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CGIAR Consortium Board Twenty-Fourth Meeting CB24-07 Virtual, 29 March 2016 Page 1 of 1

CB24-07

5th CGIAR Consortium Gender and Diversity Performance Report

Purpose: This paper sets out for Consortium Board endorsement, the fifth 6-monthly report to the Fund Council on gender and diversity developments throughout the CGIAR system Decision:

The Consortium Board approved the fifth Consortium Gender and Diversity Performance Report for submission to the Fund Council at its fifteenth meeting.

Approved by the Consortium Board at its 24th Meeting, virtual, 29 March 2016

Fifth CGIAR Consortium Gender and

Diversity Performance Report

April 2016

CGIAR Consortium Page 2 of 17

Contents

Executive Summary .................................................................................................................... 2

1. Gender and Diversity in the Workplace ............................................................................. 3

2. Gender Mainstreaming in Research ................................................................................... 6

2.1 CGIAR System Level Mainstreaming of Gender in Research ................................... 6

2.2 CGIAR Gender and Agriculture Research Network .................................................. 8

2.3 Gender Research Action Plan .................................................................................. 9

2.4 Fund Council Monitoring Framework for Gender ................................................. 13

Executive Summary

CGIAR Gender and Diversity Monitoring Framework

This is the fifth 6-monthly report to the Fund Council on gender and diversity developments

throughout the CGIAR system. The basis for this report is the CGIAR Gender Monitoring

Framework that was designed in 2013 to inform the Fund Council on a structured, regular

basis about progress in addressing:

What CGIAR has done in its own work places to grow the proportion of women in

senior positions and women seeking out CGIAR as an employer of choice; and

Progress with gender mainstreaming achieved by CGIAR researchers in the CGIAR

Research Programs (CRPs) and the Centers, the Gender and Agriculture Research

Network, and by the Consortium Office’s Senior Gender Advisor.

Progress to report

This fifth report contains a number of developments that are particularly noteworthy.

All new CRP proposals include consideration of gender, an improvement on Phase 1

of the portfolio where attention to gender was inconsistent.

Most CRPs show a steady commitment in budgets to investment in gender research

largely matched by actual spend

There remains a gap between CRPs strong in gender research and others that are

underperforming, reflecting understaffing and difficulties in recruiting or retention of

gender specialists.

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1. Gender and Diversity in the Workplace

The Diversity and Inclusion Strategy

Following the HR Community of Practice meeting in August 2016 in Washington DC the draft

Strategy document was submitted to the Consortium Board where it was approved on 8

October 2015. This approval was followed by the submission of the Strategy to the Fund

Council, where it is currently awaiting endorsement.

Field visit

During a recent visit of the Director of Human Resources and Talent Management to the three

CGIAR Centers in Latin America, meetings were held with the staff members responsible for

Gender and Diversity development in the work force. In most of the visited Centers a Gender

and Diversity Strategy was being developed, and it was agreed that progress on these

strategies would be shared with the Consortium Office.

Measuring progress

As part of the process of alignment of the monitoring of progress against the Diversity and

Inclusion Strategy an initiative was taken to have the so-called Staff Engagement Surveys

organized by one and the same external organization for all 15 centers. This initiative was

suggested by the Head of HR of one of the Centers and endorsed by virtually all other Center

HR leads with the only caveat that the cost would have to be reasonable and that each center

would be allowed to conduct its survey with its own timeframe and with largely its own set

of questions. The only questions that were agreed that would be the same for all centers

would be those that referred to the Diversity and Inclusion Strategy.

Diversity revisited

As part of the Benchmark Study for the Diversity and Inclusion Strategy, mentioned in the

Fourth Consortium Gender and Diversity Performance Report, a question was asked on

diversity in the composition of staff by nationality. At the meeting of the HR Community of

Practice it was decided that a distinction should be made between staff from economically

developing countries and staff from economically developed countries. This implied that this

particular question in the Benchmark Study had to be altered and asked again. The outcome

of this rephrased question is presented in tables A and B below.

