Progress in gender mainstreaming in LIVES

275
-1

Published on

Presented by Ephrem Tesema at the Workshop on Gender and Value Chains in the LIVES Project, Adama, Ethiopia, 19-22 August 2013


Published in: Technology, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
275
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
16
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Progress in gender mainstreaming in LIVES

  1. 1. Progress in gender mainstreaming in LIVES Ephrem Tesema (ILRI) Workshop on gender and value chains in the LIVES Project, Adama, Ethiopia, 19-22 August 2013
  2. 2. Outline • Progress in LIVE Gender Mainstreaming Task • Opportunities • Challenges • The Way Forward • A Message for LIVES Team on Gender Mainstreaming Secret for Success
  3. 3. Progress in LIVE Gender Mainstreaming Task • Directly Project Related Activities 1.1. Familiarizing LIVES Staff with the Gender mainstreaming guideline ( Presentation) May 30, 2013 1.2. Selection of gender in value chain reading materials to be down loaded on E-readers and distributed to partners for action research purpose 1.3. Supporting the knowledge management intervention through commenting the knowledge management guideline, the E-reader based data collection questionnaires
  4. 4. Continued 1.4. Distribution of soft copies for headquarter and Regional staff to share new insights, gender analytical tools and innovative approaches 1.5. Involving in designing a research project call from the World Bank with CRP 3.7. team to • gain expertise to carry out a research in four PAs with the objective of designing gender • Self-determination and Empowerment path ways. The pilot gender self-determination • and empowerment tools will be tested in four value chain projects located in Kenya, Tanzania, Uganda and Tanzania
  5. 5. Continued 1.6. Supporting the LIVES Staff recruiting panel through involving in the interview questions and by presenting gender in value chain related questions during Recruitment of Research Officers, Business Development Officer 1.7. Contribution a part on gender disaggregated reporting for a weekly reporting format prepared by LIVES’s Programme Coordinator
  6. 6. Opportunities • Coordination and Gender Infrastructure  Past Experiences, Guidelines, Tools • Proper Planning and Guidance  Familiarization of staff, Co-planning with LIVES team • Partnership and Resource sharing  LIVES Gender Unit closely work with ILRI Capacity Building CG Gender Consortium, CRP 3.7  ATA, Agri-Hub Ethiopia, AGP, Ministry of Agriculture Gender Unit, Individual Researchers on Gender, Gender and Nutrition etc. • Gender proactive Project Management Style and Good Relation with Donor Agency  Allocation of resources, space for influencing project pillars and budget and logistic allocation for Gender Work  Constructive Relation with CIDA
  7. 7. Challenges • Communication and Information Flow  Need improved communication with Regional and Zonal Team  The Understanding of the Gender Dimension of LIVES and how to materialize Gender equity in the project pillars across all intervention Areas  Low Assessment of partnership building at Regional and Zonal Level-Need to inspire, involve and support key Partners in the Ministry of Agriculture-Gender Unit, Women Affairs Offices, Cooperative Agent Gender Unit  Minimum Resources and Capacity to uniformly address gender issues across Project Areas( Pillars) from Headquarter so far.
  8. 8. The Way Forward • Gender Sensitive team building within LIVES • Build Capacity of Gender LIVES Regional and Zonal Team through coaching, mentoring and TOT Training • Carry our Gender in Value chain analysis on the basis of selected Commodities in each intervention regions/zones • Creating partnership b/n LIVES regional and Zonal teams with gender units in the Ministry of Agriculture, Women Affairs Offices and NGOs with Gender and Agriculture related intervention • Capacitating key partners ( DA’s, Extension Agents and other front line development partners) through gender sensitization training, coaching and mentoring of gender in value chain issues and gender in value chain mapping and analysis • Publication on Gender in value chain success stories and Lessons
  9. 9. Gender Mainstreaming Secret for Success • Readiness to discover the lost six sense within us • Readiness to listen others perspective and capitalize on that • Gender contributes a lot for Career building and to claim professional excellence at individual level in the present century Professionalism • Gender sensitivity also add value to enhance the success of ILRI and LIVES in its core competency areas • Do Gender across all intervention areas and pillars with sense not only with sense of responsibility but with high sense of humour and
  10. 10. Facilitation Skills: Semi Structured Interview(SSI) With Community • The Basics of Gender Facilitating Skills • Individual Interview • Group Interview • Key Informant Interview • Focus Group Interview
  11. 11. • High Degree of Trust between The Field Workers and Community • This Requires Facilitation Skills • It Empowers people equally • It help men and women to assess and review their environment and world views
