Gender and REDD Training Workshop, CARE/HIMA, Apirl 2011 Gender and REDD workshop Zanzibar 18-20...

Gender and REDD Training Workshop, CARE/HIMA, Apirl 2011

Gender and REDD workshopZanzibar 18-20 April 2011

Gender and REDD workshopZanzibar 18-20 April 2011

Summary of discussions


Day OneDay One

• Understanding Gender• Gender in context of REDD• What is women’s empowerment


Difference between sex and gender:Difference between sex and gender:

• Sex is biological: the difference is that women can bear children

• Gender is social: both men and women are strong, can lead families, have rights, etc.

• It is societies that make the rules that treat them differently and give men more opportunity.


Why gender and REDD:Why gender and REDD:

• Women are discriminated against across the whole world and suffer greater illiteracy, food insecurity and restrictions than men.

• The discussion on climate change in general is blind to issues of gender.

• REDD also ignores gender and our job is to make sure that women can benefit from REDD and that REDD will not harm them.


Women’s empowerment:Women’s empowerment:

• Most projects that say they are working on gender concentrate on two aspects: – numbers of women participating, and– influence of women in household decisions.

• But women’s empowerment is more complex than this.


CARE’s “three strong legs”modelCARE’s “three strong legs”model

Women’s empowerment needs three things:1. individual empowerment of women (called

“agency”)2. strengthening how women interact with others

(called “relations”); and 3. changing the rules and institutions of society

(called “structure”).

We then looked at 23 “sub-dimensions” of the framework as a way of discussing how much each of our projects does on women’s empowerment.


Summary of Day 1 learning points (1):Summary of Day 1 learning points (1):

• Gender relations is a social creation, that is made up by humans and can be changed by humans.

• The reason that we target women’s empowerment is that men are already in a more privileged position, so to achieve equality we must focus on women.

• Gender equity requires working with both women and men, because both genders have to cooperate and support change.


Summary of Day 1 learning points (2):Summary of Day 1 learning points (2):

• REDD is avoiding loss of trees, REDD+ is encouraging growth of trees. One is not better than the other. Both are about carbon, and both have livelihoods and gender impacts.

• Women’s empowerment tools can help us look more deeply at what we do in REDD projects in relation to gender.


QuestionQuestion

• Is the CARE three stool model useful or is it too complicated? How does it fit with the NORAD one?

Answer: ANY TOOL IS ONLY AS USEFUL AS HOW IT IS USED. THE PROCESS IS MORE IMPORTANT THAN THE SPECIFIC TOOL. USE AND MODIFY AND SELECT AS SUITS YOU BEST.


Day TwoDay Two

• Mainstreaming Gender• Risks and Opportunities of REDD• Good practice in reporting in a gender

sensitive way• Monitoring indicators


MAINSTREAMINGMAINSTREAMING

• The term “mainstreaming” is commonly used without proper definition. It entails – Gender being integrated into everything an

organisation does and it being part of everyone’s job– Addressing the roles of both men and women– Questioning the structures that affect relations

between men and women, not just squeezing women into male-oriented processes


RISK MITIGATION 1RISK MITIGATION 1Groups worked on gender-related risks arising from

• Forest management– Access to resources– Threats to agriculture

• Land tenure– Customary rights over-riding legal rights– Impact on entitlement to benefits


RISK MITIGATION 2RISK MITIGATION 2

• Forest governance– Meaningful participation– Transparency & accountability

CROSS CUTTING OBSERVATIONS:• Most issues identified conflict as a risk• Many risks are not gender-specific or REDD-

specific


Opportunities of REDD includeOpportunities of REDD include

• Laws give women rights – action is needed to enforce them

• Guidelines exist on gender equity in forest management – need to promote awareness of these

• Potential to reduce women’s workload – through e.g. introducing fuel-saving technologies for energy

• Forest policy review – introduce issues an women’s rights and access


REPORTINGREPORTING

• We looked at a sample survey report from a REDD pilot project as a learning exercise

• Participants usefully identified a range of gaps and improvements that would be needed to make the data complete


GOOD PRACTICE ON GENDER-SENSITIVE REPORTINGGOOD PRACTICE ON GENDER-SENSITIVE REPORTING

• Include information on results and achievements towards impact, not just outputs

• Tables and graphs with disaggregated data are good but not enough; text needs to analyse the findings from gender perspective

• Mention the challenges and not just positive achievements

• Include anecdotal and qualitative information• Bear in mind how your audience understands gender• Question who are you reporting to and why. How are

you reporting back to women themselves?


Day ThreeDay Three

• Monitoring Indicators• Engaging men• Gender in REDD Standards and Policy• Next steps


Monitoring IndicatorsMonitoring Indicators

• Watch out for words that have hidden gender implications e.g “equitable”, “community”, ”pro-poor”etc.

• Means of Verification is not just project reports. Methods for collecting data are more important than the medium in which they are reported.

• Similarly, Indicators on their own are not the only place where the project demonstrates it is “gender-sensitive”. The process for meeting those indicators is what ensures gender sensitivity.


Ideas for engaging men to support women’s participation and sharing in benefits

Ideas for engaging men to support women’s participation and sharing in benefits

• Using positive case studies from other experiences to overcome fear and resistance

• Using influential individuals (not only leaders) to promote messages and behaviour change

• Capacity building to overcome not only men’s potential resistance but also women’s own self-confidence

• Using innovative approaches such as games, sports, drama in men only spaces


REDD StandardsREDD Standards

• CCB standards which most REDD pilots are working towards are weak on Gender. Only if projects aim for CCB Gold Standard GL2 is there something on gender differentiated social impact.

• At national policy level, REDD+ Social and Environmental Standards (REDD+SES) are also not very specific, but do provide an enabling framework to ensure women’s participation, benefit sharing and recognition of rights.


National REDD PolicyNational REDD Policy

• Early draft has little on gender• There is no policy commitment to REDD+

safeguards and standards yet• There needs to be a process going forward to

ensure that gender concerns are addressed in National REDD Strategy, eg measures to mitigate effects of limited forest access on men and women; enforcment of women’s land rights.


Potential to influence policyPotential to influence policy

• Gender can be included in agendas of Technical Working Groups

• Need also to ensure that gender expertise is represented

• REDD pilots have been invited to join relevant Technical Working Groups

• There is no woman on the National REDD Task Force!


NEXT STEPS 1NEXT STEPS 1• HIMA– Gender health check of all project components– Gender Analysis of project context– Training curriculum for staff and partners

• TFCG– Develop project-based gender strategy– Develop guidelines on REDD benefit sharing– Training on governance, advocacy & networking– Awareness raising on REDD, land policies and law


Next Steps 2Next Steps 2• TaTEDO, Mpingo, Ngenareco– Review project plans– Awareness raising on gender– Capacity building on gender

• REDD Task Force– Incorporate gender explicitly into SESA training– Specific gender training for Task Force– Introduce gender focal points into Technical

Working Groups


Maintaining the momentum....Maintaining the momentum....

• All project interested in further linkages and working with other REDD pilots, maybe develop a Gender & REDD Learning Network ?

• volunteers to set this up...• Soud HIMA• Raja HIMA• Bettie TFCG

Gender and REDD Training Workshop, CARE/HIMA, Apirl 2011 Gender and REDD workshop Zanzibar 18-20...

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