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Table A. CGIAR Staff per 1 June 2015 divided by type of country of origin and gender

Staff category No of

countries Female

Females as % of

total staff

Male

Males as %

of total staff

Total % of total

staff from all countries

Staff Economically Developed Countries

23 512 44% 650 56% 1162 11%

Staff Economically Developing Countries

101 3114 32% 6582 68% 9696 89%

Total 124 3626 33% 7232 67% 10858 100%

Table A shows that the gender distribution among staff from economically developed

countries is significantly more equitable (44% female against 56% male) as the distribution

among staff from economically developing countries (32% female against 68% male). It is

noteworthy that there appear to be more female managers from economically developing

countries than female managers from economically developed countries (94 against 27).

However, proportionally there are fewer female managers in economically developing

countries than there are in economically developed countries (33% against 42%) (Table B,

following page).

Progress in these data will be shown over time, but since they have not been gathered in this

way before, no trend can yet be identified.

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Table B. Distribution of female (F) and male (M) CGIAR employees over management and science positions in economically developed and economically

developing countries ( 1 June 2015)

F M

A+B A+B

CRP Directors 3 9 12 25% 1 3 4 25% 4 12 16 25%

Senior Scientists 48 158 206 23% 42 180 222 19% 90 338 428 21%

Principal Scientists 27 68 95 28% 15 90 105 14% 42 158 200 21%

Managers 27 37 64 42% 94 189 283 33% 121 226 347 35%

Directors/Heads 47 75 122 39% 23 63 86 27% 70 138 208 34%

Directors General 2 9 11 18% 0 5 5 0% 2 14 16 13%

Deputy DG's 4 12 16 25% 2 7 9 22% 6 19 25 24%

Board Members 27 48 75 36% 35 50 85 41% 62 98 160 39%

Board Chairs 3 11 14 21% 2 0 2 100% 5 11 16 31%

Totals 188 427 615 31% 214 587 801 27% 402 1014 1416 28%

% F of

TotalTotal Total Total

Ec. Developed Countries [A] Ec. Developing Countries [B] Total by gender, and %F of [A]+[B]

Positions F M % F F M % F

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2. Gender Mainstreaming in Research

Introduction

This six-monthly update on the implementation of CGIAR’s Consortium Level Gender Strategy

for the integration or “mainstreaming” of gender outputs and outcomes into CGIAR Research

Programs is divided into two sections to:

Summarize overall progress with mainstreaming of gender in research; and

Report specifically against the three indicators of the Fund Council’s Gender and

Monitoring Framework.

2.1 CGIAR System Level Mainstreaming of Gender in Research

CGIAR has set in place the framework for long-term commitment to delivering improvements

in inclusion and gender equity through its Programs. Implementation of the Consortium level

Gender Strategy is on target with respect to research. Gender has been thoroughly integrated

into CGIAR’s key policy documents, notably the 2016–2030 CGIAR Strategy and Results

Framework (‘SRF’) and lately, the online template and Guidance document for 2nd Call CRP

proposals.

The Consortium has ensured that all CRP proposals include a self-assessment of the extent to

which Program and flagship project priorities have been informed by gender research

evidence and issues, in the form of the “Gender Annex,” called for in The Fund Council’s

Monitoring Framework for Gender. The Framework specifies that: ‘All new CRP proposals

should include a 4-page Gender Annex, with 2 pages summarizing the gender analysis that

was done before research priorities and questions were set, and how that informed the

priority setting. The other 2 pages should summarize how gender will be operationalized in

the research agenda and how progress will be tracked and ultimately evaluated.’ All CRPs will

provide this Annex in proposals, together with a specific allocation for gender research

(gender budget). Compared with the Phase 1 CRP proposals, most of which had little or no

attention to gender, this is an improvement in the level of institutional commitment to gender

in research.

