Step it up for Gender Equality at GIZ and around the world

Preface As a federally owned enterprise, GIZ bases its actions on the legal and political commitments of the Federal Repub- lic of Germany. We are further guided by international and European standards and commitments such as the 2030 Agenda, the European Consensus on Development or the EU Strategic Approach to Women, Peace and Security - just to mention a few. They entail a strong commitment to universal human rights and gender equality. A commit- ment we uphold and mirror in our GIZ Gender Strategy. Gender equality is a human right, a goal in itself, a key to sustainable development and yet, 25 years after signing up behind the Beijing Declaration and Platform for Action, no country in the world has achieved true gender equality. It’s the year 2020 and we witness that female management board members in private companies must resign because of pregnancy. A level playing field would present itself dif- ferently. According to the Global Gender Gap Report 2020 of the World Economic Forum it will take another 54 years in Western Europe, 95 years in Sub-Saharan Africa and 140 years in the Middle East and Northern Africa to over- come existing gender gaps if we do not step up our actions and concerted efforts to promote gender equality and women’s empowerment. Targeted promotion of gender equality and the elimination of existing gender-based discrimination are quality features of our work, and they are key elements of GIZ’s strategic direction and corporate vision: ‘We work to shape a future worth living around the world.’ The 121 contributions to the GIZ’s Gender Competition 2020 pay tribute to that. 100 of them relate to project and programmes implemented on behalf of the German Gov- ernment or other commissioning parties. They are compli- mented by 21 well documented internal efforts to promote gender justice and as such equal rights and opportunities for all - regardless of one’s gender, sexual orientation and gender identity, within our company and beyond. We all, individually and collectively, need to step it up for gender equality. At GIZ we are prepared to do so. This publication offers you some insights into our work, com- mitments and contributions to boost gender equality. It also highlights our response to existing challenges and opportunities. We are convinced, by joining forces, working together and contributing each individual’s potential and ideas, experience and commitment we can overcome gender- specific disadvantages and discrimination and make gender equality around the world a true-life reality as part of a dignified future. Tanja Gönner Chair of the Management Board Dr. Dirk Aßmann GIZ Gender Ambassador Director-General, Sectoral Department 3 Tanja Gönner, Chair of the GIZ Management Board Tanja Gönner, Chair of the GIZ Management Board The GIZ Gender Award 2020 winning teams The GIZ Gender Award 2020 winning teams

The Women’s Empowerment Principles at GIZ . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 GIZ Gender Competition 2020: Gender mainstreaming initiatives (including Award Winners) . . . . . . . 16 CONTRIBUTIONS GENDER COMPETITION 2020 – GENDER MAINSTREAMING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 TUNISIA: CHANGE STARTS WITH US! . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 VIETNAM: SMALL STEPS FORWARD TO GENDER EQUALITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 BRAZIL: SMALL STEPS, BIG CHANGES! . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 COLOMBIA: IN COLOMBIA WE TALK ABOUT GENDER … ON AN (INTER-) NATIONAL AND LOCAL LEVEL – IN A DIGITAL AND ANALOG WAY . . . . . . . . . . . . . . . . . . . . . . . . . 20 LIBERIA: #WEAREPROTECTED . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 A concerted response to Sexual Exploitation, Abuse and Harassment (SEAH) . . . . . . . . . . . . . . . . . . 22 SOUTH AFRICA: “I INITIATE” – YOUTH UNITING AGAINST GBV AND LGBTI DISCRIMINATION . . . . . . . . . . . . . . . . . . . 24 EGYPT: DARE TO DEFY SEXUAL HARASSMENT! . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 GERMANY: GENDER @ NDC CONFERENCE 2019 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 BANGLADESH: #SAY YES TO “HARASSMENT FREE WORLD” . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 JORDAN AND LEBANON: ZERO TOLERANCE FOR SEXUAL HARASSMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 RWANDA: ZERO TOLERANCE AGAINST SEXUAL HARASSMENT AT THE WORKPLACE . . . . . . . . . . . . . . . . . . . . . . . 29 5 Step it up for Gender Equality . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 AFGHANISTAN: EMPOWERING CHANGE AGENTS FOR WOMEN’S RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 AFRICA REGIONAL: COMPETITIVE CASHEW INITIATIVE (COMCASHEW) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33 UKRAINE: STRENGTHENING GENDER EQUALITY AT THE LOCAL LEVEL AND CONTRIBUTING TO SUSTAINABLE DEVELOPMENT GOALS (SDG) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34 COLOMBIA: THE COLOURS OF POST-CONFLICT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 NEPAL: MAKING LIFE BETTER FOR GIRLS AND WOMEN IN NEPAL – MONTH AFTER MONTH . . . . . . . . . . . . . . . . . . . 36 VIETNAM: THE POWER OF STATISTICS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 MOZAMBIQUE: GENDER TOOLBOX FOR FEMALE INCLUSION IN MUNICIPALITIES . . . . . . . . . . . . . . . . . . . . . . . . . . 38 SOUTH EAST EUROPE REGIONAL: EMPOWERING WOMEN THROUGH ACCESS TO LAND . . . . . . . . . . . . . . . . . . . . . . 39 INDIA: ADVANCING GENDER EQUALITY TOWARDS UNIVERSAL HEALTH COVERAGE . . . . . . . . . . . . . . . . . . . . . . . . 40 VIETNAM: GENDER MAINSTREAMING INTO NATIONALLY DETERMINED CONTRIBUTION (NDC) . . . . . . . . . . . . . . . . . 41 UGANDA: SMART TRAININGS MADE IN UGANDA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42 GLOBAL: FROM ZERO TO GENDER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43 BOLIVIA: LESBIAN, GAY, BISEXUAL, TRANSGENDER, AND INTERSEX (LGBTI) FRIENDLY COMPANIES . . . . . . . . . . . 44 COLOMBIA: PATHWAYS TO EQUITY AND PEACE IN COLOMBIA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 TURKEY: BRIDGING THE GENDER GAP IN HUMANITARIAN DEVELOPMENT PEACE NEXUS . . . . . . . . . . . . . . . . . . . . 46 PAKISTAN: 1ST WOMEN DIGITAL EMPOWERMENT PORTAL IN PAKISTAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47 SERBIA: INTRODUCING THE REGULATORY GENDER TEST IN SERBIA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48 GIZ Gender Competition 2020: Background information, videos and websites . . . . . . . . . . . . . . . . . . . . 49 GIZ Gender Competition 2020: All 100 project-based contributions by main SDG . . . . . . . . . . . . . . . . . 50 Useful Links . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54

country component of the “Climate Smart Cities” project, received an award from the Indian Ministry of Housing and Urban Affairs for her outstanding commitment to gender equality and GIZ’s overall contribution in the area of urban sanitation, municipal solid waste management and urban climate change. Chiara Adamo, Head of Unit “Gender, Human Rights and Democratic Governance”, DG DEVCO of the European Commission, paid tribute in her laudatory speech to the excellent contributions made by the award-winning teams of the GIZ Gender Competition 2020 and put them in relation to the priorities and objectives of European and international development policy. The six award-winning projects and programmes are descri- bed on page 8 to 13 and the runners-up can be found on page 32 to 48 following the Step it up for Gender Equality section on page 30 to 31. The three award-winners in the GIZ internal gender mainstreaming category are presented on page 17 to 19 followed up by two runners-up heading the list of all gender mainstreaming contributions listed on page 16. 7 At the Gender Award Ceremony in Bonn, the winners of the 2020 competition presented ground-breaking initiatives in the field of urban mobility and in the extractive industries sector. They also provided an insight to their transformative work with media professionals in South Africa and specific contributions on preventing and dealing with sexual haras- sment as well as country and portfolio-wide approaches in Tunisia, Vietnam and Brazil. GIZ Tunisia made awareness on gender equality part of the obligatory induction training for all new colleagues, provides capacity building on the fight against sexual harassment, as well as consultancy and coaching for a better integration of the gender dimension throughout the project cycle. The Gender Working Group of GIZ Brazil is working on sexual harassment and gender discrimination both internally and externally. They have, among others, organised annual masculinity weeks to actively promote the role of men as agents of change in favour of gender equality. GIZ employees were not only acknowledged for their success- ful work by GIZ’s management and colleagues, by the BMZ, EU DEVCO and the mayor of the city of Bonn. In its “Equality Works: Global Health 50/50 Report 2019” the independent Global Health 50/50 Initiative recognized GIZ as one of 14 ‘very high scorer’ out of 198 organisations – international institutions, foundations, private companies and NGOs – examined. And on the International Women’s Day 2020, GIZ employee Vaishali Nandan, who heads the Chiara Adamo, Head of Unit “Gender, Chiara Adamo, Head of Unit “Gender, Human Rights and Democratic Governance“, Human Rights and Democratic Governance“, DG DEVCOof the European Commission DG DEVCOof the European Commission Tanja Gönner and Dirk Aßmann with Gerrit Qualitz of the Award Winner Tanja Gönner and Dirk Aßmann with Gerrit Qualitz of the Award Winner Team “Digital Tools to Empower Women on Nutrition Security” Team “Digital Tools to Empower Women on Nutrition Security”

