GUIDE ON GENDER MAINSTREAMING
Transcript of GUIDE ON GENDER MAINSTREAMING
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
© L
ogan
Aba
ssi (
UN
)
GUIDE ON GENDER MAINSTREAMING
ENVIRONMENTAL MANAGEMENT PROJECTS
Vienna, 2015
AcknowledgementsThis Guide on Gender Mainstreaming UNIDO’s environmental management portfolio has been prepared by the Gender Mainstreaming Steering Committee (GMSC), under the overall guidance of Nilgün Taş, Chair of the GMSC, and Hedda Öhlberger-Femundsenden, Gender O"cer, and in close cooperation with the Environmental Management Branch (EMB). The Guide is part of an organization-wide initiative to mainstream gender into all of UNIDO’s technical cooperation projects and programmes. Karen Cadondon, Bettina Heller and Hannah Strohmeier are the main authors of the document.
The GMSC would like to express its sincere gratitude to Heinz Leuenberger, Director of the EMB, for his enthusiasm and support in preparing this Guide. The GMSC would also like to acknowl-edge the contribution of the Unit Chiefs, project managers, con-sultants and project assistants for their inputs and invaluable suggestions. Special thanks are due to Claudia Linke-Heep for her substantive input and advice. Additionally, the GMSC would like to thank Eliana Gutierrez-Amo, Andrea Kaindl, Christophe Marianne, Theresa Tomaschitz and Anne-Sophie Veyrier for their contributions to this document.
This document has been prepared without formal United Nations editing. The opinions, designations and material presentations do not imply the expression of any opinion whatsoever on the part of UNIDO concerning the legal status of any country, territory, city or area or of its authorities, or concerning the delimitation of frontiers or boundaries.
All photos © UNIDO, unless otherwise stated.
Publishing production: English, Publishing and Library Section, United Nations O"ce at Vienna.
CONTENTS
INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
Why this Guide? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
Who is this Guide for? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
How to use this Guide . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
1. INCLUSIVE AND SUSTAINABLE INDUSTRIAL DEVELOPMENT (ISID), GENDER EQUALITY AND GENDER MAINSTREAMING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
What is gender equality? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
What is gender mainstreaming? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
2. GENDER MAINSTREAMING IN ENVIRONMENTAL MANAGEMENT INTERVENTIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Gender and the Green Industry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Gender in the resource e!cient and cleaner production programme . . . . . . . . . . . . . . . . . 8
Gender and multilateral conventions on chemicals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Gender and water management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Gender and green industry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Innovative directions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Partnerships and collaboration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
3. GENDER MAINSTREAMING THE PROJECT CYCLE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
4. GENDER MAINSTREAMING IN PROJECT FORMULATION . . . . . . . . . . . . . . . . . . . . . . . . . 25
Gender categorization . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Gender analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Collection of information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Analysis of information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Integration of "ndings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Mapping of potential partners and stakeholders . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
Formulation of gender outcomes, outputs and indicators . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
Monitoring and evaluation plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
Risk assessment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44
Gender-responsive budgeting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44
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5. GENDER MAINSTREAMING IN PROJECT IMPLEMENTATION . . . . . . . . . . . . . . . . . . . . . . 47
Selection of the implementation team . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
Working with stakeholders . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
Working with institutions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48
6. GENDER MAINSTREAMING IN PROJECT MONITORING AND EVALUATION . . . . . . . 49
Monitoring gender results . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
Evaluating gender results . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50
Communicating gender results . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50
ANNEXES
I. Terms of reference for gender expert for project formulation . . . . . . . . . . . . . . . . . . . . . . . 52
II. Terms of reference for gender expert for project implementation . . . . . . . . . . . . . . . . . . . 55
III. Gender analysis at the regional/country level . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58
IV. Gender analysis at the sectoral level . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60
V. Model gender charter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61
VI. Ethical code of conduct . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63
VII. Gender-responsive trainings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65
VIII. UNIDO Evaluation Group guide for integrating gender into evaluations of . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66UNIDO projects and programmes .
. Gender lossary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69
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GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 1
INTRODUCTION
Why this Guide?Gender equality is a goal in its own right, but it is also vital to the achievement of other development goals, such as pov-erty reduction and environmental sustainability. To ensure that women and men can equally access, participate, and bene#t from development projects, and that gender inequalities in activities and outcomes are reduced or elimi-nated, gender di$erences need to be considered during the entire project cycle—from design and implementation to monitoring and evaluation. While UN Women has a speci#c mandate to work on empowering women, all United Nations agencies have a responsibility to work with a gender per-spective and to understand how and where gender issues are relevant to ful#lling their mandate.
By systematically mainstreaming gender into its envi-ronmental management interventions, UNIDO can ensure equal opportunities for women and men, thus furthering its inclusive and sustainable industrial development (ISID) agenda and contributing to the achievement of the Millennium Development Goals (MDGs) and the post-2015 development framework. The aim of this Guide is to “demystify” gender mainstreaming and to provide practical guidance on how to systematically address gender inequalities speci#c to UNIDO’s environmental manage-ment interventions.
Who is this Guide for?The Guide is intended to help UNIDO’s sta$ involved in envi-ronmental management interventions to apply a gender perspective to their work and, more speci#cally, to main-stream gender throughout the project cycle. The Guide can also be useful for national and local counter-parts, agencies, international and private-sector partners, and individual experts who work closely with the UNIDO on environmental management.
How to use this GuideThe Guide is divided into six chapters and is meant to be read in its entirety; the #rst two chapters provide a general back-ground of gender concepts and the gender dimensions of environmental management projects, followed in the next four chapters by a step-by-step roadmap of gender main-streaming in the di$erent stages of the project cycle. Due to the scope and diversity of UNIDO’s environmental manage-ment portfolio, the relevance and application of this Guide may vary. Therefore, the Guide must be taken as indicative and applied where appropriate. Ideally, this Guide will help the for-mulation of projects from the outset, however, projects that have already begun and are under implementation can also bene#t from the Guide through the adjustment of ongoing and future activities to make them more gender-responsive.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 3
1. INCLUSIVE AND SUSTAINABLE INDUSTRIAL DEVELOPMENT
(ISID), GENDER EQUALITY AND GENDER MAINSTREAMING
What is gender equality?Gender equality means creating equal opportunities for women and men, by allowing them to contribute on an even footing economically, politically, socially and culturally. It means that no one will be prevented from reaching their full potential because of their gender and puts equal value on the varying roles played by women and men in society.
The concept of gender equality has been enshrined as a human right in a number of declarations and conventions, including the Rio+20 outcome document ‘The Future We Want,’1 the Beijing Declaration and the Platform for Action and the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), which o$ers a comprehensive description of this right.
“Gender equality refers to the equal rights, responsibilities and
opportunities of women and men and girls and boys. Equality
does not mean that women and men will become the same but
that women’s and men’s rights, responsibilities and opportuni-
ties will not depend on whether they are born male or female.
Gender equality implies that the interests, needs and priorities of
both women and men are taken into consideration, recognizing
the diversity of di!erent groups of women and men.” 2
Gender equality is an important human right in itself, but is also widely acknowledged as a prerequisite for sustainable development in its three dimensions—economic, social and environmental. Given women’s central role in manufac-turing, entrepreneurship, resource management and energy production, policies to empower women go hand-in-hand with e$orts to foster inclusive and sustainable industrial
1 General Assembly resolution 66/288 adopted by the United Nations General Assembly in the context of the United Nations Conference on Sustainable Development in 2012 (Rio+20).2 http://www.un.org/womenwatch/osagi/conceptsande#nitions.htm
development. The achievement of gender equality and the empowerment of women and girls are essential for economic development and the eradication of poverty and hunger, as well as for peace and security. The Millennium Development Goals included a gender equality goal with targets on educa-tion, wage-employment in the non-agricultural sector and political representation, although with the exception of pri-mary education, progress has been slow. The post-2015 goals are expected to continue recognizing gender equality as an important goal in its own right and also incorporate it as a cross-cutting priority in all dimensions of the sustainable development framework.
Progress to raise the level of gender equality has been made in recent decades but women are still much less likely to have access to, or control over, productive and natural resources. They have less access to modern technologies or #nancial ser-vices and receive poorer education, training and technical advice. They are also more likely to su$er violence and exploita-tion, and receive lower pay for their work. Until these inequali-ties are eliminated, women, who make up the bulk of the world’s poor, will continue to su$er disproportionately from poverty and be more likely to endure limited economic and social opportunities.
The achievement of gender equality and the realization of the human rights of women and girls, including in indus-trial development, require gender-responsive institutions, strong governance and robust accountability systems, as well as the full, equal and e$ective participation of women at all levels of decision-making. Gender-sensitive policies and measures that foster transformations in gender relations by addressing both the underlying and root causes of gender inequality are also critical.
It is important to note that men are also subject to restrictive gender stereotypes about what they are supposed to do and how they are supposed to behave which can limit their per-sonal and professional life choices. To achieve real gender
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equality, the whole of the population must support equal rights and opportunities for women and men and it is critical to also engage, involve and motivate men to be part of the solution.
What is gender mainstreaming?Gender mainstreaming is not just about adding women. It involves looking at the experience and interests of women and men in the development process, and re-imagining these realities in such a way that challenge existing social structures and place women and men on an even footing.
Gender mainstreaming is also not the same as gender balance or gender parity. Gender mainstreaming goes beyond counting the number of women and men in a room. Rather, gender mainstreaming addresses the gender inequalities that are at the core of project, policy or process, leading to more gender-responsive actions.
Gender mainstreaming is not just about adding stock catchphrases—“special attention will be given to women” or “gender equality activities will be considered”—to policies, programmes or projects. Gender mainstreaming requires a contextual analysis of the needs, priorities, roles and experi-ences of women and men as well as the integration of spe-ci#c actions to address any gender-based inequalities that may have emerged from this analysis.3
3 Gender mainstreaming in the work of UNODC. Available at: http://www.un.org/womenwatch/directory/docs/UNODC-GuidanceNote-GenderMainstreaming.pdf
Gender mainstreaming is a strategy that was formally included in the Beijing Platform for Action in 1995 and is most often de#ned by the 1997 United Nations Economic and Social Council (ECOSOC) interpretation of the term:
“Mainstreaming a gender perspective is the process of assessing
the implications for women and men of any planned action,
including legislation, policies or programmes, in any area and at
all levels. It is a strategy for making women’s as well as men’s
concerns and experiences an integral dimension in the design,
implementation, monitoring and evaluation of policies and pro-
grammes in all political, economic and societal spheres so that
women and men bene"t equally and inequality is not perpetu-
ated. The ultimate goal is to achieve gender equality.”4
Given the existing gender gaps in employment, wages, access to productive resources and energy and more, gen-der mainstreaming should be complemented with addi-tional targeted actions that promote the empowerment of women, for example, women-targeted interventions. As per the Beijing Declaration and Platform for Action, a dual approach that combines gender mainstreaming with spe-ci#c a"rmative measures is essential to the achievement of gender equality.
4 ECOSOC 1997/2.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 5
2. GENDER MAINSTREAMING IN ENVIRONMENTAL
MANAGEMENT INTERVENTIONS
UNIDO provides environmental management technical assistance to countries to promote the growth of green industry in developing countries and countries with econo-mies in transition by improving the environmental perfor-mance of industry and supporting the creation of industries delivering environmental goods and services. It also pro-motes investment, training and entrepreneurship. Gender mainstreaming is crucial to making sure that environmental management projects take account of the di$ering needs, roles and expectations of both women and men in sustain-able industrial development. Projects that do not include a strong gender assessment risk reinforcing existing gender-based discrimination, which has clear negative impacts on the environment as well as on social and eco-nomic development.
While the degree of gender dimensions may di$er from one environmental management project to another, when a project is dealing with people, it is not gender-neutral. A gender-neutral project assumes women and men have the same needs, priorities, opportunities and expectations. Gender-neutral approaches often run the risk of reinforcing existing gender-based discrimination or responding to male priorities, especially in societies where the power and decision-making is predominately done by men.
In this light, gender mainstreaming is essential to making sure that environmental management projects take into account the di$ering needs, roles and expectations of both women and men in sustainable industrial development. Environmental management projects that are sensitive to gender di$erences consider speci#c questions in the choice of interventions such as:
Are women’s and men’s experiences taken into account in the sustainable use and management of natural resources to facilitate the achievement of maximum development results?
Is it recognized that hazards such as toxic chemicals a$ect women and men di$erently, and are response strategies tailored to their distinct vulnerabilities and needs?Are women’s and men’s speci#c needs and priorities, and also knowledge and skills, considered and utilized in the development and transfer of environmentally sound technologies (ESTs) in order to reach maximum uptake?Is explicit attention given to ensure that both women and men participate in and bene#t from capacity-building activities and training, and are they given the opportunity to meaningfully contribute in decision-making processes and take on leadership roles in sustainable industrial production?
Relative to men, women tend to have a smaller ecological footprint. Their production and consumption patterns are often more resource-e"cient, they are more likely to recycle, they have more knowledge about local ecosystems, and they make more sustainable decisions for their households and businesses. To date, men nevertheless occupy most green jobs and have more access to green technologies.
As the green economy continues to grow and clean energy investments increase, there will be more opportuni-ties for green jobs and newer environmentally sound tech-nologies. To increase the participation of women in the green economy and in science, technology, engineering and mathematics (STEM) #elds in general, there needs to be a more dedicated e$ort in mainstreaming gender into envi-ronmental policies and programmes as well as a targeted strategy to bring women into the fold.
Equal opportunities for women to participate in sustain-able industrial development and attain higher-level positions will also create the basis for a more equal society, which will generate new needs and encourage the development of new products. This means gender mainstreaming is much more
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than a women’s issue; it is the basis for establishing a level of equality between women and men which can help stimulate economic growth, create higher-level jobs, support commu-nities, raise productivity and reduce poverty. Ultimately, main-streaming gender in environmental management projects would result in enhancing the overall e$ectiveness of UNIDO’s technical cooperation services and improve its contribution to the achievement of broader development goals.
Gender and the Green Industry Green industry can be de#ned as industrial production and development that does not come at the expense of the health of natural systems or lead to adverse human health outcomes and worsened inequality. Green industry is aimed at mainstreaming environmental, climate and social consid-erations into the operations of enterprises.5 The greening of existing and the creation of new green industries bear great potential and entry points to achieve more inclusive and sustainable industrial development. Women are important
5 UNIDO, “Gender Inequality and its E$ects on Industrial Development”, 2012. Available at: http://www.worldwewant2015.org/node/282863.
agents of change, and a more equal inclusion of both women and men could propel green industry and lead to better development outcomes.6
However, to date, the majority of industrial equipment and technology is developed by and for men, and is not always appropriate or accessible for women. There are lim-ited education and training opportunities for women, as well as scarce resources and support for women’s movements, networks, and entrepreneurship in green industry. Public and private expenditures towards the creation of gender- friendly work environments remain low, and provisions such as child-care, safe and reliable transportation, and 'exible working hours that allow women to combine the household care with income-generation are non-standard. Additionally, there tends to be a bias in labour policies that dictate gender di$erentials in earnings. Perhaps at the root of this is the fact that women are usually under-represented in decision- making and leadership positions, leaving them at the periph-ery of green industry policies and investments.
6 Stevens, Candice, “Gender in the Green Economy”. Available at: http://www.unrisd.org/news/stevens.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 7
Given these realities, it is evident that, without concerted e$orts, these gender inequalities will continue to persist, rendering negative economic, environmental and social consequences.
Key measures at the global level to prevent this include the following:
1. Developing gender-responsive policies and green industry strategies that address women’s and men’s needs, as the overall policy framework of a country sig-ni#cantly in'uences if and in what way change can take place. Such policies should be based on, and request for more, sex-disaggregated baseline data and qualitative evidence to better understand women’s and men’s needs and priorities. This will also support monitoring and measuring progress over time. Further, policies and strategies should call for equal pay for women and men, family-friendly practices, such as child care provisions and 'exible working hours, and access to and support for women in STEM #elds, to mention only a few areas in which improvements are urgently needed.7
7 Stevens, Candice, “Gender in the Green Economy”. Available at: http://www.unrisd.org/news/stevens.
2. Raising awareness of women’s distinct knowledge and skills, supporting them in realising and sustaining their entrepreneurship, and advocating for greater gender parity in businesses as well as in decision-making forums at all levels. Independent of the limited access many women have to formal education, they have the right and speci#c potentials to contribute: among others, women give more emphasis to social and eco-logical issues than men, and are well-known for their better “eco-consciousness”.8 As research shows, they are more likely than men to buy products that are recy-clable or eco-labelled.9 Furthermore, women possess valuable leadership skills.10 For instance, a study among Fortune 500 companies showed that companies with the greatest representation of women in management positions delivered 34 per cent higher returns to
8 Stevens, Candice, “Gender in the Green Economy”. Available at: http://www.unrisd.org/news/stevens.9 Boston University, “Are Women the Key to Sustainable Development?”. Available at: http://www.bu.edu/pardee/#les/2010/04/UNsdkp003fsingle.pdf.10 Stevens, Candice, “Gender in the Green Economy”. Available at: http://www.unrisd.org/news/stevens.
CONTRIBUTING TO INFORMED POLICY- AND DECISION-MAKING: E-DISCUSSION ON WOMEN AND THE ENVIRONMENT
The SEED Initiative, UNEP, UNIDO and UN Women organized an e-discussion on “Women and the Environment” from 10 to 24 June 2014. The e-discussion aimed at mobilizing a net-work of women and men across the globe to highlight some of the current challenges and opportunities for women in environment and contribute to informed policy- and decision-making.
The e-discussion consisted of #ve separate discussion threads: (a) Women entrepreneurs and workers in green economies; (b) The impact of climate change, environmental degradation and natural disasters on women’s livelihoods; (c) Women in green industries: promoting clean technologies and eco- innovation for sustainable development; (d) Women farmers and food and nutrition security; and (e) Women’s roles in sus-tainable patterns of production and consumption.
The e-discussion was a great success: it attracted over 4,000 women and men from 166 countries, and 179 substantive
comments were delivered on the status of women and the environment. Participants shared good practices and innova-tive initiatives to advance women’s status and role in sustain-able development and the green economy, and showcased workable approaches to make environmental policies and programmes more responsive to women’s needs.
Relevant contributions to this discussion are now informing UN Women, civil society and intergovernmental preparatory work leading up to the Beijing+20 review in 2015. Indeed, such consultations are urgently needed: despite much prog-ress having been made, participants concluded that it is still a long way to go to achieve gender equality and empower women in the environmental sector.
Source: Knowledge Gateway for Women’s Economic Empowerment, “Women and Environment”. Available at: http://www.empowerwomen.org/circles/women-and-the- environment?topic=3b43ebe27e7443d5991da9d93d30fb30.
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shareholders than some of their counterparts.11 Looking for champions and women role models is an e$ective means to this end.
3. Establishing tailor-made networks and platforms. Setting up speci#c gateways for women helps facilitate access to information, knowledge exchange and learning. Women can more easily consult with like-minded women through such networks and platforms, advise each other and provide support, including on #nance, working with clients, and the formulation and realization of new ideas. Networks also help existing businesses to become more stable and grow faster.
4. Preparing evidence-based online material and publica-tions. Processing available qualitative and quantitative data on gender and environment and preparing knowl-edge material, such as the “business case” on gender and environment, case studies, policy briefs, and fact sheets, is a very e$ective way to demonstrate the importance of
11 UN Women, “UN Women at a Glance”. Available at: http://www.unwomen.org/en/about-us/~/media/8D27D2FB09AB4AA38E8189 F9283E6539.ashx.
gender mainstreaming and the multiple bene#ts thereof to relevant stakeholders, including governments. Such publications also support the exchange of experiences and the identi#cation and sharing of good practices and lessons learned between actors.
Gender in the resource e"cient and cleaner production programmeResource e"ciency and cleaner production are two key aspects of Green Industry, which are interdependent: resource e"ciency requires cleaner production and vice versa. As a necessary condition for sustainable industrial development, using resources in an e"cient way has enor-mous social, environmental, and economic bene#ts. For instance, the global economic bene#ts from resource e"-ciency for energy, water, land and steel alone have been esti-mated at US$ 2.9 trillion annually by 2013.12
In general, men are often associated with production, while women are connected to consumption. However, women play a key role in both consumption and
12 UNIDO/van Berkel, Rene, “Resource E"cient Cleaner Production: from Global Necessity to Local Opportunity”, Presentation, April 2013. Source: steel study
SUPPORTING WOMEN ENTREPRENEURS: SEED GENDER EQUALITY AWARD
The SEED Award for Entrepreneurship in Sustainable Development is an annual awards scheme designed to iden-tify and support the most promising and innovative social and environmental start-up enterprises in countries with developing and emerging economies. Since its inception in 2005, the SEED Award has been given to some 100 entrepre-neurs in 41 countries. In 2011, the SEED Gender Equality Award was introduced. It awards promising social and envi-ronmental enterprises that are run or owned by one or more women, and prioritize gender equality and/or women’s empowerment as a core objective of their business.
The SEED initiative’s experience in working with social and environmental entrepreneurs has shown that, in many instances, such enterprises require additional access to knowl-edge, expertise and especially to networks, as much as #nan-cial support. In addition to a monetary prize, SEED therefore o$ers winners a range of business services, support and access
to networks, including high-level pro#ling, often with govern-ment o"cials, development institutions and businesses.
In 2013, the SEED Gender Equality Award was for the #rst time sponsored by UNIDO and UN Women, and supported by the international law #rm Hogan Lovells. The 2013 winners were two enterprises from Latin America: L.O.O.P. (Peru) and Provokame (Colombia). L.O.O.P. or Life Out Of Plastic is a 100 per cent women-owned organization that designs and sells green products, such as reusable bags and 'eece made from rPET #bre, a textile derived from plastic bottle recycling. Provokame produces innovative 100 per cent biodegradable plates, made from natural #bres and recycled paper, which are also implanted with seeds. The enterprise trains and employs local women living in rural areas in the plate production process.
Source: UNIDO, “SEED Gender Equality Award”. Available at: http://www.unido.org/en/what-we-do/cross-cutting-issues/ gender/seed-gender-equality-award.html.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 9
WOMEN ROLE MODELS IN GREEN INDUSTRY: CHEN CHUNHONG’S SUCCESS STORY
Chen Chunhong, member of the Green Industry Platform Technical Expert Committee and managing director of Yiyuan Environmental Group, a company that produces and markets toilets whose patented technology can save up to 83 per cent of water compared with conventional models, shares her experiences as a green industry entrepreneur:
“The idea of building a business was not my original intention. I just wanted to promote the concept and products in support of my father. But it was a hard lesson to learn. What supported me throughout the hardest time was my hope that both the concept and the technology of water-saving can be promoted worldwide through products like ours, so that our Earth will become a better place.”
Chen was the #rst Chinese woman to win the Cartier Women’s Initiative Award for the Asia-Paci#c region and remembers the di$erence this made for her career:
“Before the Awards, people would look down on my small com-pany, a dot in the vast land of China. Afterwards, they showed much more respect. The Award inspired me to re-think my busi-ness and expand into other water-saving products. I could never have made it without the coaching, which was part of the prize.”
Recalling her early days in Shanghai, Chen admits that, com-pared with her male counterparts, it was more di"cult for her to start a business, but thinks that the current two to one ratio of men to women entrepreneurs will change:
“With women’s role in the economic sphere increasing, the female force in entrepreneurship can’t be ignored anymore.
I believe our society should work together to create a better environment for women’s entrepreneurship. To achieve this, women’s burden inside the family should be reduced. Men should be encouraged to share in-house responsibilities, such as caring for the elderly, children and housework, thus giving women more time and space to use their talents. Also, more women’s entrepreneurship funds should be established, so as to provide direct "nancial support. Finally, policies in favour of female entrepreneurship should be implemented. We should set up training institutes and hubs for female entrepreneurs to share their knowledge and experiences. Lastly, governments and organizations, like the United Nations, should work together with the media to create a generally more encouraging atmosphere for female entrepreneurship.”
Based on her experiences, Chen advises other women entre-preneurs to:
1. “Select projects good for the sustainable development of society, and explore a practical manufacturing and distri-bution model. Leverage policies and promote the sustain-able development of the project.”
2. “Through participating in relevant organizations or com-petitions, get more publicity for the project so that more people can know it and promote it.”
Source: UNIDO, “SEED Gender Equality Award”. Available at: http://www.unido.org/en/what-we-do/cross-cutting-issues/ gender/seed-gender-equality-award.html.
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production, and utilizing their distinct knowledge and skills can help a great deal in moving towards more resource e"-cient and cleaner production. A prominent example from the household level is the development and usage of energy e"cient cook stoves. As research shows, the uptake of such improved stoves is higher when women, as the primary users, are consulted throughout the design process. Considering both women’s and men’s views ensures that new technologies meet end-users’ needs and, in turn, increases their acceptance in societies and maximizes devel-opment results.
But also beyond the domestic level, resource e"ciency and cleaner production have gender dimensions, for instance in the context of economic empowerment. Staying with the example of energy as a key pillar for the vast majority of human activity, access to modern energy services, particularly for women and girls in low- and middle-income countries,
helps sustain industrialization by making income-generating activities possible, thus lifting many out of poverty.13
Yet, to date, women’s access to resource e"cient and cleaner production methods is limited and they are under-represented in the sector’s work force. Some of the key reasons include women’s limited access to training and information, decision-making, and discrimination in receiv-ing formal credit and accessing competitive markets.14 As recent research has shown, women may even face o"-cial restrictions in registering at vocational schools that o$er education for highly demanded professions in the labour market, lead to an improved level of economic stability and independence, and apply and create new technologies.15 Furthermore, the bene#ts of gender
13 UNIDO, “Gender Inequality and its E$ects on Industrial Development”, 2012. Available at: http://www.worldwewant2015.org/node/282863.14 UNIDO, “NCPC Ghana Assessment Report“.15 Suslova, O./Tkachenko, V., “Final Report on Gender Mainstreaming: Resource E"cient and Cleaner Production Centre (RECPC) – Ukraine”, 2013–2014.
EVIDENCE-BASED GENDER AND ENVIRONMENT MATERIAL: THE BUSINESS CASE FOR MAINSTREAMING GENDER IN REDD+
The publication “The Business Case for Mainstreaming Gender in REDD+”, prepared by the United Nations collabo-rative initiative on Reducing Emissions from Deforestation and forest Degradation (UN REDD), is a good example of evidence-based material on gender and environment. It shows how the integration of gender considerations in REDD+ makes good business sense. The publication analy-ses how gender mainstreaming into REDD+ increases the e"ciency, e"cacy, and sustainability of the programme and provides recommendations on how to achieve this. Furthermore, the document explains what gender equity and equality mean in the speci#c context of REDD+, what it requires from stakeholders and how it bene#ts distribution systems, anti-corruption e$orts and related aspects. Importantly, “The Business Case for Mainstreaming Gender in REDD+” includes case studies from the #eld which exemplify the #ndings and arguments with evidence related to real life.
