adding value - zambia green jobs€¦ · adding value gender and the zambian building construction...

Gender and the Zambian building construction industry

ADDING VALUE

ADDING VALUEGender and the Zambian

building construction industry

Joint Programme on enhancing competitiveness and sustainable business among MSMEs

in the Zambian building construction industry

International Labour Office, Lusaka

Copyright page

Adding Value Gender and the Zambian building construction industry v

Contents

Executive summary 1

1. Research methodology 3

2. Background to the research 5

3. Women entrepreneurs in Zambia 8

4. Women workers in Zambia 10

5. Women in the building construction industry in Zambia 11

5.1 A ‘snapshot’ of women in the building construction industry 115.2 Issues for women entrepreneurs in the building construction industry 135.3 Issues for women workers in the building construction industry 16

6. Women and Green Construction in the building industry 19

7. Women in green building construction in Zambia 21

7.1 Opportunities for gender equality and for greening the building construction industry 22

8. Recommendations 24

8.1 Meta level recommendations 248.2 Macro level recommendations 258.3 Meso Level recommendations: 258.4 Micro level recommendations 268.5 UN Green Jobs Programme (UNGJP) management recommendations 26

References 28

Annexes 30ANNEX I: Stakeholders interviewed during the research 30ANNEX II: Participant List of the Gender Sensitive Value Chain Analysis Workshop 32ANNEX III: Guiding questions used during stakeholder interviews 35ANNEX IV: Stakeholder and projects with a remit for women in the building industry 37ANNEX V: Implementation strategy 42

Adding Value Gender and the Zambian building construction industry 1

Executive summary

The Government of Zambia has identified the construction industry as one of the main enablers of economic growth.1 In the country, women tend to be most present in the labour intensive, low-skilled building industry subsector, this implies that by increasing the housing supply both employment and economic empowerment possibilities can be provided for women.2

Social and cultural factors have historically made it undesirable for women to establish businesses or work in the building construction industry. As a typically male dominated industry it results in attitudes and behaviours that are unfriendly towards women, with gender bias present in almost every aspect of the building value chain. Furthermore, women-owned enterprises and women workers that operate on construction sites are more likely to face gender discrimination than professional women entrepreneurs such as architects or quantity surveyors.

Although there is a general awareness and recognition of the role of women in the building construction industry in Zambia, the knowledge base on women entrepreneurs and workers is limited to a mere mention of their role in mainstream research. The capacity of women in construction to influence meta and macro level development strategies is hampered by the existing view of their roles in construction. In addition, these gender-biased views reinforce existing power relations between men and women in society in general, and as a result limit the industry’s ability to be a transformative gender movement in and of itself.

Women contractors and workers in the building construction industry have an opportunity to create a niche market by greening new or existing building products and services. Now is the juncture in which to invest in women-owned enterprises that use sustainable practices along the value chain and that help women grow their businesses while simultaneously advancing green construction. This occasion also offers the opportunity to reinforce building techniques that are both culturally significant for women as well as presenting green, sustainable options.

1 Ministry of Finance and National Planning: Sixth National Development plan 2011-2015 (Government of Zambia, Lusaka, 2011).

2 UNHabitat: Zambia Urban Housing sector profile (UN-Habitat, Zambia, 2012).

However, in addition to the gender-specific challenges women entrepreneurs face, there are also specific factors related to green building construction techniques that are general constraints which impact both men and women.

� Access to the know-how and capability for transforming current production processes into ecofriendly ones is a general issue of up-skilling; however, the ability of women to access skills can be restricted because of their lower level of education, lack of market knowledge, and access to information for innovation.

� High up-front costs for green technologies are linked women entrepreneurs’ access to finance for investing in new technologies.

Listed below are some of the possibilities which can be used to promote gender equality in the (green) building construction industry:

� Begin by building a consensus for desirable change, this must include transformative gender capacity building that works with industry stakeholders, women and men entrepreneurs in the industry, and if possible their households. It should encourage women in construction by fostering the idea that creating and growing a business in the building industry is a viable and desirable option; this can also be promoted by making known specific role models of women in the building industry and their success stories through appropriate media.

� Creating a knowledge base on women in the building industry. Improve representation and voice of women in construction in Zambia. Provide examples and widen the experience of effective models of promoting women in the building industry.

� Increasing the number of women taking up construction skills training. Prioritize the training of women in the building industry on green technologies.

� Establishing both management training and placement for professional women in graded construction firms and in firms providing inputs to the industry.

� Improving women entrepreneurs’ business skills.

� Beginning a concerted and targeted effort to support women’s access in the building industry to business development services for both the start up and growth phases of their businesses.

Zambia Green Jobs Programme2

� Preventing women in construction becoming ‘ghettoised’ in low productivity businesses and establishing a business peer mentoring and guidance mechanism that supports women working in the building industry.

� Up-scaling community and self-build programmes in order to develop women’s and men’s ability to expand their operations beyond their local communities.

� Building women’s social capital, including their ability to negotiate with their male peers; as well as improving the common understanding on the benefits

of women in construction through gender action learning methodologies.

� Exploring different business models for women in the building industry. Work with formal building firms and their male and female employees in order to further the understanding about women workers’ rights and their obligations towards them.

� Establishing mechanisms that support women’s access to markets.

� Focus on sectors that promote green practices where women are present, and where there are value added stages in the value chain.


1. Research methodology

In line with the UN Green Jobs programme, the focus of the research is on residential building construction rather than on the construction industry as a whole. It builds on the existing Joint Programme and the draft research on the Zambian building construction industry, “Actor network analysis of the Zambian building construction industry (with emphasis on identification of intervention points to promote the creation of green and decent jobs through Micro, Small and Medium Scale Enterprise Development).”3 The research looks at the situation of women contractors whose business operations are more formalized.4 Much of the information gathered is from the Nation Council of Construction’s (NCC) graded women-owned businesses. NCC registration is treated as indication of a more growth oriented business, with

3 United Nations: Actor network analysis of the Zambian building construction industry (With emphasis on identification of intervention points to promote the creation of green and decent jobs through Micro, Small and Medium Scale Enterprise Development) UN Green Jobs programme, 2012.

4 The research target may meet some but not all of the criteria for being considered formal, e.g. registration for tax, registration as a legal entity or with a professional body, providing decent employment conditions, or linkages to the mainstream economy.

the possibility of upward moves on the informality-formality continuum, and with a stronger possibility of creating better and decent jobs which provide increased household income.5 The research has identified challenges and opportunities for women entrepreneurs and women working in the industry, including those for women engaging in green building technologies and services. Finally, the research results are consolidated and developed into a programme strategy that suggests ways of promoting gender equality for women in the residential building construction industry.

This report is compiled from both secondary and primary data. Secondary data was used to establish the main themes of the research, to carry out a more detailed situational analysis of gender issues in the building industry, and to document recommendations that follow from the premise of the secondary data obtained. Sources of secondary data were mainly from published research reports and relevant national development documentation. A dearth of secondary

5 International Labour Organization: Joint UN Programme report: Actor network analysis of the Zambian building construction industry (ILO Lusaka, unpublished).

© F

otol

ia/

Via

ches

lav

Iako

bchu

k


sex-disaggregated data and analysis of the building industry in Zambia meant that reports from the building industry in other African countries were used for proxy analysis and findings on two occasions. It is hoped that as research progresses on gender issues in the building industry in Zambia these proxies can be removed and data from Zambia can be used in order to make even more significant analyses.

The primary data was collected through the use of:

� semi structured face to face interviews and telephone interviews;

� focus group discussions; and

� a facilitated workshop.

The qualitative data collected during the interviews provided extensive answers which validated the secondary data, exposing respondents to a situation previously analysed by the researcher and which needed further exploring. The objective of this was to understand the respondent’s point of view rather than to make generalizations, which is why open-ended questions were used.

The participants for the interviews and focus groups were identified by the Joint UN Green Jobs Programme, while the other stakeholders were identified by their association with initial interviewees. The aim of the primary research was to establish the validity of the conclusions which follow from the research premises through the triangulation of different sources of data. The research consulted with 65 stakeholders from the building industry and/or their representative associations in December 2012 and January 2013. (See Annex 1 for the interviewed stakeholders and Annex 3 for the guiding questions used for data collection.)

A Joint UN programme stakeholder workshop was held on the 30 January 13 at the Government Conference Complex in Lusaka, Zambia. Thirty-nine participants were drawn from stakeholders involved in the building construction value chain, as well as those involved in construction projects and representatives of the industry (see Annex 2 for the list of participants who attended the workshop.) The purpose of the workshop was to further

detail the opportunities, as well as the challenges, that exist for women by the different stakeholder groups in the building construction industry (such as advocacy/policy groups, women contractors, women artisans and construction professionals); this was done through a mapping exercise which sought to identify:

� the current status of women and gender equality in building construction;

� a five-year-objective for developing gender equality in construction;

� challenges and opportunities for women working in the building construction industry; and

� milestones/indicators for achieving the stated five-year-objective.

In addition, during the workshop, a rapid scoping and drawing of women in the building construction value chain identified where there are existing opportunities to empower women in the value chain, as well as any opportunities to further ‘green’ businesses along the chain. (See section 7.1.)

�� The research has identified challenges and opportunities for women entrepreneurs and women working in the industry, including those for women engaging in green building technologies and services.


2. Background to the research

Zambia is party to a number of regional and international conventions and charters, including the Convention on the Elimination of all Forms of Discrimination against Women (CEDAW). Under the Millennium Development Goals the Zambian government has also committed to the Beijing Platform for Action as well as the SADC Declaration of 1997 of the Universal Declaration of Human Rights. In addition, it has ratified core ILO Labour Conventions, including the fundamental conventions on gender, the Equal Remuneration Convention, 1951 (No. 100); and the Discrimination (Employment and Occupation) Convention, 1958 (No. 111). Despite this, women remain severely disadvantaged in employment and education, with the majority of them working in the informal economy6 7. Women are therefore more likely to face decent work deficits where employment is

6 Zambia’s Central Statistical Office’s definition of informal economy is employment where the persons are not entitled to paid leave, pension, gratuity, and social security.

7 ILO: Rapid Assessment on Raising Awareness on Women Workers’ and their Rights in Zambia (Lusaka, 2010).

precarious, unequally paid, with limited social protection, and limited bargaining power.8

The Green Jobs Joint UN Programme has adopted a rights-based approach in promoting the rights of human and non-human actors, specifically within the building industry. This rights-based framework encompasses both the ILO’s fundamental rights at work, as well as economic rights (individuals should be able to expect a “fair remuneration from economic interaction”.9) The fit between these two main arguments on a rights-based approach to economic development resonate in the current rationales regarding women’s entrepreneurship development as a poverty reduction strategy. The rights-based argument focuses on increasing women’s job opportunities together with the freedom to work in security and dignity, while the economic argument

8 ILO: Gender equality at the heart of decent work, International Labour Conference, 98th Session, Report IV (Geneva, Switzerland, 2009).

9 ILO: Joint UN Programme report: Actor network analysis of the Zambian building construction industry (Lusaka, 2012, unpublished).

© F

otol

ia/

Alis

tair

Cot

ton


identifies women’s economic empowerment and potential contribution to economic growth.10

Zambia has set ambitious development targets in its Vision 2030 and Sixth National Development Plan (2011–2015), including equity targets.11 The country has seen a five per cent growth in the recent past; however, this growth has not translated into increases in employment, and equality for women in the labour market is slow to grow.12 For example, women still dominate the informal and low value-add sectors of the Zambian economy; women’s share in employment was highest in agriculture, followed by restaurants and hotels (49%), community, social and personal services (48%), and commerce (45%).13 Women entrepreneurs are also most present in low value adding sectors, and dominate the informal economy in Zambia, where 80 per cent of women are engaged in informal employment (as a percentage of non-agricultural employment).14

Whilst the informal economy does offer some income, significant decent work deficits are prevalent; a rights-based approach to economic development is largely absent, with low productivity and low incomes; little social protection; gender discrimination in pay and conditions; limited health and safety in the workplace the presence of child labour; and a few opportunities to voice concerns and advocate for change.

The Government of Zambia has identified the construction and building industry as one of the

10 Krogh, E., Hansen, N., Wendt, S. & Elkjaer, M.: “Promoting Employment for Women as a Strategy for Poverty Reduction in OECD” in Promoting Pro-Poor Growth: Employment (OECD, Paris, France, 2009).

11 Ministry of Commerce, Trade and Industry: Vision 2030 (Republic of Zambia, Lusaka, 2006).

12 Dr Kankasa-Mabula: Bank of Zambia, Keynote Address, 2012.

13 Amsterdam Institute for Advanced Labour Studies:“An Overview of Women’s Work and Employment in Zambia” in Decisions for Life MDG3 Project, Country Report No. 4, 2009.