Support and technical advice towards the integration of gender-responsiveness into CGIAR’s

priority setting, implementation and evaluation is provided by the Consortium’s Senior

Advisor for Gender and Research. This advice included review of CRP annual Program of Work

and Budget for gender and CRP Annual Reports, advice on preparation of proposals and the

“Gender Annex” and regular consultation with the group of CRP Gender Research

Coordinators. Technical advice also involves identifying, in consultation with the CRPs,

strategic areas for cross-program collaboration on gender research and capacity development

which are then translated into knowledge-sharing and capacity development activities

facilitated through the Gender Research Action Plan. In the past six months, key opportunities

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being addressed include improving the integration of gender research with plant and animal

breeding; improving the quality of sex-disaggregated data (SDD) collection; increasing the

engagement of economists in the CRPs in gender analysis and SDD; and piloting training for

non-specialists on applications of research on gender to planning and priority setting.

A crucial component of accountability for the integration of gender in research is the gender

budget which all CRPs are required to report in their annual Program of Work and Budget and

annual financial reports. Most CRP budgets in 2013 to 2016 show a steady commitment to

investment in gender research largely matched by actual spend (Figure 3), despite budget

cuts in 2014 and 2015. The extent to which gender budgets and reported spending translate

into resources for gender research is questioned by CRP gender research coordinators who

experienced uncertain and fluctuating availability of funds. In 2012 the Consortium Board

enunciated and applied a policy requiring W1/2 funding to be contingent on satisfactory

performance in allocation of resources and delivery of results. This incentivized close

attention by CRP leadership to earmarking resources for integration of gender in research.

However, the policy has not been applied recently, reflecting the erosion of the Consortium

Office’s role and authority in the system since 2014.

Performance monitoring

Performance in gender research is monitored through the Annual Reports that include two

performance indicators, self-assessed by the CRP as “approaching”, “meets” or “exceeds”

requirements. Supporting documentation for the self-assessment is requested. The first

indicator is on progress with setting gender equality targets via the collection and use of sex-

disaggregated data (SDD) and the second is on institutional architecture of gender

mainstreaming. To meet requirements on the indicator “gender equality targets in place” SDD

need to be collected and used in diagnosis as well as M&E. The indicator “Institutional

architecture for gender mainstreaming in place” requires gender research responsibilities to

be institutionalized, with a relevant capacity development plan and Monitoring & Evaluation

system in place. In 2013 Annual Reports most of the CRPs self-assessed as “approaching

requirements” on these indicators. Based on 2014 CRP Annual Reports (received April, 2015)

which for most CRPs covers the first year of implementation of the CRP Gender Strategy, a

majority of CRPs reporting on the indicators made progress to the level of “meets” or

“exceeds” the requirements on the indicators, (Fig. 1). The indicators reflect the persistent

gap between “strong” performers and underperformers (DC, GL, MAIZE, WHEAT) with four

CRPs not reporting. An important contributor to this gap (and most CRP budgets in 2013 to

2016 show a steady commitment to investment in gender research largely matched by actual

spend or no reporting) is understaffing and difficulty in recruiting or retaining gender

specialists.

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The self-assessed performance in Annual Reports of 2014, shows that seven CRPs exceed

and/or meet requirements for both targets (CCAFS, GRiSP, FTA, WLE, DS, PIM, RTB), while

four CRPs meet or approach requirements for both targets (GL, WHEAT, MAIZE, and DC).

Reporting from others was requested but not provided (HT, AAS, LF, and A4NH).

2.2 CGIAR Gender and Agriculture Research Network

Membership

The CGIAR Gender and Agriculture Research Network has evolved as a community of practice

(CoP) that provides a channel for collective input from gender researchers into key CGIAR

policy documents, thus helping to ground in their experience, the long-term framework set in

place for future CGIAR commitment to delivering concrete benefits for poor rural women.

