1.
Approaches to strengthen the capacity to integrate
gender in agricultural research programs
Annet A. Mulema
EthioRice Gender Seminar: Gender and Rice Research,
Ethiopia Institute of Agricultural Research, Addis Ababa, 12 December 2017

2.
Value chain countries for the CGIAR Research
Program on Livestock and Fish (CRP L&F)

3.
Introduction
• The CRP L&F has a clearly articulated and
positioned gender strategy,
• The strategy combines strategic and integrated
gender research,
• The gender strategy defines clear gender
equality outcomes
• The capacity of CG staff and partners is key to
engaging with gender constraints in value
chains

4.
The gender capacity development initiatives
• Felt need to further integrate gender into the
programming and implementation of CRP L&F
• Specifically in the technical flagships and the value
chain development approaches.
• Technical flagships – breeding, feeds and forages,
animal health, environment
• Gender initiatives commenced in 2015

5.
Gender capacity development
trajectories for CG staff

6.
Gender capacity development trajectories
for CG staff
• The trajectory on gender integration combines
tailor-made capacity development through
• Training,
• Coaching
• Action learning with knowledge generation and
documentation
• Gender fund - Call for proposals (16 projects)

7.
1. Kick-off workshop
• Support participants in making gender analysis
of their technical and value chain development
approaches,
• Elaborate gender accommodative as well as
transformative approaches,
• Initiate development of tools and interventions
on gender, and
• Identifying indicators for monitoring and
evaluation

8.
2. Continued capacity development
through coaching
• Workshop participants offered mentoring and
coaching on-site or from a distance.
• Technical support from 3 gender experts at the
Dutch Royal Tropical Institute (KIT)
• Technical support from CG gender experts in
different centres
• Duration of projects: one year

9.
3. Action-learning and case documentation
• A selected number of innovative value chain
gender interventions and activities were selected
for documentation
• Identified possible innovations in the VC’s that
will increase gender equity.
• Documentation of success stories

10.
Outcomes
Non-gender scientists appreciated the importance of integrating
gender in research
Changing attitudes: women and men’s knowledge of small
ruminants’ health in Ethiopia – YouTube
Sitting together: how to analyse technical data with a gender
perspective – YouTube
Disaggregating data: the only way to answer a gender question
in research - YouTube

11.
Gender capacity development of
non-CGIAR research and
development partners

12.
1. Gender capacity assessment of CRP L&F
partners
• Identifies gender capacity gaps in a project,
program, organization and along the value chains
• Establishes baselines and indicators for capturing
learning, monitoring, and evaluating progress in
capacity development
• Provides a starting point for the formulation of a
gender capacity development response strategy

13.
Two-dimensional framework for gender
Capacity Assessment (CA)

14.
Three levels of analysis gender capacities
National policies, rules and
legislation, regulations, power
relations and social norms
Internal policies, arrangements,
procedures and frameworks
allowing an organization to operate
and deliver on its mandate
Skills, experience, knowledge,
leadership and motivation of people

15.
Three tools used to assess gender capacity
FGD and questionnaire for organizations
1
Key informant interviews for enabling environment
3
Questionnaires for individual staff members
2
 Facilitated self assessment
 Management and key staff of the organization
 Assessment was made for each partner
organization individually
 Step by step, core gender capacity, discussion
and clarification
 Scoring on parameters and detailed questions
for both quantitative and qualitative data
 Scoring on parameters and optional comments
 Prioritizing capacities for CD
 Print out forms or google forms
 After FGD with organizations
 For gender experts who have substantial experience and strong knowledge
about national policies related to gender
 Group based interview
 No scoring

16.
Scoring
The existing and desired capacities are scored using a scale of 1
to 5 as explained below;
1= Very Low: No evidence or only anecdotal evidence of the gender
capacity
2= Low: Gender capacity exists but has not been developed
3= Medium: Gender capacity exists and is under development or partially
developed
4= High: Gender capacity exists, is widespread, but not comprehensive,
further development is planned or needed
5= Very High: Gender capacity exists and is fully developed and
integrated into the organization – no more capacity development needed

17.
Institutions assessed
• Areka Agriculture Research
Centre
• Doyogena Woreda Office of
Agriculture
• Yabello Dryland and Pastoral
Agricultural Research Centre,
• Yabello Woreda Office of
Pastoralist Development,
• Bako Agricultural Research
Centre
• Horro Woreda Office of
Agriculture

18.
Gender capacities of research and development
partners in Ethiopia

19.
2. Feedback and development of action
plans with partners
• Share results and discuss interventions with partners who
participated in the assessment
• Prioritization of gender capacities to strengthen
• Develop action plans and M&E framework
• Formation of the gender research committee for each
organization

20.
2. Designing the tailor made gender
capacity development strategy
• Gender capacity development manual with four modules
• Each module has one training workshop, coaching, experimentation
(field work);
• Participants pack with concepts, methodologies, tools
• Resources on USB / drop box

21.
Modules
Module 1: Gendered value chain analysis
• Overview and practical use of analytical tools for gender and
value chain analysis (Nov 7-9, 2016)
Module 2: Strategy development
• development of gender responsive approaches and
programmatic gender mainstreaming strategies (Oct 23-27
2017)

22.
Module….
Module 3: Gender responsive organizations (Oct 23-27, 2017)
• Understanding gender dynamics in the organization and
implementing actions towards a more gender responsive
organization
• Sustaining capacities at organizational level
Module 4: Monitoring and documentation (Oct 23-27, 2017)
• Design and use of gender sensitive monitoring systems
• Developing gender sensitive indicators
• Documenting gender responsive approaches
• The use of sex-disaggregated data
• Certificates awarded to those who implement the action plans

23.
Training workshops
• Organized for partners assessed
• Use multiple training approaches
• Power point presentations
• Case study analysis
• Videos
• Group discussions
• Role plays
• Games
• Pictures

24.
Pictures from previous trainings

25.
Pictures of the recent training

26.
Experimentation
• Participants practically
apply the acquired
knowledge and skills
before closure of the
workshop
• Participants implement
their action plans upon
return and document
success/challenges

27.
Coaching and mentoring
• Consultative meetings (physical, telephone,
email)
• The first round was not very successful due to
funding shortages

28.
Measuring outcomes
• Conduct pre and post workshop assessments to
measure change in knowledge
• Partners share their outcomes
• Document success stories
• Success stories from module 1 are yet to be published
• Plan to conduct a midline study next year

29.
Challenges
• Staff turnover which interferes with continuity
• Budget shortages which limits implementation of
planned activities
• Low commitment from leadership to support
gender integration
• Migration of pastoralists

30.
This presentation is licensed for use under the Creative Commons Attribution 4.0 International Licence.
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