AWARD WINNER E B O L G _ E H T _ D N U O R / Z I G © 9 INCUBATION AND ACCELERATION SUPPORT FOR WOMEN-LED ENTERPRISES IN INDIA PROMOTING ECONOMIC EMPOWERMENT OF WOMEN neurship ecosystem has been strengthened through various outreach events attended by 3.000 (aspiring) entrepreneurs and ecosystem players. A model for women-centric entrepre- neurship support programmes is being devel- oped, which can be replicated across India. The film and media campaign has already reached more than 30.000 users online. A success factor is the active involvement of men in the debate about gender equality and women’s participation in the economy. CONTEXT AND INITIATIVE The Indian start-up scene is on the rise. Across the metropolitan cities incubators and accelerators are set up to provide support for aspiring entrepreneurs. Yet, of an estimated 60 million micro, small and medium enterprises in India, barely 14% are run by women. If women were to par- ticipate equally in the economy, this could increase India’s GDP by 27%. The project ‘Economic Empowerment of Women Entrepreneurs and Start-ups by Women (Her&Now)’ aims to empower women eco- nomically by creating a level playing field for women-led enterprises and supporting the Indian Ministry of Skill Development and Entrepreneurship to design and imple- ment gender-sensitive government support schemes. The project, which is implement- ed on behalf of the German Ministry for Economic Cooperation and Development (BMZ), pilots incubation and acceleration programmes for women entrepreneurs in three regions of India and draws on these experiences for its policy advice. GENDER – A QUALITY FEATURE OF OUR WORK Together with local incubators, the project co-designed a curriculum, which is tailored to the gender-specific needs of women entre- preneurs and is currently piloting these women-centric entrepreneurship support pro- grammes in smaller cities where such pro- grammes do not exist yet. Women with a business idea are supported to turn their idea into a formal business through trainings, sup- port by mentors, access to markets and fund- ing opportunities. Women with existing enterprises are supported to scale their busi- ness through a six-month acceleration pro- gramme. The first cohort participating in the incubation and acceleration programme con- sists of 147 women. A film and media cam- paign by the name ‘Her&Now’ facilitates a public debate about the positive societal and economic contribution of women-led busi- nesses. Pan-India screenings of short films on women entrepreneurship are accompanied by moderated discussions to address and over- come patriarchal gender roles and norms and steer a transformative mindset change. IMPACT 315 idea-stage and 130 growth-stage women entrepreneurs will be supported in their entrepreneurial journey in three regions of India. The first cohort currently participating in the incubation and acceleration pro- gramme consists of 147 women. Through peer network building activities, the project is expected to support approximately 4.000 women entrepreneurs. The women entrepre-

AWARD WINNER Z I G © 11 DIGITAL TOOLS EMPOWERING WOMEN ON NUTRITION SECURITY FOOD AND NUTRITION SECURITY, ENHANCED RESILIENCE PROJECT (FaNS), INDIA CONTEXT AND INITIATIVE One fourth of undernourished people in the world live in India. In 2016-18, 39.5% of children under five in the Indian state of Madhya Pradesh were chronically undernourished (stunting), and 19.6% acutely undernourished (wasting). Women and adolescent girls are more vulnerable to malnutrition than men due to prevailing social norms e.g. they eat last and what is left over, or men decide which foods to buy at markets. Under the BMZ special initiative ONE WORLD – No Hunger, the Food and Nutrition Security, Enhanced Resilience Project addresses the strong correlation between gender inequality and nutrition by promoting equal involvement of women and men in nutrition-related decision mak- ing, reaching out to the rural populations and policy- and decision-makers. GENDER – A QUALITY FEATURE OF OUR WORK The introduction of the interactive e-learn- ing training platform “Anganwadi Shiksha” is key to this approach, and the female front- line social workers, under the Department of Women and Child Development, play a fun- damental role in it. These frontline workers are multipliers which empower women at community level through transferring nutri- tion knowledge and encouraging behaviour changes towards good nutrition and hygiene practices. The e-learning platform responds to all educational levels and the local context of the workers and supervisors. The project empowers women in all its multi-level inter- ventions through participatory nutrition trainings at village level, mass-media com- munication and involving men e.g. in street theatres. GENDER IMPACT After three years of joint development, the e-learning platform was integrated into the State partner’s Management Information System to sustain the digital solution. In addition, the project collaborates with the GIZ ProSoil project to enhance awareness on gender, agriculture and nutrition by using the web-based open source advisory tool “Network for Information on Climate (Ex) Change”. The platform is regularly accessed by more than 100,000 frontline workers and supervi- sors. A study conducted in 2020 demon- strated that they found the platform compre- hensive, systematic and in accordance with roles and responsibilities in their everyday work. The Indian National Bank for Agricul- ture and Rural Development and other Indian states, as well as two other countries under the GIZ Global Programme “Food and Nutrition Security, Enhanced Resilience” from Africa and South Asia expressed interest to adapt and integrate the platform and par- ticipatory training approach into their con- texts. In addition, the e-learning approach triggered the interest of various countries attending the Scaling Up Nutrition (SUN) Global Gathering in Nepal, among them Laos, Zimbabwe and Uganda.

AWARD WINNER Z I G © 13 WOMEN IN MINING STRENGTHENING GENDER EQUALITY IN THE EXTRACTIVE SECTOR CONTEXT AND INITIATIVE Women and girls account for between a third and up to half of all 40 million work- ers worldwide in artisanal and small-scale mining. Yet, the mining sector suffers from a glaring lack of gender diversity spanning from entry-levels positions all the way up to the corporate and board level. Women are less likely to benefit from positive effects of the natural resource sector, such as access to well-paid jobs and suffer more from the negative consequences, such as the danger of diseases and the contamination of soil and water. They also face discrimination due to broader structural, social and even cultural barriers. For instance, superstitious beliefs around women’s presence at mines. Against this background the sector program Extractives and Development (X4D) actively promotes gender equality in the extractive sector by raising awareness of the topic and developing best practices as well as solutions and policy recommendations. GENDER – A QUALITY FEATURE OF OUR WORK In its approach, X4D is combining traditional techniques such as webinars on e.g. Gender- responsive EITI (Extractive Industries Trans- parency Initiative) implementation and Gen- der in Multi-Stakeholderpartnerships, with interactive methods such as “power walks”, a playful approach to sensitizing people on how gender and social identity affect different roles in the mining sector, and an interview-series on “Gender Equality in Mining”. X4D also developed guidance on Gender Safeguards for the Kimberley Process, which looks specifi- cally into gender in diamond mining. cial institutions to uphold women’s rights in the supply chains of minerals for renewable energy technologies and other resource mate- rials, which can be accessed online. By raising the topic at almost every international mining conference, including inter alia at the OECD Forum on Responsible Mineral Supply Chains in Paris and the Mining INDABA in Cape Town, gender equality in the extractive indus- try is finally gaining momentum around the world. A rethinking is taking place in the male-dominated mining industry. This is demonstrated, for example, by the inclusion of mandatory gender reporting in the 2019 revised EITI Standard and the fact that gen- der justice plays a prominent role in the new phase of the World Bank’s Multi-Donor Trust Fund EGPS (Extractives Global Program- matic Support). Projects supported by the EGPS are to be given a “Gender tag” and examined for gender relevance and impact. GENDER IMPACT Within 18 months X4D managed to facilitate the establishment of Women’s Rights and Mining, a working group and collaborative effort of NGOs, researchers and government organizations securing commitments from key stakeholders in the mining sector to address gender concerns. Since 2017 the work- ing group developed guidance materials such as the Encyclopedia of Gender and Mining, a guide for governments, companies and finan- Encyclopedia of Gender and Mining

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 15 15 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. and diversity. Further contributions to the health, safety 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 45% of GIZ’s leadership positions in total, 51% in Germany and 40% abroad. This is almost mirrored by GIZ’s national personnel in our partner countries, where 48% of the professional and 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. Birgit Pickel, Deputy Director General Birgit Pickel, Deputy Director General “Human Rights, Gender and Social Devel- “Human Rights, Gender and Social Devel- opment”, Federal Ministry for Economic opment”, Federal Ministry for Economic Cooperation and Development Cooperation and Development The GIZ Gender Award Ceremony The GIZ Gender Award Ceremony in March 2020 in Bonn in March 2020 in Bonn Maximilian Vogt and Luxolo Matomela, Award Maximilian Vogt and Luxolo Matomela, Award Winners from the “Step it up for Gender Equality in Winners from the “Step it up for Gender Equality in South African Media” Project with Katja Roehder, South African Media” Project with Katja Roehder, Gender Focal Point of the Africa Department Gender Focal Point of the Africa Department

