Gender in SSWRDSP

1. Gender in SSWRDSP In-house Planning Session

2. Objectives • Reach a common understanding about the meaning of “Gender” in this Project • Review LGED Gender Strategy • Share experiences from Phase-1 • Decide how to include gender perspective in all stages of project cycle

3. Biological Aspect - Women give birth - Women nurse children Social Aspect - Socialization of children - Sexual division of labor - Values, Religion, History - Opportunities, obstacles, Actions What is “Gender”?

4. “Gender Equity” • Equitable distribution ofboth Social and Economic Resourcesbetween males and females • Basic Reason No. 1: Fairness • Basic Reason No. 2: Social Justice & Human Rights

5. Men & Women Both Create a “Gender System” • Attitudes & Values of Both: Either Protect, Promote or Prohibit Access to Opportunities • Diversity Exists • Participation Is Our Motto

6. Change is Inevitable • New ideas • Economic change • New opportunities for men and women • Adjusted relationships

7. The Project is a Change Agent • Creates a new local institution - the WMCA • Alters the local economy • Requires: Poverty alleviation & gender equity plans

8. Gender & Poverty Issues are Related • The first female WMCA members are poor women seeking employment • Middle-income and low-income women are at high risk of becoming poor • Strong power systems often are based on “patriarchal” values hostile to gender equity

9. Achievements of SSWRDSP-1 • To help destitute women- earth work, tree plantation Care taker • Include women in first MC and O&M Committees • “Practical” training- to improve economic status • “Strategic” needs- Decision making power

10. Women in EARTH WORKS

11. WOMEN DOING MAINTENANCE WORK

12. WMCA MEMBERS MEETING VISITORS

13. Overall WMCA Participation Rates

14. Women Members of WMAs • Women’s representation in WMCA- below 30% • Highest percentages of women members Group 3 (26%) & Group 5 (24%)

15. DONATING PRODUCTS FOR THE O&M FUND

16. O&M Committees • Goal: at least three women in each O&M Committee • Steady improvement from Group-1 to Group-5

17. WOMEN IN O&M COMMITTEES TRAINING INSPECTING

18. Needs-based Training for Poor and Others Too • Training on Vegetable & Seed Production • Advanced Training on Seed Production & Processing • Pond Fisheries & Fingerlings Production • Poultry Farming & Vaccination • Training on Income Generating Activities • 11,474 women and some men received training in a total of 371 batches

19. VEGETABLES and FISH IMPROVE FAMILY NUTRITION AND WOMEN’S EARNED INCOME

20. LGED Gender Equity Strategy-2002 • Pictures of Planning Workshop on Gender Equity strategy

21. LGED Gender Equity Strategy-2002 The Goal is: to mainstream gender in LGED’s activities “Mainstreaming Gender” means that gender-based knowledge and skills are used in a more systematic manner within all LGED Sectors The objective: Gender Equity to become an integral dimension of all LGED programs and community-level processes.

22. Data / Information • Collect gender disaggregated and gender sensitive data • Increase knowledge of gender issues including gender/social impact analysis • Increase capacity to make appropriate use of gender disaggregated and sensitive data

23. List of Other-Strategic Areas • Human Resource Development (HRD) • Training • Participation • Contracting • Policy • Support Facilities • Programme Issues • Communication • Monitoring and Evaluation • Funding and Resources

24. LGED Gender Action Plan:2002-2007WATER SECTOR • Ensure women’s participation at all level of physical process, For example:Subproject preparation (PRA, Feasibility Study), Implementing (earth work), Post-construction (Tree-plantation, Care taker, O&M) • Practical Training- Continue • Strategic Training- Increase

25. LGED Gender Action Plan:2002-2007WATER SECTOR • Gender disaggregated data in MIS • Indicators/checklist • Undertake relevant analysis and prepare reports

26. Communication about Gender Strategy/Action Plan, concept Strengthening SSWRDSP gender framework: guidelines, TORs for women members, monitoring recommendations (MIS) Literature review, sharing Helping to arrange M.O.U. between MW&CA and LGED Creating gender training modules (working with you) What Is the Gender Team Doing (1)?

27. What Is the Gender Team Doing (2)? • Meeting district/uz./field staff • Follow-up: Phase-1 gender impact analysis • Analysis: why women are more active in some places than others (Phase-1 SP study) • More “practical” training for SP residents (planned) • “Strategic” training at district/upazila level (planned)

28. Men and women are in the process

29. Every one is a Gender Specialist Now Inform Yourself, and Don’t Worry. Gender Equity is Not Too Difficult to Understand!

30. Set an Example for Others to Follow & Uplift All

31. WOMEN REPRESENTING THE PROJECT IN FIELD VISITS

32. WOMEN’S VIEWS ARE IMPORTANT TO THE PROJECT

33. WOMEN’S VIEWS ARE IMPORTANT TO THE PROJECTHosneara from Haridhara Sub-project of Nilphamari “Are all men cut/bring same amount of earth? Why all men are paid same amount? Do all men have equal strength? Why women should not be paid as equal of men’s wages while they are in the same group?Isn’t it unfair and unjust? I believe a woman has the right to get equal wages as a man, Because she uses her money for her family, not only for herself. In many cases poor women are the head of households though it is not well recognized by the community but that is true”.

34. CONSIDER WOMEN’S NEEDS

35. Observe & Comment on Gender and Other Social Impacts of the Project

36. Guidelines for Field Visits (part 1)

37. Guidelines for Field Visits (part 2)

38. Gender Progress Indicators • Trends in WMCA participation • Only active participation counts! • Project Opportunities are offered to women and men: special training, public recognition, inclusion in important discussions and decisions • Respect for women

39. THANK YOU