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
Gender Takes Centre Stage at GIZ Gender reloaded: Vision needs attitude - Attitude meets Action. This reflects the slogan and spirit of our GIZ Gender Strategy. The promotion of gender equality and the elimi- nation of gender-based disadvantages and discrimination within GIZ and in the context of our commission manage- ment are two strategic pillars of our corporate value system, our strategic and policy orientation. The Strategy embodies those two pillars, provides guidance and communicates them inside and outside the company. Its implementation is organized around five strategic elements: political will and accountability, corporate culture, gender knowledge, process adjustment and the promotion of equal opportuni- ties within GIZ. To boost its implementation, the Gender Strategy is accom panied by detailed and ambitious guidelines for operationalisation targeting all GIZ departments and corporate units. A chatbot based digital tool – the Gender Pathfinder – extracts personalised profiles from these guidelines for everyone working for GIZ – whether it is a member of the management board, the Gender Ambas- sador, Gender Focal Points, heads of projects and pro- grammes or any staff member without a specific function related to the promotion of gender equality. 6 We all know, achieving gender equality and gender justice for everyone is a joint task. In addition, we have therefore developed another digital tool - the Gender Navigator. It provides insights, orientation and clarity on what every department and corporate unit can contribute. Within six months into the implementation of GIZ’s new Gender Strategy, seventeen GIZ departments and corporate units ranging from operational departments to internal service units have honed their profiles in terms of the specific con- tribution they make to boost gender equality within GIZ and in the context of our commission management. The Safeguards+Gender Management System introduced in late 2016 facilitates the latter. In line with the policy requirements of the OECD DAC and the BMZ it requires a gender analysis to be conducted for each project and programme to inform its conceptualisation, implementation and consequent reporting on gender impacts. A SharePoint-based digital gender community connects gender focal points, gender experts and at present more than 800 GIZ colleagues from around the world. It serves as a platform for exchange of information and knowledge sharing. So do the annual Gender Week and the Gender Competition. In addition, the GIZ Gender Competition sparks innovation and excellence. The 121 contributions to GIZ’s Gender Competition 2020 pay tribute to that. The 100 submitted by projects and programmes are compli- mented by 21 well documented internal efforts promoting 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. IMPRESSIONS FROM THE 2020 GIZ GENDER AWARD CEREMONY GIZ Gender Commissioner Dr. Angela Langenkamp GIZ Gender Commissioner Dr. Angela Langenkamp Kristina Kebeck and Verena Flues with their colleagues from Kristina Kebeck and Verena Flues with their colleagues from the award-winning Transformative Urban Mobility Initiative. the award-winning Transformative Urban Mobility Initiative.
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”
The Women’s Empowerment Principles at GIZ www.weprinciples.org The Women’s Empowerment Principles (WEPs) – Equal- ity Means Business is a joint initiative of UN Women and the UN Global Compact, launched in 2010. The Princi- ples outline seven steps for businesses on how to empower women in the workplace, marketplace and community. The initiative highlights the fact that empowering women to participate fully in economic life across all sectors and throughout all levels of economic activity is essential to build strong economies; establish more stable and just societies; achieve internationally agreed goals for develop- ment, sustainability and human rights; improve quality of life for women, men, families and communities; and pro- pel businesses’ operations and goals. 14 14 for gender equality 1. Establish high-level corporate leadership The GIZ Gender Strategy endorsed by the GIZ Manage- ment Board in December 2018 leaves no doubt: Gender equality is one of GIZ’s key values and guiding principles. With it GIZ has committed itself to foster equal rights and opportunities for everyone, regardless of their gender, sex- ual orientation and gender identity. By establishing the position of a Gender Ambassador at the highest manage- ment level GIZ further underlines the importance of the topic and the attention paid to one of the five strategic pil- lars of the strategy: political will and accountability. By ratifying the WEPs in 2015, the Chair of the Management Board, Tanja Gönner, officially committed GIZ to the set of seven main principles furthering women’s empowerment and gender equality in the workplace, marketplace and community. According to the WEPs Gender Gap Analysis “From Principles to Practice” GIZ scored as an Achiever both in 2019 and 2020. 