14 ILO: Statistical update on employment in the informal economy (ILO Department of Statistics, 2011).

main enablers of economic growth.15 The sector has experienced significant development, could expand further due to public sector funded infrastructure development projects, as well as the strong demand in the residential housing and office retail market. Latent demand for residential construction in Zambia is estimated to be USD 567.58 million in 2013.16 Forecasts of housing demand based on Zambia’s Vision 2030 show that there will be a demand for 1.3 million new dwellings from 2011 to 2030.17

The residential building industry in particular offers potential for job creation due to its comparatively high labour intensity, low entry barriers for semi-skilled and unskilled labour, and high concentration of micro, small, and medium enterprises (MSMEs). Women tend to be most present in these labour intensive, low skilled building industry subsectors. This implies that by increasing housing supply more employment opportunities for women could eventuate. However, the building industry in Zambia has a large informal sector,18 where women are more likely to be working, and the ‘decentness’ of the type of work, such as aggregate crushing, is questionable.

Despite the focused attention given to it by the Government of Zambia, there are challenges within the building industry that restrict its growth potential;19 these factors are listed in Table 1.

15 Ministry of Finance and National Planning: Sixth National Development plan 2011-2015 (Government of Zambia, Lusaka, 2011).

16 Parker, M. Zambia Economic Studies (ICON Group International, Inc., 2007).

17 UN-Habitat: Zambia Urban Housing sector profile (UN-Habitat, Zambia, 2012).

18 Ibid.

19 ILO: A Synopsis of the Empirical Evidence on MSME Developme ortunities and Bottlenecks for The Creation of Green Jobs in The Zambian Building Industry (Pretoria, 2012, unpublished).

�� Despite the focused attention given to it by the Government of Zambia, there are challenges within the building industry that restrict its growth potential.


qTable 1: Constraints to growth in the building industry in Zambia

Political

• Dual legal and common law system that impacts on the rights of women.

• The implementation of Vision 2030 is slow and the enforcement of relevant Acts patchy, specifically in the informal sector.

Economic

• Zambia’s is rated 84th out of 183 economies for ease of doing business in 2012.20

• High levels of theft.• Difficulties in accessing finance to start and expand business

activities21 and as working capital.

Technological

• Lack of adequate data on the building industry.• Limited access to appropriate technology, machinery, and equipment. • Limited advances in materials technology and application.• Limited modern construction skills, including green construction.

Environmental

• A lack of affordable public housing.• Zambia’s total electricity demand currently exceeds internal

generation. • Limited (or no) progress made on the achievement of MDG relating to

environmental sustainability,22 primarily due to deforestation.

Legal

• Common unethical practices at the pre- and post-contract stages (Sichombo, 2009).

• Hidden subsidies within public-private-partnerships that do not reach the lowest income groups.

• Issues with dealing with construction permits (ranked 148th in the World Bank’s Doing Business Report).

• Weak adherence to provisions of building and construction contracts (Sichombo, 2009).

• Building standards are not readily accessible and available. • Building regulations impose standards which most households are

unable to meet and are therefore forced to build outside of formal permissions.

Sociocultural

• Women are underrepresented in the industry.• Large Decent work deficits: 74% casual labour and only 26%

permanent.• Wages are often below minimum wage. • Limited or no knowledge of rights in the workplace. • Limited ability to freely associate due to short-term contracts. Child

Labour is present. • High Prevalence of HIV and AIDS, particularly in the informal

economy.23 • A shortage of skilled labour.

Source: Adapted from ILO (2012) Joint UN Programme report: Actor network analysis of the Zambian building construction industry, ILO Lusaka, pp.7–8.


3. Women entrepreneurs in Zambia

The International Labour Organization, and other development agencies who work with women entrepreneurs in Zambia, recognize that women face additional barriers compared to their male counterparts when starting and growing a business.20 While on a macro level there are no openly discriminatory laws or policies preventing women starting and running a business, common law and practice often overrides national legislation, leading to a dual system of enforcing or denying women’s rights in economic activities; in other words, the reality is that women’s access to, and productive use of resources at the micro level for starting and growing their enterprises is limited by a meta-level

20 ILO: Zambian Women Entrepreneurs: Going for Growth (Geneva, 2005); and Konayma, G. “Challenges and Opportunities for Zambian Women Entrepreneurs” in Journal of Management and Administration, Volume 5, No. 1, 2007; and AfDB: Republic Of Zambia 2011–2015 Country Strategy Paper; Ministry of Commerce, Trade and Industry: Vision 2030 (Republic of Zambia, Lusaka, 2006).

environment of gender norms and stereotypes that actively disadvantage women.

The table below summarizes several research sources which identify the gender-based barriers which women entrepreneurs face in Zambia.

�� Women entrepreneurs in Zambia are more likely to be in the informal economy and in low value-added activities, where the barriers to entrepreneurship are lower.

© F

otol

ia


qTable 2: Barriers to women’s entrepreneurship in Zambia

Issue: Impact: Origins:Meta

Dual legal system that discriminates against women.

Limits access and legal redress in starting and growing a business.

Social norms that influence women’s ability to access the same legal rights as men.

Women do not have the same opportunity to enter ‘non-traditional’ business sectors.

Limits women’s ability to enter certain sectors that may offer higher value added businesses .

Socio-cultural norms and lifecycle factors that limit the sectors in which women operate.

Macro

Lack of voice and influence Limited ability to influence enabling policies through social dialogue.

Social norms which influence women’s ability to speak out, organize, and limit their mobility.

Access to relevant business development services

Low growth, and uncompetitive business practices which perpetuate a lack of decent work.

Delivery channels and range of BDS not tailored to women’s needs. Demand side weaknesses from women entrepreneurs.

Access to vocational skills. Stuck in low value activities which perpetuate a lack of decent work.

Social norms that lead to poor attitudes to non-traditional skills training (both by women and TEVET Institutions).

Limited business skills and technologies Low growth, uncompetitive business practices, and lower levels of innovation.

Lower levels of education and skills training. Modern technologies require capital investment.

Micro

Access to lucrative markets Low growth and sustainability. Less social and financial capital than men and limited time mobility due to women’s multiple roles.

Access to finance beyond microfinance Low growth and tenuous working capital. Access to collateral and attitudes of Financial Institutions in lending to women entrepreneurs.

Vulnerability to graft and gender based violence

Lower profits, less mobility and risk-taking behaviour.

Masculine domination as a societal norm; limited negotiation strategies by women.

In summary, the impact of these barriers means that women entrepreneurs in Zambia are more likely to be in the informal economy and in low value-added activities, where the barriers to entrepreneurship are lower. This is particularly the case at the macro level, where their education levels, access to business and vocational skills, and finance and business development services restrict their options.

However, at the meta level many of the social and cultural factors mentioned in Table 2 also influence which type of employment women get involved in. For example, the percentage of women participating in the better paid, non-agricultural labour market is generally higher in countries where women get married relatively late in their life cycle.21

21 OECD: “Gender, Institutions, and Development Database” Policy Insights No. 16 (OECD Development Centre, Paris, 2006).


4. Women workers in Zambia

Although women and men in Zambia are equally economically active in relative terms (51.2 per cent male and 48.8 per cent female) women are more likely than men to be underemployed (time-related), and are more likely to be employed in the informal sector, work part time, or be unpaid family workers.22 This is likely to be a combination of women’s time poverty, due to household and caring responsibilities, as well as being unable to secure more productive and financially rewarding work because of educational and social status. For example, at a national level nine per cent of men have received some skills training compared to only 3.1 per cent of women.23

Generally, except in some civil society sectors, women earn less than men; in addition, the lowest paid workers are unpaid family workers, the majority of them young women.24 In summary, a 2009 International Trade Union

22 Central Statistical office: Labour force Survey Report 2008 (Government of Zambia, Lusaka, 2010).

23 Ibid.

24 Ibid.

Confederation (ITUC) report,25 suggested that women in Zambia remain severely disadvantaged in employment and education. The report states that in some sectors men are paid twice as much as women for work of equal value, while labour market segregation is high, with women concentrating in low-skilled low-wage sectors. For example, the building industry continues to exhibit this disparity in wage earnings, as very few women in the building industry are skilled workers; as a result women mostly work in administrative and supportive roles such as cleaning, laundry, cooking, and stone crushing at building sites, leaving men in skilled labour with higher wages.

25 ITUC: Internationally Recognised Core Labour Standards in Zambia. Report for the WTO General

Council Review of the Trade Policies of Zambia, 2009.

© F

otol

ia


5. Women in the building construction industry in Zambia

5.1 A ‘snapshot’ of women in the building construction industry

Although women’s contribution and potential to upgrade the value chain through their enterprises is significant, they are often hidden within male dominated value chains. The 2008 Labour force survey indicated that 0.1% of people employed in the construction industry in Zambia are women.26. Within the building construction sector’s value chains women entrepreneurs tend to be in lower value activities that require lower barriers to entry, cause the least social and household friction, and are conducive to their productive and reproductive roles. As secondary results, women construction contractors, as compared to men, tend to be ‘stuck’ at the National Council of Construction’s (NCC) Grades 5 and 6.

26 Central Statistical office: Labour force Survey Report 2008 (Government of Zambia, Lusaka 2010, p.43).

Out of 3,069 graded contractors in Zambia (including infrastructure contractors) there are 97 women contractors (six per cent of the total).27 The NCC registry database shows a total of 1,768 contractors registered in building and housing; according to their scaling and classification, small scale contractors total 1,478 (Grades 5 and 6 contractors), and medium scale contractors stand at 217 (Grades 3 and 4), while the large scale is at 73 (Grades 1 and 2).28 Formal women entrepreneurs building contractors in Zambia are mainly graded as 5 and 6 level contractors; i.e., of the 97 women entrepreneurs registered in building and housing construction category only 8 are classified as medium scale contractors, that is Grades 3 and 4; two as large scale, that is Grades 1 and 2; and 87 as small scale, that

27 Triangulated data from: NCC, the National Association of Medium and Small Scale Contractors (NAMSSC), and Zambian Women in Construction (ZAWOCO).

28 National Construction Council Registry (cumulative database from 2005 to 2011), Non-gender disaggregated data.

© IT

CIL

O/G

. Pal

azzo


is Grades 5 and 6. These companies are registered with the NCC and owned and managed by women; however, with women’s gravitation to the informal economy in Zambia29 there is the likelihood of a larger number of women existing as unregistered contractors, and who in reality dominate the construction of the lower end of the residential building sector.30

The Joint UN programme stakeholder workshop and its interviews illustrated how among the stakeholders of the building construction industry there is an awareness and willingness to meet national and international targets for the economic empowerment of women. For example, the importance of meeting the gender protocol targets

of the Southern African Development Community’s (SADC) was consistently mentioned by state agencies. There have been concerted efforts by the UN and international and national agencies in up-skilling and creating business linkages and advocacy for women in the building industry, specifically for the residential housing sector. The National Construction Council (NCC) has an outreach programmes for girls in schools to encourage construction as a career choice, as well as for the promotion of women role models and in their trade schools they hold awards in categories for women. In addition, although not an official strategy, the Council has encouraged its women contractors to form limited companies in order to access contracts available at lower grades. The National Housing Association (NHA) does attempt to use women contractors in their building works (one out of 10 contractors they currently use are women) but does not have a consistent strategy for promoting gender equality in their operations. (See Annex 3 for a list of stakeholders and selected projects)

29 Ninety per cent of these MSMEs in Zambia are informal (MoCTI, 2008), and women make up the majority of those informal businesses (ILO, 2010).

30 UN-Habitat: Zambia Urban Housing sector profile, (Zambia, 2012).

However, despite the actions of development agencies, the entrenched nature of the situation of women in Zambian society and in the country’s building industry means that the majority of women in construction are still in low value added activities and struggle to obtain lucrative contracts.31

This is illustrated by the 2007 statistic that only 0.4 per cent of economically active women in Zambia worked in the construction industry,32 with women’s employment share of total employment in the industry at just 7.1 per cent.33

According to the relevant sectoral associations, Zambia has the following professionals involved in the building industry:

� Registered Architects: 175

� Registered Planners: 65

� Registered Quantity Surveyors: 51

� Registered Valuation Surveyors: 55

� Registered Engineers, Bachelors Degree and above: 2500

Sex disaggregated figures of building professionals in Zambia are not available from associations; however, during the stakeholder workshop the suggestion was that that there are increasing numbers of professional women studying construction-related subjects at university, and subsequently involved in building construction professions. Based on international figures,34 it could be assumed that in Zambia the percentage of women in the professions mentioned is approximately 10 per cent. The majority of women entrepreneurs running formal graded construction firms in Zambia could be considered professional women although they may not have a construction background and depend on construction professionals for advice and/or implementing contracts. For instance, out of the 10 women entrepreneurs interviewed for this research, three have well developed construction skills. Of the three with construction skills, one is registered formally with the Patents and Companies Registration Agency

31 ILO: The Law-Growth Nexus Ii Baseline Survey Of The Construction Sector In Zambia, Mulungushi University, Centre for Labour Studies, Kabwe, Zambia, 2012).

