GIZ Gender Award 2022

Preface For a feminist foreign and development policy to be realized and unfold its potential and impact we need to build on and further enhance our individual and collective efforts, exper- tise, competence, networks, partnerships and actions. The targeted promotion of gender equality and the elimination 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’. The GIZ Gender Strategy “Gender reloaded: Vision needs Attitude. Attitude meets Action” pays tribute to this. The strategy provides guidance and a solid accountability framework. One of the actions within this framework is the Gender Competition - it sparks and brings to light innovation 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 being the principal objective of the project and as such fundamental for its im plementation GG1 Gender equality being a significant objective, i.e. an important goal, but not essential for the imple- mentation of the development cooperation project 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-winning contributions range from facilitating new commitments 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 corruption nexus and build capacities of indi viduals and entire companies to drive fair and ethical business. They challenge existing gender norms and stereo- types 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 foundation e.g. for gender smart solutions to develop- ment and climate financing. They invest in gender compe- tence of GIZ staff members, partners and beneficiaries and facilitate gender transformative change at country and sector level. Enjoy learning more about the award-winning contributions covered in this publication and visit the GIZ Gender Website for more in-depth information on all 110 competition entries. Dr. Dirk Aßmann GIZ Gender Ambassador Dr. Angela Langenkamp GIZ Gender Commissioner 3 Gender reloaded: Vision meets Attitude – Attitude meets Action

GG2 AWARD WINNER 4 GENDER MAKES BUSINESS SENSE (GmBS) ENTREPRENEURSHIP TRAINING WITH EMPOWERMENT AT ITS HEART CONTEXT AND INITIATIVE Africa is the only region in the world where more women than men become entre- preneurs. Yet, women face gender-based challenges like access to land, capital and markets, gender-bias laws or customary norms that restrict women’s ability to own, run and grow a business. Business training approaches have not sufficiently addressed these realities of African female and male entrepreneurs. GENDER – A QUALITY FEATURE OF OUR WORK GmBS builds on five years of implementation experience to reach, benefit and empower women in seven partner countries: Benin, Burkina Faso, Ghana, Kenya, Malawi, South Africa and Togo. Participants of the training are equipped with practical business manage- ment skills, financial know-how and an understanding of the socio-economic impact of gender dynamics in their business. “Gender makes Business Sense (GmBS)” is a practical gender-transformative entre- preneurship training for all entrepreneurs, female and male. It enhances their under- standing of business with an integrated gender dimension to thrive with a new mindset. The was developed by the Agricul- tural Technical Vocational Education and Training for Women (ATVET4W) project with the African Union Development Agency (AUDA-NEPAD) in cooperation with Employment and Skills for Develop- ment in Africa (E4D). In addition to using the Business Model Canvas, the GmBS training includes a Gender Puzzle covering 16 gender empower- ment aspects, including management and leadership, control over the use of income as well as attitudes towards abuse. GENDER IMPACT The gender-transformative GmBS approach empowers women and men to address their gender biases and make more inclusive busi- ness decisions. To date, 13 master trainers, 200 facilitators (54% women), 140 mentors Z I G © and 960 entrepreneurs (70% women) have been trained. Together with the Green Innovation Centres, ATVET4W is upscaling GmBS in Burkina Faso, Kenya, Malawi and Togo to reach additional 1000 entrepreneurs. In Malawi, the Royal Norwegian Embassy is co-financing the scaling of GmBS to 2000 entrepreneurs. Together with the Agribusi- ness Facility and AUDA-NEPAD, the inno- vation GmBS is being made fit for scaling on the African continent. With the roll-out of the face-to-face train- ing, GmBS contributes to entrepreneurs’ resilience during the COVID-19 pandemic which caused women-led enterprises across sub-Saharan Africa revenue losses of over 50%. Recognising the urgent need to miti- gate such downward trends, ATVET4W and AUDA-NEPAD initiated the develop- ment of an e-learning version of Gender makes Business Sense(GmBS). Considering COVID-related training restrictions, this digital approach will allow more entrepreneurs across the continent to benefit from the gender-transformative GmBS training. The ultimate purpose is to improve the situation of African entrepre- neurs and their communities by creating thriving and profitable businesses. Gender makes Business SenseAccelerating Agribusiness GrowthCreating Mindsets for ChangemakersUnlocking Equal OpportunitiesESupported byCo-financed by

AWARD WINNER GG1 Z I G © 5 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.

