citizens.

Women’s “triple burden” of paid work, care work and domestic work severely thwarts their economic opportuni-ties. Though the gender gap may be closing in primary edu-cation in many countries, women still end up being less quali#ed for many green jobs and lack the skills required, for instance for technical roles in alternative energy generation and distribution, managerial and engineering roles in ecotourism and access to organic certi#cation as agro- entrepreneurs. The skills that have been identi#ed to be particularly relevant for the green economy are male- dominated. The UNESCO Institute for Statistics issued a report in 2012 revealing that the #elds of engineering, manu-facturing and construction in 97 countries are 100 per cent male dominated. The STEM #elds as they are known—science,


technology, engineering, and mathematics—have always been male dominated, in both developed and developing countries. Norms, stereotypes, lack of access to higher educa-tion, lack of women role models and no encouragement for girls at early ages are all reasons for this gender gap.

Many green jobs are in #elds that are already dominated by men, such as construction, business, energy and manufac-turing. Men dominate the better paid jobs in engineering, #nancial and business services, where the bulk of green ser-vice positions are likely to be created. Women are often found concentrated in low-productivity jobs—working on small-holder farms, micro or small businesses, and are overrepre-sented in the informal sector. This can limit their ability to make the transition to new technologies and jobs created by the greening of the economy. Women often have very lim-ited access to productive inputs such as the technical know-how, land, #nances, credit, technology and equipment.

Government action is required to raise the proportion of green jobs #lled by women and to ensure the quality of those jobs. Steps should be taken to increase the number of women who are: employed through anti-discrimination laws and family-friendly mandates; recruited for non- traditional jobs through quotas and targeted schemes; trained in green jobs skills by creating specialized appren-ticeship and training initiatives; paid equitably by reducing gender-based job segmentation and wage gaps; and orga-nized through increasing the union membership of women in potential green sectors.

A green industrial policy integrates environmental, social and economic concerns and promotes the comparative advantage for resource e"cient and low polluting sectors of the economy. Green industrial policy instruments include the removal of harmful subsidies, access to #nance, the provision of eco-e"cient infrastructures, the introduction of industry- based standards and eco-labels, the harnessing of environ-mental technologies, environmental taxes and legal and regu-latory frameworks. It is important to ensure that such policies are gender sensitive and do not widen the gender gap but actively promote a stronger and more equal involvement of women in green industry. One principal challenge is the absorptive physical, human and institutional capacity to har-ness the technologies they gain access to. Green industrial policies addressing this issue have to speci#cally focus on improving women’s green technology capabilities—their

ability to access, use and bene#t from relevant technologies. As a core criterion, policies, programmes and investments in the name of green industry and sustainable development should be assessed against compliance with human rights standards and their ability to enhance the capabilities of women and girls. No development pathway can be consid-ered sustainable if it reduces women’s capabilities or adds additional unpaid labour. If policies and programmes that are intended to enhance environmental sustainability inadver-tently increase women’s unpaid care work, they cannot claim to contribute to sustainable development.

While there is a clear and urgent need for decarbonizing the global economy, this should include attention to local liveli-hoods and gender equality. There should be full, equal and meaningful participation of women in green industry, as actors, leaders and decision-makers in the processes that shape their lives as well as the future of their households, com-munities, nations and the world. Governments, institutions and the private sector must act to close gender gaps that threaten to make the green industry as inequitable as the current one. UNIDO is well placed to play a key role in closing this gap.

Innovative directionsA series of dialogues held on engaging with the private sector in the post-2015 agenda that UNIDO and the Global Compact have been carrying out, put forward a number of recommen-dations for a more inclusive development framework, includ-ing increasing women in leadership, creating opportunities for decent work, closing the gender pay gap and forming alli-ances for women to realize their market value to companies. Recognizing the need to promote and encourage women’s green entrepreneurship and leadership, the Green Industry Platform established a Chapter to connect women profession-als with a shared interest in green industry for networking, peer support and exchange, to give exposure to stories of suc-cessful female entrepreneurs and leaders, to commission best-practice and best-policy studies dealing with gender aspects in green industrial policy development and to ulti-mately promote female leadership in the expanding green industry space. The chapter closely coordinates with UN Women, Global Action Plan International and other agencies active in this #eld, and links to the Knowledge Gateway for Women’s Economic Empowerment. UNIDO’s future activities


could play a key role in closing gaps that were identi#ed through the Chapter activities, i.e. a signi#cant shortage of best-practice examples and information around success stories, as well as respond to a demand put forward at its Green Industry Conference 2013, where several participants requested a stronger focus on networking among women in green industry and on awareness raising. One important inter-vention area for UNIDO can be to augment its services pro-vided by the GIP on the global level by the creation of national support hubs for networking among and mentoring of female green industry entrepreneurs.

One barrier that continues to persist is decision-makers’ limited awareness of the immense bene#ts of more inclusive processes. Hence, UNIDO can take on a role in undertaking tailored awareness raising and advocacy work. Training for decision-makers and practitioners is one way of working towards this goal. Policy makers need to be made aware of the bene#ts that women’s participation in green industries brings and need to give their full and continuous support for more inclusive and sustainable industrial development. This has proven to be particularly e$ective when based on sound statistics. However, evidence is still insu"ciently docu-mented and more work needs to be done to distill and dis-seminate lessons and good practices, and collect regular and methodological sound data on the gendered dimen-sion of green industry. UNIDO can collect and disseminate such evidence in its projects and via its networks.

Another key area, in which UNIDO’s technical expertise can also substantively advance gender equality, is waste manage-ment. In order to respond to climate change, as well as the exhaustion and extraction of raw material and fossil fuel, gov-ernments have to develop new policies to improve resource productivity. E$ective e$orts should go beyond preventing pollution and also develop a sustainable resource recycling society, the #rst step being to manage waste as a recyclable resource. Women play a major role in the management of waste streams, primarily in the informal sector, and gender equality and women’s empowerment need to be main-streamed in projects of this kind. UNIDO can support govern-ments in the design and implementation of green policies to establish recycling industries with a focus on gender issues and the informal sector. This would improve life, health and working conditions for informal groups in combination with the creation of new green industries and improved waste

management activities. UNIDO can help overcome gender inequality, empower women and break down the gender division of labour in the waste management sector by o$ering women secure and stable jobs. One area of government pol-icy could be to assist women in organizing NGOs, unions or associations modelled after the following examples.

Partnerships and collaborationThere is currently a substantive gap in the global dialogue of green industry where women’s concerns and gender issues are largely absent. UNIDO can build on its comparative advantage by ensuring that gender is mainstreamed into its ongoing partnerships and new forms of collaboration.

Since 2013, UNIDO and UN Women have co-sponsored the SEED Gender Equality Award. UNIDO can further develop such existing partnerships to support the development of women entrepreneurs and comprehensive advocacy on gender equality in green industry.

The Knowledge Gateway for Women’s Economic Empowerment is an open global platform that promotes collaboration, learning and innovation to advance women’s economic empowerment. It connects women and men in more than 190 economies with development partners from the private sector, civil society, academia, governments and international organizations. This community-driven online platform provides 1,000 resources and tools for driving the agenda of gender equality and women’s economic empow-erment by helping women achieve their economic goals. The platform connects businesses, entrepreneurs, farmers, workers, politicians, policy-makers, professionals, research-ers, and advocates for women’s economic empowerment to discuss what governments, companies, civil society, com-munities, families and individuals can do to advance eco-nomic empowerment of women. UNIDO is partnering with UN Women on the Knowledge Gateway to gather stories of successful women entrepreneurs and workers in green industry. UNIDO further contributed to an e-discussion on women and the environment, which was hosted jointly with SEED Initiative, UNEP, and UN Women on the Knowledge Gateway in 2014 and attracted over 4,000 visitors. Using it as a consultative vehicle, discussants made it clear that there is a need for women to bene#t from gender equality in green industry by participating in decision making processes for


the current system to be reformed and to incorporate con-text sensitive and locally sound approaches. UNIDO can expand this partnership and develop key policy frameworks from the knowledge gained from the facilitated discussion.

Another critical gap is the lack of gender analysis in the human rights and business sector. UNIDO’s commitment to a rights based approach for women’s empowerment through green industry would allow the organization to participate in United Nations and other working groups such as the United Nations Working Group on Human Rights and Transnational Corporations (Working Group on Business and Human Rights), which address key strategic issues on the current business and human rights agenda in a wider global context. UNIDO’s expertise in green industry can add value by engendering these discussions. The United Nations Guiding Principles to address the global governance gaps by the lack of govern-ment capacity and political will to protect human rights and impact corporations are sorely lacking in analysis on gender equality, green industry and women’s empowerment.

The International Chamber of Commerce (ICC) is a global organization whose Green Economy Roadmap is partnering with UNIDO’s Green Industry Platform. These global frame-works can jointly serve as accelerators of growth in green industry. One promising example at the local level is the Bangladesh Women Chamber of Commerce. BWCCI is a strong community voice, lobbying for micro and macro women entrepreneurs to improve their social and economic prospects, developing the Women’s National Business Agenda (WNBA). With a view to achieve its vision to build a prosperous Bangladesh through progress and economic empowerment of women, BWCCI is going to implement ‘Empower 5000’, with a commitment to develop 5,000 women into entrepreneurship and leadership by 2020. Empower 5000 plans to reduce gender inequality by devel-oping women’s capacity for leadership, marketing, product development, access to #nance, exports, environmental conservation, ICTs, advocacy, sexual and reproductive rights.

Civil society and the women’s movement need to be much more involved in monitoring of gender in green industry, bringing to bear a critical feminist analysis. The Women’s Major Group (WMG) was created at the Earth Summit in 1992 as one of the nine groups recognized to achieve sustainable development. The WMG facilitates women’s civil society input into the policy space provided by

UNEP for human rights based development. They are the focal point for UN-DESA, ECOSOC and the General Assembly for all United Nations SD processes. There are over 600 indi-vidual and organizational members. UNIDO could develop a collaborative relationship with the WMG, along with UNEP, to seek women’s rights based policy directives for green indus-try. Development agencies need to ensure increased fund-ing for independent women’s organizations.

The purpose of the Gender Equity Seal Standard (GES—UN Women and Social Accountability International) is to pro-vide a standard, based on international human rights norms and national labour laws, to protect and empower people who are personnel, workers, suppliers, homeworkers, con-tractors and temporary workers. The GES has been designed to be integrated into labour practices, using a gender lens to empower women to participate fully in economic life across all sectors. UNIDO can partner with the GES to promote compliance of its partners with the standard.

Emphasizing corporate social responsibility and develop-ing public private partnerships can be e$ective in promoting green industry from a gender perspective. The Women Empowerment Principles (WEPs—UN Women/Global Compact) are key; such as establishing high-level corporate leadership for gender equality, promoting education, training and professional development for women, and implementing supply chain and marketing practices that empower women.

In addition, UNIDO may also explore new partnerships with such organizations as Women’s World Banking, the Schwab Foundation for Social Entrepreneurship, the World Economic Forum, and the Social Innovation Fund.

ConclusionA number of key issues are highlighted in seeking to create momentum to strengthen gender equality in green industry as a critical pathway for transition to sustainable development. It is essential to address the range of barriers that women face from equal representation in decision making, ensuring equal rights to own land and access to credit, promoting education and training of women, and promoting equal power relations within households and communities. Women can play an important and critical role in this transition, which must be recognized by gender-transformational policy frameworks that take women’s needs and capabilities into account.



3. GENDER MAINSTREAMING THE PROJECT CYCLE

Gender mainstreaming goes beyond simply having a spe-ci#c women’s component in a project or programme. In practice, good gender mainstreaming involves all stakehold-ers and partners, both women and men, to collectively tackle the issue at hand. This approach recognizes the need to use participatory methodologies (i.e. including both women and men) in order to address gender inequality and promote the advancement of women. Gender mainstream-ing is a process that should be embedded throughout all stages of a project cycle.

Gender mainstreaming the project cycle serves to ensure that the intervention advances women’s equal par-ticipation as decision makers in shaping the sustainable development of their societies and reduces gender

inequalities in access to and control over the resources and bene#ts of development. These objectives are based on two principles: that women and men have di$erent needs, roles, interests and access to resources and their bene#ts; and that women and men have to play equally important roles in achieving inclusive and sustainable industrial development.

The following sections are designed to provide guide-lines for mainstreaming gender throughout the project cycle for environmental management interventions. As a starting point, Table 1 provides an overview of key activities to be considered when mainstreaming gender during the formulation, implementation and evaluation of a project.


Tabl

e 1.

G

ende

r mai

nstr

eam

ing

the

proj

ect c

ycle

Stag

eFo

rmul

atio

nIm

plem

enta

tion

Mon

itorin

g an

d ev

alua

tion

PURP

OSE

To fo

rmul

ate

a pr

ojec

t tha

t ana

lyse

s the

role

s and

nee

ds

of w

omen

and

men

, and

add

ress

es a

ny g

ende

r in

equa

litie

s so

that

wom

en a

nd m

en c

an e

qual

ly a

cces

s, eq

ually

par

ticip

ate

in, a

nd e

qual

ly b

ene#

t fro

m th

e re

sour

ces,

serv

ices

, cap

acity

-bui

ldin

g an

d ot

her a

ctiv

ities

o$

ered

by

the

proj

ect.

To im

plem

ent p

roje

ct a

ctiv

ities

that

ens

ure

wom

en a

nd

men

can

equ

ally

acc

ess p

roje

ct re

sour

ces a

nd se

rvic

es,

equa

lly p

artic

ipat

e in

pro

ject

act

iviti

es a

nd d

ecisi

on-

mak

ing

proc

esse

s, an

d eq

ually

ben

e#t f

rom

trai

ning

or

othe

r cap

acity

-bui

ldin

g ac

tiviti

es o

$ere

d by

the

proj

ect.

To e

nsur

e th

at w

omen

and

men

equ

ally

par

ticip

ate

in

mon

itorin

g an

d ev

alua

tion

activ

ities

and

that

dec

ision

-m

akin

g pr

oces

ses a

nd d

ata

is co

llect

ed o

n w

omen

and

m

en so

that

gen

der i

mpa

cts a

re tr

acke

d to

ass

ess i

f the

pr

ojec

t equ

ally

ben

e#ts

wom

en a

nd m

en.

KEY

ACTI

VITI

ES

Asse

ss a

nd c

ateg

orize

the

proj

ect’s

pot

entia

l to

inte

grat

e ge

nder

dim

ensio

ns a

nd c

ontri

bute

to th

e ad

vanc

emen

t of g

ende

r equ

ality

.

Colle

ct a

nd a

naly

se se

x-di

sagg

rega

ted

data

and

qu

alita

tive

info

rmat

ion

to u

nder

stan

d ro

les a

nd n

eeds

of

wom

en a

nd m

en.

Des

ign

proj

ect a

ctiv

ities

to m

eet t

he sp

eci#

c ne

eds o

f w

omen

and

men

. *E

xam

ple

activ

ity: F

or c

apac

ity-b

uild

ing

activ

ities

, en

sure

trai

ning

cur

ricul

a an

d to

ols a

re d

evel

oped

to

acco

mm

odat

e th

e di

$ere

nt e

duca

tion/

skill

leve

ls th

at

may

exi

st b

etw

een

wom

en a

nd m

en.

Inco

rpor

ate

mec

hani

sms t

o en

sure

gen

der b

alan

ced

repr

esen

tatio

n an

d pa

rtic

ipat

ion

in p

roje

ct a

ctiv

ities

an

d de

cisio

n-m

akin

g pr

oces

ses (

targ

et a

t lea

st 4

0 pe

r ce

nt o

f whi

chev

er se

x is

unde

rrepr

esen

ted)

. *E

xam

ple

activ

ity: T

arge

ted

awar

enes

s out

reac

h ac

tivity

to

incr

ease

wom

en’s

parti

cipa

tion

in p

roje

ct a

ctiv

ities

.

Dev

elop

gen

der-s

peci

#c ta

rget

s or p

erfo

rman

ce

indi

cato

rs th

at tr

ack

gend

er re

sults

and

impa

ct.

*Exa

mpl

e ta

rget

/indi

cato

r: N

umbe

r of n

atio

nal o

r re

gion

al in

dust

ry-re

late

d le

gisla

tion,

pol

icie

s, st

rate

gies

or

pla

ns th

at in

corp

orat

e a

gend

er p

ersp

ectiv

e.

Take

into

acc

ount

any

adv

erse

impa

cts o

r risk

s tha

t m

ay a

$ect

the

equa

l acc

ess t

o, e

qual

par

ticip

atio

n in

an

d/or

equ

al b

ene#

t fro

m p

roje

ct a

ctiv

ities

am

ong

wom

en a

nd m

en.

*Exa

mpl

e ac

tivity

: Iden

tify

if th

ere

are

any

cultu

ral/

relig

ious

/lega

l res

trict

ions

that

wou

ld n

ot a

llow

w

omen

or m

en to

acc

ess o

r par

ticip

ate

in p

roje

ct

activ

ities

.

If th

e pr

ojec

t is c

onsid

ered

gen

der r

elev

ant,

cond

uct

a m

ore

com

preh

ensiv

e ge

nder

ana

lysis

in th

e #e

ld

and

esta

blish

a b

asel

ine.

Ensu

re w

omen

and

men

can

equ

ally

acc

ess p

roje

ct

reso

urce

s and

serv

ices

. *E

xam

ple

activ

ity: In

clud

e ta

rget

ed tr

aini

ngs f

or

wom

en o

r men

who

nee

d to

upg

rade

thei

r ski

lls in

or

der t

o ac

cess

new

tech

nolo

gies

pro

vide

d by

the

proj

ect;

take

into

acc

ount

par

ticul

ar so

cial

or l

egal

re

stric

tions

that

may

pro

hibi

t wom

en o

r men

from

ac

cess

ing

reso

urce

s, su

ch a

s #na

nce/

cred

it.

Mak

e su

re w

omen

and

men

can

equ

ally

par

ticip

ate

in

pro

ject

act

iviti

es su

ch a

s tra

inin

gs o

r cap

acity

-bu

ildin

g ac

tiviti

es.

*Exa

mpl

e ac

tivity

: Incl

ude

spec

ial t

rans

port

atio

n or

ha

ve m

obile

trai

ning

uni

ts to

add

ress

any

secu

rity

or

dist

ance

cha

lleng

es; t

o en

hanc

e w

omen

’s pa

rtic

ipat

ion,

pro

vide

chi

ldca

re se

rvic

es a

nd/o

r, sp

eci#

cally

targ

et w

omen

net

wor

ks in

aw

aren

ess

build

ing/

outre

ach.

Rec

ruit

gend

er e

xper

t or e

nsur

e at

leas

t one

mem

ber

of th

e pr

ojec

t man

agem

ent t

eam

is k

now

ledg

eabl

e ab

out g

ende

r iss

ues a

nd g

ende

r mai

nstre

amin

g.

