Cover erweitern? Step it up for Gender Justice at GIZ and around the world

Preface The targeted promotion of gender equality and the elimi- nation of existing gender-based discrimination are vital in assuring the quality of our work. They are important aspects of GIZ’s strategic orientation and vision, ‘We work to shape a future worth living around the world’. Thus, it is indis- pensable that we actively address gender justice and equality, in order to close existing gender gaps and achieving the Sustainable Development Goals (SDGs). We need to build on and further enhance our individual and col lective efforts, expertise, competence, networks, partnerships and actions. In this way, we can most effectively contribute to a feminist development policy and coop eration and a feminist foreign policy – unfolding their potential and impacts! The GIZ Gender Strategy “Gender reloaded: Vision needs Attitude. Attitude meets Action” pays tribute to this. The strategy provides guidance and a solid accountability frame- work. One of the actions within this framework is the Gender Competition - it sparks and brings to light innova- tion and excellence. Every two years GIZ staff members around the world are invited to participate in the GIZ Gender Competition in three categories. GG2 Gender equality is the main objective of the project/ programme and is fundamental is its design and expected results. The project/programme would not have been undertaken without this objective. GG1 Gender equality is an important and deliberate objective, but not the principal reason for undertak- ing the project/programme. Gender Mainstreaming within the company, at organizational unit or country level. GM In 2022 we received at total of one-hundred-ten competition entries from Africa, Asia, Eastern Europe, Latin America, the Middle East and Germany. Eighty-one of them relate to projects and programs implemented on behalf of the German Government and other commissioning parties. They are complimented by twenty-nine well documented internal efforts to promote gender competence and gender justice within our company and beyond. The award-win- ning contributions range from facilitating new commit- ments and standards at international level to empowering women to take over leadership roles and positions within their communities. They bring light to the gender and cor- ruption nexus and build capacities of individuals and entire companies to drive fair and ethical business. They chal- lenge existing gender norms and stereotypes and transform the way people of different gender relate to and interact with each other. They build bridges between and facilitate networks of different development actors and lay the foun- dation e.g. for gender smart solutions to development and climate financing. They invest in gender competence of GIZ staff members, partners and beneficiaries and facilitate gender transformative change at country and sector level. Enjoy learning more about the top performers of GIZ’s Gender Competition 2022 and some of our contributions to the advancement of gender justice at GIZ and around the world covered in this publication. Visit the GIZ Gender Website for more in-depth information on all 110 competi- tion entries and GIZ`s activities during our Gender Weeks. Ingrid-Gabriela Hoven Member of the GIZ Management Board Dr. Dirk Aßmann GIZ Gender Ambassador 3 Ingrid-Gabriela Hoven, Member of the GIZ Management Board Ingrid-Gabriela Hoven, Member of the GIZ Management Board GIZ Gender Award 2022 – Winning teams GIZ Gender Award 2022 – Winning teams

GIZ Gender Competition 2022: Gender Mainstreaming Contributions . . . . . . . . . . . . . . . . . . . . . . . . . . 20 GERMANY: GENDER-SENSITIVE EVENT MANAGEMENT – CHECKLIST FOR PRACTITIONERS . . . . . . . . . . . . . . . . . 21 BRAZIL: INCLUSIVE AND NON-SEXIST LANGUAGE (LINS) IN BRAZIL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 GERMANY: WOMEN’S ECONOMIC EMPOWERMENT (WEE) TEAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 JORDAN: JORDAN GENDER WORKING GROUP – 16 DAYS OF ACTIVISM AGAINST GENDER- BASED VIOLENCE . . . . 24 RWANDA: FROM POLICY TO ACTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 CAMBODIA: GENDER AT THE HEART OF GIZ CAMBODIA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 TOGO: GIZ TOGO – ENGAGE: GENDER EQUALITY AT THE CENTER OF OUR ACTIVITIES . . . . . . . . . . . . . . . . . . . . . . . 27 GIZ Gender Competition 2022: All 81 project-based contributions by main SDG . . . . . . . . . . . . . . . . . . 28 MALI: CHANNELS OF HOPE: CATALYSING POSITIVE CHANGES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 NEPAL: #NEPALSMENSTRUALMOVEMENT IS REACHING MILLIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33 INDIA: WINCUBATE: TRAINING INCUBATORS ON WOMEN-CENTRIC BUSINESS SUPPORT . . . . . . . . . . . . . . . . . . . 34 GLOBAL: THE POTENTIAL OF INCLUSIVE BUSINESS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 MOZAMBIQUE: WOMEN ECONOMIC EMPOWERMENT THROUGH BAOBAB FRUIT COMMERCIALIZATION . . . . . . . . . 36 INDIA: IGEN - ACCESS TO ENERGY IN RURAL AREAS II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 GERMANY: WOMEN GOING DIGITAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 SYRIA: SAFE ACCESS TO DIGITALIZATION FOR WOMEN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 KENYA AND SENEGAL: GENDER MAINSTREAMING IN ENERGY AND CLIMATE PROGRAMS . . . . . . . . . . . . . . . . . . 40 ZAMBIA: WOMEN WATER LEADERS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41 GERMANY: AGENDERSETTING AT THE WORLD BANK GROUP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42 AFRICA: THE INSPIRING AFRICAN WOMEN LEADERS IN PEACE & SECURITY PROGRAMME . . . . . . . . . . . . . . . . . . 43 PAKISTAN: EXCHANGE PLATFORMS IMPROVE SERVICE DELIVERY FOR WOMEN . . . . . . . . . . . . . . . . . . . . . . . . . 44 COLOMBIA: STRENGTHENING WOMEN’S POLITICAL INCIDENCE IN COLOMBIA . . . . . . . . . . . . . . . . . . . . . . . . . . 45 Step it up for gender justice – How LGBTI inclusion in development cooperation creates a future worth living for everyone . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46 SOUTH AFRICA: GENDER BASED VIOLENCE PREVENTION WITH FOCUS ON LGBTI DISCRIMINATION IN SCHOOLS . . . . . . . . . . . . . . 48 CENTRAL AMERICA: PERSPECTIVES FOR VULNERABLE GROUPS IN CHALLENGING TIMES . . . . . . . . . . . . . . . . . . 50 RWANDA: SENSITISATION IN A CHALLENGING CONTEXT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51 CAMEROON: “ACCESS TO HEALTH CARE AND SERVICES FOR ALL” . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52 WESTERN BALKANS : TOWARDS GENDER RESPONSIVE APPROACHES TO TRAFFICKING IN HUMAN BEINGS . . . . . 53 COLOMBIA: IN COLOMBIA, WE ARE MAKING TRANSITIONAL JUSTICE MORE GENDER-RESPONSIVE . . . . . . . . . . . 54 MEXICO: GIZ GUARANTEES A SAFE WORKSPACE FOR EVERYONE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55 UGANDA: EMBRACE GENDER DIVERSITY – PROTECT SEXUAL MINORITIES! . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56 GIZ Gender Award 2022: Background information, websites and videos . . . . . . . . . . . . . . . . . . . . . . . . 58 Useful external websites and sources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62 5

To generate action for the rapid advancement in closing existing gender gaps and promoting gender justice nearly 50.000 representatives of governments and civil society, as well as international organisations and the private sector engaged in the Generation Equality Forum (June/July 2021). Together they launched six dedicated ‘action coali- tions’ and adopted a five-year Global Acceleration Plan for Gender Equality based on a series of specific, ambitious, and transformative measures, including financial commit- ments worth USD 40 billion. The German Government has pledged a total of nearly USD 470 million, taken on the co-lead of the action coalition Economic Justice and Rights and also joined the Women Peace and Security and Humanitarian Action (WPS-HA) Compact, launched at the Generation Equality Forum in Paris. Through projects such as the “Support to the African Peace and Security Architecture”, which was among the award winning teams in 2020, and the support to the Kofi Annan International Peace Keeping Training Centre (KAIPTC) – see page 43 – we strengthen the women, peace and security agenda in Africa. The advancement of gender equality is also a central pillar of G7 and G20 plans and commitments. The Carbis Bay G7 Summit Communiqué (June 2021) states among others: ‘… we will develop gender-responsive approaches to cli- mate and nature financing, investment and policies, so that women and girls can participate fully in the future green economy.’ To this effect GIZ supported e.g. the German Government to prepare and launch the Gender Strategy of the International Climate Initiative (IKI) in November 2021 at the COP 26 in Glasgow. GIZ was also instrumen- tal in establishing the Women Energize Women Initiative within the scope of the Bilateral Energy Partnerships and Dialogues project and the InsuResilience Centre of Excellence on Gender-Smart Solutions, which promotes gender-smart approaches in risk finance and climate disasters – see page 13. In line with the German Coalition Agreement and Germa- ny’s pledges at the Generation Equality Forum gender equality features as a development policy priority in its G7 Presidency Program (2022). In the G7 Development Min- isters ‘Development Communiqué it reads: “To ensure societies’ resilience in the face of multiple crises we have to create better opportunities for all. We need to ensure equal political, economic and social participation and empower- ment of all individuals, irrespective of their sex characteris- tics, gender identity or sexual orientation. In the spirit of a feminist development policy our external actions should increasingly target equity and equality of all genders and sexual identities so as to overcome the gender-unequal bur- den of paid and unpaid care work and the exclusion of LGBTIQ+ persons; …” The special feature of this publi- cation provides an insight in our joint approaches and con- tributions to promote LGBTIQ* equality and inclusion and as such gender justice for all – see pages 46 to 57. Putting gender on the agenda is not enough – it needs dedicated resources, clear policy and strategic provisions and a sound knowledge of the situation at hand to facilitate gender-transformative change geared towards more just, peaceful, and inclusive societies. Efforts to provide and facilitate context specific gender data and analysis have seen a huge leap forward over the last years. Some of them can be accessed via the link list provided on page 58. 7 GIZ Gender Ambassador handing over the Award Certificate to GIZ Gender Ambassador handing over the Award Certificate to members of the Gender Committee in El Salvador members of the Gender Committee in El Salvador Dr. Bärbel Kofler, Parliamentary State Secretary to the Federal Minister Dr. Bärbel Kofler, Parliamentary State Secretary to the Federal Minister for Economic Cooperation and Development and Ingrid-Gabriela Hoven, for Economic Cooperation and Development and Ingrid-Gabriela Hoven, Member of the GIZ Management Board Member of the GIZ Management Board

9 Bild? 21 UN Women (2017): Op-ed: Women are pivotal to addressing hunger, malnutrition and poverty2 FAO: Women hold the key to building a world free from hunger and poverty 3 McKinsey Global Institute : The power of parity – advancing women’s equality in Africa4 McKinsey Global Institute : The power of parity – advancing women’s equality in Africa5 UNESCO, The Education for All Global Monitoring Report 2013/14Women are more severely affected by hunger. Of the 690 million people who go hungry worldwide, 60% are women or girls1.If women had the same access to resources as men, agricultural yields would rise and there would be up to 150 million fewer hungry people in the world2.The status quo…The change we want to see…Women continue to face barriers in accessing education, in addition to their wages in rural areas being up to 60% lower than men’s.When women acquire professional skills, not only does their access to paid work improve, but also their self-confidence5 to negotiate equal wages and to stand up for their rights.At the current rate of progress, Africa could take more than 140 years to achieve gender parity3.$316 billion could be added to Africa’s GDP in 2025 if all countries matched the progress towards gender equality of their best-performing neighbour4.Shaking up the status quo, shaping Gender-TransformativeChange!OUR KEY MESSAGEOUR VISIONInspiring bold and intersectional rural development projects that challenge structural inequalities and gender norms to transform the lives of and with women and men.