32 All construction projects.

33 Amsterdam Institute for Advanced Labour Studies: “An Overview of Women’s Work and Employment in Zambia” Decisions for Life MDG3 Project, Country Report No. 4, 2009.

34 Olusola, B. et al.: “An Appraisal of Career Development Among Female Professionals in the Nigerian Construction Industry: in Global Journal of Researches in Engineering Industrial Engineering, Volume 12, Issue 2, Version 1.0, 2012.

�� Women in Zambia are more likely than men to be underemployed; be employed in the informal sector; work part time; or be unpaid family workers.


(PACRA). The rest (seven) who are formally registered with PACRA and the National Council for Construction (NCC) had no prior construction background before joining the industry and are all in contractor Grades 5 and 6.

The women interviewed for the research have professional backgrounds ranging from legal work, development expert, nursing, administration, and management.35 They indicated that they joined the construction industry because of the growth opportunities the construction sector has exhibited over the past five years. All the women interviewed have undergone very basic courses in general building and housing construction offered at the NCC in-service school, and some have plans to enrol for the advanced programmes and various technical building construction courses offered by NCC, should they meet the minimum requirements for entry.

Considering that the barriers that women entrepreneurs face in Zambia are layered on the existing constraints of the building industry mentioned in Tables 1 and 2, it could be argued that women entrepreneurs in the building industry face a double set of challenges in starting and growing their businesses; that is, generic barriers that hinder the building industry together with the gender-based barriers.

The factors in Table 2 highlight the interconnectedness of barriers for women in the building industry in Zambia, they tend to be mutually reinforcing, acting as a constraint on progress. For example women of child-bearing age are likely to have multiple responsibilities, face social pressure to be good mothers, and are often time poor (all meta level constraints). This limits their options to business sectors that can fit in with their childrearing responsibilities and access to meso and micro level supports in entrepreneurship. As a result, a systemic approach to upgrading women entrepreneurs in the building industry is required in order to have a sustained impact not only on nascent entrepreneurs but established businesses. Specifically, this will have to involve a level of gender transformation in the building industry, which implies both challenging and changing existing gender norms.

35 Extract from Interview data.

5.2 Issues for women entrepreneurs in the building construction industry

The issues for women entrepreneurs stem from sociocultural norms that influence almost every level of the building construction value chain.

1. Meta level issues: Sociocultural norms

a. Social and cultural factors make it undesirable for women to establish businesses in the building industry, as it is a typically male-dominated industry bias is present in almost every aspect of the building value chain. Women owned enterprises that operate extensively on site are more likely to face gender discrimination than those professional women entrepreneurs such as architects and quantity surveyors. Most of the women interviewed have families and children that need care and support, a role mainly apportioned to women. As a result of this gender role, absence from home and working long and late hours is challenged by their families and society at large.

b. Ownership of input resources such as land remains a challenge in Zambia.36 Access to building inputs such as sand, stone, soil, and flora often requires control over land. Patriarchal patterns of land ownership may allow women to work on land but not necessarily have control over its use. This limits the ability of women to gain productive resources for the building industry.

c. Women working in the building industry face active dissuasion from their family and communities due to social norms that dictate what sectors it is appropriate for women to work in. This has resulted in women entrepreneurs being in low value added activities, present mainly in the upstream of the in the building industry value chain, such as aggregate processing, block making, washing, cleaning, cooking, and the collection and processing of thatch and straw.

36 UN-Habitat, op. cit.


2. Macro level issues: Policy level influence

a. There is a general awareness of gender issues in the sector and the norms that inform gender equality, for example the SADC gender protocol is acknowledged as an important framework. Some institutions have gender focal points (formal and informal) that are responsible for gender mainstreaming and women specific activities. Inputs from the state stakeholders during interviews (NCC, NHA and Ministry of Transport, Works, Supply and Communication (MTWSC)) indicate that there is a sincere desire to improve gender equality in the sector. There have been substantive approaches to increase the inclusion of women by parastatals, some of which have had an impact. However, the approach by parastatals has been largely done through trial and error, and has not yielded the results that were expected, due to resistance to changing the established gender norms.37 As can be seen in Section 4.1 the involvement of women in the building construction industry remains low and limited to lower grade contractors. Beyond generic government policies, none of the parastatals involved in the interviews or workshop have internal policies or strategies for promoting gender equality in their operations; in addition, their ability to generate sex disaggregated data to inform strategies is limited or non-existent.

b. The Zambian Construction Policy is under revision by stakeholders, lead by the Ministry of works and supply. Within the revised policy there is a section on gender equality which outlines four commitments to gender equality; within public procurement policy, there are precedents for preferential evaluation of citizen-influenced companies (after minimum functionality requirements are met) in statutory instrument No. 36 of 2011 under the Public Procurement Act No. 9 of 2006. As it stands, the act is understood and has translated into support for Zambian companies, while no official initiative to target different social and economic groups within the citizenry-influenced target group has been made. Although there have been announcements by politicians that indicate women could be considered a subtarget within the prefrontal procurement targets there is no official strategy to encourage other more powerful policy stakeholders, such as the National Housing Authority (NHA), or large construction firms, to implement women-focused preferential evaluation of bids for housing construction projects.

37 NCC interview.

c. The advocacy group in the Joint UN programme stakeholder workshop indicated that the large construction firms in Zambia do not sufficiently exploit opportunities in social corporate responsibility to engage in dialogue or recruit women-owned construction firms and women artisans.

d. The knowledge base on women entrepreneurs in the building industry in Zambia is limited to a mention of their role in generic research. In depth knowledge about their motivators, opportunities, and barriers is not available, which in turn limits the ability to convince and develop appropriate interventions for promoting women entrepreneurs in the industry. One clear example is the absence of gender-disaggregated data in key Government line ministries, and the institutions responsible for enhancing gender equality in economic development and in developing the building industry in Zambia. The current reporting systems, for instance at Ministry of Transport, Works, Supply and Communication-Buildings Department; Ministry of Gender and Child Development (MoGCD); and at NCC have no gender-disaggregated data or statistics available. The data merely provides overall figures and no informative analysis on the prevailing situation of both men and women.

e. The capacity to influence meta and macro level strategies and their implementation by women entrepreneurs in the building industry is hampered by the industries and societies’ view of women in construction. Not being taken seriously reduces women’s ability to influence change within the industry; in addition, the generally-held view of women in the construction industry has the effect of reinforcing existing gender-based power relations between men and women, which reinforces the vicious circle, and as a result limits the construction industry’s ability to be a transformative gender responsive movement in itself. This is also manifests itself in the low level of women in executive positions in industry policy-making, and in the management of relevant ministries and parastatals.

f. Representative associations for women entrepreneurs in general, and women entrepreneurs in the building industry, do exist in Zambia; however, they are fragmented and do not coordinate their activities. There are over 10 associations, networks and non-governmental organizations (NGOs) representing women in construction. For example, the Zambian Federation of Associations of women in Business (ZFAWIB), Zambian Women in Construction (ZAWOCO), Zambian Women in Construction (ZAWIC), the Women in Construction


Trust and Zambia Homeless and Poor People’s Federation-Peoples Process on Housing and Poverty in Zambia. Their role is to advocate for women entrepreneurs and offer services to members. However, the ILO identifies that member-based associations of women entrepreneurs in Zambia suffer from poor governance, limited service provision and in some cases low membership.38 For instance, the membership in ZAWOCO remains stagnant at approximately 15 contractors, despite the rising number of women entrepreneurs in Zambia.39 The associations involved in the ILO’s stakeholder workshop agreed that their voice is fragmented, with limited impact on advocacy and lobbying for equality in the construction sector. In addition the smaller associations’ ability to offer services to their members is limited by their size. In addition, the National Medium and Small Scale Contractors (NAMSCC) considers that it has a specific remit to support women contractors, and which adds an additional member-based option for women in NCC Grades 4, 5 and 6.

3. Meso level issues: Intermediary services and organizations

a. There are recent programmes in Zambia that have promoted women’s participation in construction training courses in technical vocational education training centres.40 but are mostly developed for employment and do not support appropriate training for existing entrepreneurs. As a result, women in construction have lower levels of education and technical and vocational training in construction; this limits business opportunities for new and inexperienced entrants into the building industry. The 2012 Zambian Vocational College enrolment statistics show that out of a total of 448 women enrolled, only 19 women registered for building and construction courses, and that one four per cent of construction trainees are women. Grassroots training initiatives, specifically in green housing techniques are taking place in more rural locations, and often involve women; however, these initiatives

38 ILO: Zambian Women Entrepreneurs: Going for Growth, (Geneva, 2005); Konayma, G. Challenges and Opportunities for Zambian Women Entrepreneurs in Journal of Management and Administration, Volume 5, No. 1, AfDB: Republic Of Zambia 2011-2015 Country Strategy Paper, 2010; Ministry of Commerce, Trade and Industry: Vision 2030 (Republic of Zambia, Lusaka, 2006).

39 Extract from interview data.

40 Oxfam Women in Construction Training programme, Mongu, Western Province, 2012.

are localised and are limited to self help initiatives that use the sweat equity of local communities and add to the time burden of women by adding to their own tasks.

b. The ILO has identified both supply and demand side weaknesses in business development Services (BDS) provision for women entrepreneurs in Zambia.41 Specific business development support to promote women in the building industry is limited to smaller initiatives through member-based associations, non-governmental organizations, and training institutions. However, an ad hoc approach to improving service provision to women entrepreneurs is unlikely to have a sustained impact.

c. During the ILO’s stakeholder workshop the importance of softer skills such as negotiation, assertiveness, and people management, were mentioned as important for coping in a male-dominated industry (particularly by women artisans). Women entrepreneurs’ levels of ability in the softer business skills are determined by their education, training, and levels of experience. As suggested in Section 2 women entrepreneurs often fall behind their male peers in these regards.

d. Women have a lower likelihood of ownership of collateral, and subsequently access to working capital and finance for equipment and tender deposits.42 Within the building industry, capital investment and working capital are vital to secure higher value contracts. Although there are microfinance initiatives for women entrepreneurs in Zambia, women find it hard to graduate to larger mainstream loans, and are thus stuck in a cycle of borrowing that actually keeps their businesses small. The inability to secure larger longer-term contracts due to financial constraints means women’s opportunity to grow to larger and more

41 ILO (2005) Zambian Women Entrepreneurs: going for Growth, ILO, Geneva.

42 Ibid..

�� The generally-held view of women in the construction industry has the effect of reinforcing existing gender-based power relations between men and women.


sustainable businesses is limited. (For example, less investment in equipment that increases productivity, lower ability to afford highly skilled artisans resulting in quality issues and lower efficiency; and in the long run the lack of a track record for increasingly bigger contracts, which may enable them to secure loans, i.e., a vicious circle)

e. The women contractors interviewed for this research had all attempted but not succeeded in obtaining business finance in the past. None of the women had managed to obtain loans higher than 200,000 Kwacha (USD 40,000).43 Women contractors at the Joint UN programme stakeholder workshop listed access to adequate leasing and finance as a barrier to them being able to obtain equipment which may grant them access to larger building contracts. The women interviewed for the research did state, however, that they do have strategies to access other sources of finance, including their social networks and loans from other businesses they may own.

4. Micro level issues: Enterprise level

a. Social capital that ‘allows’ free movement and interaction in a male dominated sector is limited for women in Zambia; this is due to cultural practices where women are expected to behave in a way that limits interaction with men outside kinship, thereby restricting their ability to network freely. In addition, exclusive networks and an adversarial culture within the industry make it less likely for women entrepreneurs to get information about contracts and market opportunities. Furthermore, tendering for contracts often involves a closely knit (and male dominated) circle which women find hard to penetrate. To succeed in the industry, women entrepreneurs have to possess high levels of self confidence and self belief, which can often be lacking in women with less formal education.

b. Market access: low value activities in the building industry in Zambia tend to be dominated by many entrepreneurs. This is visible through the high number of entrepreneurs selling the same construction inputs in urban neighbourhood, for example stone crushers in the Kalingalinga Township of Lusaka. The ability of women to move out of crowded markets depends on their skills, education, social status, access to finance, business networks, and information –all of which can be limited in comparison to their male counterparts. Women’s


ability to move into more innovative markets, such as green construction, will also depend on improving the many components of the enabling environment.