GG1 AWARD WINNER A GENDERED APPROACH TO ANTI-CORRUPTION EMPOWERING WOMEN TO DRIVE FAIR AND ETHICAL BUSINESS 6 CONTEXT AND INITIATIVE Corruption tends to reinforce existing gender disparities or is an obstacle to removing them. Sextortion, the most violent form of corruption, in which sexual acts become currency of bribery, is a phenomenon that primarily women suffer from. The Alliance for Integrity (Af In), a business-driven, multi-stakeholder initiative seeking to pro- mote transparency and integrity in the economic system, has been addressing the link between gender and corruption since 2018, when the issue first entered the inter- national agenda. In its 2019–2021 plan the G20 Anti-Corruption Working Group addressed the gender and corruption nexus and discussed how the gender dimension could be included in anti-corruption pro- gramming and policy. Commissioned by the BMZ, GIZ is hosting and managing the secretariat of the Alli- ance for Integrity and as such has facili- tated an iterative, highly participatory, and consultative joint approach, which led to the launch of the Global Sounding Board on Gender and Business Integrity in 2021. The Sounding Board brings together more than 35 organisations, from the public sector, private sector, business associations, international organizations, academia and think tanks and civil society (Covestro Mexico, World Economic Forum PACI, Ghana Enterprises Agency, Lemaitre, SAS, Colombia, UNDP FairBiz / UNDP Bangkok Regional Hub, Fundación Flor, Argentina, U4 Anti-Corruption Resource Centre, PT Aria Prima Communiline, Indonesia, Bombay Chamber of Commerce, Transparency International Canada). GENDER – A QUALITY FEATURE OF OUR WORK Based on the GIZ Gender Strategy, the GIZ team comprising of 16 individuals from seven nations, men and women with diverse cultures, ages, religions, and perspectives developed a policy document for their work in AfIn’s network and appointed a gender focal point. The newly developed AfIn Gender Policy stipulated that partners and supporters in the network were offered to undergo training and were asked to commit to the principle of gender equality in AfIn’s so-called “letter of support”, a document where companies and organisations sign up to support the network and commit to comply with international anti-corruption standards. Z I G © GENDER IMPACT Within the scope of AfIn’s anti-corruption training for small and medium-sized enter- prises (SMEs), trainers developed a concept based on the lived business experiences of women. This brought to light harrowing accounts of how women are subjected to corruption and led to the creation of ‘The Integrity Coffees, safe spaces for women entre- preneurs to share their experiences of corrup- tion and how they can stand up against it and better protect themselves in Mexico, Colombia, Ghana, and India. AfIn also developed a guide, Infographics, communication and campaign materials, web- based information, networking opportunities and capacity development designs serving the members of the network. Care is taken to ensure that all AfIn events are gender sensitive.