*Exa

mpl

e ac

tivity

: Ens

ure

proj

ect m

anag

er c

ompl

etes

ba

sic g

ende

r cou

rse

(“I K

now

Gen

der”

) on

UN

W

omen

’s eL

earn

ing

Cam

pus (

http

s://t

rain

ingc

entre

.un

wom

en.o

rg)

Eng

age

with

gen

der f

ocal

poi

nts i

n-co

untr

y (w

omen

’s gr

oups

, ass

ocia

tions

, NGO

s) a

s pro

ject

co

unte

rpar

ts a

nd/o

r as g

ende

r adv

isors

.

Colle

ct se

x di

sagg

rega

ted

data

to tr

ack

gend

er

equa

lity

resu

lts a

nd a

sses

s gen

der i

mpa

cts.

Mon

itor a

cces

s, pa

rtic

ipat

ion,

and

ben

e#ts

am

ong

wom

en a

nd m

en a

nd in

corp

orat

e re

med

ial a

ctio

n th

at re

dres

ses a

ny g

ende

r ine

qual

ities

in p

roje

ct

impl

emen

tatio

n.

Regu

larly

repo

rt o

n ho

w g

ende

r is m

ains

tream

ed a

nd

ensu

re th

at m

id-te

rm re

view

s, as

sess

men

ts, a

udits

, et

c. in

clud

e ge

nder

as a

spec

i#c

crite

ria/c

ompo

nent

.

Ensu

re g

ende

r bal

ance

in e

valu

atio

n te

am a

nd re

crui

t ge

nder

eva

luat

ion

expe

rt to

be

part

of e

valu

atio

n te

am. If

this

is no

t fea

sible

, mak

e su

re a

t lea

st o

ne

mem

ber o

f the

eva

luat

ion

team

is k

now

ledg

eabl

e ab

out g

ende

r iss

ues a

nd g

ende

r mai

nstre

amin

g.

Ensu

re w

omen

and

men

are

abl

e to

par

ticip

ate

in

mon

itorin

g an

d/or

eva

luat

ion

proc

esse

s.

*Exa

mpl

e ac

tivity

: If e

valu

atio

n ca

lls fo

r int

ervi

ews,

ensu

re th

at b

oth

wom

en a

nd m

en c

an p

artic

ipat

e,

taki

ng in

to a

ccou

nt tr

ansp

orta

tion,

lang

uage

and

tim

e re

quire

men

ts.

Inte

grat

e ge

nder

-spe

ci#c

eva

luat

ion

ques

tions

and

co

mpo

nent

s in

the

Eval

uatio

n To

Rs in

line

with

U

NID

O E

valu

atio

n Gr

oup

Guid

e fo

r int

egra

ting

gend

er so

that

the

eval

uatio

n re

port

incl

udes

an

asse

ssm

ent o

f gen

der e

qual

ity re

sults

and

impa

cts.

Iden

tify

good

pra

ctic

es a

nd le

sson

s lea

rned

on

proj

ect o

utco

mes

/out

puts

or a

ctiv

ities

that

pro

mot

e ge

nder

equ

ality

and

/or w

omen

’s em

pow

erm

ent.


KEY

ACTI

VITI

ES

Ensu

re e

qual

opp

ortu

nity

for w

omen

and

men

in th

e m

anag

emen

t and

impl

emen

tatio

n ar

rang

emen

ts o

f pr

ojec

t. *E

xam

ple

activ

ity: C

reat

e te

rms o

f ref

eren

ce (T

oR) f

or

proj

ect m

anag

emen

t tha

t inc

lude

gen

der s

ensit

ivity

/re

spec

t for

div

ersit

y as

a c

ompe

tenc

y an

d/or

incl

ude

ince

ntiv

es fo

r wom

en to

app

ly.

Allo

cate

su"

cien

t #na

ncia

l res

ourc

es fo

r gen

der

equa

lity

and

wom

en’s

empo

wer

men

t act

iviti

es.

*Exa

mpl

e ac

tivity

to fu

nd: R

ecru

it ge

nder

exp

ert t

o en

sure

gen

der i

ssue

s are

add

ress

ed d

urin

g im

plem

enta

tion;

con

duct

gen

der e

qual

ity tr

aini

ng;

unde

rtak

e a

com

preh

ensiv

e ge

nder

ana

lysis

and

ba

selin

e ex

erci

se in

the

#eld

at p

roje

ct in

cept

ion.

Iden

tify

and

cons

ult w

ith w

omen

/gen

der g

roup

s, as

soci

atio

ns o

r sta

keho

lder

s on

proj

ect f

orm

ulat

ion.

Cons

ider

less

ons l

earn

ed fr

om p

revi

ous p

roje

cts w

ith

gend

er d

imen

sions

and

inte

grat

e th

em in

to p

roje

ct

form

ulat

ion

whe

re re

leva

nt.

Build

cap

acity

with

in th

e pr

ojec

t tea

m a

nd a

mon

g st

akeh

olde

rs to

ens

ure

gend

er-re

spon

sive

impl

emen

tatio

n an

d th

e co

ntin

ued

inte

grat

ion

of

a ge

nder

per

spec

tive

with

in th

e se

ctor

/are

a of

in

terv

entio

n af

ter t

he p

roje

ct e

nds.

*E

xam

ple

activ

ities

: i) In

volv

e ge

nder

foca

l poi

nt o

r ge

nder

/wom

en-fo

cuse

d gr

oups

in “t

rain

the

train

er”

prog

ram

mes

and

/or p

roje

ct m

onito

ring

activ

ities

to

ensu

re su

stai

nabi

lity.

ii) P

rovi

de g

ende

r sen

sitiza

tion

train

ing

to a

ll pr

ojec

t per

sonn

el a

nd sh

are

envi

ronm

enta

l man

agem

ent g

ende

r mai

nstre

amin

g gu

ide.

Inco

rpor

ate

a ge

nder

dim

ensio

n in

pro

ject

sta$

’s pe

rform

ance

app

raisa

ls (e

.g. b

y in

corp

orat

ing

gend

er-re

late

d ta

sks i

n pr

ojec

t sta

$’s j

ob

desc

riptio

ns).


4. GENDER MAINSTREAMING IN PROJECT FORMULATION

Environmental management projects take place in speci#c social and economic contexts where the division of labour, decision-making power, access to productive resources, such as technology and capital, and other di$erentials between women and men are embedded. This chapter will provide a number of tools, such as the gender categorization and gender analysis tool, to e$ectively mainstream gender during the project formulation phase.31

Gender categorization Projects address women’s and men’s distinct needs and vulnerabilities and utilize their capacities and skills in di$er-ent ways and to varying degrees. Depending on the type of intervention and scope of activities, some projects have

31 All tools presented in this chapter are works in progress and will be further developed as part of the ongoing gender mainstreaming e$orts in the EMB.

clear and direct gender dimensions, while others a$ect gender relations and issues indirectly or to a very limited extent only. Table 2, the gender categorization tool, pro-vides a means to categorize UNIDO’s technical cooperation projects based on their “gender relevance” and expected contribution to gender equality and/or the empowerment of women within the context of inclusive and sustainable industrial development. Overall, projects can be classi#ed into four categories: gender-targeted projects; projects with signi#cant gender dimensions; projects with limited gender dimensions; and projects with minimal gender dimensions. Assigning projects to these categories makes it easier to ensure that the respective minimum require-ments with regard to gender are ful#lled, and moreover, it helps in determining the scope and type of gender main-streaming activities that are needed to guarantee any project is—within its interventions and scope of activi-ties—as gender-responsive as possible.


Tabl

e 2.

G

ende

r cat

egor

izat

ion

tool

De%

nitio

nPr

ojec

t req

uire

men

tsGENDER-TARGETED PROJECTS

This

cate

gory

incl

udes

pro

ject

s tha

t sta

te g

ende

r equ

ality

and

/or w

omen

’s em

pow

erm

ent a

s the

ir pr

inci

pal o

bjec

tive

and

all p

roje

ct c

ompo

nent

s exp

licitl

y ad

dres

s gen

der i

ssue

s tha

t hav

e be

en id

enti#

ed th

roug

h a

gend

er a

naly

sis.

This

mea

ns p

roje

cts i

n th

is ca

tego

ry:

(a)

Targ

et w

omen

or m

en w

ho h

ave

spec

ial n

eeds

, are

disa

dvan

tage

d or

su$e

r fro

m d

iscrim

inat

ion,

or

(b)

Focu

s all

activ

ities

on

build

ing

gend

er-s

peci

#c se

rvic

es/c

apac

ities

or m

ore

eq

ual r

elat

ions

bet

wee

n w

omen

and

men

(e.g

. to

be m

easu

red

by th

e de

gree

of

acc

ess t

o m

eans

of p

rodu

ctio

n an

d/or

to m

anag

emen

t pos

ition

s in

a

spec

i#c

indu

stry

).

Colle

ct a

nd u

se se

x-di

sagg

rega

ted

data

and

qua

litat

ive

info

rmat

ion

to u

nder

stan

d th

e di

$ere

nt n

eeds

, rol

es, c

halle

nges

and

opp

ortu

nitie

s of w

omen

and

men

with

in

the

proj

ect c

onte

xt a

nd to

trac

k ge

nder

impa

cts o

f the

pro

ject

(i.e

. und

erta

ke a

n in

-dep

th g

ende

r ana

lysis

)En

sure

pro

ject

obj

ectiv

e an

d ke

y re

sults

add

ress

one

or m

ore

clea

rly d

e#ne

d

gend

er is

sue(

s)D

esig

n ge

nder

-focu

sed

outp

uts a

nd a

ctiv

ities

to a

ddre

ss id

enti#

ed g

ende

r iss

ue(s

)Fo

rmul

ate

gend

er-re

spon

sive

targ

ets,

indi

cato

rs a

nd a

bas

elin

e to

mon

itor a

nd

eval

uate

gen

der e

qual

ity re

sults

Co

nsul

t and

/or i

nvol

ve w

omen

/gen

der-f

ocus

ed g

roup

s, as

soci

atio

ns o

r sta

keho

lder

s th

roug

hout

all

phas

es o

f the

pro

ject

cyc

leEn

sure

pro

ject

man

agem

ent a

nd im

plem

enta

tion

arra

ngem

ents

(i.e

. pro

ject

pe

rson

nel a

nd p

roje

ct c

omm

ittee

com

posit

ion)

are

gen

der-b

alan

ced

Ensu

re k

ey p

roje

ct p

erso

nnel

hav

e ge

nder

exp

ertis

e an

d al

l pro

ject

sta$

are

se

nsiti

zed

to g

ende

r

PROJECTS WITH SIGNIFICANT GENDER DIMENSIONS

Proj

ects

that

fall

into

this

cate

gory

are

stro

ngly

link

ed w

ith g

ende

r-rel

ated

asp

ects

an

d ar

e ex

pect

ed to

con

tribu

te si

gni#

cant

ly to

gen

der e

qual

ity a

nd/o

r wom

en’s

empo

wer

men

t. Th

ese

proj

ects

pos

sess

mul

tiple

ent

ry-p

oint

s for

gen

der

mai

nstre

amin

g ac

tiviti

es a

nd/o

r a"

rmat

ive

actio

n, b

ut d

o no

t exp

licitl

y st

ate

ge

nder

equ

ality

and

/or w

omen

’s em

pow

erm

ent a

s the

ir pr

inci

pal o

bjec

tive.

Rat

her,

gend

er e

qual

ity a

nd/o

r wom

en’s

empo

wer

men

t is a

seco

ndar

y ob

ject

ive

and

the

proj

ect h

as c

orre

spon

ding

out

puts

and

indi

cato

rs th

at m

easu

re h

ow g

ende

r equ

ality

w

ill b

e ad

vanc

ed.

Iden

tify

gend

er is

sue(

s) in

a st

and-

alon

e ge

nder

ana

lysis

Gen

der e

qual

ity a

nd/o

r wom

en’s

empo

wer

men

t is a

key

resu

lt w

ithin

a th

emat

ic

area

Ensu

re a

t lea

st 5

0 pe

r cen

t of t

he p

roje

ct o

utpu

ts h

ave

activ

ities

pro

mot

ing

gend

er

equa

lity

and/

or th

e em

pow

erm

ent o

f wom

en

Colle

ct a

nd u

se se

x-di

sagg

rega

ted

data

and

qua

litat

ive

info

rmat

ion

to u

nder

stan

d th

e di

$ere

nt n

eeds

, rol

es, c

halle

nges

and

opp

ortu

nitie

s of w

omen

and

men

with

in

the

proj

ect c

onte

xt (i

.e. g

ende

r ana

lysis

) and

to tr

ack

gend

er im

pact

s of t

he p

roje

ctD

esig

n an

d in

clud

e ou

tput

s and

act

iviti

es to

add

ress

iden

ti#ed

gen

der i

ssue

(s)

Form

ulat

e ge

nder

-resp

onsiv

e ta

rget

s, in

dica

tors

and

a b

asel

ine

to m

onito

r gen

der

equa

lity

resu

lts

Allo

cate

su"

cien

t #na

ncia

l res

ourc

es fo

r pro

pose

d ge

nder

act

iviti

esEn

sure

that

bot

h w

omen

and

men

can

pro

vide

inpu

ts to

, acc

ess a

nd p

artic

ipat

e in

pr

ojec

t act

iviti

es (t

arge

t is a

t lea

st 4

0 pe

r cen

t of w

hich

ever

sex

is un

derre

pres

ente

d)Co

nsul

t and

/or i

nvol

ve w

omen

/gen

der-f

ocus

ed g

roup

s, as

soci

atio

ns o

r sta

keho

lder

sEn

sure

that

pro

ject

man

agem

ent a

nd im

plem

enta

tion

arra

ngem

ents

(i.e

. pro

ject

pe

rson

nel a

nd p

roje

ct c

omm

ittee

com

posit

ion)

are

gen

der-b

alan

ced

Ensu

re th

at k

ey p

roje

ct p

erso

nnel

hav

e ge

nder

exp

ertis

e an

d al

l sta

$ is

sens

itize

d

to g

ende

r


PROJECTS WITH LIMITED GENDER DIMENSIONS

Proj

ects

that

fall

into

this

cate

gory

are

exp

ecte

d to

con

tribu

te to

gen

der e

qual

ity a

nd/

or w

omen

’s em

pow

erm

ent i

n a

limite

d w

ay. T

hese

pro

ject

s pos

sess

onl

y fe

w g

ende

r di

men

sions

and

ent

ry p

oint

s for

gen

der m

ains

tream

ing

activ

ities

and

/or a

"rm

ativ

e ac

tion

are

rare

. Gen

der e

qual

ity a

nd/o

r wom

en’s

empo

wer

men

t is n

ot a

n ob

ject

ive

of

the

proj

ect,

but t

he p

roje

ct st

ill a

ddre

sses

key

gen

der i

ssue

s.

Iden

tify

gend

er is

sue(

s) in

eith

er a

n en

viro

nmen

tal a

nd so

cial

impa

ct a

sses

smen

t or

in st

and-

alon

e ge

nder

ana

lysis

Ensu

re a

t lea

st 2

0 pe

r cen

t of t

he p

roje

ct o

utpu

ts h

ave

clea

rly id

enti#

ed a

ctiv

ities

pr

omot

ing

gend

er e

qual

ity a

nd/o

r the

em

pow

erm

ent o

f wom

en, in

clud

ing

gend

er-re

spon

sive

indi

cato

rs a

nd a

cor

resp

ondi

ng b

udge

t or a

t lea

st o

ne in

dica

tor

in e

ach

proj

ect o

utpu

t ref

ers t

o ge

nder

in so

me

way

.D

esig

n an

d in

clud

e ou

tput

s and

act

iviti

es to

add

ress

the

iden

ti#ed

gen

der i

ssue

(s)

Form

ulat

e ge

nder

-resp

onsiv

e ta

rget

s, in

dica

tors

and

a b

asel

ine

to m

onito

r gen

der

resu

ltsAl

loca

te su

"ci

ent #

nanc

ial r

esou

rces

for t

he g

ende

r com

pone

nts o

f the

pro

ject

En

sure

that

bot

h w

omen

and

men

can

pro

vide

inpu

ts, a

cces

s and

par

ticip

ate

in

proj

ect a

ctiv

ities

(tar

get i

s at l

east

40

per c

ent o

f whi

chev

er se

x is

unde

rrepr

esen

ted)

Cons

ult a

nd/o

r inv

olve

wom

en/g

ende

r-foc

used

gro

ups,

asso

ciat

ions

or s

take

hold

ers

Ensu

re p

roje

ct m

anag

emen

t and

impl

emen

tatio

n ar

rang

emen

ts (i

.e. p

roje

ct

pers

onne

l and

pro

ject

com

mitt

ee c

ompo

sitio

n) a

re g

ende

r-bal

ance

d En

sure

key

pro

ject

per

sonn

el h

ave

gend

er e

xper

tise

and

proj

ect s

ta$

are

gend

er-

sens

itize

d

PROJECTS WITH MINIMAL GENDER DIMENSIONS

This

cate

gory

incl

udes

pro

ject

s tha

t hav

e no

visi

ble

pote

ntia

l to

cont

ribut

e to

gen

der

equa

lity

and/

or w

omen

’s em

pow

erm

ent.

Wom

en a

nd m

en a

re n

ot e

xpec

ted

to b

e a$

ecte

d di

$ere

ntly

by

the

proj

ect (

in te

rms o

f the

ir rig

hts,

need

s, ro

les,

oppo

rtun

ities

, et

c.), a

nd th

ere

are

hard

ly a

ny e

ntry

poi

nts f

or g

ende

r mai

nstre

amin

g ac

tiviti

es a

nd/o

r a"

rmat

ive

actio

n.

Incl

ude

a de

scrip

tion

of w

hy th

e pr

ojec

t is n

ot e

xpec

ted

to c

ontri

bute

not

icea

bly

to

gend

er e

qual

ity a

nd/o

r wom

en’s

empo

wer

men

t. Fo

r exa

mpl

e, th

e pr

ojec

t doe

s not

ha

ve d

irect

con

tact

with

com

mun

ities

or t

he p

roje

ct d

oes n

ot d

irect

ly a

$ect

or

dete

rmin

e th

e us

e of

reso

urce

s, go

ods o

r ser

vice

s acc

esse

d by

wom

en a

nd m

en

Ensu

re p

roje

ct m

anag

emen

t and

impl

emen

tatio

n ar

rang

emen

ts re

spec

t the

pr

inci

ples

of g

ende

r equ

ality

and

equ

al o

ppor

tuni

ties (

i.e. p

roje

ct p

erso

nnel

and

pr

ojec

t com

mitt

ee c

ompo

sitio

ns a

re g

ende

r-bal

ance

d)

Ensu

re b

oth

wom

en a

nd m

en c

an p

rovi

de in

puts

, acc

ess a

nd p

artic

ipat

e in

pro

ject

ac

tiviti

es w

ithin

thei

r lim

ited

scop

e


Gender analysisA gender analysis examines the di$erent roles, rights, needs, concerns, and opportunities of women and men, boys and girls, and the relations between them in a given context. Furthermore, a gender analysis helps in identifying entry points and determining the most e$ec-tive strategies in a particular context that will support gender equality and the empowerment of women. It is a practical tool that is used to inform policies and pro-grammes, as well as to identify opportunities for promoting gender equality and women’s empowerment in technical cooperation projects.