AWARD WINNER GG1 Z I G © 11 IMPROVING MENSTRUAL HEALTH THROUGH WASH IN SCHOOLS THE PHILIPPINES – AND BEYOND: REGIONAL FIT FOR SCHOOL PROGRAM IMPACT German Development Cooperation supports the Philippine Government in implementing a massive open online course (MOOC) on WinS including MHM. 22,500 educators have enrolled in the course between 2019 and 2021. During the school closure caused by the COVID-19 pandemic, an educational video on Menstrual Health featuring a cele- brity was broadcasted via TV and social media reaching a broad audience nationwide. On May 28th, the international Menstrual Hygiene Day 2021 was celebrated via an online event and several social media posts reached more than one million people. Combined, efforts led by the Fit for School program and the Philippine Department of Education helped to mainstream MHM as an integral part of the education sector and thereby kept girls in school and increased awareness of 27 million Filipino learners. CONTEXT AND INITIATIVE Stigma, embarrassment and insufficient access to water, sanitation, hygiene facilities and supplies at school are challenges men- struating girls are confronted with. Increased absenteeism and lower participation of girls are some of the consequences. To counter these negative impacts on girls’ education, the Regional Fit for School Program made Menstrual Hygiene Management (MHM) integral to their work on Water, Sanitation and Hygiene (WASH) in school. In close collaboration with UNICEF and Save the Children, the Fit for School program has been supporting the Philippine Department of Education to recognize the importance of the topic and to integrate MHM into the national WASH in Schools (WinS) Program. In 2016, the Government issued the National WinS Policy which mandates schools to implement MHM interventions. Similarly, MHM was included in the Three Star Approach for WinS (UNICEF/GIZ 2013), which guides schools in incrementally improving their WinS status and serves as the framework for monitoring progress. MHM-related indica- tors include gender-segregated and female- friendly toilets, availability of sanitary pads, and access to information. From 2017 to 2021, the number of schools participating in the monitoring increased from 30,000 to 45,000, covering 93% of public schools in the country. Annual monitoring reports prove that efforts have been fruitful as continuous improvement can be seen for all indicators relating to MHM. GENDER – A QUALITY FEATURE OF OUR WORK The Fit for School program has contributed to raise awareness on menstruation and address gaps in schools through a range of initiatives. Most importantly, knowledge products were developed to provide adequate information to all learners. The materials ensure that boys are included in the narrative that MHM is not just for girls. Boys and men have a role to play and need to better understand menstruation to be able to support girls and help to fight discrimi- nation and bullying. In collaboration with the Water Policy sector program the Fit for School program developed a MHM concept for schools, which is modular, culturally adaptable and consists of primary and secondary intervention packages.

AWARD WINNER GG1 Z I G © 13 InsuResilience CENTRE OF EXCELLENCE ON GENDER-SMART SOLUTIONS PROMOTING GENDER-SMART APPROACHES IN RISK FINANCE FOR CLIMATE DISASTERS CONTEXT AND INITIATIVE At a time when climate-related disasters are predicted to push an additional 100 million people into extreme poverty by 2030, there is an increasing need for strengthened adaptation and resilience- building mechanisms. Since its establishment in 2017, the Insu- Resilience Global Partnership (IGP) has mobilised a grand coalition of multi- stakeholder actors to promote the scale-up of pre-arranged, predictable financing for early action, relief and recovery. Over 100 members endorse the common vision to put forward an actionable and transforma- tive agenda to strengthen the resilience of poor and vulnerable people from the impacts of disasters and protect their lives and livelihoods. and strengthen efforts of members of the IGP, to drive comprehensive gender-responsive approaches in CDRFI interventions. Research commissioned by IGP has found that when gender dimensions are incorporated in the CDRFI sector, they often remain vague, uncoordinated, not prioritised, and lack the capacity, resources and monitoring mechanisms to ensure successful implementa- tion. To overcome these challenges, the HLCG mandated the establishment of the InsuResilience Centre of Excellence on Gender-smart Solutions, which was fully launched in November 2021, in Glasgow at COP26. GENDER IMPACT This Centre of Excellence aims to play a key role in identifying gender-equitable disaster risk management strategies, and guiding practitioners on innovative solutions to transform the CDRFI sector towards being more gender informed and leading the way on greater gender equality. To date, no other platform exists that collects, packages, gener- ates and coordinates information and know- ledge on gender-related aspects of CDRFI. By integrating gender-sensitive, -responsive and -transformative approaches within the CDRFI framework, the InsuResilience Centre of Excellence on Gender-smart Solutions provides an online information repository and a unique knowledge- exchange platform. Yet, disasters impact different social groups and genders in different ways. There is overwhelming evidence that climate change impacts for women and men often differ, with the prevailing view that this stems from pervasive historical and existing inequalities and multidimen- sional social factors rather than biological sex. Consequently, women and girls are disproportionately affected by disasters. GENDER – A QUALITY FEATURE OF OUR WORK Therefore, IGP, through its highest governing body and strategic driver, the High-level Consultative Group (HLCG), saw a clear imperative to consider the gender-dimensions of Climate and Disaster Risk Finance and Insurance (CDRFI). In September Gender, marking an important milestone and offering a firm signal of the commitment to consolidate On behalf ofIn contribution toPublished byStep by Step Guidance: How to translate international commitments into action to achieve gender-smart Climate Disaster Risk Finance and Insurance SolutionsI

GENDER MAINSTREAMING Z I G © 15 TRANSFORMING GENDER ROLES, ACHIEVING EQUALITY GERMANY, DIVISION RURAL DEVELOPMENT AND AGRICULTURE IN DEPARTMENT SECTOR AND GLOBAL PROGRAMMES (GLOBE) CONTEXT AND INITIATIVE “Equality of all genders is inevitably em- bedded in the values and identity of GIZ and its projects.” This statement is also, and above all, backed by the staff of the company. There are already many good approaches to achieving gender equality across the board. However, these some- times vary greatly. Employees in development cooperation should always be aware that the approach they choose can also inf luence the impact of a project from the very beginning. To answer these questions and promote more empowerment of women in the projects, the division Rural Development and Agriculture developed an orientation “Transforming gender roles, achieving gender equality” and a checklist for gender-transformative approaches (GTA). They were developed in 2020 as an annual project of the Gender Group of the divi- sion, which consists of the gender focal persons of the projects. GENDER – A QUALITY FEATURE OF OUR WORK With the documents produced, the division contributes to representing gender equality as an action-guiding principle internally and externally and to making it visible as part of our corporate culture. The target group are all employees of the division as well as con- sultants and cooperation partners. The ori- entation briefly introduces the underlying Gender continuum gender unfairness gender blind gender sensitive gender responsive gender transformative Since the official launch of the orientation and the checklist on 1 December 2020, a lot has been achieved: Encouraging Gender has Gender- Targeted Underlying norms gender inequality no relevance differentiated measures to in programme measures but promote gender and values, reasons for • Integration of gender-transformative approaches in the new core area strategy “A world without hunger” • Commitment of the heads of GloBe to promote more gender transformative approaches in the projects • Development of a project proposal with a transformative approach for the IPA 2022 • Application of gender transformative issues in new concepts and gender analyses • Reflecting on the chosen approach to promote gender equality in five existing projects • Co-founding of the working group on gender transformative approaches within the networks SNRD Africa and SNRD Asia and the Pacific design no targeted promotion of gender equality equality gender inequality concepts as well as examples from the depart- ment’s portfolio. The checklist serves as a working aid in the entire cycle of contract management for different project types. This is to guarantee that gender equality is anal- ysed and planned with a view to transforma- tion in all thematic fields of rural develop- ment and agriculture. GENDER IMPACT The International Food Policy Research Institute (IFPRI) has created the Reach- Benefit- model as an important framework to classify whether women can be reached, benefit or empowered through an initiative. Although women’s empowerment is one of the major guiding objectives of German development cooperation, it is not easy to achieve in practice. One reason for this is that gender roles are culturally shaped and subject to social norms and practices. Empowerment of women therefore often requires the transformation of gender roles and the engagement with social change processes in a society. • • • • IndividualSelf-belief, agencyRelationalPower dynamics, decision-makingSocio -CulturalChallenging norms and stereotypesSystemic /StructuralPolicy and institutional change, rights the Reach-Benefit-Empower illustration (pg. 5 above) acquiring land or buying a tractor) are influenced by the Four Quadrants of Change

