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GUIDELINES FOR GENDER-SENSITIVE EMPLOYMENT CREATION FOR DISTRICT COUNCILS

ILO-UNIFEM Initiative for Supporting Employment Dimension in the PRS Process through Mainstreaming Gender Equality in the

Employment Policies and Programmes.

InternationalLabourOrganization

GUIDELINES FOR GENDER-SENSITIVE EMPLOYMENT CREATION FOR DISTRICT COUNCILS

ILO-UNIFEM Initiative for Supporting Employment Dimension in the PRS Process through Mainstreaming Gender Equality in the

Employment Policies and Programmes.

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ContentsTable of contents ---------------------------------------------------------------------- iAcronomy -------------------------------------------------------------------------- iiiPreface -------------------------------------------------------------------------- ivAcknowledgement --------------------------------------------------------------------- viGlossary -------------------------------------------------------------------------- viii

Chapter ONE: INTRODUCTION ----------------------------------------------------------------------- 1 Background--------------------------------------------------------------- 1 WhatisGender?---------------------------------------------------------- 1 WhatisEmployment?---------------------------------------------------- 1 WhatisGenderResponsiveEmploymentCreation?------------------ 3 ObjectiveoftheGuidelines---------------------------------------------- 3 RationaleforGenderResponsiveEmployment------------------------ 4 TargetGroups------------------------------------------------------------- 4 GuidingPrinciples-------------------------------------------------------- 5

CHAPTER TWO: BASIC FACTS -------------------------------------------------------------------------- 6 TheEmployment,GenderandPovertyDimensions:Situationand Challenges---------------------------------------------------------------- 6 PlanningandAdministrationContextofTanzania--------------------- 7 ImplicationoftheImplementationoftheGuidelines------------------- 7 DistrictLevel-------------------------------------------------------------- 7 NationalLevel------------------------------------------------------------- 8 InternationalLevel-------------------------------------------------------- 8

CHAPTER THREE:GUIDELINES FOR GENDER-SENSITIVE EMPLOYMENT CREATION AT INSTITUTIONAL AND BENEFICIARY LEVELS ---------------------- 9Guideline1: DevelopconceptualunderstandingofGender,Poverty andEmployment---------------------------------------------------------- 9

Guideline2: Strengthenthecapacitiesofkeyactorstoimplementandsustain policiesandprogrammesforgender-sensitiveemploymentcreation 9

Guideline3: FostercollaborationwithfinancialinstitutionsandNGOsand promoteaccesstocreditforruralwomen,menandyouththrough thepromotionofSelf-HelpOrganizations------------------------------ 10

Guideline4: Strengtheninstitutionalmechanismsfrogendermainstreaming andemploymentcreationatdistrict,wardandvillagelevels--------- 10

Guideline5: Enhancingthegendermainstreamingcapacityofthedistrictcouncil 10

Guideline6: Ensuregender-responsivebudgetintheplanning, implementationandmonitoringofdistrictplans----------------------- 11

Guideline7: Promoteandsupportformationofproducer’sassociations/ groupsforenhancedproductivity,marketaccessandvaluechains.--- 12

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Guideline8: Developandimplementfamilyfriendlyinitiativesinthecommunity----- 12

Guideline9: Supportdevelopmentoptionsandassistwomen,menandyouth groupstolaunchmicroenterprises------------------------------------- 13

Guideline10: Supportimplementationandmonitoringofthedistrictandvillage actionplansforgender-sensitiveemploymentcreation--------------- 14

Guideline11: Supportinnovativelearningsystemsforimprovedproductsandmarkets 14

Guideline12: Buildthecapacityofcommunitygroupstoownandmanagetheir developmentinitiatives-------------------------------------------------- 14

Guideline13: Promotecontractingandshorttermemploymentin rural-infrastructuredevelopment---------------------------------------- 15

CHAPTER FOUR: TOOLS FOR IMPLEMENTING THE GUIDELINES ----------------------------------- 16 Introduction--------------------------------------------------------------- 16 GenderAnalysis----------------------------------------------------------- 16 AssessmentandIdentificationofEconomicOpportunities----------- 18 DevelopmentofEntrepreneurialSkills---------------------------------- 18 Buildinggroups/associationsofwomenandyouthentrepreneurs--- 19 Traininggroups/associationsonsavingsandcreditandlinkthemwith existingmicrofinanceprogrammes------------------------------------- 19 Developinglinkagetobudgetsandbudgetaryprocess--------------- 19

CHAPTER FIVE:ENHANCING THE GENDER MAINSTREAMING AND MANAGEMENT SYSTEMS ---- 20

StrengtheningGenderMainstreamingSystems------------------------ 20 KeyActorsandResponsibilities----------------------------------------- 20

CHAPTER SIX: GENDER-RESPONSIVE IMPLEMENTATION, MONITORING AND EVALUATION OF ACTION PLANS AT DISTRICT, WARD AND VILLAGE LEVELS 21 Actionplansongender-responsiveemploymentcreation----------------------------- 21MonitoringandEvaluation----------------------------------------------------------------- 21Gender-ResponsiveMonitoringIndicators----------------------------------------------- 21StrategiesforEnsuringParticipatoryImplementation,MonitoringandEvaluation------- 23

CHAPTER SEVEN:CONCLUSION ------------------------------------------------------------------------- 24

References -------------------------------------------------------------------------- 25

Annexes:Annex1: Aframeworkforstakeholder’sintervention----------------------------- 26Annex2: Logframeapproach------------------------------------------------------ 27Annex3: ExampleofHavardchecklist-------------------------------------------- 28

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ACRONOMY

ASDP - AgriculturalSectorDevelopmentProgramme

CBOs - CommunityBasedOrganisations

CEDAW - ConventionontheEliminationofallformsofDiscriminationAgainstWomen

DC - MorogoroDistrictCouncil

ECI - EmploymentCreationInitiative

GDP - GrossDomesticProduct

GNP - GrossNationalProduct

ILO - InternationalLabourOrganisation

MDGs - MillenniumDevelopmentGoals

MKUKUTA - “MkakatiwaKukuzaUchuminaKupunguzaUmaskini”

MTEF - MediumTermExpenditureFramework

NEC - NationalEmploymentCreation

NGOs - Non-GovernmentalOrganisations

NSGRP - NationalStrategyforGrowthandPovertyReduction

O&OD - ObstaclesandOpportunitiesforDevelopment

SACCOS - SavingsandCreditCooperativeSociety

TGNP - TanzaniaGenderNetworkingProgramme

UNIFEM - UnitedNationsFundforWomen

TOT - TrainingofTrainers

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PREFACE

Although progress has been made regarding the situation of women in many developingcountries,genderequalityremainselusiveaswomenandmenarestillnotequalintheworldofwork.Thisisdespitethefactthatmuchefforthasbeenputinaddressingtheseinequalitiesthroughinterventionsrelatingtoinstitutionbuildingand,employmentgenerationwhichincludestraining,creditandempowerment.Promotionofgenderequalityandwomen’sempowermentisessentialtofacilitatehuman-centreddevelopment.Promotionofgenderequalityandwomen’sempowermentinTanzaniahasbeenaddressedthroughnational,regionalandinternationalcooperationinvariousfieldsincludingeducation,health,employmentanddecision-makingpositions including political participation. However, despite such improvements, womenandgirlsarestillplacedinsocially,politicallyandeconomicallydisadvantagedpositionsascomparedtomenandboys.Forexample,womenandgirlsstillhavelimitedopportunitiesineducationandtrainingowingtosocio-culturalandeconomicfactors.Womenandparticularlyyoungwomenarehitbyemploymentmorethanmenandyoungmen.

Moreover,women’srightsoverpropertyandinheritancearenotequaltothoseofmenduetocustomarylaws.Ontheotherhand,incidencesofwomen’shumanrightsviolationarecomingto light,suchasdomesticviolence, rapeandharmful traditionalpracticessuchas femalegenitalmutilationandearlymarriage.Lowlevelsofeducationand illiteracycombinedwithinsufficientincomesamongwomenhaveadirectcorrelationwithnegativemacro-economicoutcomes.Additionally,womenandgirl’svulnerabilitytoviolenceandHIV/AIDScontributestotheirlimitedaccesstoopportunitiesandchoicesthatwouldenablethemtosecuretheirrightsandprotecttherightsoftheirchildrenleadingtoaviciouscycleofintergenerationalofpoverty.

The development perspective and objectives of Tanzania are contained in the TanzaniaDevelopmentVision2025(Vision2025),withaspirationsclusteredinfivecategoriesincludinghighandsharedgrowth;peace,stabilityandunity;goodgovernance;highqualityeducationand international competitiveness. In order to achieve the aspired goals of development,Tanzaniahasdevelopedher2ndnationalstrategy framework forpoverty reduction referredasNationalStrategyforGrowthandReductionofPoverty(NSGRP)andpopularlyknowninitsKiswahiliacronymasMKUKUTA.Thestrategyaimsatachievingthreebroadoutcomes,whichare;economicgrowthandreductionof incomepoverty, improvedqualityof lifeandsocialwellbeingandgovernanceandaccountability.Genderbeingoneofthecrosscuttingissueinallthethreebroadoutcomes.

Such aspirations are consistent with the government’s commitment to global obligationsunderlinedintheConventiononEliminationofall formsofDiscriminationAgainstWomen(CEDAW),EducationforAll (Jomtien1990),EnvironmentandDevelopment (RiodeJaneiro1992),HumanRights(Vienna1993),SocialDevelopment(Copenhagen1995),BeijingPlatformforAction(PFA)andMillenniumDevelopmentGoals(MDGs)andtheILOConventionsrelatedto promotion of gender equality including Employment and Occupation C. 111, EqualRemunerationC.100,WorkerswithFamilyResponsibilitiesC.156,andMaternityProtectionC.183.

These Guidelines have therefore been developed to provide practical introduction toemploymentcreationandbusinessrelatedinterventionsforwomen,menandyouth.Theyarewrittenforusebydistrictcouncil,wardandvillagelevelactors,civilsocietygroups,privatesectoranddevelopmentpartnersworkingonemploymentcreationandgenderequalityissues.Theycompriseofacombinationofbriefingsandmajorrelevanttoolsforpromotinggender-

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sensitive employment creation in different sectors like agricultural (farming and livestock),non-farmactivities(micro-enterprisedevelopment)andsupportivesystemtoenhancequalityandequitableextensionandbusinessservicestowomen,menandyouth.Itismyhopethattheimplementationoftheseguidelineswillcontributetocreationofmillionjobsbytheyear2010acommitmentmadebythegovernment

Hon.Prof.Kapuya(MP)MinisterofLabour,EmploymentandYouthDevelopment

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ACKNOWLEDGEMENTS

These guidelines have resulted through a collaborative initiative between the MinistryEmployment,LabourandYouthDevelopment, the InternationalLabourOrganization (ILO),UnitedNationsFundforWomen(UNIFEM),workersandemployersorganizations,civilsocietygroups,andMorogoroRuralDistricttroughaDANIDAGlobalprojectforIntegrating Decent Work in the PRS process.InTanzania,theprojectaimsatsupportinggendermainstreamingintheemploymentpoliciesandprogrammes.