The Network is organized around a core group of 15 CRP Gender Research Coordinators

appointed by the CRP Directors and a wider group of approximately 150 CGIAR scientists and

staff who join voluntarily, either because they have responsibilities for gender in research, or

are interested in gender. A good practice advocated by the Network is that CRPs are also

forming internal gender research networks to promote communication and coordination.

0 1 2 3 4 5 6

no respons

Approaches requirements

Meets requirements

Exceeds requirements

Number of CRPs

Figure 1: 2014-5 Gender mainstreaming in research:self-assessment of performance indicators

Institutional architecture forgender mainstreaming

Gender equality targets

106

136159

0

50

100

150

200

March 2015 September 2015 March 2016

Figure 2: Number of members in Gender Network March 2015 - March 2016

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The Network membership has increased last 6 months (Fig. 2) reflecting its increased visibility

and outreach through the electronic platform. Members come from all CRPs, Centers and

regions. A majority are women, reflecting the gender imbalance in this field of enquiry.

Disciplines by training are dominantly but not exclusively social science (see table 1).

Table 1: Gender Network Members’ Discipline or Field of Highest Degree

Discipline by training number % Discipline by training number %

Gender studies 8 5% Geography 11 7 %

Sociology 14 9% Other social science 9 6 %

Economics 33 21% non social scientist 10 6 %

Anthropology 12 8 % Information pending 62 39%

Total number of members 159, discipline of training self-reported (March, 2016)

2.3 Gender Research Action Plan

The Gender Research Action Plan was resourced by the Fund Council to address the need to

speed up development of capacity in gender analysis for agriculture in the CRPs. Its chief

objective is to form a critical mass of social research capacity that matches the level of

ambition of the CRP gender strategies, especially in CRPs that currently lack critical mass. This

objective is addressed with Gender Research Action Plan funds administered by the

Consortium Office for postdoctoral Fellowships, and University partnerships to strengthen

gender research competencies and capacity development to intensify knowledge-sharing and

good practice exchange via the Network. Although approved at FC11, the funds were only

released in March 2015. This delayed implementation, but actions were planned in advance

and implementation is now fully on track.

Postdoctoral Fellowships

The Gender Action Plan provides for two cadres (2015, 2016) of Gender Postdoctoral

Fellowships (PDF). A first Call for Gender Postdoctoral fellowships was issued to CRP Gender

Research Coordinators and eleven proposals were received and externally evaluated. Eight

proposals met the required standards, of which an important element is that two or more

CRPs are teamed up, one of which must have strong capacity in gender research and one

other is relatively weak in capacity. All postdocs in first Call have now been recruited and a

first year evaluation will be carried out in April-May 2016.

A second call for PDF awards was launched in the second half of 2015. Nine proposals met

the criteria set up after being evaluated by external gender and technical experts, and Letters

of Agreements have been sent out to respective Centers. Whereas the first round of PDF

awards focused on capturing cross-program research efficiencies in gender, the second call

focuses on integration of gender in technical areas with a special emphasis on plant and

animal breeding. Eight out of nine of the 2nd Call PDFs have a research project in the area of

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gender and breeding, identified as a highly strategic area of work, of which the Network

putting extra emphasis on during 2016 (see below for more info). The 2016 cadre of postdocs

and the Network’s activities are intended to have synergetic effects on each other.

Advanced Research Support to Gender Post-doctoral Fellows

To strengthen research quality of Postdoctoral fellows and their immediate supervisor or

senior co-researcher in gender, a Request for Proposals was launched in 2015 to Universities

with an established track record in gender and agriculture, for training in advanced research

methods, coaching and mentoring. Pennsylvania State University was awarded this first

capacity development award, and a three week summer course in advanced research

methods will be held in June 2016 for up to 15 participants, through a competitive application

process.

In parallel with the second round of PDF awards a second Request for Proposals for University

partnerships has been prepared, this time targeting Universities with specific expertise and

capacity to support PDFs in the area of gender and breeding.