Once it has been determined that gender plays a role in the planned intervention, a gender analysis should be undertaken. Ideally, a gender expert who is knowledgeable about the regional and contextual background of the inter-vention undertakes the gender analysis.32 If, however, resources are limited, project managers can also undertake

32 Examples for Terms of Reference, including the speci#c tasks and quali#cations of the gender experts, are presented in annex I and II; more detailed information on gender analysis at the regional/country level and the sectoral level is presented in annex III and IV, respectively.

a gender analysis with support from the appropriate tools and guidance presented in the following sections.

Collection of informationThe collection of quantitative and qualitative sex- disaggregated data is core to the gender analysis. Potential tools to collect such data include literature reviews, inter-views, focus group discussions, surveys, consultations, and community and social mappings. Furthermore, already exist-ing data and information, such as those produced by recently undertaken assessments or surveys, as well as statistics avail-able through databases, can support the analysis.

Table 3 provides a set of questions to be considered as part of the gender analysis. While this set of questions is not exclusive, it touches upon the key dimensions to be looked at throughout the process, such as decision-making power, access to resources, knowledge and the labour market, as well as the bene#ts of interventions. The questions in the second column of the #gure are broad and provide overall guidance that is applicable to all projects and sectors. The questions in the third column are more speci#c to environ-mental management interventions.


Table 3. Gender analysis questions

General questions applicable to all sectors/projects

Questions speci%c to the environmental management sector/projects

What is the context?

What is the legal status of women in the country of intervention? What are the gender norms and values? What are the training and education levels of women and men? What are commonly held beliefs, perceptions and stereotypes in relation to gender?

What is the share of women and men enrolled in STEM #elds? Do women and men have equal access to the sectoral labour market? Are there any barriers that impede women’s or men’s engagement in the sector? Do environmental and industrial policies include a provision on gen-der equality and women’s empowerment in the sectors? Are there sector policies supporting or causing gender inequalities?

Who does what?

What is the division of labour among women and men? What is the situation of women and men in the speci#c sector of intervention? What is the share of women and men in the formal/informal economy? Who manages the household? Who takes responsibility for the care of children and the elderly?

Are women and men involved in the design and transfer of ESTs? Have both women’s and men’s views about technology options and design fea-tures been taken into account? What is the share of women and men in the sectoral labour market? What positions do women and men predominantly have in the sector in terms of hierarchy?

Who has what?

Do women and men have equal access to resources including #nance, technologies, information and services (at national, sectoral and local level)? Who has control over these resources? Do women and men equally bene#t from these resources? Do women and men have equal access to educa-tion, technical knowledge, and/or skill upgrading?

Do women and men have the right to own/ control land (and other relevant resources)? Do women and men have (equal) access to credit? How many small and medium enterprises are owned or managed by women and men in the sector? Are there wage gaps between women and men? Do women and men have (equal) access to environmentally sound technologies? Do women and men have (equal) access to infor-mation and capacity-building in STEM #elds or related to environmental management?

Who decides?

Who participates in the decision-making in the household, the public sector, and at corporate level? Are the bargaining positions of women and men di$erent? Are women involved in making economic decisions? Is there an equal participation of women and men in the political sphere? Who has political in'uence?

What is the share of women and men in leader-ship positions in industry (e.g. in small and medium enterprises)? Are women and men equally represented at global, regional and national environmental conferences and events? Are gender focal points or organisations working on gender equality and women’s empowerment consulted in project/sector-related planning and decision-making?


Analysis of informationThe data and information collected from the above sug-gested questions serve to identify the potential of the proj-ect to a$ect the conditions and opportunities of women and men in general, and those at a disadvantage in particular. The analysis of data from a gender perspective will also help to determine the following:

Can women and men be addressed by the project in the same way without the risk of worsening existing gender gaps?What are the risks and consequences of (not) main-streaming gender in the project?Which project activities may be considered “gender-neutral” and which ones require speci#c action to be more gender-responsive?Which aspects (e.g. access to training, mobility, workload, others) must be taken into account to establish project goals, indicators and activities that will promote gender equality?Which supporting tools, expertise and/or alliances are necessary to meet gender equality goals in the project?

Integration of %ndingsThe results of the gender analysis should be integrated into the project in a relevant and meaningful way and be considered throughout the stages of the project cycle: formulation, implementation, and monitoring and evalua-tion. In each of these stages, it is important to keep a “gender lens” in mind and to identify ways in which the project can:

Address any gender inequalities real or potential within the scope of the project Ensure the needs and vulnerabilities of women and men are addressed in project activitiesEnsure women’s and men’s distinct capacities and skills are considered and utilizedEnsure women and men have equal access to project resources, services, capacity-building Ensure equal participation of women and men in both the project management arrangements and as bene#ciaries, partners and key stakeholders of the projectEnsure equal voice among women and men in the decision-making processes of the project

General questions applicable to all sectors/projects

Questions speci%c to the environmental management sector/projects

Who bene#ts?

Where are the opportunities or entry points to ensure equal participation and bene#ts? Does the project address the di$erent needs and priorities of women and men? Will the services and technolo-gies provided by the project be available and accessible to both women and men? Does the project recognize the distinct vulnerabilities of women and men (e.g. health vulnerabilities) and develop speci#c response strategies for each target group?

Will women’s workloads increase/decrease as a result of innovation and changes in technology, and, if their workload is decreased, will this involve a loss of income? Does the project provide space to relieve women’s and men’s workloads in their speci#c productive/processing roles through new technologies? Are provisions in place that support women in combining their family care tasks (e.g. child care options, safe and a$ordable transport, 'exible working hours)? Is gender a requirement in project-related recruitment processes (gender balance as well as gender competence of sta$ )? Do the trainings and capacity-building initiatives of the project take into account the needs of women and men (e.g. time or mobility restrictions)?


Ensure women and men equally bene#t from the trainings and all other services o$ered by the projectCollect and analyse sex-disaggregated data and qualitative information to monitor and evaluate the real gender impacts of the project Ensure coordination among key development actors to further enhance gender mainstreaming and promote gender equality and/or the empowerment of women

The following sections provide more in-depth guidance on how to integrate the #ndings from the gender analysis into projects in a meaningful way.

Mapping of potential partners and stakeholders One key way to integrate a gender perspective into projects is during stakeholder mappings. Among the key stakeholders that could be involved throughout the process are gender focal points of the relevant national ministries (e.g. industry, labour, trade), industry associa-tions, labour organizations, laboratories, universities, NGOs, civil society organizations, etc. Additionally, if a strong gender imbalance exists among the project stakeholders, measures to involve more of the underrepresented gender —be it men or women—and raise awareness among them may be needed. This is a question of accountability and credibility.

Formulation of gender outcomes, outputs and indicators As part of gender mainstreaming during the project cycle, a project should also consider formulating and integrating speci#c gender equality and women’s empowerment out-comes, outputs and indicators to the project in order to enhance gender results.

A project with explicit gender components enables better monitoring and tracking of the progress of gender activities. It also can o$er a better gauge on if and to what extent project activities contribute to the advancement of gender equality and the empowerment of women.

The matrix in Table 4 provides potential gender out-comes, outputs and indicators related to environmental management interventions to be considered during project formulation.

Monitoring and evaluation planCentral to a gender-responsive monitoring and evaluation plan is the identi#cation and inclusion of women-speci#c targets and sex-disaggregated performance indicators. Women-speci#c targets and gender-responsive indicators

KEY QUESTIONS TO CONSIDER WHEN MAPPING POTENTIAL PARTNERS AND STAKEHOLDERS

Do key stakeholders include individuals or groups with a gender perspective (e.g. ministries of women and/or social a$airs, a committee or membership organization related to promoting gender equality, women’s rights or the empowerment of women)?

Is there a balanced gender representation among key stakeholders?

Is there at least one stakeholder who has the necessary skills and expertise to provide gender mainstreaming inputs?

Are stakeholders willing to ensure equal participation of both women and men during the implementation?

TO FURTHER IDENTIFY ENTRY POINTS FOR INTEGRATING GENDER DIMENSIONS INTO YOUR PROJECT, CONSIDER THE FOLLOWING:

How will women and men be targeted and reached?

Are there any women’s groups, associations or NGOs in the country that the project can partner with?

Is the project responding to gender-di$erentiated patterns of division of labour, wage gaps, etc.?

How will the activities and services of the project bene#t women and men?

Is the project likely to have adverse e$ects on women or men?

How will the project a$ect relations between women and men?

How will the project ensure women and men have equal access to the opportunities and services that the project provides?

How can the project ensure and enhance women’s participation in the activities or services provided?


are essential tools to track progress and impact of the gen-der results of a particular intervention over time.

Gender-responsive indicators should not be super#cial, but add value and provide information about the underlying questions of the project; that is, whether conditions for women and men are really changing in terms of access to resources, economic security, political power, social status, etc. Therefore, it is good practice to review all indicators of the project (from development objective to output/activity levels) and to identify whether each indicator lends itself to sex-disaggregation. Reviewing what the indicator aims to measure, both for women and men, is also useful.

Gender-responsive indicators should identify whether the situation has changed and how or whether the project has contributed to gender equality and economic empow-erment or has perpetuated or even increased existing inequalities. Such indicators can be formulated to be quanti-tative (e.g. monitoring sex-disaggregated data by level of poverty or participation) or qualitative (e.g. monitoring changes in attitude, perception or levels of empowerment).

Figure 1 presents a matrix for measuring women’s eco-nomic empowerment from the International Centre for Research on Women (ICRW), which uses sample indicators to show di$erent stages at which results can be measured. These

stages range from project outputs and immediate outcomes to intermediate and longer term impacts. Determining which stage to measure depends on what is feasible to measure given the project’s resources, expected impact and timeframe.

The framework emphasizes the importance of not focus-ing exclusively on impact indicators in developing monitoring and evaluation (M&E) plans. It is equally important to prioritize the measurement of process, output and outcome indicators, such as women’s participation in the project and which women participated. All projects should measure basic pro-cess outputs and outcomes. These indicators can provide initial assessments of whether a project is on the right track and whether it is engaging women as intended. They are usu-ally more straightforward to measure than indicators of deeper or longer-term impact. According to ICRW, not all indi-cators can or should be measured at the highest level and often it is not realistic to expect to be able to measure the deepest, long-term impact within the project’s time frame.33

Table 4 provides suggested indicators for environmental management interventions.

33 ICRW, Understanding and Measuring Women’s Economic Empowerment, 2011. Available at: http://www.icrw.org/publications/understanding-and-measuring-womens-economic-empowerment

PROJECT

ECONOMIC ADVANCEMENTPOWER AND AGENCY

OUTPUT

OUTCOME

IMPACT

Women’s participation

in activities

Increased self-e!cacy

Increasedbargaining

powerImproved

livelihood

Increased pro"t

Increased control

of household resources

Increased "nancial

independence

New skills

Changes inbusiness

practiceAbility

to make decisions

Access to new markets

Women’s participation

in activities

Figure I. Measuring women’s economic empowerment


Tabl

e 4.

G

ende

r ind

icat

or fr

amew

ork

for m

onito

ring

gend

er-re

late

d im

pact

s

Type

of

inte

rven

tion

Out

puts

and

act

iviti

esPo

ssib

le G

EEW

out

puts

Poss

ible

GEE

W in

dica

tors

Indi

cativ

e G

EEW

out

com

es

GLO

BAL

Supp

ort g

loba

l pol

icy

and

depl

oym

ent f

ram

ewor

ks su

ch a

s th

e Gr

een

Indu

stry

Pla

tform

, the

Gl

obal

Net

wor

k fo

r Res

ourc

e E"

cien

t and

Cle

aner

Pro

duct

ion

(REC

Pnet

), th

e Pa

rtne

rshi

p fo

r Ac

tion

on G

reen

Eco

nom

y (P

AGE)

, W

IPO

gre

en a

nd th

e Cl

imat

e Te

chno

logy

Cen

tre a

nd N

etw

ork

(CTC

N)

Nee

ds a

nd im

pact

ass

essm

ents

, in

clud

ing

on p

ossib

le g

ende

r-di

$ere

ntia

ted

outc

omes

of p

olic

y an

d de

ploy

men

t fra

mew

orks

, are

un

dert

aken

(inc

ludi

ng c

olle

ctio

n of

se

x-di

sagg

rega

ted

data

)Po

licym

aker

s rec

eive

d ap

prop

riate

tra

inin

g on

gen

der i

mpl

icat

ions

of

glob

al p

olic

y an

d de

ploy

men

t fra

mew

orks

Asso

ciat

ions

and

net

wor

ks fo

cusin

g on

GEE

W a

re in

clud

ed in

pol

icy

cons

ulta

tions

Gen

der i

s mai

nstre

amed

in a

ny

cont

ent o

f onl

ine

plat

form

s and

sp

eci#

c in

form

atio

n on

gen

der i

s m

ade

avai

labl

e G

ende

r is m

ains

tream

ed in

glo

bal

polic

y an

d de

ploy

men

t fra

mew

orks

Gen

der p

arity

and

gen

der

cons

ider

atio

ns a

re a

n in

tegr

al p

art o

f re

crui

tmen

t pro

cess

es (e

.g. s

peci

#c

enco

urag

emen

t of w

omen

to a

pply

, jo

b ad

vert

isem

ents

circ

ulat

ed w

idel

y an

d th

roug

h ch

anne

ls ac

cess

ible

for

wom

en a

nd m

en, g

ende

r as a

re

quire

d co

mpe

tenc

y in

ToRs

, in

terv

iew

que

stio

n on

gen

der)

Num

ber o

f gen

der-s

ensit

ive

asse

ssm

ents

N

umbe

r of g

ende

r-spe

ci#c

eve

nts h

eld

(e.g

. tra

inin

gs, w

orks

hops

, sid

e ev

ents

, th

emat

ic w

orki

ng lu

nche

s)Pe

rcen

tage

of p

olic

y de

cisio

ns in

whi

ch

asso

ciat

ions

and

net

wor

ks fo

cusin

g on

GE

EW h

ave

been

con

sulte

dN

umbe

r of g

ende

r-spe

ci#c

con

tent

po

sted

thro

ugh

onlin

e-pl

atfo

rms (

e.g.

up

load

s/lin

ks to

gen

der p

ublic

atio

ns,

refe

renc

es to

gen

der n

etw

orks

, an

noun

cem

ent o

f gen

der e

vent

s)N

umbe

r of g

ende

r-ref

eren

ces i

nclu

ded

in p

olic

y an

d de

ploy

men

t fra

mew

orks

Perc

enta

ge o

f wom

en a

nd m

en

repr

esen

ted

in p

olic

ymak

ing

orga

ns/

stru

ctur

esN

umbe

r of s

peci

#c m

easu

res

unde

rtak

en to

recr

uit w

omen

Glob

al p

olic

y an

d de

ploy

men

t fra

mew

orks

ach

ieve

bet

ter i

mpa

ct a

s w

omen

and

men

con

tribu

te a

nd b

ene#

t m

ore

equa

lly fr

om in

terv

entio

nsW

omen

and

men

are

reco

gnize

d as

im

porta

nt a

ctor

s and

are

mor

e eq

ually

re

pres

ente

d in

glo

bal le

ader

ship

and

de

cisio

n-m

akin

g po

sitio

nsVi

sibilit

y an

d un

ders

tand

ing

of

gend

er-s

peci#

c ne

eds a

nd p

riorit

ies

rela

ted

to e

nviro

nmen

tal m

anag

emen

t is

incr

ease

d

Prom

ote

Gree

n In

dust

ry (G

I) en

trepr

eneu

rshi

p an

d in

nova

tion

thro

ugh

awar

ds (s

uch

as C

P Aw

ard,

Glo

bal C

L Aw

ard,

SEE

D

Gen

der E

qual

ity A

war

d)

SEED

aw

ard

is w

idel

y pr

omot

ed a

nd

suita

ble

win

ner s

elec

ted

Spec

i#c

prov

ision

s are

mad

e to

en

cour

age

wom

en to

app

ly fo

r GI

awar

ds

Gen

der c

onsid

erat

ions

are

an

inte

gral

pa

rt o

f the

ass

essm

ent c

riter

ia o

f GI

awar

ds a

pplic

atio

ns

Num

ber o

f app

licat

ions

rece

ived

for

SEED

aw

ard

Perc

enta

ge o

f wom

en a

nd m

en

appl

ying

for a

war

dsPe

rcen

tage

of w

omen

and

men

w

inni

ng a

war

dsN

umbe

r of g

ende

r-ref

eren

ces i

n ap

plic

atio

ns re

ceiv

ed fo

r aw

ards

Num

ber o

f gen

der-r

efer

ence

s in

awar

d-w

inni

ng in

itiat

ives

An e

nviro

nmen

t is c

reat

ed th

at e

nabl

es

wom

en a

nd m

en to

par

ticip

ate

in G

I aw

ard

com

petit

ion

and

be fe

atur

ed a

s ch

ampi

ons

Initi

ative

s tha

t win

GI a

war

ds a

re

gend

er-s

ensit

ive a

nd se

rve

as g

ood

prac

tice

exam

ples


Type

of

inte

rven

tion

Out

puts

and

act

iviti

esPo

ssib

le G

EEW

out

puts

Poss

ible

GEE

W in

dica

tors

Indi

cativ

e G

EEW

out

com

es

GLO

BAL

Dev

elop

regi

onal

and

nat

iona

l Gr

een

Indu

stry

(GI)

stra

tegi

es to

pr

omot

e in

dust

rial d

evel

opm

ent

that

is e

cono

mic

ally

via

ble,

en

viro

nmen

tally

soun

d an

d so

cial

ly in

clus

ive

Nee

ds a

nd im

pact

ass

essm

ents

, in

clud

ing

on p

ossib

le g

ende

r-di

$ere

ntia

ted

outc

omes

of G

I st

rate

gies

, are

und

erta

ken

(incl

udin

g co

llect

ion

of se

x-di

sagg

rega

ted

data

)Po

licym

aker

s rec

eive

app

ropr

iate

tra

inin

g on

gen

der i

mpl

icat

ions

of G

I st

rate

gies

Asso

ciat

ions

and

net

wor

ks fo

cusin

g on

GE

EW a

re in

clud

ed in

dev

elop

men

t of

GI st

rate

gies

Gen

der i

s mai

nstre

amed

in G

I st

rate

gies

Num

ber o

f gen

der-s

ensit

ive

asse

ssm

ents

N

umbe

r of g

ende

r-spe

ci#c

eve

nts h

eld

(e.g

. tra

inin

gs, w

orks

hops

, sid

e ev

ents

, th

emat

ic w

orki

ng lu

nche

s)Pe

rcen

tage

of t

ime

dedi

cate

d to

ge

nder

in G

I stra

tegy

dev

elop

men

t pr

oces

ses

Perc

enta

ge o

f GI s

trate

gy d

evel

opm

ent

proc

esse

s in

whi

ch a

ssoc

iatio

ns a

nd

netw

orks

focu

sing

on G

EEW

hav

e be

en

cons

ulte

dN

umbe

r of g

ende

r-ref

eren

ces i

nclu

ded

in G

I stra

tegi

es

GI st

rate

gies

ach

ieve

bet

ter i

mpa

ct

as w

omen

and

men

con

tribu

te a

nd

bene

#t m

ore

equa

lly fr

om

inte

rven

tions

Visib

ility

and

und

erst

andi

ng o

f ge

nder

-spe

ci#c

nee

ds a

nd p

riorit

ies

rela

ted

to G

I is i

ncre

ased

Org

anize

, par

ticip

ate

in a

nd

cont

ribut

e to

glo

bal c

onfe

renc

es

to ra

ise a

war

enes

s, pr

omot

e pa

rtne

rshi

p an

d di

ssem

inat

e in

form

atio

n

Stak

ehol

ders

invo

lved

in g

loba

l co

nfer

ence

s are

gen

der-s

ensit

ized

and

awar

e of

the

bene

#ts o

f gen

der

mai

nstre

amin

g As

soci

atio

ns a

nd n

etw

orks

focu

sing

on

GEEW

are

incl

uded

in g

loba

l co

nfer

ence

s Pr

ovisi

ons a

re m

ade

tow

ards

gre

ater

ge

nder

par

ity a

t glo

bal c

onfe

renc

es

(e.g

. invi

tatio

n of

wom

en sp

eake

rs/

pane

llist

s, en

cour

agem

ent o

f de

lega

tions

to se

nd w

omen

)G

ende

r is m

ains

tream

ed in

info

rmat

ion

mat

eria

l (e.

g. d

edic

ated

gen

der

sect

ions

, sex

-disa

ggre

gate

d da

ta,

info

rmat

ion

on g

ende

r-di$

eren

tiate

d im

pact

s, ill

ustra

tions

of w

omen

an

d m

en)

Spec

i#c

part

ners

hips

with

or

gani

zatio

ns w

orki

ng o

n GE

EW a

re

esta

blish

ed a

nd in

form

atio

n m

ater

ial

prep

ared

is d

issem

inat

ed th

roug

h th

ese

chan

nels

(e.g

. GGC

A ne

twor

k, Kn

owle

dge

Gat

eway

on

Wom

en’s

Econ

omic

Em

pow

erm

ent,

etc.)