Themissionof theUNSystem inTanzania is to support sustainablehumandevelopmentpriorities, facilitate respect forandrealizationofhumanrights,andpromoteconditions forallcitizens toparticipate inandbenefit fromthedevelopmentprocess.TheUNSystem isakeypartnerinnationalplanning, implementationandmonitoringofthepovertyreductionstrategyandtheachievementoftheMillenniumDevelopmentGoals(MDGs).Itdoessobycommunicatingacommonvision,undertakingpolicyadvocacyandcapacitydevelopment,building partnerships and leveraging resources, and providing the technical and financialsupportneededtorespondtothedevelopmentandhumanitarianchallengesthatthecountryfaces.

Towards contributing to this common vision, the International Labour Organization (ILO)promotesopportunitiesforwomenandmentoobtaindecentandproductiveworkinconditionsoffreedom,equity,securityanddignity.TheILOthereforeconsidersgenderequalitytobeakeythemeof itsvisionofDecentWorkforAllWomenandMenwhichisanchoredonfourstrategicobjectivesnamely;

nrealizationoffundamentalprinciplesandrightsatwork;

ncreation of greater opportunities for women and men to secure decentemploymentandincome;

nenhancethecoverageandeffectivenessofsocialprotectionforall;and

nstrengtheningtripartismandsocialdialogue.

The United Nations Fund for Women (UNIFEM) has the mandate of providing innovativeprogrammesandfinancialsupporttocountriestoenablethemachievegenderequalitytargetsin linewith theirnationalpriorities.UNIFEM’s response inTanzania focuseson influencinggenderresponsivenessofpoliciesgoverningresourceflows,supporttoformulationofpolicyand legislative frameworks conducive to reduction of feminized poverty and interventionsimpactingonpracticalitiesof livelihood thatenhancewomen’seconomicsecuritysuchasaccessandcontroloverproductiveresources.

Many individualshaveput ina lotof their timeanddedication to theproductionof theseguidelines.InthisrespectIwouldliketogivemysincereappreciationtoMs.MaryKawar,Senior Employment Specialist, ILO Office Geneva; Ms. Mwila Chigaga, Senior RegionalGender Specialist, ILO Regional Office for Africa, Addis Ababa; Mr. Geir Tonstol, GenderProgrammeCoordinator, ILOGenderBureau,Geneva;Ms.HendricaOkondo,ProgrammeManager, UNIFEM Tanzania. Ms. Flora Nyambo-Minja, National ILO Project Coordinator,for effective coordination of all activities that led to formulation of these Guidelines; and

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Ms.JovitaJamesMlay, ILOconsultantwhoprepared the initialdraftguidelines thatwerepresented at stakeholder’sworkshop inMorogoro inDecember 2007. Finally, Iwould liketotakethisopportunitytothanktheMorogoroRuralDistrictAuthorityandallstakeholdersincluding representatives of the Ministry of Labour, Employment and Youth Development;representativesofWorkersandEmployersOrganizationsandCivilSocietyOrganizationswhoprovidedvaluablecomments,inputsandadviceduringthepreparationoftheGuidelines.MsDeboraNyakiranganyiforeditingthefinaldraft.

JürgenSchwettmann

Director

ILOOfficeforKenya,Uganda,TanzaniaandSomalia.

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GLOSSARY

Gender: refers to social attributes and opportunities associated with being afemaleandmaleandtherelationshipsbetweenwomenandmen,girlsandboys.Theseattributes,opportunitiesandrelationshipsaresociallyconstructedandare learned throughsocializationprocess. Theyarecontext/time-specific and changeable. Gender determines what isexpected,allowedandvaluedinawomanoramaninagivencontext.Theyarenotnaturalorbiological,wearenotbornwiththem.Inmostsocieties there are differences and inequalities between women andmeninresponsibilitiesassigned,activitiesundertaken,accesstoandcontroloverresources,aswellasdecisionmakingopportunities.

Sex: thebiologicaldifferencesbetweenfemalesandmalesthatwearebornwithandtheyareuniversal.

Gender roles: arewhatasocietyorcultureconstructsandprescribesasproperroles,behaviourandpersonal identities forwomenandmen.Gender rolesandcharacteristicsaffectpowerrelationsbetweenwomenandmenatalllevelsandcanresultininequalityinopportunitiesandoutcomesforsomegroups.Genderrolesassociatewomenwithfemininityandmenwithmasculinity,withthelatergivenhierarchalvalue.

Gender relations: thesearesocialrelationsbetweenwomenandmen,inparticularhowpowerisdistributedbetweenthem.Theyimpactonwomen’sandmen’spositioninsocietyandtendtodisadvantagewomen.

Gender division of labour: looks at the tasks and responsibilities undertaken by eitherwomen or men. The allocation of activities on the basis of sex islearnedbyallmembersofagivencommunity/society.

Gender bias: referstoprovidingdifferentialtreatmenttowomenandmen,girlsandboys

Gender awareness: recognitionthatwomenandmenperformdifferentrolesinsocietyandthereforehavedifferentneedswhichmustberecognized.

Gender sensitive: awareofthedifferentneeds,roles,responsibilitiesofwomenandmen.Understandingthatthesedifferencescanresultindifferenceforwomenandmeninaccessandcontroloverresources;levelofparticipationinandbenefitfromresourcesanddevelopment.

Gender responsive: aware of gender, disparities and their causes, and takes action toaddressandovercomegender-basedinequalities.

Gender stereotyping: theassigningofroles,tasksandresponsibilitiestoaparticulargenderonbiasofpreconceivedprejudice.

Gender discrimination: a difference in treatment of people based entirely on theirbeingfemaleormale.Thisdifferencecontributestostructuralinequalityinsociety.

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Gender disaggregated data:This isclassifiedinformationonthebasisofgenderse.g.women,men,girls,andboys.Thisdataprovidesimportantindicatorsofgenderneeds.

Strategic Gender Needs: fundamental issues related towomen’s (or, lessoften,men’s)subordinationandgenderinequities.Strategicgenderinterestsare long-term, usually not material, and are often related tostructural changes in society regarding women’s status andequity. They include legislation for equal rights, reproductivechoice,andincreasedparticipationindecision-making.

Gender-responsive objectives: areprogrammeandprojectobjectivesthatarenon-discriminatory,equallybenefitwomenandmenandaimatcorrectinggenderimbalances.

Literacy Gender Parity Index (GPI): istheratioofthefemaletomaleadultliteracyrateswhichmeasuresprogresstowardsgenderequityinliteracyandtheleveloflearningopportunitiesavailableforwomeninrelation to thoseavailable tomen. Itservesalsoasasignificant indicatorof theempowermentofwomen insociety.

Women empowerment: the empowerment of women is about women gaining powerandcontrolovertheirownlives.Itinvolvesawarenessraising,building self-confidence, expansion of choices, increasedaccesstoandcontroloverresourcesandactionstotransformthestructuresand institutionswhichreinforceandperpetuategenderdiscriminationandinequality.

Gender equity: referstojusttreatment,balancedrecognitionandappreciationofbothwomen’s and men’s potential. Equitable allocation of resources andopportunities.Equitycanbeseentobemeansandgenderequalityastheend.Equitycontributestoequality.

Gender equality: referstoequalrights,responsibilitiesandopportunitiesofwomenandmen,girlsandboys.Equalitydoesnotmenthatwomenandmenwillbecomethesamebutthatwomen’sandmen’srights,responsibilitiesandopportunitieswillnotdependonwhethertheyarebornfemaleormale.Genderequalityimpliesthatthe interests,needsandprioritiesofbothwomenandmenaretakenintoconsideration,recognizingthediversityofdifferentgroupsofwomenandmen.Genderequality isnotwomen’s issuesbutshouldconcernandengagemenaswellaswomen.Equalitybetweenwomenandmenisseenasbothahumanrightsissueandasapreconditionfor,andindicatorof,sustainablepeople-centereddevelopment.

Gender analysis: isatoolto diagnosethedifferencesbetweenwomenandmen,girlsandboys.Itlooksattheirspecificactivities,conditions,needs,accesstoandcontroloverresources,aswellastheiraccesstodevelopmentbenefitsanddecision-making.Itlooksatconstraintsand/oropportunitiesi.e.theextentofdirectandindirectdiscriminationinthesocio-economicandpoliticalenvironment.Itstudiestheselinkagesandotherfactorsinthelargersocial,economic,political,andenvironmentalcontext.Gender

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analysis entailsfirstandforemost,collectingsex-disaggregateddata(i.e.databrokendownbysex)andgender-sensitiveinformationabouttheconcernedpopulation.Itisnotconfinedtoidentifyingdifferences,itrecognizesthepoliticsofgenderrelationsandtheadjustmentsneededtobeundertakenbyinstitutionstoattaingenderequality.Itlooksattheinequalitiesbetweenwomenandmen,girlsandboys,askswhytheyexistandsuggestshowthegapcanbenarrowed.

Gender planning: consist of developing and implementing specific measures andorganizational arrangements for the promotion of gender equality.Identifying how to ‘mainstream’ i.e. incorporate gender concerns ingeneralactivitiestodealeffectivelywiththeobstaclesfacedbywomeninparticipatingfullyinandbenefitingfromtheseactivities.Itcanincludewomen-specific activities and/or positive action if imbalances existbetweenwomenandmen.

Gender Mainstreaming: istheprocessofaccessingtheimplicationsfor women and menofanyplannedaction,includinglegislation, policies and programmesinallareasandatalllevels.Itisastrategyformakingwomen’saswellasmen’sconcernsandexperiencesanintegral dimensionofthedesign,implementation,monitoringandevaluationofpoliciesandprogrammes inallpolitical,economicandsocietalspheres,so that women and men benefit equally and inequality is notperpetuated.Theultimategoalistoachievegender equality.