Knowledge–sharing for gender mainstreaming

The Network convenes the group of 15 Gender Research Coordinators for a virtual meeting

on a monthly basis to discuss issues of common interest with each other and the Senior

Advisor for Gender Research. In the past six months, the agenda has included discussion of

the proposed "Gender Platform", preparation of gender sections in the CRP second phase Full

Proposals, implications of ISPC reviews of pre-proposals, capacity development, integrating

gender in breeding programs, how to engage more proactively with economists in the system

and assessment of how much gender research is used to formulate the research questions

and priorities of the CRP proposals.

Knowledge sharing on gender-related sub-Intermediate Development Outcomes (IDOs) in

CGIAR’s Strategy and Results Framework (SRF)

Measuring and monitoring progress against the gender-related sub-IDOs is a cross-cutting

issue for all the CRPs. A portion of this work has to be done at the project-level as a monitoring

activity to provide feedback to research. After developing a theory of change for the gender-

related sub-IDOs, the Network decided to commission a literature review on indicators of

innovation-related gender gaps in agriculture to provide gender researchers with a synthesis

of current knowledge in support of knowledge sharing around this monitoring research. A

working paper version of the review was completed in January 2016 and findings are to be

shared in the Network’s webinar series. The paper proposes a ‘dashboard’ of indicators that

can provide feedback in the short and medium term to ensure that program managers are

alerted if gender gaps seem to worsen, intended to make it easy for program managers to re-

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evaluate the design and implementation of interventions that are in progress and have time

to self–correct before final impacts can be measured or even achieved.

Gender and Nutrition

Gender and Nutrition is a cross-cutting issue that is being addressed by A4NH through its

interactive web-based Gender-Nutrition Idea Exchange GNIE. Advice on sex-disaggregated

data collection and analysis is disseminated through GNIE, and the Network plays a

complementary role in supporting interactive learning on this topic, through the electronic

platform.

Gender and Breeding Working Group

A cross-program Gender and Breeding Working Group was formed in the fall of 2015 to

identify practical approaches to improve the extent to which breeding projects take relevant

gender considerations into account. The premise for this work is that high throughput

genotyping and genomic selection are likely to improve the precision and speed of selection

and these promise to improve capacity of CGIAR breeding to take strategic gender-

differentiated traits into account. In all its target areas, CGIAR Research Programs are ramping

up their collection of sex-disaggregated data and this can improve exponentially the capacity

to characterize farmer preferences and prioritize traits of social and economic importance.

These developments offer new opportunities to address contrasting preferences of men and

women producers for different traits in plants and animals and so promote more inclusive

and equitable adoption. The working group designed a CGIAR-wide survey to profile ongoing

work on gender-differentiated trait preferences and will hold a workshop in October 2016, to

identify promising approaches from the analysis of successful cases of gender-responsive

breeding.

Gender and Economics - improving sex disaggregated data collection and analysis

The Gender Network promotes cross-program initiatives and facilitates the work of

communities of practice to develop cross-program collaboration. To facilitate knowledge-

sharing for improving CGIAR sex disaggregated data collection and use, the Gender Network

has prepared and will offer a workshop for economists and quantitative social scientists in

CGIAR who are not specialists in gender and whose economic research is not commonly

focused on gender. The incorporation of gender analysis in economics research (e.g.

adoption studies, value chain analysis) is essential for grounding and orienting the research

of CGIAR technical research programs (CRPs) to become more gender relevant and

responsive. The workshop will provide the knowledge of research design, data collection and

analysis needed to incorporate gender. The workshop will be presented by three senior

economist experts in the field and the target audience is economists and quantitative social

scientists in CGIAR who are not specialists in gender. Webinars and on-line modules are under

development on this subject matter to make such training widely available.

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Global, comparative study of gender norms and agency

The Network continued support to the cross-program global study on norms and agency,

(GENNOVATE) through training, expert consultancies and workshops for methodology

enhancement, and through communications and knowledge-sharing. Researchers in the

global study are using a standardized method to conduct case studies, in 125 rural

communities in 26 countries to date, to understand how gender norms encourage or hold

back agricultural innovation.