5.3 Issues for women workers in the building construction industry

There are approximately 2,948 women working formally in the construction industry in Zambia.44 ILO research conducted in the country, together with a review of literature45 indicates that the issues affecting women in the building industry have the same roots as those for women entrepreneurs in other sectors, though they may differ in their implications. According to an ILO baseline study the fact that relatively few women were employed in the sector was attributed mainly to cultural norms that actively discouraged women from engaging in construction related careers.46

1. Meta level issues: Sociocultural norms

a. A lack of encouragement by parents/guardians and society in general discourages women from undertaking studies in areas associated with construction because of the perception that building is an inappropriate career for them.47 This perception limits female entrants into those technical professions that feed into the building industry, which in turn limits the ability of women progressing into construction-related management positions or self-employment activities.

b. Construction sites normally tend to take the employees away from their homes and families, a situation that affects women more heavily because of the traditional care-giving roles that requires them to stay close to home and family.48

44 Central Statistical office: Labour force Survey Report 2008 (Government of Zambia, Lusaka, 2010)..

45 Haupt, T. and Fester, F.: “Women-owned construction enterprises: a South African assessment” in Journal of Engineering, Design and Technology, Vol. 10 Iss: 1 pp. 52–71; Buthelezi, T. (2010) Exploring women entrepreneurship in the construction industry, Master in Business Administration Dissertation, North-West University, South Africa; Dainty, A. et Al. Creating equality in the construction industry: an agenda for change for women and ethnic minorities, Journal of Construction Research; March 2004, Vol. 5 Issue 1, p.75–86.

46 ILO: The Law-Growth Nexus Ii Baseline Survey Of The Construction Sector In Zambia (Mulungushi University, Centre for Labour Studies, Kabwe, Zambia, 2012).

47 Ibid.



2. Macro level issues: Policy level influence

a. Zambia has ratified the core ILO Convention on Equal Remuneration, as well as the Convention on Discrimination; however, women are still severely disadvantaged in employment and education. One reason for this is that legislation does not specifically address the issue of equal remuneration for work of equal value for both men and women; in addition women have little recourse in the legal system to address discrimination in the workplace. Therefore, disparity or inequality in wages between men and women doing equal work is common in Zambia.49 In 2005 Zambia’s pay gap between men and women was almost 49 per cent.50 However, interviewees for this research reported no disparity existing in wage earnings between skilled men and women in the building industry. The suggestion is that non-skilled Labour attracts a lower wage, whereas skilled labour is remunerated based on merit and output. As a result, women support staff on site do not get paid the same rates as bricklayers, electricians, and painters on site. In addition these skilled workers are normally contracted for a short period as contracts arise, whereas support staff such as those administration are employed on full time basis and get a standard and gazetted minimum wage.

b. The Ministries of Labour and Social Security, that of and Gender and Child Development have a remit to develop and implement strategies and policies to promote both women’s entrepreneurship and women’s development in the labour force. However, as can be seen from Zambian equality indicators, such as Social Watch’s 2012 Gender Equality Index (GEI),51 and The United Nations Development Programme’s 2011 Gender Inequality Index, there is still scope for much improvement.52

c. While some women workers in the building industry are members of trade unions, their membership

49 ITUC: Internationally Recognised Core Labour Standards in Zambia. Report for the WTO General Council Review of the Trade Policies of Zambia (Brussels, 2009).

50 Central Statistical office: Labour force Survey Report 2008 (Government of Zambia, Lusaka, 2010).

51 The GEI index is an average of the inequalities in three dimensions: in literacy, it examines the gender gap in enrolment at all levels; economic participation computes the gaps in income and employment; whileempowerment measures the gaps in highly qualified jobs, parliament, and senior executive positions. Zambia’s 49 points rank it among those countries with very low GEI. The country’s index sits three points below sub-Saharan Africa’s average.

52 Ibid.

is not necessarily representative of the number of women in construction, and initiatives to promote female representation are not sustained. This reinforces the fact that women have a limited voice in the building industry and can therefore not adequately advocate for change and better working conditions, including equal pay. During interviews, the most referred to union was the National Union of Building Engineering and General Workers (NUBEGW) based in Kitwe, Copperbelt; although from the responses gained from this research, no participants stated they were a member of the NUBEGW. While during the Joint UN programme stakeholder workshop women artisans suggested that no one advocates for them or gives them a chance.

3. Meso level issues: Intermediary services and organizations

a. Despite government programmes to promote education and technical training for women, women still lag behind men in ‘non-traditional’ professional training.53 This means women are less likely to be qualified in professions linked to the building industry and therefore less likely to compete favourably on the building construction labour market.

b. There have been specific efforts to ensure that women are in technical positions within Intermediary services and organizations; for example, both the NHA (construction division) and the NCC training school both make efforts to develop women within their organizations. However interviewees suggested that although there is resistance within the building construction industry there is a need to

c. Society’s expectation that girls and women should marry and have children early in life often interrupts or ends women’s ability to further their education. This has led to women dropping out of primary and secondary education more often than men, as well as resulting in a decrease in the ratio of girls to boys actually enrolling in secondary education from 0.92 in 1990, to 0.73 in 2006 (0.46 in tertiary education).54

d. Women in the building industry suffer from occupational segregation in technical and vocational training in construction; and this often limits them to work that is low skilled, low paid, and offers little

53 ITUC, op. cit.

54 UN, Zambia Millennium Development Goals, Progress Report 2008, UNDP, Lusaka, Zambia.


prospects for advancement.55 In Zambia only 4 per cent of construction trainees are women.56

e. Training institutions for artisans are found mainly in urban centres in Zambia. Women artisans and the NCC both stressed that this is not the ideal situation, as women artisans may be unable to spend long periods away from their outlying homes due to family responsibilities, or the stigma attached to spending periods away from home without the oversight of another family member. Decentralising some training would benefit both men and women in terms of reducing, travel and time-related burdens.

4. Micro level issues: The workplace

a. Construction sites tend to have harsh working environments with few or no conveniences, a situation that impacts more severely on women, and poor-quality facilities such as toilets and rest areas tend to discourage women more than men from participating in employment.

b. Women artisans at the Joint UN programme stakeholder workshop did state that they are not given the same opportunities as men on sites; i.e., both in on the job training and access to the most skilled tasks. This can be due to a genuine bias, due to site cliques, or supervisors’ concern about women’s physical strength.

c. Appropriate technologies can make physical tasks in construction more accessible; however, adaptive technologies that can make it easier for women workers to carry out their tasks are considered expensive and beyond the financial possibilities and obligations of most informal building businesses. However, even simple adaptations, such as a block and tackle rather than heavy lifting, can increase productivity for both men and women.

d. Women suffer from sexual violence in workplaces in Zambia.57 In interviews with building industry stakeholders and at the stakeholder workshop, participants indicated that the workplace for women working in construction “was not comfortable”.58 Sexual harassment of women workers on building sites is not uncommon, but often unreported. Both women workers and contractors at the stakeholder

55 ITUC, op. cit

56 TEVTA data, 2012.

57 Organisation Mondiale Contre la Torture: Zambia: Violations of Economic, Social and Cultural Rights, Violence and the Protection Against Torture, (Geneva, Switzerland, 2001).

58 Stakeholder interviews.

workshops stated that they have witnessed or experienced sexual harassment on building sites. In most instances, these cases go either unreported and perpetuators unpunished because of the victims’ fear of reprisal through being made redundant, particularly in cases that involve abuse from a supervisor or employer. In cases where this harassment is among peers at the artisan level, the female counterparts are more empowered and are known to challenge and survive harassment and violence, and normally succeed, ensuring that employers take disciplinary measures such as dismissal against perpetuators.

e. Training institutions for artisans are found mainly in urban centres in Zambia. Women artisans and the NCC both stressed that this is not the ideal situation. Women artisans may be unable to spend long periods away from their outlying homes due to family responsibilities or the stigma attached to spending periods away from home without the oversight of another family member. Decentralizing some training would benefit both men and women in terms of reducing, travel and time-related burdens.


6. Women and Green Construction in the building industry

Gender-based differences in values are reflected by the environmental tradition of Ecofeminism. Ecofeminism suggests that women’s roles and experiences place them in a different relationship with nature compared to men’s, and that this provides the opportunity to be the drivers for environmental change.59 In addition, women’s relationship with nature goes beyond historical difference and into women’s ‘immutable essence’, which links them in a deeper way to the environment.60 Green construction therefore offers women a win-win situation, to both engage their values and generate income and jobs.

The Green growth is a model that leads to investing in green businesses, clean infrastructure, and natural capital, in order to improve sustainable management of

59 Skinner, E.: Gender and Climate Change Overview Report (Institute of Development Studies, University of Sussex, Brighton, UK, 2011).

60 Davion, V.: “Ecofemi nism”, in A Companion to Environmental Philosophy, edited by Jamieson D., (Maiden, MA, Blackwell Publishers, 2001, p. 231-47).

ecosystems that support socioeconomic development in an integrated, eco-efficient, and inclusive manner. Green construction, and specifically green building, refers to the development of a structure using processes, materials, and technologies that are environmentally responsible and resource efficient throughout a building’s life-cycle, from design, construction, operation, maintenance, renovation, and demolition.

Women entrepreneurs can find their niche in the green building goods and services market by greening new or existing products and services. There is thus an opportunity to invest in women-owned enterprises that use sustainable practices along the value chain and that help women grow their businesses and simultaneously advance green construction; for example, the sustainable use of traditional construction materials, recycled materials, energy production technologies, or cleaner cooking devices.

The need for re-skilling in green technologies offers opportunities for women workers and entrepreneurs to enter the green construction sector on a relatively

© F

otol

ia


equal footing with men, as it a relatively new skill set in the building industry. Linking training to the professions required by the green construction sector is crucial for increasing female participation in the green economy.61 It also offers the opportunity to reinforce building techniques that are culturally significant for women as green options.

However, in addition to generic challenges for women entrepreneurs there are specific factors in green building construction techniques that are linked to both general constraints and gender specific barriers.

� Access to know-how and capability for transforming current production processes into eco-friendly ones is a general issue of up-skilling; however the ability of women to access skills can be restricted because of their lower level of education, lack of market knowledge, and access to information for innovation.

� High up-front costs for green technologies link into the ability for women entrepreneurs to access finance for investing in new technologies.

� Power and control over new lucrative green construction contracts will remain in the domain of the existing male dominated industry if transformative efforts are not successful.

61 The Donor Committee for Enterprise Development: Women’s participation in green growth – a potential fully realised? (2012).

�� Women entrepreneurs can find their niche in the green building goods and services market by greening new or existing products and services.


7. Women in green building construction in Zambia

The recent draft Joint UN Programme Report on the actor network analysis of the Zambian building industry, which emphasizes the identification of intervention points to promote the creation of green and decent jobs through Micro, Small and Medium Scale Enterprise Development has illustrated that green building construction techniques are neither widely valued by consumers nor practiced by the building industry. However, feedback from interviews and the Joint UN programme stakeholder workshop indicated that women in Zambia are highly influential in the design and choice of materials when building marital/family homes. This presents an opportunity to develop a targeted marketing strategy to promote green building technologies and materials.

Rural communities have made use of sustainable and green building construction techniques for centuries in their building of housing and shelter; however, these require modification to make them sustainable, meet current standards, and be cheaper to use. Women in Zambia are traditionally heavily engaged in the use,

but not ownership, of environmental resources, such as the choice and use of natural building materials and aggregates. In addition women in Zambia are often perceived as habitual environmental degraders because of the tasks involved in achieving their social responsibilities (cooking, collecting water, and household waste management.)

Interviews with stakeholders by the Joint UN Programme indicated that in the recent past there is a more pronounced and growing appreciation of the green building techniques among grass roots and informal builders. For instance, women in community initiatives and self-help housing projects are making use of pressed blocks as opposed to burnt bricks. Women in these communities have also undergone capacity building and grasped knowledge and use of green building techniques and products,62 and are currently using the techniques within their communities for self-help refurbishing of


© IT

CIL

O/G

. Pal

azzo


houses, latrines, corrals, and community buildings. The opportunity to increase the market penetration of these community businesses and the green building techniques should be explored further.

7.1 Opportunities for gender equality and greening the building construction industry

Figure 1 illustrates a simplified map of the building construction value chain as drawn by Joint UN Programme stakeholders. This map combines four maps drawn by the stakeholders into a single one, and highlights leverage points for the Joint UN Programme where targeted activities could:

� Empower the most women possible along the value chain and promote opportunities for changing socio-cultural norms.

� Develop opportunities for use of greener technologies along the building construction value chain.

The scoping exercise revealed four components of the value chain that offered opportunities to achieve the abovementioned development objectives:

1. Professional services involved in the inception, design, construction and commissioning of houses. Currently only larger houses are required by law to engage architects; however, the role of architects and other professionals in influencing self-build houses could be developed through social marketing. Women are increasingly present in this component of the value chain and they, like their male counterparts, have a significant potential role in the greening of the industry through influencing client briefs, design, and quantity surveying.