Gender neutral policy: seekstotargetselectedwomenandmeninordertorealizecertainpre-determinedgoalsandobjectives,butsuchapolicy leavestheexistingdivisionofresources,responsibilitiesandcapabilitiesunchanged. In this context suchpolicy isgender-sensitivebutdoesnotchangethestructuralstatusquoinagivensituation.

Gender specific policy: intendstotargetandbenefitaspecificgenderinordertoachievecertain goals or to meet certain gender specific needs moreeffectively.Genderspecificpolicyisinawaygendersensitivebecauseitsinterventionsareintendedtomeettargetedneedsofoneorothergenderwithinexistingdistributionofresourcesandresponsibilities.Thesekindsofinterventionsaremostoftenwelfareorientedbutwithpotentialofachievingtransformatoryimpactwhencriticallyplannedfor.

Gender transformative policy: targetswomen,menorbothandrecognizestheexistenceof gender specific needs and constraints of each orbothcategories,butalsoseekstotransformtheexistinggenderrelationsinamoreequitabledirectionthroughthere-distributionofresourcesandresponsibilities.Gender-redistribute is themost challengingpolicy interventionbecause it doesn’t simply seek to channel resourcesto women within the existing social framework but inprinciplequestionstheexistingstatusquo.

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CHAPTER ONE: INTRODUCTION

BackgroundThe guidelines described in this booklet provide guidance to the District Councils at alllevelsinTanzaniaongenderresponsiveemploymentcreation.Theguidelineswerearesultof ILO-UNIFEM pilot project for “Supporting Employment Dimension in the PRS ThroughMainstreaming Gender Equality in Employment Policies and Programmes” funded byDANIDAGlobalProjectandimplementedinMorogoroRuralDistrictbetweenJuly2007andApril2008. Duringthepilotperiod,MorogoroRuralDistrictconductedabase linesurvey,undertookcapacitybuildinganddevelopedlessonswhichtheseguidelineswereformulatedandtested.

Adetailedformulationprocesswasbasedondeskreviewwhosemainfocuswastogathersecondary national and international data and information on policy commitments andrequirementsfordistrictlevelinterventions.Atthedistrictleveltheconcernwasalsotogathersecondarydataandinformationontheexistingstatus,gapsandchallengesinthedesign,implementation,monitoringandevaluationofgenderresponsiveemploymentcreation.

Consultations were made with key stakeholders through structured field visits involvingrepresentatives of institutions at national, district and ward levels to seek their views andopinionaswellasvalidatingtheinformationgathered.InstitutionsinvolvedincludedtheMinistryofLabour,EmploymentandYouthDevelopment;workersandemployersorganizations;civilsocietygroups;MorogoroRuralDistrict,WardandVillagegovernments.Individualmenandwomenatvillagelevelwerealsoconsulted.

What is gender?Genderreferstosocialattributesandopportunitiesassociatedwithbeingafemaleandmaleand therelationshipsbetweenwomenandmen,girlsandboys.Theseattributes,opportunitiesandrelationshipsaresociallyconstructedandarelearnedthroughsocializationprocess.Theyarecontext/time-specificandchangeable.Genderdetermineswhatisexpected,allowedandvaluedinawomanoramaninagivencontext.Theyarenotnaturalorbiological;wearenotbornwiththem.Inmostsocietiestherearedifferencesandinequalitiesbetweenwomenandmeninresponsibilitiesassigned,activitiesundertaken,accesstoandcontroloverresources,as well as decision making opportunities. While sex is the biological differences betweenfemalesandmalesthatwearebornwithandtheyareuniversal.

Box 1.2 Gender relations in surveyed villages

Theassessmentconductedin12villagesinMorogoroRuralDistrictin2007indicatedthatthecurrentgenderroles,responsibilitiesandrelationshipsareinfluencedbysocial-culturaltraditionsthatcontinuetoweakenwomen’sposition.Patriarchalattitudesandbehaviour results inwomen’s inferior status in the familyandcommunity, inadequaterecognitionofwomen’seconomicandsocialcontributions,men’sreluctancetosharehouseholdandfamilyresponsibilities,men’sdominanceonfamilydecisions,especiallythoserelatedtoincomeandexpenditure.

What is employment?Employmentisworkdoneforpayincashorinkind,orinselfemploymentandperformingsomeworkforprofitorfamilygain,incashorinkind.AccordingtotheNationalEmploymentPolicy(2008),employedpersonscompriseofallpersonswhoperformedsomeworkduringabriefperiodforatleastonehouronanyofthewiderangeofeconomicactivities(asdefinedin

1.0

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thesystemofnationalaccounts,SNA,productionboundary)orwastemporarilyabsentfromsuchactivities.Thereferenceperiodforapersontobecurrentlyemployedisthecalendarweekbeforethesurveyinterviewi.e.(MondaytoSunday).Self-employmentincludespersonsworkingontheirownfarmsordoinganyotherin-comegeneratingactivities.Unpaidfamilyworkersinfamilybusinessesareincludedinthecategoryofemployedpersons(ILFS,2006).

Thepolicydefinesunemploymentasasituationoftotallackofworkofanindividual.Itcanbeviewedasanenforcedidlenessofpotentialwageearnersorselfemployedpersonsthatareableandwillingtowork,butcannotfindwork. InTanzaniawhereasignificantamountof thepeoplecanearna livingonlybyworking forothers;beingunable tofinda job isaseriousproblem.Lackofworkmakesapersonfeeldeprivedandrejectedbysociety.TheUnemploymentrateisthusthepercentageoftheunemployedrelativetothetotallabourforce(URT,2008).

Underemployed persons are defined to comprise all persons in paid or self-employment,whetheratworkornotatwork,involuntarilyworkinglessthanthenormaldurationofworkdetermined for the activity, who were seeking or available for additional work during thereferenceperiod.Suchpersonsareconsideredtobevisiblyunderemployedasopposedtoinvisibleunderemploymentcharacterizedbylowincome,underutilizationofperson’sskills,lowproductivityandotherfactors.Underemploymentrateisthepercentageofunderemployedpersonsrelativetothetotal labourforce(URT,2008). AccordingtotheintergratedLabourForce Survey 2005/06, total labour force was 20.6 million, out of whom 11 percent wereunemployed(11.9%femalesand10%males)

Employmentcontributestoallaspectsofeconomicgrowth,socialdevelopmentinparticularpovertyreductionasitbringsinearningstoindividualsmenandwomen,communitiesandnationsthrougheffectiveuseofavailablelocalresources.TheNationalEmploymentCreationProgrammeadoptedin2007underlinedthreeimportantreasonsforemploymentcreationinTanzania.

Social Justice: peoplehave the right todecentwork thatwillprovidesufficientincometomeettheirneeds;

Economic Growth: employment and labour productivity are basic toeconomicgrowth

Social-Politicalinstabilityassociated with mass un-employment:

Employment is fundamental for a prosperous nationdevoidofpovertyandsocialexclusionandforstability,peaceandsocialharmony.

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What is gender sensitive employment creation?Gendersensitiveemploymentcreationaddressesgenderneedsofmen,womenandyouthinthepaid/salariedemployment,selfemploymentandagriculture.Gendersensitiveemploymentcreationdiscouragesunpaidfamilyworkerswhoworkcompletelywithoutpaymentincashorkindinfamilyenterprisesandthecareeconomywhichisnotremunerated.Womenunlikemen have been found to spend more hours in the care economy caring for children, theelderly,personswithdisabilitiesandthesick.Familysupportsystemsarenecessarytomeetgenderneedsofbothadultandyoungwomenandmenwithfamilyresponsibilities.Inareaswherewomenlagbehind,affirmativemeasuresaretobeusedeitherthroughquotasystemsandsupportservicesthatcanhelpwomentoparticipateequallywithoutconstrains.Gender responsive employment creation for women and men intends to accomplish thefollowing:

• Wideningoccupationalchoicesinthelabourmarkettosecureandkeepjobs;

• Developingskillsacquisitionandtraining;

• Enhancingthedemandforfemaleandmalelabour;

• Improvingawarenessofemploymentopportunities;and

• Promotingenterprisedevelopment,accesstobusinessdevelopmentservicesandcredit.

Objectives of the GuidelinesTheoverallobjectiveoftheguidelinesforgender-responsiveemploymentcreationistoimprovethecapacityoftheDistrictCouncilstoformulateandimplementintegratedstrategiesaimedatfosteringgenderequalityintheplanning,implementationandmonitoringofdistrictplansandactivities,promoting involvementandofwomen indecisions thatconcerns their livesandtheiradvancement in leadershipandmanagerialpositions inallaspectsof thedistrictemploymentcreationinterventions.

In addition, the guidelines aim to ensure that district plans and activities for employmentcreationareinlinewithagreedinternationaltargetsandcommitmentsrelatedtoemploymentcreationandpromotionofgenderequality,whichtheURThasratified.Specificobjectivesare:

• To facilitate gender mainstreaming through enhancement of effective and efficientutilizationofhuman,financialandnaturalresourcesforeconomicgrowthandpovertyreductioninthedistrict.

• Toprovideprincipledirectionintranslatingthenationalandinternationalpoliciesintoapracticaldevelopmentframeworksandinterventionsthroughmainstreaminggenderissuesandconcernsofwomenandmeninthecouncil’sprogrammesatdistrict,wardandvillagelevels.

• To guide and consolidate the experiences at the district level through a gender-responsivemonitoringsystemoftheNSGRPparticularlythegoaloneconomicgrowthandreductionofincomepovertyareachieved.

• Tocomplementtechnicalexpertiseinthefieldbyhelpingdecision-makersandtechnicalstaffinfacilitatingplanningandimplementationofgender-responsiveinterventionsforpovertyreduction.

• Toprovidepracticalintroductiontoemploymentcreationandbusinessdevelopmentservicesinterventions

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Rationale for the Gender Responsive Employment Creation at the District level- Genderequalitybetweenwomenandmenisapreconditiontotheachievementof

improvedqualityof life forall, human freedom,dignity, legitimateandaccountablegovernment.

- Genderdifferencesandinequalitiesbetweenmenandwomenaredominantinruralandurbanareasandhavecontinued to affect and impact negativelydevelopmentstrategiesandgoals.

- Thereareclear indications thatwomenandmenholddifferentposition indecisionmaking,ownershipandaccesstoproductiveresourcessuchasland,financialcapitalandfinalproducesthatarekeytofosterdevelopmentthroughproductivityandincomegeneration.