GENDER MAINSTREAMING GENDER MAINSTREAMING Z Z I I G G © © 17 PROMOTING GENDER EQUALITY IN GIZ EGYPT A HOLISTIC APPROACH CONTRIBUTING TO THE ELIMINATION OF GENDER-BASED DISCRIMINATION Gender Mainstreaming Checklist, a hands- on tool to enable all staff to address and advance gender equality in their daily work and into every step of the project cycle. It disseminates communication and sensiti- zation materials and has established a module in the new digital onboarding dedicated to awareness raising and capacity building on Gender, Anti-Sexual-Harassment and Inclusion for all new GIZ employees in Egypt. CONTEXT AND INITIATIVE Egypt is still dominated by an extremely patriarchal gender paradigm with correspond- ing norms, values and behavioral expectations. Sexualized violence poses significant barriers to women’s social, political and economic participation. Promoting gender equality and contributing to the elimination of gender- based discrimination is a priority of GIZ Egypt and its strategic cooperation in support of the Egyptian Government’s “Sustainable Development Strategy - Vision 2030”. A coun- try-wide gender analysis serves as a reference for project gender analyses and the country’s portfolio planning. The GIZ Egypt Gender Group (GG) estab- lished in 2014 is built around gender balance and brings together national and international colleagues and expertise. To cover the entire portfolio and different sectors GIZ operates in, the GG consists of 1-2 Gender Focal Persons (GFP) per project and two at country level. To build on achievements made and advance the gender agenda GIZ Egypt formu- lates an Annual Gender Goal implemented through a respective operational plan by the GG and dedicated budget approved by GIZ’s management team. To facilitate the imple- mentation of GIZ Egypt’s Anti-Sexual- Harassment Policy a newly appointed Anti- Sexual Harassment Focal Point on country level joined the GG in 2021. GENDER – A QUALITY FEATURE FOR OUR WORK GFPs on project level advise on gender mainstreaming and gender-transformative approaches. GFPs on country level facilitate exchange and peer learning and support the country director and portfolio management as well as heads of projects in mainstreaming gender in commission and knowledge manage- ment. The GG meets regularly and interacts with the wider GIZ gender community. Additionally, the GFPs on country level represent GIZ Egypt in the Gender and Development working group comprising all international organizations, key embassies and international stakeholders working on gender equality in Egypt. To build the capacities of all GIZ Egypt colleagues the GG organizes webinars and brown back lunches addressing topics such as gender-responsive budgeting, gender-sensitive procurement, anti-sexual harassment, women in digital transformation, gender and inclusion, basic gender awareness and knowledge trainings. Webinars on prepar- ing gender analyses are in the pipeline for all relevant colleagues and external consultants. GENDER IMPACT To enhance gender competence, gender responsiveness and gender-transformative approaches and impacts the GG has also established a well-resourced gender library, a data base for Gender consultants and a Strategic elementsof GIZs Gender Strategy5 Political will and accountabilityClear commitment to realizing gender equality and promoteand follow up implementation of the gender strategy in theirarea of responsibility. Corporate cultureRepresent and make visible inside and outside GIZ thosepatterns of behavior, codes of conduct and processes withinthe company that promote and enhance gender equality. Gender competenceSkills and gender knowledge of the workforce. 13452 Equal opportunities within the companyPromotion of potentials, equal rights and opportunities forall employees and members of the workforce, irrespectiveof their gender, sexual orientation and gender identity. Process adjustmentGender-sensitive and gender-differentiated design of allprocedures and instruments.GIZ Egypt is actively contributing to putting GIZ’s global Gender Strategy into practice.It is engaged in Mainstreaming Gender in diverse ways and on different levels, through its Gender Focal Points and Gender Group, on the level of its’ projects, orthrough annual gender action plans and respective gender goals.Quantitative Gender Equality Achievements of GIZ Egypt in 20194,682 women came into employment.5,965 women benefited from improved working conditions. 740,748 women were reached by improved municipal services. 6,149 women and girls learned about human rights and gender equality.95,800 women used healthcare and medical services in 2019 that were supported by GIZ Egypt.Each of GIZ Egypt’s projects has at least one GenderFocal Point. The role of GFP is to advice and supporttheir managers and colleagues in Mainstreaming Genderthroughout the different project phases. GIZ Egypt alsoappointed two GFP on portfolio level. They coordinate theGender Group, support project GFP and head of projects,country director and portfolio management throughconsultation and knowledge management, in addition tomainstreaming gender in commission management. Gender Focal Points (GFP) GIZ Egypt’s Gender Group was established in 2014 asa community of practice, It consists of all the GFP from allprojects.Its objectives are to strengthen GenderMainstreaming in GIZ projects and to provide mutualsupport and advice. Gender Group Each year GIZ Egypt and partner institutionsare achieving striking qualitative andquantitative results concerning genderequality, the reduction and prevention Gender Mainstreaming through Projects GFP at GIZ Egypt’s portfolio level secureQualitative Gender EqualityAchievements of GIZ Egypt’s ClustersEnvironment and Climate ChangeGovernance and DemocracyUrban DevelopmentTechnical Education and Labour Market“As the coordinator of the Women Initiatives to promoting new water saving practices in agricultureproduction, I was amazed to see how positive the rural women responded to and learned about thehydroponics/aquaponics/aquaculture and farming systems which save water, protect theenvironment and further create an income for these women and their families”“I see it as my role to stand against all forms of violence against women- so I am following the national social media campaign on how to combat sexual harassment and gender based violence against women and girls in public transportation and spaces with enthusiasm”“As the Gender Focal Person for the Participatory Infrastructure Project it was such an achievementto develop guidelines for GIZs infrastructure projects. These help urban designers to consider theneeds and interests of both female and male citizens”“The training modules offered by GIZ’s Employment Promotion Project coached us and gave us theentrepreneurial skills on how to run an enterprise. Today we have a tutoring center for schoolchildren in our neighbourhood complementing the public education system” “The Girls’ Day, female mentoring and internships organised by GIZ’s Employment of young womenreaming through GIZ Egypt’s Head Officeaff. 1Gender Mainstreaming Checklist

6. Promote equality through community initiatives and advocacy GIZ’s Gender Strategy is a binding framework for all GIZ managers, employees and workforce members. They pro- mote gender equality and help bring the strategy to life and translate it into specific action. An extensive internal net- work including more than 300 gender focal points in Ger- many and abroad is instrumental in implementing the Gender Strategy. GIZ’s Gender Strategy is binding for sub- contractors, too, and it is a source information and guid- ance for commissioning parties and partners. 7. Measure and publicly report on progress to achieve gender equality GIZ reports on the implementation of the Gender Strat- egy, its Equal Opportunities Plan and Sustainability Management every year. The key results are incorporated into the Integrated Company Report. All contributions to the GIZ Gender Competition since 2014 and many events conducted during the annual GIZ Gender Week can be found online – see link list attached. Publications like this along with information on the Safeguards+Gender Management System and Gender Equality at GIZ and in our service delivery can be found on our company website. 19 19 and well-being of GIZ staff are provided by our own health service, specialized security trainings, risk management units and a range of health and fitness programs on offer. 4. Promote education, training and professional development for women Since the 1980s GIZ formulates ambitious Equal Opportu- nities Plans. These plans and further measures have been very successful in, among others, raising the number of women in leadership positions. Mobile work and flexible working regulations are standard for all GIZ employees and a lot of part-time arrangements are available for men and women to facilitate work-life balance and cater for the needs of women and men providing care to children, elderly or sick family members. In Germany GIZ also provides kindergar- ten facilities. Employment records and the WEPs Gender Gap Analysis attest to GIZ’s good performance in terms of equal opportunities and pay. The most significant indicator for this is the number of women exercising managerial and leading tasks. Women holding a German employment con- tract account for 47,1% of GIZ’s leadership positions in total, 54% in Germany and 41,5% abroad. This is mirrored by GIZ’s national personnel in our partner countries, where 47,7% of managerial positions are held by women. 5. Implement enterprise development, supply chain and marketing practices that empower women Promoting equal participation in economic development is a challenging task that requires a multitude of interventions. Many of the project samples described in this publication address women’s economic participation and empowerment.

r e i e m r e t s O k r i D / Z I G © 21 GENDER-SENSITIVE EVENT MANAGEMENT – CHECKLIST FOR PRACTITIONERS A BUILDING BLOCK FOR INTERNAL GENDER MAINSTREAMING GENDER – A QUALITY FEATURE FOR OUR WORK The Gender-Sensitive Event Management (GSEM) - Checklist for practitioners is the tangible result of multiple GIZ colleagues’ and units’ cooperation. It provides guiding ques- tions, examples, and templates easy to adapt to specific project contexts and challenges and encompasses the whole cycle of event manage- ment from the inception to the learning phase. GENDER IMPACT Since its completion the checklist has seen a very positive uptake. It has been integrated into overall approaches on gender-sensitive advisory services to our commissioning par- ties, applied successfully in a virtual confer- ence with more than 500 participants and created interest of projects undertaking their gender analysis. This underlines the relevance of the GSEM checklist and demonstrates how the checklist supports gender mainstreaming efforts within the com- pany, contributes to strengthening the gender competences of our col- leagues and to an overall more gender sensitive cor- porate culture. The GSEM also provided the basis for strengthening the gender responsiveness of the GIZ Minimum Standards for Sustainable Event Management. CONTEXT AND INITIATIVE One of the recurrent formats of technical cooperation is the organisation of trainings, conferences, and workshops, both internally and externally. When external, they are our most visible support, frequently covered by media and thus transporting our image and how we live up to our values and principles to our partners and the general public. This is especially true for living our commitment to gender equality and diversity. Well thought through gender-sensitive event management - that also includes and takes into consideration needs of persons who do not fit into a binary model of gender - will foster more than numerical gender parity but a truly respectful and inclusive environment for trans- formational exchange and just and sustainable change. It complements the GIZ Gender Strat- egy’s focus on corporate culture that asks us to “make the patterns of behavior, codes of conduct and processes that promote and enhance gender equality within the company visible and represent them inside and outside of GIZ“. Collaboration between Gender Focal Persons of various divisions in GIZ’s Global and Sector Department (GloBe) started in spring 2020 during a gender exchange meeting and included several feedback loops, from the GIZ-wide Gender Network Meeting in autumn 2020 to linking the initiative to the GIZ Gender Coordination Group (GCG). The GGK provided the basis for adding gen- der requirements to the GIZ’s Minimum Stan- dards for Sustainable Event Management.

Z I G © 23 WOMEN’S ECONOMIC EMPOWERMENT (WEE) TEAM PROMOTING WOMEN’S ECONOMIC EMPOWERMENT IN A HOLISTIC, CROSS ORGANIZATIONAL WAY CONTEXT AND INITIATIVE Within GIZ many different projects and units work on advancing women’s economic empowerment (WEE). The desire to strengthen WEE is driven by our colleagues’ motivation to jointly learn and innovate together. Following that call, the sectoral projects “Promoting Gender Equality” (SV Gender), “Sustainable Economic Develop- ment” (SV NaWi), and “Financial Systems Development, Sustainable Finance and Investments” (SV FSE) established the GIZ WEE Team in March 2020. The WEE Team pursues the continuous goals of (1) providing meaningful and prac- tical advice to GIZ colleagues in fostering WEE in GIZ project operations, and (2) promoting exchange for joint learning and inspiration between GIZ practitioners and partners. GENDER – A QUALITY FEATURE OF OUR WORK To implement the goals into action, the WEE Team has established a series of complemen- tary formats: • WEE Helpdesk to pool gender-related knowledge within GIZ and beyond to brainstorm solutions for particular chal- lenges faced by WEE practitioners; • WEE Podcast series to give a voice to WEE practitioners with a wealth of experience, to share their impressions and shed light on challenges as well as opportunities women and female entrepreneurs are facing in their day-to-day work; • WEE newsletter highlighting trending themes around WEE sparking inspiration and providing relevant facts and figures as well as published resources; In addition to those formats, the WEE Team has published practitioner guidelines such as the Handbook on Accelerating Women Entrepreneurs and the Women´s Financial Inclusion Toolkit – produced jointly by the Competence Centre Financial Systems Devel- opment and the Sector Project FSD – to pro- vide meaningful and practical assistance to those evolved in WEE project implementation. GENDER IMPACT So far, 7 projects used the WEE Helpdesk to pitch their challenges, 4 WEE Podcast episodes were published, and 6 editions of the WEE newsletter reached over 500 GIZ practitioners and partners. The products and outcomes are frequently shared with the wider GIZ Gender Network on IDA. This allows the WEE Team to sustainably dissemi- nate and pass on the generated knowledge and insights. The WEE Team’s experiences plus the strong interest in the formats and toolkits show the continuous need for provid- ing meaningful advice within GIZ project operations. The WEE Team will continue enhancing the established formats and develop and implement new innovative ideas. Women’s Financial Inclusion ToolkitPavingthe way for women's economic empowermentEMPOWER & UNITEAccelerating Women EntrepreneursA Handbook for Practitioners