Num

ber o

f gen

der-s

peci

#c e

vent

s hel

d (e

.g. t

rain

ings

, wor

ksho

ps, s

ide

even

ts,

them

atic

wor

king

lunc

hes)

Perc

enta

ge o

f tim

e de

dica

ted

to

gend

er d

urin

g gl

obal

con

fere

nces

Pe

rcen

tage

of g

loba

l con

fere

nces

in

whi

ch a

ssoc

iatio

ns a

nd n

etw

orks

fo

cusin

g on

GEE

W h

ave

part

icip

ated

Pe

rcen

tage

of w

omen

and

men

pa

rtic

ipat

ing

at g

loba

l con

fere

nces

Pe

rcen

tage

of w

omen

and

men

pr

esen

ting/

spea

king

at g

loba

l co

nfer

ence

sIn

form

atio

n m

ater

ial i

s gen

der-s

ensit

ive

(yes

/no)

Perc

enta

ge o

f inf

orm

atio

n m

ater

ial

diss

emin

ated

thro

ugh

spec

i#c

chan

nels

dedi

cate

d to

GEE

W

Wom

en a

nd m

en a

re re

cogn

ized

as

impo

rtan

t act

ors a

nd a

re m

ore

equa

lly

repr

esen

ted

at g

loba

l con

fere

nces

Visib

ility

and

und

erst

andi

ng o

f ge

nder

-spe

ci#c

nee

ds a

nd p

riorit

ies

rela

ted

to e

nviro

nmen

tal m

anag

emen

t is

incr

ease

dAd

ditio

nal G

EEW

-env

ironm

enta

l m

anag

emen

t ini

tiativ

es a

t var

ious

le

vels

are

supp

orte

d as

a w

ider

and

m

ore

dive

rse

audi

ence

has

acc

ess t

o an

d be

ne#t

s fro

m th

e kn

owle

dge

and

info

rmat

ion

gene

rate

d


GLO

BAL

Dev

elop

and

diss

emin

ate

publ

icat

ions

of b

est p

ract

ices

, le

sson

s lea

rned

and

rese

arch

#n

ding

s

Gen

der i

s mai

nstre

amed

in k

now

ledg

e pr

oduc

ts/m

ater

ial d

evel

oped

(e.g

. de

dica

ted

gend

er se

ctio

ns, s

ex-

disa

ggre

gate

d da

ta, in

form

atio

n on

ge

nder

-di$

eren

tiate

d im

pact

s, ill

ustra

tions

of w

omen

and

men

) Sp

eci#

c kn

owle

dge

prod

ucts

/mat

eria

l on

gen

der d

evel

oped

, incl

udin

g a

‘bus

ines

s cas

e’ fo

r gen

der

mai

nstre

amin

g G

ende

r-rel

ated

rese

arch

/evi

denc

e an

d se

x-di

sagg

rega

ted

data

is c

olle

cted

and

pr

oces

sed

(e.g

. in fo

rm o

f cas

e st

udie

s, st

atist

ics)

Spec

i#c

part

ners

hips

with

or

gani

zatio

ns w

orki

ng o

n GE

EW a

re

esta

blish

ed a

nd k

now

ledg

e m

ater

ial

prep

ared

is d

issem

inat

ed th

roug

h th

ese

chan

nels

(e.g

. GGC

A ne

twor

k, Kn

owle

dge

Gat

eway

on

Wom

en’s

Econ

omic

Em

pow

erm

ent,

etc.)

Know

ledg

e pr

oduc

ts a

re g

ende

r-se

nsiti

ve (y

es/n

o)N

umbe

r of g

ende

r-spe

ci#c

kno

wle

dge

mat

eria

ls de

velo

ped

Evid

ence

/less

ons l

earn

ed c

olle

cted

and

‘b

usin

ess c

ase’

deve

lope

d on

gen

der

mai

nstre

amin

g (y

es/n

o)Re

sear

ch/e

vide

nce

and

sex-

disa

ggre

gate

d da

ta c

olle

cted

and

pr

oces

sed

(yes

/no)

Perc

enta

ge o

f kno

wle

dge

mat

eria

l di

ssem

inat

ed th

roug

h sp

eci#

c ch

anne

ls fo

cusin

g on

GEE

W

Visib

ility

and

und

erst

andi

ng o

f ge

nder

-spe

ci#c

nee

ds a

nd p

riorit

ies

rela

ted

to G

I is i

ncre

ased

Addi

tiona

l GEE

W-e

nviro

nmen

tal

man

agem

ent i

nitia

tives

at v

ario

us

leve

ls ar

e su

ppor

ted

as a

wid

er a

nd

mor

e di

vers

e au

dien

ce h

as a

cces

s to

and

bene

#ts f

rom

the

know

ledg

e an

d in

form

atio

n ge

nera

ted

WAT

ER

MAN

AGEM

ENT

Stre

ngth

en th

e ca

paci

ty o

f pub

lic

and

priv

ate-

sect

or su

ppor

t in

stitu

tions

to a

ssist

SM

Es to

in

crea

se th

eir w

ater

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EEW

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ER

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AGEM

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EST)

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ex V

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Pe

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pr

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ting

at c

apac

ity-b

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initi

ativ

esTr

aini

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ater

ial i

s gen

der-s

ensit

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(yes

/no)

Perc

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acity

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olic

ies

Visib

ility

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riorit

ies

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ted

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stai

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e us

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reso

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s is i

ncre

ased

Solu

tions

app

lied

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eve

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r im

pact

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omen

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d m

en’s

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s an

d pr

iorit

ies,

as w

ell a

s kno

wle

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skill

s, ar

e co

nsid

ered

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n in

crea

sed

exte

nt


Type

of

inte

rven

tion

Out

puts

and

act

iviti

esPo

ssib

le G

EEW

out

puts

Poss

ible

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W in

dica

tors

Indi

cativ

e G

EEW

out

com

es

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ER

MAN

AGEM

ENT

Stre

ngth

en th

e ca

paci

ty o

f pub

lic

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ate-

sect

or su

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t in

stitu

tions

to a

ssist

SM

Es to

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inim

ize th

eir w

ater

pol

lutio

n di

scha

rges

thro

ugh

the

appl

icat

ion

of th

e U

NID

O Tr

ansfe

r of

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ironm

enta

lly S

ound

Te

chno

logi

es (T

EST)

met

hodo

logy

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ds a

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pact

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essm

ents

, in

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ing

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ossib

le g

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ntia

ted

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omes

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ted

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ollu

tion

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harg

es, a

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rtak

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nclu

ding

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lect

ion

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sex-

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ggre

gate

d da

ta)

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er is

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inte

gral

par

t of a

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capa

city

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ldin

g pr

ovid

ed; w

here

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eded

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ci#c

eve

nts o

n ge

nder

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he

ld (e

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orks

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inin

gs, b

rie#n

gs)

Gen

der i

s mai

nstre

amed

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aini

ng

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eria

ls us

ed fo

r cap

acity

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ldin

g of

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akeh

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rs (e

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edic

ated

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ions

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rmat

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on g

ende

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tiate

d im

pact

s, illu

stra

tions

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omen

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men

) As

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ns a

nd n

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orks

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sing

on

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uded

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apac

ity-b

uild

ing

initi

ativ

es (e

.g. w

orks

hops

, tra

inin

gs)

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nder

cha

rter i

s dev

elop

ed fo

r su

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t ins

titut

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ann

ex V

)

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ber o

f gen

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ssm

ents

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umbe

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ende

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eve

nts h

eld

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orks

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orki

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nche

s)Pe

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ime

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cate

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nder

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rcen

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ativ

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en

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entin

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cap

acity

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ldin

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itiat

ives

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eria

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e (y

es/n

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Perc

enta

ge o

f cap

acity

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itiat

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hich

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tions

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ks fo

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g on

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ave

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Visib

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riorit

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ted

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ater

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lutio

n is

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ease

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chni

cal s

olut

ions

app

lied

achi

eve

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r im

pact

s as w

omen

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d m

en’s

need

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prio

ritie

s, as

wel

l as

know

ledg

e an

d sk

ills,

are

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ider

ed

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n in

crea

sed

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nt

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t in

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cess

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yste

m

appr

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anag

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t and

su

stai

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e us

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r bas

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ing

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e m

arin

e ec

osys

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s

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ds a

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ng c

olle

ctio

n of

se

x-di

sagg

rega

ted

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nder

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n in

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al p

art o

f any

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ty-b

uild

ing

prov

ided

; whe

re

need

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held

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#ngs

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nder

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s use

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acity

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rs (e

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men

) As

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atio

ns a

nd n

etw

orks

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sing

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uded

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apac

ity-b

uild

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orks

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i#c

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aina

ble

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ater

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urce

s is

deve

lope

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ed in

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pol

icie

s de

velo

ped

Num

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ents

N

umbe

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eld

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e ev

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ic w

orki

ng lu

nche

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tage

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ime

dedi

cate

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Perc

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ives

Pe

rcen

tage

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omen

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men

pr

esen

ting

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apac

ity-b

uild

ing

initi

ativ

esTr

aini

ng m

ater

ial i

s gen

der-s

ensit

ive

(yes

/no)

Perc

enta

ge o

f cap

acity

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ldin

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itiat

ives

in w

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tions

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ave

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umbe

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olic

ies

Visib

ility

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rela

ted

to th

e su

stai

nabl

e us

e of

wat

er

reso

urce

s is i

ncre

ased

Solu

tions

app

lied

achi

eve

bette

r im

pact

s as w

omen

’s an

d m

en’s

need

s an

d pr

iorit

ies,

as w

ell a

s kno

wle

dge

and

skill

s, ar

e co

nsid

ered

to a

n in

crea

sed

exte

nt

WAT

ER

MAN

AGEM

ENT

Supp

ort t

he in

trodu

ctio

n of

te

chno

logi

es a

nd p

olic

y re

form

s to

min

imize

the

use

and

disc

harg

e of

hea

vy m

etal

s int

o w

ater

way

s, in

clud

ing

mer

cury

from

sm

all-s

cale

min

ing

oper

atio

ns

Nee

ds a

nd im

pact

ass

essm

ents

, in

clud

ing

on p

ossib

le g

ende

r-di

$ere

ntia

ted

outc

omes

of

tech

nolo

gies

and

pol

icy

refo

rms,

are

unde

rtak

en (i

nclu

ding

col

lect

ion

of

sex-

disa

ggre

gate

d da

ta)

Gend

er is

an

inte

gral

par

t of a

ny

capa

city

-bui

ldin

g pr

ovid

ed; w

here

ne

eded

, spe

ci#c

eve

nts o

n ge

nder

are

he

ld (e

.g. w

orks

hops

, tra

inin

gs, b

rie#n

gs)

Gen

der i

s mai

nstre

amed

in tr

aini

ng

mat

eria

ls us

ed fo

r cap

acity

-bui

ldin

g (e

.g. d

edic

ated

gen

der s

ectio

ns,

sex-

disa

ggre

gate

d da

ta, in

form

atio

n on

ge

nder

-di$

eren

tiate

d im

pact

s, ill

ustra

tions

of w

omen

and

men

)As

soci

atio

ns a

nd n

etw

orks

focu

sing

on

GEEW

are

incl

uded

in p

olic

y co

nsul

tatio

nsSp

eci#

c tra

inin

g op

port

uniti

es fo

r w

omen

in d

evel

opin

g an

d us

ing

envi

ronm

enta

lly so

und

tech

nolo

gies

ar

e av

aila

ble

with

spec

i#c

ince

ntiv

es

and

faci

litie

s (e.

g. sc

hola

rshi

ps fo

r w

omen

gra

duat

es, c

ampa

igns

, m

ento

rshi

p pr

ogra

mm

es)

Num

ber o

f gen

der-s

ensit

ive

asse

ssm

ents

Num

ber o

f gen

der-s

peci

#c e

vent

s hel

d (e

.g. t

rain

ings

, wor

ksho

ps, s

ide

even

ts,

them

atic

wor

king

lunc

hes)

Perc

enta

ge o

f tim

e de

dica

ted

to

gend

er d

urin

g ca

paci

ty-b

uild

ing

initi

ativ

es

Perc

enta

ge o

f wom

en a

nd m

en

part

icip

atin

g in

cap

acity

-bui

ldin

g in

itiat

ives

Pe

rcen

tage

of w

omen

and

men

pr

esen

ting

at c

apac

ity-b

uild

ing

initi

ativ

esPe

rcen

tage

of c

apac

ity-b

uild

ing

initi

ativ

es in

whi

ch a

ssoc

iatio

ns a

nd

netw

orks

focu

sing

on G

EEW

hav

e pa

rtic

ipat

ed

Trai

ning

mat

eria

l is g

ende

r-sen

sitiv

e (y

es/n

o)Pe

rcen

tage

of w

omen

and

men

de

velo

ping

env

ironm

enta

lly so

und

tech

nolo

gies

Pe

rcen

tage

of w

omen

and

men

usin

g en

viro

nmen

tally

soun

d te

chno

logi

es

Visib

ility

and

und

erst

andi

ng o

f ge

nder

-spe

ci#c

nee

ds a

nd p

riorit

ies

rela

ted

to th

e us

e an

d di

scha

rge

of

heav

e m

etal

s int

o w

ater

way

s is

incr

ease

dM

ore

wom

en h

ave

tech

nica

l ski

lls a

nd

expe

rienc

e in

tech

nolo

gy d

evel

opm

ent

and

usag

e, a

nd th

erew

ith b

ette

r ch

ance

s for

em

ploy

men

t in

the

sect

or

Activ

ely

part

icip

ate

in, a

nd

colla

bora

te w

ith, w

ater

-rela

ted

glob

al fo

rum

s, pa

rtne

rs a

nd

conv

entio

ns, in

clud

ing

the

Glob

al

Envi

ronm

ent F

acili

ty, t

he

Min

amat

a Co

nven

tion

on

Mer

cury

, and

Uni

ted

Nat

ions

sy

stem

-wid

e in

itiat

ives

such

as

UN

-Wat

er, t

he W

orld

Wat

er

Asse

ssm

ent P

rogr

amm

e,

UN

-Oce

ans a

nd th

e Gl

obal

M

ercu

ry A

sses

smen

t

Sugg

estio

n to

inclu

de a

ssoc

iatio

ns a

nd

netw

orks

focu

sing

on G

EEW

as

colla

bora

tors

and

invit

e th

em to

rele

vant

ev

ents

(e.g

. con

fere

nces

, wor

ksho

ps) i

s pr

esen

ted

to d

ecisi

on-m

aker

s Su

gges

tion

to m

ains

tream

gen

der i

n ex

istin

g in

form

atio

n/kn

owle

dge

mat

eria

l is p

rese

nted

to d

ecisi

on-m

aker

s (e

.g. t

hrou

gh d

edic

ated

gen

der s

ectio

ns,

sex-

disa

ggre

gate

d da

ta, in

form

atio

n on

ge

nder

-di$

eren

tiate

d im

pact

s, illu

stra

tions

of w

omen

and

men

)Su

gges

t to

mak

e ge

nder

par

ity a

nd

gend

er c

onsid

erat

ions

an

inte

gral

par

t of

recr

uitm

ent p

roce

sses

(e.g

. spe

ci#c

en

cour

agem

ent o

f wom

en to

app

ly,

job

adve

rtise

men

ts c

ircul

ated

wid

ely

and

thro

ugh

chan

nels

acce

ssib

le fo

r w

omen

and

men

, gen

der a

s a re

quire

d co

mpe

tenc

y in

ToRs

, inte

rvie

w

ques

tion

on g

ende

r)

Num

ber o

f com

mun

icat

ions

with

de

cisio

n-m

aker

s rel

ated

to g

ende

rN

umbe

r of g

ende

r-spe

ci#c

eve

nts h

eld

(e.g

. sid

e ev

ents

, the

mat

ic w

orki

ng

lunc

hes)

Perc

enta

ge o

f tim

e de

dica

ted

to

gend

er d

urin

g ev

ents

Pe

rcen

tage

of e

vent

s in

whi

ch

asso

ciat

ions

and

net

wor

ks fo

cusin

g on

GE

EW h

ave

part

icip

ated

In

form

atio

n/kn

owle

dge

mat

eria

l is

gend

er-s

ensit

ive

(yes

/no)