- Theexistinggapsbetweenpolicy intentionsatnationalandinternational levelsandthepracticeingendermainstreamingontheground.

Target sectors and main users

SectorsGenderresponsiveemploymentcreationisacrosscuttingissue.InthisrespecttheGuidelinesaregenericandrelevanttoallsectorsatthedistrictlevel.Thesectorsincludeagricultureandlivestock;environment;education;health;industry,tradeandmarketingand;infrastructure.TheGuidelinesalsoprovidesubstantiveguidancetotheplanningandcommunitydevelopmentfields.

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Main Users• District council, ward and village level decision makers particularly District

Commissioners,Councilors,DistrictExecutiveDirectors,WardSecretariesandVillageChairpersons.

• HeadsofDepartments,plannersandsectorexperts.

• Civilsociety,communitybasedandprivatesectororganizations

• Funding organizations including central government and development partnersworkingonemploymentcreationandgenderequalityissues.

Guiding Principles

• Gender is a crosscutting issue: Genderaspectspermeateallaspectsofdistrictat all levels namely:- the administration and management systems, personnelmatters,organizationalcultureandworkingmethods.Italsopermeatesplanning,programming, implementationmonitoringandevaluationofthecorefunctionsofthedistrict.

• Diversity and intersection: Demandsforequity,equalityandfairnesscallsfortherecognitionofsocialdiversityembracinggender,race,ethnicity,personsinfectedandaffectedbyHIVandAIDS,peoplewithdisabilities.Recognitionandrespectforsocialdiversityiswhatmakesacredible,trusted,legitimacyandaccountablelocalgovernment.

• Participation, voice and representation:Equalparticipationofadultandyoungwomen and men, girls and boys in identification, planning, implementation,monitoring and evaluation of district programmes, interventions and activitiesenhancesownershipandsustainability,whichareimportantingredientsforachievingpovertyreductionandgenderequalitygoals.

• Partnership between women and men and other key stakeholders:Empoweringwomen does not mean excluding men but it is about establishing partnershipsbetween both sexes. Partnerships with other key stakeholders in employmentcreation are also essential. Employers organizations, trade union, civil society,communitybasedorganizationsanddevelopmentpartners,eachorganizationhasexpertise,experiencesandvalueaddingattributestoemploymentcreation.

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CHAPTER TWO: BASIC FACTS

The Employment, Gender and Poverty Dimensions: Situation and ChallengesThemagnitudeofpovertyinTanzaniahasbeenfoundtobedirectlylinkedtothehighratesofunemploymentandunderemployment.UnemploymentandunderemploymenthaveremainedoneofthemajorproblemsfacingTanzaniasincethe1970s,wherebythecountrywentthroughaneconomiccrisisreflectedbythefallintheannualGDPgrowthratefrom5%toanaverageof2.6%intheearly1980s,andabout1%inthebeginningofthe1990s.

The on going reforms have yielded substantialeconomic growth and impressive performanceof the economy at the macro level in the pastten years. The overall economic growth hasbeen rising consistently (except for 2003 duetodrought)from3.3%in1997to6.7percentin2004,constitutinganannualgrowthrateof5.1%.TheachievementsinGDPgrowthstemmedfromimprovedperformance inagriculture,wholesaleand retail trade, hotels, restaurants, tourism,mining,andmanufacturing.

Inspite of the positive achievements recordedthroughTanzania’smacroeconomicstabilizationpolicies,crucialchallengesremain.Oneofthese;isthehighlevelsofunemploymentandpovertyinthecountry.

According to the Integrated Labour Force Survey (2006), the average unemployment was11.9percentforfemalesand10percentmales.Whendisaggregated,unemploymentrateswere31.3percent,16.3percent,and7.1percentforDaresSalaam,otherurbanandruralrespectively.In2006,89.6percentofallpeopleinTanzaniamainlandaged15yearsandabovewere economically active. Over three-quarters, 79.2 percent of the population of this agewasemployedand10.4percentwereunemployed.Morethanathirdofeconomicallyactivepeople inbothurbanandruralareasare in theageagroup35-64years,withpercentageofthisagestandingat31.8percent.Femalesaccountedformorethanhalf(51.9percentofeconomicallyactiveaged15yearsandabove(ILFS,2006).

Ruralareashavethehighestlabourforceparticipationrate,at90.8percent,comparedto85.5percentforDaresSalaamand87.2percentforotherurbanareas.Youthpopulation(agedbetween15and24),whichconstitutes30percentofthetotalTanzanianpopulationand68percentof thenational labour force, isparticularlyhitbyunemployment16.5percent formalesand18percentforfemales.Thepaidemployeesaged35-64hadthehighestaveragemonthly incomeofTZS.142,499while theyouthgroupaged15-24yearshad the lowestTZS46,499which is lessthanadollarperday.Morethan60percentofunderemployedpersonsworked30hoursperweekinsteadoftheaverageof40hours.Onanaveragetheworkingpopulationspent73percentofthe24hoursofthedayonunpaidcarework(caringforchildren, thesick including those infectedwithHIVandAIDS, theelderlyandpersonswithdisabilities)comparedto17percentonproductionforthemarketandownconsumptionwhichispaidasperSystemsofNationalAccounts(SNA).Womenwerefoundtospend14percentcomparedto19percentofthe24hoursonproductionofgoodsandservicesforthemarket.

Box 1.1 Gender and PovertyThe term ‘’Poverty’’ can be defined as asituation in which a human is deprived ofher/his various capabilities, resources andopportunitiesandunabletoliveadecentlife.Thesituation isaresultofacombinationoffactors including lack of economic capitaland goods (i.e. income, employment,land, livestock, forestry, credit); deprivedopportunities to education, training andhealth; limited participation in politicalplaces,decisionmakingpowersandviolationof human rights; lack of capabilities andmeans to protect from external pressuressuch as famine, natural disasters, violence;deprivation of human dignity and socialstatusandof thecapability toparticipate indevelopmentprocessesinthesociallife.

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Adultandyoungwomenworkersaremuchpoorerthantheircounterpartsnamelyadultandyoungmeninthelabourmarketbecauseofthefollowingfactors:

• Morewomenandyounggirlsareunemployedcomparedtoadultandyoungmen.

• Womenandyounggirlsspendmorehoursinadayonunpaidcareeconomymakingthemvulnerabletopoverty.

• Theburdenofthecareeconomymakeswomeninsalariedandselfemploymentlesscompetitiveinthelabourmarket.

• Women’s participation and representation in decision making is limited and hencecannotinfluencedecisionspertainingtotheirlife.

Womenandgirl’svulnerabilitytoviolenceandHIV/AIDScontributestotheir limitedaccesstoemploymentopportunitiesandchoicesaswell asprotectingtherightsoftheirchildrenleadingtochildlabourandviciouscycleofintergenerationalofpoverty.TheMajorchallengesareasfollows:

• Lackofmotivationtoself-mobilizationtoemployment

• Linkagesbetweenlocalandnational/internationalopportunities.

• Lack of recognition of the enormous potential contribution of women in social

development and production sector, have rarely been fully acknowledged as

employment.

• Systemsforsupportingwomenintheirproductiveandthecareeconomyrolesfrom

household,communityanddistrictlevels.

Planning and Administration Context of Tanzania • TheUnitedRepublicofTanzania(URT)isaunionoftwocountriesTanzaniamainlandand

Zanzibarwithanautonomousgovernment.

• URThasacentralisedanddecentralizedstructurescomposedofMinistries,DepartmentsandAgencies(MDAs);andLocalGovernmentAuthorities(LGAs).

• AdministrativelyTanzaniamainlandhas21regionsand126DistrictCouncils

• URT has an obligation to international commitments in the areas of employment andgenderequalitybasedtoitsmembershiptotheUnitedNations(allUnitedAgencies);theAfricaUnion;SouthernAfricanDevelopmentCooperation(SADC);andtheEastAfricanCommunity(EAC).

• Thedivisionoflabourwithinthegovernmentsystemprovidesforthefollowing:

o MinistriesandIndependentDepartmentsareresponsibleforformulationofpolicy,regulatory and frameworks and monitoring and evaluation of the same andinternationalobligations.

o Agencies, District Councils, Civil Society organizations and Community basedorganizationsareresponsibleforimplementationofpoliciesandlegalframeworks.

o District Councils design, implement and monitors their development strategicplansandactionplanswhicharewithinthepolicyframeworksasprovidedbythecentralgovernment.

Implication of the Implementation of the Guidelines District Level

• Addressingthesituationalandinstitutionalchallengesforgenderresponsiveemploymentcreation.

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• Enhancinggender-sensitiveemploymentcreationinterventionsinthedistrictstrategicandactionplansaimedatimplementingnationalpolicyframeworksandinternationalobligationsasindicatedbelow.

• Creatingmoregenderresponsiveemploymentopportunitiesforbothmenandwomeninsalariedandselfemployment.

National Level• TheTanzaniaDevelopmentVision2025aspiringforhighandsharedgrowth;peace,

stabilityandunity;goodgovernance;highqualityeducationandinternationalcompetitiveness.

• NationalStrategyforGrowthandReductionofPoverty(NSGRP)popularlyknownasMKUKUTAtheKiswahiliacronymaimedatachieving threebroadoutcomes,whichare;economicgrowthandreductionofincomepoverty,improvedqualityoflifeandsocialwellbeingandgovernanceandaccountability.

• The Employment policy stresses on promoting equal access to employmentopportunitiesforwomenandmeninrespectofskillsandendowmentsandaddressagespecificneedsofvulnerablegroups,suchaslowincomewomen,youth,peoplewithdisabilities,peoplelivingwithHIV/AIDS(URT2008)

• TheNationalEmploymentCreationProgrammepromotingprivatesectorsinvestmentandgrowth;increasedpublicinvestmentinconstructionandotherleademploymentcreatingsectorsnamelyeducation,healthandagriculture;andundertakingdemand-drivenskillsdevelopmentforself-employmentandproductivity(URT2007).

• Women and Gender Development Policy promoting women’s socio-economicempowermentandparticipationindecisionmakingpositionsandstructures(URT2000).

International Level• Promotingemploymentandworkersrightsofbothmenandwomenasunderlined

byArticle11oftheUnitedNationsConventiononEliminationofallformsofDiscriminationAgainstWomen(CEDAW);

• theMillenniumDevelopmentGoals(MDGs);

• ContributingtotheimplementationoftheAfricanUnion(AU)ProtocolonHumanandPeople’sRightsofWomen’srights,Article13promotingequalopportunitiesandwomenworkersrights.