  12. 12. Individual Interview • Connected with an opportunity sample of purposely- selected individuals • It may include leaders; innovative persons, women household heads, resource poor farmers • Interviewing a number of farmers on the same topic will quickly reveal a wide range of opinions, attitudes and strategies • It is advisable to ask individual respondents about their own knowledge and attitude
  13. 13. Group Interview o Provide access to a larger body of knoldge ( or community level information) o Provide an immediet crosscheck on information, for it is received from others in the group o It is difficult to mange a larger group at a time o As a rule of thumb keep the size from 20- 25
  14. 14. Key Informant Interview • Can be done with any one with Special knowledge on a particular topic • Key informants are expected to be able to answer : • Questions about the knowledge and behavior of others • Especially about the operations of the broader system • Crosschecking is necessary to avoid risks of mislead by key informants • Outsiders who live outside the community can be valuable key informants
  15. 15. Focus Group Interview • Helps to discuss specific topics in details with small groups of people • Keep the size of interviewees from 6 to 12 • They should have intimate knoldge about the topic under considerations • The facilitator make sure that: 1. The discussion does not diverge too far from the original topic 2. No participant dominates 3. No participant ignored 4. Eye contact 5. Responsive gestures/para-liguistics 6. Selecting words and probing not arguing
  16. 16. How to Conduct Semi-Structured Interview  Def.:SSI is a form of guided interviewing where only some questions are predetermined  There are three types of Questions  Leading Questions: Imply the kind of response that is expected: the speaker may try, consciously or unconsciously, to get the listener to agree with or support the speaker’s point of view  Direct questions: Usually aimed at obtaining specific points of information. Usually they are prefaced by: How many, How much, How often, Who, When, Where  Open questions: are key questions in dialogue on innovation. They give free rein expression without explicitly directing interviewee's response
  17. 17. Preparations  Select an appropriate team of interviewers. Assign responsibilities i.e. note taker, observer and moderator  Formulate questions clearly. Agree on how to conduct the interview: Focus Group, Key informants, individual  Prepare yourself for the interview  Prepare a check list
  18. 18. Before Interview  Begin with traditional interview  Explain who you are? Your name, job, purpose of visit  Began your Qing by referring to something or some visible entity  Be sensitive and respectful  Take a sit as same level with the interviewee  Do locally accepted polite talk  Find the right place to sit  Avoid language barriers  Dialogue/ casual conversation  Rapport between interviewee and facilitator dictates the quality of data  Spend some time for casual conversation  Observe,keep eyes for patterns, behaviours differences, usual things and non-verbal indicators
  19. 19. During interview • Ask one questions at a time • Most interview should be open ended with broad questions to allow respondents to discuss the topic in their own terms, not the interviewer's • Use words phrased like Why, Who, Where, When, How. • Probe responses • Do not suggest answers • Avoid lecturing and advising • Carefully lead up to important or sensitive questions • Take your time, allow your respondents to answer completely before moving to another point
  20. 20. Closing the Interview Summarise the discussion Do not refuse drinking water or local drinks Do not take a photograph of people unless you ask and receive their permission Finish the interview politely Thank the interview
  21. 21. Recording the Interview  Devide the page of your note into two columns One, for responses and the other for observations Ask permission from your informants before you start writing things Record what is being said Details of an interview Important points Who was interviewed? Was it in a group? Where was the interview held?
  22. 22. Please understand • Both types of knowledge ( local and scientific) merit mutual respect • The rural people practices, and whole way of life, are respected and esteemed by the outsiders • The rural people need to understand the discussion that is going on, and therefore has the right to ask questions; they are entitled to explanations and justifications of the discussion • The outsiders are motivated to learn the rural people who will therefore teach as well as learn • The rural people will be responsible dor decisions that can make or break the success of the field work/data collection
  23. 23. Points to remember for FGI/SSI Facilitators • Plan ahead of time and relax as it is a journey in another realm of knowledge from the formal one • Consult community members and leaders • Identify the necessary composition that fulfills your purpose • Understand that it is not a last resort to your problem then relax if the first attempts fails • Re-plan your interview after thorough evaluations • Thank participants for their time and knowledge • Organized your not immediately after interview • Do it with one team members
  24. 24. Thanks Together We Can!! Thaks!! www.lives-ethiopia.org
  25. 25. Thanks

×