WORKING(DOCUMENT(€¦ · intermediate development outcomes, IDOs). The proposed new Strategy and...

!!!!

Fund%Council%!

13th%Meeting%(FC13)—Bogor,%Indonesia%April%28?29,%2015%

%%

!!!

WORKING(DOCUMENT(%%%%

!Third!CGIAR!Consortium!Gender!and!

Diversity!Performance!Report,!April!2015!!!!%%%%%

Submitted!by:!!Consortium!Office!

!!

Third CGIAR Consortium Gender and Diversity Performance Report, April

2015

9 April 2015

2

THIRD CGIAR CONSORTIUM GENDER AND DIVERSITY PERFORMANCE REPORT, APRIL 2015 |

Executive summary

The Third Gender and Diversity Report contains a number of findings that are particularly noteworthy.

Despite a more than 12% increase in positions in the various leadership categories, the proportion of women in these positions has remained constant. This means that despite the fact that the turnover rate among female executives tends to be higher than the turnover of male executives, the leadership in CGIAR continues to work on closing the gap. Clearly, there is still some way to go, but there is a general awareness of the need to increase the number of women in leadership positions. This constancy of 31% does not happen accidentally.

Major components of the Gender Research Action Plan have been set in motion in the past six months. The first round of Gender Action Plan postdoctoral fellowships (PDFs) were awarded to 10 CRP teams, starting in March 2015, with the release of financial resources from the Fund Council: CRPs have agreed to recruit the PDFs, share costs and retain PDFs on staff when suitable positions are available. The Electronic Platform for enhanced interactive knowledge-sharing and communication was designed and contracted with CIAT after the Consortium conducted a competitive a call to Center communicators for the required IT and Knowledge Management support services.

The Gender and Agriculture Research Network (Network) continues to support capacity development with six workshops conducted in 2014, and to foster active knowledge sharing among gender experts across CRPs to increase research efficiencies. The Network contributed to CCAFS’ efforts to bring together work on climate change and gender across programs, receiving over 100 research abstracts and presenting conclusions at a high-level policy panel in Paris on 19 March 2015; the Network provided training support for the group of 11 CRPs co-funding a Global Study on Gender Norms and Innovation (GENNOVATE) with shared methodology, which completed over 50 case studies in 2014; a working group on gender and genomics has identified important opportunities to improve the integration of gender research and breeding in the CRPs, which will be an important feature of the 2015-2016 program of work.

CGIAR investment in gender research at the portfolio level (figure 1) increased significantly in 2013 and remains steady at 14 percent of total CRPs’ expenditure (2014) and budget (2015). Steady progress has been made in CGIAR institutional architecture at the system-level for integrating gender into research. Now all CGIAR Research Programs (CRPs) have approved gender strategies, are required to integrate gender into annual Plans of Work and Budget and report gender responsive results, reinforced by Consortium Board policy that Window 1 and 2 funds can be withheld if investment and results of gender research are unsatisfactory.

3


There is increased awareness of the critical need to focus on gender, as a key cross-cutting theme, if CGIAR is to attain its goals (or system level outcomes, SLOs) and targets (or intermediate development outcomes, IDOs). The proposed new Strategy and Results Framework (SRF), to be presented by the Consortium for approval at FC13 in April 2015, includes gender as a cross-cutting research priority across the three SLOs. The 2nd Call Guidance will integrate gender into the planning of the next round of CRPs and, if used appropriately as an evaluation criterion for successful CRP proposals, gender-responsiveness will be institutionalized in the reformed system.

As a result, CRP managers are taking proactive responsibility for producing gender-responsive research. The most serious challenge is the need for enhanced capacity in many Centers and CRPs (other than IFPRI and CIFOR) for gender research. This will be partially addressed in time by the commencement of the PDFs. However the problem is compounded by:

x High turnover amongst gender experts at the senior level; and x Overload of younger scientists who are too thinly spread over a persistently

fragmented research agenda, itself a product of CGIAR’s decentralized approach to gender research.

Success in making CGIAR innovation more gender-responsive will require sustained effort to capture gender research efficiencies across programs with shared strategies, methodologies, data and expertise. To this end, the Network started an inventory of gender studies which by February 2015, contained 104 entries, spread over 15 CRPs. With the Gender Research Action Plan now in place, the Electronic Platform and network are well-positioned to facilitate increased progress in joining-up gender research across CRPs.