z i u R o r a H a i l e C © 25 FROM POLICY TO ACTION HOW GIZ RWANDA IMPLEMENTS A HOLISTIC APPROACH TO SEXUAL MISCONDUCT AT THE WORKPLACE training has been organized by the Gender Focal Point. Furthermore, GIZ Rwanda has a framework contract with a local firm offer- ing psychological support and counselling for its national personnel - also in the local language Kinyarwanda. GENDER IMPACT Clear ownership and commitment of the GIZ Ruanda management team: The country direc- tor invited all colleagues to the launch of the revised policy, the accompanying documents and low-threshold support structure. SEAH prevention and response structures are in place and knows and accessible to all colleagues. On country level the collaboration with and the commitment is extremely important. that shows the importance and the seriousness the management is giving to this topic. For a low-threshold support, a group of five colleagues, diverse in terms of gender, age, national background and staff group back- ground have been appointed as so-called local contact persons. In order to equip them for their role, an onboarding and CONTEXT AND INITIATIVE Sexual misconduct at the workplace is a very sensitive topic and requires thinking about the big picture, including aspects on the indi- vidual as well as the company level. GIZ as a company and employer takes a clear stand on sexual misconduct at the workplace as set out in its Zero Tolerance Policy. GIZ Rwanda has developed a holistic approach to implement this policy: It consists of a survey, a revised and locally adapted policy, accompanying documents explaining the response mecha- nism combined with sensitisation and aware- ness raising, as well as a response mechanism integrating a low-threshold support system. GENDER – A QUALITY FEATURE FOR OUR WORK The management team of GIZ Rwanda made it a priority to improve the local response mechanism. The Country Gender Focal Point revised and adapted the policy and developed new accompanying documents (a Guidance Note and a one-page overview with support structure). In order to be inclusive, all docu- ments were made available in English and Kin- yarwanda. Implementation of the policy through creative awareness raising campaigns, such as posters with comics, embedded video clips, and special printed notebooks with key information and the collaboration across coun- tries have been important steps into making this a success. Another major milestone in 2021 has been to conduct awareness raising sessions with COPE, capacity development trainings for staff with managerial responsibil- ity, as well as trainings and awareness raising sessions for all staff aimed at informing and sensitising everyone at GIZ Rwanda.

Z I G © 27 GIZ TOGO – ENGAGE GENDER EQUALITY AT THE CENTER OF OUR ACTIVITIES CONTEXT AND INITIATIVE Despite the formal ratification of interna- tional conventions, including the one on the elimination of all forms of discrimination against women, Togo continues to be a coun- try marked by traditional social norms unfa- vorable to gender equity. The country’s rank- ing of 36 out of 51 countries in 2020 for gen- der equality, proofs persistent socio-economic inequalities in terms of gender on various lev- els such as access to resources, weak consider- ation of gender in sectoral areas, etc.. Despite the government’s commitment to promoting gender equity in the various politi- cal and economic decision-making spaces, inequality remains between men and women in several sectors. Hence, GIZ in Togo puts special emphasis on gender equality. While complying with the objectives and principles of interna- tional, European and German [develop- ment] policy, the country director, project and program managers as well as all employ- ees and a network of dedicated Gender Focal Points (GFP) - of which more than 30 % are male - are involved in the implementation of the GIZ Gender Strategy. Emphasis is placed on sensitizing, informing, and enhancing the gender competence of all staff members. Project management and techni- cal staff, with the support of the GFPs, reach out to promote partnerships and joint inter- ventions with the GFPs of partner ministries and other local partners (NGOs, associa- tions, companies, etc.). GENDER – A QUALITY FEATURE FOR OUR WORK Convinced of the potential and contributions of women to sustainable development, GIZ in Togo is promoting gender-transformative change and supporting conditions that facili- tate the equal participation of women and their empowerment. To this end, GIZ in Togo has introduced the following measures: Internal: • Establishment of a digital gender library and compulsory onboarding trainings for new colleagues to build their gender compe- tence and create ownership and a positive posture towards gender equality • Promotion of e-learning for employees, especially for female staff members who are more often than their male peers unable to travel, to enhance their employability and career opportunities. • Targeted capacity building measures for female professionals, to prepare them for leadership and management positions. • supports measures to reach and encourage women to respond to vacancy announce- ments, e.g. by sharing them with gender institutions (WILDAF Togo, GF2D and Echoppe) and the introduction of an annual quota for female interns • Promotion of gender equality and gender parity and mixed teams e.g. in and through contracts and ToRs for consultants. External: • Building capacities of and offering mentor- ship to female professionals especially in male-dominated professional areas • Promoting women-dominated agricultural value chains • Participating in conferences to exchange knowledge, approaches and lessons learnt on gender issues. GENDER IMPACT • Due to affirmative action the number of professional women in decision-making positions at GIZ in Togo has doubled from eighteen women in 2019 to thirty-six in 2021, and seen a step rise of women among its senior managers instead of one in 2019 there are now five. In addition, seven women have been recruited as GIZ drivers between 2020 to 2021. • Fifteen female graduates - agronomists, geographers, sociologists, project managers, environmentalists, energy engineers and economists - have been trained in freelance consultancy work and are being coached by established consulting firms to become self- sufficient in this field. • Five women have become experts in graft- ing and capacitated to provide this service when and wherever needed in the largest cocoa and coffee production area in Togo. .

SDG 5 – GENDER EQUALITY Goal 5: Achieve gender equality and empower all women and girls 5.1: End all forms of discrimination against all women and girls everywhere 5.2: Eliminate all forms of violence against all women and girls in the public and private spheres, including trafficking and sexual and other types of exploitation 5.3: Eliminate all harmful practices, such as child, early and forced marriage and female genital mutilation 5.4: Recognize and value unpaid care and domestic work through the provision of public services, infrastructure and social protection policies and the promotion of shared responsibility within the household and the family as nationally appropriate 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life 5.6: Ensure universal access to sexual and reproductive health and reproductive rights as agreed in accordance with the Programme of Action of the International Conference on Population and Develop- ment and the Beijing Platform for Action and the outcome docu- ments of their review conferences 5.a: Undertake reforms to give women equal rights to economic resources, as well as access to ownership and control over land and other forms of property, financial services, inheritance and nat- ural resources, in accordance with national laws 5.b: Enhance the use of enabling technology, in particular informa- tion and communications technology, to promote the empowerment of women 5.c: Adopt and strengthen sound policies and enforceable legislation for the promotion of gender equality and the empowerment of all women and girls at all levels Bolivia and Paraguay Buenas prácticas en Temas Transversales GIZ Bolivia y Paraguay: Concurso de canto “Voces de Equidad” DRC Germany Honduras Nigeria Pakistan Paraguay BGF/PIREDD Maniema Sonderausschreibung 2021 diaspora for gender equality La igualdad de género un reto en las regiones indígenas: la experiencia de Pana Pana Bolivia and Paraguay Empowering Women in Male-dominated Skills Sectors and Support for Vulnerable Groups Brazil “Empowering Female Staff in Male-Dominant Organization” – A success story on Gender Inclusion Global Buenas prácticas en Temas Transversales GIZ Bolivia y Paraguay: Protagonismo de mujeres en la formación dual en Mecatrónica India South Africa Making gender equality children’s equality South Africa Engaging Religious and traditional actors to prevent Gender-Based Violence (GBV) Pakistan Turkey Small steps towards social deconstruction of gender The Gender Focal Team and the Seyhan Munici- pality Women’s Solidarity Centre of the Promo- tion of Economic Prospects Program in Turkey SDG 6 – CLEAN WATER AND SANITATION Goal 6: Ensure availability and sustainable management of water and sanitation for all 6.2: By 2030, achieve access to adequate and equitable sanitation and hygiene for all and end open defecation, paying special attention to the needs of women and girls and those in vulnerable situations. Albania Nepal Philippines Zambia Zambia Safe access to water, sanitation and health for women and girls in schools #NepalsMenstrualMovement is reaching mil- lions: The impact of working with an influencer [SDG 3] Improving menstrual health through wash in schools: the Philippines – and beyond: regional Fit for School program [SDG 3, 4, 5] Women Water Leaders: Promoting gender equality in Zambia through the AWARE Project [SDG 4, 5, 16] Women inclusion in the Zambian water and sanitation sector 29 SDG 7 – AFFORDABLE AND CLEAN ENERGY Goal 7: Ensure access to affordable, reliable, sustainable and modern energy for all Buenas prácticas en Temas Transversales GIZ Bolivia y Paraguay: Design Thinking (Pensam- iento de diseño). Capacidades de mujeres de comunidades indígena-originarias para codiseño de tecnologías con energías modernas - un enfoque sensitivo a género – One swallow doesn´t make a summer: A Success history of women network in the Solar Energy in Brazil Advancing women in the energy sector – a multilevel path for a gender-equitable energy transition IGEN - Access to Energy in Rural Areas II, India Unlocking Finance, Promoting Business Models for Clean Energy Women Entrepreneurs [SDG 5, 13] Indonesia and Timor-Leste ASEAN-German Energy Programme’s (AGEP’s) gender inclusive approach on the region’s energy development Kenya and Senegal Gender Mainstreaming in Energy and Climate Programs - Climate-Friendly Cooking: Kenya and Senegal [SDG 1, 3, 5, 8, 20] Liberia Gender Promotions in technical Careers

