Gender capacity for the small ruminant value chain in Ethiopia: Current status and ways forward

Gender capacity for the small ruminant value
chain in Ethiopia: Current status and ways forward
Hiwot Desta (ILRI), Wole Kinati (ICARDA) and Annet A. Mulema (ILRI)
17 May 2016

Objective: Gender Capacity Assessment
• To analyze the current gender capacities against
desired future gender capacities of the Livestock
and Fish partners and to subsequently design
tailor-made capacity development interventions

National policies, rules and
legislation, regulations, power
relations and social norms
Internal policies, arrangements,
procedures and frameworks
allowing an organization to operate
and deliver on its mandate
Skills, experience, knowledge,
leadership and motivation of people
Levels of Analysis

Gender Capacity Assessment Tools &
Process
3 Tools:
1. FGD and questionnaire for organizations
2. (Online) questionnaires for individual staff
members
3. Key informant interviews for enabling
environment

Scoring gender capacities
The existing and desired capacities were scored
using a scale of 1 to 5
1. Very Low: No evidence or only anecdotal evidence of
the gender capacity
2. Low: Gender capacity exists but has not been
developed
3. Medium: Gender capacity exists and is under
development or partially developed
4. High: Gender capacity exists, is widespread, but not
comprehensive, further development is planned or
needed
5. Very High: Gender capacity exists and is fully developed
and integrated into the organization – no more capacity
development needed

Gender capacity assessment…
• Period: April - May, 2015
• Team: Gender and capacity
development experts from ILRI and
ICARDA
• Report finalized: October 2015 and
shared with partners

Partners Ethiopia Environmental Organizational Individual
National Research Partners (NRPs)
Areka Agricultural Research Center N 1,5 1,5
Bako Agricultural Research Center N 1,8 2,2
Yabello Pastoral and Dryland Agricultural Research
Center
N 1,4 1,9
Development Partners (DEV)
Doyogena Woreda Office of Agriculture N 1,7 2,3
Horro Woreda Office of Agriculture N 2,2 2,2
Yabello Pastoralist Development Office N 1,8 2,0
Other
Ethiopian Agricultural Transformation Agency (ATA) Y N N
Ministry of Women, Children and Youth Affairs Y N N
ACDI/VOCA Ethiopia Y N N
ILRI-LIVES Y N N
Ministry of Agriculture (MoA) gender expert Y N N
Women Affair Directorate Y N N
USAID-LMD Y N N
Average 1,7 2,0
Overview of Partners Assessed per level in Ethiopia

Context and Environment - General
• Ethiopia has relatively well-developed and specific gender
policies in place but quite weak in practice
• Relatively strong influence of government on livestock sector
and capacities of some key partners in Ethiopia
• Donors and other NGOs have influenced the capacities of
organizations, for example by requesting sex-disaggregated
data and by promoting gender mainstreaming

Key Findings - Specific (Partners)
• Generally, both the research and development partners
assessed lack capacities in the six core gender capacities.
• Development partners seem to have higher scores in all the
capacities both at organizational and individual levels.
• The individual capacities tend to be in existence but not
developed.
• All the assessed development and research partners do not
have a gender responsive M&E system and lack knowledge
about the available tools and frameworks for gender analysis
and strategic planning.

0
1
2
3
4
5
Gender analysis
and strategic
planning
Gender
responsive
programming,
budgeting, and
implementation
Knowledge
management
and gender
responsive M&E
Effective
partnerships
and advocacy
on promoting
gender equality
Gender and
leadership
Innovation in
gender
responsive
approaches
Overall
Ethiopia
Tanzania
Nicaragua
Uganda
Comparison of all countries on
the core gender capacities

Average score across all competencies
by country
0
1
2
3
4
5
Overall Ethiopia Tanzania Nicaragua Uganda

Overall score of core gender capacities
for Ethiopia partners
0
1
2
3
4
5
Gender analysis and
strategic planning
Gender responsive
programming,
budgeting, and
implementation
Knowledge
management and
gender responsive
M&E
Effective
partnerships and
advocacy on
promoting gender
equality
Gender and
leadership
Innovation in
gender responsive
approaches
Average
Org
Ind