2. Treat all women and men fairly at work – respect and support human rights and non-discrimination As a public-benefit federal enterprise in the field of sustain- able development and international education, GIZ is in the public eye worldwide. We do not make policy our- selves, but support our commissioning parties, most nota- bly the German Government, in implementing their devel- opment goals and other international cooperation mea- sures. This means that we have an obligation to uphold the values of the Basic Law for the Federal Republic of Ger- many and to respect the human rights guaranteed by inter- national law. This is reflected in our Corporate Principles, Code of Ethics and GIZ’s Orientation on Human Rights. In addition, GIZ signed the Diversity Charter in 2019 and with it underlines its commitment to creating a work envi- ronment free of prejudice, respecting all colleagues irre- spective of gender, nationality, ethnic background, religion or worldview, disability, age, and sexual preference and identity. 3. Ensure the health, safety and well-being of all women and men workers The Code of Ethics is complemented by the GIZ Policy on Banning Sexual Harassment at the Workplace and the Pol- icy on the Safety and Security of Staff on Foreign Assign- ments, GIZ’s Internal Plan for Equal Opportunities and its Corporate Sustainability Management. The Corporate Sustainability Handprint is a tool facilitating the sustain- ability management of the country offices through the sys- tematic and regular collection of data. The latter include information gathered on a regular basis on work-life bal- ance and health, employability and equality of opportunity Vanessa Hochwald with Philip Jain Vanessa Hochwald with Philip Jain from the award-winning Gender Group Tunisia from the award-winning Gender Group Tunisia Felicitas Mukurarinda from the award-winning project Felicitas Mukurarinda from the award-winning project “Support to the African Union for the Operationalisation “Support to the African Union for the Operationalisation of the African Peace and Security Architecture” of the African Peace and Security Architecture” Derya Bischoff of the award-winning “Her&Now” Project Derya Bischoff of the award-winning “Her&Now” Project
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
Contributions Gender Competition 2020 Gender Mainstreaming SDG 3 – GOOD HEALTH AND WELLBEING Goal 3: Ensure healthy lives and promote well- being for all at all ages Germany Changing Norms on Menstruation - Co-creating Menstrual Health and Hygiene Actions SDG 5 – GENDER EQUALITY Goal 5: Achieve gender equality and empower all women and girls Afghanistan Gender Equality Assurance Factors Bangladesh # Say Yes to “Harassment free World” Germany Germany Germany Jordan Jordan & Lebanon Kenya Kyrgyzstan Liberia Tunisia Vietnam Gender offensive in company sports - football for all in GIZ Out of the blind spot - Visibility to women pro- fessionals Vision needs Attitude, Attitude meets Action “What are Masculinities?” [SDG 3] Zero Tolerance for Sexual Harassment Contributions to Internal Gender Mainstreaming Institutional changes – Self-nomination process of Country Gender Focal Point in GIZ Kyrgyzstan #WeAreProtected Change starts with us! Small Steps Forward to Gender Equality 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 Girls’ Day Initiative: Integration and promotion of young women in economic policy-making [SDG 5, 16] And Attitude Meets Action - Human Resources Policy Sensitive to Gender Equality at GIZ Bolivia [SDG 3, 5, 10] Female Internship Program Benin Bolivia Pakistan SDG 13 – CLIMATE ACTION Goal 13: Take urgent action to combat climate change and its impacts Germany Gender @ NDC Conference 2019 [SDG 5] 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 Brazil Colombia Small Steps, Big Changes! In Colombia We Talk About Gender … on an (Inter-) National and Local Level - in a Digital and Analog Way [SDG 5, 8, 13] 16
22 A concerted response to Sexual Exploitation, Abuse and Harassment (SEAH) Whether at home, on the streets or during war, violence against women and girls is a human rights violation that takes place in public and private spaces. The “Global Data- base on Violence against Women” reveals that more than 35 percent of women worldwide have experienced physical or sexual partner violence or non-partner sexual violence and that approximately 15 million adolescent girls (aged 15 to 19) worldwide have experienced forced sex at some point in their life. Popular movements, such as the Campaign “16 Days of Activism against Gender-Based Violence”, inaugurated by the Women’s Global Leadership Institute in 1991, which gained international traction in 2008 when the United Nations Secretary-General established the “UNiTE to end Violence against Women” campaign, and the #MeToo and #NiUnaMenos with their various manifestations across the world, have broken the silence on violence against women and girls (VAWG) and sexual exploitation, abuse and harassment (SEAH) in particular. Yet, progress in combat- ing VAWG is slow and not always linear. In a video mes- sage on women and COVID-19 released on April 9th 2020, the UN Secretary General António Guterres stressed that the pandemic has led to horrifying increase in Vio-
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.
