Gender in the East Africa Dairy Development Project Isabelle Baltenweck and Gerald Mutinda Livestock and Fish Gender Working Group Workshop and Planning Meeting Addis Ababa, Ethiopia, 14-18 October 2013
Nov 07, 2014
Gender in the East Africa Dairy Development
ProjectIsabelle Baltenweck and Gerald Mutinda
Livestock and Fish Gender Working Group Workshop and Planning Meeting
Addis Ababa, Ethiopia, 14-18 October 2013
Motivation EADD1 pilot – Factsheet
Scope Duration: Jan 2008- Sept 2013 Budget: USD42.85 M + USD8.5M
supplement (BMGF) for 1 additional year
Investment fund: USD5.0m BMGF: USD2.5m Heifer: USD2.5m
Partners BMGF HI - lead TNS - business ILRI – knowledge-based learning ABS – genetics & breeding ICRAF – feeds & feeding
Structure (120+ staff) Country offices
Kenya Rwanda Uganda
Regional office
TRANSPORTERS
TESTING
FARMERS
FIELD DAYS
FEED SUPPLY
AI & EXTENSION
VILLAGE BANKS
OTHER RELATED MEs
HARDWARE SUPPLIERS
CHILLING or BULKING FACILITIES
Motivation (cont.) EADD Vision and ObjectivesVisionTransform the lives of 179,000 smallholder farming families (approximately 1 million people) by doubling their household dairy income in 10 years.
Objectives• Harness information for decisions and
innovation• Expand access to markets• Increase productivity and efficiencies
of scale
Lessons from EADD I
Limited attention to
gender in original plan
• Few (2) milestones on Gender, output oriented e.g training women)• No strategy outlined in the proposal, and therefore no implementation plan• No Gender expertise and resources allocated
Staff not equipped to
address gender based
constraints
• Limited understanding among the staff on why gender matters in the program vision- ‘We do gender because of the donor’
• Difficulty monitoring gender (and age group) milestones• Unintentional Gender outcomes concealed and unaccounted for
Gender strategy, budget
and staffing
• Gender strategy developed in 2009 using baseline survey results and FGDs with key staff
• Staff training and hiring of Gender (and Youth) Coordinator in 2010• Development of gender and age group disaggregated data templates• Gender workplan integrated & performance targets formulated and budget allocated• Development and documentation of strategies to include women in project activities
What can we learn from the final evaluation?
• Evaluation conducted by independent evaluator (TANGO)
• Field survey conducted in the 3 EADD countries, using both qualitative and quantitative methods
Women staff, in hub management and Boards
Issue/ challenge
• In previous projects, most staff are men• most staff do not understand gender issues
Strategies • affirmative action on staff recruitment (30% staff women) • staff trained on gender
Outcomes (final evaluation report)
Project level: significant concentration of women in key positions on the EADD country team
Producers Organisation management level: Women mainstreamed in hub management positions (all countries), and are well represented as BDS providers (Kenya and Rwanda)
Producers Organisation Boards of Directors (BoD)o Women comprise 30% of BoD members in over 35% of Pos in Kenya, 19%
of POs in Uganda, and in all the POs in Rwanda (as per the Government of Rwanda policy)
o However, women’s equitable leadership and active participation rarely accompany this step forward, except in Rwanda
o Higher challenges in pre- existing POs due to governance structures dominated by males
Women registered farmers and ‘active’ farmers
Issue/ challenge
• Low % women members of dairy cooperatives (14% at baseline)
Strategies • Both husband and wife can register with the PO• Promoting joint bank account did NOT work• Some BoDs received gender sensitization trainings
Outcomes (final evaluation report)
By December 2012, 31.5% of registered farmers were femaleA number of married female DFBA members do not actively participate
In Uganda, qualitative observations indicate that women’s participation in DFBAs is weaker in pastoral settings compared to intensive farming sites.