Source: UN-REDD Programme, “The Business Case for Mainstreaming Gender in REDD+”, Geneva 2011. UN-REDD Newsletter, “Mainstreaming Gender in REDD+”, Issue # 25, December 2011/January 2012.
A NETWORK FOR WOMEN: THE GREEN INDUSTRY PLATFORM
Recognizing the need to promote and encourage female green entrepreneurship and leadership, the Green Industry Platform (GIP) established a chapter speci#cally targeting women in this #eld. The GIP was launched jointly by UNIDO and UNEP to bring together business, govern-ment and civil society to secure commitments and mobilize action in support of sustainable industrial models. In the framework of its Women in Green Industry Chapter, the GIP connects female professionals with a shared interest in Green Industry for networking, peer support and exchange, gives exposure to success stories of female entrepreneurs and leaders, commissions best-practice and best-policy studies dealing with gender aspects in Green Industrial pol-icy development, and ultimately promotes female leader-ship in the expanding Green Industry space. All activities of the chapter are closely coordinated with UN Women, Global Action Plan International, and other agencies active in this #eld, and linked to the Knowledge Gateway for Women’s Economic Empowerment.
Source: Green Industry Chapter, “Introducing the Women in Green Industry Chapter”. Available at: http://www.greenindustry-platform.org/?s=women+chapter&submit=Go
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mainstreaming are oftentimes insu"ciently known by stakeholders and a lack of sound statistics and evidence from the #eld documenting the important role of women in resource e"cient and cleaner production poses an addi-tional barrier.
Run by UNEP and UNIDO, National Cleaner Production Centres (NCPCs) promote resource e"cient and cleaner pro-duction methods and strengthen national capacities, in par-ticular through knowledge generation and dissemination, professional training, plant assessments, and support in pol-icy change and technology transfer. As such, they provide an important entry-point to address the abovementioned chal-lenges: for instance, making gender sessions an integral part of any capacity-building provided by NCPCs sensitizes a wide range of decision-makers and practitioners. Where needed, NCPCs are also well positioned to provide speci#c gender trainings. Furthermore, ensuring that women and men have equal access to and participate in trainings is an important step in creating employment opportunities for women. The centres can also consciously target and deliver
technical training to industries in which women predomi-nate, such as small and medium enterprises, industries that focus on reducing, reusing and recycling, as well as waste collection, treatment and disposal enterprises. Furthermore, NCPCs can make gender competence a necessary require-ment in recruitment processes and undertake speci#c mea-sures towards greater gender parity among sta$, such as outreach and establishment of databases of quali#ed women candidates. NCPCs need to play a leading role in cre-ating a gender-friendly work environment and providing child-care, safe and reliable transportation and 'exible work-ing hours. Through alliances with professional women asso-ciations such as the Women Chamber in Sri Lanka, the Centre can promote RECP among women and encourage a stron-ger engagement of women in RECP. In addition, through collecting data disaggregated by sex and adding speci#c gender questions to needs and impact assessments,
GENDER INEQUALITIES RELATED TO RESOURCE EFFICIENT AND CLEANER PRODUCTION: EVIDENCE FROM GHANA
A recent analysis conducted as part of the Ghana National Cleaner Production Centre (NCPC) project found that, overall, women’s businesses are less pro#table than men’s in the coun-try. Responsible for this is a complex set of gender inequalities and constraints, which is also related to the #eld of resource e"cient and cleaner production. For instance, the study found that women have limited access to adequate technology, targeted education, relevant information and training, and decision-making power. Furthermore, women have fewer opportunities than men, for instance due to their role as family caregivers, and experience discrimination in access to credit, land and markets. In addition, the analysis identi#ed social and cultural misconceptions as barriers for women to thrive. All of these aspects lead to a comparatively low number of quali#ed women in the country. This situation has a direct negative e$ect on women’s economic empowerment and ultimately a$ects their families, the wider community and society as a whole; it creates serious obstacles for the country’s economic growth and poverty reduction.
Source: UNIDO, “Ghana NCPC Assessment Report“.
WOMEN’S EMPOWERMENT IN SRI LANKA’S NATIONAL CLEANER PRODUCTION CENTRES
In its gender mainstreaming e$orts, the NCPC Sri Lanka aims at 50 per cent women employment at all times, a target that it achieved in 2012. Yet, an analysis conducted on gender policies and practices, with a speci#c focus on the selected industrial sectors that the NCPC is involved in, found large gender gaps in wage and employment rates in the country. Especially in the informal agriculture and construction sec-tors, the wage rates di$er substantially among women and men workers, and unemployment is more severe among women than among men, for all age groups. One of the main challenges identi#ed is that cultural norms restrict women, especially once they are married, from commuting long distances to work and discourage employers from hiring women of child bearing age into their workforce. The study recognized that an extensive advocacy campaign was needed to incorporate gender-sensitive approaches into policies and practices. The NCPC with its mission to design and deliver demand-driven, locally adaptable solutions by networking with key players, is well placed and committed to develop strategies aimed at creating a positive and con-ducive environment for both women and men in order to contribute to the country’s economy.
Source: UNIDO /Kodagoda, Swarna, “Report on Gender Main-streaming, National Cleaner Production Centre Sri Lanka”, 2014.
12 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
GENDER MAINSTREAMING PLANS FOR UKRAINE’S RESOURCE EFFICIENT AND CLEANER PRODUCTION CENTRE (RECPC)
Ukraine’s RECPC undertook a recent gender analysis with the objective to ensure that gender issues are appropriately con-sidered during the project implementation period. Based on the #ndings of this analysis and responding to country- and sector-speci#c needs, the following recommendations for short- and long-term activities were formulated and will be implemented by the Centre:
Short-term activities
Organize trainings on gender aspects of communication; edit the manual for experts and include gender consider-ations; ensure information material is gender-responsive, for instance through the inclusion of pictures of women and men; encourage gender parity among project sta$; collect gender disaggregated statistics during the project; desig-nate a gender focal point for the project; monitor, evaluate and plan future gender events; establish contacts with the faculty of sociology and law to cooperate and undertake
research on gender mainstreaming; and cooperate with the local gender community.
Long-term activities
Increase the visibility of women in the industry, while creating an opportunity for experienced, successful women to mentor other women; develop a speci#c mentoring programme to help women advance in the industry; provide networking opportunities for women in the industry; create programmes designed to attract more women to the industry; encourage a cross-industry exchange of ideas and perspectives on the par-ticular challenges women face; recognize the contributions and achievements of women who are industry leaders; and provide a forum for women and men to collaborate on initia-tives to recruit, develop and advance women in the industry.
Source: Suslova, O./Tkachenko, V., “Final Report on Gender Mainstreaming: Resource E!cient and Cleaner Production Centre (RECPC)—Ukraine”, 2013-2014.
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context-speci#c gender issues can be revealed, the informa-tion gap reduced, and tailor-made activities designed. It is important that NCPCs fully utilize this potential.
Gender and multilateral conventions on chemicals Chemicals can be found everywhere in the environment, including in homes, workplaces and outdoors. They bene#t societies, for instance, through enhanced agricultural production based on fertilizers and pesticides, life-saving medicines and water puri#cation agents.16 However, as intentionally produced substances or unintentional by- products of industrial processes and production, they also pose a variety of risks. Persistent Organic Pollutants (POPs) for instance, which are the central chemicals of concern of the Stockholm Convention, are long lasting, highly toxic and
16 UNDP, “Chemicals and Gender”, 2011.
known to cause cancer.17 Furthermore, they have adverse e$ects on people’s immune responses, reproductive sys-tems and neuropsychology, to mention only a few of the manifold negative health consequences.18
Although chemicals pose a risk to all human beings, especially if not properly managed, they a$ect women and men di$erently. For instance, due to biological di$erences and their higher proportion of body fat, women store more environmental pollutants than men in their tissues and are hence more vulnerable to the adverse impacts of fat-soluble chemicals. Women’s exposure to chemicals can cause repro-ductive health problems such as birth defects, low birth weight, miscarriages or premature births, and a signi#cant part of the chemical burden experienced by mothers can be passed on to their babies during gestation and breastfeed-ing.19 Indeed, relatively high levels of POPs are found in human breast milk.20
Aside from their distinct biological susceptibility and reaction to chemicals, women and men experience di$erent levels of exposure due to their gendered roles in societies. For instance, women are more frequently exposed to chem-icals that occur in products used within the household. This includes chemicals in cleaning and washing agents, garden insecticides or rat poisoning, to mention only a few. Furthermore, cosmetics such as mascara and eye shadow, as well as creams, soaps and shampoo, tend to be used more frequently by women and the chemicals included in these products hence a$ect them more than men. Occupation is a strong determinant too; in the health care sector, for instance, women traditionally make up the larger part of sta$. Through their work as nurses or pharmacy workers, they are dispro-portionately exposed to chemical substances used in medi-cal products. Men, on the other hand, are more frequently employed in mechanical workshops or engaged in tannery
17 GEF, “Chemicals”. Available at: http://www.thegef.org/gef/chemicals.18 Herkovits, Jorge, “Adverse E$ects of Persistent Organic Pollutants (POPs) during the Perinatal Period: Dioxin-like Compounds”. Available at: http://www.chem.unep.ch/pops/pops_inc/proceedings/Iguazu/herkovits.html19 UNDP, Gender Mainstreaming: A Key Driver of Development in Environment and Energy, “Chemicals Management”. Available at: http://www.undp.org/content/dam/aplaws/publication/en/publications/ environment-energy/www-ee-library/chemicals-management/chemicals-management-the-why-and-how-of-mainstreaming-gender/Chemicals%20Management%20and%20Gender%20Mainstreaming.pdf.20 UNDP, “Chemicals and Gender”, 2011.
SUPPORTING THE SOCIO-ECONOMIC INCLUSIVENESS OF WOMEN AND YOUTH BY WASTE MANAGEMENT ACTIVITIES IN GUINEA
Since 2011, UNIDO has been implementing a phased project in Guinea on supporting the socio-economic inclusiveness of women and youth through waste management activities. The main project activities are related to: (a) waste collection from households in di$erent locations in Conakry and 03 regional localities; (b) establishment of community based waste recycling centres on plastics and organic waste; (c) information dissemination and awareness raising on solid waste management.
During Phase 1 (2011–2013), the project has successfully contributed to the capacity-building on solid waste collec-tion and recycling of more than 3,200 youth and women organized in 84 associations; and the establishment of com-munity based solid waste recycling centres in Conakry, Kindia and Labé. In Phase 2 (2014–2015), the project aims to build capacity of more than 5,000 women and youth on waste collection and recycling and to enable more than 500 women and youth to generate revenues through economic initiatives related to waste management.
Source: UNIDO—Cleaner Production Unit
14 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
operations or artisanal mining, and are hence associated with greater exposure to respective chemicals and prone to su$er from certain chronic diseases, speci#c types of cancers and reduced reproductive capacity.21
Yet, while representation of women and men in the work-force is an important indicator, more detailed analyses are required to understand the gendered dimensions of chemi-cals. Looking at the actual production processes for instance, although men make up the majority of mine workers in arti-sanal gold mining, women are oftentimes the ones who per-form the most toxic jobs. These jobs are characterized by a high exposure to mercury, one of the most dangerous metals known and the central chemical of concern of the Minamata Convention. They include pouring mercury into ball-mills, mixing the mercury in panning, or burning the amalgam. Women are oftentimes engaging in these jobs because they do not require that much physical strength, but also because they are unaware of the adverse health consequences. Women barely receive training or education, for instance, on better amalgamation practices and are excluded from decision-making, while men continue to own and control most of the assets and hence have access to less dangerous and better paid jobs.22
The Secretariat of the Basel, Rotterdam, and Stockholm Convention (BRS) has recognized the importance to address gender inequalities and to mainstream gender in the imple-mentation of the three conventions. Among others, this is re'ected in the Gender Action Plan (GAP) of the Secretariat of the BRS, which is “hoped (…) to lead to a greater recogni-tion of the links between gender, poverty and hazardous chemicals and wastes”.23 Activities that the BRS Secretariat
21 UNDP, Gender Mainstreaming: A Key Driver of Development in Environment and Energy, “Chemicals Management”. Available at: http://www.undp.org/content/dam/aplaws/publication/en/publications/environment-energy/www-ee-library/chemicals-management/chemicals-management-the-why-and-how-of-mainstreaming-gender/Chemicals%20Management%20and%20Gender%20Mainstreaming.pdf.22 WECF, “Women and Mercury in ASGM: Impacts on Women’s Health and that of Future Generations”. Available at http://www.wecf.eu/english/articles/2013/10/minamata-sideevent.php. Hinton, J./Veiga, M./Beinho$, C., “Women and Artisanal Mining: Gender Roles and the Role Ahead”, in: The Socio-Economic Impacts of Artisanal and Small-scale Mining in Development Countries, Swets Publishers, Netherlands, 2003. 23 Secretariat of the Basel, Rotterdam, and Stockholm Conventions, “Gender Action Plan of the Basel, Rotterdam, and Stockholm Conventions (BRS-GAP) for 2014-2015”, Final Draft, December 2013.
has identi#ed as particularly important are centred around developing an understanding amongst and support from BRS sta$ on the issue of gender equality, particularly in the context of BRS operations and activities; developing a base-line on gender-related issues and measuring progress in achieving GAP objectives and implementing activities; ensuring that the Secretariat’s programmes and projects are planned and implemented from the gender equality per-spective; promoting the consideration of gender issues in hazardous chemicals and wastes management at the national and regional levels; and supporting sta$ in achiev-ing a sustainable work-life balance.
UPDATING OF NATIONAL IMPLEMENTATION PLANS UNDER THE STOCKHOLM CONVENTION
National Implementation Plans (NIPs) are the main guide-lines for e$orts undertaken under the Stockholm Convention. Based on the amendment of the Stockholm Convention to list 11 new POPs in Annex A, B and C of the Convention, parties need to update their NIPs. UNIDO is supporting this process through its ‘NIP updating projects’ and utilizes the opportunity to incorporate gender- considerations into the revised implementation plans. One key activity in this context is to respond to #ndings from country-speci#c gender context analyses of the macro, sector and stakeholder level: while some aspects related to chemical management are universal—for example, wom-en’s and men’s distinct biological vulnerability—others are country-speci#c. For instance, as results from Burkina Faso have shown, agriculture accounts for roughly 30 per cent of the country’s GDP, and 75 per cent of the food production for household consumption is undertaken by women (Japan International Cooperation Agency, 2013). Thus, it is of vital importance to ensure that attention is also paid to the health of women farmers in the country’s agricultural sector, which uses a huge amount of pesticides.
In general, UNIDO’s gender analyses, as part of its NIP updating projects, provide an overview of the countries’ relevant legal frameworks and commitments; establish the country-speci#c links of gender and POPs, including the identi#cation of key sectors and speci#c challenges to be addressed; and suggest key stakeholders working on gender-related issues that should be included in the proj-ect implementation.
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GENDER AND ARTISANAL AND SMALL-SCALE MINING
Artisanal and small-scale mining (ASM) forms not only a sub-stantive part of many nations’ mineral production but is also an important source of income for local livelihoods in various countries. To e$ectively and sustainably address health and environmental issues by minimizing the amount of mercury being released from ASM practices, it is crucial to take the gender dimension into account. The Ecuadorian mining cooperation “Bella Rica” sets a good example: it con#rms the urgent need to recognize the role of women miners (“jancheras”) whose contributions often remain invisible and whose voices are neglected in the decision-making process, despite frequently working longer hours than men and hav-ing to handle care work and household tasks in addition to income-generation in the mines. Including women miners in mining cooperations can be a #rst step to counter their exclusion from decision-making and their subordination in society. It can empower women miners by giving them a voice and a space to discuss their situation and the chal-lenges they face with other women who share their experi-ences in order to jointly #nd solutions.
Source: UNIDO/GEF/Ministerio del Ambiente Perú /INIGEMM, “La mujer en la minería del Ecuador” in Linea Base: Para la imple-mentación de medidas integradas para minimizar las emisiones de mercurio en la minería artesanal de oro, 2013–2014.
Gender and water managementWater is a resource of utmost importance. It sustains all forms of life on our planet and facilitates economic production and industrial activities. Water needs to be e$ectively and e"ciently managed by industries, communities and at the household level, in order to facilitate growth and poverty reduction.
Water management has strong gender components. In developing countries, men are primarily involved in securing water for larger livestock and agriculture. Women, on the other hand, are usually the ones responsible for the provision of water for household purposes as well as for rearing of small livestock and subsistence agriculture. Despite this, it is import-ant to refrain from reducing women’s role in relation to water management to domestic tasks: women also require water for economic production, including microenterprises and agri-culture. Yet, consuming up to #ve hours per day, fetching water to comply with their household duties takes up a huge amount of women’s time in developing countries, thereby reducing options for education, income-generation and engagement in social, political and other activities. In addition, in less secure areas, women’s increased exposure to gender- based violence during long walking distances poses a prob-lem. Carrying heavy loads of water also frequently results in health issues such as severe back pain.24
Another big concern that is closely related to industrial production is water pollution. In developing countries, avail-able water is frequently contaminated by the application of too much fertilizer, industrial chemicals, urban runo$ and human and animal waste. The limited existence or imple-mentation of policies regulating and preventing pollution adds to this problem.25 In total, about 80 per cent of the world’s diseases are attributable to unsafe water and sanita-tion.26 Due to their regular direct contact as primary water managers at the domestic level, women face a dispropor-tionately high risk of catching water-related diseases.27
24 UNEP, “Women and the Environment”. Available at: http://www.unep.org/pdf/women/ChapterFive.pdf.25 Jacobs, J.W., “Issues in Developing Countries”. Available at: http://www.waterencyclopedia.com/Da-En/Developing-Countries-Issues-in.html.26 Gender CC, “Gender, Climate Change and Water”. Available at: http://www.gendercc.net/#elds/water.html.27 UNEP, “Women and the Environment”. Available at: http://www.unep.org/pdf/women/ChapterFive.pdf .
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The recognition of women’s speci#c vulnerabilities but also their distinct expertise in the water sector is not new. In 1977, at the United Nations Water Conference at Mar del Plata, it was already recognized that women and men need to be equally involved in water management. Gender considerations have also been included in a series of subsequent water-related legislations, development plans and goals, and it was found that water projects that are designed and implemented with women are more e$ective and sustainable than others.28 Yet, to date, women remain rarely included in water-related decision-making at all levels. Local water user committees and groups, for instance, are usually comprised of, and chaired by, men.29 Furthermore, few women hold leadership positions at the regional and global level, as well as in industries.30
It is therefore important to continue working towards greater gender equality and the better utilization of wom-en’s expertise in the provision, safeguarding and manage-ment of water. One e$ective way to this end is to collect sex-disaggregated data and include speci#c questions on possible gender-di$erentiated outcomes of water-related technologies and policy reforms in needs and impact assessments. Furthermore, training materials and capacity- building initiatives should pick up and address sector- speci#c gender issues. Introducing women-targeted train-ing opportunities and giving speci#c attention to gender during recruitment processes to facilitate greater parity are important steps. Consulting stakeholders working on gender equality and women’s empowerment during the formulation and implementation of water projects are equally helpful measures.
It is therefore important to continue working towards greater gender equality and the better utilization of women’s expertise in the provision, safeguarding and management of water. One e$ective way to this end is to collect sex- disaggregated data and include speci#c questions on possible gender-di$erentiated outcomes of water-related
28 Gross, B./Wijk, C./Mukherje, N., “Linking Sustainability with Demand, Gender and Poverty: A Study in Community-managed Water Supply Projects in 15 Countries”, 2000. 29 UNEP, “Women and the Environment”. Available at: http://www.unep.org/pdf/women/ChapterFive.pdf .30 ADB, “Making the Top 100: Where are the Women Water Leaders in Asia and the Paci#c?” Available at: http://blogs.adb.org/blog/making-top-100-where-are-women-water-leaders-asia-and-paci#c.
technologies and policy reforms in needs and impact assess-ments. Furthermore, training materials and capacity-building initiatives should pick up and address sector-speci#c gender issues. Introducing women-targeted training opportunities and giving speci#c attention to gender during recruitment processes to facilitate greater parity are important steps. Consulting stakeholders working on gender equality and women’s empowerment during the formulation and imple-mentation of water projects are equally helpful measures.
Gender and green industry
Key issuesRio+20, the climate change conferences of the past few years, and the Beijing +20 process, have all addressed the lack of gender equality in environment, sustainable develop-ment and climate change policies. A strong and vibrant global women’s movement has been working to change this, and gender equality is now on the agenda of all interna-tional agencies and global governance processes.
It has been recognized that green industry approaches should support women as workers in green jobs, consumers of green products and citizens for green governance to pro-vide for long-term sustainability. Expanding green industry must address gender equality, equity and human rights. Market-based approaches that emphasize economic growth have tended to exploit and marginalize women in both developed and developing countries in their roles as work-ers, consumers and citizens.
Women’s “triple burden” of paid work, care work and domestic work severely thwarts their economic opportuni-ties. Though the gender gap may be closing in primary edu-cation in many countries, women still end up being less quali#ed for many green jobs and lack the skills required, for instance for technical roles in alternative energy generation and distribution, managerial and engineering roles in ecotourism and access to organic certi#cation as agro- entrepreneurs. The skills that have been identi#ed to be particularly relevant for the green economy are male- dominated. The UNESCO Institute for Statistics issued a report in 2012 revealing that the #elds of engineering, manu-facturing and construction in 97 countries are 100 per cent male dominated. The STEM #elds as they are known—science,
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 17
technology, engineering, and mathematics—have always been male dominated, in both developed and developing countries. Norms, stereotypes, lack of access to higher educa-tion, lack of women role models and no encouragement for girls at early ages are all reasons for this gender gap.
Many green jobs are in #elds that are already dominated by men, such as construction, business, energy and manufac-turing. Men dominate the better paid jobs in engineering, #nancial and business services, where the bulk of green ser-vice positions are likely to be created. Women are often found concentrated in low-productivity jobs—working on small-holder farms, micro or small businesses, and are overrepre-sented in the informal sector. This can limit their ability to make the transition to new technologies and jobs created by the greening of the economy. Women often have very lim-ited access to productive inputs such as the technical know-how, land, #nances, credit, technology and equipment.
Government action is required to raise the proportion of green jobs #lled by women and to ensure the quality of those jobs. Steps should be taken to increase the number of women who are: employed through anti-discrimination laws and family-friendly mandates; recruited for non- traditional jobs through quotas and targeted schemes; trained in green jobs skills by creating specialized appren-ticeship and training initiatives; paid equitably by reducing gender-based job segmentation and wage gaps; and orga-nized through increasing the union membership of women in potential green sectors.
A green industrial policy integrates environmental, social and economic concerns and promotes the comparative advantage for resource e"cient and low polluting sectors of the economy. Green industrial policy instruments include the removal of harmful subsidies, access to #nance, the provision of eco-e"cient infrastructures, the introduction of industry- based standards and eco-labels, the harnessing of environ-mental technologies, environmental taxes and legal and regu-latory frameworks. It is important to ensure that such policies are gender sensitive and do not widen the gender gap but actively promote a stronger and more equal involvement of women in green industry. One principal challenge is the absorptive physical, human and institutional capacity to har-ness the technologies they gain access to. Green industrial policies addressing this issue have to speci#cally focus on improving women’s green technology capabilities—their
ability to access, use and bene#t from relevant technologies. As a core criterion, policies, programmes and investments in the name of green industry and sustainable development should be assessed against compliance with human rights standards and their ability to enhance the capabilities of women and girls. No development pathway can be consid-ered sustainable if it reduces women’s capabilities or adds additional unpaid labour. If policies and programmes that are intended to enhance environmental sustainability inadver-tently increase women’s unpaid care work, they cannot claim to contribute to sustainable development.
While there is a clear and urgent need for decarbonizing the global economy, this should include attention to local liveli-hoods and gender equality. There should be full, equal and meaningful participation of women in green industry, as actors, leaders and decision-makers in the processes that shape their lives as well as the future of their households, com-munities, nations and the world. Governments, institutions and the private sector must act to close gender gaps that threaten to make the green industry as inequitable as the current one. UNIDO is well placed to play a key role in closing this gap.
Innovative directionsA series of dialogues held on engaging with the private sector in the post-2015 agenda that UNIDO and the Global Compact have been carrying out, put forward a number of recommen-dations for a more inclusive development framework, includ-ing increasing women in leadership, creating opportunities for decent work, closing the gender pay gap and forming alli-ances for women to realize their market value to companies. Recognizing the need to promote and encourage women’s green entrepreneurship and leadership, the Green Industry Platform established a Chapter to connect women profession-als with a shared interest in green industry for networking, peer support and exchange, to give exposure to stories of suc-cessful female entrepreneurs and leaders, to commission best-practice and best-policy studies dealing with gender aspects in green industrial policy development and to ulti-mately promote female leadership in the expanding green industry space. The chapter closely coordinates with UN Women, Global Action Plan International and other agencies active in this #eld, and links to the Knowledge Gateway for Women’s Economic Empowerment. UNIDO’s future activities
18 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
could play a key role in closing gaps that were identi#ed through the Chapter activities, i.e. a signi#cant shortage of best-practice examples and information around success stories, as well as respond to a demand put forward at its Green Industry Conference 2013, where several participants requested a stronger focus on networking among women in green industry and on awareness raising. One important inter-vention area for UNIDO can be to augment its services pro-vided by the GIP on the global level by the creation of national support hubs for networking among and mentoring of female green industry entrepreneurs.
One barrier that continues to persist is decision-makers’ limited awareness of the immense bene#ts of more inclusive processes. Hence, UNIDO can take on a role in undertaking tailored awareness raising and advocacy work. Training for decision-makers and practitioners is one way of working towards this goal. Policy makers need to be made aware of the bene#ts that women’s participation in green industries brings and need to give their full and continuous support for more inclusive and sustainable industrial development. This has proven to be particularly e$ective when based on sound statistics. However, evidence is still insu"ciently docu-mented and more work needs to be done to distill and dis-seminate lessons and good practices, and collect regular and methodological sound data on the gendered dimen-sion of green industry. UNIDO can collect and disseminate such evidence in its projects and via its networks.