Step it up for Gender Equality 2020 marks a very special year for Gender Equality: Time to celebrate the 25th Anniversary of the Beijing Declaration and Platform for Action, the 20th Anniversary of the UN Security Council Resolution 1325 on Women, Peace and Security, to take stock of the implementation of the 2030 Agenda five years after its adoption and the additional com- mitments made at the ‘Global Leaders’ Meeting on Gender Equality and Women’s Empowerment: A commitment to action’ attended by 140 countries in September 2015. In committing to the realization of the 2030 Agenda for Sustainable Development, UN Member States recognized that the dignity of the individual is fundamental, and that the Agenda’s goals and targets should be met for all nations and people and for all segments of society. With the European Consensus on Development, the Euro- pean Union and EU member states have made firm com- mitments towards a rights-based approach to development, to leaving no one behind (LNOB) and to gender equality. In 2019, a Commissioner has been entrusted with the stand-alone portfolio of equality for the first time and Jutta Urpilainen, the Commissioner for International Partner- ships, was tasked by Ursula von der Leyen, the President of the European Commission, to ensure that gender equality and the empowerment of women and girls continue to be a top priority in EU international cooperation and develop- ment policies. In line with this, the EU is further strength- ening its policy framework on gender equality by launch- OECD countries’ average distance from achieving SDG targets ing an ambitious European Gender Equality Strategy, a new strategic approach to Women, Peace and Security with an ad-hoc action plan, a LGBTI Equality Strategy and the third generation of the EU Gender Action Plan, which sets the policy framework for external action of the EU and its Member States such as Germany. Germany - like the European Commission - gives gender equality high priority and is seeking to lead one of the Action Coalitions to be formed under the Generation Equality Forum, a global gathering for gender equality, convened by UN Women and co-chaired by France and Mexico. It is anticipated that the Forum will reaffirm the value of multi- lateralism and bring together the leadership and participation of various stakeholders - civil society, governments, business, cities, parliaments, trade unions, media and more - focusing on intergenerational and multi-stakeholder partnerships for scaled-up and urgent action to achieve gender equality. “Where do we stand in terms of gender equality?“ 25 years after Beijing, we can agree that significant prog- ress has been made in all contexts. However, progress is uneven and not fast enough. While 184 out of 194 countries worldwide guarantee equality between women and men in their constitutions, this is not translating into practice. 30 Distance to the SDG 5 Sorce: OECD (2019), Measuring Distance to the SDG Targets 2019: An Assessment of Where OECD Countries Stand, OECD Publishing, Paris, https://doi.org/10.1787/a8caf3fa-en. Levels of achievement to be attained by 20301: Eradicate poverty2: Food3: Health4: Education5: Gender equality6:Water7: Energy8: Economy9: Infrastructure10: Reduce inequality11: Cities12:Sustainable production13: Climate14: Oceans15: Biodiversity16: Institutions17: ImplementationGoals
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.
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
GIZ Gender Competition 2020: All 100 project-based contributions by main SDG SDG 3 – GOOD HEALTH AND WELLBEING Goal 3: Ensure healthy lives and promote well-being for all at all ages 3.1: By 2030, reduce the global maternal mortality ratio to less than 70 per 100,000 live births. 3.7: By 2030, ensure universal access to sexual and reproductive healthcare services, including for family planning, information and education, and the integration of reproductive health into national strategies and programmes. 50 SDG 1 – NO POVERTY Goal 1: End poverty in all its forms everywhere India Nepal Advancing gender equality towards Universal Health Coverage Making Life Better For Girls And Women In Nepal – Month After Month [SDG 4, 5, 6] 1.2: By 2030, reduce at least by half the proportion of men, women and children of all ages living in poverty in all its dimensions according to national definitions. 1.4: By 2030, ensure that all men and women, in particular the poor and the vulnerable, have equal rights to economic resources, as well as access to basic services, ownership and control over land and other forms of property, inheritance, natural resources, appropriate new technology and financial services, including microfinance. 