AWARD WINNER Z I G © 17 CHANGE STARTS WITH US! GENDER GROUP TUNISIA: FOR A CULTURE THAT RESPECTS DIFFERENCE CONTEXT AND INITIATIVE Tunisia is undergoing profound political, social and juridical changes. Since 2011 Tunisia has embarked on a democratic tran- sition, in which the issue of women’s rights has taken a prominent place. GIZ supports Tunisia’s efforts in achieving SDG 5 and other gender related targets of the 2030 Agenda. The Gender Group Tunisia, com- posed of some thirty members – including gender focal points (GFP) from human resources, the risk management team and all thematic clusters of GIZ’s country portfolio: Energy and climate, economy and employ- ment, natural resources, governance and democracy, migration and reform partner- ships – provides a unique platform for infor- mation, exchange and capacity building on gender. Governed by its vision: “Equality between women and men is a value for all GIZ colleagues. Gender diversity is our key princi- ple in the implementation of projects with our partners” the Group has developed an annual action plan, which is in line with GIZ’s Gender Strategy. GENDER – A QUALITY FEATURE OF OUR WORK The participatory approach and passionate commitment of the members are key success factors of the group. The undoubted peer appreciation and support of the management are essential elements in keeping the Group together and motivation levels high and alive. At least one of the four GFP representing and speaking for the Gender Group attend regular management team meetings in order to address and integrate gender strategically at company as well as project level. • Consultancy & coaching for a better integration of the gender dimension throughout the entire project cycle. GENDER IMPACT A sensitisation and awareness session on gen- der is part of the obligatory induction train- ing for all new GIZ employees in Tunisia. The Group facilitates and boosts GIZ’s image as a gender responsive organisation, it partici- pates in gender related events and cooperates with the German Embassy and UN Women. In line with the BMZ Gender Action Plan, GIZ Tunisia prepared a country-wide gender analysis to serve as reference for project gen- der analyses and for addressing gender in the portfolio planning and development. Two dedicated GFP are tasked to secure the qual- ity of gender analyses and advise the project teams on how best to address and promote gender equality in and through their projects and programmes. The annual budget accorded to the Gender Group has enabled it to work in the following four key areas: • Awareness-raising and communication for all GIZ staff, partners and constituents • Capacity building on the fight against sex- ual harassment, gender concepts and gender in the commission management. • Internal gender diversity assessment of GIZ Tunisia. Based on the methodology devel- oped by the regional programme “Gender Diversity Management of companies in the MENA Region”. It provided valuable infor- mation on how to advance gender equality and diversity. Contexte La Tunisie s’est positionnée en tête des pays arabes en termes d’égalité entre femmes et hommes. Malgré les progrès importants accomplis ces dernières années, il reste beaucoup à faire pour assurer une véritable égalité. À travers ses actions en faveur de l’égalité des genres, la Deutsche Gesellschaft für Internationale (GIZ) GmbH apporte une contribution à un grand nombre d’accords nationaux et internationaux, en particulier l’Agenda 2030 avec son cinquième objectif de développement durable, visant à « réaliser l’égalité des sexes et autonomiser toutes les femmes et les filles ». Stratégie genre de la GIZLa stratégie GENRE de la GIZ est une volonté politique et culturelle de l’entreprise qui découle de la vision et des valeurs de la GIZ. Elle considère la parité comme enjeu primordial. Ainsi, la GIZ rend compte des engagements précités et fixe un cadre qui s’applique obligatoirement à l’ensemble de l’entreprise. Ce cadre est ouvert à une gestion souple, permettant à toutes les unités d’organisation d’apporter leurs propres contributions.Qu’est-ce que c’est le Groupe GENRE Dans la plupart des pays où la GIZ est active, un groupe GENRE a été constitué. En Tunisie, le groupe en tant que plateforme d’échange réunit des collaboratrices et des collaborateurs émanant des cinq clusters : Énergie & Climat, Économie & Emploi, Ressources Naturelles, Gouvernance & Démocratie, Migration & Partenariat pour les Réformes. Ils sont engagés dans l’intégration de l’approche genre au sein des projets ainsi que dans sa politique de gestion du personnel. Le Groupe GENRE Tunisie en action pour l’égalité des sexes et la diversité des genres Vision du Groupe GENRE« L’égalité entre femmes et hommes est une valeur pour tout|e|s les collègues de la GIZ. La diversité des genres est notre principe-clé dans la mise en œuvre des projets avec nos partenaires ».GouvernanceLe groupe GENRE se réunit mensuellement. Quatre points focaux le représentent. Ils sont les vis-à-vis du groupe pour la direction, les chefs de projet et les différents projets. Depuis 2019, le groupe GENRE dispose d’un budget afin de réaliser ses activités planifiées annuellement. Photo gauche : © GIZ/Maha Makni Photo centre : © GIZ/Thomas Imo/photothek.netPhoto droite : © GIZ/ EconoWinPhoto de gauche : Travaux d’installation photovoltaïque Photo centre : Formation en plomberie Photo de droite : Deux employés opérationnels de Lacroix à ZribaMise en œuvre par

GENDER MAINSTREAMING Z I G © 19 SMALL STEPS, BIG CHANGES! GENDER WORKING GROUP OF BRAZIL: INTERNAL AND EXTERNAL MAINSTREAMING CONTEXT AND INITIATIVE In Brazil, gender-based inequalities permeate the economic, educational, political, health, safety and work spheres. They are historical and structural inequalities that represent obstacles and difficulties in the daily lives of women and the LGBTI+ population. These structural inequalities impregnate the work- ing environment, since it is inserted in the social context from which unequal relations arise. Aware of this, since 2012 the Gender Working Group of GIZ Brazil has been developing activities among staff, as well as in projects and with partners, promoting gender issues and giving advice on the agenda. Currently, the WG consists of 20 gender focal points in the tropical forests, energy and communication sectors as well as the admin- istrative center of GIZ Brazil. One Gender Focal Point serves as the group’s contact and spokesperson. GENDER – A QUALITY FEATURE FOR OUR WORK The GIZ Brazil Management Team accepts advice from and supports actions of the Gen- der WG, which among others facilitated capacity building measures featuring e.g. the new GIZ Gender Strategy, the Safeguards+Gender Management System and the Women’s Empowerment Principles. In addition, the group organized awareness-rais- ing events such as (1) the monthly “gender cin- ema” addressing gender stereotypes in day-to- day life and in the media and (2) annual mas- culinity weeks to actively promote the role of men as agents of change in favor of gender equality. The group also produced visual mate- rials to increase its outreach. Examples are (1) the folder “What is Gender?”, which provides definitions on gender identity, sexual orientation, biological sex, pointing out their differences and also guides on how to create an attitude that values respect and equity in the workplace, (2) the leaflet “Race and Gender Intersectionality” with a broad glossary containing terms like race, ethnicity, colorism and (3) a Toolkit on how to promote Gender and Human Rights in different spheres of the GIZ Brazil personnel activities (in projects, inside teams, with consultants, etc). Externally GIZ Brazil cooperate with UN Women and members of the German Brazilian Cooperation to promote Gender Equality, Inclusiveness and Non-discrimination. GENDER IMPACT In 2018 GIZ Brazil launched its policy against sexual harassment and gender dis- crimination at the workplace and established a concrete structure to deal with it, including two staff members – national and interna- tional – overseeing its implementation and evaluation, as well as counseling and receiv- ing complaints; and one external person of trust, hired to advise and receive complaints on issues of sexual harassment and gender discrimination in the workplace. Related to this the gender group developed a manual on inclusive and non-sexist language and a spe- cific section on the code of conduct for the Terms of Reference for hiring national exter- nal consultancies. The response from the evaluation of the first year´s implementation of the policy was very positive. In 2019 one of the six objectives set in the country planning was to promote gender mainstreaming in projects and GIZ Brazil. Since July 2019 two dedicated technical advi- sors are tasked and mandated to advise on and monitor the gender responsiveness at project and portfolio level. Política contra assédio sexual e discriminação de gênero no ambiente de trabalho

GENDER MAINSTREAMING Z I G © 21 # WE ARE PROTECTED GIZ LIBERIA STAFF PROTECT EACH OTHER AGAINST SEXUAL HARASSMENT CONTEXT AND INITIATIVE After a hard-hitting article on sexual abuse at a Liberian girls’ school was published in US media in October 2018, Liberian women’s rights activists started to mobilize under the #WeAreUnprotected banner to highlight a problem that was all too common but rarely talked about in Liberian society. By that time, GIZ Liberia staff had jointly developed and implemented a sexual harassment prevention and response system based on GIZ’s global policy but tailored to local needs to ensure everyone feels protected. An initial survey in May 2017 had revealed that more than 60% of GIZ Liberia staff did not feel sufficiently informed about GIZ’s policy and reporting mechanisms. We clearly had a case for action. GENDER – A QUALITY FEATURE FOR OUR WORK The process of improving the system was led by the Gender Focal Persons with full sup- port from the Country Director. All elements of the system were designed in such a way that the persons affected by sexual harass- ment are at the centre of decision making, enabling them to seek redress and support if they want to, while also allowing GIZ to react adequately as an institution. We designated local contact persons to be at the core of our system to make it accessible to all staff. They include both women and men and both national and international staff. These contact persons but also line managers need clarity on procedures, their responsibili- ties (and limits) and practical tips and tools such as case recording forms. For this we car- ried out a short, practical training that was underpinned by a detailed guidance note. Finally, we brought all 70+ GIZ Liberia staff together in awareness. Practical examples and role plays were used to convey the key points and the policy, brochures and posters were distributed to all staff and offices. GENDER IMPACT Two years after the first survey, 97% of GIZ Liberia staff surveyed in November 2019 confirmed that they feel now indeed pro- tected against sexual harassment at the workplace. 68% felt well informed about GIZ’s anti-sexual harassment policy (com- pared to 40% in 2017) and 65% felt well informed how to report cases (compared to 38% in 2017). The sexual harassment pre- vention and response system was also adopted by GIZ in neighbouring Sierra Leone with 140+ staff. A tool box and les- sons learnt from the process were presented at GIZ Gender Network Meetings in Bonn and Accra and shared with the IDA Com- munity on Sexual Harassment. On request of Liberia’s Ministry of Health, one of GIZ projects provided advice on adapting the approach to the ministry’s needs. The system now formally covers more than 11,000 workers employed by the Min- istry in all parts of the country. What started as an effort to protect our own 70+ staff has become part of a nation-wide effort. Challenges in institutionalisation remain and attitudes and behaviour do not change overnight, but step by step we want to ensure that more and more Liberians can say: #WeAreProtected.

