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Developing Gender-Sensitive M&E Systems


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August 2017 webinar provided a review of guidelines on how to integrate gender into an M&E framework and system assessment.

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Developing Gender-Sensitive M&E Systems

  1. 1. Developing Gender- Sensitive M&E Systems A review of guidelines on how to integrate gender into an M&E framework and assessment Samantha Herrera and Debra Prosnitz MEASURE Evaluation ICF August 3, 2017
  2. 2. • Background • Development of guidelines for integrating gender into a monitoring and evaluation (M&E) framework and system assessment • Review of guidelines • Planning a gender-integrated M&E system assessment • Group discussion Outline of Presentation
  3. 3. • Increased recognition of the important role gender plays in health and overall development over the past decade • Development of several global and US policies and strategies that now guide international health and development planning with a focused aim on addressing gender inequities to improve health outcomes • Increased recognition of the need to align our M&E systems to capture data to measure and monitor differential health status, healthcare utilization and access, health outcomes, and gender inequalities. Background
  4. 4. Gender Gender is a culturally defined set of economic, social, and political roles, responsibilities, rights, entitlements, and obligations associated with being female and male, as well as the power relations between and among women and men, and boys and girls. The definition and expectations of what it means to be a woman or girl and a man or boy, and sanctions for not adhering to those expectations, vary across cultures and over time, and often intersect with other factors, such as race, class, age, and sexual orientation. (World Health Organization, 2009) Gender-sensitive describes policies, programs, or interventions that more explicitly address the culturally defined roles, duties, rights, responsibilities, and accepted behaviors that are associated with being male and female. It also describes policies and programs that consider the power relations among women and men, boys and girls. (Interagency Gender Working Group)
  5. 5. • Ensures gender is addressed in programs in a measurable way • Captures data from key populations that helps address the needs of those populations • Provides evidence o To raise awareness about differential health status, utilization, outcomes, and gender inequities o To advocate for change o To address gender dimensions of health o To demonstrate program progress and impact Rationale for Gender-Integrated M&E Systems
  6. 6. • MEASURE Evaluation began development of guidelines in 2015 • Guidelines were piloted in Zambia with the National HIV/AIDS/TB/STI Council • Guidelines describe how to: o Explicitly and comprehensively integrate gender into an M&E system o Make each component of an M&E system gender-sensitive o Assess an M&E system to ensure gender is integrated into the system for appropriate collection, analysis, reporting, dissemination and use of gender data for decision making • Final guidelines available now in English and French Development of Guidelines
  7. 7. • Developed for use by national health program and M&E managers, subnational health program staff with M&E responsibilities, agency and organization M&E officers, and partners that provide M&E support to national and subnational M&E systems Development of Guidelines • Based on the UNAIDS 12 Components Organizing Framework for a Functional M&E System
  8. 8. Overview of 12 Components M&E Framework Three levels of the Framework: 1st – Focuses on the human resources, partnerships and planning required to support data collection and use. 2nd – Focuses on the mechanisms through which data are collected, verified, and analyzed into useful information for decision making. 3rd – Focuses on the dissemination and use of data for decision making.
  9. 9. Review of Guidelines Gender should be considered from multiple dimensions at the organizational level—from human resources to organizational policies. For example: • Balanced representation of men/women in organization • Staff are treated equally and enjoy same benefits • Organization should have gender responsive policies in place • Organization should have gender M&E expertise/ gender focal point Component 1: Organizational structures with M&E
  10. 10. Review of Guidelines • M&E workforce should have gender expertise and broadly understand the importance of considering gender in their work. • Gender M&E should be a required skill set within the institution. • Standard national M&E training curriculum should incorporate gender considerations. • Workforce development and capacity-building plans should include gender M&E. Component 2: Human capacity for M&E
  11. 11. Review of Guidelines Include gender experts and other key gender stakeholders as members in the national M&E technical working group(s) to ensure a gender lens is used to plan, coordinate, and manage the national M&E system. Component 3: M&E partnerships