Another key area, in which UNIDO’s technical expertise can also substantively advance gender equality, is waste manage-ment. In order to respond to climate change, as well as the exhaustion and extraction of raw material and fossil fuel, gov-ernments have to develop new policies to improve resource productivity. E$ective e$orts should go beyond preventing pollution and also develop a sustainable resource recycling society, the #rst step being to manage waste as a recyclable resource. Women play a major role in the management of waste streams, primarily in the informal sector, and gender equality and women’s empowerment need to be main-streamed in projects of this kind. UNIDO can support govern-ments in the design and implementation of green policies to establish recycling industries with a focus on gender issues and the informal sector. This would improve life, health and working conditions for informal groups in combination with the creation of new green industries and improved waste
management activities. UNIDO can help overcome gender inequality, empower women and break down the gender division of labour in the waste management sector by o$ering women secure and stable jobs. One area of government pol-icy could be to assist women in organizing NGOs, unions or associations modelled after the following examples.
Partnerships and collaborationThere is currently a substantive gap in the global dialogue of green industry where women’s concerns and gender issues are largely absent. UNIDO can build on its comparative advantage by ensuring that gender is mainstreamed into its ongoing partnerships and new forms of collaboration.
Since 2013, UNIDO and UN Women have co-sponsored the SEED Gender Equality Award. UNIDO can further develop such existing partnerships to support the development of women entrepreneurs and comprehensive advocacy on gender equality in green industry.
The Knowledge Gateway for Women’s Economic Empowerment is an open global platform that promotes collaboration, learning and innovation to advance women’s economic empowerment. It connects women and men in more than 190 economies with development partners from the private sector, civil society, academia, governments and international organizations. This community-driven online platform provides 1,000 resources and tools for driving the agenda of gender equality and women’s economic empow-erment by helping women achieve their economic goals. The platform connects businesses, entrepreneurs, farmers, workers, politicians, policy-makers, professionals, research-ers, and advocates for women’s economic empowerment to discuss what governments, companies, civil society, com-munities, families and individuals can do to advance eco-nomic empowerment of women. UNIDO is partnering with UN Women on the Knowledge Gateway to gather stories of successful women entrepreneurs and workers in green industry. UNIDO further contributed to an e-discussion on women and the environment, which was hosted jointly with SEED Initiative, UNEP, and UN Women on the Knowledge Gateway in 2014 and attracted over 4,000 visitors. Using it as a consultative vehicle, discussants made it clear that there is a need for women to bene#t from gender equality in green industry by participating in decision making processes for
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 19
the current system to be reformed and to incorporate con-text sensitive and locally sound approaches. UNIDO can expand this partnership and develop key policy frameworks from the knowledge gained from the facilitated discussion.
Another critical gap is the lack of gender analysis in the human rights and business sector. UNIDO’s commitment to a rights based approach for women’s empowerment through green industry would allow the organization to participate in United Nations and other working groups such as the United Nations Working Group on Human Rights and Transnational Corporations (Working Group on Business and Human Rights), which address key strategic issues on the current business and human rights agenda in a wider global context. UNIDO’s expertise in green industry can add value by engendering these discussions. The United Nations Guiding Principles to address the global governance gaps by the lack of govern-ment capacity and political will to protect human rights and impact corporations are sorely lacking in analysis on gender equality, green industry and women’s empowerment.
The International Chamber of Commerce (ICC) is a global organization whose Green Economy Roadmap is partnering with UNIDO’s Green Industry Platform. These global frame-works can jointly serve as accelerators of growth in green industry. One promising example at the local level is the Bangladesh Women Chamber of Commerce. BWCCI is a strong community voice, lobbying for micro and macro women entrepreneurs to improve their social and economic prospects, developing the Women’s National Business Agenda (WNBA). With a view to achieve its vision to build a prosperous Bangladesh through progress and economic empowerment of women, BWCCI is going to implement ‘Empower 5000’, with a commitment to develop 5,000 women into entrepreneurship and leadership by 2020. Empower 5000 plans to reduce gender inequality by devel-oping women’s capacity for leadership, marketing, product development, access to #nance, exports, environmental conservation, ICTs, advocacy, sexual and reproductive rights.
Civil society and the women’s movement need to be much more involved in monitoring of gender in green industry, bringing to bear a critical feminist analysis. The Women’s Major Group (WMG) was created at the Earth Summit in 1992 as one of the nine groups recognized to achieve sustainable development. The WMG facilitates women’s civil society input into the policy space provided by
UNEP for human rights based development. They are the focal point for UN-DESA, ECOSOC and the General Assembly for all United Nations SD processes. There are over 600 indi-vidual and organizational members. UNIDO could develop a collaborative relationship with the WMG, along with UNEP, to seek women’s rights based policy directives for green indus-try. Development agencies need to ensure increased fund-ing for independent women’s organizations.
The purpose of the Gender Equity Seal Standard (GES—UN Women and Social Accountability International) is to pro-vide a standard, based on international human rights norms and national labour laws, to protect and empower people who are personnel, workers, suppliers, homeworkers, con-tractors and temporary workers. The GES has been designed to be integrated into labour practices, using a gender lens to empower women to participate fully in economic life across all sectors. UNIDO can partner with the GES to promote compliance of its partners with the standard.
Emphasizing corporate social responsibility and develop-ing public private partnerships can be e$ective in promoting green industry from a gender perspective. The Women Empowerment Principles (WEPs—UN Women/Global Compact) are key; such as establishing high-level corporate leadership for gender equality, promoting education, training and professional development for women, and implementing supply chain and marketing practices that empower women.
In addition, UNIDO may also explore new partnerships with such organizations as Women’s World Banking, the Schwab Foundation for Social Entrepreneurship, the World Economic Forum, and the Social Innovation Fund.
ConclusionA number of key issues are highlighted in seeking to create momentum to strengthen gender equality in green industry as a critical pathway for transition to sustainable development. It is essential to address the range of barriers that women face from equal representation in decision making, ensuring equal rights to own land and access to credit, promoting education and training of women, and promoting equal power relations within households and communities. Women can play an important and critical role in this transition, which must be recognized by gender-transformational policy frameworks that take women’s needs and capabilities into account.
20 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 21
3. GENDER MAINSTREAMING THE PROJECT CYCLE
Gender mainstreaming goes beyond simply having a spe-ci#c women’s component in a project or programme. In practice, good gender mainstreaming involves all stakehold-ers and partners, both women and men, to collectively tackle the issue at hand. This approach recognizes the need to use participatory methodologies (i.e. including both women and men) in order to address gender inequality and promote the advancement of women. Gender mainstream-ing is a process that should be embedded throughout all stages of a project cycle.
Gender mainstreaming the project cycle serves to ensure that the intervention advances women’s equal par-ticipation as decision makers in shaping the sustainable development of their societies and reduces gender
inequalities in access to and control over the resources and bene#ts of development. These objectives are based on two principles: that women and men have di$erent needs, roles, interests and access to resources and their bene#ts; and that women and men have to play equally important roles in achieving inclusive and sustainable industrial development.
The following sections are designed to provide guide-lines for mainstreaming gender throughout the project cycle for environmental management interventions. As a starting point, Table 1 provides an overview of key activities to be considered when mainstreaming gender during the formulation, implementation and evaluation of a project.
22 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Tabl
e 1.
G
ende
r mai
nstr
eam
ing
the
proj
ect c
ycle
Stag
eFo
rmul
atio
nIm
plem
enta
tion
Mon
itorin
g an
d ev
alua
tion
PURP
OSE
To fo
rmul
ate
a pr
ojec
t tha
t ana
lyse
s the
role
s and
nee
ds
of w
omen
and
men
, and
add
ress
es a
ny g
ende
r in
equa
litie
s so
that
wom
en a
nd m
en c
an e
qual
ly a
cces
s, eq
ually
par
ticip
ate
in, a
nd e
qual
ly b
ene#
t fro
m th
e re
sour
ces,
serv
ices
, cap
acity
-bui
ldin
g an
d ot
her a
ctiv
ities
o$
ered
by
the
proj
ect.
To im
plem
ent p
roje
ct a
ctiv
ities
that
ens
ure
wom
en a
nd
men
can
equ
ally
acc
ess p
roje
ct re
sour
ces a
nd se
rvic
es,
equa
lly p
artic
ipat
e in
pro
ject
act
iviti
es a
nd d
ecisi
on-
mak
ing
proc
esse
s, an
d eq
ually
ben
e#t f
rom
trai
ning
or
othe
r cap
acity
-bui
ldin
g ac
tiviti
es o
$ere
d by
the
proj
ect.
To e
nsur
e th
at w
omen
and
men
equ
ally
par
ticip
ate
in
mon
itorin
g an
d ev
alua
tion
activ
ities
and
that
dec
ision
-m
akin
g pr
oces
ses a
nd d
ata
is co
llect
ed o
n w
omen
and
m
en so
that
gen
der i
mpa
cts a
re tr
acke
d to
ass
ess i
f the
pr
ojec
t equ
ally
ben
e#ts
wom
en a
nd m
en.
KEY
ACTI
VITI
ES
Asse
ss a
nd c
ateg
orize
the
proj
ect’s
pot
entia
l to
inte
grat
e ge
nder
dim
ensio
ns a
nd c
ontri
bute
to th
e ad
vanc
emen
t of g
ende
r equ
ality
.
Colle
ct a
nd a
naly
se se
x-di
sagg
rega
ted
data
and
qu
alita
tive
info
rmat
ion
to u
nder
stan
d ro
les a
nd n
eeds
of
wom
en a
nd m
en.
Des
ign
proj
ect a
ctiv
ities
to m
eet t
he sp
eci#
c ne
eds o
f w
omen
and
men
. *E
xam
ple
activ
ity: F
or c
apac
ity-b
uild
ing
activ
ities
, en
sure
trai
ning
cur
ricul
a an
d to
ols a
re d
evel
oped
to
acco
mm
odat
e th
e di
$ere
nt e
duca
tion/
skill
leve
ls th
at
may
exi
st b
etw
een
wom
en a
nd m
en.
Inco
rpor
ate
mec
hani
sms t
o en
sure
gen
der b
alan
ced
repr
esen
tatio
n an
d pa
rtic
ipat
ion
in p
roje
ct a
ctiv
ities
an
d de
cisio
n-m
akin
g pr
oces
ses (
targ
et a
t lea
st 4
0 pe
r ce
nt o
f whi
chev
er se
x is
unde
rrepr
esen
ted)
. *E
xam
ple
activ
ity: T
arge
ted
awar
enes
s out
reac
h ac
tivity
to
incr
ease
wom
en’s
parti
cipa
tion
in p
roje
ct a
ctiv
ities
.
Dev
elop
gen
der-s
peci
#c ta
rget
s or p
erfo
rman
ce
indi
cato
rs th
at tr
ack
gend
er re
sults
and
impa
ct.
*Exa
mpl
e ta
rget
/indi
cato
r: N
umbe
r of n
atio
nal o
r re
gion
al in
dust
ry-re
late
d le
gisla
tion,
pol
icie
s, st
rate
gies
or
pla
ns th
at in
corp
orat
e a
gend
er p
ersp
ectiv
e.
Take
into
acc
ount
any
adv
erse
impa
cts o
r risk
s tha
t m
ay a
$ect
the
equa
l acc
ess t
o, e
qual
par
ticip
atio
n in
an
d/or
equ
al b
ene#
t fro
m p
roje
ct a
ctiv
ities
am
ong
wom
en a
nd m
en.
*Exa
mpl
e ac
tivity
: Iden
tify
if th
ere
are
any
cultu
ral/
relig
ious
/lega
l res
trict
ions
that
wou
ld n
ot a
llow
w
omen
or m
en to
acc
ess o
r par
ticip
ate
in p
roje
ct
activ
ities
.
If th
e pr
ojec
t is c
onsid
ered
gen
der r
elev
ant,
cond
uct
a m
ore
com
preh
ensiv
e ge
nder
ana
lysis
in th
e #e
ld
and
esta
blish
a b
asel
ine.
Ensu
re w
omen
and
men
can
equ
ally
acc
ess p
roje
ct
reso
urce
s and
serv
ices
. *E
xam
ple
activ
ity: In
clud
e ta
rget
ed tr
aini
ngs f
or
wom
en o
r men
who
nee
d to
upg
rade
thei
r ski
lls in
or
der t
o ac
cess
new
tech
nolo
gies
pro
vide
d by
the
proj
ect;
take
into
acc
ount
par
ticul
ar so
cial
or l
egal
re
stric
tions
that
may
pro
hibi
t wom
en o
r men
from
ac
cess
ing
reso
urce
s, su
ch a
s #na
nce/
cred
it.
Mak
e su
re w
omen
and
men
can
equ
ally
par
ticip
ate
in
pro
ject
act
iviti
es su
ch a
s tra
inin
gs o
r cap
acity
-bu
ildin
g ac
tiviti
es.
*Exa
mpl
e ac
tivity
: Incl
ude
spec
ial t
rans
port
atio
n or
ha
ve m
obile
trai
ning
uni
ts to
add
ress
any
secu
rity
or
dist
ance
cha
lleng
es; t
o en
hanc
e w
omen
’s pa
rtic
ipat
ion,
pro
vide
chi
ldca
re se
rvic
es a
nd/o
r, sp
eci#
cally
targ
et w
omen
net
wor
ks in
aw
aren
ess
build
ing/
outre
ach.
Rec
ruit
gend
er e
xper
t or e
nsur
e at
leas
t one
mem
ber
of th
e pr
ojec
t man
agem
ent t
eam
is k
now
ledg
eabl
e ab
out g
ende
r iss
ues a
nd g
ende
r mai
nstre
amin
g.
*Exa
mpl
e ac
tivity
: Ens
ure
proj
ect m
anag
er c
ompl
etes
ba
sic g
ende
r cou
rse
(“I K
now
Gen
der”
) on
UN
W
omen
’s eL
earn
ing
Cam
pus (
http
s://t
rain
ingc
entre
.un
wom
en.o
rg)
Eng
age
with
gen
der f
ocal
poi
nts i
n-co
untr
y (w
omen
’s gr
oups
, ass
ocia
tions
, NGO
s) a
s pro
ject
co
unte
rpar
ts a
nd/o
r as g
ende
r adv
isors
.
Colle
ct se
x di
sagg
rega
ted
data
to tr
ack
gend
er
equa
lity
resu
lts a
nd a
sses
s gen
der i
mpa
cts.
Mon
itor a
cces
s, pa
rtic
ipat
ion,
and
ben
e#ts
am
ong
wom
en a
nd m
en a
nd in
corp
orat
e re
med
ial a
ctio
n th
at re
dres
ses a
ny g
ende
r ine
qual
ities
in p
roje
ct
impl
emen
tatio
n.
Regu
larly
repo
rt o
n ho
w g
ende
r is m
ains
tream
ed a
nd
ensu
re th
at m
id-te
rm re
view
s, as
sess
men
ts, a
udits
, et
c. in
clud
e ge
nder
as a
spec
i#c
crite
ria/c
ompo
nent
.
Ensu
re g
ende
r bal
ance
in e
valu
atio
n te
am a
nd re
crui
t ge
nder
eva
luat
ion
expe
rt to
be
part
of e
valu
atio
n te
am. If
this
is no
t fea
sible
, mak
e su
re a
t lea
st o
ne
mem
ber o
f the
eva
luat
ion
team
is k
now
ledg
eabl
e ab
out g
ende
r iss
ues a
nd g
ende
r mai
nstre
amin
g.
Ensu
re w
omen
and
men
are
abl
e to
par
ticip
ate
in
mon
itorin
g an
d/or
eva
luat
ion
proc
esse
s.
*Exa
mpl
e ac
tivity
: If e
valu
atio
n ca
lls fo
r int
ervi
ews,
ensu
re th
at b
oth
wom
en a
nd m
en c
an p
artic
ipat
e,
taki
ng in
to a
ccou
nt tr
ansp
orta
tion,
lang
uage
and
tim
e re
quire
men
ts.
Inte
grat
e ge
nder
-spe
ci#c
eva
luat
ion
ques
tions
and
co
mpo
nent
s in
the
Eval
uatio
n To
Rs in
line
with
U
NID
O E
valu
atio
n Gr
oup
Guid
e fo
r int
egra
ting
gend
er so
that
the
eval
uatio
n re
port
incl
udes
an
asse
ssm
ent o
f gen
der e
qual
ity re
sults
and
impa
cts.
Iden
tify
good
pra
ctic
es a
nd le
sson
s lea
rned
on
proj
ect o
utco
mes
/out
puts
or a
ctiv
ities
that
pro
mot
e ge
nder
equ
ality
and
/or w
omen
’s em
pow
erm
ent.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 23
KEY
ACTI
VITI
ES
Ensu
re e
qual
opp
ortu
nity
for w
omen
and
men
in th
e m
anag
emen
t and
impl
emen
tatio
n ar
rang
emen
ts o
f pr
ojec
t. *E
xam
ple
activ
ity: C
reat
e te
rms o
f ref
eren
ce (T
oR) f
or
proj
ect m
anag
emen
t tha
t inc
lude
gen
der s
ensit
ivity
/re
spec
t for
div
ersit
y as
a c
ompe
tenc
y an
d/or
incl
ude
ince
ntiv
es fo
r wom
en to
app
ly.
Allo
cate
su"
cien
t #na
ncia
l res
ourc
es fo
r gen
der
equa
lity
and
wom
en’s
empo
wer
men
t act
iviti
es.
*Exa
mpl
e ac
tivity
to fu
nd: R
ecru
it ge
nder
exp
ert t
o en
sure
gen
der i
ssue
s are
add
ress
ed d
urin
g im
plem
enta
tion;
con
duct
gen
der e
qual
ity tr
aini
ng;
unde
rtak
e a
com
preh
ensiv
e ge
nder
ana
lysis
and
ba
selin
e ex
erci
se in
the
#eld
at p
roje
ct in
cept
ion.
Iden
tify
and
cons
ult w
ith w
omen
/gen
der g
roup
s, as
soci
atio
ns o
r sta
keho
lder
s on
proj
ect f
orm
ulat
ion.
Cons
ider
less
ons l
earn
ed fr
om p
revi
ous p
roje
cts w
ith
gend
er d
imen
sions
and
inte
grat
e th
em in
to p
roje
ct
form
ulat
ion
whe
re re
leva
nt.
Build
cap
acity
with
in th
e pr
ojec
t tea
m a
nd a
mon
g st
akeh
olde
rs to
ens
ure
gend
er-re
spon
sive
impl
emen
tatio
n an
d th
e co
ntin
ued
inte
grat
ion
of
a ge
nder
per
spec
tive
with
in th
e se
ctor
/are
a of
in
terv
entio
n af
ter t
he p
roje
ct e
nds.
*E
xam
ple
activ
ities
: i) In
volv
e ge
nder
foca
l poi
nt o
r ge
nder
/wom
en-fo
cuse
d gr
oups
in “t
rain
the
train
er”
prog
ram
mes
and
/or p
roje
ct m
onito
ring
activ
ities
to
ensu
re su
stai
nabi
lity.
ii) P
rovi
de g
ende
r sen
sitiza
tion
train
ing
to a
ll pr
ojec
t per
sonn
el a
nd sh
are
envi
ronm
enta
l man
agem
ent g
ende
r mai
nstre
amin
g gu
ide.
Inco
rpor
ate
a ge
nder
dim
ensio
n in
pro
ject
sta$
’s pe
rform
ance
app
raisa
ls (e
.g. b
y in
corp
orat
ing
gend
er-re
late
d ta
sks i
n pr
ojec
t sta
$’s j
ob
desc
riptio
ns).
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 25
4. GENDER MAINSTREAMING IN PROJECT FORMULATION
Environmental management projects take place in speci#c social and economic contexts where the division of labour, decision-making power, access to productive resources, such as technology and capital, and other di$erentials between women and men are embedded. This chapter will provide a number of tools, such as the gender categorization and gender analysis tool, to e$ectively mainstream gender during the project formulation phase.31
Gender categorization Projects address women’s and men’s distinct needs and vulnerabilities and utilize their capacities and skills in di$er-ent ways and to varying degrees. Depending on the type of intervention and scope of activities, some projects have
31 All tools presented in this chapter are works in progress and will be further developed as part of the ongoing gender mainstreaming e$orts in the EMB.
clear and direct gender dimensions, while others a$ect gender relations and issues indirectly or to a very limited extent only. Table 2, the gender categorization tool, pro-vides a means to categorize UNIDO’s technical cooperation projects based on their “gender relevance” and expected contribution to gender equality and/or the empowerment of women within the context of inclusive and sustainable industrial development. Overall, projects can be classi#ed into four categories: gender-targeted projects; projects with signi#cant gender dimensions; projects with limited gender dimensions; and projects with minimal gender dimensions. Assigning projects to these categories makes it easier to ensure that the respective minimum require-ments with regard to gender are ful#lled, and moreover, it helps in determining the scope and type of gender main-streaming activities that are needed to guarantee any project is—within its interventions and scope of activi-ties—as gender-responsive as possible.
26 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Tabl
e 2.
G
ende
r cat
egor
izat
ion
tool
De%
nitio
nPr
ojec
t req
uire
men
tsGENDER-TARGETED PROJECTS
This
cate
gory
incl
udes
pro
ject
s tha
t sta
te g
ende
r equ
ality
and
/or w
omen
’s em
pow
erm
ent a
s the
ir pr
inci
pal o
bjec
tive
and
all p
roje
ct c
ompo
nent
s exp
licitl
y ad
dres
s gen
der i
ssue
s tha
t hav
e be
en id
enti#
ed th
roug
h a
gend
er a
naly
sis.
This
mea
ns p
roje
cts i
n th
is ca
tego
ry:
(a)
Targ
et w
omen
or m
en w
ho h
ave
spec
ial n
eeds
, are
disa
dvan
tage
d or
su$e
r fro
m d
iscrim
inat
ion,
or
(b)
Focu
s all
activ
ities
on
build
ing
gend
er-s
peci
#c se
rvic
es/c
apac
ities
or m
ore
eq
ual r
elat
ions
bet
wee
n w
omen
and
men
(e.g
. to
be m
easu
red
by th
e de
gree
of
acc
ess t
o m
eans
of p
rodu
ctio
n an
d/or
to m
anag
emen
t pos
ition
s in
a
spec
i#c
indu
stry
).
Colle
ct a
nd u
se se
x-di
sagg
rega
ted
data
and
qua
litat
ive
info
rmat
ion
to u
nder
stan
d th
e di
$ere
nt n
eeds
, rol
es, c
halle
nges
and
opp
ortu
nitie
s of w
omen
and
men
with
in
the
proj
ect c
onte
xt a
nd to
trac
k ge
nder
impa
cts o
f the
pro
ject
(i.e
. und
erta
ke a
n in
-dep
th g
ende
r ana
lysis
)En
sure
pro
ject
obj
ectiv
e an
d ke
y re
sults
add
ress
one
or m
ore
clea
rly d
e#ne
d
gend
er is
sue(
s)D
esig
n ge
nder
-focu
sed
outp
uts a
nd a
ctiv
ities
to a
ddre
ss id
enti#
ed g
ende
r iss
ue(s
)Fo
rmul
ate
gend
er-re
spon
sive
targ
ets,
indi
cato
rs a
nd a
bas
elin
e to
mon
itor a
nd
eval
uate
gen
der e
qual
ity re
sults
Co
nsul
t and
/or i
nvol
ve w
omen
/gen
der-f
ocus
ed g
roup
s, as
soci
atio
ns o
r sta
keho
lder
s th
roug
hout
all
phas
es o
f the
pro
ject
cyc
leEn
sure
pro
ject
man
agem
ent a
nd im
plem
enta
tion
arra
ngem
ents
(i.e
. pro
ject
pe
rson
nel a
nd p
roje
ct c
omm
ittee
com
posit
ion)
are
gen
der-b
alan
ced
Ensu
re k
ey p
roje
ct p
erso
nnel
hav
e ge
nder
exp
ertis
e an
d al
l pro
ject
sta$
are
se
nsiti
zed
to g
ende
r
PROJECTS WITH SIGNIFICANT GENDER DIMENSIONS
Proj
ects
that
fall
into
this
cate
gory
are
stro
ngly
link
ed w
ith g
ende
r-rel
ated
asp
ects
an
d ar
e ex
pect
ed to
con
tribu
te si
gni#
cant
ly to
gen
der e
qual
ity a
nd/o
r wom
en’s
empo
wer
men
t. Th
ese
proj
ects
pos
sess
mul
tiple
ent
ry-p
oint
s for
gen
der
mai
nstre
amin
g ac
tiviti
es a
nd/o
r a"
rmat
ive
actio
n, b
ut d
o no
t exp
licitl
y st
ate
ge
nder
equ
ality
and
/or w
omen
’s em
pow
erm
ent a
s the
ir pr
inci
pal o
bjec
tive.
Rat
her,
gend
er e
qual
ity a
nd/o
r wom
en’s
empo
wer
men
t is a
seco
ndar
y ob
ject
ive
and
the
proj
ect h
as c
orre
spon
ding
out
puts
and
indi
cato
rs th
at m
easu
re h
ow g
ende
r equ
ality
w
ill b
e ad
vanc
ed.
Iden
tify
gend
er is
sue(
s) in
a st
and-
alon
e ge
nder
ana
lysis
Gen
der e
qual
ity a
nd/o
r wom
en’s
empo
wer
men
t is a
key
resu
lt w
ithin
a th
emat
ic
area
Ensu
re a
t lea
st 5
0 pe
r cen
t of t
he p
roje
ct o
utpu
ts h
ave
activ
ities
pro
mot
ing
gend
er
equa
lity
and/
or th
e em
pow
erm
ent o
f wom
en
Colle
ct a
nd u
se se
x-di
sagg
rega
ted
data
and
qua
litat
ive
info
rmat
ion
to u
nder
stan
d th
e di
$ere
nt n
eeds
, rol
es, c
halle
nges
and
opp
ortu
nitie
s of w
omen
and
men
with
in
the
proj
ect c
onte
xt (i
.e. g
ende
r ana
lysis
) and
to tr
ack
gend
er im
pact
s of t
he p
roje
ctD
esig
n an
d in
clud
e ou
tput
s and
act
iviti
es to
add
ress
iden
ti#ed
gen
der i
ssue
(s)
Form
ulat
e ge
nder
-resp
onsiv
e ta
rget
s, in
dica
tors
and
a b
asel
ine
to m
onito
r gen
der
equa
lity
resu
lts
Allo
cate
su"
cien
t #na
ncia
l res
ourc
es fo
r pro
pose
d ge
nder
act
iviti
esEn
sure
that
bot
h w
omen
and
men
can
pro
vide
inpu
ts to
, acc
ess a
nd p
artic
ipat
e in
pr
ojec
t act
iviti
es (t
arge
t is a
t lea
st 4
0 pe
r cen
t of w
hich
ever
sex
is un
derre
pres
ente
d)Co
nsul
t and
/or i
nvol
ve w
omen
/gen
der-f
ocus
ed g
roup
s, as
soci
atio
ns o
r sta
keho
lder
sEn
sure
that
pro
ject
man
agem
ent a
nd im
plem
enta
tion
arra
ngem
ents
(i.e
. pro
ject
pe
rson
nel a
nd p
roje
ct c
omm
ittee
com
posit
ion)
are
gen
der-b
alan
ced
Ensu
re th
at k
ey p
roje
ct p
erso
nnel
hav
e ge
nder
exp
ertis
e an
d al
l sta
$ is
sens
itize
d
to g
ende
r
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 27
PROJECTS WITH LIMITED GENDER DIMENSIONS
Proj
ects
that
fall
into
this
cate
gory
are
exp
ecte
d to
con
tribu
te to
gen
der e
qual
ity a
nd/
or w
omen
’s em
pow
erm
ent i
n a
limite
d w
ay. T
hese
pro
ject
s pos
sess
onl
y fe
w g
ende
r di
men
sions
and
ent
ry p
oint
s for
gen
der m
ains
tream
ing
activ
ities
and
/or a
"rm
ativ
e ac
tion
are
rare
. Gen
der e
qual
ity a
nd/o
r wom
en’s
empo
wer
men
t is n
ot a
n ob
ject
ive
of
the
proj
ect,
but t
he p
roje
ct st
ill a
ddre
sses
key
gen
der i
ssue
s.