AWARD WINNER GG1 Z I G © 7 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

GG1 AWARD WINNER Z I G © GENDER IMPACT In a complex and unpredictable security situation and with constant threats from militants FDP designed a strategy that, after several setbacks, led to successful capacity development of 3,352 female members from 1676 girls’ schools. In addition, PTCs of 1881 girls’ schools were supported to open bank accounts enabling them to receive funds from the provincial government under the conditional grants programme. For the first time and under comprehensive and transparent procedures, women community members and female teachers became co- signatories of a joint bank account. Overall, 64% of all PTCs (32% of women led PTCs) were capacitated to utilize the public funds to complete their projects with regards to the provision of water, toilets, and additional classrooms. PARENT TEACHER COUNCILS FATA DEVELOPMENT PROGRAMME - PAKISTAN 8 CONTEXT AND INITIATIVE Located along Pakistan’s border with Afghanistan, the Federally Administered Tribal Areas (FATA) were a semiautono- mous tribal region until they were merged with the neighbouring province of Khyber Pakhtunkhwa (KP). For years, the local population has been suffering from violent conflicts and military operations which resulted in the destruction of social infra- structure. In addition, tribal patriarchal culture and traditions enforced women’s restricted mobility and socio-economic participation and caused a huge gender gap in all development indicators. Since the merger in 2018, local governmental and administrative structures are being expanded to areas where people have still been relying on traditional tribal ways of conflict resolution and decision making. The FATA-Development Programme (FDP) supports inter alia the Elementary and Secondary Education Department (E&SED) in the preparation and implementation of the Education Sector Plan and in its align- ment with Annual Development Plans and District Education Plans. FDP contributes to the design of a conditional grant programme and provides capacity develop- ment to Parent Teacher Councils to use development funds for needs-based school improvement and heightened transparency and service delivery. GENDER – A QUALITY FEATURE OF OUR WORK Triggering community-led school improve- ment through public funds had never been tested in the Merged Areas, and given the cultural context and structural imbalances, it was difficult to conceive that women-led parent-teacher councils (PTC) would imple- ment projects themselves to improve situations of girls’ schools. FDP developed capacity development and engineering manuals for PTC to be trained on their rights and newly assigned roles. As FDP was not granted Non-Objection Certificates needed to visit the Merged Ares, it implemented the activi- ties through the Institute of Management Sciences based in Peshawar. FDP, through its implementing partner, was able to solicit and use support from men and women from the communities in the Merged Areas who participated in capacity development efforts. FDP also cooperated with commercial banks that helped by establishing dedicated desks for the opening of biometrically verified bank accounts at the district education offices.

GENDER MAINSTREAMING Z I G © 9 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.

GENDER MAINSTREAMING Z I G © munication staff in gender-sensitive monitor- ing. To improve gender mainstreaming in GIZ projects, the GC developed additional instruments, such as a checklist for gender- sensitive events. Working virtually, the GC has contributed to the integration of GIZ staff throughout and beyond Central America. By now, staff are involved in spaces and processes beyond their project and country and exchange experiences and lessons learned. Coordinating with other gender focal points has had positive spill-over effects: Other Central American countries set up formal gender working groups including a dedicated budget, strengthening the promotion of gender equality across the region. 10 JOINING EFFORTS FOR GENDER TRANSFORMATION INTEGRATED PROCESSES FOR GENDER EQUALITY IN CENTRAL AMERICA CONTEXT In Central America, strong patriarchal struc- tures are found in all societies resulting in gender-based inequalities across all sectors, such as gender pay gaps, gender-based discrim- ination and violence against women and LGBTIQ, unequal access to the job market, land, and property. All projects based in El Salvador are multi- country projects in diverse sectors that are supported by various donors (SICA Portfolio). The establishment of a Gender Committee (GC) was an important milestone to bring together representatives of all projects to start working as a team. To pave the way for gender transformation, an integral approach with complementary trainings, awareness-raising and dialogue processes was key. GENDER – A QUALITY FEATURE OF OUR WORK The starting point was a staff survey in late 2019 to identify gender gaps and areas of interest, resulting in the following prioritisa- tion: prevention of sexual harassment, gender-specific capacity building and equal job opportunities. It showed that there was not a lack of interest to mainstream gender, but rather a lack of information, knowledge, and opportunities for reflection. These topics were addressed by the GC through an annual plan backed up with a budget provided by the SICA Portfolio projects. GENDER IMPACT To promote a safe and inclusive corporate culture, a central milestone has been the development of an Anti-Sexual Harassment Protocol, the result of a participatory process of broad consultation through focus groups and interviews with staff, along with a con- tinuous process of sensitisation and training of staff, including trainings on hegemonic mas- culinities. In response to a gender analysis of staff structure, the GC implemented empower- ment workshops for female employees, as well as trainings on gender-responsive leadership for leading professionals. To encourage collective reflection, the GC also organised cinematic forums, internal campaigns, and dialogue events. Another key milestone has been the develop- ment of 21 regional gender indicators that promote accountability. These indicators that monitor mainstreaming within GIZ and the aggregate results of the SICA Portfolio, were developed through exchanges on challenges and best practices, as well as a training for gender focal points and monitoring and com- Recuerda que si se presenta uno de estos tres elementos constitutivos es acoso sexual.Conducta con connotación sexual, puede ser implícita o explícita, las manifestaciones pueden ser verbales, no verbales y físicas.afecta el trabajo y el rendimiento laboral, no se limita a horarios laborales o a la oficina. creando un ambiente de intimidación, hostil y ofensivo.Rechazo, cuando la conducta sexual es no deseada y no otorga consentimiento por la persona acosada, el rechazo puede ser implícito o explicito. 123

