3. I. Understand the various
frameworks used in gender
analysis
II. Identify the weakness and
strength of each frame work
Objectives:
4. The Harvard Analytical Framework
• This is also called the Gender Roles Framework or
Gender Analysis Framework.
• Developed by the Harvard Institute for International
development in collaboration with the WID Office of
USAID
• Is based on the WID efficiency approach, it is one of
the earliest gender analysis and planning frameworks
5. The Harvard Analytical Framework
• Objectives:
• Demonstrate the economic rationale for investing in
women as well as men.
• Assist planners design more efficient projects.
• Emphasize importance of good information as basis for
efficient and effective projects.
• Mapping the work of women and men in the community
and highlight the differences.
6. The Harvard Analytical Framework
• Best for:
• Projects that are agricultural or rural based, and/or
that are adopting a sustainable livelihood approach
to poverty reduction.
• Exploring the twin facts of productive and
reproductive work, especially with groups that have
limited experience of analyzing differences between
men and women.
7. The Harvard Analytical Framework
• Features
• The framework consists of a matrix for collecting
data at the micro- (community and household) level.
• It has four inter-related components:
• Socio Economic Activity profile, The access and
control profile, The analysis of influencing factors,
The project cycle analysis
8. The Harvard Analytical Framework
o The activity profile: which answers the question
“who does what?”, including gender, age, time
spent and location of the activity;
o The access and control profile: which identifies
the resources used to carry out the work
identified in the activity profile, and access to and
control over their use, by gender;
9. The Harvard Analytical Framework
• The analysis of influencing factors: charts
factors that influence gender differences in
the above two profiles;
• The project cycle analysis: examines a project
or intervention in light of gender-
disaggregated information.
10. The Harvard Analytical Framework
• The framework also contains a series of checklists
consisting of key questions to ask at each stage of
the project cycle:
Identification,
Design,
Implementation
Evaluation.
13. KEY
• Who - Male Adult, Female Adult, Male
Child, Female Child
• What- Activities carried out
• When- Time of the year/day
• Where- Location of the activity, i.e. at
home or away
14. KEY
• How- Means of doing the activity, i.e. is it
manual or technological
• How often- Number of times it is done over
a space of time
• Why- What reason justifies the gender that
does it
16. Strengths
• Collects and organises info about gender
division of labour - it makes women’s work
visible.
• Distinguishes between access to and control
over resources.
17. Strengths
• Useful for projects at micro level.
• Can be easily adapted to a range of settings.
• Relatively non-threatening as it is focussed
on collecting facts.
18. Limitations
• Needs to be used with another tool to allow
idea of strategic gender needs to be
identified.
• Focus on projects not programmes.
• Focus on efficiency not effectiveness - does
not provide guidance on how to change
gender inequalities.
19. Limitations
• Top down planning tool that excludes men
and womens’ own analysis of their situations.
• Can be carried out in a non-participatory way.
• Tends to over simplify, based on tick box
approach
20. Limitations
• Ignores other inequalities such as race, class
and ethnicity.
• Emphasises separation of activities based on
sex or age - ignores connections and
cooperative relations.
21. The Moser framework (Gender planning)
• It takes the view that gender planning, is “both
technical and political in nature”.
• It assumes conflict in the process.
• It involves transformative processes and
characterizes planning as a “debate.”
• It has six tools to be used for planning at all
levels from project to regional planning.
22. The Moser framework (Gender planning)
• Features
• One of the most popularly used frameworks.
• It is based on the concepts of gender roles and
gender needs, and policy approaches to gender and
development planning.
• It identified five different policy approaches
• Each approaches is in terms of the roles of women
and focus on the practical and strategic needs.
23. The Moser framework (Gender planning)
• Welfare: 1950-70. Aimed at bringing women into
development as better mothers. See Women as
passive beneficiaries of development. It recognizes
the reproductive role of women and seeks to meet
practical gender needs (PGNs) associated with that
role through top-down handouts of food aid and
measures against malnutrition and family planning. It
is non-challenging and, therefore, still widely
popular.