2. Construction of houses, in almost every stage of contractors in the Joint UN stakeholder workshop identified opportunities for greening. Either through use of less materials or greener materials. It is clear from the research that women entrepreneurs are present in the construction of buildings, albeit in the lower-graded contractors and in community-based housing schemes. There are opportunities to support both women entrepreneurs and workers

qFigure 1: Scoping map: residential building construction value chain map illustrating leverage points for increasing incomes, improving gender relations, and greening

Regulations

Professional services.

Green GM & WS

RegulationsGM

SuppliersGreenWS

ManufacturersGreenWS

Land acquisition 5% of value

Inception Design2% of value

Green

Planning Permission

5%

Building Materials

10%

Construction73%

Rural and Urban GM & WS

LabourGreen

GM & WS

Sale Agent5%

DemolitionRecycling

Green WS, GM

Key:Green = Opportunities to promote or use green technologies.GM = Opportunities to promote gender equality or mainstreaming.WS = Opportunities to have women specific programmes.Thick outline = possible leverage points.


to be able to increase their presence in the building construction industry and to move up in size and skill levels (including green building technologies).

3. Suppliers and manufacturers of building materials, where women are often involved in aggregate processing and wholesaling. This component of the value chain is considered a more acceptable place where women can work and run enterprises compared to other components, and as such deserves specific attention.

4. Recycling of building products, where it was suggested that during the UN Joint Programme workshop that both women and children are working in this component of the value chain (children often accompanying their mothers and becoming involved in work.) Zambia has ratified ILO Convention No. 182, the Worst Forms of Child Labour Convention.63 Removing child labour in this component of the value chain is directly linked with the economic and social empowerment of families who feel their children’s labour is necessary to make ends meet.

The value chain scoping focused on the micro level (enterprise or worker) of the value chain. However, as illustrated by the research the influence of the actor network of support agencies, policy-makers, and advocates, as well as the sociocultural norms that they and wider society hold, have a significant impact on whether women have equitable opportunities to pursue careers or businesses in the building construction industry.

63 Sumaili, F.: The Law-Growth Nexus Ii Baseline Survey of The Construction Sector in Zambia (ILO, Lusaka, 2012, p. 23).

�� Interviews with stakeholders by the Joint UN Programme indicated that there is a more pronounced and growing appreciation of the green building techniques among grassroots and informal builders.


8. Recommendations

There are opportunities in the building industry in Zambia to improve the environmental performance of the industry while at the same time as empowering women and facilitating changes in gender relations between men and women. The ongoing growth in the residential building construction market means that developing economic opportunities for women in construction will be less likely to be perceived as artificially promoted competition against incumbents. As suggested by the different levels of analysis in the research, a multi-level approach is needed if the potential of women’s participation in green growth is to be fully realized.64

In addition to ‘external’ recommendations there are a series of recommendations that relate to how the UN Green Jobs Programme can manage said programme to ensure that there is a consistent approach to its gender equality strategy.

The following recommendations represent a systematic approach to developing women entrepreneurs and workers in the building industry, while at the same

64 The Donor Committee for Enterprise Development, op. cit.

time tackling the cultural bias that exists not only in the industry but extends to communities and households. The recommendations are further consolidated and detailed into an implementation strategy in Annex 5.

8.1 Meta level recommendations

a. Building consensus for desirable change. Transformative gender capacity building that works with industry stakeholders, women and men entrepreneurs in the industry. Use methodologies that promote common understanding between men and women, and negotiate change based on common understandings and needs.

b. Promote women in construction by showing that creating and growing a business in the building construction industry is a viable and desirable option. Promote role models of women in the building construction industry (professionals, entrepreneurs. and artisans.) and success stories through appropriate media. a


c. Use women as the target market to promote green building features and benefits through media and communication channels that women use.

8.2 Macro level recommendations

a. Create a knowledge base on women in the building industry. Increase the knowledge base about women entrepreneurs in the building industry also in order to provide policy-makers and stakeholders with data that can be used to inform both capacity building in policy implementation and service provision that is womenfriendly.

b. Ensure that construction policy level gender strategies can be implemented and monitored. Provide technical support and capacity building in gender to relevant ministries, parastatals, and other stakeholders involved at the policy level. Develop and implement policies and action plans that:

� Actively implement existing Zambian construction and gender policy recommendations. For example, the 1996 National Housing Policies’ commitment to promote gender issues in shelter development and the 2011 Sixth National Development Plan (SNDP, 2011), and the Construction Policy 4 gender equality commitments.

� Develop specific gender mainstreaming policies and action plans to establish gender equality standards within relevant state and parastatal agencies such as the NCC, NHA, and Ministry of Transport Works, Supply and Communication.

� Develop and implement an initiative that illustrates the use of preferential evaluation quotas under the Procurement act No. 9 of 2006. For either State bodies or large building construction contacting businesses.

c. Ensure that implementation plans (at the relevant line ministries) for policy level strategies further provide reporting mechanisms and utilize data analysis methods that will provide gender disaggregated data, not only to understand the numerical status of women entrepreneurs but provide evaluation-based analyses on their actual performance and growth.

d. Improve representation and the voice of women in construction in Zambia. Work with member-based organizations to help them better serve the needs of members including advocacy and lobbying skills. Map the associations representing women

in construction and facilitate better coordination between existing associations in order to consolidate their ability to advocate and offer services to members (for example bulk buying of inputs and shared equipment hire.) Promote membership beyond Lusaka city and expand representation to other provinces other than the central, Lusaka, and eastern provinces.

e. Support solidarity amongst women artisans working in the building construction industry by linking them into member-based associations, trade unions, or developing formal networks of women artisans.

f. Work with well-placed industry stakeholders (such as NCC and NHA) to provide and disseminate examples, and widen the experience of effective models of promoting women in the building industry. In addition, promote South–South collaborations that share best practices in promoting gender equality in the construction industry.

8.3 Meso Level recommendations:

a. Increase the number of women taking up construction skills training. In addition to offering incentives to TEVET colleges, develop private public partnerships on skills upgrading and apprenticeship for women in the building industry. Prioritize the training of women in the building industry on green technologies.

b. Establish both entrepreneurship and management training for women working in graded construction firms and with firms providing inputs to the building construction industry.

c. Building on the TEVET and NCC efforts, upscale professional expositions, in-school career guidance, and motivational talks to students, with a focus on young women in universities, colleges, and secondary schools.

d. Analyse, develop best practices, and upscale community and self-build programmes such as Zambia Homeless and Poor People’s Federation-Peoples Process on Housing and Poverty in Zambia, in order to develop women’s and men’s ability to expand their operations beyond the local community.

e. Through professional bodies such as the Association for Building and Civil Engineering Constructors and the Zambia Institute of Architects, support capacity building in green technologies and architecture


for women and men in the building construction professions.

8.4 Micro level recommendations

a. Explore different business models for women in the building industry. Reduce individual risk and promote collaborative working that supports women in becoming more productive and which create a critical mass to access more lucrative contracts; for example through building cooperatives or housing associations.

b. Work with registered contractors and building firms, and their male and female employees to foster understanding about women workers’ rights and their obligations, specifically with regard to sexual harassment.

c. Establish mechanisms that support women’s access to more markets. Use green construction technologies to make women in the building industry more competitive. Best practices information sharing and capacity building is needed to reinforce and modify already existing indigenous knowledge on building and housing.

d. Improve women contractors’ business and management skills. A concerted and women-targeted effort to support women in the building construction industry access business development services (BDS) will help them move up the informal-formal continuum.

e. Prevent women in construction becoming ‘ghettoised’ in low NCC grades. Establish sustainable funding mechanisms for women entrepreneurs beyond microfinance that can support lending based on business assets or contracts as collateral, rather than property.

f. Build women’s social capital including their ability to negotiate with their male peers through soft skill training.

g. Transform existing women-owned enterprises to multi-skilled entities. Establish a business peer mentoring and guidance mechanism that supports women working in the building industry.

8.5 UN Green Jobs Programme (UNGJP) management recommendations

a. Data collection is vital for not only checking the progress of the UNGJP’s gender equality strategy, the information gathered also acts as a demonstration to other enterprise development programmes in good practices. The UNGJP’s monitoring and evaluation (M&E) and impact assessment system (including baseline data) has the ability not only collect sex disaggregated data but also collects gender empowerment indicators for each programme outcome.

b. The programme should document and disseminate its good practices on gender mainstreaming and sex specific activities and outcomes to stakeholders and other programmes.

c. There are specific skills requirements for gender equity programming. It is preferable for gender equity knowledge and skills to be a common skill among programme managers and stakeholders. The knowledge and skills of programme staff and advisory committee members should be developed so that they have the capacity to consistently respond to the gender equality strategy through training and explicit programme guidelines on approaches gender equity.

d. Transparency and accountability in gender equality are important in the governance of any programme. The UNGJP should consider establishing a specific gender working group that has the technical experience to carry out gender equity quality checks and balances throughout the life of the programme.

e. Conclusions

The opportunities for women entrepreneurs to build sustainable businesses in the building construction industry will exist as long as there continues to be a demand by Zambians for housing. The attitudes of parastatals to promoting women in building construction are overall open, if not positive. However women entrepreneurs and workers in the building industry face deep-rooted cultural norms which mean attitudinal barriers are more entrenched than in sectors where women ‘traditionally’ work.

For women entrepreneurs and workers to fully contribute and benefit from the building industry depends on a more conducive enabling environment in the building industry. Specifically, a systematic and systemic approach that builds sustainable improvements at all levels: meta,


macro, meta and micro of the building industry rather than ad hoc interventions. Strategies for sustainably upgrading women in the residential housing construction value chain will depend very much on the UN Green Jobs Joint Programme tackling Meta level barriers to their exclusion.

There are opportunities for women entrepreneurs to establish themselves on an equal footing with men in green construction techniques. There is also a limited window of opportunity to invest in women-owned enterprises that use sustainable practices along the value chain that help them grow their businesses and simultaneously advance green construction. In addition, placing women at the heart of green construction techniques gives the sector the opportunity to not only empower women in construction but also have a transformative effect on the building industry and possibly in wider society.


References

Amsterdam Institute for Advanced Labour Studies (2009) An Overview of Women’s Work and Employment in Zambia. Decisions for Life MDG3 Project, Country Report No. 4, accessed at www.uva.nl/aias.

Bank of Zambia, (2012) Keynote Address: The Month of the Woman Entrepreneur (MOWE) Conference, accessed at www.boz.zm.

Buthelezi, T. (2010) Exploring women entrepreneurship in the construction industry, Master in Business Administration Dissertation, North-West University, South Africa.

Central Statistical office (2010) Labour force Survey Report 2008, Government of Zambia, Lusaka

Dainty, A. et Al. Creating equality in the construction industry: an agenda for change for women and ethnic minorities, Journal of Construction Research; Mar2004, Vol. 5 Issue 1, p75-86.

Davion, V. (2001) “Ecofemi nism”, in A Companion to Environmental Philosophy, edited by Jamieson D., 231–47. Maiden, Mass.: Blackwell Publishers.

Haupt, T. and Fester, F. (2012) Women-owned construction enterprises: a South African assessment, Journal of Engineering, Design and Technology, Vol. 10 Iss: 1 pp. 52– 71.

International Labour Organization. 2012. Joint UN Programme report: Actor network analysis of the Zambian building construction industry, ILO Lusaka.

—. 2012a. A Synopsis of the Empirical Evidence on MSME Development Opportunities and Bottlenecks for The Creation of Green Jobs in The Zambian Building Industry, ILO, Pretoria, unpublished.

—. 2012b. The Law-Growth Nexus Ii Baseline Survey Of The Construction Sector In Zambia, Mulungushi University, Centre for Labour Studies, Kabwe, Zambia.

—. 2011. Statistical update on employment in the informal economy, ILO Department of Statistics, accessed on 3.12.12. from http://laborsta.ilo.org/sti/DATA_FILES/20110610_Informal_Economy.pdf

—. 2010 Rapid Assessment on Raising Awareness on Women Workers’ and their Rights in Zambia. ILO, Lusaka.

—. 2009. Gender equality at the heart of decent work, International Labour Conference, 98th Session, Report IV, ILO, Geneva, Switzerland.

International Trade Union Council. 2009. Internationally Recognised Core Labour Standards in Zambia. Report for the WTO GeneralCouncil Review of the Trade Policies of Zambia. Brussels. Accessed on 3.12.12 at: http://www.ituccsi.org/IMG/pdf/Zambia.final.pdf (Summary: http://www.ituc-csi.org/spip.php?article4100).

KIT, Agri-ProFocus and IIRR. 2012. Challenging chains to change: Gender equity in agricultural value chain development, KIT Publishers, Royal Tropical Institute, Amsterdam.

Krogh, E., Hansen, N., Wendt, S. & Elkjaer, M. 2009. “Promoting Employment for Women as a Strategy for Poverty Reduction” in Promoting Pro-Poor Growth: Employment, OECD, Paris, France.