1.b: Create sound policy frameworks at the national, regional and international levels, based on pro-poor and gender-sensitive devel- opment strategies, Colombia Securing women’s access to land restitution following the armed conflict [SDG 5] SDG 2 – ZERO HUNGER Goal 2: End hunger, achieve food security and improved nutrition and promote sustainable agriculture 2.2: By 2030, end all forms of malnutrition, including achieving, by 2025, the internationally agreed targets on stunting and wasting in children under 5 years of age, and address the nutritional needs of adolescent girls, pregnant and lactating women and older persons. 2.3: By 2030, double the agricultural productivity and incomes of smallscale food producers, in particular women, indigenous peo- ples, family farmers, pastoralists and fishers, including through secure and equal access to land, other productive resources and inputs, knowledge, financial services, markets and opportunities for value addition and non-farm employment. SDG 4 – QUALITY EDUCATION Goal 4: Ensure inclusive and equitable quality education and promote lifelong learning oppor- tunities for all 4.1: By 2030, ensure that all girls and boys complete free, equitable and quality primary and secondary education leading to relevant and effective learning outcomes. 4.2: By 2030, ensure that all girls and boys have access to quality early childhood development, care and pre-primary education so that they are ready for primary education. 4.3: By 2030, ensure equal access for all women and men to afford- able and quality technical, vocational and tertiary education, includ- ing university. 4.5: By 2030, eliminate gender disparities in education and ensure equal access to all levels of education and vocational training for the vulnerable, including persons with disabilities, indigenous peo- ples and children in vulnerable situations. 4.6: By 2030, ensure that all youth and a substantial proportion of adults, both men and women, achieve literacy and numeracy. 4.7: By 2030, ensure that all learners acquire the knowledge and skills needed to promote sustainable development, including, among others, through education for sustainable development and sustainable lifestyles, human rights, gender equality, promotion of a culture of peace and nonviolence, global citizenship and appreci- ation of cultural diversity and of culture’s contribution to sustain- able development. 4.a: Build and upgrade education facilities that are child, disability and gender-sensitive and provide safe, Burkina Faso, Ghana, Tanzania, Nigeria Business-driven women working in rice value chains in Burkina Faso, Ghana, Nigeria and Tanzania [SDG 1, 4, 5, 8, 13, 17] Afghanistan Ethiopia Cambodia India India India Uganda Nutrition knowledge for better health choices in the family Community Nutrition Gardens: Empowering women in rural India Digital tools to empower women on nutrition security Targeted Public Distribution System Smart trainings made in Uganda [SDG 1] Guatemala Mexico Building Impact - Enabling education for girls & women The Female Innovator Support Group (FIS) – The original creation at Hawassa University & its expansion to further Ethiopian Universities [SDG 1, 8, 9] Democracy in our school [SDG 5, 10] Girls’ Day México: Gender in Dual Vocational Training Yemen Towards Gender Equality
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
52 SDG 10 – REDUCED INEQUALITIES Goal 10: Reduce inequality within and among countries 10.2: By 2030, empower and promote the social, economic and politi- cal inclusion of all, irrespective of age, sex, disability, race, ethnic- ity, origin, religion or economic or other status. 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and prac- tices and promoting appropriate legislation, policies and action in this regard. Burkina Faso Germany Germany, Ghana Budgeting for Gender and Children’s Rights [SDG 5, 16] “Migration, Gender and Human Rights” [SDG 5, 8, 16 (?)] Addressing the vulnerabilities of woman in the context of irregular migration and unemploy- ment- Opportunities in Ghana [SDG 5, 8] Madagascar The Full-Fledged Citizen Pakistan Economy Wins When Women Work – “E4W” [SDG 5, 8] SDG 11 – SUSTAINABLE CITIES AND COMMUNITIES Goal 11: Make cities and human settlements inclusive, safe, resilient and sustainable 11.2: By 2030, provide access to safe, affordable, accessible and sustainable transport systems for all, improving road safety, nota- bly by expanding public transport, with special attention to the needs of those in vulnerable situations, women, children, persons with disabilities and older persons. 