• ContributingtotheimplementationoftheresolutionsandconclusionsoftheinternationalconferencesincludingEnvironmentandDevelopment(RiodeJaneiro,1992),HumanRights(Vienna,1993),SocialDevelopment(Copenhagen,1995);

• ContributingtotheimplementationtheBeijingPlatformofAction(PFA)of1995,Article153-156oneconomicempowermentandemploymentpromotion;

• ILOkeyGenderEqualityConventions:

- EqualRemunerationConvention,1951(No.100)

- Discrimination(EmploymentandOccupation)Convention,1951(No.111)

- MaternityProtectionConvention(Revised),2000(No.183)

- WorkerswithFamilyResponsibilitiesConvention,1981(No.156)

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CHAPTER THREE: GUIDELINES FOR GENDER-RESPONSIVE EMPLOYMENT CREATION

INSTITUTIONAL LEVELGUIDELINE 1: Develop conceptual and analytical understanding on gender, poverty and

employment. GOAL: Districtlevelofficialsatalllevelsareawareandunderstandlinkagesbetween

gender,povertyandemploymentcreationandpromotion.

• Undertakegendertrainingneedsassessmentofthedistrictcouncilatalllevels

• Raise awareness on gender,poverty, employment to keyactorsatthreelevelsasfollows:

- Decisionmakinglevel

- Councillors, DistrictOfficials,WardandVillageExecutive Officers, headsof departments andmembers of developmentcommittees includinggendercommittees

- Technical and supportstaff

- Other social partnersincluding representatives of workers and employers organizations, faith-basedandopinionleaders,civilsocietyandcommunitygroups,andprominentbusinesspersonsatalllevelsintheDistrict.

GUIDELINE 2: Strengthen the capacities of key actors to implement and sustain policies and programmes for gender-sensitive employment creation

GOAL: The successful implementation of national policies and the

sustainability of the benefits.

• Enhance the capacity of key actors at the district level on MKUKUTA, MKUKUTAMonitoringMasterPlan,employmentpolicy,genderpolicyand thegenderdimensionswithinMKUKUTAandtheemploymentpolicy.

• Facilitatekeyactorstoidentifytheirrolestowardsimplementationoftheabovementionedstrategyandpolicies.

• Compile existing training materials and translate them into simple and user-friendlyKiswahililanguage,andensurecapacitybuildingofthekeyactors.

• ConductTrainingofTrainerstokeyactorsatdistrict/ward/villagelevelsoncriticalgenderanalysis, planning and budgeting; group/association building and SACCOS formation;leadershipandentrepreneurshipdevelopment.

• Developgender-responsiveemploymentcreationactionplans.

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GUIDELINE 3: Foster collaboration with financial institutions and NGOs and promote access to credit for rural women, men and youth through the promotion of Self-Help Organizations

GOAL: Improved delivery of goods, services and support to beneficiaries.

• Build the capacity of collaborating agencies in terms of knowledge, skills, guidelines,policydocuments,equipmenttosupport,implementandsustainthenationalpoliciesandstrategiesforpovertyreduction,employmentcreationandgenderequality.

• Foster collaboration with NGOs, financial institutions, cooperative societies, higheracademicandresearchinstitutionsforpromotingaccesstoflexiblecredit/loansforfarmersandruralentrepreneurs.

GUIDELINE 4: Strengthen institutional mechanisms fro gender maisnstreaming and employment creation at district, ward and village levels

GOAL: Institutional mechanisms for gender mainstreaming in employment creation are in place and operational

• Ensuregender-responsiveemploymentcreationisastandingagendaofallcommitteesandfacilitateformationofGenderCommitteesatalllevels.

• Strengthenexistingvillagedevelopmentcommitteesandensureequalrepresentationandparticipationofwomenandmen.

• Enhancetheleadershipandmanagementcapacityofwomenleadersfortheireffectiveparticipationinthedistrictandvillagedevelopmentmeetingsandcommittees.

• Facilitate formation of District Employment Committee as provided in the NationalEmployment Policy and ensure that members of the committee have the capacity toformulate,implementandmonitorgender-sensitiveemploymentcreationinterventions.

GUIDELINE 5: Enhancing the gender mainstreaming capacity of the district councilGOAL: Gender-sensitive district strategic plans

• Undertakegenderanalysisand review to includegenderandemploymentdimensionsandothergender relateddimensions inexistingdistrict councilpolicydocumentsandtools includingthe DistrictStrategicPlan,AnnualBudgets,DepartmentalPlans,LocalGovernmentMonitoringDatabase,SACCOSmonitoringtooletc.

• DevelopaDistrictGenderStrategytofacilitateimplementationoftheGenderandWomenDevelopmentPolicyandgendermainstreamingindistrictplans.

• Developgender-sensitive employmentmonitoring indicators,monitor andevaluate theimpactofgendermainstreaminginthedistrict.

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GUIDELINE 6: Ensure gender-sensitive budget in the planning, implementation and monitoring of district strategic plans

GOAL: Financial Resources allocated in a gender responsive manner

• Identifyprioritiesandstrategies o UsetheexistingtoolssuchasOpportunityandObstacles(O&OD)andconduct

diagnosisandanalysisofneedsandprioritiesofwomenandmen,girlsandboys.

o Conduct beneficiary needs assessment using quantitative & qualitativemethods.

o Develop gender-responsive outcomes, outputs, indicators and targets forinclusioninthereviewofthedistrictstrategicplan.

• Budgeting,planning,implementation,monitoring o Ensuredistrictbudgetsreflectthegenderneedsandprioritiesofwomenand

men,girlsandboys.

o Uselogframeapproachforanalysisandplanning(seeannex2).

o UseMTEFtoanalyzethedistrictfinancingsystem.

• Monitoringandevaluation o Ensureaccountability&feedbackfromkeyimplementers(learning).

o Adjustactivitiesandbudgetstomeetneedsandprioritiesofwomenandmen,girlsandboys.

o Evaluatetheimpactofproject/programme/interventiononwomenandmen,girlsandboys.

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BENEFICIARY LEVEL

GUIDELINE 7: Promote and support formation of producer’s associations/groups for enhanced productivity, market access and value chains

GOAL: Strong and dynamic Self-Help Organizations that facilitates women’s economic integration

• Strengthentheexistingorfacilitateformationofsmall,homogeneousproducer’sgroups/associationsforenhancedproductivity,marketaccessandvaluechains.

• Assist women, men and youth framers to enhance agricultural production throughincreasedlandcultivation,useofimprovedseedsandpesticides,andimprovedlivestockproduction.

• Promoteenvironmentalconservationthroughviableincomegeneratingactivities.

• Promote participatory training and learning including gender-sensitive action-orientedstudies.

GUIDELINE 8: Develop and implement family friendly initiatives in the community

GOAL: Availability of gender-sensitive social and economic services

Inordertoreducewomen’scareburdenand enhance their participation inproductiveactivities,decisionmakingandcontroloverresources,thereshouldbeaworkablestrategytotransformmen’sandwomen’s attitude on women’s positionin the community and mechanisms forlesseningwomen’sworkloadinthecareeconomy. Reproductive gender rolesand HIV impact on families are criticalissues that district and communityleaders need to address and influencetheexistingstructuresandsystems.Thefollowingactionsarerecommended:

• Trainvillageleadersongenderandbuildtheircapacitytoaddress/penalizegenderviolationoffencesinlinewithmandatedauthoritiesincludingbringingtheoffendersbeforejustice.

• Strengthensocialdialogueongenderrolesandwomen’sheavyworkloadathouseholdlevelwithaviewtocreatingawarenessonsharedrolesbetweenwomenandmen,girlsandboys.

• Providedaycare services in thecommunityasa strategy for lesseningwomen’scareburden,enhancing theirparticipation inproductiveactivitiesand liberatinggirlchildrenfromcaringroles.

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• Take into account women's multiple roles as food producers, providers, parents, andpartnersinfamilyandcommunitylifeintheplanning,implementationandmonitoringofpovertyreductioninitiativesthroughpromotingsupportactivitiesthataddressthewomen'smultipleneedsinanintegratedway.

• Promote shared family responsibilities between women and men from household tocommunitylevels.

GUIDELINE 9: Support development options and assist women, men and youth groups to launch micro enterprises

GOAL: Women, men and youth are more productive and have increased income generation options

• Assistwomen,menandyouthtoestablishandstrengthentheireconomicgroupsthroughtraining in organizational skill, leadership, group dynamics, conflict management andconflict resolution, communication skills, the art of conducting effective meetings andbasicrecordkeeping.

• Promoteandsupportaccesstoflexiblecreditforwomen,menandyouth.

• Establishaccessibleandpermanentpublic informationcentresat lower levelsof localgovernmentfordisseminatinginformationandknowledgesharingincludingnationalandinternational markets; business development services; entrepreneurship opportunities;micro finance institutions and their related services and products; and employmentrelatedinformation.

• Strengtheneducationandtrainingingeneralwithaparticularfocusonagro-processingindustriestodiversifyandaddvaluetoagriculturalproduction.

• Sensitizeparentsontheimportanceofcompulsorysecondaryeducationfortheirchildren,especiallythegirlchild.

• Facilitateactiveparticipationofwomen,menandyouthintheformulation,implementationandmonitoringofdistrictstrategicplans.

• Promote women’s and youth’s participation in labour intensive infrastructure activitiesincludingconstructionofclassrooms,dispensaries,roadmaintenanceandrehabilitation.

• Promoteandencouragewomen,menandyouthtostrengthennetworksatvillage,ward,district, regional, national and international levels to address issues of technologicaladvancement,productionandmarketingtoprotectlocalproducersandlocalmarkets

• Organizeadulttrainingintheprinciplesofthemarketeconomy.

• Supportandfacilitatevillagestocreatelinkageswithresearchinginstitutionsandindividualsontheneedsofruralwomen,youthandcommunitydevelopmentasawhole.

• Assistthegroups(women,menandyouth)toidentifypriorityareasandproblemsinruralareasandbringthemtotheattentionofleadersatalllevels.

• FacilitatecreationofCommunityBasedOrganizations(CBOs)toundertakegenderandemploymentcreationinitiatives.

• Encourage and promote self-employment for women and youth through promotion ofmicroandsmallenterprises.

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GUIDELINE 10: Support implementation and monitoring of the district and village action plans for gender-responsive employment creation

GOAL: Effective implementation, monitoring and evaluation

• Supportfoodandcashcropsproductionthroughincreasedlandundercultivation,useofimprovedseeds,pesticidesandmarketsupport.