23 lence against women, stating that nearly one in five women worldwide has experienced violence in the past year alone. With the aim to protect communities and individuals from SEAH wherever development co-operation and humanitar- ian assistance activities are implemented, members of the OECD Development Assistance Committee (DAC) endorsed the “DAC Recommendation on Ending Sexual Exploitation, Abuse, and Harassment in Development Co- operation and Humanitarian Assistance: Key Pillars of Pre- vention and Response” in July 2019. In response to it many governments and development actors, just like the GIZ, are reviewing their policies and provisions on preventing and addressing SEAH when and where it occurs. To raise aware- ness, spread the word and take a clear stand on SEAH, GIZ has launched the photo campaign “Zero tolerance against SEAH” during the 16 Days of Activism against Gender- Based Violence in 2019. As can be seen in the photo above, the entire GIZ Management Board and more than 1400 GIZ staff members actively took part. The following examples from Africa, Asia, Latin America and the Middle East illus- trate that we do more than raising our voice to combat sexual exploitation, abuse and harassment, one of the most common and prevalent human rights violations around the world.

SEXUAL EXPLOITATION, ABUSE AND HARASSMENT Z I G © 25 DARE TO DEFY SEXUAL HARASSMENT! EGYPT – YOUTH AGAINST SEXUAL HARASSMENT CONTEXT AND INITIATIVE Women & girls in Egypt are confronted with sexual harassment in public and private spaces. Their safe mobility & equal participa- tion on the societal, political, and economic levels are thus made difficult, affecting the advancement of gender equality and eco- nomic growth in Egypt. The Egyptian-German project “Youth against Sexual Harassment (YASH)” com- missioned by the German Federal Ministry for Economic Cooperation & Development (BMZ) builds on the national interest to combat all forms of violence against women as stated in the “National Strategy to combat Violence against Women”, in the respective legal reforms as well as in the “Women Strat- egy 2030”. It aims to foster a critical public discourse on sexual harassment, stimulate behavioral change in the Egyptian society and mobilize youth and non-governmental civil society actors to engage themselves actively in combating sexual harassment. CONCRETE MEASURES AND ACTION TAKEN YASH strengthens the capacities of the Egyp- tian Ministry of Youth & Sports (MoYS) & its partners from civil society in designing & implementing youth-oriented measures to combat sexual harassment in the facilities of the MoYS at national and local level. The measures comprise of policy advice & grass-root activities with & by young mem- bers in youth centers and local communities. To stimulate public debate, national & local media campaigns & events are carried out in collaboration with celebrities. and the 1st Egyptian, Arab, and African female player to be honored in the Taekwondo Hall of Fame, rallies for the MoYS Anti-Sexual Harassment Policy to be adopted and imple- mented by other Egyptian Ministries. In mid- 2019 the Egyptian Parliament called for start- ing the mainstreaming process within the ministries of education, higher education and endowment. In parallel, the project imple- mented over 500 activities with male and female youth in 11 governorates. Approx. 70 young female & male trainers are qualified in gender awareness raising among male youth to combat sexual harassment and WenDo self- defense to empower girls and women. In November 2018 a big music festival with renowned Egyptian musicians was launched under the auspices of MoYS, delivering advo- cacy messages against sexual harassment nationwide. RESULTS AND IMPACT On the policy advice level, Egypt’s 1st Anti- Sexual Harassment Policy at ministry level was endorsed in February 2018 by the MoYS. Its high-level launch was attended by more than 1500 representatives from different govern- mental and international institutions and cov- ered by local and inter-national media and dig- ital platforms. Ms. Caroline Maher, the youngest female member of the Egyptian Par- liament and a world Taekwondo champion The WenDo trainers are unique in the MENA region and their expertise is strongly sought after by other international organiza- tions to teach specialized female self-defence techniques to locals and refugees. In November 2019 YASH and MoYS part- nered in the first multi-stakeholder digital campaign on combatting sexual harassment in public transportation. The 1-minute video produced for social media platforms attracted almost 1 million viewers.

SEXUAL EXPLOITATION, ABUSE AND HARASSMENT Z I G © 27 #SAY YES TO “HARASSMENT FREE WORLD” GIZ BANGLADESH CONTEXT AND INITIATIVE The Government of Bangladesh has ratified Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) 1979 and adopted the National Women Development Policy 2011. To achieve gender equality and gender compe- tence within GIZ Bangladesh (GIZ BD) estab- lished the Gender Working Group (GWG) task force in 2011. The GWG has been playing an active role in mainstreaming gender within the company. One key outcome of its advocacy efforts has been the enactment of the Sexual Harassment Redressal Policy (SHRP) in 2015 with the support of the national personnel Staff Representative Committee (SRC) and Human Resource (HR) Unit. CONCRETE MEASURES & ACTION TAKEN TO ADDRESS SEAH The SHRP was enacted in March 2015 in line with GIZ’s relevant policy, codes of con- duct, gender strategy, the Bangladesh High Court Ruling 2009 and labour laws regard- ing addressing sexual harassment at the work- place. It was followed by forming a Sexual Harassment Redressal Committee (SHRC) comprising of five members. The policy and procedures have been developed in consulta- tion with a senior legal expert, and with extensive inputs from the GIZ BD GWG, the SRC, HR and GIZ management. This policy, available in Bangla and English, is to be reviewed every five years or based on changes in national legislations and policies. national employee handbook for GIZ BD. The GWG has organised events for raising employee awareness on gender discrimina- tion and against gender-based-violence issues i.e. during GIZ’s Gender Week and Sixteen Days of Activism Against Gender Based Violence. The GWG has also been actively involved in advising the manage- ment on gender-based policy matters, etc. RESULTS AND IMPACTS Since the enactment of SHRP there have been approximately 45 monthly orientation sessions and around 8 annual introductory sessions on the policy. The employees have generally shown great interest to know about this policy and have often shared their views and suggestions, which will be incorporated in the reviewed policy. All GIZ BD employ- ees are provided the SHRC Ombudsperson’s contact number so that in case of grievances they can directly contact her. The policy has enhanced the awareness level of the GIZ BD employees and is helping us make good progress in our way towards achieving a Harassment Free World in GIZ Bangladesh. The Sexual Harassment Redressal Commit- tee is chaired by an external Ombudsperson, to ensure neutrality and independence of the committee. The current Ombudsperson, an expert on gender issues and legal matters, reports directly to the Country Director. Other committee members include chair and member from the GWG and head of HR. There is an option to induct another exter- nal member, based on need of expertise. GIZ BD GWG disseminates this policy to its new employees in the monthly staff ori- entation as well as at the introductory course organised by HR. It is also included in the Annex - VII Sexual Harassment Redressal PolicyGIZ Bangladesh 25 March 2015 I. Introduction 1.GIZ Bangladesh (“GIZ BD”) is committed to the principles of gender equity and equality and to creating a gender-sensitive working environment. GIZ BD ensures that all its national and international employees, interns, consultants and other relevant stake holders are treated with dignity and respect, and are able to work in an environment free from discrimination, harassment and abuse. 2.The Right to Freedom from Sexual Harassment: Protection from sexual harassment, and the right to work with dignity are universally recognized as basic human rights, under international human rights law, in particular under treaties such as the International Covenant on Economic, Social and Cultural Rights, 1966 (‘ICESCR’), the Convention on the Elimination of All Forms of Discrimination against Women, 1979 (“CEDAW’) and International Labour Organisation Convention No. 111, namely the Discrimination (Employment and Occupation) Convention, 1958 (‘ILO Convention No. 111’). 3. The right to protection from sexual harassment is also recognized under the Constitution of Bangladesh, 1972 (‘the Constitution’). The Constitution specifically provides for equality before the law, prohibits discrimination against any person on the grounds only of among others, sex, guarantees that women should have equal rights with men in all spheres of the State and of public life, and clearly states that the State can make special provision in favour of women or children or for the advancement of any “backward” section of citizens (Articles 27 and 28). The Constitution further ensures the right to enjoy the protection of the law, and to be treated in accordance with the law, and only in accordance with law, to every citizen and guarantees that no action detriment to the life, liberty, body, reputation or property of any person shall be taken except in accordance with law (Articles 31 and 32). 4. Bangladesh is party to a number of international human rights instruments including the ICESCR and CEDAW, and to the Optional Protocol to CEDAW. It has also been an active Member State of the International Labour Organisation (ILO) since 22 June 1972 and has ratified 33 ILO Conventions including seven fundamental conventions, and ILO Convention No. 111. 5. Bangladesh has also adopted the National Women Development Policy 2011, affirming its confirmation and commitment to abide by different international instruments, including CEDAW, to safeguard and uphold the rights of the women in Bangladesh, and stated that strong measures would be taken to remove discrimination against women and girl children.