Iden
tify
gend
er is
sue(
s) in
eith
er a
n en
viro
nmen
tal a
nd so
cial
impa
ct a
sses
smen
t or
in st
and-
alon
e ge
nder
ana
lysis
Ensu
re a
t lea
st 2
0 pe
r cen
t of t
he p
roje
ct o
utpu
ts h
ave
clea
rly id
enti#
ed a
ctiv
ities
pr
omot
ing
gend
er e
qual
ity a
nd/o
r the
em
pow
erm
ent o
f wom
en, in
clud
ing
gend
er-re
spon
sive
indi
cato
rs a
nd a
cor
resp
ondi
ng b
udge
t or a
t lea
st o
ne in
dica
tor
in e
ach
proj
ect o
utpu
t ref
ers t
o ge
nder
in so
me
way
.D
esig
n an
d in
clud
e ou
tput
s and
act
iviti
es to
add
ress
the
iden
ti#ed
gen
der i
ssue
(s)
Form
ulat
e ge
nder
-resp
onsiv
e ta
rget
s, in
dica
tors
and
a b
asel
ine
to m
onito
r gen
der
resu
ltsAl
loca
te su
"ci
ent #
nanc
ial r
esou
rces
for t
he g
ende
r com
pone
nts o
f the
pro
ject
En
sure
that
bot
h w
omen
and
men
can
pro
vide
inpu
ts, a
cces
s and
par
ticip
ate
in
proj
ect a
ctiv
ities
(tar
get i
s at l
east
40
per c
ent o
f whi
chev
er se
x is
unde
rrepr
esen
ted)
Cons
ult a
nd/o
r inv
olve
wom
en/g
ende
r-foc
used
gro
ups,
asso
ciat
ions
or s
take
hold
ers
Ensu
re p
roje
ct m
anag
emen
t and
impl
emen
tatio
n ar
rang
emen
ts (i
.e. p
roje
ct
pers
onne
l and
pro
ject
com
mitt
ee c
ompo
sitio
n) a
re g
ende
r-bal
ance
d En
sure
key
pro
ject
per
sonn
el h
ave
gend
er e
xper
tise
and
proj
ect s
ta$
are
gend
er-
sens
itize
d
PROJECTS WITH MINIMAL GENDER DIMENSIONS
This
cate
gory
incl
udes
pro
ject
s tha
t hav
e no
visi
ble
pote
ntia
l to
cont
ribut
e to
gen
der
equa
lity
and/
or w
omen
’s em
pow
erm
ent.
Wom
en a
nd m
en a
re n
ot e
xpec
ted
to b
e a$
ecte
d di
$ere
ntly
by
the
proj
ect (
in te
rms o
f the
ir rig
hts,
need
s, ro
les,
oppo
rtun
ities
, et
c.), a
nd th
ere
are
hard
ly a
ny e
ntry
poi
nts f
or g
ende
r mai
nstre
amin
g ac
tiviti
es a
nd/o
r a"
rmat
ive
actio
n.
Incl
ude
a de
scrip
tion
of w
hy th
e pr
ojec
t is n
ot e
xpec
ted
to c
ontri
bute
not
icea
bly
to
gend
er e
qual
ity a
nd/o
r wom
en’s
empo
wer
men
t. Fo
r exa
mpl
e, th
e pr
ojec
t doe
s not
ha
ve d
irect
con
tact
with
com
mun
ities
or t
he p
roje
ct d
oes n
ot d
irect
ly a
$ect
or
dete
rmin
e th
e us
e of
reso
urce
s, go
ods o
r ser
vice
s acc
esse
d by
wom
en a
nd m
en
Ensu
re p
roje
ct m
anag
emen
t and
impl
emen
tatio
n ar
rang
emen
ts re
spec
t the
pr
inci
ples
of g
ende
r equ
ality
and
equ
al o
ppor
tuni
ties (
i.e. p
roje
ct p
erso
nnel
and
pr
ojec
t com
mitt
ee c
ompo
sitio
ns a
re g
ende
r-bal
ance
d)
Ensu
re b
oth
wom
en a
nd m
en c
an p
rovi
de in
puts
, acc
ess a
nd p
artic
ipat
e in
pro
ject
ac
tiviti
es w
ithin
thei
r lim
ited
scop
e
28 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Gender analysisA gender analysis examines the di$erent roles, rights, needs, concerns, and opportunities of women and men, boys and girls, and the relations between them in a given context. Furthermore, a gender analysis helps in identifying entry points and determining the most e$ec-tive strategies in a particular context that will support gender equality and the empowerment of women. It is a practical tool that is used to inform policies and pro-grammes, as well as to identify opportunities for promoting gender equality and women’s empowerment in technical cooperation projects.
Once it has been determined that gender plays a role in the planned intervention, a gender analysis should be undertaken. Ideally, a gender expert who is knowledgeable about the regional and contextual background of the inter-vention undertakes the gender analysis.32 If, however, resources are limited, project managers can also undertake
32 Examples for Terms of Reference, including the speci#c tasks and quali#cations of the gender experts, are presented in annex I and II; more detailed information on gender analysis at the regional/country level and the sectoral level is presented in annex III and IV, respectively.
a gender analysis with support from the appropriate tools and guidance presented in the following sections.
Collection of informationThe collection of quantitative and qualitative sex- disaggregated data is core to the gender analysis. Potential tools to collect such data include literature reviews, inter-views, focus group discussions, surveys, consultations, and community and social mappings. Furthermore, already exist-ing data and information, such as those produced by recently undertaken assessments or surveys, as well as statistics avail-able through databases, can support the analysis.
Table 3 provides a set of questions to be considered as part of the gender analysis. While this set of questions is not exclusive, it touches upon the key dimensions to be looked at throughout the process, such as decision-making power, access to resources, knowledge and the labour market, as well as the bene#ts of interventions. The questions in the second column of the #gure are broad and provide overall guidance that is applicable to all projects and sectors. The questions in the third column are more speci#c to environ-mental management interventions.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 29
Table 3. Gender analysis questions
General questions applicable to all sectors/projects
Questions speci%c to the environmental management sector/projects
What is the context?
What is the legal status of women in the country of intervention? What are the gender norms and values? What are the training and education levels of women and men? What are commonly held beliefs, perceptions and stereotypes in relation to gender?
What is the share of women and men enrolled in STEM #elds? Do women and men have equal access to the sectoral labour market? Are there any barriers that impede women’s or men’s engagement in the sector? Do environmental and industrial policies include a provision on gen-der equality and women’s empowerment in the sectors? Are there sector policies supporting or causing gender inequalities?
Who does what?
What is the division of labour among women and men? What is the situation of women and men in the speci#c sector of intervention? What is the share of women and men in the formal/informal economy? Who manages the household? Who takes responsibility for the care of children and the elderly?
Are women and men involved in the design and transfer of ESTs? Have both women’s and men’s views about technology options and design fea-tures been taken into account? What is the share of women and men in the sectoral labour market? What positions do women and men predominantly have in the sector in terms of hierarchy?
Who has what?
Do women and men have equal access to resources including #nance, technologies, information and services (at national, sectoral and local level)? Who has control over these resources? Do women and men equally bene#t from these resources? Do women and men have equal access to educa-tion, technical knowledge, and/or skill upgrading?
Do women and men have the right to own/ control land (and other relevant resources)? Do women and men have (equal) access to credit? How many small and medium enterprises are owned or managed by women and men in the sector? Are there wage gaps between women and men? Do women and men have (equal) access to environmentally sound technologies? Do women and men have (equal) access to infor-mation and capacity-building in STEM #elds or related to environmental management?
Who decides?
Who participates in the decision-making in the household, the public sector, and at corporate level? Are the bargaining positions of women and men di$erent? Are women involved in making economic decisions? Is there an equal participation of women and men in the political sphere? Who has political in'uence?
What is the share of women and men in leader-ship positions in industry (e.g. in small and medium enterprises)? Are women and men equally represented at global, regional and national environmental conferences and events? Are gender focal points or organisations working on gender equality and women’s empowerment consulted in project/sector-related planning and decision-making?
30 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Analysis of informationThe data and information collected from the above sug-gested questions serve to identify the potential of the proj-ect to a$ect the conditions and opportunities of women and men in general, and those at a disadvantage in particular. The analysis of data from a gender perspective will also help to determine the following:
Can women and men be addressed by the project in the same way without the risk of worsening existing gender gaps?What are the risks and consequences of (not) main-streaming gender in the project?Which project activities may be considered “gender-neutral” and which ones require speci#c action to be more gender-responsive?Which aspects (e.g. access to training, mobility, workload, others) must be taken into account to establish project goals, indicators and activities that will promote gender equality?Which supporting tools, expertise and/or alliances are necessary to meet gender equality goals in the project?
Integration of %ndingsThe results of the gender analysis should be integrated into the project in a relevant and meaningful way and be considered throughout the stages of the project cycle: formulation, implementation, and monitoring and evalua-tion. In each of these stages, it is important to keep a “gender lens” in mind and to identify ways in which the project can:
Address any gender inequalities real or potential within the scope of the project Ensure the needs and vulnerabilities of women and men are addressed in project activitiesEnsure women’s and men’s distinct capacities and skills are considered and utilizedEnsure women and men have equal access to project resources, services, capacity-building Ensure equal participation of women and men in both the project management arrangements and as bene#ciaries, partners and key stakeholders of the projectEnsure equal voice among women and men in the decision-making processes of the project
General questions applicable to all sectors/projects
Questions speci%c to the environmental management sector/projects
Who bene#ts?
Where are the opportunities or entry points to ensure equal participation and bene#ts? Does the project address the di$erent needs and priorities of women and men? Will the services and technolo-gies provided by the project be available and accessible to both women and men? Does the project recognize the distinct vulnerabilities of women and men (e.g. health vulnerabilities) and develop speci#c response strategies for each target group?
Will women’s workloads increase/decrease as a result of innovation and changes in technology, and, if their workload is decreased, will this involve a loss of income? Does the project provide space to relieve women’s and men’s workloads in their speci#c productive/processing roles through new technologies? Are provisions in place that support women in combining their family care tasks (e.g. child care options, safe and a$ordable transport, 'exible working hours)? Is gender a requirement in project-related recruitment processes (gender balance as well as gender competence of sta$ )? Do the trainings and capacity-building initiatives of the project take into account the needs of women and men (e.g. time or mobility restrictions)?
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 31
Ensure women and men equally bene#t from the trainings and all other services o$ered by the projectCollect and analyse sex-disaggregated data and qualitative information to monitor and evaluate the real gender impacts of the project Ensure coordination among key development actors to further enhance gender mainstreaming and promote gender equality and/or the empowerment of women
The following sections provide more in-depth guidance on how to integrate the #ndings from the gender analysis into projects in a meaningful way.
Mapping of potential partners and stakeholders One key way to integrate a gender perspective into projects is during stakeholder mappings. Among the key stakeholders that could be involved throughout the process are gender focal points of the relevant national ministries (e.g. industry, labour, trade), industry associa-tions, labour organizations, laboratories, universities, NGOs, civil society organizations, etc. Additionally, if a strong gender imbalance exists among the project stakeholders, measures to involve more of the underrepresented gender —be it men or women—and raise awareness among them may be needed. This is a question of accountability and credibility.
Formulation of gender outcomes, outputs and indicators As part of gender mainstreaming during the project cycle, a project should also consider formulating and integrating speci#c gender equality and women’s empowerment out-comes, outputs and indicators to the project in order to enhance gender results.
A project with explicit gender components enables better monitoring and tracking of the progress of gender activities. It also can o$er a better gauge on if and to what extent project activities contribute to the advancement of gender equality and the empowerment of women.
The matrix in Table 4 provides potential gender out-comes, outputs and indicators related to environmental management interventions to be considered during project formulation.
Monitoring and evaluation planCentral to a gender-responsive monitoring and evaluation plan is the identi#cation and inclusion of women-speci#c targets and sex-disaggregated performance indicators. Women-speci#c targets and gender-responsive indicators
KEY QUESTIONS TO CONSIDER WHEN MAPPING POTENTIAL PARTNERS AND STAKEHOLDERS
Do key stakeholders include individuals or groups with a gender perspective (e.g. ministries of women and/or social a$airs, a committee or membership organization related to promoting gender equality, women’s rights or the empowerment of women)?
Is there a balanced gender representation among key stakeholders?
Is there at least one stakeholder who has the necessary skills and expertise to provide gender mainstreaming inputs?
Are stakeholders willing to ensure equal participation of both women and men during the implementation?
TO FURTHER IDENTIFY ENTRY POINTS FOR INTEGRATING GENDER DIMENSIONS INTO YOUR PROJECT, CONSIDER THE FOLLOWING:
How will women and men be targeted and reached?
Are there any women’s groups, associations or NGOs in the country that the project can partner with?
Is the project responding to gender-di$erentiated patterns of division of labour, wage gaps, etc.?
How will the activities and services of the project bene#t women and men?
Is the project likely to have adverse e$ects on women or men?
How will the project a$ect relations between women and men?
How will the project ensure women and men have equal access to the opportunities and services that the project provides?
How can the project ensure and enhance women’s participation in the activities or services provided?
32 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
are essential tools to track progress and impact of the gen-der results of a particular intervention over time.
Gender-responsive indicators should not be super#cial, but add value and provide information about the underlying questions of the project; that is, whether conditions for women and men are really changing in terms of access to resources, economic security, political power, social status, etc. Therefore, it is good practice to review all indicators of the project (from development objective to output/activity levels) and to identify whether each indicator lends itself to sex-disaggregation. Reviewing what the indicator aims to measure, both for women and men, is also useful.
Gender-responsive indicators should identify whether the situation has changed and how or whether the project has contributed to gender equality and economic empow-erment or has perpetuated or even increased existing inequalities. Such indicators can be formulated to be quanti-tative (e.g. monitoring sex-disaggregated data by level of poverty or participation) or qualitative (e.g. monitoring changes in attitude, perception or levels of empowerment).
Figure 1 presents a matrix for measuring women’s eco-nomic empowerment from the International Centre for Research on Women (ICRW), which uses sample indicators to show di$erent stages at which results can be measured. These
stages range from project outputs and immediate outcomes to intermediate and longer term impacts. Determining which stage to measure depends on what is feasible to measure given the project’s resources, expected impact and timeframe.
The framework emphasizes the importance of not focus-ing exclusively on impact indicators in developing monitoring and evaluation (M&E) plans. It is equally important to prioritize the measurement of process, output and outcome indicators, such as women’s participation in the project and which women participated. All projects should measure basic pro-cess outputs and outcomes. These indicators can provide initial assessments of whether a project is on the right track and whether it is engaging women as intended. They are usu-ally more straightforward to measure than indicators of deeper or longer-term impact. According to ICRW, not all indi-cators can or should be measured at the highest level and often it is not realistic to expect to be able to measure the deepest, long-term impact within the project’s time frame.33
Table 4 provides suggested indicators for environmental management interventions.
33 ICRW, Understanding and Measuring Women’s Economic Empowerment, 2011. Available at: http://www.icrw.org/publications/understanding-and-measuring-womens-economic-empowerment
PROJECT
ECONOMIC ADVANCEMENTPOWER AND AGENCY
OUTPUT
OUTCOME
IMPACT
Women’s participation
in activities
Increased self-e!cacy
Increasedbargaining
powerImproved
livelihood
Increased pro"t
Increased control
of household resources
Increased "nancial
independence
New skills
Changes inbusiness
practiceAbility
to make decisions
Access to new markets
Women’s participation
in activities
Figure I. Measuring women’s economic empowerment
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 33
Tabl
e 4.
G
ende
r ind
icat
or fr
amew
ork
for m
onito
ring
gend
er-re
late
d im
pact
s
Type
of
inte
rven
tion
Out
puts
and
act
iviti
esPo
ssib
le G
EEW
out
puts
Poss
ible
GEE
W in
dica
tors
Indi
cativ
e G
EEW
out
com
es
GLO
BAL
Supp
ort g
loba
l pol
icy
and
depl
oym
ent f
ram
ewor
ks su
ch a
s th
e Gr
een
Indu
stry
Pla
tform
, the
Gl
obal
Net
wor
k fo
r Res
ourc
e E"
cien
t and
Cle
aner
Pro
duct
ion
(REC
Pnet
), th
e Pa
rtne
rshi
p fo
r Ac
tion
on G
reen
Eco
nom
y (P
AGE)
, W
IPO
gre
en a
nd th
e Cl
imat
e Te
chno
logy
Cen
tre a
nd N
etw
ork
(CTC
N)
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
of p
olic
y an
d de
ploy
men
t fra
mew
orks
, are
un
dert
aken
(inc
ludi
ng c
olle
ctio
n of
se
x-di
sagg
rega
ted
data
)Po
licym
aker
s rec
eive
d ap
prop
riate
tra
inin
g on
gen
der i
mpl
icat
ions
of
glob
al p
olic
y an
d de
ploy
men
t fra
mew
orks
Asso
ciat
ions
and
net
wor
ks fo
cusin
g on
GEE
W a
re in
clud
ed in
pol
icy
cons
ulta
tions
Gen
der i
s mai
nstre
amed
in a
ny
cont
ent o
f onl
ine
plat
form
s and
sp
eci#
c in
form
atio
n on
gen
der i
s m
ade
avai
labl
e G
ende
r is m
ains
tream
ed in
glo
bal
polic
y an
d de
ploy
men
t fra
mew
orks
Gen
der p
arity
and
gen
der
cons
ider
atio
ns a
re a
n in
tegr
al p
art o
f re
crui
tmen
t pro
cess
es (e
.g. s
peci
#c
enco
urag
emen
t of w
omen
to a
pply
, jo
b ad
vert
isem
ents
circ
ulat
ed w
idel
y an
d th
roug
h ch
anne
ls ac
cess
ible
for
wom
en a
nd m
en, g
ende
r as a
re
quire
d co
mpe
tenc
y in
ToRs
, in
terv
iew
que
stio
n on
gen
der)
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
N
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. tra
inin
gs, w
orks
hops
, sid
e ev
ents
, th
emat
ic w
orki
ng lu
nche
s)Pe
rcen
tage
of p
olic
y de
cisio
ns in
whi
ch
asso
ciat
ions
and
net
wor
ks fo
cusin
g on
GE
EW h
ave
been
con
sulte
dN
umbe
r of g
ende
r-spe
ci#c
con
tent
po
sted
thro
ugh
onlin
e-pl
atfo
rms (
e.g.
up
load
s/lin
ks to
gen
der p
ublic
atio
ns,
refe
renc
es to
gen
der n
etw
orks
, an
noun
cem
ent o
f gen
der e
vent
s)N
umbe
r of g
ende
r-ref
eren
ces i
nclu
ded
in p
olic
y an
d de
ploy
men
t fra
mew
orks
Perc
enta
ge o
f wom
en a
nd m
en
repr
esen
ted
in p
olic
ymak
ing
orga
ns/
stru
ctur
esN
umbe
r of s
peci
#c m
easu
res
unde
rtak
en to
recr
uit w
omen
Glob
al p
olic
y an
d de
ploy
men
t fra
mew
orks
ach
ieve
bet
ter i
mpa
ct a
s w
omen
and
men
con
tribu
te a
nd b
ene#
t m
ore
equa
lly fr
om in
terv
entio
nsW
omen
and
men
are
reco
gnize
d as
im
porta
nt a
ctor
s and
are
mor
e eq
ually
re
pres
ente
d in
glo
bal le
ader
ship
and
de
cisio
n-m
akin
g po
sitio
nsVi
sibilit
y an
d un
ders
tand
ing
of
gend
er-s
peci#
c ne
eds a
nd p
riorit
ies
rela
ted
to e
nviro
nmen
tal m
anag
emen
t is
incr
ease
d
Prom
ote
Gree
n In
dust
ry (G
I) en
trepr
eneu
rshi
p an
d in
nova
tion
thro
ugh
awar
ds (s
uch
as C
P Aw
ard,
Glo
bal C
L Aw
ard,
SEE
D
Gen
der E
qual
ity A
war
d)
SEED
aw
ard
is w
idel
y pr
omot
ed a
nd
suita
ble
win
ner s
elec
ted
Spec
i#c
prov
ision
s are
mad
e to
en
cour
age
wom
en to
app
ly fo
r GI
awar
ds
Gen
der c
onsid
erat
ions
are
an
inte
gral
pa
rt o
f the
ass
essm
ent c
riter
ia o
f GI
awar
ds a
pplic
atio
ns
Num
ber o
f app
licat
ions
rece
ived
for
SEED
aw
ard
Perc
enta
ge o
f wom
en a
nd m
en
appl
ying
for a
war
dsPe
rcen
tage
of w
omen
and
men
w
inni
ng a
war
dsN
umbe
r of g
ende
r-ref
eren
ces i
n ap
plic
atio
ns re
ceiv
ed fo
r aw
ards
Num
ber o
f gen
der-r
efer
ence
s in
awar
d-w
inni
ng in
itiat
ives
An e
nviro
nmen
t is c
reat
ed th
at e
nabl
es
wom
en a
nd m
en to
par
ticip
ate
in G
I aw
ard
com
petit
ion
and
be fe
atur
ed a
s ch
ampi
ons
Initi
ative
s tha
t win
GI a
war
ds a
re
gend
er-s
ensit
ive a
nd se
rve
as g
ood
prac
tice
exam
ples
34 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Type
of
inte
rven
tion
Out
puts
and
act
iviti
esPo
ssib
le G
EEW
out
puts
Poss
ible
GEE
W in
dica
tors
Indi
cativ
e G
EEW
out
com
es
GLO
BAL
Dev
elop
regi
onal
and
nat
iona
l Gr
een
Indu
stry
(GI)
stra
tegi
es to
pr
omot
e in
dust
rial d
evel
opm
ent
that
is e
cono
mic
ally
via
ble,
en
viro
nmen
tally
soun
d an
d so
cial
ly in
clus
ive
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
of G
I st
rate
gies
, are
und
erta
ken
(incl
udin
g co
llect
ion
of se
x-di
sagg
rega
ted
data
)Po
licym
aker
s rec
eive
app
ropr
iate
tra
inin
g on
gen
der i
mpl
icat
ions
of G
I st
rate
gies
Asso
ciat
ions
and
net
wor
ks fo
cusin
g on
GE
EW a
re in
clud
ed in
dev
elop
men
t of
GI st
rate
gies
Gen
der i
s mai
nstre
amed
in G
I st
rate
gies
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
N
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. tra
inin
gs, w
orks
hops
, sid
e ev
ents
, th
emat
ic w
orki
ng lu
nche
s)Pe
rcen
tage
of t
ime
dedi
cate
d to
ge
nder
in G
I stra
tegy
dev
elop
men
t pr
oces
ses
Perc
enta
ge o
f GI s
trate
gy d
evel
opm
ent
proc
esse
s in
whi
ch a
ssoc
iatio
ns a
nd
netw
orks
focu
sing
on G
EEW
hav
e be
en
cons
ulte
dN
umbe
r of g
ende
r-ref
eren
ces i
nclu
ded
in G
I stra
tegi
es
GI st
rate
gies
ach
ieve
bet
ter i
mpa
ct
as w
omen
and
men
con
tribu
te a
nd
bene
#t m
ore
equa
lly fr
om
inte
rven
tions
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to G
I is i
ncre
ased
Org
anize
, par
ticip
ate
in a
nd
cont
ribut
e to
glo
bal c
onfe
renc
es
to ra
ise a
war
enes
s, pr
omot
e pa
rtne
rshi
p an
d di
ssem
inat
e in
form
atio
n
Stak
ehol
ders
invo
lved
in g
loba
l co
nfer
ence
s are
gen
der-s
ensit
ized
and
awar
e of
the
bene
#ts o
f gen
der
mai
nstre
amin
g As
soci
atio
ns a
nd n
etw
orks
focu
sing
on
GEEW
are
incl
uded
in g
loba
l co
nfer
ence
s Pr
ovisi
ons a
re m
ade
tow
ards
gre
ater
ge
nder
par
ity a
t glo
bal c
onfe
renc
es
(e.g
. invi
tatio
n of
wom
en sp
eake
rs/
pane
llist
s, en
cour
agem
ent o
f de
lega
tions
to se
nd w
omen
)G
ende
r is m
ains
tream
ed in
info
rmat
ion
mat
eria
l (e.
g. d
edic
ated
gen
der
sect
ions
, sex
-disa
ggre
gate
d da
ta,
info
rmat
ion
on g
ende
r-di$
eren
tiate
d im
pact
s, ill
ustra
tions
of w
omen
an
d m
en)
Spec
i#c
part
ners
hips
with
or
gani
zatio
ns w
orki
ng o
n GE
EW a
re
esta
blish
ed a
nd in
form
atio
n m
ater
ial
prep
ared
is d
issem
inat
ed th
roug
h th
ese
chan
nels
(e.g
. GGC
A ne
twor
k, Kn
owle
dge
Gat
eway
on
Wom
en’s
Econ
omic
Em
pow
erm
ent,
etc.)
