Mainstreaming Gender Equity and Diversity: Lessons from CAREs Journey

1
Mainstreaming Gender Equity and
DiversityLessons from CAREs Journey
Magdalene Lagu DME Rights Advisor CARE
International UK
2
Why This Quest?

• I am uncomfortable about dealing with gender
  issues in Afghanistan - they are delicate,
  difficult and dangerous. Violence is associated
  with gender issues, before, during and since the
  overthrow of the Taliban. The Taliban had issued
  edicts against womens employment and girls
  education, CARE staff were beaten because they
  are women. In some areas today, girls can be
  given as blood payment to settle murders or opium
  debts. Many girls schools have been bombed and
  burned. Women endure death threats in order to
  work. It is a dangerous country to deal with
  gender issues and Im uncomfortable with it.
•  
• But Afghanistan is at the bottom of the Human
  Development Index for Asia largely because of
  gender issues. Almost 1 in 10 women die in
  childbirth. 1 in 4 children die before they reach
  5 years of age. There is 98 percent illiteracy of
  rural women in the country. We cant ignore these
  problems and we do address them as a team

3
Highlights of CAREs Gender and Diversity Journey

• 1995-96 First Diversity Initiative
• 1997-98 Leadership change, Gender Equity
  Initiative launched with Audit across CARE
  Country Offices HQ
• 1999 Human Rights and Diversity work strengthens
  focus on equity, exclusion
• 2000 CARE International Vision
• 2002 Diversity Gap Analysis, planning
• 2003 Programming Principles
• 2004 Global Leadership Conference

4
CARE is making progress

• 100 Gender Audit 90 Gap Analyses
• Management profiles, competencies and incentives
  promote gender and diversity
• Gender and diversity central to core programs
  sectoral and regional strategies
• Expanded range of interventions, from field
  practice to policy advocacy

5
using simple strategies

• Promoting reflection and dialogue to strengthen
  political will, awareness, and capacity,
  especially at leadership levels, to address the
  gender and diversity issues that impact CAREs
  mission.
• Mainstreaming gender and diversity in our core
  systems, policies, and structures, and monitoring
  progress in transforming our institution.
• Expanding and celebrating a network of staff and
  external allies at all levels who champion
  greater equity in our programs and operations.

6
One programs perspective
7
Yes, it is complex
In her natal family a girl is treated as someone
elses property, in her marital family, she is
treated like garbage (Adolescent boy in Agra,
Uttar Pradesh, India, on the lives of girls in
his community) Men are bread winners and hence
their health is of greater value for the family
(A woman from Agra) Women by nature are
tolerant and can bear a lot of pain, so it is ok
for them to seek treatment later (A man in a
village in Hardoi district, Uttar Pradesh, on
access to health services)
8
But its also very simple
if you know where you stand
9
CAREs Vision

• We seek a world of hope, tolerance and social
  justice, where poverty has been overcome and
  people live in dignity and security.
• CARE will be a global force and a partner of
  choice within a worldwide movement dedicated to
  ending poverty. We will be known everywhere for
  our unshakable commitment to the dignity of
  people.

10
So what does it take?

• Empowerment help marginalized people to claim
  their rights, and exercise their responsibilities
• Partnership honor and support the diverse
  allies, have the humility to follow, and courage
  to lead
• Promote Accountability through advocacy and our
  own example, treat equality as a duty
• Oppose Discrimination on any grounds
• Oppose Violence in societal or household forms
• Seek Sustainable Results identify and address
  the underlying causes of poverty and inequality
• We hold ourselves accountable for these
  behaviors,
• and ask others to help us do so, not only in
  programming, but IN ALL THAT WE DO.

11
Some Lessons

• Resistance has many roots technical, political,
  personal. Counter with passion and commitment.
• Changes in our program practice require changes
  in our institutional identity and practice
• We need an integration of approaches to support
  peoples immediate needs and address the
  underlying causes of poverty and injustice.
• The risks of backlash are real, but not
  inevitable

12
Some current challenges

• Consolidating a shared vision and passionate
  commitment to equity across staff
• Strengthening key skills needed in exploring and
  influencing gendered power relations
• Aligning resources and alliances to pursue
  long-term change, despite short-term funding
• Measuring progress, to strengthen accountability
  for promoting empowerment and social change