24. The Moser framework (Gender planning)
• Equity: 1976-85 its purpose is to gain equity for
women, who are seen as active participants in
development. It recognizes women’s triple role and
seeks to meet strategic gender needs (SGNs) through
direct state intervention giving political and
economic autonomy, and reducing inequality with
men. It challenges women’s subordinate position.
Criticized as Western feminism, equity is considered
threatening, and is unpopular with governments.
25. The Moser framework (Gender planning)
• Anti-poverty: from the 1970s onward. Its purpose is
to ensure that poor women increase their
productivity. Women’s poverty is seen as a problem
of underdevelopment, not of subordination. It
recognizes the productive role of women, and seeks
to meet the PGN to earn an income, particularly in
small-scale income-generating projects. It is most
popular with NGOs.
26. The Moser framework (Gender planning)
• Efficiency: since the 1980s debt crisis. Its purpose is
to ensure that development is more efficient and
effective through women’s economic contribution,
with participation often equated with equity. It seeks
to meet PGNs while relying on all three roles and an
elastic concept of women’s time. Women are seen
entirely in terms of their capacity to compensate for
declining social services by extending their working
day, a very popular approach.
27. The Moser framework (Gender planning)
• Empowerment: articulated by Third World women.
Its purpose is to empower women through greater
self-reliance. Women’s subordination is experienced
because of male oppression and colonial and neo-
colonial oppression. It recognizes the triple role and
seeks to meet SGNs indirectly through bottom-up
mobilization of PGNs. Its avoidance of Western
feminism makes it unpopular except with Third
World women’s NGOs.
28. The Moser framework (Gender planning)
• Uses of the framework:
• • For planning at all levels from policies to projects;
• • In conjunction with Harvard framework
29. The Moser framework (Gender planning)
• Strengths of Moser’s framework:
• Moves beyond technical elements of planning,
recognizing its political elements and assuming
conflict of interests in the planning process.
• Recognizes the transformative potential of gender
planning;
• Conceptualizes planning as aiming to challenge
unequal gender relations and support women’s
empowerment;
30. The Moser framework (Gender planning)
• Strengths of Moser’s framework:
• Makes all work visible and valuable to planners
through the concept of triple roles;
• Distinguishes between practical gender needs (those
that relate to women’s daily lives but maintain
existing gender relations) and strategic gender needs
(those that potentially transform existing gender
subordination categorizes policy approaches.)
31. The Moser framework (Gender planning)
• Potential limitations
• The idea of gender roles obscures the notion
of gender relationships and can give the false
impression of natural order and equality;
• Other forms of inequality, such as class, race
or ethnicity are not mentioned
32. The Moser framework (Gender planning)
• Potential limitations
• Does not examine change over time as a
variable; It is static
• The policy approaches should not be seen as
mutually exclusive; they may often overlap
each other in practice.
33. Gender Equality and Women Empowerment
Framework (GEWEF)
• This framework was developed by Sara Hlupekile, a
gender expert from Lusaka, Zambia.
• It aims to assist planners as well as question what
women’s equality and empowerment means in
practice and to what extent a development
intervention supports empowerment.
34. Gender Equality and Women Empowerment
Framework (GEWEF)
• Women’s empowerment is defined as
• “enabling women to take an equal place with
men, and to participate equally with men in
the development processes in order to achieve
control over the factors of production on an
equal basis with men.”
35. Gender Equality and Women Empowerment
Framework (GEWEF)
• Aims of the framework
• To achieve women’s empowerment by
enabling women to achieve equal control over
the factors of production and participate
equally in the development process.
36. Gender Equality and Women Empowerment
Framework (GEWEF)
• Features
• Longwe argues that poverty arises not from lack of
productivity, but from oppression and exploitation.