  12. 12. Review of Guidelines Gender expert(s) and/or other key gender stakeholders participate in the development of the national M&E plan to ensure that they have input into what data is collected and to ensure their information needs are met. Component 4: National M&E plan
  13. 13. Review of Guidelines • Resources are committed for the collection, compilation, analysis, and dissemination of gender data. • National work plan should be developed in consultation with gender experts and key gender stakeholders. Component 5: Costed M&E work plan
  14. 14. Review of Guidelines • National health strategic plans describe the relationship and importance of gender and health and discuss strategies and interventions that are being implemented to improve gender inequities. • National communication strategy(ies) explicitly reference how gender data related to health will be disseminated and used. • Gender M&E champions should be identified and used to advocate for the inclusion of gender in strategic plans and the collection and use of gender data. Component 6: M&E advocacy, communication, and culture
  15. 15. Review of Guidelines • Routine health information system (HIS) collects data that provides information on gender differentials in the demand for, access to, and use of health services. • Data collection tools, data analysis, and dissemination and reporting mechanisms include gender data. Component 7: Routine program monitoring
  16. 16. Review of Guidelines Surveys and surveillance are used to gather information from and about populations that don’t access routine services or who have specific characteristics or needs that are not captured in routine reporting. Component 8: Surveys and surveillance
  17. 17. Review of Guidelines National and subnational databases should be set up/adapted to capture data disaggregated by sex and age and other gender data. Sex- and age-disaggregated data should be able to be aggregated up through each administrative level of the data collection system. Component 9: M&E databases
  18. 18. Review of Guidelines • Supervisors at the different administrative levels (e.g., district, regional, national) should have an understanding of what gender data are captured through the routine data system, the importance of this data, and how to use it for decision making. • Review of appropriate data disaggregation is included in audits of routine health data. Component 10: Supervision and data auditing
  19. 19. Review of Guidelines • A gender lens should be applied to all research and evaluation—ensuring appropriate ethical approval procedures, use of gender-sensitive methods, and capture of data that provides information about gender. • Gender experts and key gender stakeholders are consulted in the development of the national research agenda and/or review of evaluation/research studies. Component 11: Evaluation and research
  20. 20. Review of Guidelines • Important to work with key data users, including beneficiaries and gender stakeholders to understand their data needs and ensure all data users understand the importance of how gender influences or affects health outcomes. • Use of standard format(s) to report gender data, including sex- and age-disaggregated data. • Ensure data users understand how to interpret gender data and the kinds of conclusions or actions that can be drawn from the data. Component 12: Data dissemination and use
  21. 21. Review of Guidelines • At least one staff member within the M&E unit is a gender expert or appointed gender focal point • Gender M&E is among the M&E skills and competencies required of M&E unit staff • National TWG includes at least one gender expert • Gender experts/key gender stakeholders are consulted in the development of the national M&E plan • Standardized reporting forms collect sex, age, and other gender data • National and subnational databases are updated to capture gender indicators in the national M&E plan • Key gender stakeholders are consulted in the development of the national research agenda Illustrative assessment questions:
  22. 22. Planning an M&E system assessment • Recommend using a participatory workshop with key stakeholders from the focus health sector(s), M&E stakeholders, and gender stakeholders • Plan workshop to coincide with the national strategic planning process • Include an introductory session on gender, to ensure a shared understanding of the concept of gender, the importance of addressing gender inequities in health programs, and the requirements for gender-sensitive M&E. • Include a session focused on prioritizing key gaps identified from the assessment and development of an action plan.
  23. 23. Q&A and Share Your Thoughts Do you have other ideas on how to think about gender in an M&E system? Do you have any experiences integrating gender in an M&E system to share?
  24. 24. This presentation was produced with the support of the United States Agency for International Development (USAID) under the terms of MEASURE Evaluation cooperative agreement AID-OAA-L- 14-00004. MEASURE Evaluation is implemented by the Carolina Population Center, University of North Carolina at Chapel Hill in partnership with ICF International; John Snow, Inc.; Management Sciences for Health; Palladium; and Tulane University. Views expressed are not necessarily those of USAID or the United States government.