SDG 13 – CLIMATE ACTION Goal 13: Take urgent action to combat climate change and its impacts 16.9: By 2030, provide legal identity for all, including birth registration 16.b: Promote and enforce non-discriminatory laws and policies for sustainable development 13.b: Promote mechanisms for raising capacity for effective climate change related planning and management in least developed coun- tries and small island developing states, including focusing on women, youth and local and marginalized communities. Bolivia and Paraguay Colombia Germany Buenas prácticas en Temas Transversales GIZ Bolivia y Paraguay: Recuperación de prácticas ancestrales para mejorar el manejo de los recursos hídricos “Migration, Gender and Human Rights” De la Sensibilización a la Transformación: La integración del género en los procesos de con- strucción de la movilidad sostenible en Colombia InsuResilience Centre of Excellence on Gender- smart Solutions: Promoting gender-smart approaches in risk finance for climate disasters [SDG 5, 17] Indonesia Mexico Gender Mainstreaming in the Indonesian Forestry Sector Alianza Mexicana-Alemana de Cambio Climático III SDG 15 – LIFE ON LAND Goal 15: Protect, restore and promote sustainable use of terrestrial eco systems, sustainably manage forests, combat desertification, and halt and reverse land degradation and halt biodiversity loss Laos Gender equality promotion of CLiPAD/I-GFLL project Africa Benin Bosnia and Herzegovina Colombia Colombia Colombia Ghana Global Guatemala, Honduras and El Salvador Mexico Pakistan Ukraine Vietnam SDG 16 – PEACE, JUSTICE AND STRONG INSTITUTIONS Goal 16: Promote peaceful and inclusive societ- ies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels The Inspiring African Women Leaders in Peace & Security Programme: Strengthening the Women, Peace and Security agenda in Africa [SDG 5, 10] Approche genre 2016-2021 du ProPFR-Bénin (SEWOH): Projet Promotion d’une politique Fonci- ère Responsable Women in Bosnia and Herzegovina are taking Rights into their own hands through a Free Legal Aid Application Proyecto ROLESSS (Redes de Orientación y Liderazgo para la Superación del Sufrimiento Social) La búsqueda de las personas dadas por desa- parecidas en Colombia tiene rostro de mujer: Las Buscadoras Strengthening Women’s political incidence in Colombia: Women’s political incidence as a contribution to the good governance for peace [SDG 5] GovID Programme A gendered approach to anti-corruption: Empowering women to drive fair and ethical business [SDG 5, 8, 17] Proyecto Fortalecimiento del Estado de Derecho en América Central Proyecto para el Fortalecimiento de las Organizaciones de la Sociedad Civil en México (PROFOSC) Exchange platforms Improve Service Delivery for Women: Support to Local Governance Pro- gramme (LoGo-II) in Pakistan U-LEAD with Europe Programme Strengthening capacity of government agencies in integrating gender equality in the develop- ment of legal normative documents SDG 17 – PARTNERSHIPS FOR THE GOALS Goal 17: Strengthen the means of implementation and revitalize the global partnership for sustain- able development 16.1: Significantly reduce all forms of violence and related death rates everywhere 16.3: Promote the rule of law at the national and international levels and ensure equal access to justice for all 16.7: Ensure responsive, inclusive, participatory and representative decision making at all levels 17.18: By 2020, enhance capacity-building support to developing countries, including for least developed countries and small island developing States, to increase significantly the availability of high- quality, timely and reliable data disaggregated by income, gender, age, race, ethnicity, migratory status, disability, geographic loca- tion and other characteristics relevant in national contexts. Germany aGENDERsetting at the World Bank Group: Providing effective advice for multilateral development policy and financing [SDG 5, 8] 31

Z I G © 33 #NEPALSMENSTRUALMOVEMENT IS REACHING MILLIONS THE IMPACT OF WORKING WITH AN INFLUENCER CONTEXT AND INITIATIVE In Nepal, millions of adolescent girls face challenges in managing their menstruation, negatively impacting their health, education and social life. The obstacles are deeply embedded in cultural beliefs about menstrua- tion and the lack of access to affordable sani- tary products as well as functional toilets. In recent years, menstrual health and hygiene has gained significant attention in Nepal. As a result of the growing momentum, the Gov- ernment of Nepal announced in 2019 that sanitary pads would be available free of charge at every public school in the country. Following an earthquake in 2015, various interventions have been implemented: an ini- tiative to set-up local production facilities of sanitary pads, the production of videos/TV radio programs, the development of a mobile app, and the construction/rehabilitation of female-friendly toilets in 17 schools. Through the support of the MHM Partner’s Alliance on the national level, the Government’s ini- tiative ‘Free Sanitary Pad Distribution’ and the development of an Education Toolkit under the leadership of the Ministry of Edu- cation was advanced. The challenge: How to reach adolescents on a broad scale to raise awareness and share educational materials? The solution: Engage a popular national actress and influencer as Goodwill Ambassador. GENDER – A QUALITY FEATURE FOR OUR WORK Around 2 million people in Nepal were reached by a two-part documentary and related video clips that involved Keki Adhikari – a well-known actress, model and film pro- ducer in her native country Nepal. In October 2020, she took on her new role as a Goodwill Ambassador for menstrual health. With more than 1.5 million followers on social media, her messages reach a broad audience. The docu- mentary produced by award-winning German filmmaker Dirk Gilson. “Nepal’s Menstrual Movement” shows challenges and solutions for girls and women in Nepal. It describes edu- cation and advocacy efforts by the MHM Partners’ Alliance and became a big success for mainstreaming the topic. GENDER IMPACT This kind of collaboration involving Good- will Ambassadors has not only been adopted in Nepal by other development partners such as Finish development cooperation but also by GIZ programs in Albania and the Philippines. National Level: The idea of forming a net- work to speak with one voice and unite the efforts for dignified menstruation has inspired 60+ local and international civil society organizations, academia, companies as well as bilateral and UN agencies to join the MHM Partner’s Alliance. Global level: The cooperation with the Water Policy sector program and the Sustainable Sanitation Alliance (SuSanA), particularly in the area of menstrual health and WASH, has ensured that the activities in Nepal are in line with the global agenda. The long-standing cooperation has now reached its peak with the successful colla boration on the production of multi-media content for the campaign.

f r o d n e h c s i T n n a s u S / Z I G © 35 THE POTENTIAL OF INCLUSIVE BUSINESS iBAN PROMOTING WOMEN’S ECONOMIC EMPOWERMENT AT THE BASE OF THE PYRAMID CONTEXT AND INITIATIVE Inclusive Business (IB) companies engage low-income people in economic processes on the demand side as customers and/or on the supply side as producers, suppliers, or distrib- utors. Innovative digital communication for- mats are utilized to effectively reach target audiences globally. The global initiative Inclusive Business Action Network (iBAN) demonstrates the potential of IB to promote women’s economic empowerment (WEE) at the macro, meso to the micro level. n a t i p a l a M r e h p o t s i r h C / Z I G © GENDER – A QUALITY FEATURE OF OUR WORK (APPRECIATION AND RESPONSE) iBAN highlights gender-related or women-led companies as best practice examples. Social media plays an increasingly important role in sharing the inspiring stories of women. The Instagram channel Global Scale Up X provides insights in fundraising experiences of 50 female entrepreneurs from 14 different countries. By doing so iBAN was able to dis- mantle stereotype beliefs that women are risk adverse and lack self-confidence as the por- trayed entrepreneurs managed to secure between 10.000 and 50 Mio US$ capital investment in their IB businesses. iBAN also runs support programmes for IB- enterprises such as the “Investment Readiness Programme”, where enterprises with a clear gender focus receive preference over other with the same qualification - in Zambia 22 out of 23 enterprises scored as gender-rele- vant. Examples are well documented and accessible on the IB online platform und IB- Impact Stories, which not only feature enter- prises but also beneficiaries such as 1900 female farmers in Tanzania. GENDER IMPACT iBAN’s policy advice to ASEAN resulted in the adoption of gender in the “Guidelines for the Promotion of IB in ASEAN” and the introduction of an IB Accreditation, which includes “women’s empowerment” and “gender equity changes” as two criteria. Cambodia adopted the IB Accreditation to its national IB Strategy and already certified 18 companies thereof 10 with a positive gender score. In 2018 iBAN advised UNCTAD on the fur- ther development of the resolution on entre- preneurship for sustainable development, in which IB is attributed an important role. As a result, the Empretec Women in Business Awards hosted by UNCTAD, was opened up to IB and iBAN was brought in as a partner. At the 7th round of the Awards in 2020, iBAN presented the special award for “Women Entrepreneurs Empowering Women through Inclusive Business”. In the months following the ceremony, the winner of the “Women Entrepreneurs Empowering Women through Inclusive Business” award, Ugandan entrepreneur Dr. Omalla, received funding from her government totaling 10 million US dollars. She attributes this development, among other things, to the attention her work and especially her commitment to women has received through the award. n a t i p a l a M r e h p o t s i r h C / Z I G ©

Z I G © 37 IGEN - ACCESS TO ENERGY IN RURAL AREAS II, INDIA UNLOCKING FINANCE, PROMOTING BUSINESS MODELS FOR CLEAN ENERGY WOMEN ENTREPRENEURS GENDER – A QUALITY FEATURE FOR OUR WORK IGEN ACCESS, a bilateral cooperation project on behalf of the German Federal Ministry for Economic Cooperation and Development and the Indian Ministry of New and Renewable Energy, creates aware- ness, and confidence to use the Decentral- ized Rural Energy (DRE) technology in pro- ductive income-generating activities mainly to improvequality of life and value enhance- ment and capacitation of women entrepre- neurs using digital technology on business skill development. IGEN-ACCESS recognises women as the central focal point for intervention and observes access to clean energy products at household level as a vehicle for local eco- nomic development. The program works closely with ever-growing women networks and self-help groups that provide opportu- nity to include gender perspectives into the clean energy sector CONTEXT AND INITIATIVE Traditional gender roles in India influence the way men and women access and use energy. While around 700 million Indians gained access to electricity between 2000 and 2018, access to reliable, consistent, and ade- quate power remains a challenge. Women often have less to no say when it comes to any decision related to purchasing and using energy related products. The Indo-German Energy Programme - Access to Energy in Rural Areas (IGEN ACCESS) seeks to create a conducive envi- ronment for rural renewable energy enter- prises to make energy services easily accessible to the rural population. The program builds upon three strategic pillars: Private sector development and innovation, access to finance, and public support programs. The interventions are concentrated around energy in agriculture, clean cooking energy, rural electrification, and productive uses of energy. GENDER IMPACT 1. About 2500 women entrepreneurs are trained through online mode (digitally) across 11 states of India. Digital Akshay Urja Training for Women Entrepreneurs was recognised and approved by Skill Council for Green Jobs and secured conti- nuity under COVID-19 restrictions. 2. Memorandum of Understanding (MoU) signed with seven formal financial institu- tions and three microfinance institutions, non-banking financial institutions to design and lend DRE focused loans for end-users - about 70,000 women end-users facilitated with loans to access DRE prod- ucts, including for use in enhancing the livelihoods and 760 entrepreneurs facili- tated with a business loan; 3. IGEN Access partner organization sensi- tised and enabled to focus on women end- users 4. To address knowledge gap and help women take an informed decision – A open source knowledge portal India Renewable Energy Appliances Portal (I-REAP) was designed as part of the program. The program developed a ‘Result Based Moni- toring’ sheet with focus on structured gender analysis based on baseline and end-line surveys. A five-point scale is used to collect and analyse gender data with focus on key indicators. The learnings of digital training, women’s entrepre- neurship opportunities in energy sector have been presented in national events attended by ministry, livelihood mission paving the way for potential scaling up in the coming years.

