Aim of Presentation• To set the context in which the Consortium Level Gender Strategy was developed;• How it will be used;• How it will evolve.
Why gender?• The CGIAR is now working to development outcomes (SLOs); – Mindset change: understanding constraints to engaging in research and taking up research outputs is a research challenge• It is our moral duty;• It will equip the CGIAR to bring benefits to other social groups.
Frequently Asked Questions• Why is there not a gender CRP? – Integration – Ownership• Where does AWARD fit with the new strategy?• Why address 1) gender in research and 2) gender and diversity in the workplace in the same strategy?
Diversity and Gender StrategyComponent 1: CRP Gender Component 2: Diversity andStrategy Gender in the workplace Planning considers all relevant Broad understanding of why gender constraints to the diversity and gender are relevant in research process and the uptake research for development of research outputs. Implementation, monitoring and review throughout all CRPs Equality of career progression within the CGIAR Greater expertise in gender analysis CGIAR succeeds in attracting and retaining some of the world’s top scientists and service function Research outputs and outcomes professionals remove constraints faced by women farmers BETTER ACHIEVEMENT OF THE SYSTEM LEVEL OUTCOMES
The strategy rationale• To stimulate the CGIAR;• To provide a framework for guiding the integration of gender across Consortium initiatives;• To provide an agreed way forward for the Consortium Office to support gender in the CRPs.
The strategy’s overall goal:• To strengthen the CGIAR research agenda and its impact on development challenges, through a rigorous integration of gender issues in the research carried out by the CGIAR.
Gender in Research• Vision: A co-ordinated approach across 15 CRPs to consider and address gender issues in both research and research uptake;• Resource: Senior Advisor on Gender and Research
Elements of Gender in Research • CRP level gender strategy – Quality controlled • CRP portfolio network of gender leads – Catalyse collaborations – Experience sharing in research, lesson learning and capacity strengthening • Annual reporting requirements – Accountability
Capacity Building• Gender expertise• Gender awareness• Planned and co-ordinated capacity strengthening rather than ad hoc• Potential linkages...................
Gender and Diversity in the Workplace• Diversity in the workplace has been shown to increase the quality of research.• Gender, ethnicity, age etc.• Build on Gender and Diversity Program.• Envisage a pragmatic approach utilising targets where appropriate.
2013 – The way forward• Specific expertise: Human Resources with specific gender experience;• Establish a system which is workable and honest;• Incorporate staff composition as a field in the One Corporate System.
Consortium Level responsibilities• Performance Management System: System Level Outcomes and a prioritisation methodology;• Consideration of gender in future scenarios (foresight);• Gender in communication and knowledge management.• Linkages with gender initiatives.• GCARD, GFAR and GAP• Moving beyond gender.........
More information: http://cgiar.org: How we do research> Research on gender in agriculture