4


Third CGIAR Consortium Gender and Diversity Performance Report

April 2015

Introduction

This is the third consecutive report to the Fund Council on gender and diversity developments throughout the CGIAR system. The report deals with both the developments with respect to gender and diversity in the workplace, and with the integration of gender analysis in research. As in previous reports, this report addresses the revised1 version of the reporting template provided by the Fund Council in March 2014.

CGIAR Gender and Diversity Monitoring Framework

The basis for this report is the Gender Monitoring Framework for CGIAR which was designed in 2013 to inform the Fund Council on a regular basis and in a structured manner about progress in addressing:

x What CGIAR has done in its own work place(s) to grow the proportion of women in senior positions and women seeking out CGIAR as an employer of choice; and

x Progress with gender mainstreaming achieved by CGIAR researchers in the CRP’s and the Centers, the Gender and Agriculture Research Network, and by the Senior Gender Adviser in the CO’s science team.

Information on the indicators supporting this dimension of the report were provided by HR directors and managers of the Centers.

As part of this report the following indicators from the Fund Council indicator framework are provided:

1. The numbers of male and female staff in key leadership positions in the CGIAR-system. 2. The integration of gender into research priority setting, implementation and

evaluation. 3. Budgetary allocations and expenditures with respect to gender in research. 4. Progress being made in staffing, research and budget allocations, with respect to

gender and diversity in the workplace.

1 Particularly to include CGIAR Center leadership teams, rather than only DG and DDG.

5


Gender and Diversity in the Workplace

The Diversity and Inclusion Strategy 2015 – 2019 (Strategy), after having been approved by the Consortium Board on 10 October 2014, was submitted to the Fund Council in November 2014. Although members welcomed CGIAR’s work regarding gender, diversity and inclusion, it was found that there was still quite a bit of room for improvement. On the whole, it was felt the version of the Strategy before them did not yet reflect the “profound importance” that “…promoting equality and ensuring gender, diversity and inclusiveness” implies.

The Fund Council recommended inclusion of a policy on “Sexual Orientation and CGIAR” into the Strategy, more consultation over its substance with other comparable organizations, and better integration of the Strategy into the new SRF.

On 9 March 2015 Michael Veltman took up his role as the Consortium’s Director of Human Resources and Staff Development. He has identified development of the revised Strategy as a key priority. Based on the earlier comments from the Fund Office and Fund Council he submitted a first program of proposed changes to the Strategy to the Consortium Board at its late March 2015 meeting as follows:

1. Adding a vision and a mission statement. 2. Adaptation of definitions of Diversity and Inclusion. 3. Add a preface where most of the background and history will be placed. 4. Adjustment of the concept of an “umbrella strategy” for the Consortium. There will

be one Consortium-wide Strategy, and sub-strategies per Center which may contain adapted priorities, timing and/or actions proposed.

5. A paragraph will be added on institutional incentives to enhance the performance against the goals and targets.

6. Special attention will be given to the accountability of the Center Boards against the achievement of goals and targets of the strategy.

7. A policy paragraph will be added on sexual orientation.

A revised draft Strategy will be put before the Human Resources Community of Practice meeting in the last week of May 2015, considered and approved by the Consortium Board and then re-submitted for Fund Council approval at FC14.

Proportion of women and men in leadership positions

As shown in the tables that follow, this report provides a somewhat different presentation of the numbers with respect to the proportion of women in leadership positions in the CGIAR system.

In line with the Gender Monitoring Framework for the CGIAR, it was felt necessary to show sub-totals per sub category of leadership.

6


Also, since we speak about a balance, the number of men has also been included in the tables. Because of these minor changes, the baseline figures of March 2014 have been regrouped and presented again in the 2014 columns, to facilitate comparison with the current situation (2015 columns). The bar chart presented in the first two reports to the Fund Council has been omitted since it was deemed more accurate to present actual numbers.