11.7: By 2030, provide universal access to safe, inclusive and acces- sible, green and public spaces, in particular for women and children, older persons and persons with disabilities. Algeria Jordan Mongolia Mozambique Peru Turkey Development of a gender-sensitive public space in Oran Women reclaiming public space in a small town [SDG 8] Towards Gender-Responsive and Inclusive Ulaanbaatar City [SDG 5, 10] Gender Toolbox for Female Inclusion in Munici- palities [SDG 5] Gender mainstreaming in Peruvian urban trans- port sector [SDG 17] Bridging the Gender Gap in Humanitarian Development Peace Nexus Benin, Burkina Faso, Cote d’Ivoire, Ghana, Mozambique, Sierra Leone Competitive Cashew Initiative (ComCashew) - Reflecting the Reality of Women’s Active Role in the Cashew Value Chain [SDG 2, 5] Bolivia LGBTI-friendly Companies [SDG 5, 10] East African Community (Burundi, Kenya, Rwanda, Tanza- nia, Uganda and South Sudan) Ethiopia Ethiopia, South Sudan Georgia Ghana India India Indonesia Laos Libya Pakistan Pakistan Pakistan Pakistan South Africa Tajikistan Togo “Transforming Women in Business into Economic Contributors in the East African Community” [SDG 1, 5] Gender within the African Continental Free Trade Area Proposal for the GIZ Gender Competition 2020 A Gently Fermenting Revolution – Women in the Georgian Wine Business [SDG 5, 17] Gender, an asset in the agricultural value chain Incubation and Acceleration Support for Women-Led Enterprises In India (Her&Now) [SDG 5, 10] Promoting Gender Equality in the Value Chain Development – Green Innovation Centers (GIC) “Inclusive, Gender Equal Labour Market in the Making” Gender Equality in Micro Finance Women Development and Training Centers Gender Disparities in Local labour Market Inspiring Change – Women in Action in the Textile & Garment Industry of Punjab Mera Hunar Mera Fakhar - My Skill My Pride! [SDG 4] DAFI Plus – Refugee Management Support Programme [SDG 4, 5, 10] “Woman in Plumbing”, - or why pipes don’t care who installed them [SDG 1, 5, 10, 13] Gender Approach within TRIGGER II: “Woman in Agriculture” [SDG 5, 6] Gender stereotypes in the professional learning system [SDG 4] SDG 9 – INDUSTRY, INNOVATION AND INFRASTRUCTURE Goal 9: Build resilient infrastructure, promote inclusive and sustainable industrialization and foster innovation Gender equality in the sustainable management of mining resources in the Andean countries [SDG 5, 8, 12] Bicycle promotion for women Gender and Transport in Costa Rica Transformative Urban Mobility Initiative’s Women Mobilize Women [SDG 11] Bolivia, Chile, Colombia, Ecuador, Peru Colombia Costa Rica Germany Guatemala A Step Towards Gender-Sensitive Mobility Pakistan Pakistan Creating agents of change in Pakistan Gender Realization and Gender Mainstreaming in the Local Councils Association of Khyber Pakhtunkhwa Pakistan Vision needs Attitude – Attitude meets Action
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
Useful Links African Development Bank http://www.afdb.org/en/topics-and-sectors/sectors/gender Asian Development Bank http://www.adb.org/themes/gender/main Association of Southeast Asian Nations (ASEAN) https://asean.org/wp-content/uploads/2017/11/7.-ADOPTION_ ASEAN-Declaration-on-the-GR-Implementation_CLEAN_ Sept.8-2017_for-31st-Summit_CLEAN.pdf BMZ Gender Equality - A basic principle of German Development Policy http://www.bmz.de/en/issues/frauenrechte/deutsche_politik/index.html European Bank for Reconstruction and Development and Gender Equality http://www.ebrd.com/ebrd-and-gender-equality-overview.html European Commission https://ec.europa.eu/info/policies/justice-and-fundamental-rights/gender-equality/promoting-gender-equality-womens-rights- beyond-eu_en https://ec.europa.eu/info/policies/justice-and-fundamental-rights/gender-equality_en 5454 European Union Gender Equality Strategy https://ec.europa.eu/info/policies/justice-and-fundamental-rights/gender-equality/gender-equality-strategy_en#gender-equality- strategy-2020-2025 Gender at GIZ https://gender-works.giz.de/ https://www.giz.de/en/aboutgiz/82775.html Gender - Equal Rights and Justice http://www.genderaction.org/ Gender in the Agenda 2030 https://gender-works.giz.de/wp-content/uploads/2020/07/Gender-Agenda-2030.pdf Gender Knowledge Platform http://www.gender-in-german-development.net German Federal Foreign Office https://www.auswaertiges-amt.de/en/aussenpolitik/themen/menschenrechte/05-frauen https://www.auswaertiges-amt.de/en/aussenpolitik/themen/menschenrechte/05-frauen/frauen-konfliktpraevention-node Inter-American Development Bank – Gender and Diversity https://www.iadb.org/en/gender-and-diversity/gender-and-diversity OECD – Gender Equality and Development http://www.oecd.org/dac/gender-development/about-gendernet.htm OECD Social Institutions and Gender Index (SIGI) https://www.wikigender.org/?s=SIGI UN DISPATCH – Women http://www.undispatch.com/category/women
UNRISD – Gender and Development http://www.unrisd.org/80256B3C005BB128/(httpProgrammeAreas)/6DA4DF9FA8158D3280257F1B005A8527? UN Sustainable Development Knowledge Platform and SDGs https://sustainabledevelopment.un.org/sdg5 UN Women http://www.unwomen.org/en Wikigender http://www.wikigender.org Women´s Empowerment Principles 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 !
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