Z I G © 39 SAFE ACCESS TO DIGITALIZATION FOR WOMEN EMPOWERING WOMEN IN NORTHWEST SYRIA CONTEXT AND INITIATIVE Even before the crisis in 2011, gender dis- crimination and violence against women were rampant in Syria. The war and the spread of extremist actors controlling some areas in Syria with an ideology that encour- ages oppression of women further exacer- bated the situation. Women are banned from leaving their homes with strong restric- tions on travel or mobility. While being restricted within a physical confined space, the internet with enough digital literacy can open a whole new world to the women. Thus, women’s usage of portable devices and social media platforms drastically increased. Unfortunately, the lack of experience in safe access to and use of the digital world has led to a lot of dangerous and misleading infor- mation and practices, online harassment and even so called “honour-killings”, as a reac- tion to postings of private pictures and/or conversations hacked and posted by others than the women themselves. With the goal to promote digital skills and competences of women in northwestern Syria the project “Support for the stabiliza- tion and transition process in Syria” (USTS) initiated an exchange with its co-funding commissioning party, the European Union, and its local partner network. GENDER – A QUALITY FEATURE FOR OUR WORK Together with “Equity and Empowerment” (EE), a local feminist partner organization GIZ USTS started a joint intervention in Kafer Yahmoul, a small town in the target region, to raise awareness about digital rights, to increase knowledge of human rights based academic/journalistic writing and to build knowledge of hardware/device maintenance. Over 600 women applied of which 345 women were selected via defined criteria and benefited from the diverse train- ing packages conducted at a community center in the target community. To reach out and inspire other women in the region EE published the project’s outputs on their Facebook Page and together with GIZ USTS created linkages and synergies with other GIZ partners and local NGOs working on promoting gender equality in the same location. GENDER IMPACT Two participants were able to open their own mobile and computer service shops – a first time occurance and a huge step forward for local women in northwestern Syria. These shops not only provide an income for the women who started them, they also pro- vide a safe space for other women to service their equipment without fear of being black- mailed or harassed. The participating women wrote blogs and published two booklets named Zero-One to share their experiences and lessons learnt and to raise awareness on digital rights, safe use of social media and the management of private accounts. In addition, six videos doc- umenting women’s experiences and shedding light on women digital issues and experi- ences in northwestern Syria have been pro- duced and published on social media. With a media campaign entitled #Not_ Your_Right about women’s experiences regarding cyber exploitation EE reached more than 2000 users, national and interna- tional NGOs and development agencies. In addition, EE facilitated a meeting between the beneficiaries and the United Nations Special Envoy to Syria to convey the wom- en’s voices, needs and demands for further support and follow-up actions.

u l u Z h a l l e B / Z I G © 41 WOMEN WATER LEADERS PROMOTING GENDER EQUALITY IN ZAMBIA THROUGH THE AWARE PROJECT CONTEXT In Zambia, like in many African countries, rural women are particularly aware of and effected by water scarcity and highly moti- vated to protect water resources due to their tasks of fetching water for their daily con- sumption and irrigating vegetable gardens. To increase women’s voice and agency at deci- sion making level the Accelerate Water and Agricultural Resources Efficiency Project (AWARE) funded by the EU and BMZ fos- tered female participation and leadership in Water User Associations (WUA) and among team leaders overseeing and constructing water catchment protection measures (CPM). AWARE based its decisions and interventions on its own context specific gender analysis, Zambia’s Water Resource Management Act number 21 of 2011 and Zambia’s National Gender Policy, which prescribes 30% women representation in leadership positions. GENDER – A QUALITY FEATURE FOR OUR WORK Rural women in general are loaded with more duties, unpaid subsistence and care work for the family and community than men. Thus, to attract women for the paid CPM construc- tion work AWARE took affirmative action, which benefitted both the community and the individual woman. AWARE decided to pay women the same daily wage as men for just half-a-days work. In the beginning men felt unfairly treated, but after some heated discussions more sensibility for the multiple tasks and heavy mostly unpaid workload of women was created. With the buy-in of the communities AWARE managed to have 40% women workers at the CPM sites. Moving to the next level, of giving women a fair share of decision making and leadership positions needed persuasion. At the first CPM site AWARE had to convince the village heads and supervisors to select at least 3 women for the ten team leader positions. However, due to the women’s excellent performance the bar was quickly raised to 50%, reaching gender parity, which was also achieved. GENDER IMPACT The women involved gained leadership skills and confidence and the respect of community leaders and members, and project partners got to appreciate the importance of women representation in leadership beyond pre- scribed quotas. All parties involved quickly realised that active participation of women increases local community buy-in and that the level of engagement and knowledge of women is crucial for sustainable water resource management. Through AWARE’s affirmative action and head-on approach both men and women gained new experiences and started to review and rethink deeply rooted gender roles and responsibilities. One of the supervisors, Mr. Namushi Likolo, shared this observation: “At first, the women leaders were not comfortable leading a team of ten people, mostly men, but now they have become an asset to the com- munity due to their newly acquired leader- ship and technical skills.” In a recent video on the CPM activities, Ms. Angelina Hamalambo one of the female team leaders had this to say: “I encourage fellow women to avail themselves for leadership positions despite some challenges they might face”.

Z I G © 43 THE INSPIRING AFRICAN WOMEN LEADERS IN PEACE & SECURITY PROGRAMME STRENGTHENING THE WOMEN, PEACE AND SECURITY AGENDA IN AFRICA CONTEXT AND INITIATIVE Despite all efforts to systematically integrate gender perspectives into the (African) peace and security landscape, most actors continue to be male and the marginalization of women and girls in the context of conflict resolution remains an ongoing challenge. Incorporating women equally and fully in all activities of the peace and security sector, among others by increasing their numbers of civilian, police and military peacekeepers in multi-dimen- sional peace support operations, remains a goal still to be realized. GENDER – A QUALITY FEATURE FOR OUR WORK Against the above background, the Women, Peace and Security Institute (WPSI) at the Kofi Annan International Peace Keeping Training Centre (KAIPTC) and the GIZ Sup- port Programme to the KAIPTC jointly devel- oped the innovative Inspiring African Women Leaders in Peace and Security (IAWLPS) programme. Aiming to maximize career opportunities for and realizing the full, equal and meaningful participation of female mid-level leaders in the peace and security pro- cess/sector in Africa, the IAWLPS programme offers a 1,5-year training programme with a variety of capacity building seminars, coaching and networking opportunities. Since its inception in 2019, 36 women have been trained in total. While the conceptual development of the programme is anchored in the close cooper- ation between the GIZ Programme and KAIPTC-WPSI, the further development of the programme and network involves the active participation of IAWLPS alumni who provide support and mentoring to the next generation of IAWLPS scholars. The imple- mentation of the programme involves a multi-stakeholder approach: while GIZ was initially the only partner technically and financially contributing to the programme, the British Peace Support Team Africa was won over as a new partner boosting the pro- gramme’ s financial sustainability. Further, a wide range of well-known institutions, e.g.: the Geneva Centre for Security Policy and the ECOWAS Commission are contribut- ing to the programme’s success. GENDER IMPACT The programme is well-established on the continent. Joana Osei-Tutu, Head of KAI- PTC-WPSI, confirms ‘With the IAWLPS programme and its active, expanding net- work, we can substantially enhance women’s meaningful participation in the African peace and security sector in the long-term.’ Participants demonstrate their boosted con- fidence and increased skills and competen- cies e.g., by successfully implementing their career plans and individual IAWLPS projects. Lt. Col. Jarjuw affirms ‘The pro- gramme enhanced my leadership skills and greatly contributed to my promotion as the First Female National Parade Commander for the Republic of the Gambia’. Chifundo from Malawi implemented a project focused on improving relations between the police and survivors of sexual and gender-based vio- lence. She specifically testifies that the com- munications strategies learned during the programme helped her to facilitate a con- structive dialogue.

Z I G © 45 STRENGTHENING WOMEN’S POLITICAL INCIDENCE IN COLOMBIA WOMEN’S POLITICAL INCIDENCE AS A CONTRIBUTION TO THE GOOD GOVERNANCE FOR PEACE CONTEXT AND INITIATIVE The Municipal Good Governance for Peace Programme in Colombia (Paz Comunal) pro- gram acts in synergy with the Territorial Renewal Agency for the implementation of the Peace Agreement including 130 measures with gender and ethnic approach. One of Paz Comunal objectives is to limit corruption and promote the inclusion of the voice of women, youth, and the LGBTIQ+ community in the implementation of local development and peacebuilding policies, programs and projects. To accomplish this task, Paz Comunal sup- ports local governments in the application of a human rights, peace, and gender approach. With practical activities, local government and communities reflect upon the barriers that young people and women face in accessing public information, demanding their rights, and participating in the decisions that affect their villages and families. Another significant challenge to the participation of women in local politics is that municipal authorities are mainly made up of older men. GENDER – A QUALITY FEATURE FOR OUR WORK In conjunction with Redcaquetápaz, Paz Comunal promoted the involvement of women in the Community Action Boards. To this end, Paz Comunal financed a report compiled by the National Network of Women and Peace on the implementation of the Peace Agreement. The findings of the report attested the govern- ment a poor performance record with regards to talking e.g., causes for women’s, youths and LGBTIQ+ poor or non-public participation such as gender-based violence (GBV), exclusion from decision-making spaces and few develop- ment opportunities for women in rural areas. Participatory dialogue between state and non- state actors took place on these and other rele- vant issues that are of interest to the commu- nity and of special interest to women. GENDER IMPACT Paz Comunal has strengthened and supported the consolidation of municipal women’s orga- nizations, which are key for women to present their needs to local governments as well as to formulate and push for the implementation of the women public policy. In addition, it sup- ported the establishment of safe spaces at municipal level for networking and learning opportunities opening scenarios for empower- ment, joint learning, peer support and sharing of information and materials addressing prob- lematic situations in the households and at community level. Through Association of Black, Indigenous, and Campesino Women of Caquetá (Asociación de Mujeres Campesinas e Indígenas de Caquetá) 27 women received train- ing related to the GBV atten- tion route, identifying barriers to accessing the route and sign- ing an Act in which the institutions committed to take action against those barriers. Another measure targeting the phenomena of violence affecting female social leaders, was a self-defense train- ing addressing the risk factors to which they are exposed as individuals, organizations and communities as well as the protective factors. To raise awareness on women’s and LGB- TIQ+ community’s rights, Paz Comunal also trained partners on gender concepts and its mainstreaming in public programs and plans. The participants, both civil servants and community members, reported having understood the importance of respecting gen- der diversity and of incorporating the gender approach in their daily work. También puedes acudir a:JAC, org. de mujeres, instituciones educativas y EPS.1819MECANISMO DE PREVENCIÓN, PROTECCIÓN, ATENCIÓN Y ACCESO A LA JUSTICIA PARA LAS MUJERES VICTIMAS DE VIOLENCIAMECANISMO DE PREVENCIÓN, PROTECCIÓN, ATENCIÓN Y ACCESO A LA JUSTICIA PARA LAS MUJERES VICTIMAS DE VIOLENCIASectores e Instituciones Competentes: Capítulo III. Garantizar acciones de prevención, promoción y atención integral en salud. Establecer intervenciones reparadoras para la recuperación integral.Salud•Secretaria de Salud Departamental•Coordinación de salud•ESE, IPS, EPSGarantizar medidas de restablecimiento de Derechos y medidas de protección para asegurar la protección y seguridad de las victimas. Establece procesos, procedimientos y documentos para la activación de la ruta y la remisión de los casos. Acompaña a entidades en los procesos y procedimientos que se requieran.ProtecciónJusticia•Comisaria de Familia •ICBF•Policía •Fiscalía Ruta de Atención para los Niños, Niñas, Adolescentes y las Mujeres Víctimas de ViolenciaGarantizar cobertura en educación de niñas, niños, adolescentes, jóvenes. Prevención sensibilización. Activar ruta de atención en salud y protección. Apoyar en el proceso de seguimiento.Ejercer vigilancia sobre las actuaciones de los distintos sectores, que pueden afectar garantías fundamentales. Intervenir en los procesos judiciales.Promoción de los derechos de las mujeres. Prevención de las violencias basadas en género. Estabilización de las víctimas de violencia basadas en género.Educación Ministerio público Inclusión social •Coordinación de educación•Instituciones educativas.•Procuraduría •Defensoría del Pueblo •Personería•Familia, Movimientos de Mujeres, GSC, Juntas de Acción Comunal.•Cultura, Recreación, Deporte.•Secretarias de Inclusión Social, Agricultura, Gobierno, •Medios de Comunicación.Recepciona el caso y orienta a la víctima sobre las acciones legales a instaurar. Verifica la garantía de derechos en los casos de maltrato infantil. Practica rescates para darle fin a una situación de peligro. Brinda atención en crisis por parte del equipo psicosocial. Remite a salud para la atención de urgencias. Realiza seguimiento a la familia. Solicita dictamen de Medicina Legal. Toma medidas de protección para víctimas de ciolencia intrafamiliar y sexual. Remite a otros programas e instituciones. Violencia física y sexualEN CASO DE:ACUDIR A:CUÁL ES SU COMPETENCIA:Recepciona la denuncia a través de la Policía Judicial o actúa de oficio. Brinda atención en crisis. Remite al ICBF cuando la víctima es menor de edad.Solicita dictamen a Medicina Legal.Inicia las acciones judiciales necesarias para la investigación del delito.Orienta a las víctimas sobre las acciones legales a seguir.Dicta medidas de protección provisionales.Violencia física, sexual, psicológica, patrimonial o económica. También para casos con NNA. EN CASO DE:ACUDIR A:CUÁL ES SU COMPETENCIA:Recepciona la denuncia a través de la Policía Judicial o actúa de forma inmediata para garantizar los derechos de las víctimas o pone el caso en conocimiento de las autoridades competentes.Orienta a la víctima en la preservación de pruebas.Traslada a la persona agredida a un centro asistencial si lo requiere.Acompaña a la víctima hacia un lugar seguro y brinda información necesaria sobre sus derechos. Brinda apoyo a las entidades judiciales, Defensoría y Comisaría. Requerir acompañamiento. EN CASO DE:ACUDIR A:CUÁL ES SU COMPETENCIA:Y si no recibes atenciónacude a la Personería MunicipalEste documento se apoya en los informes que han sido publicados sobre el balance de la implementación del Acuerdo a los cuatro años de su firma.ANÁLISIS DE LA SITUACIÓN DE LOS DERECHOS DE LAS MUJERES YEL ENFOQUE DE GÉNERO EN LA IMPLEMENTACIÓN DEL ACUERDO