Num
ber o
f gen
der-s
peci
#c e
vent
s hel
d (e
.g. t
rain
ings
, wor
ksho
ps, s
ide
even
ts,
them
atic
wor
king
lunc
hes)
Perc
enta
ge o
f tim
e de
dica
ted
to
gend
er d
urin
g gl
obal
con
fere
nces
Pe
rcen
tage
of g
loba
l con
fere
nces
in
whi
ch a
ssoc
iatio
ns a
nd n
etw
orks
fo
cusin
g on
GEE
W h
ave
part
icip
ated
Pe
rcen
tage
of w
omen
and
men
pa
rtic
ipat
ing
at g
loba
l con
fere
nces
Pe
rcen
tage
of w
omen
and
men
pr
esen
ting/
spea
king
at g
loba
l co
nfer
ence
sIn
form
atio
n m
ater
ial i
s gen
der-s
ensit
ive
(yes
/no)
Perc
enta
ge o
f inf
orm
atio
n m
ater
ial
diss
emin
ated
thro
ugh
spec
i#c
chan
nels
dedi
cate
d to
GEE
W
Wom
en a
nd m
en a
re re
cogn
ized
as
impo
rtan
t act
ors a
nd a
re m
ore
equa
lly
repr
esen
ted
at g
loba
l con
fere
nces
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to e
nviro
nmen
tal m
anag
emen
t is
incr
ease
dAd
ditio
nal G
EEW
-env
ironm
enta
l m
anag
emen
t ini
tiativ
es a
t var
ious
le
vels
are
supp
orte
d as
a w
ider
and
m
ore
dive
rse
audi
ence
has
acc
ess t
o an
d be
ne#t
s fro
m th
e kn
owle
dge
and
info
rmat
ion
gene
rate
d
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 35
GLO
BAL
Dev
elop
and
diss
emin
ate
publ
icat
ions
of b
est p
ract
ices
, le
sson
s lea
rned
and
rese
arch
#n
ding
s
Gen
der i
s mai
nstre
amed
in k
now
ledg
e pr
oduc
ts/m
ater
ial d
evel
oped
(e.g
. de
dica
ted
gend
er se
ctio
ns, s
ex-
disa
ggre
gate
d da
ta, in
form
atio
n on
ge
nder
-di$
eren
tiate
d im
pact
s, ill
ustra
tions
of w
omen
and
men
) Sp
eci#
c kn
owle
dge
prod
ucts
/mat
eria
l on
gen
der d
evel
oped
, incl
udin
g a
‘bus
ines
s cas
e’ fo
r gen
der
mai
nstre
amin
g G
ende
r-rel
ated
rese
arch
/evi
denc
e an
d se
x-di
sagg
rega
ted
data
is c
olle
cted
and
pr
oces
sed
(e.g
. in fo
rm o
f cas
e st
udie
s, st
atist
ics)
Spec
i#c
part
ners
hips
with
or
gani
zatio
ns w
orki
ng o
n GE
EW a
re
esta
blish
ed a
nd k
now
ledg
e m
ater
ial
prep
ared
is d
issem
inat
ed th
roug
h th
ese
chan
nels
(e.g
. GGC
A ne
twor
k, Kn
owle
dge
Gat
eway
on
Wom
en’s
Econ
omic
Em
pow
erm
ent,
etc.)
Know
ledg
e pr
oduc
ts a
re g
ende
r-se
nsiti
ve (y
es/n
o)N
umbe
r of g
ende
r-spe
ci#c
kno
wle
dge
mat
eria
ls de
velo
ped
Evid
ence
/less
ons l
earn
ed c
olle
cted
and
‘b
usin
ess c
ase’
deve
lope
d on
gen
der
mai
nstre
amin
g (y
es/n
o)Re
sear
ch/e
vide
nce
and
sex-
disa
ggre
gate
d da
ta c
olle
cted
and
pr
oces
sed
(yes
/no)
Perc
enta
ge o
f kno
wle
dge
mat
eria
l di
ssem
inat
ed th
roug
h sp
eci#
c ch
anne
ls fo
cusin
g on
GEE
W
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to G
I is i
ncre
ased
Addi
tiona
l GEE
W-e
nviro
nmen
tal
man
agem
ent i
nitia
tives
at v
ario
us
leve
ls ar
e su
ppor
ted
as a
wid
er a
nd
mor
e di
vers
e au
dien
ce h
as a
cces
s to
and
bene
#ts f
rom
the
know
ledg
e an
d in
form
atio
n ge
nera
ted
WAT
ER
MAN
AGEM
ENT
Stre
ngth
en th
e ca
paci
ty o
f pub
lic
and
priv
ate-
sect
or su
ppor
t in
stitu
tions
to a
ssist
SM
Es to
in
crea
se th
eir w
ater
pro
duct
ivity
th
roug
h re
duce
d w
ater
w
ithdr
awal
s, in
crea
sed
wat
er u
se
e"ci
ency
, and
incr
ease
d w
ater
re
use
and
recy
clin
g
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
of w
ater
pr
oduc
tivity
-rela
ted
polic
ies a
nd
tech
nolo
gies
, are
und
erta
ken
(incl
udin
g co
llect
ion
of se
x-di
sagg
rega
ted
data
)Ge
nder
is a
n in
tegr
al p
art o
f any
ca
paci
ty-b
uild
ing
prov
ided
; whe
re
need
ed sp
eci#
c ev
ents
on
gend
er a
re
held
(e.g
. wor
ksho
ps, t
rain
ings
, brie
#ngs
)Ge
nder
is m
ainst
ream
ed in
train
ing
mat
erial
s use
d (e
.g. d
edica
ted
gend
er
sect
ions
, sex
-disa
ggre
gate
d da
ta,
info
rmat
ion
on g
ende
r-di$
eren
tiate
d im
pact
s, illu
stra
tions
of w
omen
and
men
) As
soci
atio
ns a
nd n
etw
orks
focu
sing
on
GEEW
are
incl
uded
in c
apac
ity-b
uild
ing
initi
ativ
es
A ge
nder
cha
rter i
s dev
elop
ed fo
r su
ppor
t ins
titut
ions
(see
ann
ex V
)
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
N
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. tra
inin
gs, w
orks
hops
, sid
e ev
ents
, th
emat
ic w
orki
ng lu
nche
s)Pe
rcen
tage
of t
ime
dedi
cate
d to
ge
nder
dur
ing
capa
city
-bui
ldin
g in
itiat
ives
Pe
rcen
tage
of w
omen
and
men
pa
rtic
ipat
ing
in c
apac
ity-b
uild
ing
initi
ativ
es
Perc
enta
ge o
f wom
en a
nd m
en
pres
entin
g at
cap
acity
-bui
ldin
g in
itiat
ives
Trai
ning
mat
eria
l is g
ende
r-sen
sitiv
e (y
es/n
o)
Perc
enta
ge o
f cap
acity
-bui
ldin
g in
itiat
ives
in w
hich
ass
ocia
tions
and
ne
twor
ks fo
cusin
g on
GEE
W h
ave
part
icip
ated
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to w
ater
pro
duct
ivity
is
incr
ease
dTe
chni
cal s
olut
ions
app
lied
achi
eve
bette
r im
pact
s as w
omen
’s an
d m
en’s
need
s and
prio
ritie
s, as
wel
l as
know
ledg
e an
d sk
ills,
are
cons
ider
ed
to a
n in
crea
sed
exte
nt
36 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Type
of
inte
rven
tion
Out
puts
and
act
iviti
esPo
ssib
le G
EEW
out
puts
Poss
ible
GEE
W in
dica
tors
Indi
cativ
e G
EEW
out
com
es
WAT
ER
MAN
AGEM
ENT
Stre
ngth
en th
e ca
paci
ty o
f pub
lic
and
priv
ate-
sect
or su
ppor
t in
stitu
tions
to a
ssist
SM
Es to
m
inim
ize th
eir w
ater
pol
lutio
n di
scha
rges
thro
ugh
the
appl
icat
ion
of th
e U
NID
O Tr
ansfe
r of
Env
ironm
enta
lly S
ound
Te
chno
logi
es (T
EST)
met
hodo
logy
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
rela
ted
to
wat
er p
ollu
tion
disc
harg
es, a
re
unde
rtak
en (i
nclu
ding
col
lect
ion
of
sex-
disa
ggre
gate
d da
ta)
Gend
er is
an
inte
gral
par
t of a
ny
capa
city
-bui
ldin
g pr
ovid
ed; w
here
ne
eded
, spe
ci#c
eve
nts o
n ge
nder
are
he
ld (e
.g. w
orks
hops
, tra
inin
gs, b
rie#n
gs)
Gen
der i
s mai
nstre
amed
in tr
aini
ng
mat
eria
ls us
ed fo
r cap
acity
-bui
ldin
g of
st
akeh
olde
rs (e
.g. d
edic
ated
gen
der
sect
ions
, sex
-disa
ggre
gate
d da
ta,
info
rmat
ion
on g
ende
r-di$
eren
tiate
d im
pact
s, illu
stra
tions
of w
omen
and
men
) As
soci
atio
ns a
nd n
etw
orks
focu
sing
on
GEEW
are
incl
uded
in c
apac
ity-b
uild
ing
initi
ativ
es (e
.g. w
orks
hops
, tra
inin
gs)
A ge
nder
cha
rter i
s dev
elop
ed fo
r su
ppor
t ins
titut
ions
(see
ann
ex V
)
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
N
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. tra
inin
gs, w
orks
hops
, sid
e ev
ents
, th
emat
ic w
orki
ng lu
nche
s)Pe
rcen
tage
of t
ime
dedi
cate
d to
ge
nder
dur
ing
capa
city
-bui
ldin
g in
itiat
ives
Pe
rcen
tage
of w
omen
and
men
pa
rtic
ipat
ing
in c
apac
ity-b
uild
ing
initi
ativ
es
Perc
enta
ge o
f wom
en a
nd m
en
pres
entin
g at
cap
acity
-bui
ldin
g in
itiat
ives
Trai
ning
mat
eria
l is g
ende
r-sen
sitiv
e (y
es/n
o)
Perc
enta
ge o
f cap
acity
-bui
ldin
g in
itiat
ives
in w
hich
ass
ocia
tions
and
ne
twor
ks fo
cusin
g on
GEE
W h
ave
part
icip
ated
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to w
ater
pol
lutio
n is
incr
ease
dTe
chni
cal s
olut
ions
app
lied
achi
eve
bette
r im
pact
s as w
omen
’s an
d m
en’s
need
s and
prio
ritie
s, as
wel
l as
know
ledg
e an
d sk
ills,
are
cons
ider
ed
to a
n in
crea
sed
exte
nt
Assis
t in
the
crea
tion
of th
e ne
cess
ary
polic
y en
viro
nmen
t for
th
e ap
plic
atio
n of
the
ecos
yste
m
appr
oach
to th
e m
anag
emen
t and
su
stai
nabl
e us
e of
wat
er re
sour
ces
from
rive
r bas
ins a
nd c
oast
al a
nd
mar
ine
area
s, in
clud
ing
larg
e m
arin
e ec
osys
tem
s
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
rela
ted
to
sust
aina
ble
use
of w
ater
reso
urce
s, ar
e un
dert
aken
(inc
ludi
ng c
olle
ctio
n of
se
x-di
sagg
rega
ted
data
)Ge
nder
is a
n in
tegr
al p
art o
f any
ca
paci
ty-b
uild
ing
prov
ided
; whe
re
need
ed sp
eci#
c ev
ents
on
gend
er a
re
held
(e.g
. wor
ksho
ps, t
rain
ings
, brie
#ngs
)Ge
nder
is m
ainst
ream
ed in
train
ing
mat
erial
s use
d fo
r cap
acity
-bui
ldin
g of
st
akeh
olde
rs (e
.g. d
edica
ted
gend
er
sect
ions
, sex
-disa
ggre
gate
d da
ta,
info
rmat
ion
on g
ende
r-di$
eren
tiate
d im
pact
s, illu
stra
tions
of w
omen
and
men
) As
soci
atio
ns a
nd n
etw
orks
focu
sing
on
GEEW
are
incl
uded
in c
apac
ity-b
uild
ing
initi
ativ
es (e
.g. w
orks
hops
, tra
inin
gs)
Spec
i#c
know
ledg
e pr
oduc
t on
gend
er
and
sust
aina
ble
use
of w
ater
reso
urce
s is
deve
lope
dG
ende
r is m
ains
tream
ed in
any
pol
icie
s de
velo
ped
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
N
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. tra
inin
gs, w
orks
hops
, sid
e ev
ents
, th
emat
ic w
orki
ng lu
nche
s)Pe
rcen
tage
of t
ime
dedi
cate
d to
gen
der
durin
g ca
paci
ty-b
uild
ing
initi
ativ
es
Perc
enta
ge o
f wom
en a
nd m
en
part
icip
atin
g in
cap
acity
-bui
ldin
g in
itiat
ives
Pe
rcen
tage
of w
omen
and
men
pr
esen
ting
at c
apac
ity-b
uild
ing
initi
ativ
esTr
aini
ng m
ater
ial i
s gen
der-s
ensit
ive
(yes
/no)
Perc
enta
ge o
f cap
acity
-bui
ldin
g in
itiat
ives
in w
hich
ass
ocia
tions
and
ne
twor
ks fo
cusin
g on
GEE
W h
ave
part
icip
ated
Sp
eci#
c kn
owle
dge
prod
uct o
n ge
nder
is
deve
lope
d (y
es/n
o)N
umbe
r of g
ende
r-ref
eren
ces i
nclu
ded
in p
olic
ies
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to th
e su
stai
nabl
e us
e of
wat
er
reso
urce
s is i
ncre
ased
Solu
tions
app
lied
achi
eve
bette
r im
pact
s as w
omen
’s an
d m
en’s
need
s an
d pr
iorit
ies,
as w
ell a
s kno
wle
dge
and
skill
s, ar
e co
nsid
ered
to a
n in
crea
sed
exte
nt
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 37
Type
of
inte
rven
tion
Out
puts
and
act
iviti
esPo
ssib
le G
EEW
out
puts
Poss
ible
GEE
W in
dica
tors
Indi
cativ
e G
EEW
out
com
es
WAT
ER
MAN
AGEM
ENT
Stre
ngth
en th
e ca
paci
ty o
f pub
lic
and
priv
ate-
sect
or su
ppor
t in
stitu
tions
to a
ssist
SM
Es to
m
inim
ize th
eir w
ater
pol
lutio
n di
scha
rges
thro
ugh
the
appl
icat
ion
of th
e U
NID
O Tr
ansfe
r of
Env
ironm
enta
lly S
ound
Te
chno
logi
es (T
EST)
met
hodo
logy
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
rela
ted
to
wat
er p
ollu
tion
disc
harg
es, a
re
unde
rtak
en (i
nclu
ding
col
lect
ion
of
sex-
disa
ggre
gate
d da
ta)
Gend
er is
an
inte
gral
par
t of a
ny
capa
city
-bui
ldin
g pr
ovid
ed; w
here
ne
eded
, spe
ci#c
eve
nts o
n ge
nder
are
he
ld (e
.g. w
orks
hops
, tra
inin
gs, b
rie#n
gs)
Gen
der i
s mai
nstre
amed
in tr
aini
ng
mat
eria
ls us
ed fo
r cap
acity
-bui
ldin
g of
st
akeh
olde
rs (e
.g. d
edic
ated
gen
der
sect
ions
, sex
-disa
ggre
gate
d da
ta,
info
rmat
ion
on g
ende
r-di$
eren
tiate
d im
pact
s, illu
stra
tions
of w
omen
and
men
) As
soci
atio
ns a
nd n
etw
orks
focu
sing
on
GEEW
are
incl
uded
in c
apac
ity-b
uild
ing
initi
ativ
es (e
.g. w
orks
hops
, tra
inin
gs)
A ge
nder
cha
rter i
s dev
elop
ed fo
r su
ppor
t ins
titut
ions
(see
ann
ex V
)
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
N
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. tra
inin
gs, w
orks
hops
, sid
e ev
ents
, th
emat
ic w
orki
ng lu
nche
s)Pe
rcen
tage
of t
ime
dedi
cate
d to
ge
nder
dur
ing
capa
city
-bui
ldin
g in
itiat
ives
Pe
rcen
tage
of w
omen
and
men
pa
rtic
ipat
ing
in c
apac
ity-b
uild
ing
initi
ativ
es
Perc
enta
ge o
f wom
en a
nd m
en
pres
entin
g at
cap
acity
-bui
ldin
g in
itiat
ives
Trai
ning
mat
eria
l is g
ende
r-sen
sitiv
e (y
es/n
o)
Perc
enta
ge o
f cap
acity
-bui
ldin
g in
itiat
ives
in w
hich
ass
ocia
tions
and
ne
twor
ks fo
cusin
g on
GEE
W h
ave
part
icip
ated
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to w
ater
pol
lutio
n is
incr
ease
dTe
chni
cal s
olut
ions
app
lied
achi
eve
bette
r im
pact
s as w
omen
’s an
d m
en’s
need
s and
prio
ritie
s, as
wel
l as
know
ledg
e an
d sk
ills,
are
cons
ider
ed
to a
n in
crea
sed
exte
nt
Assis
t in
the
crea
tion
of th
e ne
cess
ary
polic
y en
viro
nmen
t for
th
e ap
plic
atio
n of
the
ecos
yste
m
appr
oach
to th
e m
anag
emen
t and
su
stai
nabl
e us
e of
wat
er re
sour
ces
from
rive
r bas
ins a
nd c
oast
al a
nd
mar
ine
area
s, in
clud
ing
larg
e m
arin
e ec
osys
tem
s
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
rela
ted
to
sust
aina
ble
use
of w
ater
reso
urce
s, ar
e un
dert
aken
(inc
ludi
ng c
olle
ctio
n of
se
x-di
sagg
rega
ted
data
)Ge
nder
is a
n in
tegr
al p
art o
f any
ca
paci
ty-b
uild
ing
prov
ided
; whe
re
need
ed sp
eci#
c ev
ents
on
gend
er a
re
held
(e.g
. wor
ksho
ps, t
rain
ings
, brie
#ngs
)Ge
nder
is m
ainst
ream
ed in
train
ing
mat
erial
s use
d fo
r cap
acity
-bui
ldin
g of
st
akeh
olde
rs (e
.g. d
edica
ted
gend
er
sect
ions
, sex
-disa
ggre
gate
d da
ta,
info
rmat
ion
on g
ende
r-di$
eren
tiate
d im
pact
s, illu
stra
tions
of w
omen
and
men
) As
soci
atio
ns a
nd n
etw
orks
focu
sing
on
GEEW
are
incl
uded
in c
apac
ity-b
uild
ing
initi
ativ
es (e
.g. w
orks
hops
, tra
inin
gs)
Spec
i#c
know
ledg
e pr
oduc
t on
gend
er
and
sust
aina
ble
use
of w
ater
reso
urce
s is
deve
lope
dG
ende
r is m
ains
tream
ed in
any
pol
icie
s de
velo
ped
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
N
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. tra
inin
gs, w
orks
hops
, sid
e ev
ents
, th
emat
ic w
orki
ng lu
nche
s)Pe
rcen
tage
of t
ime
dedi
cate
d to
gen
der
durin
g ca
paci
ty-b
uild
ing
initi
ativ
es
Perc
enta
ge o
f wom
en a
nd m
en
part
icip
atin
g in
cap
acity
-bui
ldin
g in
itiat
ives
Pe
rcen
tage
of w
omen
and
men
pr
esen
ting
at c
apac
ity-b
uild
ing
initi
ativ
esTr
aini
ng m
ater
ial i
s gen
der-s
ensit
ive
(yes
/no)
Perc
enta
ge o
f cap
acity
-bui
ldin
g in
itiat
ives
in w
hich
ass
ocia
tions
and
ne
twor
ks fo
cusin
g on
GEE
W h
ave
part
icip
ated
Sp
eci#
c kn
owle
dge
prod
uct o
n ge
nder
is
deve
lope
d (y
es/n
o)N
umbe
r of g
ende
r-ref
eren
ces i
nclu
ded
in p
olic
ies
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to th
e su
stai
nabl
e us
e of
wat
er
reso
urce
s is i
ncre
ased
Solu
tions
app
lied
achi
eve
bette
r im
pact
s as w
omen
’s an
d m
en’s
need
s an
d pr
iorit
ies,
as w
ell a
s kno
wle
dge
and
skill
s, ar
e co
nsid
ered
to a
n in
crea
sed
exte
nt
WAT
ER
MAN
AGEM
ENT
Supp
ort t
he in
trodu
ctio
n of
te
chno
logi
es a
nd p
olic
y re
form
s to
min
imize
the
use
and
disc
harg
e of
hea
vy m
etal
s int
o w
ater
way
s, in
clud
ing
mer
cury
from
sm
all-s
cale
min
ing
oper
atio
ns
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
of
tech
nolo
gies
and
pol
icy
refo
rms,
are
unde
rtak
en (i
nclu
ding
col
lect
ion
of
sex-
disa
ggre
gate
d da
ta)
Gend
er is
an
inte
gral
par
t of a
ny
capa
city
-bui
ldin
g pr
ovid
ed; w
here
ne
eded
, spe
ci#c
eve
nts o
n ge
nder
are
he
ld (e
.g. w
orks
hops
, tra
inin
gs, b
rie#n
gs)
Gen
der i
s mai
nstre
amed
in tr
aini
ng
mat
eria
ls us
ed fo
r cap
acity
-bui
ldin
g (e
.g. d
edic
ated
gen
der s
ectio
ns,
sex-
disa
ggre
gate
d da
ta, in
form
atio
n on
ge
nder
-di$
eren
tiate
d im
pact
s, ill
ustra
tions
of w
omen
and
men
)As
soci
atio
ns a
nd n
etw
orks
focu
sing
on
GEEW
are
incl
uded
in p
olic
y co
nsul
tatio
nsSp
eci#
c tra
inin
g op
port
uniti
es fo
r w
omen
in d
evel
opin
g an
d us
ing
envi
ronm
enta
lly so
und
tech
nolo
gies
ar
e av
aila
ble
with
spec
i#c
ince
ntiv
es
and
faci
litie
s (e.
g. sc
hola
rshi
ps fo
r w
omen
gra
duat
es, c
ampa
igns
, m
ento
rshi
p pr
ogra
mm
es)
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
Num
ber o
f gen
der-s
peci
#c e
vent
s hel
d (e
.g. t
rain
ings
, wor
ksho
ps, s
ide
even
ts,
them
atic
wor
king
lunc
hes)
Perc
enta
ge o
f tim
e de
dica
ted
to
gend
er d
urin
g ca
paci
ty-b
uild
ing
initi
ativ
es
Perc
enta
ge o
f wom
en a
nd m
en
part
icip
atin
g in
cap
acity
-bui
ldin
g in
itiat
ives
Pe
rcen
tage
of w
omen
and
men
pr
esen
ting
at c
apac
ity-b
uild
ing
initi
ativ
esPe
rcen
tage
of c
apac
ity-b
uild
ing
initi
ativ
es in
whi
ch a
ssoc
iatio
ns a
nd
netw
orks
focu
sing
on G
EEW
hav
e pa
rtic
ipat
ed
Trai
ning
mat
eria
l is g
ende
r-sen
sitiv
e (y
es/n
o)Pe
rcen
tage
of w
omen
and
men
de
velo
ping
env
ironm
enta
lly so
und
tech
nolo
gies
Pe
rcen
tage
of w
omen
and
men
usin
g en
viro
nmen
tally
soun
d te
chno
logi
es
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to th
e us
e an
d di
scha
rge
of
heav
e m
etal
s int
o w
ater
way
s is
incr
ease
dM
ore
wom
en h
ave
tech
nica
l ski
lls a
nd
expe
rienc
e in
tech
nolo
gy d
evel
opm
ent
and
usag
e, a
nd th
erew
ith b
ette
r ch
ance
s for
em
ploy
men
t in
the
sect
or
Activ
ely
part
icip
ate
in, a
nd
colla
bora
te w
ith, w
ater
-rela
ted
glob
al fo
rum
s, pa
rtne
rs a
nd
conv
entio
ns, in
clud
ing
the
Glob
al
Envi
ronm
ent F
acili
ty, t
he
Min
amat
a Co
nven
tion
on
Mer
cury
, and
Uni
ted
Nat
ions
sy
stem
-wid
e in
itiat
ives
such
as
UN
-Wat
er, t
he W
orld
Wat
er
Asse
ssm
ent P
rogr
amm
e,
UN
-Oce
ans a
nd th
e Gl
obal
M
ercu
ry A
sses
smen
t
Sugg
estio
n to
inclu
de a
ssoc
iatio
ns a
nd
netw
orks
focu
sing
on G
EEW
as
colla
bora
tors
and
invit
e th
em to
rele
vant
ev
ents
(e.g
. con
fere
nces
, wor
ksho
ps) i
s pr
esen
ted
to d
ecisi
on-m
aker
s Su
gges
tion
to m
ains
tream
gen
der i
n ex
istin
g in
form
atio
n/kn
owle
dge
mat
eria
l is p
rese
nted
to d
ecisi
on-m
aker
s (e
.g. t
hrou
gh d
edic
ated
gen
der s
ectio
ns,
sex-
disa
ggre
gate
d da
ta, in
form
atio
n on
ge
nder
-di$
eren
tiate
d im
pact
s, illu
stra
tions
of w
omen
and
men
)Su
gges
t to
mak
e ge
nder
par
ity a
nd
gend
er c
onsid
erat
ions
an
inte
gral
par
t of
recr
uitm
ent p
roce
sses
(e.g
. spe
ci#c
en
cour
agem
ent o
f wom
en to
app
ly,
job
adve
rtise
men
ts c
ircul
ated
wid
ely
and
thro
ugh
chan
nels
acce
ssib
le fo
r w
omen
and
men
, gen
der a
s a re
quire
d co
mpe
tenc
y in
ToRs
, inte
rvie
w
ques
tion
on g
ende
r)
Num
ber o
f com
mun
icat
ions
with
de
cisio
n-m
aker
s rel
ated
to g
ende
rN
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. sid
e ev
ents
, the
mat
ic w
orki
ng
lunc
hes)
Perc
enta
ge o
f tim
e de
dica
ted
to
gend
er d
urin
g ev
ents
Pe
rcen
tage
of e
vent
s in
whi
ch
asso
ciat
ions
and
net
wor
ks fo
cusin
g on
GE
EW h
ave
part
icip
ated
In
form
atio
n/kn
owle
dge
mat
eria
l is
gend
er-s
ensit
ive
(yes
/no)
Perc
enta
ge o
f wom
en a
nd m
en
repr
esen
ted
in p
olic
ymak
ing
orga
ns/
stru
ctur
esN
umbe
r of f
orm
al, g
ende
r-rel
ated
ex
chan
ges
Num
ber o
f exp
erie
nces
on
gend
er
mai
nstre
amin
g do
cum
ente
d
Wom
en’s
part
icip
atio
n an
d le
ader
ship
in
the
wat
er se
ctor
is p
rom
oted
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to th
e en
tire
wat
er se
ctor
is
incr
ease
dIn
itiat
ives
rela
ted
to th
e w
ater
sect
or
achi
eve
bette
r im
pact
s and
are
mor
e e"
cien
t thr
ough
the
gene
ratio
n of
ne
w k
now
ledg
e an
d ac
tive
exch
ange
of
exp
erie
nces
and
info
rmat
ion
Addi
tiona
l GEE
W-w
ater
man
agem
ent
initi
ativ
es a
t var
ious
leve
ls ar
e su
ppor
ted,
as a
wid
er a
nd m
ore
dive
rse
audi
ence
has
acc
ess t
o an
d be
ne#t
s fro
m th
e kn
owle
dge
and
info
rmat
ion
gene
rate
d
38 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Type
of
inte
rven
tion
Out
puts
and
act
iviti
esPo
ssib
le G
EEW
out
puts
Poss
ible
GEE
W in
dica
tors
Indi
cativ
e G
EEW
out
com
es
WAT
ER
MAN
AGEM
ENT
Advo
cacy
wor
k an
d aw
aren
ess r
aisin
g on
gen
der a
nd w
ater
is u
nder
take
n at
ev
ents
(e.g
. thr
ough
side
eve
nts,
them
atic
wor
king
lunc
hes,
info
rmal
di
scus
sions
)Ex
perie
nces
and
info
rmat
ion
on
gend
er m
ains
tream
ing
are
exch
ange
d th
roug
h fo
rmal
and
info
rmal
net
wor
ks
(e.g
. ind
ivid
ual c
olle
ague
s, w
orki
ng
grou
ps, s
peci
#c g
ende
r and
wat
er
netw
orks
), pr
oces
sed
and
docu
men
ted
(e.g
. in
form
of c
ase
stud
ies,
stat
istic
s)
CLEA
NER
PR
OD
UC
TIO
N
Crea
te a
nd d
eepe
n th
e na
tiona
l m
arke
ts a
nd p
olic
y en
viro
nmen
t fo
r cle
aner
and
mor
e su
stai
nabl
e pr
oduc
tion
by su
ppor
ting
the
esta
blish
men
t of N
CPCs
and
st
reng
then
ing
the
capa
citie
s of
exist
ing
NCP
Cs
NCP
C st
a$ is
gen
der s
ensit
ized
and
awar
e of
the
bene
#ts o
f gen
der
mai
nstre
amin
gG
ende
r is a
n in
tegr
al p
art o
f any
ca
paci
ty-b
uild
ing
prov
ided
by
NCP
Cs;
whe
re n
eede
d sp
eci#
c ev
ents
on
gend
er a
re h
eld
(e.g
. wor
ksho
ps,
train
ings
, brie
#ngs
)G
ende
r is m
ains
tream
ed in
trai
ning
m
ater
ials
used
for c
apac
ity-b
uild
ing
(e.g
. ded
icat
ed g
ende
r sec
tions
, se
x-di
sagg
rega
ted
data
, info
rmat
ion
on
gend
er-d
i$er
entia
ted
impa
cts,
illus
tratio
ns o
f wom
en a
nd m
en)
Wom
en a
nd m
en h
ave
acce
ss to
te
chni
cal t
rain
ings
; whe
re n
eede
d,
spec
i#c
train
ing
oppo
rtun
ities
for
wom
en a
re a
vaila
ble
with
spec
i#c
ince
ntiv
es a
nd fa
cilit
ies (
e.g.
