Pe1 050401a1 en


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Pe1 050401a1 en

  1. 1. Promoting gender-sensitive entrepreneurship via microfinance institutions Una Murray FAO, March 8 th 2005 <ul><li>This presentation will probably involve audience discussion, which will create action items. Use PowerPoint to keep track of these action items during your presentation </li></ul><ul><li>In Slide Show, click on the right mouse button </li></ul><ul><li>Select “Meeting Minder” </li></ul><ul><li>Select the “Action Items” tab </li></ul><ul><li>Type in action items as they come up </li></ul><ul><li>Click OK to dismiss this box </li></ul><ul><li>This will automatically create an Action Item slide at the end of your presentation with your points entered. </li></ul>
  2. 2. Gender sensitivity in MFIs consider… <ul><li>Whether programmes, policies and services are appropriate </li></ul><ul><li>Gender issues in the actual organisational structure </li></ul>
  3. 3. HIV/AIDS and MFIs consider… <ul><li>Whether programmes, policies and service are appropriate in HIV/AIDS prevalent areas </li></ul><ul><li>HIV/AIDS within the workplace & policies for dealing with HIV/AIDS </li></ul>
  4. 4. Gender sensitive what does it mean? <ul><li>Puts the onus on the MFI itself </li></ul><ul><li>How diff. affect entrepreneurial activities </li></ul><ul><li>Relative business conditions of wo/men </li></ul><ul><li>A focus also on women “catching up” </li></ul><ul><li>Acknowledge gender based diff. </li></ul><ul><ul><li>E.g. home based, family labour, start smaller, network, lacking different skills </li></ul></ul>
  5. 5. Promoting gender sensitive entrepreneurship <ul><li>The approach must suit culture – e.g. Buddhist philosophy, Islamic banking principles </li></ul><ul><li>Remember women clients not all the same- different needs for different categories of women e.g Philippines </li></ul><ul><li>Aim to ensure needs, constraints & concerns are addressed in service delivery -listening skills </li></ul><ul><li>Working in HIV area – which products? </li></ul><ul><li>Still should be a strong emphasis on women’s access to services </li></ul>
  6. 6. <ul><li>Build confidence to diversify products, study tours </li></ul><ul><li>Strength groups, networks, negotiation, quality control, discussing business ideas, registration…. </li></ul><ul><li>Involve in decision making processes in MFI – quotas? rotating committee members of MFI? </li></ul><ul><li>Which skills are required for committee members? book-keeping, time saving </li></ul><ul><li>Evening sessions more suitable for women? Or men? </li></ul>Promoting gender sensitive entrepreneurship
  7. 7. Monitoring progress E.g. balanced score card women’s involvement 1 of 10 KPIs
  8. 8. <ul><ul><li>Commitment of MFI leadership is key </li></ul></ul><ul><ul><li>Attitude + mentality shift – how do staff view typical client (e.g. APB Lao & mini-hatcheries) </li></ul></ul><ul><ul><li>Observe gender differences </li></ul></ul><ul><ul><li>Short gender sensitisation sessions effective </li></ul></ul><ul><ul><li>Sensitising sessions on HIV (DAI) </li></ul></ul><ul><ul><li>Stress improvements in service delivery when staff are gender aware. </li></ul></ul>Mainstreaming gender without a paddle! Sensitivity of MFI staff
  9. 9. Simple gender(or HIV) policy statement <ul><li>Link with national commitments </li></ul><ul><li>What MFI aims to achieve and why </li></ul><ul><li>Strategies to implement policy </li></ul><ul><ul><li>Sex disagg data + analysis </li></ul></ul><ul><ul><li>Representation of women </li></ul></ul><ul><ul><li>Emphasis on non-traditional business ideas </li></ul></ul><ul><ul><li>Provide linkages to BDS </li></ul></ul><ul><li>Clear outputs e.g. </li></ul><ul><ul><li>Increasing satisfaction with service provision by both women & men </li></ul></ul><ul><ul><li>Improved ratios of staff in mgt </li></ul></ul>
  10. 10. Gender sensitive language in communications <ul><li>Powerful tool for describing reality </li></ul><ul><li> all involved down the line </li></ul><ul><ul><li>‘ neutral terms’ youth, end users, farmer.. “& women” at end of list? </li></ul></ul><ul><li>Regular updates, bulletins, short case studies sent out to staff </li></ul><ul><li>Clearly identify in publications as a gender/HIV sensitive institution </li></ul>
  11. 11. <ul><li>Acknowledge difficulty MF officers face to reach targets & also work on other social issues </li></ul><ul><li>Clear job descriptions are required, specify gender analysis skills required, link to performance appraisal </li></ul><ul><li>Use female MFI officers where appropriate </li></ul><ul><li>New positions & induction into the culture of the MFI </li></ul>Creating a gender sensitive culture within MFI
  12. 12. <ul><ul><li>MFI strives to be $ sustainable => limited resources for staff training, data analysis… </li></ul></ul><ul><ul><li>Offset against being a dynamic learning organisation </li></ul></ul><ul><ul><li>Depends on donors & their commitment to monitoring gender issues </li></ul></ul><ul><ul><li>Consider costs of info; plan carefully; how will info be used? Who will do analysis? </li></ul></ul><ul><ul><li>Link to other service providers IMAGE </li></ul></ul>Financial resources for promotion gender sensitive MF
  13. 13. Sharing good practices <ul><li>Showcase women who were successful when given opportunities </li></ul><ul><li>MF has shown that women are effective managers in MFIs </li></ul><ul><li>Share lessons learned </li></ul>
  14. 14. Thank you Happy International Women’s Day!