0
0.5
1
1.5
2
2.5
Gender analysis
and strategic
planning
Gender responsive
programming,
budgeting, and
implementation
Knowledge
management and
gender responsive
M&E
Effective
partnerships and
advocacy on
promoting gender
equality
Gender and
leadership
Innovation in
gender responsive
approaches
Average Scores
Development
Partners
Research Partners
Scores
Core Gender Capacities
Organizational Level: Core Gender Capacities of Development and Research Partners
Individual Level: Core Gender Capacities of Development and Research Partners
0
0.5
1
1.5
2
2.5
3
Gender analysis
and strategic
planning
Gender responsive
programming,
budgeting, and
implementation
Knowledge
management and
gender responsive
M&E
Effective
partnerships and
advocacy on
promoting gender
equality
Gender and
leadership
Innovation in
gender responsive
approaches
Average scores for
development and
research partners
Development
Partners
Research Partners
Scores
Core Gender Capacities

Average findings per the 6 core gender capacities for
the selected Development Partners

Gender analysis and strategic
planning
Averages Doyogena Horro Yabello
Org Ind Org Ind Org Ind Org Ind
The capacity to analyze gender dynamics within
the value chain
2.5 2.5 2.0 3.0
The capacity to develop strategies to address
gender dynamics in the value chain
2.7 3.0 3.0 2.0
The capacity to apply gender analysis tools and
frameworks
1.5 2.0 1.5 1.0
Providing access to gender (analysis) training
for female and male staff
1.0 1.0 1.0 1.0
The capacity to analyze gender dynamics in the
organization and to develop strategies to deal
with these
3.0
3.0 3.0 3.0
Staff's knowledge of gender analytical
frameworks and tools and the ability to analyze
gender dynamics within the value chain
2.4 2.6 2.5 2.2
The ability to understand and use gender
analysis tools and frameworks
2.0 2.2 2.0 1.9
The ability to apply and translate gender
(analysis) training in work
2.1 2.0 2.3 2.0
Average 2.1 2.2 2.3 2.3 2.1 2.3 2.0 2.0

Gender responsive programming,
budgeting, and implementation
Org. Ind. Org. Ind. Org. Ind. Org. Ind.
The capacity to implement programs in line with national gender
policies and frameworks
2.0 2.0 2.0 2.0
The capacity to develop gender responsive programs 2.0 2.0 2.0 2.0
The capacity to translate research outcomes to define and/or adjust
gender responsive programs
2.0 2.0 3.0 1.0
The capacity to ensure that interventions benefit women and men
equally
2.6 2.0 2.7 3.0
The capacity to sensitize communities on gender issues 3.2 3.5 4.0 2.0
Existence, quality and scope of a gender (mainstreaming) strategy
including financial and human resource allocation
1.8 2.0 1.0 2.5
The capacity to implement actions towards a more gender
responsive organization, including the adjustment of internal
policies, procedures, business plans, etcetera to make them more
gender responsive, affirmative actions towards a better gender
balance.
2.3
2.0 2.0 3.0
Presence of gender experts who have the capacity to develop and
implement gender responsive programs 1.8
2.0 1.5 2.0
Position and mandate of dedicated gender staff (expert or focal
point) 2.3 2.5
2.0 2.9 3.0 2.6 2.0 2.1
Balance between responsibilities of gender experts and general
staff members on gender mainstreaming
2.0 2.0 2.0 2.0
Staff’s ability to implement gender responsive interventions 2.5 2.0 2.3 2.0 2.3 2.0 2.9
Gender expert’s capacity to negotiate for dedicated financial
resources for gender mainstreaming within the organization
1.9 1.5 1.7 2.4
Average 2.2 2.3 2.1 2.3 2.3 2.2 2.1 2.5

Knowledge management and
gender responsive M&E
The capacity to collect, interpret and report on
sex- disaggregated data 2.4
2.0 3.0 2.3
Existence and quality of a gender responsive
M&E system and ability to use it 1.8 2.3 2.0 1.0
Capacity to train other actors on gender
responsive M&E
1.0 1.0 1.0 1.0
Access to and production of knowledge
documents and publications on gender 1.3
1.0 1.0 2.0
Capacity to provide gender inputs,
perspectives, insights to other organizations’
reports and publications 1.7
1.0 3.0 1.0
Staff’s ability to collect, interpret and report on
sex- disaggregated data
2.6 2.4 2.4 2.9
Staff’s ability to develop/work with gender
sensitive systems and tools for monitoring,
evaluation and learning and measuring changes
from gender interventions 2.2
2.2 2.3 2.0
Staff’s access to and ability to produce quality
documents and publications on gender 1.9
1.9 1.9 1.8
Access to gender-sensitive M&E training of
female and male staff 2.1
2.2 2.1 1.9
Average 1.6 2.2 1.5 2.2 2.0 2.2 1.5 2.1