SEXUAL EXPLOITATION, ABUSE AND HARASSMENT Z I G © 29 ZERO TOLERANCE AGAINST SEXUAL HARASSMENT AT THE WORKPLACE TRANSLATING THE POLICY INTO EXTERNAL AND INTERNAL MAINSTREAMING PRACTICE – GIZ RWANDA CONTEXT AND INITIATIVE There is no simple narrative on gender in Rwanda. While government efforts and pro- gressive gender policies have contributed to greater gender equality in Rwanda, the Rwan- dan society and the prevailing socio-cultural norms around gender roles are characterized by a deep-rooted patriarchal structure. Linked with the fact that in Rwanda sexual harassment at the workplace, also referred to as gender-based corruption is a widespread issue mainly affecting women, it is necessary to raise awareness on this topic. A working exchange with GIZ Cameroon, where the topic has already been addressed, generated ideas for a successful campaign. GENDER – A QUALITY FEATURE FOR OUR WORK GIZ internal: GIZ Rwanda and GIZ Camer- oon have teamed up to share experiences and good practices on addressing sexual harass- ment at the workplace. During the 16 Days of Activism against Gender Based Violence all GIZ Rwanda programme offices engaged in a country wide sensitization campaign. A poster with illustrations elaborating on the different forms of sexual harassment is now displayed in all GIZ offices in Cameroon and Rwanda. This poster had been drawn by a Cameroo- nian artist for GIZ Cameroon in English and French and was translated to Kinyarwanda by GIZ Rwanda to render it accessible to all staff. A follow up campaign during the Gender Week 2020 will explain on how to prevent or react to sexual harassment, i.e. the response system. A digital animated version will soon be available not only to GIZ in Rwanda and Cameroon, but to all interested GIZ offices worldwide. Project level: There is a very relevant connec- tion between the realization of energy proj- ects, e.g. hydropower projects and questions around gender, diversity and inclusiveness. Therefore, the Energising Development Pro- gramme (EnDev) implemented by GIZ on behalf of the BMZ facilitated a workshop for managers and company owners of private Hydro Power Project developers, jointly with the One Mainstreaming Team of GIZ Rwanda. The workshop addressed, among others, topics of an inclusive and diverse workplace, what sexual harassment is, and emphasized on the importance of a work- place policy banning sexual harassment tak- ing into account the Rwandan labor law ‘Protection of workers against violence and harassment’. IMPACT AND RESULTS Internal • Posters on SEAH feature in all GIZ pro- gramme offices in Cameroon and Rwanda • Employees are aware of different forms of sexual harassment • Employees know contact persons and the response system • The digital animated version of the poster increases interest as well as reach External • Sensitization workshops and booklets about inclusive and diverse workplaces stimulate the development of more com- prehensive workplace policies by project partners • Companies in the energy sector adapt the GIZ approach and concept to their situation and needs in their respective companies.

A look at the OECD Report ‘Measuring Distance to the SDG Targets 2019: An Assessment of Where OECD Countries Stand’ and the Global Gender Gap Reports 2020 reveals that we need to step it up for gender equality and women’s empowerment at home, in our own coun- tries and in the context of our foreign, security and devel- opment policies. Gender equality is everyone’s business and cannot be left to women, who started the fight for equal rights and opportunities. The challenge is big! We just need to look around us – men and boys in large numbers are yet to join the quest for true gender equality. On March 3rd, 2020 Germany’s Foreign Minister Heiko Maas presented the report “Gender Justice in German Foreign Policy and the Foreign Office” and called on men to become aware of their privileges and to actively work for gender equality. On March 7th, German magazine Spiegel Online featured a report entitled “Children? Without me” highlighting that “As modern and innovative as South Korea appears to the outside world, as conservative, patriarchal and pro- foundly unjust many Korean women feel for their coun- try - and their men”. Young South Korean women join Gender gap closed to date by region, 2020 the growing “4b” movement, which says no four times - to sex, relationships, marriage and children. While the year 2020 was to be ground-breaking for gender equality, the spread of the COVID-19 pandemic threatens the gains made in the past decades. The pandemic is deep- ening pre-existing inequalities, exposing power relations and vulnerabilities in social, political and economic systems. In its policy note “Gender dimensions of the COVID-19 pan- demic” the World Bank emphasizes that COVID-19 is not gender-neutral, nor gender-blind - thus the response should not be either. On May 6th, the BMZ together with 59 gov- ernments and 39 ministers from around the world released a joint statement which reaffirms the need to put women and girls at the center of COVID-19 response efforts. It remains to be seen whether the data and evidence gathered will trig- ger and yield the much-needed targeted response and action. Putting gender on the agenda is just not enough. We need to step up our action and resource allocations to facilitate progress and achieve tangible results. 31 The projects and interventions presented in this publica- tion show how gender equality can become and feature as “a quality feature of our work” in real life, cutting across many sectors and cultures. 0100Middle East and North AfricaSouth AsiaSub-Saharan AfricaEast Asia and the PacificWestern EuropeNorth AmericaLatin America and the CaribbeanEastern Europe and Central Asia76.7%76.7%72.9%72.9%72.1%72.2%71.5%71.3%68.5%68.5%68.0%68.2%66.1%66.1%61.2%60.5%Percentage pointsConstant sample, 107 economiesAll countries, 153 economiesGender gapYears to close139.971.595.1163.454.4151.459.0107.3SourcesWorld Economic Forum, Global Gender Gap Index, 2020.NotesPopulation-weighted averages, including the 153 economies featured in the Global Gender Gap Index 2020 and the 107 economies featured throughout all 2006-2020 edition of the index.

Z I G © 33 COMPETITIVE CASHEW INITIATIVE (COMCASHEW) REFLECTING THE REALITY OF WOMEN’S ACTIVE ROLE IN THE CASHEW VALUE CHAIN CONTEXT AND INITIATIVE Women are actively engaged throughout the cashew value chain; about 80% of labor in harvesting and more than 80% of processing workforce. Yet women’s ownership of farms is below 10% and female factory owners and managers are below 5%. ComCashew works to reflect the reality of women’s strong par- ticipation in the cashew value chain and promotes their contributions toward its development. GENDER – A QUALITY FEATURE FOR OUR WORK To address the challenges women face in the cashew sector, ComCashew co-founded CasheWomen in 2017. The aim of CasheWomen is to: Facilitate mentoring, learning and information sharing; Highlight the contributions of successful women in the cashew sector; Draw attention to an over- looked group in the sector through strategic discussions; and influence more women to take up leadership roles. Activities include leadership trainings, meetings and panels dur- ing cashew conferences, annual publication of success stories of women in cashew, and a net- working group. The networking group facili- tates easy information sharing, especially for cashew trading. It currently has a membership of about 250 women worldwide, majority from Africa and Asia. Over 100 women’s stories have been featured in the CasheWomen Lead- ers in Cashew publications so far. A Social initiative of CASHEWOMEN GLOBAL CASHEW WOMEN ENTREPRENEURS Volume 2 | February 2018 When ComCashew started operating in 2009, hardly any value chain experts could be found in the African cashew sector, particu- larly female experts. Thus, in 2014, the proj- ect started to train sector actors in its Master Training Program (MTP). The training has a gender-sensitive design: 50% of trainers are female and a gender in cashew module is included in course content. To encourage female participation, childcare costs for par- ticipants with young children are covered, a 50% quota for male and female applicants is implemented and priority given to women and youth qualifying for the programme. GENDER IMPACT As a result of the affirmative action there has been an increase of female participation by almost double between 2014 and 2018 (26% to 48%), proving that the challenge is not the absence of women in the sector, but in mak- ing sure that women have access to available opportunities. Women have confirmed that the training from the MTP and CasheWomen activities allow them to make informed decision, par- ticipate in and benefit from the peer-to-peer learning and mentoring in order to make their businesses viable and sustainable. There is also higher visibility for women who work in the sector. “There is a lot of improvement in my pro- fessional skills. I can now carry out field visit. I also acquired public speaking skills and gained self-confidence. Before attend- ing the Programme, I could not have eye contact with my audience. I used to panic when I was given assignment, but I now confidently organise my job. I feel there is an increase in my knowledge.” Aminata Traoré, Assistante de p roductions Végétales et Animales au Ministère de l’Agriculture et du Développement, Côte d’Ivoire