• Providetechnicalsupportforimprovedlivestockproduction.• Supportoff-farmactivitiesincludingsmall-scalemining;handcrafts;horticulturalcrops,

agro-processingindustriesfordomesticandexternalmarkets.• Supportmarketlinkagesandformationofstrongfarmersassociations.

GUIDELINE 11: Support innovative learning systems for improved products and markets

GOAL: Enhanced productivity and market linkages

• Supportestablishmentofpracticallearningsystemsuchasstudyvisitstoneighbouringcountriesonexportpromotion.

• Facilitate women and youth groups to access financial services, including ways ofincreasingcapital fornewinvestment, loansforupgradingofexistingsmallbusinessesandexportfinancing.

• Encouraged financial institutions to participate in the District Productive CapacityFacility.

• Supportinnovationandlearningsystemsinfood-processingsectorandlinkswithHigherAcademicInstitutionstopursueresearchesthatwillcreatecommercialnetworkbetweenthedistrict, the restof thecountryandworldproduction throughprovisionof learningsystemsforagro-foodprocessing.

• Supportandpromotemarketandvaluechainsforagriculturalproducts in linewiththerecommendationsoftheconferenceofministersofindustries.

GUIDELINE 12: Build the capacity of community groups to own and manage their development initiatives

GOAL: Community participation and ownership of gender-sensitive employment creation interventions

Giventheimportanceofbusinessinthecurrentworldofglobalizationandtechnologywhichisdominated by market economy, there shouldbe a comprehensive programme to enablewomen,menandyouthparticipateinbusinessdevelopment initiatives and sustain them.The programming can be pursued within thefollowingframework:

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• Buildthecapacityofwomenandyouthgroupstoassesstheirneedsandprioritiesandimpactoftheproposedbusinessinitiativestargetedtothem.

• Supportcreativityandinnovationstotheproposedbusinessesforwomen,menandyouthaswellasfacilitatingselfassessmentof innovationsinthebusinesses,productdesignanddevelopment,marketaccessetc.

• Supportandfacilitatewomen’sandyouth’saccessandcontroltoproductiveresources

• Analysingresourcesutilizationandoptimizationcapacityofthebeneficiaries

• Promote entrepreneurial culture among women and youth groups through the 4Ps(Product,Production,PricingandPromotion)

Note:Ensureorganizingisoneofthekeystrategyforhelpingwomenandyouthgroupstohaveaccesstoresources

Guideline 13: Promote contracting and short term employment in rural-infrastructure development

GOAL: Public infrastructure development provide women and youth with increased work opportunities

- Conductsensitizationtothekeyactorsincludingcontractorsandcommunityleadersontheneedtoprovideequalemploymentopportunities forwomen,menandyouthininfrastructureworksi.e.throughfacilitatingwomenandyouthtowincontractsintheconstructionsector.

- Buildthecapacityofwomenandyouthgroupstoundertakingsub-contractsintheconstructionsector

- Determinethe impactat family/householdandcommunity levels in termsofhealth,qualityoflife,economicgrowthandorganizationalcapacityasaresultofadultandyoungwomenengagementintheconstructionsector

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CHAPTER FOUR: TOOLS FOR IMPLEMENTING THE GUIDELINES

Introduction

The toolsunderlined in thischapterareaimed to facilitate implementationof theguidelineselaborated in the previous chapter. Each tool contains simple explanations and leadingquestions.Alistofreferencematerialsisalsoprovidedformoreinformationandknowledge.

Tool 1: Gender analysis

• Raise awareness of the mutually influencing relationship on gender, poverty andemployment.

• Raiseawarenessontheimportanceofsexdisaggregateddataandinformationforproject/programmeplanning,implementationandmonitoring

• Identifysocio-culturalissuesthatcanhaveeffectontheeffectivenessandefficiencyoftheimplementationofthegender-responsiveactionplansforemploymentcreation.

• Makeadjustmentsneededinthedistrict/ward/villageplanstohavedesiredgendereffect.• Raiseawarenessondifferentgenderanalysisframeworkandtheirpurposes.

Framework for gender analysis at the micro level1

Use Harvard Analytical tool to assess activityprofile forwomenandmen,girlsandboys;accessandcontrolprofile;influencingfactors;checklistforprogramme/project-cycleanalysis.

Activity profileExample of Harvard framework on activity profile

Activities Women/girls Men/boys

Productiveactivities- Agriculture

o Foodcropso Cashcropso Livestocko Naturalresources

- Incomegeneratingactivitieso Foodvendingo Brickmakingo Hairplatingo Bicyclerepair

Reproductivecativities- Waterrelated- Fuelwood- Foodpreparation- Childcare- Lookingaftersickfamilymembers- Cleaning- Goingtomarket

Adapted from Overholt, Anderson, Cloud and Austin; Gender Roles in Development, Kurmanian Press Inc. Connecticut, 1985 (Source: Match 1991, 31)

1 ThegenderanalysisframeworksweretakenfromthegenderbudgetingtrainingmaterialsbyNathalieHolvet,UniversityofAntwerp,Belgium,November,2007

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Access and control profile

Example of Havard framework on access and control profile

Access

WomenMen

Control

WomenMen

Resources:- land- equipment- labour- cash- educationandtraining-other

Benefits- outsideincome- assestownership- basicneeds(food,shelter,clothing)- politicalpower- other

Adapted from Overholt, Anderson, Cloud and Austin; Gender Roles in Development, Kurmanian Press Inc. Connecticut, 1985 (Source: Match 1991, 31)

Influencing factors

Example of Havard framework on influencing factors

Influencingfactors Opportunities Constraints

- communitynormsandsocial- demographicfactors- institutionalstructures- economicfcators- politicalfactors- legalparameters- training- attitude of community to development

workersAdapted from Overholt, Anderson, Cloud and Austin; Gender Roles in Development, Kurmanian Press Inc. Connecticut, 1985 (Source: Match 1991, 31)

Use Moser framework for gender needs assessment

ExampleofMoserframeworkforgenderneedsassessment

Women’spracticalgenderneeds Women’sstrategicgenderneeds

i) Accesstofarminputsi.e.seedlings,capitalii) Specifictrainingiii) Accesstowater,firewoodiv) Access to paid work/income-generating

activitiesv) Accesstoimprovedtechnologyi.e.cooking

stoves

ØcollectiveorganizationØtherighttospeakØskills in leadership and leadership

positionsintheproject/programme/intervention/community

Øaccesstoeducationandtraining

Reference materials- ILOgendertrainingmaterials- WomenandGenderDevelopmentPolicy

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Tool 2: Assessment and Identification of Economic Opportunities

Guiding questions• Whatbusinesseswomen,menandyouthareengagedin,whatskillstheyhave,

whatobstaclesexist?Whatmarketopportunitiesexistforbusinessstartupandgrowth?

• Assessbusinessesthataredoingwellintheareaandwhy?retail-businessownerbuysgoodsfromproducersandwholesalersandresellthemtoend-users:marketstalls,groceryshops,householditems;service-activitieswhichuseapersonalskills,possiblywiththeaidofequipment,tomeetspecificcustomersneedsand,inexchange,realiseincomei.e.transportofgoods,foodvending,repairofbicyclesetc;wholesale-goodsareboughtinbulkfromaproducerandresoldinvolumetoretailers;manufacturing-processofdirectlyproducinggoodsbyconvertingrawmaterialsintofinishedproductsi.e.productionofchairs,bedsetc

• Whatagriculturalactivitieswomen,menandyouthareengagedin(foodandcashcropproduction),livestockandnaturalresources(timber,honeyproductionetc),whatarethecurrentlevelsofproduction,aretheyconsistentwithnationallevels?Whataretheconstraintslimitingproduction?

• Whatspecificconstraints facingwomenandmen,girls andboys in their smallscalebusinesses?Categorizethemintermsofbehavioural,roles,socio-cultural,educational,occupational,infrastructural,legaletc.

• Whataretheexistinggenderrelationsandhowdotheyaffectwomen’saccesstoresources,mobilityanddecisionmakingpowers?

• Helpvillagers tocarryout stakeholdersanalysis andask themhow theycouldstrengthenthecommitmentofstakeholdersfortheirenterprises/commongoal.

• Helpwomenandmen,girlsandboystoassesstheenvironmenttobetterunderstandandfindoutwhattypesofrawmaterialsareavailableandwhatproductsaremadeorbroughtinfromotherareas.Thiswillalsoboostvillagers/women’s/youth’sself-confidenceandenablesthemtobettermanagetheirindividualorgroupenterprises.Aparticipatoryapproachisrecommended.It is importanttobuildcommunities/women’s/men’s/youthperceptionoftheirenvironmentandontheknowledgethattheyalreadyhaveoftheirenvironment.Thegroupsshouldthemselvescollectallmissinginformationthatisneededfordifferentstagesoftheanalysis.

Reference materials• ILOguidefortrainingwomeneconomicgroups(2003)• ILOguideforidentificationofeconomicopportunities(2002)• ILOtrainingmaterialsonstartandimproveyourbusiness• TrainingmaterialscompiledbyILO-UNIFEMinitiative

Tool 3: Development of entrepreneurial skills

• Train women, men and youth groups to become entrepreneurs for enhancedbusinessopportunitiesandincome

• Traincommunitytrainersandgrassrootsanimatorsforsustainedinterventionsandfollowup

• Provideopportunities forwomenandyouthgroupstoexhibitandparticipate inlocal,nationalandinternationaltradefairsformarketaccessibility.

Referencematerials• ILOtrainingmaterialsonStartandImproveYourBusiness• TrainingmaterialscompiledbyILO-UNIFEMinitiative

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Tool 4: Building Groups/Association of Women and Youth Entrepreneurs

• Support formation of producers associations, marketing and supply chains toenableframersobtaingreatervaluefortheirproduce

• Strengthentheexistingassociations/groupsinleadership,businessdevelopmentandmanagement,financialmanagementetc.inlinewithidentifiedneeds

• Facilitatetheexchangeofbusinessandtechnicalproductionskills

Reference materials• ILOtrainingmaterialsonStartandImproveYourBusiness• TrainingmaterialscompiledbyILO-UNIFEMinitiative

Tool 5: Training Groups/Associations on Savings and Credit and link them with Existing

Micro - Finance programmes

• Encourageestablishmentofsavingsgroupsforwomen,menandyouth• Establishlinkageswithmicrofinanceinstitutionsandattractmicrofinanceproviders

toruralcommunities• Facilitateaccesstoflexiblemicrofinanceservicesthroughcashguaranteesand

othermechanisms

Reference materials• MaterialscompiledbyILO-UNIFEMinitiative• CooperativeActNo.20of2003• SACCOSMonitoringTool

Tool 6: Developing Linkage to Budgets and Budgetary Process

• Genderanalysisisneededatvariouslevelsofthebudgetcyclethroughidentification& selection of priorities and strategies: on the basis of diagnosis and analysis;beneficiaryneedsassessment;outcomes,indicatorsandtargets

• Budgeting,planning,implementationandmonitoringthroughMTEF• Evaluation&monitoringintermsofrelevance,effectiveness,efficiency,impactand

sustainability.