Tables 1 to 4: Gender Balance in CGIAR Senior Leadership, March 2014 vs March 2015

Table 1: Center Boards Women Men Total % Women Variance and Consortium Board 2014 2015 2014 2015 2014 2015 2014 2015 '15 -'14 Africa Rice 2 3 7 9 9 12 22% 25% 3% Bioversity 4 6 5 4 9 10 44% 60% 16% CIAT 2 2 4 3 6 5 33% 40% 7% CIFOR 3 4 7 6 10 10 30% 40% 10% CIMMYT 4 3 5 9 9 12 44% 25% -19% CIP 2 3 8 7 10 10 20% 30% 10% ICARDA 5 5 6 10 11 15 45% 33% -12% ICRAF 3 3 6 6 9 9 33% 33% 0% ICRISAT 4 3 3 7 7 10 57% 30% -27% IFPRI 5 7 8 6 13 13 38% 54% 15% IITA 4 4 7 9 11 13 36% 31% -6% ILRI 4 4 5 5 9 9 44% 44% 0% IRRI 3 4 9 11 12 15 25% 27% 2% IWMI 3 4 3 4 6 8 50% 50% 0% Worldfish 4 4 2 2 6 6 67% 67% 0% Consortium 3 3 6 4 9 7 33% 43% 10%

Sub total 55 62 91 102 146 164 38% 38% 0%

Table 2: Chairs, Directors and Deputy Directors General

Women Men Total % Women Variance

2014 2015 2014 2015 2014 2015 2014 2015 '15 -'14

Board Chairs 4 2 11 13 15 15 27% 13% -13% Directors General + Consortium CEO 2 2 14 14 16 16 13% 13% 0%

Deputy Directors General 4 4 16 16 20 20 20% 20% 0% IEA 2 2 0 0 2 2 100% 100% 0% ISPC Council 2 2 5 5 7 7 29% 29% 0% Fund Office Leadership 1 1 2 2 3 3 33% 33% 0%

Sub total 15 13 48 50 63 63 24% 21% -3%

Table 3: Centers and CO senior leadership

Women Men Total % Women Variance 2014 2015 2014 2015 2014 2015 2014 2015 '15 -'14

CRP Directors 3 3 12 13 15 16 20% 19% -1% CRP Deputy Directors 4 2 16 17 20 19 20% 11% -9% Centers + CO Sr. Leadership 37 37 84 84 121 121 31% 31% 0%

Sub total 44 42 112 114 156 156 28% 27% -1%

7


Leadership Women Men Total % Women Variance

2014 2015 2014 2015 2014 2015 2014 2015 '15 -'14 Total 114 117 251 266 365 383 31% 31% 0%

As a result of the revised presentation of data in sub categories it is visible that the Boards of the Centers and the Consortium have already had a higher proportion of women in their leadership in March 2014 than the over-all percentage (38% vs 31%). Since the baseline in 2014, there was a 12.3% increase in the number of board members (from 146 to 164), which caused no change in the proportion of women (38%). Whenever changes in the composition of the Board have taken place, or indeed changes in the leadership in general, Centers have put in a considerable amount of effort to close the gender gap. As result of that effort, this gap has not widened. Small changes in the other leadership categories, have not changed the over-all percentage of 31% for the proportion of women in leadership positions.

In the coming period one of the more important actions envisaged, apart from finalizing and implementing the Strategy, is creating inter-Center women’s support network to ensure that the positive recruitment efforts are not offset by female leaders and managers dropping out prematurely.

Status of Gender Mainstreaming in Research

Implementation of the Consortium level Gender Strategy (Gender Strategy) is now well advanced with respect to putting in place the institutional architecture for gender mainstreaming. All CRPs now have approved Gender Strategies. These are implemented through the Annual Program of Work and Budgets which in 2013, 2014 and 2015 have earmarked resources for research related to gender and show a rising level of investment (see Figure 2). The Consortium Board has enunciated and applied a policy requiring Windows 1 and 2 funding to be contingent on satisfactory performance in allocation of resources and delivery of results.

Technical advice and facilitation for cross-program knowledge-sharing and capacity development is provided by the Consortium Senior Gender Advisor through CGIAR’s Gender and Agriculture Research Network (Network). The Network supported 6 cross-program, research knowledge-sharing and training workshops in the period April 2014-March 2015.

Performance in gender research is monitored through the Annual Reports: these include two performance indicators, self-assessed by the CRP, on progress with the collection and use of sex-disaggregated data and with institutional architecture of gender mainstreaming.

In 2013 most of the CRPs self-assessed as “approaching requirements” on these indicators and in 2014, progress was made to the level of “meets requirements” on these indicators. However, in 2014 the results reported for gender research in the CRPs continued very uneven. Some CRPs were able to report significant progress on the collection of sex-disaggregated

8


data and the application of gender analysis to shaping the gender-responsiveness of the CRP’s work, while other CRPs remained at an incipient stage of implementation of their Gender Strategy.