Z I G © 35 THE COLOURS OF POST-CONFLICT A MEMORY PROCESS WITH LGBTQI VICTIMS OF THE ARMED CONFLICT CONTEXT AND INITIATIVE Despite the advances on LGBTQI rights in Colombia, there is still a widespread lack of knowledge about the impact of the armed conflict on members of the LGBTQI com- munity. Discrimination and homophobia, which were fueled by armed actors during the armed conflict, have generated fear and dis- trust among this community. As a result, many people are afraid of self-identifying as gay, bisexual or transgender, afraid to speak about the physical and psychological impacts of the conflict and to seek reparation. The project “Support for Peacebuilding in Colombia – ProPaz” implemented by GIZ on behalf of the German Ministry for Eco- nomic Cooperation and Development is pro- moting gender justice and a clear policy of leaving no one behind including the LGBTQI community. GENDER – A QUALITY FEATURE FOR OUR WORK To facilitate and guide its work ProPaz has developed a gender strategy and conducted an intersectional analysis to analyse and be able to address the diversity within the LGBTQI community. In order to create awareness and stimulate a debate ProPaz together with the governor’s office of Meta and different LGBTQI organi- zations organized a football tournament on the commemoration day of LGBTQI victims of the armed conflict in April 2018. This was followed by 4 workshops in 2019, which aimed at documenting 20 cases of victimiza- tion and constructing a common narrative about the impact of the conflict on the LGBTQI community. Choosing a facilitator from the LGBTQI community fostered a sense of ownership and created the trust nec- essary for participants to speak – many of them for the first time – about their experi- ences during the armed conflict. This process was complemented by a strong psychosocial component. ProPaz also worked closely with entities of the transitional justice system, including the Spe- cial Jurisdiction for Peace (JEP) and the Truth Commission (CEV). GENDER IMPACT Thanks to its work with the LGBTQI com- munity in Meta, ProPaz was able to support LGBTQI victims in their rights to reparation while highlighting the complex situation of this community both during the conflict and in its aftermath. Participants were empow- ered to continue building a conflict-narrative that reflects the experiences of LGBTQI- identifying persons. On the other hand, Governmental and judi- cial entities were sensitized to the needs of this population in the transition process. In the long run, this process is expected to contribute to the sensitization of society about the rights of sexual minorities and an improved partnership with LGBTQI advo- cates. LGBTQI organizations, governmental and judicial entities have come to see GIZ as a trustworthy partner and important actor guaranteeing the victims’ rights and support- ing an inclusive transition process.

) I P M ( t n e m t s e v n I d n a g n i n n a l P f o y r t s i n i M , m a N t e i V Z I G / h n A c o g N n e y u g N & y V i a H i u B © 37 THE POWER OF STATISTICS IMPROVING THE NATIONAL GENDER STATISTICAL SYSTEM IN VIETNAM CONTEXT Despite making a substantial progress on key gender equality measures, Vietnamese women are confronted with insufficient political and economic opportunities, inequality, and dis- crimination. Lack of reliable gender statistical data is one of major obstacles for the govern- ment and other agencies to identify gender gaps and formulate targeted solutions to close them. Since 2017, the Macroeconomic Reforms / Green Growth Programme implemented on behalf of the German Ministry for Economic Cooperation and Development has been pro- viding technical support to the Ministry of Planning and Investment (MPI) and the General Statistics Office (GSO) of Vietnam in the formulation and review of statistical indicators related to gender equality. National Statistical Indicators on Gender Development (SNSIGD) and Vietnam Set of Sustainable Development Statistical Indicators (in short Vietnam SDG indicators – VSDGI). A series of technical consultation workshops took place to get feedback and inputs from line ministries, other government agencies, Viet- nam Women Union, NGOs and development partners, etc. Upon on those, GSO updated and finalized indicators before submitting them to the Minister of Planning and Invest- ment (MPI) for approval. Recently, GIZ also supported MPI to conduct a review study of the implementation of gender related VSDGI. The latter will be used as an input for next year’s national progress report on the imple- mentation of the 2030 Agenda in Vietnam. do not contradict each other. The efforts were acknowledged by government partners via publication of documents, press releases and media (e.g. website of GSO and MPI or online newspaper: VietnamNet; The Voice of Vietnam; Investment Newspaper; Commu- nist Party Newspaper; etc.). IMPACT The major results of this work stream are the endorsement of National Statistical Indica- tors on Gender Development (Circular No.10/2019/TT-BKHDT issued by MPI on July 30, 2019) and Vietnam Sustainable Development Goals Indicators with 158 indi- cators including 70 gender indicators (Circu- lar No.03/2019/TT-BKHDT promulgated by MPI on 22nd January 2019). Having those indicators in the official statistics makes it mandatory for line ministries to report on their progress. The gender data is vital for evidence-based policy making and thereby targeted policies towards gender equality. In a collaborative effort, GIZ together with GSO, other government agencies and develop- ment partners including World Bank and Aus- AID, Hans Seidel Foundation, UNICEF, UNDP, UNFPA, UNSD, ILO, UNAIDS and others contributed to the revised Set of GENDER – A QUALITY FEATURE FOR OUR WORK GIZ’s support to Vietnam’s GSO was instru- mental for the development of gender indica- tors and ensured that both gender indicator sets (SNSIGD and VSDGI) are coherent and

g r e b n e z n e B a t t u J / Z I G © 39 EMPOWERING WOMEN THROUGH ACCESS TO LAND OPEN REGIONAL FUND FOR SOUTH EAST EUROPE – LEGAL REFORM CONTEXT AND INITIATIVE Although it is widely recognized that equal- ity in land ownership rights has a positive impact on countries’ development, the real- ity is that these rights are often unequally shared between men and women and are routinely violated and insufficiently enforced. In South East Europe, the reasons why women are unable to exercise these rights are complex and diverse. They range from inadequate legal standards and imple- mentation, to custom and religion, as well as unprofessional behavior of public officials such as notaries and registration officers. GENDER – A QUALITY FEATURE FOR OUR WORK To qualify and transform legal professionals dealing with land to become “guardians” of women´s rights, a guideline for notaries was developed. The guideline is an instruction manual for all law practitioners on how they should address gender equality on land tenure in every legal transaction. It offers quick and easy steps and checklists to help notaries exer- cise due diligence in the services they provide by identifying and protecting the rights of women with legal interest in the service. The International Union of Notaries endorsed the guidelines and recommended it to all their members worldwide. “Guidelines on strengthening gender equality in registration practices – SEE” for officers in registration offices (cadastres) has been drafted and will be published in 2020. Regional exchange and expert forums attended by lawyers, notaries and registration officers dealing with land transactions every day facilitated peer learn- ing and led to a “positive competition” among the institutions in the Western Balkan. Women in the Western Balkan especially in rural areas where the average number of female landowner or co-owner in 2014 was as low as 3% compared to 48% in big cities regularly risk losing their ownership entitle- ments in the case of inheritance, divorce, widowhood or their husband’s migration. In order to improve women’s access to owner- ship and control over land as set out in SDG 5 the project “Gender and Land Rights” implemented under the Open Regional Fund for South East Europe applied the FAO Legal Assessment Tool to understand and consequently address existing biases and gaps in the legislative framework. GUIDELINES ON STRENGTHENING GENDER EQUALITY IN NOTARIAL PRACTICES - SOUTH-EAST EUROPE 1 Guidelines on strengthening gender equality in notarial practices South-East Europe GENDER IMPACT As a result, national institutions of North Macedonia, Serbia, Montenegro, Albania and the Republica Srpska (Bosnia and Her- zegovina) have carried out several reforms with a big impact on women´s land rights. Because of the cooperation with the project in the Western Balkans, FAO, as the custo- dian agency of indicator 5a2, was able to raise the status of the indicator from Tier III to Tier II. With the technical collaboration of:

m a N t e i V Z I G © 41 GENDER MAINSTREAMING INTO NATIONALLY DETERMINED CONTRIBUTION (NDC) PROMOTING GENDER EQUALITY IN CLIMATE ACTION IN VIETNAM IMPACT The increased awareness of government offi- cials and NDC Review and Update Task Force has led to the readiness to integrate key gender recommendations in the NDC revision process. The Climate Change and Gender Working Group has agreed a 2020 gender action plan which specifies joint activities of cooperating with government partners in the development and implemen- tation of NDC and the National Adaptation Plan. At regional level, gender and social aspects are included in the process of the ASEAN statement development at COP26. CONTEXT In Vietnam, like in many other countries, women are more vulnerable to adverse envi- ronmental impacts and have less access to and control over resources and a limited voice in decision-making processes. At the same time, studies have shown that climate change miti- gation and adaptation efforts are more effec- tive and sustainable if they take gender and social aspects into account. With the adop- tion of the Paris Rulebook at COP24, new requirements were stipulated to form “[…] public participation and engagement with local communities and indigenous people, in a gender-responsive manner”. GENDER – A QUALITY FEATURE FOR OUR WORK The Support to Vietnam for the Implementa- tion of the Paris Agreement (SIPA) Project funded by the German Ministry for the Envi- ronment, Nature Conservation and Nuclear m a N t e i V n e m o W N U © Safety (BMU) through IKI teamed up with UN Women, UNDP, and NGOs Climate Change Working Group (CCWG) to provide technical support for the government partner in mainstreaming and advancing gender equality into climate actions of the ongoing review and update of Vietnam’s Nationally Determined Contributions (NDC). This newly formed Climate Change and Gender Working Group developed a strategy to sensitize members of the NDC review and update task force about the importance of gender mainstreaming in the NDC through (i) sharing international experience and national good practices; (ii) identifying gen- der gaps in current NDC; (iii) building capacity for key stakeholders including Viet- nam Women’s Union; (iv) developing a policy paper & entry points for gender integration. The process was documented by cooperation partners for public information and shared by the Vietnamese government representatives at UN Women’s workshop on gender integra- tion in NDC in the Philippines in November 2019), by GIZ staff at UN Women’s meeting in Bangkok in January 2020. Besides, key activities of supporting the gender main- streaming in NDC revision were also high- lighted in the local media (e.g. Ministry of Natural Resources and Environment (MONRE)’s website or Communist Party of Vietnam online newspaper). Gender and NDCs: Country Progress and Key Findings24-26 APRIL 2019 | NAIROBI, KENYA