Female-headed households in Uganda and Rwanda are more likely to be among the non-engaged group of farmers than the engaged group: need for separate strategy
Women’s involvement in the dairy value chain
Issue/ challenge
• Women not reaping the benefits of dairy in proportion of their labor and efforts
Strategies • Staff trained on gender issues• Some gender mainstreaming in technical training at
community level
Outcomes (final evaluation report)
In Kenya, men and women are just as likely to be involved in the dairy value chain and there is little difference between the types of activities they carry out. In Uganda and Rwanda, men are more likely to be involved in the dairy value chain than women, and the type of involvement differs
But men remain the primary decision makers for decisions related to dairy assets and income
In Kenya, by reducing herd sizes, less time is spent looking for grass for a large herd and less time is spent milking many cows. Milk volumes have increased and overall dairy labor has decreased. An increased network of transporters and more accessible collection routes have eased the women time burden
Women’s involvement in trainingIssue/ challenge
• Women do not participate fully in extension/ training
Strategies • Staff trained on gender issues• Some gender mainstreaming in technical training at
community levelOutcomes (final evaluation report)
• The project is successfully including women as extension and training providers in Kenya and Rwanda
• Survey data show that for all major training categories, larger percentages of women from the engaged farmer group report they have received training compared to women in the non-engaged and control group
Insufficient efforts to improve female farmers’ access to dairy information through training: in Uganda, there are 10 -12 % difference between households where at least one male has received training and households where at least one woman has received training.In Rwanda, among active suppliers, there is an 8-18 % difference between men and women for many training categories. The gap is widest for milk quality and animal health training
Gender Strategy in EADD II A twofold approach
• A separate and cross cutting major objective on gender to ensure that supporting outputs and activities are included fully in the project design and budgeted for:
- EADD-2 wide gender policy/strategy - Enhanced capacity of EADD staff and partners to mainstream gender
• Relevant gender outputs and activities are mainstreamed in the other respective major objectives
Proposed Gender Activities in EADD II
(Meinzen-Dick et al., 2011
1. Increasing access to assets that women require to participate fully in project activities and benefit from these
2. Increasing returns to assets by increasing productivity and/or improving access to market
3. Reducing risks and vulnerability
EADD baseline report 6 (gender), 2009
1. Increasing access to assets that require women to participate fully in project activities and benefit from them.
Type of
capital
Examples of capital Gender based constraints Possible Strategies
Physical Equipment required for dairy
production and marketing
Significantly fewer female headed households
owned assets compared to male headed
households.
Access to loans through groups
Natural Cattle, land, water Women less likely to own exotic cattle (within
households and across all countries, both local
and exotic cattle were mainly owned by men)
Encouraging households to register different cows
under different members names
Political Identity card, assertiveness in
meetings, leadership position in
DFBA
Women represent 19 and 25 % of Board
members in Kenya and Uganda
Link with Department of Registration of persons to
facilitate access to IDs; Enforce legal requirement of
at least 1/3 women in Boards
Social Being a member of a group,
ability to participate in
collective action
Farmers groups
Training on assertiveness and leadership skills;
exchange visits
Human Education, health Female heads of households had significantly
fewer years of schooling than male headed
households in Kenya and Rwanda.
Appropriateness of technologies promoted-e.g dual
crops-fodder and food
Household approach to extension services
Financial DFBA shares, savings account Women constitute 30% of shareholders (June
2012)
Significantly higher proportions of men than
women had applied for a loan across the 3 EADD
countries.
2. Increased returns to assets by increasing productivity and/or improving access to
market
Participation in specific value chain is gendered.
Proposed strategies: • Training
• bargaining and negotiation skills, especially those participating in informal markets and carving business roles along the chain (e.g. youth milk transporters in Uganda)
• Innovative modes of payment• mobile money technology to allow women access financial services
• Broaden check off system:• includes household food stuff as a win –win strategy for the household and the
DFBA: women would be encouraged to sell milk through the DFBA and be able to get more affordable food items
3. Reducing risks and vulnerability
EADD interventions may increase household vulnerability to shocks
Proposed strategies -
• Introducing improved breeds gradually
• Providing linkages with financial services providers
Recap - EADD I to EADD II EADD I Proposed for EADD II
Gender analysis By product of the baseline
“Know Her” - Gender analysis at various levels of the value chains
Attention to gender (and youth)
limited “Design for Her” - Gender mainstreamed in all Major Objectives + 1 Objective on Gender and Youth Empowerment
Partner in charge HI All partners - gender is mainstreamed in all Major Objectives
Activities Some Embedded in other activities based on analysis of gender based constraints
Monitoring & Evaluation
Limited “Be accountable to Her” - Sex and age group disaggregated monitoring template
Profile case studies to gain deeper understanding of outputs especially at HH level
Evaluation- undertake thematic studies on gender and youth