Reference materials• Genderbudgetingtrainingmaterials• Budgetguidelines• ObstaclesandOpportunitiesforDevelopment(O&OD)guidelines• Mid-TermExpenditureFramework(MTEF)• DistrictStrategicPlan• LocalGovernmentMonitoringDatabase

Tool 7: Building ownership and sustainability

• Build the capacity of community groups/associations to carry out gender-responsiveemploymentcreationinterventions.

• Facilitateestablishmentofsustainablestructuresforproject/programmeplanning,implementationandmonitoringandevaluation.

Reference materials• TrainingmaterialscompiledbyILO-UNIFEMinitiative.

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CHAPTER FIVE: ENHANCING THE GENDER MAINSTREAMING AND MANAGEMENT SYSTEMS

Strengthening Gender Mainstreaming SystemsAkeyissueinthischapterisaclarificationthattheresponsibilityforwomenandmeninvolvedin or affected by employment creation is a responsibility of every staff of each sector incollaboration with Gender Desks and committees at the District, Ward and Village levels.TheroleoftheGenderDesksaretocoordinate,providetechnicalsupport,andmakefollowup on the gender mainstreaming processes and results through established benchmarks.Specificallythefollowingismandatory:

- Strengthen/establish gender desks and committees in the council and wardadministrativestructurewithcustomizeddutiesandresponsibilities.

- Buildindividualcompetenciesingender-mainstreamingasameansofcontributingtostrengtheningofdistrictcapacityinthisarea.

- Reinforce district monitoring of gender-responsive employment creationinterventionsatalllevels.

- Establishorganizationalresponsibilitiesforgender-mainstreamingattheDistrict,WardandVillagelevelmakingitmandatoryforeverystafftocreateandnurtureagender-responsiveorganizationalculture.

Key actors and responsibilities

Position ResponsibilityDistrict Commissionerand District ExecutiveDirector

Provide leadership in implementing the district’s mainstreamingpolicy, develop district strategies and policies as appropriate,monitoroverallimplementationandfacilitatetheeffectiveoperationofGenderFocalPointsatdistrictandwardlevels

Sector units/departmentsheads

IncooperationwithDistrictGenderDeskandGenderCommitteesmonitor the application of gender mainstreaming principles andstimulate the wider inclusion of gender concerns and intensifiedresponsestowomen’sandyouthneedsinthesector/unitplans

DistrictGenderDesk • providetechnicalsupportingenderanalysisofsector/unitspecificplans

• elaborategenderstrategyforthedistrictincooperationwithdistrictdepartments

• organizeandconductgenderawarenesstrainingfordistrictandwardstaff

• assist and advice all sections to incorporate genderperspectiveintheirpersonalworkplans

• providetechnicalsupporttoplanningdepartmenttoidentifygender indicators, to include sex/gender-disaggregateddata in the district database and to incorporate genderconsiderations in the budgeting and impact evaluationstudies

• stimulate the wider inclusion of gender concerns andintensifiedresponsestowomen’sandyouthneeds

• maintain linkages with Gender Desks at ward levels andfacilitateimplementationoftheirworkplans

• collect and disseminate Good Practices and relevantinformation that can enhance gender-responsiveemploymentcreationinitiative.

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CHAPTER SIX: GENDER-RESPONSIVE IMPLEMENTATION, MONITORING AND EVALUATION OF ACTION PLANS AT DISTRICT, WARD AND VILLAGE LEVELS

Action plans on gender-responsive employment creationThere isneed todevelopspecificDistrict,WardandVillage levelactionplans forgender-responsive employment creation. Specific District action plans for gender-responsiveemploymentcreationshouldbedevelopedinaparticipatorymannerinvolvingallstakeholdersatdifferent levels.Foreffectiveimplementationandmonitoring,theactionplansshouldbewidelydisseminatedtokeystakeholdersincludingprimarybeneficiaries.Thepurposeistocreateownershipandawarenessontheplannedtargetsandtheirrolesintheimplementation.Specifically,women,menandyouthshouldbeinvolvedinallstagesofimplementationandmonitoring.

Monitoring and evaluationDistrict,ward,villageofficialsandbeneficiariesneedto be involved in routine monitoring of activitiesandtheirimpact,inordertoprovideearlyfeedbackof lessons learned during implementation. Suchfeedback should influence internal planning of theactivitiesbyidentifyingconstraintshinderingeffectiveimplementation and potential ways of increasingimpact. It should also inform district and warddecision-making.

The local government monitoring database shouldbeengenderedtoprovideforcollectionandanalysisof gender disaggregated data and information forplanning and monitoring. In principle, data shouldbedisaggregatedbysex,ageandlocationinissuessuch as village population including female andmale headed households; employment by sex andage; producer’s associations and groups; villageleadership and various committees i.e. water usercommittees,developmentcommitteesetc.

Monitoringandevaluationwillservethefollowingpurposes:• providegender-sensitivebaselineinformationthatcanbeusedtoassesschanges

thatwilloccur;• establishprogress,tobedescribedinregularreviewsandreports;• establishtheneedforadaptingplansandadditionalactivitiesormodificationofon

goingactivities;• identify problems and

constraints obstructingimplementation;

• establishimpact;and• ensure accountability and

transparency.Gender Responsive monitoring indicatorsThefollowinggenderspecificindicatorscan be used to measure changes inposition of women and men, girls andboys with respect to social-economic,politicalanddecision-making:

Box 1.2 Action plans on gender-responsiveemploymentcreation

The ILO-UNIFEM project for“Supporting EmploymentDimensions in the PRS ProcessThrough Mainstreaming GenderEquality inEmploymentPoliciesandProgrammes” was implemented inMorogoro District (July 2007 - April2008). The project supported thedevelopmentofDistrictandWardlevelaction plans on gender-responsiveemploymentcreation.Thekeyissuesidentified in the agriculture (farming,livestockandnaturalresources)wereaccess to farm inputs, extensionservices, capital; micro enterprisedevelopment and market linkagesthroughvaluechains..

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Expected outcome Gender-related issues and indicators

Enhancedfoodandcashcropproduction

• increaseinlandcultivationbywomen,menandyouth• foodandcashcropproductionperacrebywomen,menandyouth• foodavailabilityathouseholdlevel• increaseinincome

Improved livestockproduction

• %orproportionofhouseholdswithimprovedlivestocksheds• increaseinnumberoflocalchickenandgoatperhousehold• %orproportionofwomenandyouthinvolvedinlocalchicken

production• availabilityofanimalproteinindiet• increaseinincome

Enhanced access totraining and financialservices

• %orproportionofwomen,menandyouthforminggroupsandcontributingregularsavings

• %orproportionofwomen,menandyouthreceivingloans• % or proportion of women, men and youth receiving repeat

loans• improvementincashandfoodcrops,livestockproductionand

small-scaleincomegeneratingactivities

Socialandphysicalwell-beingisimproved

• %ofpopulationwithaccesstowaterwithin400km• %ofpopulationwithaccesstofuelandimprovedstoves• %ofpopulationwithaccesstohealthcare• divisionoflabourinfuelandwatercollectionbysex• fertilityrate(averagenumberofbirthsperwoman)• HIVprevalence• Under-fivemortalityrates,femalesandmales• Malnutritionprevalence(numberbysex)

Gender equity andequalityisfostered

• %orproportionofwomenandyouthwithaccesstoproductiveresources

• Reductioningendergapinownershipofagriculturalland(%offarmsinindividualownershipownedbywomenandyouth)

• Access to loans for women, men and youth (average size ofloanstowomen,menandyouth

• Women’s roles in cooperatives (in planning and decisionmaking)

• %orproportionofwomen,menandyouthengagedinnon-farmincome-generatingactivities

• Types and level of non-farming employment for women, menandyouth

• %orproportionofwomen’sandmen’stimeusein24hoursinreproductiveandproductiveactivities

• Women’sandmen’saccesstotechnologyandsupportservicesinagriculture

• Women’sandmen’scapacitytoadoptimprovedfarmingmethodsandtechnology

• Women’sroleindecisionmakinginthefamilyandcommunity• Womeninleadershippositionsinthevillage/ward/districtlevels• Women’scontroloverincomeandotherhouseholdresources• Employment in agriculture-ratio of females as a % of female

labourforcetomalesas%ofmalelabourforce• Contributionofdifferenthouseholdmemberstothehousehold

economy• Levelofincomebywomenandmen

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Strategies for ensuring participatory implementation, monitoring and evaluation: a) District staff, fieldworkersandward/village leaders should raiseawareness

ofcommunitymembersontheexistenceofactionplansforgender-sensitiveemploymentcreationandthemediumtermstrategicplan.

b) Enablewomen,youthandgeneralcommunitytoarticulatetheirprioritiesandneeds,understandtheirroleintheimplementation.

c) The thirteen (13) guidelines are geared towards enhancing participatoryanalysisandplanninginitiativeforagriculturedevelopment,microandsmall-enterprisedevelopmentanditssubsectionsincludingmicrofinance’,‘businessdevelopmentservices’,‘startandimproveyourbusiness’and‘women/youthentrepreneurshipdevelopment’. Theguidelinesconcentrateonbuildingandsensitizingforsustainableself-employmentandonmicroandsmall-enterprisesupportanddevelopment.Theyalsoactasgeneralstrategiestopromotelocaleconomicdevelopment.