Z I G © 43 FROM ZERO TO GENDER GLOBAL PROGRAMME EXPERTS: A JOURNEY TOWARDS GENDER EQUALITY IN BUSINESS CONTEXT AND INITIATIVE According to the latest predictions of the World Economic Forum it will take another 108 years to close the existing economic gen- der gap on a world-wide average. The Ger- man development cooperation in collabora- tion with partners from the private sector is contributing to closing this gap. Following a thorough gender assessment in 2017, which revealed that only 15% of the German Cham- bers of Commerce Abroad (AHKs) worldwide were attending to specific gender needs and challenges the ExperTS Programme identi- fied entry points to boost women’s economic participation. In 2019, 30 integrated experts (ExperTS) were working at and advising AHKs on amongst other subjects addressing and reaching out to women entrepreneurs and the business environment they live and operate in. GENDER – A QUALITY FEATURE FOR OUR WORK Since 2018, promoting gender equality and women’s economic participation and leader- ship is an integral part of the ToR and perfor- mance assessment of ExperTS. They sensitize their clients and partners, forge partnerships with business associations and private sector representatives, match local producers with markets abroad, organize training and men- toring programmes and facilitate peer learn- ing and exchange. As a result, by the end of 2019 almost 50% of all AHK offered specific services to boost women’s economic perspec- tives and performance. Female Mentoring Programme for women between the ages of 18 and 35. The latter has attracted the chairmanship of European Ambassadors and secured firm cooperation of the Lao Women’s Business Union, the LWBA and the Banque Franco Lao, which has established a special credit scheme for participants. In order to close the digital gender gap and match skills with the ever-growing digital labor market demand, the AHKs in Sao Paulo and Maputo together with SAP, Sie- mens and GFT (a medium sized IT Com- pany) established the project “Women going digital”. The project started off in February 2020 with 100 female participants. All gender projects established under the ExperTS Programme are designed in such a way that they are financially self-sustaining and can be offered as a service by the AHKs in the long term. GENDER IMPACT In Tanzania, the activities of the ExperTS led to the establishment of the Tanzania German Family Business Initiative, which aims to export the organically certified superfoods Moringa and Baobab produced by female headed small and medium scale enterprises to Europe. To broaden the impact the 12 female entrepreneurs, who had the chance to benefit from ExperTS, actively participate in and share their experi- ence with other members of the Tanzanian Chamber of Women Entrepreneurs through a mentoring programme. In Laos, the European Chamber of Com- merce and Industry in Lao PDL (ECCIL) with the support of ExperTS and together with the Lao Women’s Business Association (LWBA), DFAD and the Australian Cham- ber of Commerce offered female leadership and career development seminars for female students and professionals. Due to the high response – 180 participants in 2018 and 300 in 2019 – ECCIL established the Lao

Z I G © 45 PATHWAYS TO EQUITY AND PEACE IN COLOMBIA BUILDING CAPACITIES FOR PEACE – FORPAZ CONTEXT AND INITIATIVE The Colombian armed conflict has had a dev- astating impact on society and has caused innumerable victims. The consequences have been particularly severe for women, reinforc- ing the conditions of vulnerability they have historically suffered. As of 2019, 8.910.526 vic- tims of the armed conflict have been reported, of which 47.89% are women and people with diverse sexual orientation. They have been vic- tims of forced displacement, femicide, threats, forced disappearance, loss of property, terrorist acts, attacks, fighting, harassment and sexual violence. However, women also played an active role as combatants during the conflict. Thus, of the 74,860 demobilized combatants of illegal armed groups between 2001 and 2019, 11.098 were women. 15 lideresas del municipio de Itsmina, Chocó fortalecieron sus conocimientos para la formulación de una política pública de género local . 2 Planes de Etnodesarrollo del Consejo Comunitario de Istmina y Alto San Juan Cocominsa y Corpoafro. Ejercicios innovadores que integran el enfoque de género, étnico y de construcción de paz territorial. Mujeres indígenas y afros de comunidades étnicas del norte del Cauca han diseñado e implementado procesos para la protección de la vida, el territorio, los gobiernos propios como estrategia de construcción de paz. 84 mujeres en el Cauca construyeron una agenda de incidencia política para la construcción de paz . 2 políticas públicas de género en proceso de formulación en los municipios de Timbiqui (Cauca) y El Charco (Nariño). La RedProdepaz y 3 PDP cuentan con herramientas de planificación, seguimiento y organización para incorporar en los procesos estratégicos de su organización el enfoqué de género. 1.085 mujeres rurales participaron en el diseño de los Programas de Desarrollo con Enfoque Territorial para la implementación del Acuerdo de Paz del Magdalena Medio (PDET). 120 mujeres y jóvenes pertenecientes a 20 comunidades indígenas del Consejo Regional Indígena del Cauca- CRIC- lideraron el desarrollo de Escuelas itinerantes en derecho propio, derechos de las mujeres y jóvenes. Given the gendered impacts of the armed conflict, the project FORPAZ, which is EU co-financed and part of GIZ’s Peacebuilding Support Programme ProPaz, has applied a gender perspective to strengthening local and regional peacebuilding capacities and wom- en’s voices and agency as active members of the peace and reconstruction process. GENDER – A QUALITY FEATURE FOR OUR WORK The project supports the National Network of Development and Peace Programmes – REDPRODEPAZ in its efforts to promote peace in the 7 regions (45 municipalities) prioritized in the post-conflict framework due to high occurrences of violence. To reflect the diversity of these 7 regions, the project uses intersectional analyses and applies a gender and ethnic approach to its work with Afro-descendant, indigenous and rural communities. Key elements to ensuring the integration of a gender perspective are listening to com- munity members and women in particular, multi-stakeholder dialogues, joint planning, monitoring and evaluation. Hence, 4 out 9 project indicators include a gender dimen- sion and are evaluated periodically both quantitatively and qualitatively. The project’s steering committee provides a space for the EU, government counterparts, REDPRO- DEPAZ and other partners to provide stra- tegic guidance on how best to apply the gender approach. In addition, FORPAZ has created a common space with partner orga- nizations at regional and local level, to iden- tify lessons learnt, track results and adjust and further improve the gender approach taken. GENDER IMPACT Through capacity building 1.085 rural women were empowered to participate in designing rural development programmes (PDET) and implementation of the peace agreement in the department of Magdalena Medio. “For us, peace means a way of life, in a world without violence and without discrimination. This means moving freely and safely through the territories we inhabit; starting with our bodies.” Peace Agenda for the Women of Cauca FORPAZ enabled 120 indigenous women of the Indigenous Regional Council of Cauca (CRIC) to develop mobile schools and self- protection plans and agendas for their com- munities, amongst other things. Finally, the ProPaz gender group promotes gender issues, helps to identify good prac- tices and provides room for exchange and peer learning within the organization. Pro- Paz is developing a guide for measuring the impact of its gender activities, including the work of FORPAZ, and documentation of best practices.

Z I G © 47 1ST WOMEN DIGITAL EMPOWERMENT PORTAL IN PAKISTAN WOMEN ENGAGE IN INFORMED POLICY MAKING IN KHYBER PAKHTUNKHWA CONTEXT AND INITIATIVE The Government of Khyber Pakhtunkhwa has taken visible steps through legislation, policy guidelines and plans of action for pro- moting gender equality at all levels. Yet the strengthening of women’s inclusion at differ- ent tiers of the society remains incomplete. Against this background, the German Fed- eral Ministry for Economic Cooperation and Development (BMZ) and Swiss Agency for Development and Cooperation (SDC), the Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH in coopera- tion with the Government of Khyber Pakh- tunkhwa (KP) have agreed to support the digital empowerment of women in KP and fulfilling its International commitments under SDGs and national and provincial pol- icy frameworks. The State Citizen Dialogue component of GIZ Support to Local Gover- nance (GIZ-LoGo) Programme is introduc- ing IT based dialogue and feedback mecha- nism – the Women Digital Empowerment Portal – informing and directly engaging women in Khyber Pakhtunkhwa. The women digital empowerment project is designed and implemented through the Insti- tute of Management Sciences in close coordi- nation with the Women Wing of the Social Welfare Department Khyber Pakhtunkhwa. As women empowerment is a cross-cutting area, joint efforts of multiple departments and interest groups including Khyber Pakh- tunkhwa Women Parliamentary Caucus is also taken on board to ensure ownership, participa- tion, and sustainability of the intervention. GENDER – A QUALITY FEATURE FOR OUR WORK The Women Digital Empowerment Portal provides women with access to information on their rights, to a comprehensive data base of public and development sector interven- tions, services and employment opportunities and skills development for women. It also enables them to provide feedback to govern- ment on policies, laws, etc. through partici- pating in digital discussion forums on the portal and providing recommendations for pro-women legislations, policies and plans. The project has established Satellite offices which act as multipliers in the process and orients various women groups about the usage and benefits of the portal in women universities and colleges across KP. The trans- lation and transformation of key content (laws, policies, and associated development initiatives) into multiple formats like summa- ries, Urdu translations, PowerPoint presenta- tions with voice over in local languages, and animated informative videos has helped increase access and reach. GENDER IMPACT Within the pilot phase approx. 1600 women and men have been reached directly through awareness seminars in 10 major districts of the province and many more through a mas- sive social media outreach. A 22 members Technical Advisory Group consisting of Women Parliamentarian’s, Heads of Aca- demic Institutions, Female CEO & Entrepre- neurs from Business Community, and Civil Society members has proven to be influential and provides feedback to the entire project team on content, sustainability and promo- tion of portal. Local NGOs and eminent women leaders give women the opportunity to connect and expand their networks. Direct access to Khyber Pakhtunkhwa Ombudsper- son enables women to address and seek advice on issues of sexual harassment in KP. ‘Initiatives such as Women Digital Empower- ment Portal have given me a ray of hope for resolving more cases of harassment from the province which were earlier sent to Peshawar High Court’ – Rakshanda Naz KP Women Ombudsperson