This reflects the situation analyzed in the Consortium’s 2013 Assessment of the Status of Gender Mainstreaming in the CRPs, where the lack of at least one, and preferably two, experienced senior social scientists with gender expertise holds back implementation of the CRP Gender Strategy. In commodity and systems research programs where social scientists are few, there has been considerable turnover among the CRPs’ gender research coordinators. In some cases, protracted recruitment processes result in difficulty in attracting the stronger candidates. This difficulty is to some extent due to local circumstances of the recruiting Center, but it also reflects the shortage of senior and experienced social scientists with expertise in applied gender analysis relevant to agriculture. Because, at present, gender research in agriculture is a field dominated by women, high turnover also reflects generic difficulties in CGIAR’s ability to retain women scientists.

The Gender Research Action Plan was designed and resourced by the Fund Council to address the need to speed up development of capacity in gender analysis for agriculture in the CRPs. Although approved at FC11 in May 2014, the funds were only released to the Consortium Office in March, 2015. This delay held up implementation. In preparation for the release of the Fund Council’s Gender Action Plan Funds the Consortium Office conducted a competitive call for gender postdoctoral fellowship proposals. As a result postdoctoral fellowship awards were made to 10 CRP teams. Awards require two or more CRPs to team up and capture cross-program research efficiencies in gender. The lead CRP commits to co-fund the research costs of the Fellow and to hire a satisfactory Fellow onto permanent staff, funds permitting. To support Postdoctoral fellows and their immediate supervisor/co-researcher in gender, a Request for Proposals was launched in January 2015 to Universities for training in advanced research methods, coaching and mentoring. This capacity development will be supported by the Network’s Electronic Platform for knowledge-sharing, communication and shared data management: this was designed and support for it procured through a competitive Call for Proposals from Center communicators in 2014, concluding in a contract for communications and knowledge support with CIAT. The CIAT Communications team began a diagnostic assessment in January 2015 in preparation for launch of the platform in April 2015.

For social and gender research to influence other CGIAR research to increase its gender-responsiveness, approaches and methods need to be standardized and harmonized. With this objective, the Network issued a guide on minimum standards for collection of sex-disaggregated data (SDD) and began the process of cataloguing datasets with SDD at the January 2015 annual network meeting. To the same end, the Network supported training and knowledge sharing for the community of gender researchers involving 11 CRPs conducting the Global Study on Gender Norms and Agency: contributors used a standardized method to conduct over 50 case studies in 2014 to understand how gender norms encourage or hold

9


back agricultural innovation. The most recent training provided in February 2015 involved learning and designing shared data coding and data analysis. Gender and Nutrition is a cross-cutting issue that is being addressed by A4NH through its interactive web-based resource, GENIE and a regular annual workshop on methods for measuring gender and nutrition impact. Gender and Climate Change is another cross cutting issue all gender researchers need to address in an informed manner: Network members who are not specialized in climate change research need a quick entry into the field and so the Network is collaborating with CCAFS to provide a state-of-the-art synthesis to this purpose. This work was utilized in the CCAFS high-level panel event on gender and climate change in Paris in March, 2015. Harmonization of approaches to the integration of gender research into plant breeding is much needed to realize the pay-off to gender analysis. “Gender and genomics” is a small but growing focus of cross-program knowledge-exchange for 2015-16, starting with the Gender Research Network’s annual meeting in January 2015.

Technical advice towards the realistic integration of gender-responsiveness into CGIAR’s priority setting, implementation and evaluation is provided through engagement with the formulation of CGIAR’s new Strategy and Results Framework (SRF) and Guidance for the CRP 2nd Call, with inputs supplied from the CGIAR Gender and Agriculture Research Network, the system’s gender researchers’ community of practice facilitated by the Senior Gender Adviser. The Network conducted a workshop on measuring key indicators for gender equality and inclusion, published a joint Memo which contributed to shaping the gender intermediate development outcomes (IDOs) and sub–IDOs in the SRF and provided expert advice and commentary to sequential versions of the SRF. Similarly, the Senior Gender Adviser’s input to writing the 2nd Call Guidance, review of CRP Annual Reports, analysis of CRP plans of work and budget and CRP extension proposals continue to be directed at advancing the capacity of CRPs to implement their gender research strategies. Important synergies between gender in research and diversity and Inclusion in the workplace are being sought by the Network, such as the inclusion of gender research expertise on CRP science management teams and advisory boards.