Mackie G. & Mayoux, L. 2007. Making the strongest links: A practical guide to mainstreaming gender analysis in value chain development. ILO, Geneva, Switzerland.

Ministry of Commerce, Trade and Industry. 2006. Vision 2030, Republic of Zambia, Lusaka.

Ministry of Finance and National Planning. 2011. Sixth National Development plan 2011-2015, Government of Zambia, Lusaka.

Ministry of and Local Government. 1996. National Housing Policy, Government of Zambia, Lusaka.

Olusola, B. et al. 2012. “An Appraisal of Career Development Among Female Professionals in the Nigerian Construction Industry” in Global Journal of Researches in Engineering Industrial Engineering, Volume 12, Issue 2, Version 1.0.

Organisation Mondiale Contre la Torture (2001) Zambia: Violations of Economic, Social and Cultural Rights, Violence and the Protection Against Torture, Geneva, Switzerland.

Parker, M. 2007. Zambia Economic Studies, ICON Group International, Inc.

Skinner, E. 2011. Gender and Climate Change Overview Report, Institute of Development Studies, University of Sussex, Brighton, UK.

Social Watch. 2012. Zambian gender equity is below most of its neighbours, says watchdog organization. Available: http://www.socialwatch.org/node/14611. Last accessed 23.1.12.


Sumaili, F. .2012. The Law-Growth Nexus Ii Baseline Survey of The Construction Sector in Zambia, ILO, Lusaka, unpublished.

Tijdens, K.G., Van Klaveren, M. 2012 Frozen in time: Gender pay gap unchanged for 10 years, ITUC, Brussels.

UNAIDS. 2012. Country Fact Sheet, UNAIDS, Zambia, accessed on 3.12.12 from http://www.unaids.org/en/regionscountries/countries/zambia/.

United Nations Development Programme. 2011. Sustainability and Equity: A Better Future for All, 2011 Human Development Report, Explanatory note on 2011 HDR composite indices, Zambia, UNDP,

UNDP. 2008. Zambia Millennium Development Goals, Progress Report 2008, UNDP, Lusaka, Zambia.

UN-Habitat. 2012. Zambia Urban Housing sector profile, UN-Habitat, Zambia.

The World Bank. 2012. Doing Business: Economy Profile: Zambia, The World Bank, Washington, USA.

Verwey, I. 2006. Case studies on how women entrepreneurs in construction experience the entrepreneurial process and manage growth, Development Bank of South Africa knowledge management and quality assurance meeting.


Annexes ANNEX I: Stakeholders interviewed during the research

NAME ORGANIZATION/COMPANY/GROUP POSITION

Ms Dorothy A.K Mulwila Bimmtech Contractors LTD

Mr J Daka National Housing Authority Director of Construction and Housing

Mr Maurice Chitondo National Housing Authority Executive Assistant-CEO

Dr Mushamba National Council for Construction Director

Mr Alexander Chileshe UN-Habitat National Technical Adviser

Mr Nsikwe Nsanganya National Association of Medium and Small Scale Contractors

Research Officer

Ms Victoria Chirwa Zimbo Enterprise LTD. Director

Ms Susan Mulenga Barrets Construction [z] LTD Director

Ms Naomy Lintini UN Green Jobs Programme Programme Coordinator

Alice Banda National Housing Authority Electrician

Mr Ilitongo Mbumwayi National Housing Authority Bricklayer

Mr David Mwamba Oxfam WASHE Project Mongu Office

Mrs Phiri Chifundo Construction Director

Mrs Chrizoster Phiri Chrizo General Dealers Co-Director

Ms Doris Daka New Performance Construction & Suppliers LTD Director

Mr Nelson Ncube Peoples’ Progress for Housing and Poverty Country Coordinator

Ms Melanie Chirwa Zambia Homeless and Poor People’s Federation-Peoples Process on Housing and Poverty in Zambia

Community Programmes Coordinator

Ms Mutinta Mwape Sichali

MS Architects Director

Mr Clive Siachiyako TEVETA Information and Communication Specialist

Mr Sinyangwe Ministry of Labour and Social Security Acting Assistant Labour Commissioner Employment

Mr Victor Chikalanga Ministry of Labour and Social Security Acting Director Department of Social Security

Ms Gracious Daka Muvombo

Women Entrepreneurs Development Association of Zambia (WEDAZ)

Regional Chairperson

Mr Geoffrey Charles Phiri Ministry of Transport, Works, Supply and Communication-Buildings Department

Acting Chief Architect

Mr Golden Makayi National Council for Construction Director-Registration and Regulation

Mr Fabian Banda Technology Development and Advisory Unit Project Engineer/Acting Marketing Officer

Ms Janet Lungu LUJA Enterprises Director Dynasty Women’s Construction

Mr Chimuka Nyanga Association for Building and Civil Engineering Constructors

Deputy Secretary

Chama Mwansa Zambia Environmental Management Agency Communications officer

Mr Mwape National Construction Council Principle, training school

Dr Mashamba National Construction Council Director

Mr Chitondo National Housing Authority Executive Assistant to the Director

Mr Phiri National Housing Authority Chief Engineer

Mr Hlazo National Association of Small Scale Contractors CEO

Mr Simbuwa Ministry of Transport, Works, Supply and Communication Director Planning

Ms Mulwila Zambia Association of Women Contractors Chairperson


Ms Shiaka Zambia Women in Construction Chairperson

Ms Muzumara Women in Construction Foundation Chairperson

Ms Muvombo Zambia Federation of Women in Business Chairperson

Mrs Mwale Zambia Homeless and Poor People’s Federation-Peoples Process on Housing and Poverty in Zambia

Electrician/Bricklayer

Ms Bwalya Ministry of Transport, Works, Supply and Communication Principle Executive Engineer

Mr Musanshi Ministry of Transport, Works, Supply and Communication Principle Planner

Mr Mukonde Ministry of Transport, Works, Supply and Communication Assistant Director Planning & Gender Focal Point

Ms Kamani-Matsika Ministry of Transport, Works, Supply and Communication Senior Planner


AN

NE

X II

: Par

ticip

ant

List

at

the

Gen

der

Sen

sitiv

e Va

lue

Cha

in

Ana

lysi

s W

ork

sho

p 3

0 Ja

nuar

y, 2

013

– N

ew G

ove

rnm

ent

Co

mp

lex

Nam

eSe

xOr

gani

zatio

nDe

sign

atio

nCo

ntac

t Num

ber

Emai

l

1.M

s Li

nda

Banj

i Sia

muz

yulu

FCo

nsul

tant

0977

7999

02lin

daba

nji@

gmai

l.com

2.Gr

ania

Mac

kie

FIL

O- P

reto

riaGe

nder

Exp

ert

mac

kie@

ilo.o

rg

3.M

s Ca

ther

ine

Kany

ensh

aF

TEVE

TAA/

Dire

ctor

0966

8598

02ck

anye

nsha

@te

veta

.org

.zm

4.M

r Pat

rick

Chal

we

MEa

ster

n pr

ovin

ce c

onst

. ass

ocia

tion

Secr

etar

y Ge

nera

l09

6747

6557

/

0966

7455

56/

0977

7297

19

pcha

lwe@

gmai

l.com

5.M

r Ale

xand

er C

hile

she

MUN

-Hab

itat

Natio

nal T

echn

ical

Adv

isor

2558

14/ 0

9667

2815

6al

exan

der.c

hile

she@

undp

.org

6.M

r Kam

ayoy

o Im

asik

uM

ZIA

Hon.

Sec

reta

ry09

7779

2201

kam

ayoy

o@gm

ail.c

om

7.M

s M

wan

gala

Let

hbrid

geF

Mw

anga

la m

wen

da a

rchi

tech

s / Z

IAVi

ce p

resi

dent

/ pr

inci

pal

0977

8546

31m

ma@

mic

rolin

k.zm

8.M

r Boa

z Da

kaM

Thor

n pa

rk c

onst

ruct

ion

tech

nica

l Cen

ter

Prin

cipa

l 09

7785

2938

tctc

@za

mbi

a.co

.zm

9.M

r Alic

k Ns

aiM

Nsai

mat

inve

stm

ent

Dire

ctor

0966

6983

20/

0955

7725

42

alic

knsa

i@gm

ail.c

om

10.

Mr M

ukos

ayi R

ober

tM

Rasa

ka c

ontra

ctor

sEl

ectri

cian

0979

4285

15

11.

Ms

A.N.

Kam

bani

FM

inis

try o

f Tra

nspo

rt, W

orks

and

Sup

ply

Seni

or P

lann

er09

7785

8421

auxil

laka

mba

ni@

yaho

o.co

m

12.

Ms

Doro

thy

A.K

Mul

wila

FBI

MM

TECH

Con

tract

ors

Ltd

Zam

bian

Ass

ocia

tion

of W

omen

Co

ntra

ctor

s

CEO

0973

3230

61Za

woc

o201

0@gm

ail.c

om

bim

m@

zam

tel.z

m

bim

m@

mic

rolin

k.zm

13.

Mr M

auric

e Ch

itond

oM

Natio

nal H

ousi

ng A

utho

rity

Exec

utive

Ass

ista

nt-C

EO09

7777

3513

m.c

hito

ndo@

nha.

co.z

m

14.

Mr N

sikw

e Ns

anga

nya

MNa

tiona

l Ass

ocia

tion

of M

ediu

m a

nd

Smal

l Sca

le C

ontra

ctor

sRe

sear

ch O

ffice

r09

6771

7676

/

0977

7176

76

nsik

wen

@ya

hoo.

com

15.

Ms

Alic

e Ba

nda

FNa

tiona

l Hou

sing

Aut

horit

yEl

ectri

cian

0979

8619

35al

lyban

daw

e@ya

hoo.

com

16.

Ms

Ilito

ngo

Mbu

mw

ayi

FNa

tiona

l Hou

sing

Aut

horit

yBr

ickl

ayer

0979

2131

62

17.

Mr M

arvi

s Ch

ondw

eF

Natio

nal H

ousi

ng A

utho

rity

Pain

ter

0978

7187

32


Nam

eSe

xOr

gani

zatio

nDe

sign

atio

nCo

ntac

t Num

ber

Emai

l

18.

Ms

Mag

gie

Mw

ale

FZa

mbi

a Ho

mel

ess

and

Poor

Peo

ple’

s Fe

dera

tion-

Peop

les

Proc

ess

on H

ousi

ng

and

Pove

rty in

Zam

bia

Elec

trici

an /

Bric

klay

er09

5090

1398

/

0967

6953

26

19.

Ms

Tam

ara

Phiri

FZa

mbi

a Ho

mel

ess

and

Poor

Peo

ple’

s Fe

dera

tion-

Peop

les

Proc

ess

on H

ousi

ng

and

Pove

rty in

Zam

bia

Bric

klay

er09

7786

8456

20.

Mr D

avid

Mw

amba

MOx

fam

WAS

HE P

roje

ctP.

M09

7769

5306

dmw

amba

@ox

fam

.org

.uk

21.

Ms

Chriz

oste

r Phi

riF

Chriz

o Ge

nera

l Dea

lers

Dire

ctor

0978

9470

95ch

rizog

ener

al@

yaho

o.co

m

22.

Ms.

Dor

is D

aka

FNe

w P

erfo

rman

ce C

onst

ruct

ion

and

Supp

liers

LTD

Dire

ctor

0955

5484

84/

0977

5484

84

doris

daka

@ya

hoo.

com

23.

Ms

Mut

inta

Mw

ape

Sich

ali

FM

S Ar

chite

cts

Prin

cipa

l 09

5585

3256

/ 097

9940

038

mut

inta

sich

ai@

yaho

o.co

m

24.

Ms

Grac

ious

Dak

a M

uvom

boF

Wom

en E

ntre

pren

eurs

Dev

elop

men

t As

soci

atio

n of

Zam

bia

(WED

AZ)

Regi

onal

Cha

irper

son

0966

7455

56/ 0

9777

2971

9tin

enen

jidak

a@ya

hoo.

com

25.

Ms

Jane

t Lun

guF

LUJA

Ent

erpr

ises

Dire

ctor

(One

of t

he 9

Dire

ctor

s in

Dyn

asty

W

omen

’s’ C

ons

truct

ion)

0977

6130

18

26.

Ms

Vict

oria

Chi

rwa

FZi

mbo

Ent

erpr

ise

Ltd.

Dire

ctor

0977

8263

52/

0966

1353

56/

0950

4441

85

chirw

avic

toria

62@

gmai

l.com

27.