Perc

enta

ge o

f wom

en a

nd m

en

repr

esen

ted

in p

olic

ymak

ing

orga

ns/

stru

ctur

esN

umbe

r of f

orm

al, g

ende

r-rel

ated

ex

chan

ges

Num

ber o

f exp

erie

nces

on

gend

er

mai

nstre

amin

g do

cum

ente

d

Wom

en’s

part

icip

atio

n an

d le

ader

ship

in

the

wat

er se

ctor

is p

rom

oted

Visib

ility

and

und

erst

andi

ng o

f ge

nder

-spe

ci#c

nee

ds a

nd p

riorit

ies

rela

ted

to th

e en

tire

wat

er se

ctor

is

incr

ease

dIn

itiat

ives

rela

ted

to th

e w

ater

sect

or

achi

eve

bette

r im

pact

s and

are

mor

e e"

cien

t thr

ough

the

gene

ratio

n of

ne

w k

now

ledg

e an

d ac

tive

exch

ange

of

exp

erie

nces

and

info

rmat

ion

Addi

tiona

l GEE

W-w

ater

man

agem

ent

initi

ativ

es a

t var

ious

leve

ls ar

e su

ppor

ted,

as a

wid

er a

nd m

ore

dive

rse

audi

ence

has

acc

ess t

o an

d be

ne#t

s fro

m th

e kn

owle

dge

and

info

rmat

ion

gene

rate

d


Type

of

inte

rven

tion

Out

puts

and

act

iviti

esPo

ssib

le G

EEW

out

puts

Poss

ible

GEE

W in

dica

tors

Indi

cativ

e G

EEW

out

com

es

WAT

ER

MAN

AGEM

ENT

Advo

cacy

wor

k an

d aw

aren

ess r

aisin

g on

gen

der a

nd w

ater

is u

nder

take

n at

ev

ents

(e.g

. thr

ough

side

eve

nts,

them

atic

wor

king

lunc

hes,

info

rmal

di

scus

sions

)Ex

perie

nces

and

info

rmat

ion

on

gend

er m

ains

tream

ing

are

exch

ange

d th

roug

h fo

rmal

and

info

rmal

net

wor

ks

(e.g

. ind

ivid

ual c

olle

ague

s, w

orki

ng

grou

ps, s

peci

#c g

ende

r and

wat

er

netw

orks

), pr

oces

sed

and

docu

men

ted

(e.g

. in

form

of c

ase

stud

ies,

stat

istic

s)

CLEA

NER

PR

OD

UC

TIO

N

Crea

te a

nd d

eepe

n th

e na

tiona

l m

arke

ts a

nd p

olic

y en

viro

nmen

t fo

r cle

aner

and

mor

e su

stai

nabl

e pr

oduc

tion

by su

ppor

ting

the

esta

blish

men

t of N

CPCs

and

st

reng

then

ing

the

capa

citie

s of

exist

ing

NCP

Cs

NCP

C st

a$ is

gen

der s

ensit

ized

and

awar

e of

the

bene

#ts o

f gen

der

mai

nstre

amin

gG

ende

r is a

n in

tegr

al p

art o

f any

ca

paci

ty-b

uild

ing

prov

ided

by

NCP

Cs;

whe

re n

eede

d sp

eci#

c ev

ents

on

gend

er a

re h

eld

(e.g

. wor

ksho

ps,

train

ings

, brie

#ngs

)G

ende

r is m

ains

tream

ed in

trai

ning

m

ater

ials

used

for c

apac

ity-b

uild

ing

(e.g

. ded

icat

ed g

ende

r sec

tions

, se

x-di

sagg

rega

ted

data

, info

rmat

ion

on

gend

er-d

i$er

entia

ted

impa

cts,

illus

tratio

ns o

f wom

en a

nd m

en)

Wom

en a

nd m

en h

ave

acce

ss to

te

chni

cal t

rain

ings

; whe

re n

eede

d,

spec

i#c

train

ing

oppo

rtun

ities

for

wom

en a

re a

vaila

ble

with

spec

i#c

ince

ntiv

es a

nd fa

cilit

ies (

e.g.

sc

hola

rshi

ps fo

r wom

en g

radu

ates

, ca

mpa

igns

, men

tors

hip

prog

ram

mes

)Pr

ovisi

ons a

re m

ade

to e

nsur

e ge

nder

/fa

mily

-frie

ndly

wor

k en

viro

nmen

ts (e

.g.

sepa

rate

bat

hroo

ms f

or w

omen

and

m

en, s

afe

trans

port

atio

n to

wor

k, ch

ild

care

faci

litie

s)

Num

ber o

f Tra

inin

g of

Trai

ners

hel

d

for N

CPC

sta$

on

gend

erN

umbe

r of g

ende

r-spe

ci#c

eve

nts h

eld

Perc

enta

ge o

f tim

e de

dica

ted

to

gend

er d

urin

g ca

paci

ty-b

uild

ing

initi

ativ

es

Perc

enta

ge o

f wom

en a

nd m

en

part

icip

atin

g in

cap

acity

-bui

ldin

g in

itiat

ives

Pe

rcen

tage

of w

omen

and

men

pr

esen

ting

at c

apac

ity-b

uild

ing

initi

ativ

esN

umbe

r of w

omen

and

men

wor

king

in

NCP

Cs/p

lant

sN

umbe

r of s

peci

#c m

easu

res

unde

rtak

en to

recr

uit w

omen

Trai

ning

mat

eria

l is g

ende

r-sen

sitiv

e (y

es/n

o)W

ork

envi

ronm

ents

are

gen

der/

fam

ily-fr

iend

ly (y

es/n

o)D

atab

ase

on q

uali#

ed w

omen

ca

ndid

ates

ava

ilabl

e (y

es/n

o)N

umbe

r of g

ende

r-ref

eren

ces i

n re

port

ing

Mor

e w

omen

hav

e te

chni

cal s

kills

and

ex

perie

nce

in te

chno

logy

dev

elop

men

t an

d us

age,

and

ther

ewith

bet

ter

chan

ces f

or e

mpl

oym

ent i

n th

e se

ctor

Wom

en a

nd m

en a

re re

cogn

ized

as

impo

rtan

t act

ors a

nd a

re m

ore

equa

lly

repr

esen

ted

in th

e la

bour

forc

e on

cl

eane

r pro

duct

ion

Futu

re re

crui

tmen

t pro

cess

es o

f w

omen

are

sim

pli#

ed d

ue to

dat

abas

e of

fem

ale

expe

rts


CLEA

NER

PR

OD

UC

TIO

N

Gen

der p

arity

and

gen

der

cons

ider

atio

ns a

re a

n in

tegr

al p

art o

f an

y re

crui

tmen

t pro

cess

es (e

.g. s

peci

#c

enco

urag

emen

t of w

omen

to a

pply,

jo

b ad

vert

isem

ents

circ

ulat

ed w

idel

y an

d th

roug

h ch

anne

ls ac

cess

ible

for

wom

en a

nd m

en, g

ende

r as a

requ

ired

com

pete

ncy

in To

Rs, in

terv

iew

qu

estio

n on

gen

der)

Dat

abas

e on

qua

li#ed

wom

en

cand

idat

es is

est

ablis

hed

Gen

der i

s an

inte

gral

par

t of a

ny

repo

rtin

g (e

.g. t

o co

mpa

nies

)

Supp

ort t

he sc

alin

g up

and

m

ains

tream

ing

of R

ECP

and

the

trans

fer a

nd d

eplo

ymen

t of E

ST,

incl

udin

g th

roug

h ec

o-in

dust

rial

park

s, in

nova

tive

chem

ical

so

lutio

ns a

nd b

usin

ess m

odel

s, su

stai

nabl

e pr

oduc

t inn

ovat

ion

and

CSR

Nee

ds a

nd im

pact

ass

essm

ents

, in

clud

ing

on p

ossib

le g

ende

r-di

$ere

ntia

ted

outc

omes

of R

ECPs

and

ES

Ts, a

re u

nder

take

n (in

clud

ing

colle

ctio

n of

sex-

disa

ggre

gate

d da

ta)

Wom

en a

nd m

en h

ave

acce

ss to

an

d pa

rtic

ipat

e in

any

stak

ehol

der

dial

ogue

s and

con

sulta

tions

Gend

er is

an

inte

gral

par

t of a

ny

capa

city

-bui

ldin

g pr

ovid

ed; w

here

ne

eded

spec

i#c

even

ts o

n ge

nder

are

he

ld (e

.g. w

orks

hops

, tra

inin

gs, b

rie#n

gs)

Gen

der i

s mai

nstre

amed

in tr

aini

ng

mat

eria

ls us

ed fo

r cap

acity

-bui

ldin

g (e

.g. d

edic

ated

gen

der s

ectio

ns,

sex-

disa

ggre

gate

d da

ta, in

form

atio

n on

ge

nder

-di$

eren

tiate

d im

pact

s, ill

ustra

tions

of w

omen

and

men

)W

omen

and

men

hav

e ac

cess

to

tech

nica

l tra

inin

gs; w

here

nee

ded,

sp

eci#

c tra

inin

g op

port

uniti

es fo

r w

omen

are

ava

ilabl

e w

ith sp

eci#

c in

cent

ives

and

faci

litie

s (e.

g.

scho

lars

hips

for w

omen

gra

duat

es,

cam

paig

ns, m

ento

rshi

p pr

ogra

mm

es)

Prov

ision

s are

mad

e to

ens

ure

gend

er/

fam

ily-fr

iend

ly w

ork

envi

ronm

ents

(e.g

. se

para

te b

athr

oom

s for

wom

en a

nd

men

, saf

e tra

nspo

rtat

ion

to w

ork,

child

ca

re fa

cilit

ies)

Num

ber o

f gen

der-s

ensit

ive

asse

ssm

ents

N

umbe

r of w

omen

and

men

pa

rtic

ipat

ing

in st

akeh

olde

r dia

logu

es/

cons

ulta

tions

Num

ber o

f gen

der-s

peci

#c e

vent

s hel

d Pe

rcen

tage

of t

ime

dedi

cate

d to

ge

nder

dur

ing

capa

city

-bui

ldin

g in

itiat

ives

Perc

enta

ge o

f wom

en a

nd m

en

part

icip

atin

g in

cap

acity

-bui

ldin

g in

itiat

ives

Pe

rcen

tage

of w

omen

and

men

pr

esen

ting

at c

apac

ity-b

uild

ing

initi

ativ

esTr

aini

ng m

ater

ial i

s gen

der-s

ensit

ive

(yes

/no)

Wor

k en

viro

nmen

ts a

re g

ende

r/fa

mily

-frie

ndly

(yes

/no)

Num

ber o

f wom

en a

nd m

en w

orki

ng

in R

ECP/

trans

fer a

nd d

eplo

ymen

t of

EST

Num

ber o

f spe

ci#c

mea

sure

s un

dert

aken

to re

crui

t wom

en

Visib

ility

and

und

erst

andi

ng o

f ge

nder

-spe

ci#c

nee

ds a

nd p

riorit

ies

rela

ted

to R

ECP

and

trans

fer a

nd

depl

oym

ent o

f EST

s is i

ncre

ased

Mor

e w

omen

hav

e te

chni

cal s

kills

and

ex

perie

nce

in R

ECP

and

trans

fer a

nd

usag

e of

EST

s, an

d th

erew

ith b

ette

r ch

ance

s for

em

ploy

men

t in

the

sect

orW

omen

and

men

are

reco

gnize

d as

im

port

ant a

ctor

s and

are

mor

e eq

ually

re

pres

ente

d in

the

labo

ur fo

rce

rela

ted

to R

ECP

and

trans

fer a

nd u

sage

of E

STs


Type

of

inte

rven

tion

Out

puts

and

act

iviti

esPo

ssib

le G

EEW

out

puts

Poss

ible

GEE

W in

dica

tors

Indi

cativ

e G

EEW

out

com

es

CLEA

NER

PR

OD

UC

TIO

N

Gend

er p

arity

and

gen

der c

onsid

erat

ions

ar

e an

inte

gral

par

t of a

ny re

crui

tmen

t pr

oces

ses (

e.g. s

peci

#c e

ncou

rage

men

t of

wom

en to

app

ly, jo

b ad

verti

sem

ents

ci

rcul

ated

wid

ely

and

thro

ugh

chan

nels

acce

ssib

le fo

r wom

en a

nd m

en, g

ende

r as

a re

quire

d co

mpe

tenc

y in

ToRs

, in

terv

iew

que

stio

n on

gen

der)

Stre

ngth

en th

e ca

paci

ty o

f pub

lic

and

priv

ate-

sect

or su

ppor

t in

stitu

tions

to b

uild

up

an

indu

stria

l sec

tor p

rovi

ding

en

viro

nmen

tal s

ervi

ces,

with

a

focu

s on

the

man

agem

ent o

f ha

zard

ous w

aste

s and

on

was

te

recy

clin

g, in

clud

ing

e-w

aste

Nee

ds a

nd im

pact

ass

essm

ents

, in

clud

ing

on p

ossib

le g

ende

r-di

$ere

ntia

ted

outc

omes

rela

ted

to th

e m

anag

emen

t of h

azar

dous

was

te, a

re

unde

rtak

en (i

nclu

ding

col

lect

ion

of

sex-

disa

ggre

gate

d da

ta)

Gend

er is

an

inte

gral

par

t of a

ny

capa

city

-bui

ldin

g pr

ovid

ed; w

here

ne

eded

spec

i#c

even

ts o

n ge

nder

are

he

ld (e

.g. w

orks

hops

, tra

inin

gs, b

rie#n

gs)

Gend

er is

main

stre

amed

in tr

ainin

g m

ater

ials u

sed

for c

apac

ity-b

uild

ing

of

stak

ehol

ders

(e.g

. ded

icate

d ge

nder

se

ctio

ns, s

ex-d

isagg

rega

ted

data

, in

form

atio

n on

gen

der-d

i$er

entia

ted

impa

cts,

illust

ratio

ns o

f wom

en a

nd m

en)

Asso

ciat

ions

and

net

wor

ks fo

cusin

g on

GE

EW a

re in

clud

ed in

cap

acity

-bui

ldin

g in

itiat

ives

(e.g

. wor

ksho

ps, t

rain

ings

)A

gend

er c

harte

r is d

evel

oped

for

supp

ort i

nstit

utio

ns (s

ee a

nnex

V)

Num

ber o

f gen

der-s

ensit

ive

asse

ssm

ents

N

umbe

r of g

ende

r-spe

ci#c

eve

nts h

eld

(e.g

. tra

inin

gs, w

orks

hops

, sid

e ev

ents

, th

emat

ic w

orki

ng lu

nche

s)Pe

rcen

tage

of t

ime

dedi

cate

d to

ge

nder

dur

ing

capa

city

-bui

ldin

g in

itiat

ives

Pe

rcen

tage

of w

omen

and

men

pa

rtic

ipat

ing

in c

apac

ity-b

uild

ing

initi

ativ

es

Perc

enta

ge o

f wom

en a

nd m

en

pres

entin

g at

cap

acity

-bui

ldin

g in

itiat

ives

Trai

ning

mat

eria

l is g

ende

r-sen

sitiv

e (y

es/n

o)

Perc

enta

ge o

f cap

acity

-bui

ldin

g in

itiat

ives

in w

hich

ass

ocia

tions

and

ne

twor

ks fo

cusin

g on

GEE

W h

ave

part

icip

ated

Visib

ility

and

und

erst

andi

ng o

f ge

nder

-spe

ci#c

nee

ds a

nd p

riorit

ies

rela

ted

to e

nviro

nmen

tal s

ervi

ces i

s in

crea

sed

Envi

ronm

enta

l ser

vice

s app

lied

achi

eve

bette

r im

pact

s and

are

mor

e e"

cien

t as

wom

en’s

and

men

’s ne

eds a

nd

prio

ritie

s are

incr

easin

gly

cons

ider

ed

Activ

ely

part

icip

ate

in, c

olla

bora

te

with

and

con

tribu

te to

, REC

P-re

late

d gl

obal

foru

ms,

incl

udin

g th

e Gr

een

Indu

stry

Pla

tform

, PAG

E,

10YF

P an

d th

e In

tern

atio

nal

Reso

urce

Pan

el, a

s wel

l as r

egio

nal

sust

aina

ble

cons

umpt

ion

and

prod

uctio

n ro

undt

able

s, as

wel

l as

thos

e fo

cusin

g on

che

mic

als

man

agem

ent,

incl

udin

g th

e In

ter-O

rgan

izatio

n Pr

ogra

mm

e fo

r th

e So

und

Man

agem

ent o

f Ch

emic

als (

IOM

C)

Sugg

estio

n to

inclu

de a

ssoc

iatio

ns a

nd

netw

orks

focu

sing

on G

EEW

as

colla

bora

tors

and

invit

e th

em to

rele

vant

ev

ents

(e.g

. con

fere

nces

, wor

ksho

ps) i

s pr

esen

ted

to d

ecisi

on-m

aker

s Su

gges

tion

to m

ains

tream

gen

der i

n ex

istin

g in

form

atio

n/kn

owle

dge

mat

eria

l is p

rese

nted

to d

ecisi

on-

mak

ers (

e.g.

thro

ugh

dedi

cate

d ge

nder

se

ctio

ns, s

ex-d

isagg

rega

ted

data

, in

form

atio

n on

gen

der-d

i$er

entia

ted

impa

cts,

illus

tratio

ns o

f wom

en a

nd

men

)

Num

ber o

f com

mun

icat

ions

with

de

cisio

n-m

aker

s rel

ated

to g

ende

rN

umbe

r of g

ende

r-spe

ci#c

eve

nts h

eld

(e.g

. sid

e ev

ents

, the

mat

ic w

orki

ng

lunc

hes)

Perc

enta

ge o

f tim

e de

dica

ted

to

gend

er d

urin

g ev

ents

Pe

rcen

tage

of e

vent

s in

whi

ch

asso

ciat

ions

and

net

wor

ks fo

cusin

g on

GE

EW h

ave

part

icip

ated

In

form

atio

n/kn

owle

dge

mat

eria

l is

gend

er-s

ensit

ive

(yes

/no)

Visib

ility

and

und

erst

andi

ng o

f ge

nder

-spe

ci#c

nee

ds a

nd p

riorit

ies

rela

ted

to c

lean

pro

duct

ion

is in

crea

sed

Wom

en’s

part

icip

atio

n an

d le

ader

ship

in

the

clea

n pr

oduc

tion

sect

or is

pr

omot

edAd

ditio

nal G

EEW

-cle

an p

rodu

ctio

n in

itiat

ives

at v

ario

us le

vels

are

supp

orte

d, a

s a w

ider

and

mor

e di

vers

e au

dien

ce h

as a

cces

s to

and

bene

#ts

from

the

know

ledg

e an

d in

form

atio

n ge

nera

ted


CLEA

NER

PR

OD

UC

TIO

N

Sugg

est t

o m

ake

gend

er p

arity

and

ge

nder

con

sider

atio

ns a

n in

tegr

al p

art

of re

crui

tmen

t pro

cess

es (e

.g. s

peci

#c

enco

urag

emen

t of w

omen

to a

pply,

jo

b ad

vert

isem

ents

circ

ulat

ed w

idel

y an

d th

roug

h ch

anne

ls ac

cess

ible

for

wom

en a

nd m

en, g

ende

r as a

requ

ired

com

pete

ncy

in To

Rs, in

terv

iew

qu

estio

n on

gen

der)