sc
hola
rshi
ps fo
r wom
en g
radu
ates
, ca
mpa
igns
, men
tors
hip
prog
ram
mes
)Pr
ovisi
ons a
re m
ade
to e
nsur
e ge
nder
/fa
mily
-frie
ndly
wor
k en
viro
nmen
ts (e
.g.
sepa
rate
bat
hroo
ms f
or w
omen
and
m
en, s
afe
trans
port
atio
n to
wor
k, ch
ild
care
faci
litie
s)
Num
ber o
f Tra
inin
g of
Trai
ners
hel
d
for N
CPC
sta$
on
gend
erN
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
Perc
enta
ge o
f tim
e de
dica
ted
to
gend
er d
urin
g ca
paci
ty-b
uild
ing
initi
ativ
es
Perc
enta
ge o
f wom
en a
nd m
en
part
icip
atin
g in
cap
acity
-bui
ldin
g in
itiat
ives
Pe
rcen
tage
of w
omen
and
men
pr
esen
ting
at c
apac
ity-b
uild
ing
initi
ativ
esN
umbe
r of w
omen
and
men
wor
king
in
NCP
Cs/p
lant
sN
umbe
r of s
peci
#c m
easu
res
unde
rtak
en to
recr
uit w
omen
Trai
ning
mat
eria
l is g
ende
r-sen
sitiv
e (y
es/n
o)W
ork
envi
ronm
ents
are
gen
der/
fam
ily-fr
iend
ly (y
es/n
o)D
atab
ase
on q
uali#
ed w
omen
ca
ndid
ates
ava
ilabl
e (y
es/n
o)N
umbe
r of g
ende
r-ref
eren
ces i
n re
port
ing
Mor
e w
omen
hav
e te
chni
cal s
kills
and
ex
perie
nce
in te
chno
logy
dev
elop
men
t an
d us
age,
and
ther
ewith
bet
ter
chan
ces f
or e
mpl
oym
ent i
n th
e se
ctor
Wom
en a
nd m
en a
re re
cogn
ized
as
impo
rtan
t act
ors a
nd a
re m
ore
equa
lly
repr
esen
ted
in th
e la
bour
forc
e on
cl
eane
r pro
duct
ion
Futu
re re
crui
tmen
t pro
cess
es o
f w
omen
are
sim
pli#
ed d
ue to
dat
abas
e of
fem
ale
expe
rts
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 39
CLEA
NER
PR
OD
UC
TIO
N
Gen
der p
arity
and
gen
der
cons
ider
atio
ns a
re a
n in
tegr
al p
art o
f an
y re
crui
tmen
t pro
cess
es (e
.g. s
peci
#c
enco
urag
emen
t of w
omen
to a
pply,
jo
b ad
vert
isem
ents
circ
ulat
ed w
idel
y an
d th
roug
h ch
anne
ls ac
cess
ible
for
wom
en a
nd m
en, g
ende
r as a
requ
ired
com
pete
ncy
in To
Rs, in
terv
iew
qu
estio
n on
gen
der)
Dat
abas
e on
qua
li#ed
wom
en
cand
idat
es is
est
ablis
hed
Gen
der i
s an
inte
gral
par
t of a
ny
repo
rtin
g (e
.g. t
o co
mpa
nies
)
Supp
ort t
he sc
alin
g up
and
m
ains
tream
ing
of R
ECP
and
the
trans
fer a
nd d
eplo
ymen
t of E
ST,
incl
udin
g th
roug
h ec
o-in
dust
rial
park
s, in
nova
tive
chem
ical
so
lutio
ns a
nd b
usin
ess m
odel
s, su
stai
nabl
e pr
oduc
t inn
ovat
ion
and
CSR
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
of R
ECPs
and
ES
Ts, a
re u
nder
take
n (in
clud
ing
colle
ctio
n of
sex-
disa
ggre
gate
d da
ta)
Wom
en a
nd m
en h
ave
acce
ss to
an
d pa
rtic
ipat
e in
any
stak
ehol
der
dial
ogue
s and
con
sulta
tions
Gend
er is
an
inte
gral
par
t of a
ny
capa
city
-bui
ldin
g pr
ovid
ed; w
here
ne
eded
spec
i#c
even
ts o
n ge
nder
are
he
ld (e
.g. w
orks
hops
, tra
inin
gs, b
rie#n
gs)
Gen
der i
s mai
nstre
amed
in tr
aini
ng
mat
eria
ls us
ed fo
r cap
acity
-bui
ldin
g (e
.g. d
edic
ated
gen
der s
ectio
ns,
sex-
disa
ggre
gate
d da
ta, in
form
atio
n on
ge
nder
-di$
eren
tiate
d im
pact
s, ill
ustra
tions
of w
omen
and
men
)W
omen
and
men
hav
e ac
cess
to
tech
nica
l tra
inin
gs; w
here
nee
ded,
sp
eci#
c tra
inin
g op
port
uniti
es fo
r w
omen
are
ava
ilabl
e w
ith sp
eci#
c in
cent
ives
and
faci
litie
s (e.
g.
scho
lars
hips
for w
omen
gra
duat
es,
cam
paig
ns, m
ento
rshi
p pr
ogra
mm
es)
Prov
ision
s are
mad
e to
ens
ure
gend
er/
fam
ily-fr
iend
ly w
ork
envi
ronm
ents
(e.g
. se
para
te b
athr
oom
s for
wom
en a
nd
men
, saf
e tra
nspo
rtat
ion
to w
ork,
child
ca
re fa
cilit
ies)
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
N
umbe
r of w
omen
and
men
pa
rtic
ipat
ing
in st
akeh
olde
r dia
logu
es/
cons
ulta
tions
Num
ber o
f gen
der-s
peci
#c e
vent
s hel
d Pe
rcen
tage
of t
ime
dedi
cate
d to
ge
nder
dur
ing
capa
city
-bui
ldin
g in
itiat
ives
Perc
enta
ge o
f wom
en a
nd m
en
part
icip
atin
g in
cap
acity
-bui
ldin
g in
itiat
ives
Pe
rcen
tage
of w
omen
and
men
pr
esen
ting
at c
apac
ity-b
uild
ing
initi
ativ
esTr
aini
ng m
ater
ial i
s gen
der-s
ensit
ive
(yes
/no)
Wor
k en
viro
nmen
ts a
re g
ende
r/fa
mily
-frie
ndly
(yes
/no)
Num
ber o
f wom
en a
nd m
en w
orki
ng
in R
ECP/
trans
fer a
nd d
eplo
ymen
t of
EST
Num
ber o
f spe
ci#c
mea
sure
s un
dert
aken
to re
crui
t wom
en
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to R
ECP
and
trans
fer a
nd
depl
oym
ent o
f EST
s is i
ncre
ased
Mor
e w
omen
hav
e te
chni
cal s
kills
and
ex
perie
nce
in R
ECP
and
trans
fer a
nd
usag
e of
EST
s, an
d th
erew
ith b
ette
r ch
ance
s for
em
ploy
men
t in
the
sect
orW
omen
and
men
are
reco
gnize
d as
im
port
ant a
ctor
s and
are
mor
e eq
ually
re
pres
ente
d in
the
labo
ur fo
rce
rela
ted
to R
ECP
and
trans
fer a
nd u
sage
of E
STs
40 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Type
of
inte
rven
tion
Out
puts
and
act
iviti
esPo
ssib
le G
EEW
out
puts
Poss
ible
GEE
W in
dica
tors
Indi
cativ
e G
EEW
out
com
es
CLEA
NER
PR
OD
UC
TIO
N
Gend
er p
arity
and
gen
der c
onsid
erat
ions
ar
e an
inte
gral
par
t of a
ny re
crui
tmen
t pr
oces
ses (
e.g. s
peci
#c e
ncou
rage
men
t of
wom
en to
app
ly, jo
b ad
verti
sem
ents
ci
rcul
ated
wid
ely
and
thro
ugh
chan
nels
acce
ssib
le fo
r wom
en a
nd m
en, g
ende
r as
a re
quire
d co
mpe
tenc
y in
ToRs
, in
terv
iew
que
stio
n on
gen
der)
Stre
ngth
en th
e ca
paci
ty o
f pub
lic
and
priv
ate-
sect
or su
ppor
t in
stitu
tions
to b
uild
up
an
indu
stria
l sec
tor p
rovi
ding
en
viro
nmen
tal s
ervi
ces,
with
a
focu
s on
the
man
agem
ent o
f ha
zard
ous w
aste
s and
on
was
te
recy
clin
g, in
clud
ing
e-w
aste
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
rela
ted
to th
e m
anag
emen
t of h
azar
dous
was
te, a
re
unde
rtak
en (i
nclu
ding
col
lect
ion
of
sex-
disa
ggre
gate
d da
ta)
Gend
er is
an
inte
gral
par
t of a
ny
capa
city
-bui
ldin
g pr
ovid
ed; w
here
ne
eded
spec
i#c
even
ts o
n ge
nder
are
he
ld (e
.g. w
orks
hops
, tra
inin
gs, b
rie#n
gs)
Gend
er is
main
stre
amed
in tr
ainin
g m
ater
ials u
sed
for c
apac
ity-b
uild
ing
of
stak
ehol
ders
(e.g
. ded
icate
d ge
nder
se
ctio
ns, s
ex-d
isagg
rega
ted
data
, in
form
atio
n on
gen
der-d
i$er
entia
ted
impa
cts,
illust
ratio
ns o
f wom
en a
nd m
en)
Asso
ciat
ions
and
net
wor
ks fo
cusin
g on
GE
EW a
re in
clud
ed in
cap
acity
-bui
ldin
g in
itiat
ives
(e.g
. wor
ksho
ps, t
rain
ings
)A
gend
er c
harte
r is d
evel
oped
for
supp
ort i
nstit
utio
ns (s
ee a
nnex
V)
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
N
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. tra
inin
gs, w
orks
hops
, sid
e ev
ents
, th
emat
ic w
orki
ng lu
nche
s)Pe
rcen
tage
of t
ime
dedi
cate
d to
ge
nder
dur
ing
capa
city
-bui
ldin
g in
itiat
ives
Pe
rcen
tage
of w
omen
and
men
pa
rtic
ipat
ing
in c
apac
ity-b
uild
ing
initi
ativ
es
Perc
enta
ge o
f wom
en a
nd m
en
pres
entin
g at
cap
acity
-bui
ldin
g in
itiat
ives
Trai
ning
mat
eria
l is g
ende
r-sen
sitiv
e (y
es/n
o)
Perc
enta
ge o
f cap
acity
-bui
ldin
g in
itiat
ives
in w
hich
ass
ocia
tions
and
ne
twor
ks fo
cusin
g on
GEE
W h
ave
part
icip
ated
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to e
nviro
nmen
tal s
ervi
ces i
s in
crea
sed
Envi
ronm
enta
l ser
vice
s app
lied
achi
eve
bette
r im
pact
s and
are
mor
e e"
cien
t as
wom
en’s
and
men
’s ne
eds a
nd
prio
ritie
s are
incr
easin
gly
cons
ider
ed
Activ
ely
part
icip
ate
in, c
olla
bora
te
with
and
con
tribu
te to
, REC
P-re
late
d gl
obal
foru
ms,
incl
udin
g th
e Gr
een
Indu
stry
Pla
tform
, PAG
E,
10YF
P an
d th
e In
tern
atio
nal
Reso
urce
Pan
el, a
s wel
l as r
egio
nal
sust
aina
ble
cons
umpt
ion
and
prod
uctio
n ro
undt
able
s, as
wel
l as
thos
e fo
cusin
g on
che
mic
als
man
agem
ent,
incl
udin
g th
e In
ter-O
rgan
izatio
n Pr
ogra
mm
e fo
r th
e So
und
Man
agem
ent o
f Ch
emic
als (
IOM
C)
Sugg
estio
n to
inclu
de a
ssoc
iatio
ns a
nd
netw
orks
focu
sing
on G
EEW
as
colla
bora
tors
and
invit
e th
em to
rele
vant
ev
ents
(e.g
. con
fere
nces
, wor
ksho
ps) i
s pr
esen
ted
to d
ecisi
on-m
aker
s Su
gges
tion
to m
ains
tream
gen
der i
n ex
istin
g in
form
atio
n/kn
owle
dge
mat
eria
l is p
rese
nted
to d
ecisi
on-
mak
ers (
e.g.
thro
ugh
dedi
cate
d ge
nder
se
ctio
ns, s
ex-d
isagg
rega
ted
data
, in
form
atio
n on
gen
der-d
i$er
entia
ted
impa
cts,
illus
tratio
ns o
f wom
en a
nd
men
)
Num
ber o
f com
mun
icat
ions
with
de
cisio
n-m
aker
s rel
ated
to g
ende
rN
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. sid
e ev
ents
, the
mat
ic w
orki
ng
lunc
hes)
Perc
enta
ge o
f tim
e de
dica
ted
to
gend
er d
urin
g ev
ents
Pe
rcen
tage
of e
vent
s in
whi
ch
asso
ciat
ions
and
net
wor
ks fo
cusin
g on
GE
EW h
ave
part
icip
ated
In
form
atio
n/kn
owle
dge
mat
eria
l is
gend
er-s
ensit
ive
(yes
/no)
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to c
lean
pro
duct
ion
is in
crea
sed
Wom
en’s
part
icip
atio
n an
d le
ader
ship
in
the
clea
n pr
oduc
tion
sect
or is
pr
omot
edAd
ditio
nal G
EEW
-cle
an p
rodu
ctio
n in
itiat
ives
at v
ario
us le
vels
are
supp
orte
d, a
s a w
ider
and
mor
e di
vers
e au
dien
ce h
as a
cces
s to
and
bene
#ts
from
the
know
ledg
e an
d in
form
atio
n ge
nera
ted
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 41
CLEA
NER
PR
OD
UC
TIO
N
Sugg
est t
o m
ake
gend
er p
arity
and
ge
nder
con
sider
atio
ns a
n in
tegr
al p
art
of re
crui
tmen
t pro
cess
es (e
.g. s
peci
#c
enco
urag
emen
t of w
omen
to a
pply,
jo
b ad
vert
isem
ents
circ
ulat
ed w
idel
y an
d th
roug
h ch
anne
ls ac
cess
ible
for
wom
en a
nd m
en, g
ende
r as a
requ
ired
com
pete
ncy
in To
Rs, in
terv
iew
qu
estio
n on
gen
der)
Advo
cacy
wor
k an
d aw
aren
ess r
aisin
g on
gen
der a
nd c
lean
er p
rodu
ctio
n is
unde
rtak
en a
t eve
nts (
e.g.
thro
ugh
side
even
ts, t
hem
atic
wor
king
lunc
hes,
info
rmal
disc
ussio
ns)
Expe
rienc
es a
nd in
form
atio
n on
ge
nder
mai
nstre
amin
g ar
e ex
chan
ged
thro
ugh
form
al a
nd in
form
al n
etw
orks
(e
.g. in
divi
dual
col
leag
ues,
wor
king
gr
oups
, spe
ci#c
gen
der a
nd w
ater
ne
twor
ks),
proc
esse
d an
d do
cum
ente
d (e
.g. in
form
of c
ase
stud
ies,
stat
istic
s)
Perc
enta
ge o
f wom
en a
nd m
en
repr
esen
ted
in p
olic
ymak
ing
orga
ns/
stru
ctur
esN
umbe
r of f
orm
al, g
ende
r-rel
ated
ex
chan
ges
Num
ber o
f exp
erie
nces
on
gend
er
mai
nstre
amin
g do
cum
ente
d
STO
CKH
OLM
CO
NVE
NTI
ON
Raise
aw
aren
ess o
f sta
keho
lder
s on
new
che
mic
als a
nd st
reng
then
th
e ca
paci
ty o
f gov
ernm
ents
in
deve
lopi
ng th
eir c
ount
ries’
POPs
N
atio
nal I
mpl
emen
tatio
n Pl
ans
(NIP
s)
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
of P
OPs
, are
un
dert
aken
(inc
ludi
ng c
olle
ctio
n of
se
x-di
sagg
rega
ted
data
)St
akeh
olde
rs in
volv
ed in
nat
iona
l PO
P im
plem
enta
tion
plan
dev
elop
men
t/up
datin
g ar
e ge
nder
sens
itize
d an
d aw
are
of th
e be
ne#t
s of g
ende
r m
ains
tream
ing
Gend
er is
an
inte
gral
par
t of a
ny
capa
city
-bui
ldin
g pr
ovid
ed; w
here
ne
eded
spec
i#c
even
ts o
n ge
nder
are
he
ld (e
.g. w
orks
hops
, tra
inin
gs, b
rie#n
gs)
Gen
der i
s mai
nstre
amed
thro
ugho
ut
natio
nal P
OP
impl
emen
tatio
n pl
ans,
and
spec
i#c
gend
er se
ctio
ns a
nd
activ
ities
are
incl
uded
Gend
er is
main
stre
amed
in kn
owle
dge
prod
ucts
dev
elop
ed (e
.g. d
edica
ted
gend
er se
ctio
ns, s
ex-d
isagg
rega
ted
data
, in
form
atio
n on
gen
der-d
i$er
entia
ted
impa
cts,
illust
ratio
ns o
f wom
en a
nd m
en)
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
N
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. tra
inin
gs, w
orks
hops
, sid
e ev
ents
, th
emat
ic w
orki
ng lu
nche
s)Pe
rcen
tage
of t
ime
dedi
cate
d to
ge
nder
dur
ing
cons
ulta
tions
/dia
logu
es
Perc
enta
ge o
f wom
en a
nd m
en
repr
esen
ted
in S
teer
ing
Com
mitt
ees
Num
ber o
f men
and
wom
en a
ttend
ing
train
ings
N
umbe
r of g
ende
r ref
eren
ces i
n na
tiona
l PO
P im
plem
enta
tion
plan
s N
umbe
r of s
peci
#c g
ende
r sec
tions
/ac
tiviti
es in
nat
iona
l PO
P im
plem
enta
tion
plan
sKn
owle
dge
prod
ucts
are
gen
der-
sens
itive
(yes
/no)
Num
ber o
f wom
en a
nd m
en w
orki
ng
on P
OPs
N
umbe
r of s
peci
#c m
easu
res
unde
rtak
en to
recr
uit w
omen
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to P
OPs
is in
crea
sed
Wom
en a
nd m
en a
re re
cogn
ized
as
impo
rtan
t act
ors a
nd a
re m
ore
equa
lly
repr
esen
ted
in th
e la
bour
forc
e on
PO
PsN
IPs a
chie
ve b
ette
r im
pact
s as w
omen
an
d m
en’s
need
s and
prio
ritie
s, as
wel
l as
kno
wle
dge
and
skill
s, ar
e co
nsid
ered
to
an
incr
ease
d ex
tent
NIP
upd
atin
g pr
ojec
ts a
chie
ve b
ette
r im
pact
s as w
omen
and
men
’s ne
eds
and
prio
ritie
s, as
wel
l as k
now
ledg
e an
d sk
ills,
are
cons
ider
ed to
an
incr
ease
d ex
tent
42 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Type
of
inte
rven
tion
Out
puts
and
act
iviti
esPo
ssib
le G
EEW
out
puts
Poss
ible
GEE
W in
dica
tors
Indi
cativ
e G
EEW
out
com
es
STO
CKH
OLM
CO
NVE
NTI
ON
NIP
upd
atin
g pr
ojec
ts a
re g
ende
r-se
nsiti
ve (e
.g. d
edic
ated
gen
der
sect
ions
in p
roje
ct d
ocum
ents
, gen
der
indi
cato
rs in
M&E
fram
ewor
ks,
colle
ctio
n of
sex-
disa
ggre
gate
d da
ta,
spec
i#c
activ
ities
focu
sing
on G
EEW
)Ge
nder
par
ity a
nd g
ende
r con
sider
atio
ns
are
an in
tegr
al p
art o
f any
recr
uitm
ent
proc
esse
s (e.g
. spe
ci#c
enco
urag
emen
t of
wom
en to
app
ly, jo
b ad
verti
sem
ents
cir
cula
ted
wid
ely a
nd th
roug
h ch
anne
ls ac
cess
ible
for w
omen
and
men
, gen
der
as a
requ
ired
com
pete
ncy i
n To
Rs,
inte
rvie
w q
uest
ion
on g
ende
r)
Supp
ort t
he tr
ansfe
r of t
echn
olog
y an
d te
chni
ques
for t
he
intro
duct
ion
of B
est A
vaila
ble
Tech
nolo
gies
(BAT
) and
Bes
t En
viro
nmen
tal P
ract
ices
(BEP
) for
PO
Ps m
inim
izatio
n an
d fo
r the
en
viro
nmen
tally
frie
ndly
and
so
und
elim
inat
ion
of P
OPs
th
roug
h in
trodu
ctio
n of
ap
prop
riate
tech
nolo
gies
and
ap
proa
ches
.Su
ppor
t the
man
agem
ent o
f w
aste
stre
ams i
n a
man
ner t
hat
min
imize
s the
gen
erat
ion
and
rele
ase
of P
OPs
Nee
ds a
nd im
pact
ass
essm
ents
, in
clud
ing
on p
ossib
le g
ende
r-di
$ere
ntia
ted
outc
omes
of P
OPs
, are
un
dert
aken
(inc
ludi
ng c
olle
ctio
n of
se
x-di
sagg
rega
ted
data
)D
atab
ase
on q
uali#
ed w
omen
ca
ndid
ates
is e
stab
lishe
d St
a$ w
orki
ng o
n BA
T an
d BE
P ar
e ge
nder
sens
itize
d an
d aw
are
of th
e be
ne#t
s of g
ende
r mai
nstre
amin
g Sp
eci#
c kn
owle
dge
prod
ucts
on
gend
er a
nd P
OPs
are
pre
pare
dSp
eci#
c ge
nder
act
iviti
es a
re in
clud
ed
in w
aste
man
agem
ent p
roje
cts (
e.g.
aw
aren
ess r
aisin
g on
gen
der-
di$e
rent
iate
d ou
tcom
es o
f hou
seho
ld
was
te, m
edic
al w
aste
)G
ende
r par
ity a
nd g
ende
r co
nsid
erat
ions
are
an
inte
gral
par
t of
any
recr
uitm
ent p
roce
sses
(e.g
. spe
ci#c
en
cour
agem
ent o
f wom
en to
app
ly,
job
adve
rtise
men
ts c
ircul
ated
wid
ely
and
thro
ugh
chan
nels
acce
ssib
le fo
r w
omen
and
men
, gen
der a
s a re
quire
d co
mpe
tenc
y in
ToRs
, inte
rvie
w
ques
tion
on g
ende
r)
Num
ber o
f gen
der-s
ensit
ive
asse
ssm
ents
Sp
eci#
c kn
owle
dge
prod
uct o
n ge
nder
is
deve
lope
d (y
es/n
o)D
atab
ase
on q
uali#
ed w
omen
ca
ndid
ates
is e
stab
lishe
d (y
es/n
o)N
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
for s
ta$
wor
king
on
BAT
and
BEP
(e.g
. tra
inin
gs, w
orks
hops
, sid
e ev
ents
, th
emat
ic w
orki
ng lu
nche
s)N
umbe
r of s
peci
#c g
ende
r eve
nts h
eld
on w
aste
man
agem
ent
Perc
enta
ge o
f wom
en a
nd m
en
part
icip
atin
g in
cap
acity
-bui
ldin
g in
itiat
ives
Pe
rcen
tage
of w
omen
and
men
pr
esen
ting
at c
apac
ity-b
uild
ing
initi
ative
sN
umbe
r of g
ende
r ref
eren
ces i
n do
cum
ents
rela
ted
to w
aste
m
anag
emen
t (e.