Effective partnerships and advocacy
on promoting gender equality
The capacity to advocate for gender equality 1.3 1.0 2.0 1.0
The capacity to develop joint gender advocacy
materials with other organizations and use research
outcomes and other material to advocate for gender
equality in the value chain
1.3
1.0 2.0 1.0
The capacity to develop and maintain effective
partnerships with the government (amongst others in
gender responsive PPP interventions) and influence
policies being more gender equitable
1.7
1.0 3.0 1.0
The capacity to develop and maintain effective gender
coalitions/ partnerships with research partners and
other actors along the VC
1.8
1.0 2.0 2.3
Staff competency to build partnerships and coalitions 2.6 2.7 2.7 2.4
Staff competency to advocate for gender equality 2.5 2.8 3.0 1.8
Staff competency to develop joint gender advocacy
materials with other organizations
2.1
2.2 2.3 1.9
Average 1.5 2.4 1.0 2.6 2.3 2.7 1.3 2.0

Gender and leadership Averages Doyogena Horro Yabello
Org. Ind. Org. Ind. Org. Ind. Org Ind.
Organization's commitment to gender equality
and transforming gender power relations 2.4
2.0 2.3 3.0
Organization’s leadership / senior management
accountability to gender equality and
transforming gender power relations
2.3 2.0 3.0 2.0
Organization’s vision towards gender equality
and transforming gender power relations
2.7 2.0 3.0 3.0
The capacity to develop strategies for
strengthening women’s decision-making power
and their role in leadership positions
1.7 2.0 1.0 2.0
Effectiveness in hiring women as staff members,
extension officers, and in leadership positions,
and to acquire gender balance
3.0
3.0 3.0 3.0
Presence of women in leadership (management)
and balanced representation 2.0
1.0 2.0 3.0
Access to leadership training of female staff 2.2 2.7 2.1 1.8
Ability of female staff to influence decisions,
participate and voice one’s needs and
aspirations
2.4
2.5 2.7 2.1
Staff’s knowledge, attitudes and practices
towards stimulating women’s leadership in
programs
2.0
3.0 1.0 2.0
Average 2.3 2.3 2.1 2.6 2.2 2.4 2.6 1.9

Innovation in gender responsive
approaches
Org
.
Ind. Org. Ind. Org. Ind. Org.
Ind
.
The capacity to apply gender
transformative approaches (GTAs) 1.2
1.0 1.5 1.0
The capacity to recognize and
analyze gender transformative
outcomes
1.7
1.0 3.0 1.0
The capacity to document and
learn from GTA's
1.3 1.0 2.0 1.0
The capacity to ensure GTA's are
used by others and scaled up 1.3
1.0 2.0 1.0
Staff’s ability to apply Gender
Transformative Approaches (GTAs)
and other innovative approaches
and methods that empower
women
1.7
2.2 1.6 1.5
Average 1.4 1.7 1.0 2.2 2.1 1.6 1.0 1.5

Average findings per the 6 core gender capacities for
the selected Research Partners

Gender analysis and strategic
planning
Averages Areka Bako Yabello
The capacity to systematically include gender
analysis in all research of the targeted VC
2.0 1.5 2.0 2.5
The capacity to develop and apply gender
analytical frameworks and tools in research
1.0 1.0 1.0 1.0
The capacity to analyze gender dynamics in the
organization and to develop strategies to deal
with these, including the adjustment of internal
policies, procedures, business plans, etcetera to
make them more gender responsive, affirmative
actions towards a better gender balance.
2.7 3.0 4.0 1.0
Providing access to gender (analysis) training for
female and male scientists
1.3 2.0 1.0 1.0
The capacity and commitment of scientists to
include gender analysis in their research work
2.0 1.9 2.1 2.1
The ability to understand and use gender analysis
tools and frameworks
1.7 1.6 1.7 1.8
The ability to apply and translate gender (analysis)
training in work
1.7 1.4 1.9 1.7
Average 1.8 1.8 1.9 1.6 2.0 1.9 1.4 1.8