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CHAPTER SEVEN: CONCLUSION

Realizingwomen’sempowermentandgenderequalitydoesnotmeanonlyincreasingthenumberofwomeninpovertyreductioneffortsbutalsointegratinggenderperspectivesinallpolicies,programmesandstrategies.TheseThematicGuidelinesfor‘’Gender-Responsive Employment Creation’’ sets out basic policies for Districts in ensuringgendermainstreaminginthedistrictplansandstrategiesforpovertyreduction.Theypresentbasicapproachesandareasofconcernforemploymentcreationandgenderequality.To thisend, theGuidelinesfirstbeginbyclarifying theconceptofgender.The basic facts about employment situation in Tanzania is provided based on theIntegratedLabourForceSurveyof2006,theNationalStrategyforGrowthandPovertyReduction(NSGRP);thenationalEmploymentPolicyandJobCreationProgramme;theMorogoroRuralDistrictStrategicPlanandreportsofthesituationalassessmentsandcapacitybuildingconductedinthedistrict,thirteensub-setsofguidelineshavebeenidentifiedasthemainareasofconcernwithcorrespondingtoolsforfacilitatinggender-senstiveemploymentcreation.

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References

URT(2006);IntegratedLabourForceSurvey,DaresSalaamTanzania

URT(2005);NationalStrategyforGrowthandReductionofPoverty,DaresSalaam,Tanzania

MDC (2007); One Year Action Plan for Gender-Sensitive Employment Creation forMorogoroDistrictCouncilBasedonDistrictStrategicPlan2007–2010,Morogoro,July2007

MDC (2007);SituationalAssessmentReportConducted in12Villages inMorogoroRuralDistrict,Morogoro,October2007

MDC(2207);MediumTermStrategicPlan

NathalieHolvet(2007);GenderBudgetingTrainingMaterials

Overholtet.al(1985);GenderRolesinDevelopment

UN(1995),BeijingDeclarationandplatformforAction,NewYork,1995

UNDCP(2000);GuidelinesonGenderMainstreaminginAlternativeDevelopment

UNDP(2004);GenderMainstreamingGuidelines inNationalPolicyFormulationandImplementation

UNESCO (2003); Gender Mainstreaming Implementation Framework (GMIF), Paris,2003

WorldBank(2001);IntegratingGenderDimensionintotheMonitoringandEvaluationofRuralDevelopmentProjects,WashingtonDC,2001

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Annex 1: A framework for stakeholders’ interviews

A: National Level Policy makers

1) Levelofawarenessofgenderinrelationtoemployment

2) Existence and level of conceptual clarity of a Policy guiding gender

mainstreaminginthesector/ministry

3) ExistingofInitiativesandLinkagetoemploymentcreation

4) HowisgenderintegratedintotheInitiative

5) Whatarethechallengesinmainstreaminggenderinaddressingissuesof

unemployment

6) Howisthesector/ministrycollaboratewithcouncilstoaddressissuesof

unemploymentandunderemployment

7) Personalrecommendations

B: Council/district level selected key actors (Morogoro district Council)

1) Awarenesson Internationalandnationalpolicycontext in relation togender

andemployment

2) ConceptualclarityofsectoralPoliciesguidinggendermainstreaminginrelation

toemploymentcreation

3) ExistingofInitiativesandLinkagetoemploymentcreation(womenandyouth

projects)

4) HowisgenderintegratedintotheInitiatives

5) Whatarethechallengesfacingthecouncilingendermainstreaminggenderto

addressissuesofunemploymentandunderemployment

6) Howisthecouncillinkingwithministriestoaddressissuesofunemployment

and underemployment (Ministry of Planning, Economy and Empowerment,

FinanceandLabour,Employmentandyouthdevelopment

7) Personalrecommendations

8) What are the comparative areas for development of women and youth

employment

9) Existingwomenandyouthorganizationalcapacity

10) Existingeconomicdevelopmentactivitiesinthedistrict

11) ExistingBusinessservicesandconstraints

12) Socialstatusofgirlchildinaccessingeducationandpursuing.

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Annex 2: Logframe Approach (LFA)

Stakeholder Analysis - identifying & characterising major stakeholders, target groups &beneficiaries,definingwhoseproblemswillbeaddressedbyafutureintervention,andwhichpotentialscanbeused

Problem analysis - identifying key problems, constraints and opportunities; determiningcauseandeffectrelationships

Analysis of objectives - developing objectives from the identified problems; identifyingmeanstoendrelationships

Strategy analysis - identifying thedifferentstrategies toachieveobjectives;selecting themost appropriate strategy (ies); determining the major objectives (overall objectives andprojectpurpose)

Logframe-definingtheproject/programmestructure,testingitsinternallogic,formulatingobjectivesinmeasurableterms,definingmeansandcost(overall)

Activity scheduling -deter-miningthesequenceanddependencyofactivities;estimatingtheirduration,settingmilestonesandassigningresponsibility

Resource scheduling - from the activity schedule, developing input schedules and abudget

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Annex 3

Example of Havard Tool 4: Checklist

Thefollowingsetsofquestionsarethekeyonesforeachofthefourmainstepsinproject/programmecycle:identification,design,implementationandmonitoringandevaluation:

WOMEN’S DIMENSION IN PROJECT/PROGRAMME/INTERVENTION IDENTIFICATIONAssessing Women’s needs

1. Whatneedsandopportunitiesexistforincreasingwomen’sandyouthproductivityand/orproduction?

2. Whatneedsandopportunitiesexistforincreasingwomen’sandyouthaccessandcontrolofresources?

3. Whatneedsandopportunitiesexistforincreasingwomen’sandyouthaccessandcontroloverbenefits?

4. HowdotheseneedsandopportunitiesrelatetoMKUKUTA,employmentpolicy,district,wardandvillagedevelopmentplans?

5. Have women and youth been directly consulted in identifying such needs andopportunities?

Defining general project/programme/intervention objectives1. Areproject/programme/interventiongoalsexplicitlyrelatedtowomen’sneeds?2. Dotheseobjectivesadequatelyreflectwomen’sandyouthneeds?3. Havewomenandyouthparticipatedindefiningthoseobjectives?4. Havetherebeenanyearlierefforts?5. Howahsthepresentproject/programme/interventionbuiltonearlieractivity?

Identifying possible negative effects1. Might the project/programme/intervention reduce women’s and youth access to and

controlofresourcesandbenefits?2. Mightitadverselyaffectwomen’sandyouthsituationinsomeotherway?3. Whatwillbetheeffectsofwomenandyouthintheshortandlongterm?

WOMEN’S AND YOUTH DIMENSION IN PROJECT/PROGRAMME/INTERVENTION DESIGNProject/programme/intervention impact of women’s and youth activities

1. Whichoftheseactivities(production,reproduction,andmaintenance,socio-politicaldoestheproject/programme/interventionaffect?

2. Is the planned component consistent with the current gender denomination of theactivity?

3. Ifitisplannedtochangethewomen’s/youthperformanceoftheactivityi.e.locusoftheactivity,remunerativemode,technology,modeofactivity,isthisfeasibleandwhatpositiveornegativeeffectswouldtherebeonwomen?

4. Ifitdoesnotchangeit,isthisamissedopportunityforwomen’s/youthroleindevelopmentprocess?

5. Howcantheproject/programme/interventiondesignbeadjustedtoincreasetoincreasetheabovementionedpositiveeffects,andreduceofeliminatethenegativeones?

Project impact on women’s/youth access and control1. Howwilleachoftheproject/programme/interventioncomponentsaffectwomen’s/youth

accesstoandcontroloftheresourcesandbenefitsengagedinandsteamingfromthe

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productionofgoodsandservices?2. Howwilleachof theproject/programme/interventionaffectwomen’s/youthaccessand

controlof resourcesandbenefitsengaged inandsteaming from the reproductionandmaintenanceofthehumanrecourses?

3. Howwilleachof theproject/programme/interventionaffectwomen’s/youthaccessandcontrolofresourcesandbenefitsengagedinandsteamingfromsocio-politicalfunctions?

4. Whatforceshavebeensetintomotiontoinducefurtherexploitationofconstraintsandpossibleimprovements?

5. Howcan theproject/programme/interventiondesignbeadjusted to increasewomen’s/youthaccessandcontrolofresourcesandbenefits

WOMEN’S AND YOUTH DIMENSION IN THE IMPLEMENTATION Personnel1. Are project/programme/intervention aware of and sympathetic towards women’s/youth

needs?2. Arewomenusedtodeliverthegoodsorservicestowomenbeneficiares?3. dopersonnelhavethenecessaryskillstodelivertoprovideanyspecialinputsrequiredby

women/youth?4. Whattrainingtechniqueswillbeusedtodevelopdeliverysystems?5. Are there appropriate opportunities for women to participate in project/programme/

interventionmanagementpositions?

Organizational structure1. Doestheorganizationformenhancewomen’s/youthaccesstoresources?2. Doestheorganizationhaveadequatepowertoobtainresourcesneededbywomenfrom

otherorganizations?3. Doestheorganizationhavetheinstitutionalcapabilitytosupportandprotectwomenduring

thechangeprocess?

Operations and logistics1. Are the organization’s delivery channels accessible to women and youth in terms of

personnel,locationandtiming?2. Docontrolproceduresexisttoensuredependabledeliveryofthegoodsandservices?3. Are there mechanisms to ensure that the project resources or benefits neither are nor

unsurpassedbymales?Finances1. Dofundingmechanismsexisttoensureprogrammecontinuity?2. Arefundinglevelsadequateforproposedtasks?3. Ispreferentialaccesstoresourcesbymalesavoided?4. Isitpossibletotracefundsforwomenfromallocationtodeliverywithinafairdegreeof

accuracy?

Flexibility1. Doestheproject/management/interventionhaveamanagementinformationsystemwhich

willallowittodetecttheeffectsoftheoperationsonwomen?2. Doestheorganizationhaveenoughflexibilitytoadaptitsstructuresandoperationstomeet

thechangingornew-foundsituationsofwomenandyouth?

WOMEN’S DIMENSION IN PROJECT/PROGRAMME/INTERVENTION EVALUATIONData requirements

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1. Does the projects monitoring and evaluation system explicitly measure the projects’/programme’s/intervention’seffectonwomenandyouth?

2. DoesitalsocollectdatatoupdatetheActivityAnalysisandtheWomen’s/youthAccessandControlAnalysis

3. Arewomen/youthinvolvedindesignatingthedatarequirements?

Data collection and analysis1. Are the data collected with sufficient frequency so that necessary project/programme/

interventionadjustmentscouldbemadeduringimplementation?2. Arethedatafedbacktotheproject/programme/interventionpersonnelandbeneficiariesin

anunderstandableformandonatimelybasistoallowadjustments?3. Arewomeninvolvedinthecollectionandinterpretationofdata?4. Are data analyzed so as to provide guidance to the design of other interventions/

programmes?5. ArekeyareasofWID/GADresearchidentified?Source: Adapted from March et.al 1999

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