Current Budgetary Indicators for Gender Research

To deliver on the SRF, the CGIAR system needs to invest accordingly in gender research. The CRPs are advised on gender research planning and budgeting by the gender adviser and the portfolio-level gender budget is monitored regularly by the CO.

Figure 3 below shows the trend over 2013-2015 in the proportion of total budget allocated to gender at the portfolio level. In 2013, the first year of implementation for most CRP Gender Strategies, actual expenditure was slightly below planned budget, and overall the level of resources was relatively low – 3 percent compared to the guideline level of 8 percent aspired to in the CRP Gender Strategies. In 2014 and 2015 portfolio-level budget allocation to gender research has increased: financial data for 2014 actual expenditure will be available only after

10


submission of this report and so will be reported in November 2015. For 2015 financial reports, Centers and CRPs will report expenditure disaggregated by type.

Figure 3: Portfolio-level investment in gender research 2013- 2015

This is an ambitious increase in commitment to gender research and reflects expanded effort to collect sex-disaggregated data and expanded hiring of social scientists with gender research expertise.

Individual CRP budget commitments over 2013-2015 are shown in figure 4 below. This shows a rise in budget commitment in the areas of agricultural systems, policy, nutrition and NRM research while in the commodity research, investment is for the most part, more tentative. This degree of unevenness underscores the importance and potential value of cross-program collaboration as well as the investment in the gender postdoctoral program to step up the level of capacity in gender research.

Figure 4: Budget and expenditure for gender research by individual CRPs, 2013-2015.

0%

10%

20%

Budget 2013 Actual 2013 Budget 2014 Budget 2015

4% 3%

13%14%

ALL CRPS:PERCENT OF TOTAL ALLOCATED TO GENDER-RESPONSIVE RESEARCH

Budget…

0%

10%

20%

30%

DS HTAA

SPI

MGR

iSP

WHE

ATM

AIZE

RTB

GL DC L&F

A4N

H

WLE

FTA

CCAF

S

Budget 2013 Actual 2013 Budget 2014 Budget 2015

11


Data indicators for gender research

The Fund Council has asked the Consortium to monitor progress in the proportion of CGIAR data sets, collected for diagnostic, mid-term or final evaluation, that correctly incorporate collection of sex-disaggregated data (SDD). CGIAR does not at present have an inventory of all its data sets that can be used as a basis for:

x Identifying the proportion of datasets that should include SDD; and x Reporting what proportion of datasets that should include SDD, actually do so and

comply with standards for SDD collection.

Once the Open Access policy is fully implemented, it will be feasible to generate this statistic. In 2014, the Network worked to get a comprehensive view of ongoing gender research. It started to build an inventory of gender studies together with the CIAT team who are supporting the Network in communication, knowledge sharing and data management. By the end of February 2015, the Network’s inventory contained 104 entries, spread over 15 CRPs: 100% of these data sets include SDD. The inventory also includes a directory of 104 researchers generating SDD in the CRPs. Expanding the inventory so it is fully comprehensive is a goal of the Network for 2015. This work will focus on three areas:

1. Mapping of studies: Geographically map the reported studies. This will provide a visualization of ongoing gender studies.

2. Gender Datasets - CG Gender Network Database: this will build on the inventory of gender studies already reported by CRPs and Centers in Dataverse.

3. Gender publications: using the existing CGSpace (https://cgspace.cgiar.org/) as repository for gender research output. This will be linked to the map.

Together with data management experts, the Network is focused on integrating the list to include an interactive mapping of the ongoing studies. The map will go further than geographical mapping, and also link entries with data management systems already used within the CGIAR system. The inventory is designed to integrate gender datasets and gender publications, through Dataverse and CGSpace. With these tools gender researchers within CGIAR are able to communicate better about ongoing research and to share data and papers. The gender inventory will also be developed to align with overall Fund Council and other monitoring and reporting requirements for gender. The purpose is to streamline activities, such as monitoring and reporting cross-CRP to become more efficient and result focused, and at same time being useful for gender researchers.

https://cgspace.cgiar.org/

WORKING(DOCUMENT(€¦ · intermediate development outcomes, IDOs). The proposed new Strategy and...

Documents

Transcript of WORKING(DOCUMENT(€¦ · intermediate development outcomes, IDOs). The proposed new Strategy and...