Gender responsive
programming, budgeting
and implementation
The capacity to undertake gender
responsive research
1.7 2.0 2.0 1.0
The capacity to ensure that outcomes of
gender responsive research are used by
development actors and service providers in
their VC interventions
2.0 2.5 2.5 1.0
The capacity to use feedback from gender
responsive interventions to new research
2.0 3.0 2.0 1.0
Existence, quality and scope of a gender
(mainstreaming) strategy including financial
and human resource allocation
1.3 2.0 1.0 1.0
The capacity to implement actions towards
a more gender responsive organization,
including the adjustment of internal
policies, procedures, business plans,
etcetera to make them more gender
responsive, affirmative actions towards a
better gender balance
1.7 1.0 1.0 3.0
Presence of gender scientists who have the
capacity to do gender specific research
1.3 1.5 1.0 1.5
Position and mandate of gender scientists
and/or focal points
1.3 1.8 1.0 1.7 1.0 2.3 2.0 1.4
Ability of scientists and other staff to
implement gender responsive research
1.8 1.4 1.9 2.1
Average 1.6 1.8 1.9 1.6 1.5 2.1 1.5 1.8

Knowledge management and
gender responsive M&E
The capacity to collect, interpret and report on sex-
disaggregated data in all research
2.1 1.3 3.0 2.0
Existence and quality of a gender responsive M&E
system and ability to use it
1.7 2.0 2.0 1.0
The capacity to provide inputs for national policies
and legislation on gender responsive knowledge
management within VCs
1.0 1.0 1.0 1.0
The capacity to collect, develop and make
accessible quality knowledge documents and
publications on gender
1.3 1.0 2.0 1.0
Capacity to provide gender inputs, perspectives,
insights to other organizations’ reports and
publications
1.0 1.0 1.0 1.0
Scientists’ ability and commitment to collect,
interpret and report on sex- disaggregated data
2.2 1.4 2.5 2.6
Scientists’ ability to develop/work with gender
sensitive systems and tools for monitoring,
evaluation and learning and measuring changes
from gender interventions
2.0 1.8 2.4 1.9
Scientists’ access to and ability to produce quality
documents and publications on gender
1.7 1.4 1.8 1.9
Average 1.7 2.0 1.3 1.6 1.8 2.2 1.2 2.1

Effective partnerships and
advocacy on promoting
gender equality
Org. Ind. Org Ind. Org Ind Org. Ind.
The capacity to participate in
advocacy for gender equality 1.0 1.0 1.0 1.0
The capacity to produce
relevant research material that
is used (by other partners) to
advocate for gender equality in
the value chain
1.0 1.0 1.0 1.0
The capacity to develop and
maintain effective partnerships
with actors along the VC
targeted at advocating for and
promoting gender equality
together with the partner
2.2 2.0 2.7 2.0
Scientists' competency to build
partnerships and coalitions 1.9 1.4 2.1
2.1
Average 1.6 1.9 1.3 1.4 1.6 2.1 1.3 2.1

Gender and leadership
Org Ind. Org. Ind. Org Ind Org Ind
Organization's commitment to gender equality and
3.1 2.3
4.0 3.0
Organization’s leadership / senior management
accountability to gender equality and transforming
gender power relations
2.0 1.3
2.7 2.0
Organization’s vision towards gender equality and
2.0 2.0
2.0 2.0
The capacity to undertake research on women’s
decision-making power and their role in leadership
positions and how to make these more equitable
1.3 1.0
2.0
1.0
Effectiveness in hiring women as researchers and
fellows and to acquire gender balance throughout
the organization
2.0 1.0
2.0
3.0
Presence of women in leadership (management,
senior scientists) and balanced representation
1.3 1.0 1.0 2.0
Capacity to research women’s decision-making power
and their role in leadership positions and decision-
making bodies
1.9
1.4 2.3
1.9
Researcher’s knowledge, attitudes and practices
towards enhancing women's positions in leadership
2.0 1.0 2.0 3.0
Average 2.0 1.9 1.4 1.4 2.2 2.3 2.3 1.9