g. p
roje
ct d
ocum
ents
, re
port
s, kn
owle
dge
prod
ucts
)Nu
mbe
r of w
omen
and
men
wor
king
on
tech
nolo
gy d
evel
opm
ent a
nd tr
ansfe
r N
umbe
r of n
ew jo
bs c
reat
ed fo
r w
omen
and
men
in th
e se
ctor
Visib
ility
and
und
erst
andi
ng o
f ge
nder
-spe
ci#c
nee
ds a
nd p
riorit
ies
rela
ted
to B
ATs,
BEPs
, and
PO
Ps is
in
crea
sed
Wom
en a
nd m
en a
re re
cogn
ized
as
impo
rtan
t act
ors a
nd a
re m
ore
equa
lly
repr
esen
ted
in th
e la
bour
forc
e on
BA
Ts, B
EPs,
and
POPs
Was
te m
anag
emen
t pro
ject
s ach
ieve
be
tter i
mpa
cts a
s wom
en’s
and
men
’s ne
eds a
nd p
riorit
ies,
as w
ell a
s kn
owle
dge
and
skill
s, ar
e co
nsid
ered
to
an in
crea
sed
exte
ntFu
ture
recr
uitm
ent p
roce
sses
of
wom
en a
re si
mpl
i#ed
due
to d
atab
ase
of fe
mal
e ex
pert
s
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 43
STO
CKH
OLM
CO
NVE
NTI
ON
Activ
ely
part
icip
ate
in, a
nd
colla
bora
te w
ith, f
orum
s foc
usin
g on
PO
Ps
Sugg
estio
n to
incl
ude
asso
ciat
ions
and
ne
twor
ks fo
cusin
g on
GEE
W a
s co
llabo
rato
rs a
nd in
vite
them
to
rele
vant
eve
nts (
e.g.
con
fere
nces
, w
orks
hops
) is p
rese
nted
to d
ecisi
on-
mak
ers
Sugg
estio
n to
mai
nstre
am g
ende
r in
exist
ing
info
rmat
ion/
know
ledg
e m
ater
ial i
s pre
sent
ed to
dec
ision
-m
aker
s (e.
g. th
roug
h de
dica
ted
gend
er
sect
ions
, sex
-disa
ggre
gate
d da
ta,
info
rmat
ion
on g
ende
r-di$
eren
tiate
d im
pact
s, ill
ustra
tions
of w
omen
and
m
en)
Sugg
est t
o m
ake
gend
er p
arity
and
ge
nder
con
sider
atio
ns a
n in
tegr
al p
art
of re
crui
tmen
t pro
cess
es (e
.g. s
peci
#c
enco
urag
emen
t of w
omen
to a
pply,
jo
b ad
vert
isem
ents
circ
ulat
ed w
idel
y an
d th
roug
h ch
anne
ls ac
cess
ible
for
wom
en a
nd m
en, g
ende
r as a
requ
ired
com
pete
ncy
in To
Rs, in
terv
iew
qu
estio
n on
gen
der)
Advo
cacy
wor
k an
d aw
aren
ess r
aisin
g on
gen
der a
nd c
lean
er p
rodu
ctio
n is
unde
rtak
en a
t eve
nts (
e.g.
thro
ugh
side
even
ts, t
hem
atic
wor
king
lunc
hes,
info
rmal
disc
ussio
ns)
Expe
rienc
es a
nd in
form
atio
n on
ge
nder
mai
nstre
amin
g ar
e ex
chan
ged
thro
ugh
form
al a
nd in
form
al n
etw
orks
(e
.g. in
divi
dual
col
leag
ues,
wor
king
gr
oups
, spe
ci#c
gen
der a
nd w
ater
ne
twor
ks),
proc
esse
d an
d do
cum
ente
d (e
.g. in
form
of c
ase
stud
ies,
stat
istic
s)
Num
ber o
f com
mun
icat
ions
with
de
cisio
n-m
aker
s rel
ated
to g
ende
rN
umbe
r of g
ende
r-spe
ci#c
eve
nts h
eld
(e.g
. sid
e ev
ents
, the
mat
ic w
orki
ng
lunc
hes)
Perc
enta
ge o
f tim
e de
dica
ted
to
gend
er d
urin
g ev
ents
Pe
rcen
tage
of e
vent
s in
whi
ch
asso
ciat
ions
and
net
wor
ks fo
cusin
g on
GE
EW h
ave
part
icip
ated
In
form
atio
n/kn
owle
dge
mat
eria
l is
gend
er-s
ensit
ive
(yes
/no)
Perc
enta
ge o
f wom
en a
nd m
en
repr
esen
ted
in p
olic
ymak
ing
orga
ns/
stru
ctur
esN
umbe
r of f
orm
al, g
ende
r-rel
ated
ex
chan
ges
Num
ber o
f exp
erie
nces
on
gend
er
mai
nstre
amin
g do
cum
ente
d
Wom
en’s
part
icip
atio
n an
d le
ader
ship
in
the
chem
ical
s sec
tor i
s pro
mot
edAd
ditio
nal G
EEW
-PO
Ps in
itiat
ives
at
vario
us le
vels
are
supp
orte
d, a
s a w
ider
an
d m
ore
dive
rse
audi
ence
has
acc
ess
to a
nd b
ene#
ts fr
om th
e kn
owle
dge
and
info
rmat
ion
gene
rate
d
44 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Risk assessmentAmong the risk factors identi#ed during project formula-tion, it is important to identify those related to outputs con-cerned fully or partially with gender equality and women’s empowerment. A risk assessment will show how the envi-ronmental management project will be in'uenced by a variety of factors outside the control of the project man-ager, such as socio-economic and environmental factors, the operation and functioning of institutions, legal systems and socio-cultural practices (e.g. discriminatory attitudes, domestic responsibilities, etc.), as well as output-level risks that directly relate to the project design. It is equally important to be aware of the potential consequences of empowering women or changing the existing gender bal-ance (e.g. an increase in gender-based violence).
Risks are speci#c to the context of each project and the following questions can help to identify risks related to gen-der during project formulation.
Gender-responsive budgetingGender-responsive budgeting helps to ensure gender equality in outputs and programmes by incorporating a gender perspective into the regular budgetary process. It seeks to address possible di$erences in roles, contributions and needs for women and men through the allocation of an adequate budget to the relevant project activities under the appropriate output. Gender-responsive budgeting will involve a gender budget analysis to identify the di$erent impacts of expenditures on women and men and the poten-tial need for re-allocation of expenditure to ensure fair and equitable distribution of bene#ts to both sexes. Ultimately, there should be a gender-sensitive allocation of resources.
Budget and resources for a gender expert, #eldwork, workshops, gender training for sta$, possible new activities identi#ed through gender mainstreaming and activities related to mitigating risks that may adversely impact women or men will need to be taken into consideration in the overall budget of the environmental management project and not in a separate “gender budget”. Once again, an initial gender analysis is vital for determining priorities.
The proportion of your budget dedicated to gender- speci#c activities will depend on the environmental manage-ment project’s objectives, target group, design and outcomes. The #rst priority should lie with integrating gender dimen-sions into project design. If that is done well, a speci#c budget for “gender activities” may not even be necessary.
Remember…Mainstreaming gender in project formulation will set the stage on how and to what extent gender dimensions will be integrated into implementation as well as monitoring and evaluation.
RISK ASSESSMENT GUIDING QUESTIONS
Is there a possibility that the project can reduce women’s access to or control of resources and bene#ts?
Is there a possibility that the project can adversely a$ect the situation of women or men (e.g. potential increased burden on women or social isolation of men)?
What factors may in'uence women’s or men’s ability to participate in the project’s activities (such as lack of time, child care duties, missing transport, lower educational levels, discriminatory approaches, etc.)? Can changing the project design eliminate or mitigate these risks? What are the mitigating measures and have these been incorporated as activities into the project?
What social, legal and cultural obstacles could prevent women from participating in and bene#ting from the project? Can changing the project design eliminate or mitigate these risks? What are the mitigating measures and have these been incorporated as activities into the project?
Will women’s workload increase/decrease as a result of innovation and changes in technology? If their workload is decreased, will this involve loss of income?
GENDER-RESPONSIVE BUDGETING GUIDING QUESTIONS
Does the distribution of programme funds re'ect the level of commitment to gender-related goals?
Are there su"cient funds to achieve the expected results that support gender equality?
Are there su"cient funds to include women’s and men’s di$erentiated needs and consider them in all activities?
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 45
Ideally, the goal in this phase of the project cycle is to design a project that analyses the roles and needs of women and men, identi#es gender-speci#c issues and includes actions to address identi#ed gender inequalities, ensuring that women and men can equally access, equally participate and equally bene#t from the resources, services, capacity-building and other activities that are to be o$ered by the project.
Practical gender mainstreaming is about asking the right questions so that you fully understand the social
implications of your project and can use your resources e$ectively to address them.
Table 5 is a good way to double-check how well gender dimensions have been integrated into a project docu-ment—as guided by the previous sections—and can help identify opportunities, if any, for improvement.34
34 This checklist was adapted from UNDP’s Gender Marker Scoring Template.
Table 5. Gender mainstreaming checklist for projects
Question Yes No Partially
ANAL
YSIS
/JU
STIF
ICAT
ION 1. Does the project explicitly address a gender issue or issues?
If so, please describe how and if not, please provide an explanation.
2. Does the background/context analysis of the project examine: (a) the di$erent situations of women and men (b) the impacts the project will have on di$erent groups
DAT
A &
ST
ATIS
TICS
3. Will the project collect and use sex disaggregated data and qualitative information to analyse and track gender issues?
RESU
LTS
FRAM
EWO
RK 4. Are outcomes, outputs and activities designed to meet the di$erent needs and priorities of women and men?
5. Does the results framework include gender-responsive indicators, targets and a baseline to monitor gender equality results?
BUD
GET 6. Have adequate #nancial resources been allocated for the proposed gender activities (vis-à-vis per
cent of total budget)?
STAK
EHO
LDER
S &
PAR
TICI
PATI
ON 7. Are women/gender focused groups, associations or gender units in partner organizations
consulted/included in the project?
8. Does the project ensure that both women and men can provide inputs, access and participate in project activities (target at least 40 per cent of whichever sex is underrepresented)?
GEN
DER
CA
PACI
TIES 9. Has a gender expert been recruited or do the project sta$ have gender knowledge and have
gender related tasks incorporated in their job descriptions?
10. Will all project sta$ be sensitized to gender (e.g. sta$ will complete online course—‘I Know Gender’ on UN Women’s eLearning Campus https://trainingcentre.unwomen.org)?
IMPL
EMEN
TATI
ON
AR
RAN
GEM
ENTS
11. Is there gender balanced recruitment of project personnel and gender balanced representation in project committees?
MO
NIT
ORI
NG
&
EVA
LUAT
ION
12. Will the monitoring and evaluation of the project cover gender issues and monitor behavioural changes towards greater gender equality?
46 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
© O
XFAM
/Ivan
Muñ
oz
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 47
5. GENDER MAINSTREAMING IN PROJECT IMPLEMENTATION
In the case of an existing environmental management proj-ect that is already in the implementation stage, a good start-ing point for gender mainstreaming would be to review the gender questions in Table 3, Gender analysis questions, to identify if and how integrating gender dimensions in the project is still possible.
For projects that are just starting implementation, the selection of the implementation team and key stakeholders is an essential #rst step.
Selection of the implementation teamIn general, women tend to be underrepresented in environ-mental management projects at all levels. When building the project management team, think about having a gender-balanced team at di$erent sta$ levels. You could promote an increased gender balance by:
Speci#cally encouraging women to apply for positions in job advertisements;Advertising positions in places where women are more likely to see the advertisement, as well as using women’s networks (e.g. women’s associations);O$ering family-friendly working conditions (e.g. 'exi-time and child-care arrangements);Upholding ethical standards in the workplace (e.g. no tolerance for sexual harassment).
To ensure that a gender perspective is integrated into the implementation of the project, consider hiring a gender expert to be part of the project implementation team. For continuity, this could be the gender expert who conducted the gender analysis at the onset of the project. In the imple-mentation phase, the gender expert would undertake the data collection and monitoring of the project’s gender dimensions.
If resources are limited, there are several ways to ensure that the project implementation team has a su"cient level of gender competence. One way would be to include gen-der as a competency in the selection of team members. You should also include gender-responsive activities in the terms of reference of the implementation team (e.g. undertake a gender analysis, monitor and report disaggregated #gures).
It is important to note that female sta$ are not necessarily gender-responsive or knowledgeable about gender work, so building the whole team’s knowledge may still be neces-sary. To this end, it would be advisable to have an orientation workshop with local sta$ to sensitize them on gender issues in the context of the project, as well as to inform them on how speci#c components of the project will address those issues. During the workshop, one could carry out a prelimi-nary assessment of sta$ gender perceptions, including the challenges and opportunities seen by sta$ in mainstreaming gender in the project.
In any situation, it would be advisable to think about building the capacity of the international and national industrial experts on gender mainstreaming to ensure that gender equality activities are maintained after the conclu-sion of the project.
Working with stakeholdersIt is imperative that counterparts and project stakeholders are made aware of and informed about gender inequality issues and UNIDO’s commitment to addressing them. This means assessing and creating gender awareness among potential partners, such as civil society groups, government institutions and private-sector institutions.
The following are guiding questions to brie'y assess part-ners. These questions can also be posed in focus groups or individually, collecting information from women and men separately.
48 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Working with institutionsAs part of the available scope of actions when dealing with institutions and enterprises, the introduction of a gender charter is a strategic way to promote gender equality, advance the working conditions of women and men within the organization, and also can serve as a tool for attracting recruitments.
Ideally, a gender charter should encompass at least the following dimensions:
ASSESSMENT OF GENDER POLICY, ATTITUDES AND AWARENESS AMONG PARTNERS
Does the partner organization have a policy or strategy for gender equality?
What are the roles among women and men within the partner organization?
Do women and men equally participate at decision-making levels within the partner organization?
Are partners aware of gender inequalities among bene#ciaries?
What are their views on such gender inequalities?
WORK
1. Absence of any institutionalized form of discrimination, based either on policy (formal) or practice (informal).
2. Absence of structural barriers (i.e. clauses in the human resource management policy) to women or men performing the same tasks if required.
3. Technical and working groups to be constituted with gender balance (40–60 per cent) criteria. Meetings to be adjourned if target is not met.
MONEY4. Equal remuneration for women and men for work of equal value.
5. Equal access to employee bene#ts (e.g equal access to employee bene#ts—provision for pension schemes, holiday entitlements, health insurance, etc.)
KNOWLEDGE
6. No discrimination in access to information (e.g. career opportunities).
7. Equal opportunities for training and professional development.
8. Speci#c training opportunities for workers recruited under a"rmative action channel.
TIME
9. Provision for child-care facilities.
10. Flexibility of working time—fair overtime schedules.
11. Equal length of paid paternity and paid maternity leaves.
12. Equal duration of working life years.
VOICE13. Gender-balance objectives (40–60 per cent) at governance, executive/management and technical/
operational levels.
14. Requirement of a personal bank account for issuing salaries.
HEALTH15. Secure channel for reporting sexual harassment and protection against retaliation.
16. Protection of pregnant workers and workers who have recently given birth or are breastfeeding.
Speci#c actions may already be in place within an organization without being grouped in a gender charter. The enactment of a gender charter has the advantage of focusing e$orts and actions under one roof. In parallel, the human resource department needs to assess the feasi-bility of elaborating an a"rmative action channel for recruitment of sta$ of whichever gender is underrepre-sented. An ethical code of conduct where it does not exist
could be an o$spring of the gender charter. An ethical code of conduct reinforces the protection of workers against moral and sexual harassment. Finally, the gender charter needs to be aligned to national legislation. It will bene#t from support of local or international GEEW advocacy initiatives and needs to integrate industry recommendations.
A model gender charter is provided in annex V.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 49
6. GENDER MAINSTREAMING IN PROJECT MONITORING
AND EVALUATION
Essential to establishing and maintaining a gender- responsive M&E system is commitment at the decision- making level and shared responsibility among all project team members, including partners and bene#ciaries of the project, on the relevance and importance of gathering data to monitor gender results.
A good M&E system should collect and report sex- disaggregated information on all project components where possible and relevant. To this end, a baseline, includ-ing targets and benchmarks, should be identi#ed at the formulation stage in order to e$ectively monitor and eval-uate the impact of the project on women and men. The logical framework of the project should include and build on these baselines.
Monitoring gender resultsThe monitoring process can be made more gender- responsive by including a gender expert in the implementa-tion team or by making sure that the implementation part-ners are gender-sensitized so that data on women and men is e$ectively collected and monitored. However, a more stra-tegic approach would be to allow for the monitoring func-tion to be the shared responsibility of partners as well as women and men of the bene#ciary groups, in cooperation with UNIDO. This can serve to build capacity among partners and bene#ciaries, as well as strengthen the sustainability of the project.
Part of monitoring and evaluation includes the systemati-zation of good practices. This includes the regular
50 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
assessment and reporting of gender-sensitive indicators and gender results in progress reports.
Evaluating gender resultsAs with monitoring, the evaluation process can be made more gender-responsive by including a gender expert as part of the evaluation team or by making sure that the evaluator’s terms of reference specify the need for some gender expertise.
Any explicit gender components of the project (e.g. gen-der objectives, outcomes or outputs) will be a good refer-ence point to evaluate. To this end, gender-speci#c evaluation questions should be identi#ed and integrated into the terms of reference of the project’s evaluation in line with the UNIDO Evaluation Group’s guidelines on integrating gender into evaluations.35 Moreover, it would be bene#cial to integrate an evaluation component that identi#es good practices and lessons learned from the intervention with regard to gender equality and the empowerment of women.
Even if the project does not explicitly address gender issues, it could still be evaluated against gender criteria. This is because gender awareness can be implicit in the decision-making that went into project planning and imple-mentation (e.g. “soft issues” such as gender or bene#ciary participation can be subsumed in projects).
The box opposite is a quick checklist to ensure a gender- responsive evaluation.
Communicating gender resultsDisseminating gender results in a way that is understand-able and useful for di$erent stakeholders is one of the main challenges for gender mainstreaming. Usually, there is a general information gap and lack of understanding among partners on:
The situation in the #eld from a gender perspective;Government or organizational mandates for gender equality;Policies and programmes targeting gender equality;E$orts of stakeholders and other actors in promoting gender equality;
35 International Service for National Agricultural Research (ISNAR), 2001. Available at: www.fao.org/sd/dim_pe1/pe1_040702_en.htm
Commitments of stakeholders to contribute to gender equality;Good practices in women’s empowerment and gender equality as experienced by the partners or by others in areas related to the project.
Gender results should be integrated into the regular means of communication (e.g. newsletters, progress reports or social media channels, website) to promote information sharing and contribute to awareness-building and advo-cacy e$orts. Alongside this, it would be bene#cial to con-sider communicating gender results in speci#c reports developed to highlight the gender dimensions of the inter-vention. Other possible means to communicate informa-tion on gender issues and results are through workshops, e-discussions or the dissemination of case studies and success stories.
It is important for the communication team to be aware of bridging the information gap to suit the di$erent types of stakeholders (e.g. donors, policymakers, entrepreneurs, project sta$, etc.) through using channels adapted to their speci#c needs and realities, as well as adopting gender- sensitive language.
GENDER-RESPONSIVE EVALUATIONa
Evaluation methodology and tools integrate gender (e.g. participatory methods of data collection, gender-sensitive questions and indicators)
Evaluation terms of reference are engendered (e.g. gender issues are integrated into evaluation’s objectives, explicit reference to gender and gender-speci#c evaluation questions are included)
Evaluators or evaluation teams demonstrate gender competency and gender balance
Evaluation report is written from a gender perspective (e.g. report explicitly presents methodology as engendered, includes data and analysis on results for women and men)
Evaluation report uses gender-sensitive language (e.g. the terms women and men are equally used, no sexist stereotypes)
a International Service for National Agricultural Research (ISNAR), 2001. Available at: http://www.seachangecop.org/sites/default/#les/documents/2001%2006%20FAO%20Engendered%20Logframe%20Approach.pdf.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 51
ANNEXES
© U
ND
P
ANNEX I. TERMS OF REFERENCE FOR GENDER EXPERT FOR PROJECT FORMULATION
UNITED NATIONS INDUSTRIAL DEVELOPMENT ORGANIZATION
TERMS OF REFERENCE FOR PERSONNEL UNDER INDIVIDUAL SERVICE AGREEMENT (ISA)
Title: Gender Expert for Project Formulationa
Main duty station and location:
Mission/s to:
Start of contract (EOD):
End of contract (COB):
Number of working days:
ORGANIZATIONAL CONTEXT
UNIDO is a specialized agency of the United Nations that promotes industrial development for poverty reduction, inclusive globalization and environmental sustainability. The Organization pursues the programmatic goals of gender equality and the empowerment of women both collectively within the United Nations system and individually with its mandate to advance the well-being of women and men in all countries through inclusive and sustainable industrial development. UNIDO is committed to integrating a gender perspective in all its policies, programmes, projects and organizational practices.
PROJECT CONTEXT
Brie'y provide the context of the project.
a As a #rst step to identifying Gender Experts, contact the following: UNIDO Human Resources Management and UNIDO Gender Team; United Nations agencies or NGOs focused on women, women’s groups or associations in the region of intervention.
52 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
DUTIES
Within the duration of the assignment, the Gender Expert is expected to undertake a gender analysis in order to e$ectively mainstream gender into the design and formulation of the project. Speci#cally, under the direct supervision and guidance of the project manager and in close collaboration with industry/sector experts, the Gender Expert will assume the tasks shown in the table below.
Duties Concrete/measurable outputs
Expected duration Location
Review relevant UNIDO documents on the requirements for gender mainstreaming, including UNIDO’s Policy on Gender Equality and the Empowerment of Women (2009) and UNIDO’s Guide on Gender Mainstreaming Environmental Management projects (2015).Conduct a detailed gender analysis as guided by UNIDO’s Guide on Gender Mainstreaming Environmental Management projects (2015), particularly emphasizing gender division of labour, control of resources and technologies, women’s and men’s needs and preferences, and opportunities for and constraints on women’s participation.
In-depth gender analysis is conducted
10+ days Field-basedAssess and identify potential gender-di$erentiated impacts of the project.
Impacts and risks are identi#ed
Collect sex-disaggregated baseline data that could be used to monitor potential gender impacts.
Baseline is established
Identify government agencies, NGOs, community-based organizations and women’s associations or groups whose work focuses on gender and environmental management that can be utilized during project preparation and implementation. Assess their capacity.
Relevant government agencies, NGOs, community-based organizations and women’s associations or groups in-country are identi#ed and consulted
Based on gender analysis, develop a plan of action that identi#es opportunities and entry points for mainstreaming gender into the project. The plan of action for gender mainstreaming should mirror the project’s log frame and include the development of gender- speci#c project components, gender-responsive targets and indicators, timelines, assigned responsibilities and implementation arrangements.Provide cost estimates for the implementation of the plan of action for gender mainstreaming.
Plan of action for gender mainstreaming is developed and costs of implementation are estimated
5 days Home-based
Integrate relevant gender components from the plan of action for gender mainstreaming in the project document, including cost estimates for its implementation.
Project document is gender-mainstreamed
Prepare terms of reference for gender specialist to implement the gender-responsive components of the project.
ToR for gender specialist for project implementation are #nalized
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 53
54 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
MINIMUM ORGANIZATIONAL REQUIREMENTS
Education
The Gender Expert should have a postgraduate university degree in Social or Natural Sciences or other relevant discipline, preferably with a specialization in gender, project cycle management and/or environment.
Technical and functional experience
The Gender Expert should have:
A minimum of #ve years practical experience in the #eld of gender equality and gender mainstreaming;Formal training in gender analysis and gender planning and demonstrated expertise in mainstreaming gender in projects and programmes, especially in the environment sector;Thorough understanding of the gender context in [country], and experience working with government institutions and international or non-governmental organizations supporting gender and development work in the environment sector;Familiarity with gender analysis tools and methodologies in the environment sector;Strong communication skills and ability to liaise with various stakeholders, including government o"cials.
Languages
Fluency in written and spoken English is required.
REQUIRED COMPETENCIES
Core values
1. Integrity
2. Professionalism
3. Respect for diversity
Core competencies
1. Results orientation and accountability
2. Planning and organizing
3. Team orientation
Managerial competencies (as applicable)
1. Strategy and direction
2. Judgement and decision-making
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 55
ANNEX II. TERMS OF REFERENCE FOR GENDER EXPERT FOR PROJECT IMPLEMENTATION
UNITED NATIONS INDUSTRIAL DEVELOPMENT ORGANIZATION
TERMS OF REFERENCE FOR PERSONNEL UNDER INDIVIDUAL SERVICE AGREEMENT (ISA)
Title: Gender Expert for Project Implementationa
Main duty station and location:
Mission/s to:
Start of contract (EOD):
End of contract (COB):
Number of working days:
ORGANIZATIONAL CONTEXT
UNIDO is a specialized agency of the United Nations that promotes industrial development for poverty reduction, inclusive globalization and environmental sustainability. The Organization pursues the programmatic goals of gender equality and the empowerment of women both collectively within the United Nations system and individually with its mandate to advance the well-being of women and men in all countries through inclusive and sustainable industrial development. UNIDO is committed to integrating a gender perspective in all its policies, programmes, projects and organizational practices.
PROJECT CONTEXT
Brie'y provide the context of the project.
a As a #rst step to identifying gender experts, contact the following: UNIDO Human Resources Management and UNIDO Gender Team; United Nations agencies or NGOs focused on women, women’s groups or associations in the region of intervention.
56 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
DUTIES
Within the duration of the assignment, the Gender Expert is expected to act as the main focal point for all gender-related activities of the project. Speci#cally, under the direct supervision and guidance of the project manager and in close collabo-ration with industry/sector experts, the Gender Expert will assume the tasks shown in the table below.
Duties Concrete/measurable outputs
If not already established, collect sex-disaggregated baseline data that will be used to monitor gender impacts.
Baseline established
Assess the gender “awareness” and “sensitivity’’ of project bene#ciaries and stakeholders.