GENDER MAINSTREAMING GENDER MAINSTREAMING Z Z I I G G © © 11 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 on 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

Websites and App GIZ Gender Website: here you will find detailed information on all contributions to the GIZ Gender Competition and insights of GIZ’s annual Gender Week Gender https://gender-works.giz.de/ GIZ – Our strategic direction – Gender equality.The obvious choice https://reporting.giz.de/2020/our-strategic-direction/sustainability-and-gender/gender-equality-the-obvious-choice Gender and Development https://gender-and-development.de/ Alliance for Integrity: Gender and Corruption https://www.allianceforintegrity.org/en/offer/gender-and-corruption/ InsuResilience Global Partnership https://www.insuresilience.org/ The Integrity App https://theintegrityapp.com/ InsuResilience Centre of Excellence on Gender-smart Solutions https://coe.insuresilience.org/ 1212 The InsuResilience Centre of Excellence on Gender-smart Solutions celebrates its official launch at COP26 https://www.insuresilience.org/news/the-insuresilience-centre-of-excellence-on-gender-smart-solutions-celebrates-its-official- launch-at-cop26/ Fit for School: Menstrual Hygiene Management (MHM) http://www.fitforschool.international/resource/fit-for-school-concept-menstrual-hygiene-management/ ATVET4W https://aspyee.org/work/atvet4-women Videos Gender makes Business Sense https://www.nepad.org/galleries/gender-makes-business-sense Gender makes Business Sense (GmBS). A practical capacity development journey for entrepreneurs https://www.youtube.com/watch?v=ax9F8_25ADM A holistic approach to promoting gender equality within and through GIZ Egypt ce https://youtu.be/voAqt-VtWwQ Gender-smart climate and disaster risk finance and insurance solutions https://youtu.be/MRufRrEqSAo #NepalsMenstrualMovement Part 1: Tackling Taboos https://health.bmz.de/videos/nepal-menstrual-health-film-part-1-taboos/

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 Sustainable Agri-Food Systems. A World without Hunger https://www.bmz.de/resource/blob/100758/87a73afe4dce879c6f2fef99176a5e62/BMZ-Kernthemenstrategie_EWOH_en.pdf Menstruationshygiene - vom Tabu-Thema zur Chance für die deutsche Entwicklungszusammenarbeit und Nothilfe https://gizonline.sharepoint.com/sites/beezy/groups/1806/Shared Documents/Menstruationshygiene_Vom_Tabu-Thema_zur_ Chance (2).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 13 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/ GIZ internal resources and guidelines Genderrollen transferieren, Gleichberechtigung erreichen. Eine Orientierung für Vorhaben der G500 » Link Transforming gender roles, achieving gender equality. Guidance for G500 projects » Link Transformer les rôles de genre, atteindre l’égalité des sexes. Une orientation pour les projets G500 » Link Checkliste der G500 für gendertransformative Ansätze (GTA) » Link Checklist of G500 for gender-transformative approaches (GTA) » Link Liste de contrôle de la G500 pour les approches transformatives en matière de genre (ATG) » Link Gender Mainstreaming Checklist. Guiding document for gender focal points and technical staff of GIZ Egypt » Link Gender Mainstreaming in GIZ Egypt (flyer) » Link

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