GIZ Gender Competition 2020: Background information, videos and websites GIZ Gender Website https://gender-works.giz.de/ here you will find detailed information on all contributions to the GIZ Gender Competition and insights of GIZ’s annual Gender Week ComCashew “Cashewomen” – Women Leaders in the Cashew Chain E Book http://cashewomen.com/Women_EBook_English.pdf Link: ExperTS – Economy, Transfer, Sustainability http://www.bmz.de/de/themen/privatwirtschaft/kammern_verbaende/experts/ Video: Gender Equality in Mining https://www.youtube.com/watch?v=UbB2SlQxcKk Video: Together we transform Colombia https://www.youtube.com/watch?v=ePD_ A9Dry64 https://www.youtube.com/watch?v=bIqQM6C_opo Video: Women for the Energy Sector, Benin https://www.youtube.com/watch?v=K56FErJvR-Q Videos: ProPFR, Benin https://www.youtube.com/watch?v=PJYlyZcGq_c https://www.youtube.com/watch?v=esT5GEoSAYE https://www.youtube.com/watch?v=Cnm-Om3tyjk https://www.youtube.com/watch?v=iISIZIdgDIM Video: Women in Renewable Energies, Liberia https://www.youtube.com/watch?v=MUjMXnoEIQ0&feature=youtu.be GIZ Encyclopedia “Gender and Mining”, Extractives for Development – X4D http://www.bmz.de/rue/en/releases/publications_new/topics/gender/Encyclopedia_of_Gender_and_Mining.pdf “Junt*s transformamos Colombia” GIZ Colombia E-Publication https://www.giz.de/en/downloads_els/JuntsTransformamosColombia_WEB.pdf MenstruAction “My health, my rights, my future” Nepal https://www.myhealthrightsfuture.com/ Website Transformative Urban Mobility Initiative “Women mobilize Women” https://womenmobilize.org/ Video on the Effects of Covid-19 on Gender-based Violence, PfP Southern Africa https://www.youtube.com/watch?v=lthLW7Ik6Ck&feature=youtu.be Video “Women’s Café“, GIZ Bangladesh https://www.youtube.com/watch?v=Mz7PcdKTa4A Video on the GIZ “LEAD“ Programme in the Middle East https://www.youtube.com/watch?v=V-n-dPleKe4 Website “Women’s Rights and Mining” https://womenandmining.org/ 49

SDG 5 – GENDER EQUALITY Goal 5: Achieve gender equality and empower all women and girls SDG 6 – CLEAN WATER AND SANITATION Goal 6: Ensure availability and sustainable management of water and sanitation for all 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 Benin Results of the ProPFR Project in terms of gender approach in the Phase 2016-2019 Bolivia Bolivia Cameroon Communities of Practice (COP) in Gender and Energy in La Paz and Cochabamba [SDG 7] Hand to Hand for the Prevention of Violence against Women [SDG 4, 16] A strong voice for equal opportunities [SDG 1, 8, 15] Chad GIZ Gender Competition 2020 Côte d’Ivoire Agroforestry Project COMOE Dabakala Namibia Pakistan Pakistan Pakistan South Africa South Africa South Caucasus (Armenia, Azer- baijan, Georgia) GIZ Gender Strategy 1st Women Digital Empowerment Portal in Pakistan Gender Realization and Gender Mainstreaming in the Local Councils Association of Khyber Pakhtunkhwa Small steps towards social deconstruction of gender "I Initiate" – Youth Uniting Against GBV and LGBTI Discrimination in Schools [SDG 4, 17] Step It Up for Gender Equality in South African Media [SDG 17] Empower People – Empower Structures: Joined forces for Gender Equality [SDG 16] 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. Benin DRC Youth and solidarity within GIZ Strengthening and Efficiency of Water Services in the Democratic Republic of Congo Project Pakistan Sanitation for Millions Benin Bolivia Chile Ethiopia Liberia Rwanda Senegal SDG 7 – AFFORDABLE AND CLEAN ENERGY Goal 7: Ensure access to affordable, reliable, sustainable and modern energy for all Women for Energy sector & Energy sector for Women [SDG 4, 5] Energy and light for a new phase in the lives of Tarijanian women - Bolivia [SDG 5] More Power for Women in Chiles Energy Sector [SDG 3, 4, 5, 8, 10, 11] Energising Development (EnDev) Ethiopia contri- butions towards Gender Mainstreaming [SDG 5] Empowering women in Renewable Energies Tackling Gender Inequalities and Multiple Discrimination through promoting the Concept of a diverse and inclusive Workplace to owners and managers of companies in the Rwandan Energy Sector How to Promote Women's Entrepreneurship in the Renewable Energy Sector SDG 8 – DECENT WORK AND ECONOMIC GROWTH Goal 8: Promote sustained, inclusive and sus- tainable economic growth, full and productive employment and decent work for all 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value. 8.8: Protect labour rights and promote safe and secure working envi- ronments for all workers, including migrant workers, in particular women migrants, and those in precarious employment. Afghanistan Albania Algeria Bangladesh Women for Women Peer Exchange and Learning Workshop (W-PEXL) Talents and Ideas for Albania’s Future - Women can make it [SDG 5] First women's cooperatives demonstrate good environmental governance and economic devel- opment Empowering women in the garments industry - Business-driven approaches to gender main- streaming [SDG 5] Bangladesh Energizing entrepreneurship: The journey of Josna Ara [SDG 5, 7] 51

Germany Mali SDG 12 – RESPONSIBLE CONSUMPTION AND PRODUCTION Goal 12: Ensure sustainable consumption and production patterns Women in Mining - Strengthening Gender Equality in the Extractive Industry [SDG 1, 7, 8, 13, 16, 17] The contribution of women in the agricultural family business in the Office du Niger Zone SDG 13 – CLIMATE ACTION Goal 13: Take urgent action to combat climate change and its impacts 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 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 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. Burundi Germany Laos Vietnam Gender, one of the pillars for the project: “cli- mate change Adaptation for the protection of water and soil ressources, ACCES” “Migration, Gender and Human Rights” Providing Gender-responsive Climate and Disaster Risk Finance and Insurance Promotion of Gender Equality through the engagement with the Green Climate Fund Gender Mainstreaming into Nationally Deter- mined Contribution (NDC) 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 Albania, Bosnia and Herzegov- ina, Kosovo, Montenegro, North Macedo- nia, Serbia Afghanistan Colombia Colombia Colombia Ethiopia Germany Kyrgyzstan Serbia Ukraine Empowering Women through Access to Land [SDG 5, 8] Empowering Change Agents for Women’s Rights - The Promotion of the Rule of Law in Afghanistan [SDG 5, 10] Pathways to Peace with Equality in Colombia Sewing quilts - women in Colombia work to pre- vent gender-based violence The Colours of Post-Conflict The Women, Peace & Security Agenda in Africa Global Leadership Academy - Unveil the Hidden Presence: Trafficking in Women and Children Combining digitalization and gender topics in legislative procedures of Kyrgyzstan Introducing the Regulatory Gender Test in Serbia Strengthening Gender Equality at the Local Level and contributing to SDGs El Salvador Madagascar Working Network of Indigenous Women in Mesoamerica within the Framework of REDD+ Women Empowerment for a Greener Future in the South-West of Madagascar (Atsimo- Andrefana) [SDG 1, 5, 8, 10, 13] SDG 17 – PARTNERSHIPS FOR THE GOALS Goal 17: Strengthen the means of implementation and revitalize the global partnership for sustain- able development 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 Germany International meetings of women living in drug crop cultivation areas [SDG 5] From Zero to Gender. Global Programme ExperTS: A journey towards gender equality in business [SDG 4, 5, 7, 8, 9, 12] Vietnam The Power of Statistics 53

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 http://weprinciples.org Women Organizing for Change in Agriculture & Natural Resource Management http://www.wocan.org World Bank Gender Platform http://www.worldbank.org/en/topic/gender World Economic Forum https://www.weforum.org/agenda/archive/gender-parity/ https://www.weforum.org/reports/gender-gap-2020-report-100-years-pay-equality 55 ZERO TOLERANCE AGAINST SEXUAL EXPLOITATION, ABUSE AND HARASSMENT J O I N I N A N D S P E A K U P !