Advo

cacy

wor

k an

d aw

aren

ess r

aisin

g on

gen

der a

nd c

lean

er p

rodu

ctio

n is

unde

rtak

en a

t eve

nts (

e.g.

thro

ugh

side

even

ts, t

hem

atic

wor

king

lunc

hes,

info

rmal

disc

ussio

ns)

Expe

rienc

es a

nd in

form

atio

n on

ge

nder

mai

nstre

amin

g ar

e ex

chan

ged

thro

ugh

form

al a

nd in

form

al n

etw

orks

(e

.g. in

divi

dual

col

leag

ues,

wor

king

gr

oups

, spe

ci#c

gen

der a

nd w

ater

ne

twor

ks),

proc

esse

d an

d do

cum

ente

d (e

.g. in

form

of c

ase

stud

ies,

stat

istic

s)

Perc

enta

ge o

f wom

en a

nd m

en

repr

esen

ted

in p

olic

ymak

ing

orga

ns/

stru

ctur

esN

umbe

r of f

orm

al, g

ende

r-rel

ated

ex

chan

ges

Num

ber o

f exp

erie

nces

on

gend

er

mai

nstre

amin

g do

cum

ente

d

STO

CKH

OLM

CO

NVE

NTI

ON

Raise

aw

aren

ess o

f sta

keho

lder

s on

new

che

mic

als a

nd st

reng

then

th

e ca

paci

ty o

f gov

ernm

ents

in

deve

lopi

ng th

eir c

ount

ries’

POPs

N

atio

nal I

mpl

emen

tatio

n Pl

ans

(NIP

s)

Nee

ds a

nd im

pact

ass

essm

ents

, in

clud

ing

on p

ossib

le g

ende

r-di

$ere

ntia

ted

outc

omes

of P

OPs

, are

un

dert

aken

(inc

ludi

ng c

olle

ctio

n of

se

x-di

sagg

rega

ted

data

)St

akeh

olde

rs in

volv

ed in

nat

iona

l PO

P im

plem

enta

tion

plan

dev

elop

men

t/up

datin

g ar

e ge

nder

sens

itize

d an

d aw

are

of th

e be

ne#t

s of g

ende

r m

ains

tream

ing

Gend

er is

an

inte

gral

par

t of a

ny

capa

city

-bui

ldin

g pr

ovid

ed; w

here

ne

eded

spec

i#c

even

ts o

n ge

nder

are

he

ld (e

.g. w

orks

hops

, tra

inin

gs, b

rie#n

gs)

Gen

der i

s mai

nstre

amed

thro

ugho

ut

natio

nal P

OP

impl

emen

tatio

n pl

ans,

and

spec

i#c

gend

er se

ctio

ns a

nd

activ

ities

are

incl

uded

Gend

er is

main

stre

amed

in kn

owle

dge

prod

ucts

dev

elop

ed (e

.g. d

edica

ted

gend

er se

ctio

ns, s

ex-d

isagg

rega

ted

data

, in

form

atio

n on

gen

der-d

i$er

entia

ted

impa

cts,

illust

ratio

ns o

f wom

en a

nd m

en)

Num

ber o

f gen

der-s

ensit

ive

asse

ssm

ents

N

umbe

r of g

ende

r-spe

ci#c

eve

nts h

eld

(e.g

. tra

inin

gs, w

orks

hops

, sid

e ev

ents

, th

emat

ic w

orki

ng lu

nche

s)Pe

rcen

tage

of t

ime

dedi

cate

d to

ge

nder

dur

ing

cons

ulta

tions

/dia

logu

es

Perc

enta

ge o

f wom

en a

nd m

en

repr

esen

ted

in S

teer

ing

Com

mitt

ees

Num

ber o

f men

and

wom

en a

ttend

ing

train

ings

N

umbe

r of g

ende

r ref

eren

ces i

n na

tiona

l PO

P im

plem

enta

tion

plan

s N

umbe

r of s

peci

#c g

ende

r sec

tions

/ac

tiviti

es in

nat

iona

l PO

P im

plem

enta

tion

plan

sKn

owle

dge

prod

ucts

are

gen

der-

sens

itive

(yes

/no)

Num

ber o

f wom

en a

nd m

en w

orki

ng

on P

OPs

N

umbe

r of s

peci

#c m

easu

res

unde

rtak

en to

recr

uit w

omen

Visib

ility

and

und

erst

andi

ng o

f ge

nder

-spe

ci#c

nee

ds a

nd p

riorit

ies

rela

ted

to P

OPs

is in

crea

sed

Wom

en a

nd m

en a

re re

cogn

ized

as

impo

rtan

t act

ors a

nd a

re m

ore

equa

lly

repr

esen

ted

in th

e la

bour

forc

e on

PO

PsN

IPs a

chie

ve b

ette

r im

pact

s as w

omen

an

d m

en’s

need

s and

prio

ritie

s, as

wel

l as

kno

wle

dge

and

skill

s, ar

e co

nsid

ered

to

an

incr

ease

d ex

tent

NIP

upd

atin

g pr

ojec

ts a

chie

ve b

ette

r im

pact

s as w

omen

and

men

’s ne

eds

and

prio

ritie

s, as

wel

l as k

now

ledg

e an

d sk

ills,

are

cons

ider

ed to

an

incr

ease

d ex

tent


Type

of

inte

rven

tion

Out

puts

and

act

iviti

esPo

ssib

le G

EEW

out

puts

Poss

ible

GEE

W in

dica

tors

Indi

cativ

e G

EEW

out

com

es

STO

CKH

OLM

CO

NVE

NTI

ON

NIP

upd

atin

g pr

ojec

ts a

re g

ende

r-se

nsiti

ve (e

.g. d

edic

ated

gen

der

sect

ions

in p

roje

ct d

ocum

ents

, gen

der

indi

cato

rs in

M&E

fram

ewor

ks,

colle

ctio

n of

sex-

disa

ggre

gate

d da

ta,

spec

i#c

activ

ities

focu

sing

on G

EEW

)Ge

nder

par

ity a

nd g

ende

r con

sider

atio

ns

are

an in

tegr

al p

art o

f any

recr

uitm

ent

proc

esse

s (e.g

. spe

ci#c

enco

urag

emen

t of

wom

en to

app

ly, jo

b ad

verti

sem

ents

cir

cula

ted

wid

ely a

nd th

roug

h ch

anne

ls ac

cess

ible

for w

omen

and

men

, gen

der

as a

requ

ired

com

pete

ncy i

n To

Rs,

inte

rvie

w q

uest

ion

on g

ende

r)

Supp

ort t

he tr

ansfe

r of t

echn

olog

y an

d te

chni

ques

for t

he

intro

duct

ion

of B

est A

vaila

ble

Tech

nolo

gies

(BAT

) and

Bes

t En

viro

nmen

tal P

ract

ices

(BEP

) for

PO

Ps m

inim

izatio

n an

d fo

r the

en

viro

nmen

tally

frie

ndly

and

so

und

elim

inat

ion

of P

OPs

th

roug

h in

trodu

ctio

n of

ap

prop

riate

tech

nolo

gies

and

ap

proa

ches

.Su

ppor

t the

man

agem

ent o

f w

aste

stre

ams i

n a

man

ner t

hat

min

imize

s the

gen

erat

ion

and

rele

ase

of P

OPs

Nee

ds a

nd im

pact

ass

essm

ents

, in

clud

ing

on p

ossib

le g

ende

r-di

$ere

ntia

ted

outc

omes

of P

OPs

, are

un

dert

aken

(inc

ludi

ng c

olle

ctio

n of

se

x-di

sagg

rega

ted

data

)D

atab

ase

on q

uali#

ed w

omen

ca

ndid

ates

is e

stab

lishe

d St

a$ w

orki

ng o

n BA

T an

d BE

P ar

e ge

nder

sens

itize

d an

d aw

are

of th

e be

ne#t

s of g

ende

r mai

nstre

amin

g Sp

eci#

c kn

owle

dge

prod

ucts

on

gend

er a

nd P

OPs

are

pre

pare

dSp

eci#

c ge

nder

act

iviti

es a

re in

clud

ed

in w

aste

man

agem

ent p

roje

cts (

e.g.

aw

aren

ess r

aisin

g on

gen

der-

di$e

rent

iate

d ou

tcom

es o

f hou

seho

ld

was

te, m

edic

al w

aste

)G

ende

r par

ity a

nd g

ende

r co

nsid

erat

ions

are

an

inte

gral

par

t of

any

recr

uitm

ent p

roce

sses

(e.g

. spe

ci#c

en

cour

agem

ent o

f wom

en to

app

ly,

job

adve

rtise

men

ts c

ircul

ated

wid

ely

and

thro

ugh

chan

nels

acce

ssib

le fo

r w

omen

and

men

, gen

der a

s a re

quire

d co

mpe

tenc

y in

ToRs

, inte

rvie

w

ques

tion

on g

ende

r)

Num

ber o

f gen

der-s

ensit

ive

asse

ssm

ents

Sp

eci#

c kn

owle

dge

prod

uct o

n ge

nder

is

deve

lope

d (y

es/n

o)D

atab

ase

on q

uali#

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d


Risk assessmentAmong the risk factors identi#ed during project formula-tion, it is important to identify those related to outputs con-cerned fully or partially with gender equality and women’s empowerment. A risk assessment will show how the envi-ronmental management project will be in'uenced by a variety of factors outside the control of the project man-ager, such as socio-economic and environmental factors, the operation and functioning of institutions, legal systems and socio-cultural practices (e.g. discriminatory attitudes, domestic responsibilities, etc.), as well as output-level risks that directly relate to the project design. It is equally important to be aware of the potential consequences of empowering women or changing the existing gender bal-ance (e.g. an increase in gender-based violence).

Risks are speci#c to the context of each project and the following questions can help to identify risks related to gen-der during project formulation.

Gender-responsive budgetingGender-responsive budgeting helps to ensure gender equality in outputs and programmes by incorporating a gender perspective into the regular budgetary process. It seeks to address possible di$erences in roles, contributions and needs for women and men through the allocation of an adequate budget to the relevant project activities under the appropriate output. Gender-responsive budgeting will involve a gender budget analysis to identify the di$erent impacts of expenditures on women and men and the poten-tial need for re-allocation of expenditure to ensure fair and equitable distribution of bene#ts to both sexes. Ultimately, there should be a gender-sensitive allocation of resources.

Budget and resources for a gender expert, #eldwork, workshops, gender training for sta$, possible new activities identi#ed through gender mainstreaming and activities related to mitigating risks that may adversely impact women or men will need to be taken into consideration in the overall budget of the environmental management project and not in a separate “gender budget”. Once again, an initial gender analysis is vital for determining priorities.

The proportion of your budget dedicated to gender- speci#c activities will depend on the environmental manage-ment project’s objectives, target group, design and outcomes. The #rst priority should lie with integrating gender dimen-sions into project design. If that is done well, a speci#c budget for “gender activities” may not even be necessary.

Remember…Mainstreaming gender in project formulation will set the stage on how and to what extent gender dimensions will be integrated into implementation as well as monitoring and evaluation.

RISK ASSESSMENT GUIDING QUESTIONS

Is there a possibility that the project can reduce women’s access to or control of resources and bene#ts?

Is there a possibility that the project can adversely a$ect the situation of women or men (e.g. potential increased burden on women or social isolation of men)?

What factors may in'uence women’s or men’s ability to participate in the project’s activities (such as lack of time, child care duties, missing transport, lower educational levels, discriminatory approaches, etc.)? Can changing the project design eliminate or mitigate these risks? What are the mitigating measures and have these been incorporated as activities into the project?

What social, legal and cultural obstacles could prevent women from participating in and bene#ting from the project? Can changing the project design eliminate or mitigate these risks? What are the mitigating measures and have these been incorporated as activities into the project?

Will women’s workload increase/decrease as a result of innovation and changes in technology? If their workload is decreased, will this involve loss of income?

GENDER-RESPONSIVE BUDGETING GUIDING QUESTIONS

Does the distribution of programme funds re'ect the level of commitment to gender-related goals?

Are there su"cient funds to achieve the expected results that support gender equality?

Are there su"cient funds to include women’s and men’s di$erentiated needs and consider them in all activities?


Ideally, the goal in this phase of the project cycle is to design a project that analyses the roles and needs of women and men, identi#es gender-speci#c issues and includes actions to address identi#ed gender inequalities, ensuring that women and men can equally access, equally participate and equally bene#t from the resources, services, capacity-building and other activities that are to be o$ered by the project.

Practical gender mainstreaming is about asking the right questions so that you fully understand the social

implications of your project and can use your resources e$ectively to address them.

Table 5 is a good way to double-check how well gender dimensions have been integrated into a project docu-ment—as guided by the previous sections—and can help identify opportunities, if any, for improvement.34

34 This checklist was adapted from UNDP’s Gender Marker Scoring Template.

Table 5. Gender mainstreaming checklist for projects

Question Yes No Partially

ANAL

YSIS

/JU

STIF

ICAT

ION 1. Does the project explicitly address a gender issue or issues?

If so, please describe how and if not, please provide an explanation.

2. Does the background/context analysis of the project examine: (a) the di$erent situations of women and men (b) the impacts the project will have on di$erent groups

DAT

A &

ST

ATIS

TICS

3. Will the project collect and use sex disaggregated data and qualitative information to analyse and track gender issues?

RESU

LTS

FRAM

EWO

RK 4. Are outcomes, outputs and activities designed to meet the di$erent needs and priorities of women and men?

5. Does the results framework include gender-responsive indicators, targets and a baseline to monitor gender equality results?

BUD

GET 6. Have adequate #nancial resources been allocated for the proposed gender activities (vis-à-vis per

cent of total budget)?

STAK

EHO

LDER

S &

PAR

TICI

PATI

ON 7. Are women/gender focused groups, associations or gender units in partner organizations

consulted/included in the project?

8. Does the project ensure that both women and men can provide inputs, access and participate in project activities (target at least 40 per cent of whichever sex is underrepresented)?

GEN

DER

CA

PACI

TIES 9. Has a gender expert been recruited or do the project sta$ have gender knowledge and have

gender related tasks incorporated in their job descriptions?

10. Will all project sta$ be sensitized to gender (e.g. sta$ will complete online course—‘I Know Gender’ on UN Women’s eLearning Campus https://trainingcentre.unwomen.org)?

IMPL

EMEN

TATI

ON

AR

RAN

GEM

ENTS

11. Is there gender balanced recruitment of project personnel and gender balanced representation in project committees?

MO

NIT

ORI

NG

&

EVA

LUAT

ION

12. Will the monitoring and evaluation of the project cover gender issues and monitor behavioural changes towards greater gender equality?


© O

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/Ivan

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oz


5. GENDER MAINSTREAMING IN PROJECT IMPLEMENTATION

In the case of an existing environmental management proj-ect that is already in the implementation stage, a good start-ing point for gender mainstreaming would be to review the gender questions in Table 3, Gender analysis questions, to identify if and how integrating gender dimensions in the project is still possible.

For projects that are just starting implementation, the selection of the implementation team and key stakeholders is an essential #rst step.

Selection of the implementation teamIn general, women tend to be underrepresented in environ-mental management projects at all levels. When building the project management team, think about having a gender-balanced team at di$erent sta$ levels. You could promote an increased gender balance by:

Speci#cally encouraging women to apply for positions in job advertisements;Advertising positions in places where women are more likely to see the advertisement, as well as using women’s networks (e.g. women’s associations);O$ering family-friendly working conditions (e.g. 'exi-time and child-care arrangements);Upholding ethical standards in the workplace (e.g. no tolerance for sexual harassment).

To ensure that a gender perspective is integrated into the implementation of the project, consider hiring a gender expert to be part of the project implementation team. For continuity, this could be the gender expert who conducted the gender analysis at the onset of the project. In the imple-mentation phase, the gender expert would undertake the data collection and monitoring of the project’s gender dimensions.

If resources are limited, there are several ways to ensure that the project implementation team has a su"cient level of gender competence. One way would be to include gen-der as a competency in the selection of team members. You should also include gender-responsive activities in the terms of reference of the implementation team (e.g. undertake a gender analysis, monitor and report disaggregated #gures).

It is important to note that female sta$ are not necessarily gender-responsive or knowledgeable about gender work, so building the whole team’s knowledge may still be neces-sary. To this end, it would be advisable to have an orientation workshop with local sta$ to sensitize them on gender issues in the context of the project, as well as to inform them on how speci#c components of the project will address those issues. During the workshop, one could carry out a prelimi-nary assessment of sta$ gender perceptions, including the challenges and opportunities seen by sta$ in mainstreaming gender in the project.

In any situation, it would be advisable to think about building the capacity of the international and national industrial experts on gender mainstreaming to ensure that gender equality activities are maintained after the conclu-sion of the project.

Working with stakeholdersIt is imperative that counterparts and project stakeholders are made aware of and informed about gender inequality issues and UNIDO’s commitment to addressing them. This means assessing and creating gender awareness among potential partners, such as civil society groups, government institutions and private-sector institutions.

The following are guiding questions to brie'y assess part-ners. These questions can also be posed in focus groups or individually, collecting information from women and men separately.


Working with institutionsAs part of the available scope of actions when dealing with institutions and enterprises, the introduction of a gender charter is a strategic way to promote gender equality, advance the working conditions of women and men within the organization, and also can serve as a tool for attracting recruitments.

Ideally, a gender charter should encompass at least the following dimensions:

ASSESSMENT OF GENDER POLICY, ATTITUDES AND AWARENESS AMONG PARTNERS

Does the partner organization have a policy or strategy for gender equality?

What are the roles among women and men within the partner organization?

Do women and men equally participate at decision-making levels within the partner organization?

Are partners aware of gender inequalities among bene#ciaries?

What are their views on such gender inequalities?

WORK

1. Absence of any institutionalized form of discrimination, based either on policy (formal) or practice (informal).

2. Absence of structural barriers (i.e. clauses in the human resource management policy) to women or men performing the same tasks if required.

3. Technical and working groups to be constituted with gender balance (40–60 per cent) criteria. Meetings to be adjourned if target is not met.

MONEY4. Equal remuneration for women and men for work of equal value.

5. Equal access to employee bene#ts (e.g equal access to employee bene#ts—provision for pension schemes, holiday entitlements, health insurance, etc.)

KNOWLEDGE

6. No discrimination in access to information (e.g. career opportunities).

7. Equal opportunities for training and professional development.

8. Speci#c training opportunities for workers recruited under a"rmative action channel.

TIME

9. Provision for child-care facilities.

10. Flexibility of working time—fair overtime schedules.

11. Equal length of paid paternity and paid maternity leaves.

12. Equal duration of working life years.

VOICE13. Gender-balance objectives (40–60 per cent) at governance, executive/management and technical/

operational levels.

