UNDP Gender Equality Seal in Europe and the CIS Region
UNDP Gender Equality Seal BRC Gender Team Webinar 13 December 2012 Koh Miyaoi Gender Practice Leader for Europe and CIS
Gender Equality Seal• A corporate certification programme that incentivizes and recognizes good performance of UNDP offices/units to deliver transformational gender equality results;• A tool that allows offices/units to better link institutional development for gender mainstreaming to development results;• A learning platform that will help offices/units to establish a baseline, fine-tune strategies, identify and address gaps and challenges, document innovations and showcase the impact of interventions for gender equality.
Gender Equality Seal• An standardized assessment tool will be used to measure progress of offices/units.• Indicators and benchmarks correspond to standards on gender mainstreaming derived from UN standards, international norms and UNDPs own mandates and guidelines.• The Seal is designed to connect interventions and create synergies in different domains of a gender mainstreaming strategy and assess the overall impact of gender mainstreaming on development results.
Gender Equality Seal• A holistic appraisal of the gender equality contribution of the institutional arrangements, going beyond individual projects• Objective assessment of the existing institutional arrangements with external reviewers, adding external credibility• Vigorous review process with the engagement of the entire office/unit• Time given to prove & improve before the final scoring
Indicators for Appraisal• Management system for gender equality results• In house capacities• Enabling policy environment• Knowledge and communication• Programming• Partnerships• Gender equality result/Impacts
Gender Equality SealFeedback from the three pilot countries of the Seal, Global Workshop June 2012• “Innovative methodology – not just ticking the box, it encourages COs to take ownership.”• “More for less – can promote both quality assurance and on-going learning.”• “More useful than gender audit - engaging and participatory, generates more practical recommendations.”• “Successful in shifting the focus from inputs to impacts.”• “Shows links between workplace policies and development results.”• “Provides concrete evidence of results – makes innovations visible.”• “High quality of appraisals and reliability of results – this is what makes it different from other tools that rely on self-appraisal.”• “Appraisal process encouraged strategic thinking, helped to identify key possibilities for action.”• “The process was like team-building for the entire office – increased general awareness and understanding of gender issues.”• “A good reality-check for HQ gender unit and Regional Centres – an opportunity to build two-way relationships with country offices.”
Gender Equality Seal - History• The First Pilot Phase (Argentina, Bhutan & Kyrgyzstan) (2011)• Global Validation Workshop (June 2012)• Award Ceremony (November 2012)• The Operations Programme Group, chaired by the Associate Administrator, full endorsment (November 2012)• The extended pilot phase (March 2013)
The extended pilot phase• Purpose: test and refine the tools and methodology to ensure their organization-wide applicability.• Applying for certification will be open and voluntary.• A tailored package of services to support COs/units will be developed.• Stages of the process of certification: Step 1. Online pre-screening to identify gender gaps of the office/unit Step 2. Action Plan design and implementation Step 3. Final assessment to identify level of certification Step 4. Certification and award.
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UNDP KGZparticipation at Gender Equality Seal Pilot Initiative : added value and results Bratislava Regional Center 2012
Kyrgyzstan’s development results:• Constitutional Reform – moving to Parliamentary Republic;• Strong improvement of electoral process towards transparency ;• Court system reform;• National mechanisms for human rights and public monitoring;• Anticorruption actions (moving from 164 in 2010 to 154 in 2011 in Transparency International rating);• Active and vibrant civil society.
Gender Equality Results:• Well developed National gender legislation and policy;• Women’s movement is active, united and involved in development and discussion of key national policies and reforms and peace building;• Women’s representation in decision making;• Gender expertise institutionalized in the Parliament;• There is a next generation of “feminists” – young women and men.
UNDP’s contribution to country GE Goals:• Gender Task Force lead by DRR, Gender Mainstreaming coordinator at projects level;• CO Gender Mainstreaming Strategy, Annual Action plan and joint Gender Mainstreaming Action Plan;• Mandatory gender screening of all concept notes, ProDocs, AWPs, TORs, M&E reports;• Gender briefing for all newcomers, training course on Gender mainstreaming in UNDP for all programme staff.
What were our expectations about the pilot?• Assessment of our gender mainstreaming activity compared to other COs, in sub-region and globally. If we are on the right path?• To get recommendations on improving gender programming and building enabling environment;• To find solution between bureaucracy and qualitative mainstreaming.
What has our Country Office gained from this experience?• Accelerate the implementation of the UNDP Global Gender equality and CO Gender Mainstreaming strategies (Gender marker), CPD and CPAP;• Better understanding and articulation of institutional development issues (RBM);• New ideas for projects and resource mobilization;• Develop an internal self-reflexion and self-assessment;• Recognition and motivation, ownership of GE results (Gold Seal);• Excellent and useful recommendations on all stages of programme cycle – from planning till M&E, learning and in-house gender expertise (list of indicators and benchmarks);
UNDP KGZ follow up actions:• Gender Task Force composition improved and includes Programme and Operation Unit representatives;• Improved comparatively low score on the Atlas Gender Marker;• The UNDP budget for gender mainstreaming increased from 118,000 USD in 2007 till more than 5 mln. USD in 2012 (25% of the total budget of CO).• Evaluation of implementation of GM strategy and development of new Strategy.• Three-step procedure for gender review of projects;• Increased level of in-house technical expertise on gender.