Leadership training to support gender mainstreaming

There is a broad need for training for non-specialists in gender to increase the capacity of

CRPs to make effective use of gender analysis as identified by a system-wide Gender Needs

Assessment Study, completed in mid-2015, which produced several recommendations for

capacity development. The Network does not provide basic training in gender analysis for

non-specialists since there are numerous suppliers of this outside CGIAR. However, a key area

for developing leadership competency and organizational change is in planning research that

explicitly incorporates gender dimensions in the early stages of technology design, still

relatively rare in CRPs. To address this, the Network has advanced design and subject matter

development for an advanced gender course in consultation with AWARD’s, Cornell and

Makerere Universities’ GREAT gender training project.

Electronic Platform

An important objective of the E-Platform is to raise visibility of gender research in CGIAR and

make information about it easily accessible. With an average of 3500 page views per month

of the new CGIAR gender website, since the launch in September 2015, the website has

become an important hub for gender research and the way the Network reaches out to its

members and beyond. Visitors have been attracted through an increased stream of

communication, and attention has been raised through campaigns, news articles and blogs as

well as through social media. The CGIAR gender newsletter reached in March 2016 over 230

subscribers, receiving our weekly agriculture and gender round-up. Analytics of website

traffic, user behavior and campaign outreach has also been made available for review on the

website.

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Cross-program synthesis of gender research: “Change in the Making”

Visibility also increased in 2015 with production of Change in the Making, a CGIAR Gender

Progress report to be published in a series with special focus on the Gender sub-IDOs. Since

published, more than 1000 readers have consulted this publication; through views on the

gender website, downloads on CGSpace, or through disseminated hard copies. Change in the

Making provides a unique synthesis of CGIAR gender research findings, drawn from all CRPs

with relevant results, linked to system level outcomes and intermediate development

outcomes. For a second issue, Change in the Making will be a synthesis of research findings

and progress related to the sub-IDO on increased capacity for decision-making

Webinar Series

The Network is promoting knowledge exchange through a Webinar series that enables

researchers to share work in progress. This is enabling CGIAR gender researchers to reach out

and expose their work to a wide audience including National programs.

2.4 Fund Council Monitoring Framework for Gender

To monitor the integration of gender into research priority setting and implementation the

Fund Council has provided a Gender Monitoring Framework to the Consortium for the regular

reporting of key aspects of gender in both research and staffing, for discussion at Fund Council

meetings. The aspects relevant to gender research are: i) Budgetary indicators, ii) Data

indicators, and iii) gender in new CRPs.

Current Budgetary Indicators for Gender Research

To deliver on the SRF, the CGIAR system needs to invest accordingly in gender research. The

CRPs are advised on gender research planning and budgeting by the gender adviser and the

portfolio-level gender budget is monitored regularly by the Consortium Office.

Figure 3 below shows the rising trend in the proportion of total budget allocated to gender at

the portfolio level over 2013-2016. With respect to actual expenditure shown in Figure 2, In

2013, the first year of implementation for most of the CRP Gender Strategies, this was slightly

below planned budget, and overall the level of resources was relatively low – 3 percent

compared to the guideline level of 8 percent aspired to in the CRP Gender Strategies. In 2014,

actual expenditure was below planned budget. According to Consortium Finance, this

situation is not unique to gender research. Certainly, for gender researchers it causes

considerable difficulty in implementing planned work.

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Note: Actual spending for 2015 and 2016 not yet available.

Figure 4 shows the same information disaggregated by CRP. This highlights the considerable

difference among CRPs in the proportion of budget allocated to gender, evident in 2016 (Fig

5). Some of this difference is attributable to different ways of classifying what goes into the

gender budget. At the portfolio level, a large proportion of budget that is labelled as gender

is not managed by gender specialists some of whom can experience difficulty in leveraging

funds not at their disposal into implementation of CRP Gender Strategies. However, the

Consortium has provided guidelines designed to streamline these classifications which are

gradually being adopted. Another part of the difference among CRPs certainly reflects

different levels of priority given to gender research compounded by the effect of funding

shortfalls.