14. Requirement of a personal bank account for issuing salaries.

HEALTH15. Secure channel for reporting sexual harassment and protection against retaliation.

16. Protection of pregnant workers and workers who have recently given birth or are breastfeeding.

Speci#c actions may already be in place within an organization without being grouped in a gender charter. The enactment of a gender charter has the advantage of focusing e$orts and actions under one roof. In parallel, the human resource department needs to assess the feasi-bility of elaborating an a"rmative action channel for recruitment of sta$ of whichever gender is underrepre-sented. An ethical code of conduct where it does not exist

could be an o$spring of the gender charter. An ethical code of conduct reinforces the protection of workers against moral and sexual harassment. Finally, the gender charter needs to be aligned to national legislation. It will bene#t from support of local or international GEEW advocacy initiatives and needs to integrate industry recommendations.

A model gender charter is provided in annex V.


6. GENDER MAINSTREAMING IN PROJECT MONITORING

AND EVALUATION

Essential to establishing and maintaining a gender- responsive M&E system is commitment at the decision- making level and shared responsibility among all project team members, including partners and bene#ciaries of the project, on the relevance and importance of gathering data to monitor gender results.

A good M&E system should collect and report sex- disaggregated information on all project components where possible and relevant. To this end, a baseline, includ-ing targets and benchmarks, should be identi#ed at the formulation stage in order to e$ectively monitor and eval-uate the impact of the project on women and men. The logical framework of the project should include and build on these baselines.

Monitoring gender resultsThe monitoring process can be made more gender- responsive by including a gender expert in the implementa-tion team or by making sure that the implementation part-ners are gender-sensitized so that data on women and men is e$ectively collected and monitored. However, a more stra-tegic approach would be to allow for the monitoring func-tion to be the shared responsibility of partners as well as women and men of the bene#ciary groups, in cooperation with UNIDO. This can serve to build capacity among partners and bene#ciaries, as well as strengthen the sustainability of the project.

Part of monitoring and evaluation includes the systemati-zation of good practices. This includes the regular


assessment and reporting of gender-sensitive indicators and gender results in progress reports.

Evaluating gender resultsAs with monitoring, the evaluation process can be made more gender-responsive by including a gender expert as part of the evaluation team or by making sure that the evaluator’s terms of reference specify the need for some gender expertise.

Any explicit gender components of the project (e.g. gen-der objectives, outcomes or outputs) will be a good refer-ence point to evaluate. To this end, gender-speci#c evaluation questions should be identi#ed and integrated into the terms of reference of the project’s evaluation in line with the UNIDO Evaluation Group’s guidelines on integrating gender into evaluations.35 Moreover, it would be bene#cial to integrate an evaluation component that identi#es good practices and lessons learned from the intervention with regard to gender equality and the empowerment of women.

Even if the project does not explicitly address gender issues, it could still be evaluated against gender criteria. This is because gender awareness can be implicit in the decision-making that went into project planning and imple-mentation (e.g. “soft issues” such as gender or bene#ciary participation can be subsumed in projects).

The box opposite is a quick checklist to ensure a gender- responsive evaluation.

Communicating gender resultsDisseminating gender results in a way that is understand-able and useful for di$erent stakeholders is one of the main challenges for gender mainstreaming. Usually, there is a general information gap and lack of understanding among partners on:

The situation in the #eld from a gender perspective;Government or organizational mandates for gender equality;Policies and programmes targeting gender equality;E$orts of stakeholders and other actors in promoting gender equality;

35 International Service for National Agricultural Research (ISNAR), 2001. Available at: www.fao.org/sd/dim_pe1/pe1_040702_en.htm

Commitments of stakeholders to contribute to gender equality;Good practices in women’s empowerment and gender equality as experienced by the partners or by others in areas related to the project.

Gender results should be integrated into the regular means of communication (e.g. newsletters, progress reports or social media channels, website) to promote information sharing and contribute to awareness-building and advo-cacy e$orts. Alongside this, it would be bene#cial to con-sider communicating gender results in speci#c reports developed to highlight the gender dimensions of the inter-vention. Other possible means to communicate informa-tion on gender issues and results are through workshops, e-discussions or the dissemination of case studies and success stories.

It is important for the communication team to be aware of bridging the information gap to suit the di$erent types of stakeholders (e.g. donors, policymakers, entrepreneurs, project sta$, etc.) through using channels adapted to their speci#c needs and realities, as well as adopting gender- sensitive language.

GENDER-RESPONSIVE EVALUATIONa

Evaluation methodology and tools integrate gender (e.g. participatory methods of data collection, gender-sensitive questions and indicators)

Evaluation terms of reference are engendered (e.g. gender issues are integrated into evaluation’s objectives, explicit reference to gender and gender-speci#c evaluation questions are included)

Evaluators or evaluation teams demonstrate gender competency and gender balance

Evaluation report is written from a gender perspective (e.g. report explicitly presents methodology as engendered, includes data and analysis on results for women and men)

Evaluation report uses gender-sensitive language (e.g. the terms women and men are equally used, no sexist stereotypes)

a International Service for National Agricultural Research (ISNAR), 2001. Available at: http://www.seachangecop.org/sites/default/#les/documents/2001%2006%20FAO%20Engendered%20Logframe%20Approach.pdf.


ANNEXES

© U

ND

P

ANNEX I. TERMS OF REFERENCE FOR GENDER EXPERT FOR PROJECT FORMULATION

UNITED NATIONS INDUSTRIAL DEVELOPMENT ORGANIZATION

TERMS OF REFERENCE FOR PERSONNEL UNDER INDIVIDUAL SERVICE AGREEMENT (ISA)

Title: Gender Expert for Project Formulationa

Main duty station and location:

Mission/s to:

Start of contract (EOD):

End of contract (COB):

Number of working days:

ORGANIZATIONAL CONTEXT

UNIDO is a specialized agency of the United Nations that promotes industrial development for poverty reduction, inclusive globalization and environmental sustainability. The Organization pursues the programmatic goals of gender equality and the empowerment of women both collectively within the United Nations system and individually with its mandate to advance the well-being of women and men in all countries through inclusive and sustainable industrial development. UNIDO is committed to integrating a gender perspective in all its policies, programmes, projects and organizational practices.

PROJECT CONTEXT

Brie'y provide the context of the project.

a As a #rst step to identifying Gender Experts, contact the following: UNIDO Human Resources Management and UNIDO Gender Team; United Nations agencies or NGOs focused on women, women’s groups or associations in the region of intervention.


DUTIES

Within the duration of the assignment, the Gender Expert is expected to undertake a gender analysis in order to e$ectively mainstream gender into the design and formulation of the project. Speci#cally, under the direct supervision and guidance of the project manager and in close collaboration with industry/sector experts, the Gender Expert will assume the tasks shown in the table below.

Duties Concrete/measurable outputs

Expected duration Location

Review relevant UNIDO documents on the requirements for gender mainstreaming, including UNIDO’s Policy on Gender Equality and the Empowerment of Women (2009) and UNIDO’s Guide on Gender Mainstreaming Environmental Management projects (2015).Conduct a detailed gender analysis as guided by UNIDO’s Guide on Gender Mainstreaming Environmental Management projects (2015), particularly emphasizing gender division of labour, control of resources and technologies, women’s and men’s needs and preferences, and opportunities for and constraints on women’s participation.

In-depth gender analysis is conducted

10+ days Field-basedAssess and identify potential gender-di$erentiated impacts of the project.

Impacts and risks are identi#ed

Collect sex-disaggregated baseline data that could be used to monitor potential gender impacts.

Baseline is established

Identify government agencies, NGOs, community-based organizations and women’s associations or groups whose work focuses on gender and environmental management that can be utilized during project preparation and implementation. Assess their capacity.

Relevant government agencies, NGOs, community-based organizations and women’s associations or groups in-country are identi#ed and consulted

Based on gender analysis, develop a plan of action that identi#es opportunities and entry points for mainstreaming gender into the project. The plan of action for gender mainstreaming should mirror the project’s log frame and include the development of gender- speci#c project components, gender-responsive targets and indicators, timelines, assigned responsibilities and implementation arrangements.Provide cost estimates for the implementation of the plan of action for gender mainstreaming.

Plan of action for gender mainstreaming is developed and costs of implementation are estimated

5 days Home-based

Integrate relevant gender components from the plan of action for gender mainstreaming in the project document, including cost estimates for its implementation.

Project document is gender-mainstreamed

Prepare terms of reference for gender specialist to implement the gender-responsive components of the project.

ToR for gender specialist for project implementation are #nalized



MINIMUM ORGANIZATIONAL REQUIREMENTS

Education

The Gender Expert should have a postgraduate university degree in Social or Natural Sciences or other relevant discipline, preferably with a specialization in gender, project cycle management and/or environment.

Technical and functional experience

The Gender Expert should have:

A minimum of #ve years practical experience in the #eld of gender equality and gender mainstreaming;Formal training in gender analysis and gender planning and demonstrated expertise in mainstreaming gender in projects and programmes, especially in the environment sector;Thorough understanding of the gender context in [country], and experience working with government institutions and international or non-governmental organizations supporting gender and development work in the environment sector;Familiarity with gender analysis tools and methodologies in the environment sector;Strong communication skills and ability to liaise with various stakeholders, including government o"cials.

Languages

Fluency in written and spoken English is required.

REQUIRED COMPETENCIES

Core values

1. Integrity

2. Professionalism

3. Respect for diversity

Core competencies

1. Results orientation and accountability

2. Planning and organizing

3. Team orientation

Managerial competencies (as applicable)

1. Strategy and direction

2. Judgement and decision-making


ANNEX II. TERMS OF REFERENCE FOR GENDER EXPERT FOR PROJECT IMPLEMENTATION

UNITED NATIONS INDUSTRIAL DEVELOPMENT ORGANIZATION

TERMS OF REFERENCE FOR PERSONNEL UNDER INDIVIDUAL SERVICE AGREEMENT (ISA)

Title: Gender Expert for Project Implementationa

Main duty station and location:

Mission/s to:

Start of contract (EOD):

End of contract (COB):

Number of working days:

ORGANIZATIONAL CONTEXT

UNIDO is a specialized agency of the United Nations that promotes industrial development for poverty reduction, inclusive globalization and environmental sustainability. The Organization pursues the programmatic goals of gender equality and the empowerment of women both collectively within the United Nations system and individually with its mandate to advance the well-being of women and men in all countries through inclusive and sustainable industrial development. UNIDO is committed to integrating a gender perspective in all its policies, programmes, projects and organizational practices.

PROJECT CONTEXT

Brie'y provide the context of the project.

a As a #rst step to identifying gender experts, contact the following: UNIDO Human Resources Management and UNIDO Gender Team; United Nations agencies or NGOs focused on women, women’s groups or associations in the region of intervention.


DUTIES

Within the duration of the assignment, the Gender Expert is expected to act as the main focal point for all gender-related activities of the project. Speci#cally, under the direct supervision and guidance of the project manager and in close collabo-ration with industry/sector experts, the Gender Expert will assume the tasks shown in the table below.

Duties Concrete/measurable outputs

If not already established, collect sex-disaggregated baseline data that will be used to monitor gender impacts.

Baseline established

Assess the gender “awareness” and “sensitivity’’ of project bene#ciaries and stakeholders.

Assessment of gender awareness/sensitivity of project stakeholders is undertaken

Conduct gender-sensitization training for project sta$ at all levels and maintain the desired level of gender awareness.

Gender-sensitization training is conducted

Assist in the recruitment of project sta$ to ensure gender equality in recruitment and a gender focus in sta$ competencies to support implementation of gender activities.

Gender-sensitive ToRs, including gender-related competencies, are created and used.

Conduct regular site visits to monitor implementation of gender activities, collect sex-disaggregated data on gender-responsive targets and indicators and prepare corresponding progress reports.

Site visits conducted and data is collected on a regular basis. Gender results are systematically monitored and regularly reported

Identify any unanticipated risks and/or negative gender impacts. Adjust and/or develop project activities to mitigate these issues as needed.

Unanticipated risks and/or negative gender impacts, if any, are identi#ed and addressed

Engage and provide necessary support to the relevant government agencies, NGOs, community-based organizations and women’s associations or groups whose work focuses on gender and environmental management to facilitate collaboration and enhance gender results of project implementation.

Relevant government agencies, NGOs, community-based organizations and women’s associations or groups in-country are identi#ed and regularly consulted throughout the project


REQUIRED COMPETENCIES

Core values

1. Integrity

2. Professionalism

3. Respect for diversity

Core competencies

1. Results orientation and accountability

2. Planning and organizing

3. Team orientation

Managerial competencies (as applicable)

1. Strategy and direction

2. Judgement and decision-making

MINIMUM ORGANIZATIONAL REQUIREMENTS

Education

The Gender Expert should have a postgraduate university degree in Social or Natural Sciences or other relevant discipline, preferably with a specialization in gender, project cycle management and/or environment.

Technical and functional experience

The Gender Expert should have:

A minimum of #ve years practical experience in the #eld of gender equality and gender mainstreaming;Formal training in gender analysis and gender planning and demonstrated expertise in mainstreaming gender in projects and programmes, especially in the environment sector;Thorough understanding of the gender context in [country], and experience working with government institutions and international or non-governmental organizations supporting gender and development work in the environmental management sector;Familiarity with gender analysis tools and methodologies in the environment sector;Strong communication skills and ability to liaise with various stakeholders, including government o"cials

Languages

Fluency in written and spoken English is required. Local language would be an asset.


ANNEX III. GENDER ANALYSIS AT THE REGIONAL/COUNTRY LEVEL

A gender analysis should start at the regional/country level, addressing the national contexts that frame the project’s area of intervention.

At the national level, the context analysis has many dimensions: social, economic, political, and cultural and environmental. This analysis will determine the conditions, limitations and opportunities to implement the project, while being aware of gender inequalities in place.

The data published by the United Nations is a good source of information for speci#c gender indicators at the national level. They include the Gender-related Development Index (GDI) and the Gender Empowerment Measure (GEM), which were introduced in 1995 in the Human Development Report published by the United Nations Development Programme (UNDP).a Other useful data include the Gender Inequality Index (GII), the Women’s Economic Opportunity Index (WEOI) and the Global Gender Gap Index (GGI). There is also gender information at the country level in a database that collects human rights data at www.universalhumanrightsindex.org. Gender violence-related information at the country level may also be found at this website. Additionally, in many countries, indicators are being nationalized and data is collected in relation to their national needs by national bureaus of statistics and ministries of industry, trade, economy, labour and/or social a$airs.

The following checklist provides some key questions for gender analysis at the regional/country level.

GENDER ANALYSIS AT THE REGIONAL/ NATIONAL LEVEL

Guiding questions

Policy framework analysis

What are the legally binding international and regional human rights instruments, commitments and polices that have been signed by the country? (e.g. CEDAW; as a quick resource, refer to the universal human rights index: www.universalhumanrightsindex.org)

Are there any government programmes relevant to the project that address gender inequalities?

Are there any relevant gender indicators that are regularly monitored at the national level, e.g. by the National Bureau of Statistics or by an agency responsible for reporting on national development plans?

Political and empowerment framework analysis

What is the percentage of seats that women and men hold in parliament and in decision-making ministerial and regional posts, and particularly in the ministry/agency responsible for your project?

What is the percentage of men/women in high-paying positions in the project sector?

What is the percentage of women in professional, technical, managerial and administrative jobs in the country?

Are there relevant civil society organizations or international agencies that work in the sector of intervention with a gender equality or women’s empowerment perspective?

Labour-market framework analysis

What is the division of labour between women and men in the country?

What is the percentage of women in professional, technical, managerial and administrative jobs in the country?

Are there gender gaps in income for equal work among women and men in the country?

a The GDI identi#es gender gaps in life expectancy, education and incomes. The GEM is based on estimates of women’s relative economic income, participations in high-paying positions with economic power and access to professional and parliamentary positions. It is indicative of the relative empowerment of women in a given country.


Economic and "nancial framework analysis

What is the percentage of women in relation to men who have access to land tenure and credit in the country?

What is the availability of outreach programmes to women that target the provision of business development and/or #nancial services through government initiatives, private lenders and others in general, and relevant to the sectors/ localities of the project?

Social and cultural framework analysis

What are the social or cultural values, norms, attitudes and beliefs in relation to gender equality?

Are there gaps in literacy levels between women and men (rural/urban)?

What are the enrolment rates for primary, secondary and tertiary education?

Are there gender gaps in access to health?

What is the level of gender-based violence in the country?

Environmental and industry framework analysis

What are the key country-level gender issues related to environmental sustainability and to industry that the project must be aware of, and could possibly deal with?

Are there policies on environmental management/ green industry related to the intervention? Are these policies gender-mainstreamed?


ANNEX IV. GENDER ANALYSIS AT THE SECTORAL LEVEL

It is crucial to have a good understanding of the di$erences between women and men in order to not only understand and prioritize gender issues, but also to e$ectively identify the sector for intervention that will make the most sustainable impact.

There are considerable di$erences in the availability of information by sector in relation to gender. Fields such as governance, environment and rural development may o$er more information than sectors such as industry, transport and infrastructure. Often, dispersed information is available in decentralized o"ces, municipal or district plans and even in docu-ments produced by the private sector. When written information is not available, interviews with key informants, meetings and even workshops may be employed to gather information. The box below provides some key questions for gender analysis at the sectoral level.

The sectoral context review will equip you with useful arguments to successfully discuss gender mainstreaming of your projects with counterparts and stakeholders.

GENDER ANALYSIS AT THE SECTORAL LEVEL

Guiding questions

General framework analysis

Are there sector policies supporting or causing gender inequalities?

Is there a gender focal point in the counterpart ministry?

What is the most common division of labour by gender in the industry? Are there wage gaps between women and men working in the sector of the project?

How many small and medium enterprises are owned or managed by women in the sector?

What are the barriers/challenges that reinforce gender inequalities? How might this a$ect di$erent groups’ abilities to participate in environmental management project interventions?

Are there any similar environmental management projects currently being implemented that address gender issues?

Will women’s workloads increase/decrease as a result of innovation and changes in technology? If their workload is decreased, will this involve loss of income?

How can women’s awareness of rights, entitlements and opportunities be raised?

Does the project contribute to the education, training and professional development of women in sustainable energy?

Which activities address non-traditional roles of women, such as marketing and promotion of women in STEM (science, technology, engineering and mathematics) #elds of education?

Does the project design make clear its commitment to contributing to gender equality (e.g. in the objectives, speci#c outputs and indicators)?


ANNEX V. MODEL GENDER CHARTER

[Institution’s name]

GENDER CHARTER

[creation/revision date]

A charter for gender equality and the empowerment of women aiming at the full participation of men and women in all spheres of our institution without discrimination.

PREAMBLE1. [Institution’s name] recognizes that gender discrimina-

tion is a serious threat to human development, both at personal level and for society in general. Its ubiquitous repercussions on the economy are disastrous.

2. [Institution’s name] commits to pursue the goal of gen-der equality and empowerment of women at all levels of its organisation, including service delivery to end-users/consumers, with the objective of creating a stronger and more prosperous institution.