Mr C

him

uka

Nyan

gaM

Asso

ciat

ion

for B

uild

ing

and

Civil

En

gine

erin

g Co

nstru

ctor

sDe

puty

Sec

reta

ryPh

one:

+26

0 21

123

476

5

0965

8510

46

Plot

497

4 Le

wis

Con

stru

ctio

n Bl

dg, K

abel

enga

Rd

, Lun

eta,

Lus

aka,

Zam

bia,

Fax

: +26

0 21

123

47

65

Chim

uka2

37@

gmai

l.com

28.

Mr H

ilary

Chi

lala

Haz

ele

MZF

EEc

onom

ist

0977

8649

75Ha

zele

h.ch

ilala

@gm

ail.c

om

29.

Mr M

izin

ga M

usan

daM

Vala

nda

Ente

rpris

esDi

rect

or09

6566

6664

/ 09

7660

3222

mun

sand

as@

yaho

o.co

m

30.

Mr S

hadr

eck

Band

aM

Vala

nda

ente

rpris

es

Dire

ctor

0965

0824

44ba

ndas

hadr

eck@

yaho

o.co

m

31.

Ms

Mai

nes

Ntan

doF

Wom

en in

Con

stru

ctio

n Fo

unda

tion

0965

6436

31/ 0

9771

7714

5

32.

Ms

Rose

Muz

umar

aF

Wom

en in

con

stru

ctio

n Fo

unda

tion

Chai

rper

son

0973

5040

96w

cf@

zam

bia.

co.z

m

33.

Ms

Shup

i Mw

eene

FBe

stbr

ands

CEO

0955

0041

56Sh

upim

wee

ne04

@ya

hoo.

co.u

k

34.

Mr D

ovel

y M

. Mup

ela

MPP

HPZ

Hous

ing

and

Infra

stru

ctur

e Co

ordi

nato

r09

7774

8193

dove

ley@

yaho

o.co

m

35.

Mr M

wap

e Lu

bilo

MPO

SHCE

O25

1076

/ 097

7849

540

mlu

bilo

@ho

tmai

l.com

mw

ape.

lubi

lo@

posh

.org


Nam

eSe

xOr

gani

zatio

nDe

sign

atio

nCo

ntac

t Num

ber

Emai

l

36.

Ms

Mon

de M

ukel

aF

Arch

itect

0966

7546

91m

onde

muk

ela@

gmai

l.com

37.

Ms

Petr

onel

la S

hiak

aF

ZAW

ICDi

rect

or09

6848

0971

Petro

nella

80@

gmai

l.com

38.

Mr T

aper

a M

uzira

MIL

OCh

ief T

echn

ical

Adv

isor

+26

0 96

5 84

9567

muz

ira@

ilo.o

rg

39.

Ms

Naom

y Li

ntin

iF

ILO

Prog

ram

me

coor

dina

tor

+26

0 96

6 77

4127

lintin

i@ilo

.org

40.

Mr Z

ondo

Chu

luM

UNCT

ADLi

nkag

es

0977

6468

71zo

ndoc

@ya

hoo.

com

41.

Ms

Tend

ai S

iban

daF

ILO

UN G

reen

Job

s Pr

ogra

mm

eDr

iver

+ 2

60 0

967

7739

29si

band

at@

ilo.o

rg

42.

Ms

Barb

ara

Mal

ambo

FIL

OFi

nanc

e an

d ad

min

istra

tion

+26

0 09

66 9

5789

5m

mem

beb@

ilo.o

rg

43.

Ms

Fine

ss C

ham

aF

ILO

Inte

rn

0978

0032

26


ANNEX III: Guiding questions used during stakeholder interviews

Questions for women entrepreneurs in the building industry; e.g., contractors, input supplies, professional services, engineering and manufacturing for buildings. (Mainly registered with NCC)

Area under discussion Key questions

Management skills Do you have adequate management skills?

What skills do you need to manage a site and male workers and mainly male contractors? Do you feel you have these skills?

Do you employ women in your business or as contractors? (%)

If yes, why? If no, why?

Social capital, networks Are your social networks as developed as men’s for operating in the construction industry?

Do you need more and better networks?

Who are the key stakeholders for (women) entrepreneurs in the building industry?

Are they effectively supporting women and men equally? In particular levels of membership and existing support from business associations?

Business development support services

Do you know where to get business development services? If so which ones have you used? Are services adequate to meet your business needs?

Are member-based organizations supporting you and your businesses? If yes, why? If no, why?

Family and community Do you receive encouragement and support from your family and community in your business?

How do you manage your responsibilities as mothers, daughters, wives?

Have you suffered from sexual harassment of violence when running your business?

Growth/formalization Have you applied for finance? To whom and for what amounts? Did you receive the loan?

What gender-based challenges exist for entrepreneurs that are registered with NCC, PACRA or are at a business stage where they could become registered? i.e., more formal entrepreneurs.

Green construction Do you use green construction techniques? If yes, why? If no, why?

Can you see business opportunities in green construction?

Other women in construction

Do you have a personal network of other women in construction? If so would you be willing to share it for database building and support later on?

Sectoral issues Based on your knowledge and interactions please confirm accuracy of figures and numbers of BOTH formal/informal women entrepreneurs in the building industry. What sectors are they concentrated in?

Green building techniques

What is your current knowledge of and use of green building techniques and products?

Are there any lessons learnt from other Zambian green building projects for up-scaling?


Questions for women workers in the building industry; e.g., back office and site management, artisans, professional services.

Area under discussion Key questions

Technical skills incl. green building skills

Are you a formally qualified artisan?

Did you have any issues when accessing building skills training? What percentage of women was in your course?

Do you have any knowledge of green building techniques? If yes, which ones?

Are there any lessons learnt from other Zambian green building projects for up scaling?

Do you think there are gender-based differences in the view and use of green building techniques?

Harassment & violence Have you experienced any harassment or violence in the workplace? If so, from whom?

Inequality in the workplace

Do you know if you get equal pay for equal work as your male colleagues?

Do you get any other allowances such as sick pay, maternity leave, and holidays?

Family and community Do your families and communities support your career choice?

Would you employ women workers if you owned a business?


Opportunities for career progression and self employment

Please give a snapshot of the types of work done in the building industry by women.

Are there opportunities for career progression in the building industry?


Are there lessons learnt from other Zambian projects for women working in the construction sector for up-scaling?

Give a snapshot of women workers in management in the building industry (i.e., how many, what types of building firms are they in; their profiles: age, education family status)

Other women working in construction

Do you have a personal network of other women working in construction? If so would you be willing to share it for database building and support later on?

Representation and support

Are women workers members of trade unions? Is there specific support for them?

Who are the key stakeholders of this industry? What are their levels of influence on women working in the building industry?

Are they effectively supporting women and men equally?


ANNEX IV: Stakeholder and projects with a remit for women in the building industry

Stakeholder Description of Stakeholder’s Role

Capacity to, and actual engagement with, gender equality interventions and advocacy.

Size in terms of resources and members

Level of power/influence over their operating environment

Importance of Stakeholder Rating High: H Medium: M Low: L

Zambia Association For women In Construction (ZAWOCO)

Member-based organization-supporting women in construction. Limited membership and service provision. Mainly represents Govt. graded contractors

Still very few, need to build and create a critical mass to have a bigger voice.

Their coming together is a result of realized marginalization in terms of:

- Access to finance

- Bidding for competitive jobs and Technical Capacity.

- Stagnation in growth as female-owned and headed enterprises

Currently has 15 members, drawn from 3 provinces (Lusaka, Eastern, and Central)

Currently low, needs building in terms of numbers and recognition by potential stakeholders.

- Have a positive influence on female contractors joining the industry-role models/motivators

- Legitimate, recognized supported and registered with NAMSSC, ZAFWIB, NCC and PACRA thus can lobby and advocate on issues

-Have managed to reinforce their bidding and capacity to deliver by forming a limited Company with nine female Directors

High

Linked to NCC, NAMSSC, NHA, MoGCD, NGOCC, ZAFWIB, WEDAZ, MoLSS, MoWS, TEVET institutes, and informal actors in green building and construction

Dynasty – Women in Construction

Women in construction registered with NCC between Grades 4-6 have formed a company to reinforce bidding for jobs

Recently established, still finding their space for engagement at different levels

Nine women in construction, registered with NCC, members of ZAFWIB and NAMSEC

Very high potential for -influence but still in its infancy stage

Medium

Linked to;

NCC, ZAWOCO, ZFAWIB, NHA, MoGCD

Women Entrepreneurs Development Association of Zambia (WEDAZ)

Member-based organization looking at entrepreneurial development for women in business management and skills. Carrying out advocacy on good trade practices for women entrepreneurs and creation of networking opportunities

Has a mass mandate to engage policy-makers on various issues impeding on their operations and regarding their growth as female entrepreneurs

Bridging the gender gap between women and men entrepreneurs through

capacity building of their members in entrepreneurial skills, management, and financial sourcing.

450 members pulled from 7 provinces

Has a bigger voice,

pulls members at national level in numbers, has a mandate to speak for, lobby, and advocate for women entrepreneurs including contractors

-Recognized by Banking and financial institutions

-Member of the nongovernmental coordinating umbrella body of the women’s movement whose mandate is to foster equality and development and as a result has policy space and through government Sector Advisory

High

Linked to:

ZFAWIB, NGOCC, PACRA, MoLGH, TEVETA







National Association of Medium and Small Scale Contractors

Member-based organization supporting men and women in construction

Has a large membership representation at national level (present in all provinces) strong voice and representation

300 members (Approx 50 women)

Strong voice and representative of both female and male small-scale contractors

-Has created opportunities for women contractors to take up leadership positions within the association and women have now formed their own association

-Provides opportunities for networking and linkages for their growth, financial access and technical capacity building

HIGH

Linked to;

NCC, MoLGH, NHA, ZAWOCO

Zambian Women in Construction (ZAWOCO)

Member-based organization Has an active role in women’s advocacy in building construction industry. Capacity limited by low membership and fragmented voice.

15–20 members Medium level of power, not as effective as it could be due to the fractured nature of women’s associations that are without a cohesive advocacy strategy.

HIGH, linked to NCC, NHA, National Association of Medium and Small Scale Contractors

Zambian Women in Construction (ZAWIC)

Member-based organization Has an active role in women’s advocacy in building construction industry. Capacity limited by low membership and fragmented voice.

15–20 members Medium level of power, not as effective as it could be due to multiple women’s associations without a cohesive advocacy strategy.

HIGH, linked to NCC, NHA, National Association of Medium and Small Scale Contractors

Women in Construction Trust

Trust Supports women in construction with training and inputs.

HIGH

OXFAM WASHE Project

Born out of an initiative by OXFAM to build capacity in selected women in building and housing construction skills with TEVETA. The women have registered limited companies with PACRA

An alternative role model in closing the gender gap in terms of earned income at household level

20 young women selected from 3 Wards-communities in Mongu

-Smaller voice and operating as a community initiative

-Occupies a policy space, being an international NGO which advocates for gender equality within the construction industry

-Has embarked on projects aimed at closing gender gaps with visible results

MEDIUM

Linked to:

TEVETA, PACRA, NCC, NAMSSC,







People’s Process on Housing and Poverty in Zambia (PPHPZ)

Established In 2005, as part of slack/slum dwellers international network.. Key focus is decent shelters and housing; water, sanitation and electricity

As a community-based organization it has policy space for advocacy.

Members are involved in construction of housing and shelter

48,000 families that have joined the movement for shelters

Has mass movement and policy space for lobbying and advocacy

MEDIUM

Linked to:

Informal Actors, MoLGH, and communities

United Nations Habitat for Humanity

Zambia

Carrying out policy-level work with line ministries such as Ministry of Local Government and Housing, and Ministry of Finance, dealing with legislation laws, policies and regulations on housing

Supporting the National Housing Policy

Lobbying for legislation for promoting the use of alternative building material and technologies i.e. not concrete blocks

Has policy space for lobbying and advocacy, being an International NGO.

-Capacity to influence policy formulation and implementation towards gender equality in this sector

Working with Government bodies and line ministries on NGOs, CBOs and like minded organizations

-Has policy space for lobbying and advocacy on sustainable building methods and techniques

-Working closely with community-based organizations that are engaged in self-help, safe house initiatives, and are using green building techniques

-Has a Gender Policy to guide its mandate and implementation

MEDIUM

Linked to

MoLGH, NHA, NCC, build projects at community level

National Council for Construction (NCC)

National Regulatory Body for all Construction services and promotes the industry in Zambia

-Registers all contractors at national level

-Sets rules and regulations for effective and efficient operation in the industry

-Provides capacity building through an in-service centre targeted at registered contractors

97 female contractors from 1,075 build and housing contractors - with a total of 3,069 registered contractors as at 2011 December.