• She conceptualizes five progressive levels of equality,
arranged in hierarchical order, with each higher level
denoting a higher level of empowerment.
37. Gender Equality and Women Empowerment
Framework (GEWEF)
• Features
• These level of empowerment are the basis to
assess the extent of women’s empowerment
in any area of social or economic life.
• The levels of equality are:
38. Gender Equality and Women Empowerment
Framework (GEWEF)
• Control
• Participation
• Conscientisation
• Access
• Welfare
• Framework identifying three levels of recognition of
women’s issues in project design.
39. Gender Equality and Women Empowerment
Framework (GEWEF)
• Control :
• Using the participation of women in the
decision-making process to achieve balance of
control between men and women over the
factors of production, without one in a
position of dominance.
40. Gender Equality and Women Empowerment
Framework (GEWEF)
• Participation
• Pertains to women’s equal participation in the
decision making process, policy-making,
planning and administration. In development
projects, it includes involvement in needs
assessment, project design, implementation
and evaluation.
41. Gender Equality and Women Empowerment
Framework (GEWEF)
• Conscientization.
• Pertains to an understanding of the difference
between sex roles and gender roles and the belief
that gender relations and the gender division of
labor should be fair and agreeable to both sides,
and not based on the domination of one over the
other
42. Gender Equality and Women Empowerment
Framework (GEWEF)
• Access
• Pertains to women’s access to factors of production
of three fourths of land, labor, credit, training,
marketing facilities, and all publicly available services
and benefits three-fourths on an equal basis with
men. Equality of access is obtained by securing
equality of opportunity through legal reform to
remove discriminatory provisions.
43. Gender Equality and Women Empowerment
Framework (GEWEF)
• Welfare
• Pertains to level of material welfare of
women, relative to men, with respect to food
supply, income and medical care, without
reference to whether women are themselves
the active creators and producers of their
material needs.
44. Gender Equality and Women Empowerment
Framework (GEWEF)
• The women’s empowerment framework identifies
three levels of recognition of women’s issues in
project design:
1. Negative level
• Where project objectives are silent about women’s
issues. Experience suggests that women are likely to
be left worse off by such a project.
45. Gender Equality and Women Empowerment
Framework (GEWEF)
• Three levels of recognition of women’s issues in
project design:
2. Neutral level
• Where the project objectives recognize women’s
issues and concern but remains neutral or
conservative, merely ensuring that women are not
left worse off than before.
•
46. Gender Equality and Women Empowerment
Framework (GEWEF)
• Three levels of recognition of women’s issues
in project design:
3. Positive level
• Where project objectives are positively
concerned with women’s issues and with
improving the position of women relative to
men.
47. Gender Equality and Women Empowerment
Framework (GEWEF)
• Uses of the framework
• Particularly useful for groups committed to
promoting equality and empowerment through their
work
• Useful across micro (project) and macro (country
strategy) levels of analysis.
• Useful where focus is specifically on empowerment
of women.
48. Gender Equality and Women Empowerment
Framework (GEWEF)
• Strengths
• Framework can be used to prepare profiles of
levels of recognition as well as profiles of
analysis of levels of equality across sectors.
• Develops notion of practical and strategic
gender needs into progressive hierarchy.
49. Gender Equality and Women Empowerment
Framework (GEWEF)
• Strengths
• Articulates empowerment as essential
element of development.
• Enables assessment of interventions based on
grounds of empowerment.
• Has a strong political perspective - aims to
change attitudes.
50. Gender Equality and Women Empowerment
Framework (GEWEF)
• Limitations
• Assumption that levels of equality is strictly
hierarchical is questionable.
• Framework profiles are static and do not take
account of changes over time.
51. Gender Equality and Women Empowerment
Framework (GEWEF)
• Limitations
• Focus on gender equality only takes no
account of interrelationships between rights
and responsibilities.
• Ignores other forms of inequality.