3. To this end, [Institution’s name] has developed the fol-lowing Core values and Principles and has de#ned Roles & responsibilities to ensure their implementation, moni-toring and evaluation.

CORE VALUES4. [Institution’s name]’s sta$ adheres to the following core

values:

for women and men

institution’s life for all

PRINCIPLES5. [Institution’s name] has adopted the following principles

to guide its daily activities:

WORK A. Absence of any institutionalized form of discrimination,

either based on policy (formal) or practice (informal).

B. Absence of structural barriers (i.e. clauses in the human resource management policy) to performing the same tasks if required.

C. Technical and working groups to be constituted with gender balance (40–60 per cent) criteria. Meetings to be adjourned if target is not met.

REMUNERATION D. Equal remuneration for women and men for work of

equal value.E. Equal access to employee bene#ts (e.g. provision for

housekeeper allowances, pension schemes).

KNOWLEDGE RESOURCES F. No discrimination in access to information (e.g. career

opportunities).G. Equal opportunities for training and professional

development.H. Speci#c training opportunities for workers recruited

under a"rmative action channel.

TIME I. Provision for child-care facilities.J. Flexibility of working time – fair overtime schedules.K. Equal length of paid paternity and paid maternity leaves.L. Equal duration of working life years.

VOICEM. Gender-balance objectives (40–60 per cent) at gover-

nance, executive/management and technical/opera-tional levels.

N. Requirement of a personal bank account for issuing salaries.


HEALTH O. Secure channel for reporting sexual harassment and

protection against retaliation.P. Protection of pregnant workers and workers who have

recently given birth or are breastfeeding.

ROLES & RESPONSIBILITIES6. Governance board advises the Gender charter com-

mittee in relation to gender equality objectives and indi-cators; advocates for gender equality at institutional level and with stakeholders.

7. Gender charter committee sets annual gender equal-ity and empowerment of women objectives and indica-tors; is responsible for the monitoring and evaluation of

achievements; has delegated authority to investigate cases of gender discrimination and sexual harassment; is composed of representatives of all departments and gender focal points; reports annually to shareholders or public authorities.

8. Gender focal points are responsible for the implemen-tation of the Gender charter; ensure that the Gender charter’s core values are taken into consideration within all levels of management and operations.

9. All sta! have the ethical responsibility for the advance-ment of gender equality objectives within [Institution’s name] and contributing to a safe working environment for all their colleagues.


ANNEX VI. ETHICAL CODE OF CONDUCT

The Convention on the elimination of all forms of discrimination against women (CEDAW) de#nes discrimination against women as “any distinction, exclusion or restriction made on the basis of gender which has the e$ect or purpose of impair-ing or nullifying the recognition, enjoyment or exercise by women, irrespective of their marital status, on a basis of equality of men and women, of human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other #eld”.a

In their daily work, inspection and veri#cation o"cers may face decisions that have moral and ethical implications, which may restrict or broaden women’s opportunities, contribute to further discrimination or not. In order to support their activities, UNIDO’s assistance needs to be conditioned to the adherence of the following rights and obligations of traders and o"cials:b

In addition, supporting the implementation of Integrated Management System (IMS) certi#cation within conformity assess-ment bodies allows for increased transparency and acts as a signal for responsible management towards end users. UNIDO needs to actively support the demand for IMS implementation and certi#cation, especially within the legal metrology and inspection services areas.

ETHICAL CODE OF CONDUCT

1. All individuals shall be able to undergo inspection or veri-#cation procedures or cross international borders without verbal or physical abuse or harassment, including but not limited to sexual and gender-based violence.

2. Inspections or veri#cations, including border inspections, shall be processed in an e"cient and timely manner with-out discrimination. A receipt must be provided to the trader for any payment made and the payment properly recorded.

3. Only o"cials of the approved agencies shall be present during inspection or veri#cation procedures or at the bor-der, and all veri#cation or inspection o"cials shall wear uniforms or identi#cation badges that indicate their respective agency.

4. All duties, fees, and taxes and the basis for their calculation shall be publicly available prior to the inspection or veri#cation and at border control posts. Any change to duties, fees, and taxes must be publicly announced, with

reasonable time allowed for traders to prepare before their application. No unpublished fees or charges shall be demanded during the inspection or veri#cation procedure.

5. Documentary requirements shall be clearly stated and publicly available prior to the inspection or veri#cation and at border control posts. Any change in required docu-mentation must be publicly announced, with reasonable time allowed for traders to prepare before implementa-tion. Simpli#ed procedures should be applied to small traders.

6. Traders should be aware of their rights and obligations when undergoing inspection or veri#cation or crossing international borders. Traders must present required doc-umentation and pay appropriate duties if required and obtain a receipt for any payments made to an o"cial. Traders shall not attempt to bribe any o"cial to avoid pay-ment of duties or to obtain preferential treatment in any way, including avoiding queues.

a Convention on the elimination of all forms of discrimination against women, New York, 18 December 1979, art. 1. Available at: http://www.ohchr.org/en/ProfessionalInterest/pages/cedaw.aspx.b World Bank (2013): Women and trade in Africa: realizing the potential. Available at: http://www-wds.worldbank.org/external/default/WDSContentServer/WDSP/IB/2013/11/08/000442464_20131108144416/Rendered/PDF/825200WP0Women00Box379865B00PUBLIC0.pdf.


ADDITIONAL RESOURCES

World Customs Organization/Capacity-building: www.wcoomd.org/en/topics/capacity-building.aspx

United Nations Organization on Drugs and Crime/Corruption: www.unodc.org/unodc/en/corruption/index.html

International Organization for Migration/Immigration and Border Management Division: www.iom.int/cms/tcm


ANNEX VII. GENDER-RESPONSIVE TRAININGS

The following check-list will help project sta$ ensure gender equality concerns are taken into consideration when organiz-ing trainings:a

CHECKIST FOR THE ORGANIZATION OF TRAININGS

Before the training:

1. Training objectives take into consideration gender interests.

2. GEEW outputs and indicators are set.

3. Trainers receive GEEW awareness brie#ng and relevant UNIDO GEEW material.

4. The training site is located in an accessible, central area, with easy commutation facilities.

5. The training schedules provide for commutation time and arrangements to suit women participants.

6. Call for participation is widely disseminated, using both female and male-oriented communication channels.

7. Training material is screened for gender sensitive data, language and illustrations and proposed activities are checked for cultural, religious or ethnic bias.

During the training:

8. Trainers provide room for men and women to engage equally.

9. Trainers allow for non-dominant views to be expressed.

10. Sex-disaggregated data is collected, including partici-pants’ feedbacks and experiences.

After the training:

11. The achievement of GEEW outputs and indicators is evaluated.

12. The trainers’ performance in relation to gender sensitivity is assessed.

13. Feedbacks and experiences of female and male partici-pants are taken into consideration.

a Additional Resources: UICN (2000): Seek and ye shall #nd. Creating participatory appraisals with a gender perspective. Available at: www.genderandenvironment.org/

generoyambiente.org/index.php/en/knowledge-center/doc_download/1785-module-2-seek-and-ye-shall-#nd-participatory-appraisals-with-a-gender-equity-perspective. SDC (2005): Gender and Training: Mainstreaming gender equality and the planning, realisation, and evaluation of training programmes. Available at: www.sdc-gender-development.net/en/Home/Publications/document.php?itemID=4260&langID=1. UNESCO (1999): Guidelines on gender-neutral language. Available at: unesdoc.unesco.org/images/0011/001149/114950mo.pdf.


ANNEX VIII. UNIDO EVALUATION GROUP GUIDE FOR INTEGRATING GENDER INTO EVALUATIONS OF UNIDO PROJECTS AND PROGRAMMES

GUIDANCE ON INTEGRATING GENDER IN EVALUATIONS OF UNIDO PROJECTS AND PROGRAMMES

Introduction

Gender equality is internationally recognized as a goal of development and is fundamental to sustainable growth and pov-erty reduction. The UNIDO Policy on Gender Equality and the Empowerment of Women and its addendum, issued respectively in April 2009 and May 2010 (UNIDO/DGB(M).110 and UNIDO/DGB(M).110/Add.1) provides the overall guidelines for establishing a gender mainstreaming strategy and action plans to guide the process of addressing gender issues in the Organization’s industrial development interventions.

According to the UNIDO Policy on Gender Equality and the Empowerment of Women:

Gender equality refers to the equal rights, responsibilities and opportunities of women and men and girls and boys Equality does not suggest that women and men become “the same”, but that women’s and men’s rights, responsibilities and opportunities do not depend on whether they are born male or female. Gender equality implies that the interests, needs and priorities of both women and men are taken into consideration, recognizing the diversity of di#erent groups of women and men. It is therefore not a “women’s issue” . On the contrary, it concerns and should fully engage both men and women and is a precondition for, and an indicator of, sustainable people-centred development.

Empowerment of women signi"es women gaining power and control over their own lives. It involves awareness raising, building of self-con"dence, expansion of choices, increased access to and control over resources and actions to trans-form the structures and institutions that reinforce and perpetuate gender discrimination and inequality.

Gender parity signi"es equal numbers of men and women at all levels of an institution or organization, particularly at senior and decision-making levels.

UNIDO projects/programmes can be divided into two categories: 1) Those where promotion of gender equality is one of the key aspects of the project/programme; and 2) Those where there is limited or no attempted integration of gender.

The Guide at handa proposes key issues for evaluation managers and evaluators to consider when incorporating gender issues in UNIDO evaluations of both categories. Evaluation managers/evaluators should select relevant questions depending on the type of interventions.

a Bibliography:United Nations Industrial Development Organization (UNIDO), “Policy on gender equality and the empowerment of women”. UNIDO/DGB(M).110 (April 2009) and UNIDO/DGB(M).110/Add.1 (May 2010).United Nations Evaluation Group (UNEG) (2009), “Integrating Human Rights and Gender Equality Perspectives in Evaluations in the UN system”. Canadian International Development Agency (CIDA) (2008), “How to Perform Evaluations—Gender Equality”.International Labour Organization (ILO) (2007), “Considering Gender in Monitoring and Evaluation of Projects”.United Nations Educational, Scienti#c and Cultural Organization (UNESCO) (1997), “Checklist for the Integration of Gender Equality Issues in the Evaluation of UNESCO’s Programmes”.


Gender-responsive evaluation questions

The questions below will help evaluation managers/evaluators to mainstream gender issues in their evaluations.

1. Design

Is the project/programme in line with UNIDOb and national policies on gender equality and the empowerment of women?

Were gender issues identi#ed at the formulation stage?

Did the project/programme design adequately consider the gender dimensions in its interventions? If so, how?

Were adequate resources (e.g. funds, sta$ time, methodology, experts) allocated to address gender concerns?

To what extent were the needs and priorities of women, girls, boys and men re'ected in the design?

Was a gender analysis included in a baseline study or needs assessment (if any)?

If the project/programme is people-centred, were target bene#ciaries clearly identi#ed and disaggregated by sex, age, race, ethnicity and socio-economic group?

If the project/programme promotes gender equality and/or women’s empowerment, was gender equality re'ected in its objective/s? To what extent are output/outcome indicators gender-disaggregated?

2. Implementation management

Did project monitoring and self-evaluation collect and analyse gender-disaggregated data? Were decisions and rec-ommendations based on the analyses? If so, how?

Were gender concerns re'ected in the criteria to select bene#ciaries? If so, how?

How gender-balanced was the composition of the project management team, the Steering Committee, experts and consultants and the bene#ciaries?

If the project/programme promotes gender equality and/or women’s empowerment, did the project/programme monitor, assess and report on its gender-related objective/s

3. Results

Have women and men bene#ted equally from the project’s interventions? Do the results a$ect women and men di$erently? If so, why and how? How are the results likely to a$ect gender relations (e.g. division of labour, decision-making authority)?

In the case of a project/programme with gender-related objective/s, to what extent has the project/programme achieved the objective/s? To what extent has the project/programme reduced gender disparities and enhanced women’s empowerment?

How have the gender-related results contributed to the overall results of the project/programme?

To what extent were the project’s/programme’s stakeholders aware of the project’s/programme’s gender-related objectives or interventions (if any)? To what extent are female and male stakeholders satis#ed with the gender-related results?

To what extent are the gender equality-related results likely to endure after project/programme completion?

b Once the gender mainstreaming strategy and action plans to guide the process of addressing gender issues in industrial development interventions are developed, the project/programme should align to the strategy or action plans.


Making evaluations gender-mainstreamed

Gender issues should be considered in all steps of the evaluation process. Evaluation managers and evaluators are encour-aged to use the following checklists for mainstreaming gender in UNIDO evaluations.

1. Preparing terms of reference (ToR)

Gender issues should be mainstreamed in the ToR (e.g. scope, stakeholder involvement, team members, accountabil-ities, responsibilities, deliverables).

The ToR includes speci#c questions for gender assessments.

Responsibilities for assessing gender results are clearly designated.

2. Recruiting consultants

The evaluation team leader has the capacity to integrate gender concerns into evaluation #ndings, conclusions and recommendations.

Evaluation team members have su"cient gender expertise and/or a gender specialist is included in the team.c If not, the evaluation team should receive a proper brie#ng on relevant gender issues to be addressed in the evaluation.

The evaluation team is gender-balanced

3. Conducting the evaluation (e.g. surveying, data collection, interviewing in the %eld, analysis)

Tools, methods and gender equality indicators are identi#ed and used to collect and analyse gender-disaggregated data and information (from both the desk review and #eld visit).

The interviewing sample is representative of target groups (e.g. sex, age, ethnicity, race and socio-economic groups).

Appropriate time and resources are allocated to assess gender equality results

4. Report writing (recommendations and lessons learned)

Gender equality-related results are presented with evidence.

Factors contributing to (or hindering) the achievement of gender equality results are identi#ed (from formulation, actual implementation and management).

Answers for speci#c gender questions raised in the ToR are provided.

Recommendations/lessons to improve project/programme performance on gender are included in the evaluation report, if appropriate.

c Experience from other organizations indicates that the assessment of gender equality brings an additional dimension to traditional evaluation and requires additional time and resources.


ANNEX IX. GENDER GLOSSARY

Gender analysis: is the collection and analysis of sex-disaggregated information. Women and men both perform di$erent roles. This leads to women and men having di$erent experience, knowledge, skills and needs. Gender analysis explores these di$erences so policies, programs and projects can identify and meet the di$erent needs of women and men. Gender analysis also facilitates the strategic use of distinct knowledge and skills possessed by women and men.

Gender audits: are institutional gender analysis and assessment tools that help to scan the extent to which gender equality has been integrated into institutions, policies, or programs. There are a wide variety of gender auditing tools that address di$erent issues, including #nancial audits, general organizational assessments, and international policy analysis. The overarching aim of most auditing tools is to hold institutions and governments to account regarding gender integration.

Gender blindness: is the failure to recognize that gender is an essential determinant of social outcomes impacting on projects and policies. A gender blind approach assumes gender is not an in'uencing factor in projects, programs or policy. Thus, gender-neutral approaches often run the risk of reinforcing existing gender-based discrimination or responding to male priorities, especially in societies where the power and decision-making is predominately done by men.

Gender competence: is the knowledge and the ability to recognize this and to deal with ensuring that discriminatory structures are changed and new and diverse development opportunities are opened to all genders. Moreover, gender competence includes knowledge about gender policies, strategies, and approaches as well as the tools and use of gender mainstreaming.

Gender equality: refers to the equal rights, responsibilities and opportunities of women and men and girls and boys. Gender equality implies that the interests, needs and priorities of both women and men are taken into consideration, recognizing the diversity of di$erent groups of women and men. Gender equality is not a women’s issue but should concern and fully engage men as well as women. Equality between women and men is seen both as a human rights issue and as a precondition for, and indicator of, sustainable people-centered development.a

Gender equity: is the process of being fair to women and men, girls and boys. It refers to di$erential treatment that is fair and positively addresses a bias or disadvantage that is due to gender roles or norms or di$erences between the sexes. It is about the fair and just treatment of both sexes that takes into account the di$erent needs of the women and men, cultural barriers and (past) discrimination of the speci#c group.

Gender mainstreaming: is a globally accepted strategy for promoting gender equality. Mainstreaming involves ensuring that gender perspectives and attention to the goal of gender equality are central to all activities. Mainstreaming a gender perspec-tive is the process of assessing the implications for women and men of any planned action, including legislation, policies or programs, in any area and at all levels. It is a strategy for making the concerns and experiences of women as well as of men an integral part of the design, implementation, monitoring and evaluation of policies and programs in all political, economic and societal spheres, so that women and men bene#t equally, and inequality is not perpetuated. The ultimate goal of mainstream-ing is to achieve gender equality.b

a The O"ce of the Special Adviser to the Secretary-General on Gender Issues and Advancement of Women (UN OSAGI).b United Nations Economic and Social Council (ECOSOC) (1997).


Gender neutral: Gender is not considered relevant to development outcome. Gender norms, roles and relations are not a$ected (worsened or improved).

Gender-responsive results: are changes that respond to the inequities in the lives of women or men within a given social setting and aim to remedy these inequities.

Gender sensitive: considers gender norms, roles and relations but does not address inequality generated by unequal norms, roles or relations. While it indicates gender awareness, no remedial action is developed.

Gender speci"c: considers gender norms, roles and relations for women and men and how they a$ect access to and control over resources, and considers women’s and men’s speci#c needs. It intentionally targets and bene#ts a speci#c group of women or men to achieve certain policy or program goals or meet certain needs.

Sex-disaggregated data: is data that is collected and presented separately on women and men. Sex describes the biological and physiological di$erences that distinguish females, males and intersex.

Women’s economic empowerment: A woman is economically empowered when she has both the ability to succeed and advance economically and the power to make and act on economic decisions. To succeed and advance economically, women need the skills and resources to compete in markets, as well as fair and equal access to economic institutions. To have the power and agency to bene#t from economic activities, women need to have the ability to make and act on decisions and control resources and pro#ts.c

Women’s empowerment: is about the process by which women who have been denied the ability to make strategic life choices acquire such an ability. The ability to exercise choice incorporates three inter-related dimensions: resources (de#ned broadly to include not only access, but also future claims, to both material and human and social resources); agency (including processes of decision making as well as less measurable manifestations of agency such as negotiations); and achievements (well-being outcomes).d

c Kabeer, N. (1999): Resources, Agency, Achievements: Re'ections on the measurements of Women’s Empowerment, Development and Change Vol. 30.d Understanding and Measuring Women’s Economic Empowerment, International Center for Research on Women (ICRW) (2011).

© R

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INCLUSIVESUSTAINABLEINDUSTRIAL DEVELOPMENT

Vienna International Centre, P.O. Box 300, 1400 Vienna, AustriaTelephone: (+43-1) 26026-0, Fax: (+43-1) 26926-69E-mail: [email protected], Internet: www.unido.org/gender

V.14-08867—January 2015

Documents

GUIDE ON GENDER MAINSTREAMING