1. “ CLOSING THE GAP ” “ COMBLER LA BRÈCHE ” “ CERRANDO BRECHA ” Handbook to Guide Rural Organizations Towards Gender Equity

2. Context Peace treaties in LA, allow for (re)building rural organizations. New and old rural organizations are growing: their membership, role in agricultural and rural development, social and human capital. Today most IFAD projects do recognize key role of rural organizations in rural development processes. Empowerment (as antithesis of paternalistic approach) is part of accompaniment IFAD projects can provide. Changes in power structures can be facilitated: local leadership / external technicians; Board of Directors / General Assembly, male / female members.

3. Obstacles continue to exist for reaching equity in rural organizations In order to be legally a member of a Producers Association, the persons identity card needs to read “Farmer” or “Fisherman”. Because women are traditionally identified as “Housewives” their insertion in rural organizations is hindered yet again (El Salvador). Limited access to information because of illiteracy or monolingüistics (Guatemala). The heavy (triple) workload does limit women's active participation in an organization. Even today “machismo” imposes the decision making power of the man, the traditional division of labor and defines the power relations within rural families. Many rural men and women are not prepared to assume leadership positions due to years of lack of recognition of their capacities and the consequent low self-esteem.

4. Acciones Afirmativas Access to: Development Opportunities Training Credit Land Education Technical Assistance Citizenship rights … Present situation W M M W Situation applying “equality” (same): Gender Gap remains!!! Situation applying “equity” (taking specific conditions of disadvantaged into account) MW Need for the implementation of Affirmative Actions

5. Need for measuring change / impact, for knowing / showing results and products. In 2003: Development methodology -Funds Progenero (PL) In 2006: Sharing between regions - translation in English and French - Funds Policy Division (OE) Other donors use it: USAID, Dutch Cooperation, IBIS/Denmark … and IFAD? (El Salvador, Guatmala, Paraguay, Venezuela, Dominican Republic) Invitation to all Divisions: validate, adapt / change, publish, use! A New Direction for IFAD

6. General Objective A methodology easy to apply, which specifically allows rural men and women the following: 1.To measure the present situation (baseline) of the degree of gender equity within their rural organization; 2.The identification of affirmative actions which might be required to reduce the existing gap between men and women; and 3.To measure the progress made in gender equity and to identify the necessary adjustments to the gender strategy or the affirmative actions.

7. Users of the Methodology 1.Facilitated by rural development programs and projects. 2.Directly by mixed (male and female membership) grassroots organizations such as rural organizations (social, productive, development oriented: committees, cooperatives, associations). 3.Second-tier rural organizations.

8. Implementation Four phases can be identified in the implementation process: 1.Training of the Team (local - organization and/or external - project). Lesson learned! 2.Applying the 3 tools. –The Board of Directors of the rural organization. –Female members of the organization. –Male members of the organization. 3.Grading, evaluating results and defining affirmative actions by General Assembly (commitment with implementation). 4.Measuring progress. Here one analyzes if the gap is closing and if the organization is advancing towards higher levels of equity, or whether a reorientation of the affirmative actions would be necessary.

9. Grading and Evaluation Same 24 questions for M and W (access to information, decision making, influence of domestic chores on participation in organization, etc.). Each question has 4 possible answers (0: far from ideal; 3 ideal situation from gender equity perspective). Once the answers are noted down (0 to 3), they are evaluated or graded, consulting a table of criteria to help determine whether an affirmative action is required or not. The results are noted down the “recommended action column”; 4 answers are possible: action not required, action required for both men and women, action required for male members, action required for female members. OBJECTIVE! NO BIAS TO EITHER MEN OR WOMEN! IDENTIFIES GROUP IN DISADVANTAGE!

10. Table for Grading Male member grading Female member grading Type and urgency of affirmative action 2323 3232 There is no total equity, but action is not a priority. 3232 3232 Everything is going well, action is not required. 10011001 10101010 Action is necessary to improve the situation both for male and for female members of the organization. 33223322 01010101 Affirmative actions are necessary for female members. 01010101 33223322 Affirmative actions are necessary for male members.

11. Grading and Evaluation With the data contained in the evaluation form, a first (vertical) reading is made of the total sum of the points assigned to women and the total sum of the points assigned to men. The vertical reading provides a general idea of the level of gender equity. For the second reading (horizontal), the grading given by women to each question is compared to that given by men, and the table of criteria for affirmative actions is applied. The horizontal reading provides an idea whether on this specific topic an affirmative action is required and if so for which group.

12. Want to know more? 1. Poster / Panel (near lunch room) 2. Presentation: Friday May 18 14:00 – 15:00 Room 201 3. Ask us.