Assessment of gender awareness/sensitivity of project stakeholders is undertaken
Conduct gender-sensitization training for project sta$ at all levels and maintain the desired level of gender awareness.
Gender-sensitization training is conducted
Assist in the recruitment of project sta$ to ensure gender equality in recruitment and a gender focus in sta$ competencies to support implementation of gender activities.
Gender-sensitive ToRs, including gender-related competencies, are created and used.
Conduct regular site visits to monitor implementation of gender activities, collect sex-disaggregated data on gender-responsive targets and indicators and prepare corresponding progress reports.
Site visits conducted and data is collected on a regular basis. Gender results are systematically monitored and regularly reported
Identify any unanticipated risks and/or negative gender impacts. Adjust and/or develop project activities to mitigate these issues as needed.
Unanticipated risks and/or negative gender impacts, if any, are identi#ed and addressed
Engage and provide necessary support to the relevant government agencies, NGOs, community-based organizations and women’s associations or groups whose work focuses on gender and environmental management to facilitate collaboration and enhance gender results of project implementation.
Relevant government agencies, NGOs, community-based organizations and women’s associations or groups in-country are identi#ed and regularly consulted throughout the project
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 57
REQUIRED COMPETENCIES
Core values
1. Integrity
2. Professionalism
3. Respect for diversity
Core competencies
1. Results orientation and accountability
2. Planning and organizing
3. Team orientation
Managerial competencies (as applicable)
1. Strategy and direction
2. Judgement and decision-making
MINIMUM ORGANIZATIONAL REQUIREMENTS
Education
The Gender Expert should have a postgraduate university degree in Social or Natural Sciences or other relevant discipline, preferably with a specialization in gender, project cycle management and/or environment.
Technical and functional experience
The Gender Expert should have:
A minimum of #ve years practical experience in the #eld of gender equality and gender mainstreaming;Formal training in gender analysis and gender planning and demonstrated expertise in mainstreaming gender in projects and programmes, especially in the environment sector;Thorough understanding of the gender context in [country], and experience working with government institutions and international or non-governmental organizations supporting gender and development work in the environmental management sector;Familiarity with gender analysis tools and methodologies in the environment sector;Strong communication skills and ability to liaise with various stakeholders, including government o"cials
Languages
Fluency in written and spoken English is required. Local language would be an asset.
58 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
ANNEX III. GENDER ANALYSIS AT THE REGIONAL/COUNTRY LEVEL
A gender analysis should start at the regional/country level, addressing the national contexts that frame the project’s area of intervention.
At the national level, the context analysis has many dimensions: social, economic, political, and cultural and environmental. This analysis will determine the conditions, limitations and opportunities to implement the project, while being aware of gender inequalities in place.
The data published by the United Nations is a good source of information for speci#c gender indicators at the national level. They include the Gender-related Development Index (GDI) and the Gender Empowerment Measure (GEM), which were introduced in 1995 in the Human Development Report published by the United Nations Development Programme (UNDP).a Other useful data include the Gender Inequality Index (GII), the Women’s Economic Opportunity Index (WEOI) and the Global Gender Gap Index (GGI). There is also gender information at the country level in a database that collects human rights data at www.universalhumanrightsindex.org. Gender violence-related information at the country level may also be found at this website. Additionally, in many countries, indicators are being nationalized and data is collected in relation to their national needs by national bureaus of statistics and ministries of industry, trade, economy, labour and/or social a$airs.
The following checklist provides some key questions for gender analysis at the regional/country level.
GENDER ANALYSIS AT THE REGIONAL/ NATIONAL LEVEL
Guiding questions
Policy framework analysis
What are the legally binding international and regional human rights instruments, commitments and polices that have been signed by the country? (e.g. CEDAW; as a quick resource, refer to the universal human rights index: www.universalhumanrightsindex.org)
Are there any government programmes relevant to the project that address gender inequalities?
Are there any relevant gender indicators that are regularly monitored at the national level, e.g. by the National Bureau of Statistics or by an agency responsible for reporting on national development plans?
Political and empowerment framework analysis
What is the percentage of seats that women and men hold in parliament and in decision-making ministerial and regional posts, and particularly in the ministry/agency responsible for your project?
What is the percentage of men/women in high-paying positions in the project sector?
What is the percentage of women in professional, technical, managerial and administrative jobs in the country?
Are there relevant civil society organizations or international agencies that work in the sector of intervention with a gender equality or women’s empowerment perspective?
Labour-market framework analysis
What is the division of labour between women and men in the country?
What is the percentage of women in professional, technical, managerial and administrative jobs in the country?
Are there gender gaps in income for equal work among women and men in the country?
a The GDI identi#es gender gaps in life expectancy, education and incomes. The GEM is based on estimates of women’s relative economic income, participations in high-paying positions with economic power and access to professional and parliamentary positions. It is indicative of the relative empowerment of women in a given country.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 59
Economic and "nancial framework analysis
What is the percentage of women in relation to men who have access to land tenure and credit in the country?
What is the availability of outreach programmes to women that target the provision of business development and/or #nancial services through government initiatives, private lenders and others in general, and relevant to the sectors/ localities of the project?
Social and cultural framework analysis
What are the social or cultural values, norms, attitudes and beliefs in relation to gender equality?
Are there gaps in literacy levels between women and men (rural/urban)?
What are the enrolment rates for primary, secondary and tertiary education?
Are there gender gaps in access to health?
What is the level of gender-based violence in the country?
Environmental and industry framework analysis
What are the key country-level gender issues related to environmental sustainability and to industry that the project must be aware of, and could possibly deal with?
Are there policies on environmental management/ green industry related to the intervention? Are these policies gender-mainstreamed?
60 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
ANNEX IV. GENDER ANALYSIS AT THE SECTORAL LEVEL
It is crucial to have a good understanding of the di$erences between women and men in order to not only understand and prioritize gender issues, but also to e$ectively identify the sector for intervention that will make the most sustainable impact.
There are considerable di$erences in the availability of information by sector in relation to gender. Fields such as governance, environment and rural development may o$er more information than sectors such as industry, transport and infrastructure. Often, dispersed information is available in decentralized o"ces, municipal or district plans and even in docu-ments produced by the private sector. When written information is not available, interviews with key informants, meetings and even workshops may be employed to gather information. The box below provides some key questions for gender analysis at the sectoral level.
The sectoral context review will equip you with useful arguments to successfully discuss gender mainstreaming of your projects with counterparts and stakeholders.
GENDER ANALYSIS AT THE SECTORAL LEVEL
Guiding questions
General framework analysis
Are there sector policies supporting or causing gender inequalities?
Is there a gender focal point in the counterpart ministry?
What is the most common division of labour by gender in the industry? Are there wage gaps between women and men working in the sector of the project?
How many small and medium enterprises are owned or managed by women in the sector?
What are the barriers/challenges that reinforce gender inequalities? How might this a$ect di$erent groups’ abilities to participate in environmental management project interventions?
Are there any similar environmental management projects currently being implemented that address gender issues?
Will women’s workloads increase/decrease as a result of innovation and changes in technology? If their workload is decreased, will this involve loss of income?
How can women’s awareness of rights, entitlements and opportunities be raised?
Does the project contribute to the education, training and professional development of women in sustainable energy?
Which activities address non-traditional roles of women, such as marketing and promotion of women in STEM (science, technology, engineering and mathematics) #elds of education?
Does the project design make clear its commitment to contributing to gender equality (e.g. in the objectives, speci#c outputs and indicators)?
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 61
ANNEX V. MODEL GENDER CHARTER
[Institution’s name]
GENDER CHARTER
[creation/revision date]
A charter for gender equality and the empowerment of women aiming at the full participation of men and women in all spheres of our institution without discrimination.
PREAMBLE1. [Institution’s name] recognizes that gender discrimina-
tion is a serious threat to human development, both at personal level and for society in general. Its ubiquitous repercussions on the economy are disastrous.
2. [Institution’s name] commits to pursue the goal of gen-der equality and empowerment of women at all levels of its organisation, including service delivery to end-users/consumers, with the objective of creating a stronger and more prosperous institution.
3. To this end, [Institution’s name] has developed the fol-lowing Core values and Principles and has de#ned Roles & responsibilities to ensure their implementation, moni-toring and evaluation.
CORE VALUES4. [Institution’s name]’s sta$ adheres to the following core
values:
for women and men
institution’s life for all
PRINCIPLES5. [Institution’s name] has adopted the following principles
to guide its daily activities:
WORK A. Absence of any institutionalized form of discrimination,
either based on policy (formal) or practice (informal).
B. Absence of structural barriers (i.e. clauses in the human resource management policy) to performing the same tasks if required.
C. Technical and working groups to be constituted with gender balance (40–60 per cent) criteria. Meetings to be adjourned if target is not met.
REMUNERATION D. Equal remuneration for women and men for work of
equal value.E. Equal access to employee bene#ts (e.g. provision for
housekeeper allowances, pension schemes).
KNOWLEDGE RESOURCES F. No discrimination in access to information (e.g. career
opportunities).G. Equal opportunities for training and professional
development.H. Speci#c training opportunities for workers recruited
under a"rmative action channel.
TIME I. Provision for child-care facilities.J. Flexibility of working time – fair overtime schedules.K. Equal length of paid paternity and paid maternity leaves.L. Equal duration of working life years.
VOICEM. Gender-balance objectives (40–60 per cent) at gover-
nance, executive/management and technical/opera-tional levels.
N. Requirement of a personal bank account for issuing salaries.
62 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
HEALTH O. Secure channel for reporting sexual harassment and
protection against retaliation.P. Protection of pregnant workers and workers who have
recently given birth or are breastfeeding.
ROLES & RESPONSIBILITIES6. Governance board advises the Gender charter com-
mittee in relation to gender equality objectives and indi-cators; advocates for gender equality at institutional level and with stakeholders.
7. Gender charter committee sets annual gender equal-ity and empowerment of women objectives and indica-tors; is responsible for the monitoring and evaluation of
achievements; has delegated authority to investigate cases of gender discrimination and sexual harassment; is composed of representatives of all departments and gender focal points; reports annually to shareholders or public authorities.
8. Gender focal points are responsible for the implemen-tation of the Gender charter; ensure that the Gender charter’s core values are taken into consideration within all levels of management and operations.
9. All sta! have the ethical responsibility for the advance-ment of gender equality objectives within [Institution’s name] and contributing to a safe working environment for all their colleagues.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 63
ANNEX VI. ETHICAL CODE OF CONDUCT
The Convention on the elimination of all forms of discrimination against women (CEDAW) de#nes discrimination against women as “any distinction, exclusion or restriction made on the basis of gender which has the e$ect or purpose of impair-ing or nullifying the recognition, enjoyment or exercise by women, irrespective of their marital status, on a basis of equality of men and women, of human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other #eld”.a
In their daily work, inspection and veri#cation o"cers may face decisions that have moral and ethical implications, which may restrict or broaden women’s opportunities, contribute to further discrimination or not. In order to support their activities, UNIDO’s assistance needs to be conditioned to the adherence of the following rights and obligations of traders and o"cials:b
In addition, supporting the implementation of Integrated Management System (IMS) certi#cation within conformity assess-ment bodies allows for increased transparency and acts as a signal for responsible management towards end users. UNIDO needs to actively support the demand for IMS implementation and certi#cation, especially within the legal metrology and inspection services areas.
ETHICAL CODE OF CONDUCT
1. All individuals shall be able to undergo inspection or veri-#cation procedures or cross international borders without verbal or physical abuse or harassment, including but not limited to sexual and gender-based violence.
2. Inspections or veri#cations, including border inspections, shall be processed in an e"cient and timely manner with-out discrimination. A receipt must be provided to the trader for any payment made and the payment properly recorded.
3. Only o"cials of the approved agencies shall be present during inspection or veri#cation procedures or at the bor-der, and all veri#cation or inspection o"cials shall wear uniforms or identi#cation badges that indicate their respective agency.
4. All duties, fees, and taxes and the basis for their calculation shall be publicly available prior to the inspection or veri#cation and at border control posts. Any change to duties, fees, and taxes must be publicly announced, with
reasonable time allowed for traders to prepare before their application. No unpublished fees or charges shall be demanded during the inspection or veri#cation procedure.
5. Documentary requirements shall be clearly stated and publicly available prior to the inspection or veri#cation and at border control posts. Any change in required docu-mentation must be publicly announced, with reasonable time allowed for traders to prepare before implementa-tion. Simpli#ed procedures should be applied to small traders.
6. Traders should be aware of their rights and obligations when undergoing inspection or veri#cation or crossing international borders. Traders must present required doc-umentation and pay appropriate duties if required and obtain a receipt for any payments made to an o"cial. Traders shall not attempt to bribe any o"cial to avoid pay-ment of duties or to obtain preferential treatment in any way, including avoiding queues.
a Convention on the elimination of all forms of discrimination against women, New York, 18 December 1979, art. 1. Available at: http://www.ohchr.org/en/ProfessionalInterest/pages/cedaw.aspx.b World Bank (2013): Women and trade in Africa: realizing the potential. Available at: http://www-wds.worldbank.org/external/default/WDSContentServer/WDSP/IB/2013/11/08/000442464_20131108144416/Rendered/PDF/825200WP0Women00Box379865B00PUBLIC0.pdf.
64 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
ADDITIONAL RESOURCES
World Customs Organization/Capacity-building: www.wcoomd.org/en/topics/capacity-building.aspx
United Nations Organization on Drugs and Crime/Corruption: www.unodc.org/unodc/en/corruption/index.html
International Organization for Migration/Immigration and Border Management Division: www.iom.int/cms/tcm
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 65
ANNEX VII. GENDER-RESPONSIVE TRAININGS
The following check-list will help project sta$ ensure gender equality concerns are taken into consideration when organiz-ing trainings:a
CHECKIST FOR THE ORGANIZATION OF TRAININGS
Before the training:
1. Training objectives take into consideration gender interests.
2. GEEW outputs and indicators are set.
3. Trainers receive GEEW awareness brie#ng and relevant UNIDO GEEW material.
4. The training site is located in an accessible, central area, with easy commutation facilities.
5. The training schedules provide for commutation time and arrangements to suit women participants.
6. Call for participation is widely disseminated, using both female and male-oriented communication channels.
7. Training material is screened for gender sensitive data, language and illustrations and proposed activities are checked for cultural, religious or ethnic bias.
During the training:
8. Trainers provide room for men and women to engage equally.
9. Trainers allow for non-dominant views to be expressed.
10. Sex-disaggregated data is collected, including partici-pants’ feedbacks and experiences.
After the training:
11. The achievement of GEEW outputs and indicators is evaluated.
12. The trainers’ performance in relation to gender sensitivity is assessed.
13. Feedbacks and experiences of female and male partici-pants are taken into consideration.
a Additional Resources: UICN (2000): Seek and ye shall #nd. Creating participatory appraisals with a gender perspective. Available at: www.genderandenvironment.org/
generoyambiente.org/index.php/en/knowledge-center/doc_download/1785-module-2-seek-and-ye-shall-#nd-participatory-appraisals-with-a-gender-equity-perspective. SDC (2005): Gender and Training: Mainstreaming gender equality and the planning, realisation, and evaluation of training programmes. Available at: www.sdc-gender-development.net/en/Home/Publications/document.php?itemID=4260&langID=1. UNESCO (1999): Guidelines on gender-neutral language. Available at: unesdoc.unesco.org/images/0011/001149/114950mo.pdf.
66 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
ANNEX VIII. UNIDO EVALUATION GROUP GUIDE FOR INTEGRATING GENDER INTO EVALUATIONS OF UNIDO PROJECTS AND PROGRAMMES
GUIDANCE ON INTEGRATING GENDER IN EVALUATIONS OF UNIDO PROJECTS AND PROGRAMMES
Introduction
Gender equality is internationally recognized as a goal of development and is fundamental to sustainable growth and pov-erty reduction. The UNIDO Policy on Gender Equality and the Empowerment of Women and its addendum, issued respectively in April 2009 and May 2010 (UNIDO/DGB(M).110 and UNIDO/DGB(M).110/Add.1) provides the overall guidelines for establishing a gender mainstreaming strategy and action plans to guide the process of addressing gender issues in the Organization’s industrial development interventions.
According to the UNIDO Policy on Gender Equality and the Empowerment of Women:
Gender equality refers to the equal rights, responsibilities and opportunities of women and men and girls and boys Equality does not suggest that women and men become “the same”, but that women’s and men’s rights, responsibilities and opportunities do not depend on whether they are born male or female. Gender equality implies that the interests, needs and priorities of both women and men are taken into consideration, recognizing the diversity of di#erent groups of women and men. It is therefore not a “women’s issue” . On the contrary, it concerns and should fully engage both men and women and is a precondition for, and an indicator of, sustainable people-centred development.
Empowerment of women signi"es women gaining power and control over their own lives. It involves awareness raising, building of self-con"dence, expansion of choices, increased access to and control over resources and actions to trans-form the structures and institutions that reinforce and perpetuate gender discrimination and inequality.
Gender parity signi"es equal numbers of men and women at all levels of an institution or organization, particularly at senior and decision-making levels.
UNIDO projects/programmes can be divided into two categories: 1) Those where promotion of gender equality is one of the key aspects of the project/programme; and 2) Those where there is limited or no attempted integration of gender.
The Guide at handa proposes key issues for evaluation managers and evaluators to consider when incorporating gender issues in UNIDO evaluations of both categories. Evaluation managers/evaluators should select relevant questions depending on the type of interventions.
a Bibliography:United Nations Industrial Development Organization (UNIDO), “Policy on gender equality and the empowerment of women”. UNIDO/DGB(M).110 (April 2009) and UNIDO/DGB(M).110/Add.1 (May 2010).United Nations Evaluation Group (UNEG) (2009), “Integrating Human Rights and Gender Equality Perspectives in Evaluations in the UN system”. Canadian International Development Agency (CIDA) (2008), “How to Perform Evaluations—Gender Equality”.International Labour Organization (ILO) (2007), “Considering Gender in Monitoring and Evaluation of Projects”.United Nations Educational, Scienti#c and Cultural Organization (UNESCO) (1997), “Checklist for the Integration of Gender Equality Issues in the Evaluation of UNESCO’s Programmes”.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 67
Gender-responsive evaluation questions
The questions below will help evaluation managers/evaluators to mainstream gender issues in their evaluations.
1. Design
Is the project/programme in line with UNIDOb and national policies on gender equality and the empowerment of women?
Were gender issues identi#ed at the formulation stage?
Did the project/programme design adequately consider the gender dimensions in its interventions? If so, how?
Were adequate resources (e.g. funds, sta$ time, methodology, experts) allocated to address gender concerns?
To what extent were the needs and priorities of women, girls, boys and men re'ected in the design?
Was a gender analysis included in a baseline study or needs assessment (if any)?
If the project/programme is people-centred, were target bene#ciaries clearly identi#ed and disaggregated by sex, age, race, ethnicity and socio-economic group?
If the project/programme promotes gender equality and/or women’s empowerment, was gender equality re'ected in its objective/s? To what extent are output/outcome indicators gender-disaggregated?
2. Implementation management
Did project monitoring and self-evaluation collect and analyse gender-disaggregated data? Were decisions and rec-ommendations based on the analyses? If so, how?
Were gender concerns re'ected in the criteria to select bene#ciaries? If so, how?
How gender-balanced was the composition of the project management team, the Steering Committee, experts and consultants and the bene#ciaries?
If the project/programme promotes gender equality and/or women’s empowerment, did the project/programme monitor, assess and report on its gender-related objective/s
3. Results
Have women and men bene#ted equally from the project’s interventions? Do the results a$ect women and men di$erently? If so, why and how? How are the results likely to a$ect gender relations (e.g. division of labour, decision-making authority)?
In the case of a project/programme with gender-related objective/s, to what extent has the project/programme achieved the objective/s? To what extent has the project/programme reduced gender disparities and enhanced women’s empowerment?
How have the gender-related results contributed to the overall results of the project/programme?
To what extent were the project’s/programme’s stakeholders aware of the project’s/programme’s gender-related objectives or interventions (if any)? To what extent are female and male stakeholders satis#ed with the gender-related results?
To what extent are the gender equality-related results likely to endure after project/programme completion?
b Once the gender mainstreaming strategy and action plans to guide the process of addressing gender issues in industrial development interventions are developed, the project/programme should align to the strategy or action plans.
68 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Making evaluations gender-mainstreamed
Gender issues should be considered in all steps of the evaluation process. Evaluation managers and evaluators are encour-aged to use the following checklists for mainstreaming gender in UNIDO evaluations.
1. Preparing terms of reference (ToR)
Gender issues should be mainstreamed in the ToR (e.g. scope, stakeholder involvement, team members, accountabil-ities, responsibilities, deliverables).
The ToR includes speci#c questions for gender assessments.
Responsibilities for assessing gender results are clearly designated.
2. Recruiting consultants
The evaluation team leader has the capacity to integrate gender concerns into evaluation #ndings, conclusions and recommendations.
Evaluation team members have su"cient gender expertise and/or a gender specialist is included in the team.c If not, the evaluation team should receive a proper brie#ng on relevant gender issues to be addressed in the evaluation.
The evaluation team is gender-balanced
3. Conducting the evaluation (e.g. surveying, data collection, interviewing in the %eld, analysis)
Tools, methods and gender equality indicators are identi#ed and used to collect and analyse gender-disaggregated data and information (from both the desk review and #eld visit).
The interviewing sample is representative of target groups (e.g. sex, age, ethnicity, race and socio-economic groups).
Appropriate time and resources are allocated to assess gender equality results
4. Report writing (recommendations and lessons learned)
Gender equality-related results are presented with evidence.
Factors contributing to (or hindering) the achievement of gender equality results are identi#ed (from formulation, actual implementation and management).
Answers for speci#c gender questions raised in the ToR are provided.
Recommendations/lessons to improve project/programme performance on gender are included in the evaluation report, if appropriate.
c Experience from other organizations indicates that the assessment of gender equality brings an additional dimension to traditional evaluation and requires additional time and resources.
GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS 69
ANNEX IX. GENDER GLOSSARY
Gender analysis: is the collection and analysis of sex-disaggregated information. Women and men both perform di$erent roles. This leads to women and men having di$erent experience, knowledge, skills and needs. Gender analysis explores these di$erences so policies, programs and projects can identify and meet the di$erent needs of women and men. Gender analysis also facilitates the strategic use of distinct knowledge and skills possessed by women and men.
Gender audits: are institutional gender analysis and assessment tools that help to scan the extent to which gender equality has been integrated into institutions, policies, or programs. There are a wide variety of gender auditing tools that address di$erent issues, including #nancial audits, general organizational assessments, and international policy analysis. The overarching aim of most auditing tools is to hold institutions and governments to account regarding gender integration.
Gender blindness: is the failure to recognize that gender is an essential determinant of social outcomes impacting on projects and policies. A gender blind approach assumes gender is not an in'uencing factor in projects, programs or policy. Thus, gender-neutral approaches often run the risk of reinforcing existing gender-based discrimination or responding to male priorities, especially in societies where the power and decision-making is predominately done by men.
Gender competence: is the knowledge and the ability to recognize this and to deal with ensuring that discriminatory structures are changed and new and diverse development opportunities are opened to all genders. Moreover, gender competence includes knowledge about gender policies, strategies, and approaches as well as the tools and use of gender mainstreaming.
Gender equality: refers to the equal rights, responsibilities and opportunities of women and men and girls and boys. Gender equality implies that the interests, needs and priorities of both women and men are taken into consideration, recognizing the diversity of di$erent groups of women and men. Gender equality is not a women’s issue but should concern and fully engage men as well as women. Equality between women and men is seen both as a human rights issue and as a precondition for, and indicator of, sustainable people-centered development.a
Gender equity: is the process of being fair to women and men, girls and boys. It refers to di$erential treatment that is fair and positively addresses a bias or disadvantage that is due to gender roles or norms or di$erences between the sexes. It is about the fair and just treatment of both sexes that takes into account the di$erent needs of the women and men, cultural barriers and (past) discrimination of the speci#c group.
Gender mainstreaming: is a globally accepted strategy for promoting gender equality. Mainstreaming involves ensuring that gender perspectives and attention to the goal of gender equality are central to all activities. Mainstreaming a gender perspec-tive is the process of assessing the implications for women and men of any planned action, including legislation, policies or programs, in any area and at all levels. It is a strategy for making the concerns and experiences of women as well as of men an integral part of the design, implementation, monitoring and evaluation of policies and programs in all political, economic and societal spheres, so that women and men bene#t equally, and inequality is not perpetuated. The ultimate goal of mainstream-ing is to achieve gender equality.b
a The O"ce of the Special Adviser to the Secretary-General on Gender Issues and Advancement of Women (UN OSAGI).b United Nations Economic and Social Council (ECOSOC) (1997).
70 GUIDE ON GENDER MAINSTREAMING ENVIRONMENTAL MANAGEMENT PROJECTS
Gender neutral: Gender is not considered relevant to development outcome. Gender norms, roles and relations are not a$ected (worsened or improved).
Gender-responsive results: are changes that respond to the inequities in the lives of women or men within a given social setting and aim to remedy these inequities.
Gender sensitive: considers gender norms, roles and relations but does not address inequality generated by unequal norms, roles or relations. While it indicates gender awareness, no remedial action is developed.
Gender speci"c: considers gender norms, roles and relations for women and men and how they a$ect access to and control over resources, and considers women’s and men’s speci#c needs. It intentionally targets and bene#ts a speci#c group of women or men to achieve certain policy or program goals or meet certain needs.
Sex-disaggregated data: is data that is collected and presented separately on women and men. Sex describes the biological and physiological di$erences that distinguish females, males and intersex.
Women’s economic empowerment: A woman is economically empowered when she has both the ability to succeed and advance economically and the power to make and act on economic decisions. To succeed and advance economically, women need the skills and resources to compete in markets, as well as fair and equal access to economic institutions. To have the power and agency to bene#t from economic activities, women need to have the ability to make and act on decisions and control resources and pro#ts.c
Women’s empowerment: is about the process by which women who have been denied the ability to make strategic life choices acquire such an ability. The ability to exercise choice incorporates three inter-related dimensions: resources (de#ned broadly to include not only access, but also future claims, to both material and human and social resources); agency (including processes of decision making as well as less measurable manifestations of agency such as negotiations); and achievements (well-being outcomes).d
c Kabeer, N. (1999): Resources, Agency, Achievements: Re'ections on the measurements of Women’s Empowerment, Development and Change Vol. 30.d Understanding and Measuring Women’s Economic Empowerment, International Center for Research on Women (ICRW) (2011).
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INCLUSIVESUSTAINABLEINDUSTRIAL DEVELOPMENT
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V.14-08867—January 2015