Union, it also marks the EU’s commitment to leading a call for LGBTIQ equality around the world and underline that LGB- TIQ rights are human rights and LGBTIQ people should be able to fully enjoy their rights everywhere, at all times. EN EN Both strategies lay the foundation for increased main- streaming of LGBTI equality in German and EU policies, regulations, and funding. LGBTI inclusion and rights are firmly embedded in the EU Gender Action Plan 2021- 2025 (EU GAP III), in Germany’s Coalition Agreement “Dare more progress: Alliance for Freedom, Justice and Sustainability”, in the German Federal Government’s Action Plan for the Women, Peace and Security Agenda and its feminist foreign and development cooperation approaches. With its Presidency Conclusions on the EU GAP III the German Government called for policies to be anchored in a human rights based and gender-transforma- tive approach with particular attention being paid to women and girls in all their diversity facing multiple and overlapping forms of discrimination, such as the intersec- tional position of LGBTIQ persons. Pushing for equality around the globe: GIZ’s projects for LGBTI inclusion Although the situation of LGBTI persons is challenging in many countries around the world, GIZ is promoting LGBTI inclusion, even in the most difficult contexts. Some of those projects will be highlighted on the following pages. The journey will take you around the globe, from the South Africa, which outlaws discrimination based on sexual orientation in its Constitution, to Uganda, Camer- oon, Rwanda, Central America, Western Balkans, Colum- bia, and Mexico. This selection presents different approaches: support to student-led campaigns in South Africa, sensibilization measures for the police force of Uganda, access to health care and services, promotion of psychosocial wellbeing of LGBTIQ children and youth, transitional justice, and safe workspace for everyone in Mexico. They are following one key principle for LGBTI inclusion – do no harm but do something! 47 The German government and the European Union are working for LGBTI inclusion and equality around the world Federal Government LGBTI Inclusion Strategy for Foreign Policy and Development Cooperation LGBTI Inclusion Strategy On 3 March 2021, the German government adopted the LGBTI Inclu- sion Strategy for Foreign Policy and Development Cooperation. The concept - developed in cooperation with civil society - puts a focus on supporting LGBTI human rights work in a structurally sustain- able way. Especially under- age LGBTI and trans per- sons - having been identified as particularly disadvantaged groups - are to be supported. In its work for the rights and inclusion of LGBTI persons around the world, the German government is following key principles of the UN Agenda 2030: Leave no one behind and Do no harm. Thus, LGBTI civil society orga- nizations are to be strengthened to ensure participation of LGBTI representatives and persons in public dialogues, and to aid and secure their social, cultural, economic, and political participation and rights. Prior to the German government, in November 2020, the European Commission (EC) published its LGBTIQ Equality Strategy 2020-2025. Even though the strategy mainly focuses on LGBTIQ equality inside the European

a n i s u L e t e n A / s l e x Z e I G P © © 49 awareness building as well as anti-bullyism campaigns: • a leadership camp for learners on LGBTI rights • a dialogue session of learners with all important stakeholders • a sexual and health talk with learners. The project also consisted of the following: • 20 Ambassadors were selected in 10 schools; • 44 workshops were held and over 600 learners were reached; • two parent workshops held with 82 parents participating; • learners, NGO representatives and educa- tors were directly involved in the various campaigns, and over 400 learners were reached. Due to the virtual activities, over 9000 bene- ficiaries participated in awareness raising ini- tiatives targeting learners. These aimed at increasing capacities to deal with GBV, hate crimes and discrimination. These milestones demonstrate the importance and effectiveness of multi-stakeholder approaches in social norms change which is at the heart of GBV prevention. During the 16 days of activism against GBV in November 2019, over 200 learners took to the streets of Port Elizabeth in the Eastern Cape province to march to the Office of the Mayor to hand over a memorandum of demands. Part of their demands included that the municipality puts systems in place to ensure that LGBTI learners are protected from bullying, discrimination and gender- based violence in schools and the commu- nity at large. During the COVID-19 pandemic, workshops and training sessions could not take place anymore, therefore it was necessary to pro- vide an emergency response to learners who were confined in spaces which may increase their vulnerability to domestic violence and abuse. In order to continue engaging with learners and allowing them access to relevant GBV prevention information, the following platforms were introduced: Webinars were held on topics such as Transgender and Oth- ering; key messages providing psycho-social support to learners were sent out on Whats- App groups; information on GBV was posted frequently on a Facebook page which reached over 2500 people; a local TV programme on LGBTI awareness building was viewed by over 3000 spectators as well as the provision to learners of a channel to report anony- mously on issues such as rape, sexual assault, bullying and physical assault through a mobile application. The eradication of violence and discrimina- tion based on gender identity and sexual ori- entations is crucial in contributing towards the prevention of GBV and LGBTI discrimi- nation in schools and communities. Here fol- low reflections from two learners in the East- ern Cape: “I learnt a lot about managing my feelings and overcoming negative self-talk. I learnt that we have the power to be changemakers and I am grateful to be part of a team bringing change to the world.” “What I have learned here is to talk positive to yourself, think positive and you will act positive, positive talk will make me happy, everyone is beautiful, we talk positive so that people can be happy. Don’t talk negative to yourself.” “In South Africa, a woman is murderedMen kill women every 4 hours” ~ SAPSRAPE CRISISPORT ELIZABETHCENTREPORT ELIZABETH

z i u R o r a H a i l e C © 51 GENDER IMPACT An internal sensitisation event attended by 170 out of 200 GIZ Rwanda staff members on 17 May 2021, the International Day Against Homophobia, Bi-, Inter- and Trans- phobia held in English and Kinyarwanda (official languages of Rwanda) broke the taboo and raised awareness on LGBTI+ inclusion in GIZ and everyday life of LGBTI+ persons in Rwanda. The process and event featured in GIZ internal news and con- tributed to high level consultations on LGBTI+ inclusion among GIZ managers from around the world. SENSITISATION IN A CHALLENGING CONTEXT LGBTI+ INCLUSION AT GIZ RWANDA CONTEXT AND INITIATIVE If we ask you about the inclusion of LGBTI+ persons in Rwanda what would your answer be? Possibly that in comparison to neighbour- ing countries, there is no public campaigning against the LGBTI+ community. Homosexu- ality can officially not be prosecuted due to the constitution and legal framework on gen- der equality. However, Rwandan society is characterised by traditional socio-cultural as well as religious norms and values around gender and sexuality. Sexual orientation and diverse gender identity remain taboo topics. LGBTI+ persons are stigmatised, face signifi- cant discrimination and are socially excluded from full participation in society. Despite the challenging context, GIZ Rwanda is committed to address LGBTI+ inclusion via internal sensitisation and mainstreaming. GENDER – A QUALITY FEATURE FOR OUR WORK Initiated by the Gender Focal Point and imple- mented jointly with the country management the strategy of the approach included the fol- lowing steps: 1. Innovation: GIZ Rwanda conducted a Knowledge, Attitude and Practice (KAP) Survey in 2015 and 2018 and included ques- tions on sexual orientation and gender iden- tity with the aim of broadening the gender discussion amongst GIZ staff members. The KAP Survey 2018 showed significantly neg- ative attitudes towards LGBTI+ persons. 2. Contextualisation: The Gender Focal Point exchanged with local Civil Society Organisations working on Human Rights and LGBTI+ inclusion on how to address and frame discussion of the topic in the Rwandan context. They also advised on the Rwandan legal framework and the situation of the LGBTI+ community in the country and the importance of inclusive vocabulary in the local language Kinyarwanda. 3. Collaboration and commitment: The country director and management team emphasised the importance of the topic and decided to discuss in an open way results and recommendations of the above men- tioned KAP Survey with all project teams and staff members. The exchange and col- laboration with GIZ’s Rainbow Network and Gender Commissioner were very important steps to plan and realise a sensiti- sation event.