Innovation in gender
responsive approaches
The capacity to develop, test and
apply Gender Transformative
Approaches (GTAs)
1.3 1.0 2.0 1.0
The capacity to evaluate and share
insights on Gender Transformative
Approaches (GTAs)
1.3 1.0 2.0 1.0
The capacity to ensure innovative
GT approaches are used by others
and scaled up
1.3 1.0 2.0 1.0
Scientist’s ability to conduct
research into Gender
Transformative Approaches (GTAs)
and other innovative approaches
and methods that empower
women
1.7 1.3 2.4 1.4
Average 1.3 1.7 1.0 1.3 2.0 2.4 1.0 1.4

Strengths and opportunities
• Staff have supportive attitudes and organizations
are committed to gender equality;
• Some organizations are already implementing
gender equality interventions and have dedicated
gender staff appointed;
• The LAF program has a comprehensive gender
strategy in place
• Many tools and methodologies for gender and
value chain development already exist.
• There are partners who have more experience or
knowledge in gender and value chains than other
partners.

Desired capacities mentioned and recommendations
Development Partners Research Partners Recommendations
- No capacity to apply gender analysis tools and
frameworks
- Develop access to gender analysis
tools & frameworks
- Training for female and male staff
on gender analysis
- Monitor the applications of gender
analytical tools and frameworks
- No framework to collect gender disaggregated data
-
- Lack gender responsive M&E system
- Have not mainstreamed gender in their regular work
No gender focal person
- Put in place gender responsive
M&E system
- Develop/make existing
research/development
project/activities gender
responsive and
- Ensure human and financial
resources allocation (budget &
trained gender expert)
- Have better gender
representation in
leadership
- Lack gender
balanced leadership
in representation
- Develop capacity to advocate for
gender equality in leadership
- Lack application of gender responsive approaches - Enhance capacity to apply gender
transformative approaches (GTAs)

Discussion
• General comments / feedback to the assessment
outcomes (what do you agree with / not??)

Recommendations for capacity
development
1. Suggestions for institutional set up:
• Support with creation of a gender CD committee to facilitate and
coordinate CD plan and ensure exchange of information and
documentation
• Support with identification of 1-2 gender focal points (preferably
gender experts with decision making influence within their
organization)
• Application of mixed methods e.g. training workshops, coaching
and mentoring, experiential learning (feedback loops), and
experience exchange

Recommendations for capacity
development
2. Suggestions for training:
Module 1: Gender analysis for value chain development
• Overview and practical use of analytical tools for gender and
value chain analysis
• The use of sex-disaggregated data to conduct gender analysis
Module 2: Strategy development
• Concepts from the LAF gender strategy
• Design of gender responsive approaches and innovative
transformative interventions
• Development and review of programmatic gender
mainstreaming strategies and budgets

Recommendations for capacity development
Module 3: Monitoring and documentation
• Design and use of gender sensitive monitoring systems
• Developing gender sensitive indicators
• Monitoring and documenting gender responsive approaches
Module 4: Gender responsive organizations
• Understanding gender dynamics in the organization and
implementing actions towards a more gender responsive
organization

Discussion and way forward
• Recommendations for capacity building: (think as an organization for its
own capacity development!!!)
– Objective: what does your organization want to achieve through
gender CD?
– Topics (e.g. gender sensitive value chain analysis, design of gender
sensitive indicators)
• list and rank (agree on the top three!)
– Period and capacity level
• Where you want to be in short (1 year) & long term (3 years)? Desired level 1-5!!
– Methods / format (e.g. coaching, workshops)
• How you want your individual & organizational gender capacity enhanced?
– Allocation of resources (budget & human resource)
• Realistic planning: staff availability as focal point? (the committee will be
in charge of following up of the implementation of CD plan).
• Cost sharing: what are the possibilities?

CGIAR Research Program on Livestock and Fish
livestockfish.cgiar.org
The CGIAR Research Program on Livestock and Fish aims to increase the productivity of small-scale livestock and fish
systems in sustainable ways, making meat, milk and fish more available and affordable across the developing world.
This presentation is licensed for use under the Creative Commons Attribution 4.0 International Licence.

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