0%

5%

10%

15%

20%

25%

30%

35%

40%

Figure 4: CRP budgets and actual spending on gender2013 - 2015

Budget 2013 Actual 2013 Budget 2014

Actual 2014 Budget 2015 Budget 2016

4%

13%14%

15%

3%

11%

0% 0%0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

20%

2013 2014 2015 2016

Figure 3: Percentage of CRP aggregated budgets and actual spending on gender2013 - 2016

Budget Actual

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Overall, the planned gender budget proportion has been fairly steady from year to year within

CRPs (Fig 6) but some CRPs shown sharp, downward fluctuation (FTA, WLE). A fluctuating

gender budget in absolute terms is common in several CRPs; there is a decline in 2016 CRPs

(Fig 7). This situation does not support strong gender mainstreaming as it feeds into

understaffing and discontinuities that hamper learning and organizational change as well as

practical research.

0%

5%

10%

15%

20%

25%

30%

35%

DS HT AAS PIM Wheat Maize GRiSP RTB GL DC L&F A4NH WLE FTA CCAFS

Figure 6: Percentage of total CRP budgets allocated to Gender 2014 - 2016

2014 2015 2016

-

10 000 000,00

20 000 000,00

30 000 000,00

40 000 000,00

50 000 000,00

60 000 000,00

70 000 000,00

80 000 000,00

90 000 000,00

Figure 5: CRP total budget in relation to gender budget2016

Gender 2016 Total 2016

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i) Data indicators for gender research

The Fund Council has asked the Consortium to monitor progress in the proportion of CGIAR

data sets, collected for diagnostic, mid-term or final evaluation, that correctly incorporate

collection of sex-disaggregated data (SDD). CGIAR does not at present have an inventory of

all its data sets that can be used as a basis for:

identifying the proportion of datasets that should include SDD; and

reporting what proportion of datasets that should include SDD actually do so and

comply with standards for SDD collection.

Once the Open Access Policy is fully implemented, it will be feasible to generate this statistic.

As a step towards providing this information, in 2015 the Gender Research Network built a

web-based Inventory of Gender Studies. The Inventory in March 2016 documents 247 studies

which is a steep increase form March 2015 (Fig. 8) in the 15 CRPs, and provides gender

researchers with a source to identify what SDD already exists, where it has been conducted

or is in progress and who to contact for further information.

-

5 000 000

10 000 000

15 000 000

20 000 000

25 000 000

30 000 000

Figure 7: CRP Gender budgets 2013 - 2016

2013 2014 2015 2016

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The Inventory includes an interactive mapping of the ongoing studies. The map links entries

with data management systems already used within the CGIAR system. The inventory is

designed to integrate gender datasets through Dataverse and gender publications through

CGSpace. This provides for integration with data inventories created within CRPs. With these

tools gender researchers within CGIAR are able to communicate better about ongoing

research and to share data and papers. The gender inventory also generates reports for

monitoring collection of SDD: based on the current Inventory, we can report that the data

sets meet the desired level of 100 percent inclusion of SDD.

New CRP Proposals Indicator

As specified in the Fund Council Gender Monitoring Framework, all new CRP proposals should

include a 4-page annex, with 2 pages summarizing the gender analysis that was done before

research priorities and questions were set, and how that informed the priority setting. The

other 2 pages should summarize how gender will be operationalized in the research agenda,

and how progress will be tracked and ultimately evaluated.

104

133

247

0

50

100

150

200

250

300

March 2015 September 2015 March 2016

Figure 8: Number of gender studies with 100% sex-disaggregated data in Gender Network Inventory: March 2015 - March 2016