i z e t r u M p i a S / Z I G © 53 TOWARDS GENDER RESPONSIVE APPROACHES TO TRAFFICKING IN HUMAN BEINGS BETTER UNDERSTANDING OF DIVERSE GENDER IDENTITIES AND NEEDS AMONG REFUGEES AND MIGRANTS IN THE WESTERN BALKANS CONTEXT AND INITIATIVE The need for a systematic implementation of gender-responsive migration policies in the Western Balkans is imminent and high. Peo- ple in all their diversity, while being on the move, face risks of trafficking in human beings (THB) together with many other forms of discrimination, human rights viola- tion, and abuse. Many frontline responders rely on traditional patterns of vulnerability that mostly just rec- ognise girls and women as vulnerable and potential victims of THB. Boys and men in all their diversity often do not receive sufficient attention. LGBTIQ+ persons encounter dis- crimination, abuse and violence in countries of origin, transit and destination. Still, they usu- PaCT’s main political partner, the “Migra- tion, Asylum, Refugees Regional Initiative” (MARRI) together with German and West- ern Balkan networks dealing with MHPSS and migration will contribute to further awareness raising by disseminating the Hand- book’s and research findings. GENDER IMPACT Developing a resource handbook on gender aspects in the context of THB helped building a shared understanding of gender consider- ations when working with refugees and migrants in all their diversity. Based on the Handbook the methodology of implementation in reception centres was reassessed to help peo- ple in all their diversity to feel comfortable in disclosing their fears and most importantly - asking for help. In addition, the awareness and capacities of the reception centres’ staff were improved leading to more inclusive prevention talks on THB risks. ally refrain from seeking protection out of fear of further stigma and harm. Their protection needs remain overlooked and unmet. Considering described background, the regional project “Preventing and Combatting Trafficking in Human Beings” (PaCT) is cooperating with CSOs from Serbia and Bos- nia and Herzegovina (BiH) in providing mental health and psychosocial support (MHPSS) to refugees and migrants. GENDER – A QUALITY FEATURE OF OUR WORK PaCT in cooperation with the Maastricht University and local CSOs has supported the development of a tailored-made gender approach presented in a Handbook on Work- ing with Young Men and Boys. The Handbook contains insights and good practices already available in the Western Balkans but has also integrated some transferable good practices from other regions. Among others, the Hand- book discusses risk profiles, possibilities to address cultural barriers and suggests con- crete activities. In its second phase, the research is focusing on protection gaps and needs of LGBTIQ+ people on the move with the aim to assess policies and programming to inform future activities and capacity building interventions. The need for better and broader partnerships is recognised and possibilities for piloting LGBTIQ+ specific measures opened.

n e s n h o J e i l i c e C © 55 GIZ GUARANTEES A SAFE WORKSPACE FOR EVERYONE GIZ MEXICO LEADS IN LGBTQ+ EQUALITY CONTEXT AND INITIATIVE Mexico, albeit making progress in the past decade, is a country with enormous chal- lenges regarding non-discrimination and gen- der equality. Violence towards women and discrimination based on sexual orientation, ethnicity, race, and class is widespread. One of the places where people - particularly members of the LGBTQ+ community - expe- rience discrimination is the workplace. To address this, a group of colleagues from the Country Office, the Gender Working Group, and the Rainbow Network in GIZ Mexico teamed up to take action and pro- mote GIZ as an inclusive and safe space to work in Mexico. GENDER – A QUALITY FEATURE OF OUR WORK The team decided to partner with the Equi- dad MX LGBTQ+ Equality Program man- aged by the charity Human Rights Cam- paign. The program aims at recognizing companies and organizations with a strong commitment to equality and non-discrimina- tion in the workplace. The process consisted of two main pillars: internal sensibilization and capacity building and fostering external commitment. For the first pillar, the GIZ Mexico team organized internal workshops on the diversity of sexual orientation and gender identity in the workplace, a training on diversity and inclusion, and an art show with LGBTQ+ artists. dures in Mexico to build safe spaces and com- municate externally that GIZ is an organiza- tion that has a strong commitment towards LGBTQ rights advancement. Regarding the second pillar, the team cham- pioned a fundraiser campaign for Casa Frida, a shelter for LGBTQ+ youth and shared the commitments towards diversity and inclusion within GIZ. Additional to the recognition of Equidad MX, the process was very fruitful for the whole GIZ in Mexico. First, GIZ Mexico established a Diversity Working Group, designed to fight all possible ways of discrim- ination (gender, age, sexual orientation, race, disabilities, ethnicity). Second, the team involved in the process had the opportunity to adapt GIZ policies regard- ing LGBTQ+ staff to the Mexican realities: Documents and policies were socialized and translated, making accessible some of the materials for everyone interested. Z I G © Finally, the LGBTQ+ community employed by the GIZ in Mexico worked together with allies towards creating a sense of community and purpose. GENDER IMPACT As a result, GIZ Mexico was recognized with the highest possible score by Equidad MX awarded to organizations that have internal processes and a strong commitment towards LGBTQ+ Equality in place. This will help GIZ Mexico to increase recruitment of LGBTQ staff, strengthen GIZ internal proce- Z I G ©

57 https://outrightinternational.org/sites/default/files/Inclusion_Nov232021.pdf Cover photo: EU ambassador to Paraguay Paolo Berizzi (center, left), British ambassador to Paraguay Matthew Hedges (center, front) and US ambassador to Paragu- ay Lee McClenny (center, right) pose with revelers and flags during the Pride Parade in Asunción on June 29, 2019 (Phot: Norberto Duarte / AFP via Getty Images)

Links Gender-Transformative Approaches in Rural Development (GTA-RD) https://www.snrd-africa.net/wp-content/uploads/2022/01/SNRD-GTA-Narrative-Publication.pdf Gender-Transformative Change in Agricultural Technical Vocational Education and Training (ATVET) https://www.giz.de/en/downloads/giz2020_en_Gender-Transformative_Change.pdf Gender Transformative Change in Practice https://www.nepad.org/skillsportalforyouth/publication/gender-transformative-change-practice Gender-transformative approaches promote women in agricultural technical vocational education and training https://www.giz.de/en/worldwide/61137.html Reach, benefit, or empower: Clarifying gender strategies of development projects https://www.ifpri.org/blog/reach-benefit-or-empower-clarifying-gender-strategies-development-projects Sustainable Agri-Food Systems. A World without Hunger https://www.bmz.de/resource/blob/100758/87a73afe4dce879c6f2fef99176a5e62/BMZ-Kernthemenstrategie_EWOH_en.pdf GIZ Fit for School Concept – Menstrual Hygiene https://www.susana.org/en/knowledge-hub/resources-and-publications/library/details/3761 WinS Three Star Approach Monitoring Report on MHM covering the first three rounds of monitoring from SY 2017/18 to SY 2019/20 (PDF) https://wins.deped.gov.ph/wp-content/uploads/2021/05/TSA-WinS-Monitoring-MHM-201920.pdf 59 MHM resources in DepEd supported by the program https://wins.deped.gov.ph/2021/05/10/mhm_resources/ Applying a gender lens to climate risk finance and insurance https://coe.insuresilience.org/knowledge/applying-a-gender-lens-to-climate-risk-finance-and-insurance/ Menstrual Hygiene Day: Nepal’s movement for dignified menstruation gathers pace https://health.bmz.de/stories/menstrual-hygiene-day-nepals-movement-for-dignified-menstruation-gathers-pace/ Nepal’s Menstrual Movement: Tackling Taboos https://filmfreeway.com/NepalsMenstrualMovementPart1TacklingTaboos Nepal´s Menstrual Movement – How MenstruAction is making life better for girls and women in Nepal – month after month https://www.susana.org/en/knowledge-hub/resources-and-publications/library/details/3629 G20 Flagship Projects https://www.eskills4girls.org/experts/ Religious Communities as Partners for Development Cooperation (bmz.de) https://www.bmz.de/resource/blob/23664/6b83f9e4f79fb8eaeef4474f9473b9ba/Materialie252_Religious%20communities%20 as%20partners%20for%20development%20cooperation WINcubate brochure https://herandnow.in/wp-content/uploads/2021/08/HerNow-WINcubate-brochure-1.pdf Impact report cohort 2 https://herandnow.in/wp-content/uploads/2021/10/Impact-report-cohort-2.pdf Film Kit Her&Now https://herandnow.in/wp-content/uploads/2021/01/HerNow-Film-Kit-Short-Version-1.pdf Brazilian Supreme Electoral Court’s Inclusive Language Guide https://www.tse.jus.br/imprensa/noticias-tse/arquivos/tse-guia-de-linguagem-inclusiva/rybena_pdf?file=https://www.tse.jus.br/ imprensa/noticias-tse/arquivos/tse-guia-de-linguagem-inclusiva/at_download/file

GIZ internal resources and guidelines Genderrollen transferieren, Gleichberechtigung erreichen. Eine Orientierung für Vorhaben der G500 Transforming gender roles, achieving gender equality. Guidance for G500 projects Transformer les rôles de genre, atteindre l’égalité des sexes. Une orientation pour les projets G500 Female developers needed: boosting the number of women in the digital economy (giz.de) Brasilien und Mosambik: Digital durchstarten – Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH – Integrierter Unternehmensbericht 2020 Checkliste der G500 für gendertransformative Ansätze (GTA) Checklist of G500 for gender-transformative approaches (GTA) Liste de contrôle de la G500 pour les approches transformatives en matière de genre (ATG) Gender Mainstreaming Checklist. Guiding document for gender focal points and technical staff of GIZ Egypt Gender Mainstreaming in GIZ Egypt (flyer) Inclusive and Non-Sexist Language (LINS) Guide 61 Gender reloaded: Vision meets Attitude – Attitude meets Action

OECD – Gender Equality and Development http://www.oecd.org/dac/gender-development/about-gendernet.htm Empowerment of Women and Girls: Guidance for development partners: https://www.oecd-ilibrary.org/docserver/0bddfa8f-en.pdf?expires=1653307859&id=id&accname=ocid56027132&checksum=4C 4DBD94676D1FD1E9A29DC51652D7FA OECD Social Institutions and Gender Index (SIGI) https://www.wikigender.org/?s=SIGI SNRD Working Group on Gender-Transformative Approaches in Rural Development (GTA-RD) https://www.snrd-africa.net/wp-content/uploads/2022/01/SNRD-GTA-Narrative-Publication.pdf UN DISPATCH – Women http://www.undispatch.com/category/women UNRISD – Gender and Development http://www.unrisd.org/80256B3C005BB128/(httpProgrammeAreas)/6DA4DF9FA8158D3280257F1B005A8527? UN Sustainable Development Knowledge Platform and SDGs https://sustainabledevelopment.un.org/sdg5 UN Women http://www.unwomen.org/en Wikigender http://www.wikigender.org Women´s Empowerment Principles https://www.weps.org/about World Bank Gender Platform http://www.worldbank.org/en/topic/gender IDA20 Special theme: gender and development: https://documents1.worldbank.org/curated/en/680341625067486855/pdf/IDA20-Special-Theme-Gender-and-Development.pdf World Economic Forum https://www.weforum.org/agenda/archive/gender-parity/ https://www.weforum.org/reports/global-gender-gap-report-2021 https://worldpopulationreview.com/country-rankings/gender-equality-by-country WEF Partnership for Global LGBTI Equality (PGLE): https://www.weforum.org/projects/accelerating-lgbti-inclusion-initiative 63