Capacity Building courses at the NCC in-service requires minimum qualifications to be met, therefore and clearly NCC has no affirmative action of mass inclusion of women or compromised rules and relaxed rules to avoid compromised out-put

-Women contractors very low yet produce quality work and service delivery when contractors

- No role models for women in Grades 1 and 2

- Have introduced the Women in Construction programme in school talks to encourage girls to enrol for construction technical courses

HIGH

Linked to:

MoLGH, NHA, MoLSS, TEVETA, MoWS, , PACRA, NAMSCC, ZAWOCO, DYNASTY,

Technical Education, Vocational and Entrepreneurship Training Authority (TEVETA)

Government parastatal for technical and vocational training Used policy incentives for promoting women in construction in the past.

Offering Science Vocational and Technical Education at national level with institutes present in major provinces and districts around the country

Has a Gender policy in place that recommends strategies and implementation mechanism for their operations.

- Capacity to promote green building techniques are high; however there is no policy backing for it (from the Act of Parliament that established NC) but room can be found

HIGH







Ministry of Labour and Social Security (MoLSS)

Mandated to:Regulate, guide and ensure employers adhere to statutory instruments on minimum standards, work conditions and wages.

Ensure provision and creation of safety nets for all

Has a national mandate to regulate, monitor and provide support to every labourer and employer in the country at every level (District and Province)

Present in every district, monitoring all worker employee operations,

-Has no Gender Policy for addressing Gender specific needs, uses a holistic approach in addressing Labour issues.

-Does not disaggregate their data, information and reporting systems, and unable to track interventions to specific gender

Medium

Ministry of Gender and Child Development (MoGCD)

Responsible for supporting the development of women’s economic development and industry

Recently set up, and is now a fully fledged ministry with a Cabinet Minister and an added portfolio of child development

- Ministry Housing all Gender in Development, Gender and Development policy formulation and implementation strategy at national level

- National Gender Policy currently under review to address and eradicate discriminations that hinder women’s economic empowerment.

HIGH

Ministry of Works and Supply-Buildings Department (MoWS)

Responsible for all building works and services

Has a mandate to ensure timely and efficient delivery of building works and services.

No Gender Policy in place.

At buildings department Level, statistics not gender-disaggregated for the contractors

Data compiled only documents the names of companies, without referring to gender

LOW

MoLG, HNCC,







Ministry of Local Government and Housing (MoLGH)

Multi-functional in nature and oversees the implementation of delegated functions and responsibilities by the local authorities.

This done by managing the social, economic and political spheres of governance. According to the Government Gazette no. 547 of 2004.

The ministry has been assigned the following functions among others:

Co-ordination of Local Government

Administration; Regulation and

Provision of Social Amenities;

Urban Planning and Regional Planning; Valuation of property;

Water Supply and Sanitation; Provision of housing; Provision of municipal infrastructure services and support services

Linked to:

All line ministries, NCC, NHA, NAMSSC

Citizen’s Economic Empowerment Commission (CEEC)

Run empowerment schemes; however success in promoting women contractors is limited

Not known or documented

LOW

Linked to:

NCC, NAMSSC

Union of Construction Workers

Member-based organization supporting men and women in construction. However number of

Women members, and services offered to them, is limited

-Not much known or documented about the union

-Not easily accessible, based on the Copper belt Province

Linked to:

NCC, NAMSSC

Technology Development and Advisory unit (TDAU)

Established to provide a link between the expertise of the university and industry

Providing training and support to all potential end users of their interlocking pressed block machine

-Encouraging clients to make use of green building techniques

MEDIUM

Linked to:

Various end users of both technology equipment, builders and beneficiaries


ANNEX V: Implementation strategyThe development objective of the strategy is to create sustainable jobs among MSMEs operating in the Zambian building construction industry. The implementation strategy in the tables mirror the focus of the programme pillars, and also adding a gendered and women’s perspective. For a systemic approach to ensuring gender equality the implementation strategy looks at all four levels of the market system and recommends specific initiatives that address the finding’s main concerns. In addition it looks at both gender mainstreaming strategies, women specific activities and internal programme strategies.

qTable 3: Meta level development objective, outputs and activities65

Meta levelIndicators Means of verification Assumptions Indicative

programme budget in, USD

Objective 1. Increased appreciation of women in building construction among stakeholders and the general public in Zambia.

Output 1.1

Increased awareness on the role of women in the building construction industry

Percentage increase in positive attitudes and practices by men and women towards women’s participation in the building and construction industry69

Stakeholder and public surveys before and after interventions

Gender equality issues continue to be a priority in Zambian development objectives.

Activity 1.1.1

Conduct 5 consensus building workshops

Percentage increase of number of men and women in consensus for gender equality in the building construction industry

Workshop before and after surveys

Men and women are willing to participate in action learning workshops

29,000

Activity 1.1.2

Develop and conduct campaigns to promote women in the building construction industry

Percentage increase in positive perceptions of women in the building construction industry by men and women

Stakeholder and public surveys before and after campaigns

Stakeholders are willing to drive awareness raising campaigns to their constituents

20,000

Activity 1.1.3

Conduct women’s entrepreneurship development training sessions for all UN Green Jobs Joint Programme (UNGJP) stakeholders

No. of UNGJP stakeholders trained

Workshop reports Stakeholders are willing to participate in gender training

8,000

Output 1.2

Increased uptake of green building technologies in the residential building sector

Increase in no. of householders who use green building technologies in the residential housing market

Project data collection and reporting

The market for green buildings continues to expand over the life of the project

Activity 1.2.1

Develop and conduct eight awareness raising events for green building construction target at women customers

Percentage increase in consideration of benefits and use of green building in purchasing decisions

Customer surveys before and after awareness raising

Women are indeed drivers for the decisions made on materials and function in new residential housing

25,000

65 Indicator percentage and numbers will be completed after baseline surveys.


qTable 4: Macro level development objective, outputs and activities

Macro levelIndicators Means of verification Assumptions Indicative

programme budget in, USD

Objective 2. Improved gender equity in the policy environment for the building construction industry in Zambia.

Output 2.1

Stakeholders have increased knowledge and data about women in the building construction sector

Percentage increase in knowledge of programme stakeholders on the gender issues in the building construction industry

Six monthly stakeholder surveys

Creating a knowledge base remains a priority for stakeholders

Activity 2.1.1

Carry out action research/baseline on the situation of women in the construction industry

Number of research/baseline reports disseminated to of men and women

Workshop and dissemination reports

Gender equality issues continue to be a priority in Zambian development objectives

25,000

Activity 2.1.2

Carry out capacity development for stakeholders in data collection for strategy development.

Number of sex disaggregated databases in operation by stakeholders

Stakeholder reporting

Stakeholders have the equipment and capacity to collect data

29,500

Output 2.2

Specific gender mainstreaming strategies have been implemented by policy-makers in the building construction industry

Number of strategies developed and being implemented


Stakeholders contintue to value gender equality in their operations

Activity 2.2.1

Conduct reviews of gender capacity and strategies for 4 stakeholders

No. or reviews conducted Capacity and strategy reviews

Stakeholders are willing to provide the information required for reviews

10,000

Activity 2.2.2

Review and develop four targeted gender sensitive strategies with stakeholders in the building construction industry

No. of strategies developed Stakeholder reporting

Stakeholders are willing to change existing strategies and ways of working to accommodate gender issues

10,000

Activity 2.2.3

Capacity building and support the implementation of developed gender strategies and construction policy

No. of policies/strategies implemented or part implemented


Strategies and construction policies are adopted and widely accepted within the stakeholders concerned

19,500

Activity 2.2.4

Provide technical support to one public and one private building construction stakeholders to implement preferential procurement guidelines

No. of preferential procurement initiatives developed and implemented


The legal framework in public procurement allows subcategories of preferential procurement

10,000

Output 2.3

Women are better able to influence the policy environment for the building construction industry

Increase in No. of joint advocacy and lobbying campaigns made by member-based organizations

Member-based organizations progress reports

Member-based organizations have the political power to influence the policy environment for the building construction industry

Activity 2.3.1

Facilitate the formation of a cohesive network of member-based organizations that support gender equality in the building construction sector

No. of member-based networks for supporting gender equality in the building construction industry created and sustained

Member-based organizations progress reports

Member-based organizations are willing to collaborate to promote their members needs

10,000


Indicators Means of verification Assumptions Indicative programme budget in USD

Activity 2.3.2

Conduct capacity building training for member-based associations in association building and lobbying skills

Percentage increase in membership of member-based organizations for supporting gender equality in the building construction industry

Training reports Member-based organizations are willing to commit committees to training and development

24,000

Activity 2.3.3

Link artisans to existing or new member-based associations

Number in the increase in artisans represented by a member-based organization

Member-based organization’s reports

Artisans and existing representative organizations are willing to organize themselves

6,000

Activity 3.3.4

Conduct a study tour between member-based organizations from the building construction industry in Zambia and South Africa

Number of good practices adopted to promote women in the building construction industry

Member-based organization’s reports

The capacity of member-based organizations is sufficient.

17,000


qTable 5: Meso level development objective, outputs and activities

Meso levelIndicators Means of verification Assumptions Indicative

programme budget in USD

Objective 3. Improved business and technical skills of women in the Zambian building construction industry.

Output 3.1

More skilled women workers women participate in the building construction industry

Increase in the no. of skilled women who have decent jobs in the building construction industry

Labour surveys Socio-cultural norms are not so strong to prevent the wider participation of women in the building construction industry

Activity 3.1.1

Establish a sustainable system of promotion of the industry to young women in schools and colleges

Percentage increase in no. of young women considering building construction industry as a career

Programme reports Schools are willing to become involved in professional development

16,000

Activity 3.1.2

Develop mobilization strategies for technical colleges to register more young women

Percentage increase in no. of young women enrolling in and completing building construction training courses

College registers Colleges have the capacity and political will to develop specific gender sensitive or women targeted strategies

15,000

Activity 3.1.3

Linking into existing UNGJP, provide targeted green building skills to women artisans

No. of artisans who increase their green building skills

College registers Women artisans can be mobilized to take up new skills

10,000

Objective 3.2

Women entrepreneurs in building construction are better able to compete in the industry

Percentage increase in women in graded contacting firms

NCC, NHA and PACRA databases

The building construction industry continues to expand over the life of the UN Joint Programme

Activity 3.2.1

Linking into existing UN Green Jobs Programme (UNGJP), carry out a business development service needs analysis for women entrepreneurs in the building construction industry

BDS needs of women entrepreneurs known

Programme report Women contractors are available and willing to contribute to data collection

4,400

Activity 3.2.2

Facilitate business, management and soft skills training for women contractors

No. of women entrepreneurs accessing BDS

Programme report Business development service providers have the capacity to deliver tailored BDS to women contractors

20,000

Activity 3.2.3

Linking into existing UNGJP, provide targeted green building design skills to women professionals

No. of construction professionals using green building in their designs

Programme report Professionals are willing to adopt and use green building designs and techniques

5,000

Objective 3.3

Community based building schemes are able to access construction tenders

No. of community based construction schemes registered as NCC contractors

NCC & NHA databases, reports from construction schemes

Community based construction schemes are willing to compete in a the wider building construction market

Activity 3.3.1

Linking into existing UNGJP, conduct a capacity needs analysis of community based construction schemes

Needs of community based construction schemes known

Programme reports Community based construction schemes are willing to participate in research

5,000

Activity 3.3.2

Linking into existing UN Green Jobs Programme (UNGJP), provide capacity building for community based construction schemes in business, management, tendering and soft skills

No. of community based contractors receiving capacity building

NCC, NHA and programme reports

Levels of education are high enough to participate in training

15,000


qTable 6: Micro level development objective, outputs and activities

Micro levelIndicators Means of verification Assumptions Indicative

prog. budget USD

Objective 4. Enhanced capacity of women in the Zambian building construction industry to effectively participate in the building and green building construction sector.

Output 4.1

Women’s rights at work are better protected in the building construction industry

Reduced no. of rights’ violations in targeted building construction firms

Programme reports, before and after surveys

The political will exists in the building construction industry to prevent human rights abuses

Activity 4.1.1

Facilitate dialogue between contractors and workers on their equal rights and responsibilities in the building construction workplace

Percentage increase by no. of men and women in consensus for gender equal rights in the workplace


Construction firms and workers are willing to enter into dialogue

10,500

Activity 4.1.2

Conduct specific training and follow up on preventing sexual harassment in building construction workplaces

No. of firms implementing strategies to prevent sexual harassment


Construction firms and workers feel unencumbered to discuss and address sexual harassment in the workplace

18,000

Output 4.2

Women in building construction have better access to business expansion finance

Percentage increase in women contractors who secure larger building construction contracts

NCC, NHA databases enterprise reports

Finance institutions are willing to develop specific products for women in construction

Activity 4.2.1

Conduct a financial needs analysis for registered women contractors in the building construction industry

Financial needs of registered women contractors known

Programme report Accurate data can be obtained from both financial institutions and women contractors

5,000

Activity 4.2.2

Develop a specific lending scheme with an existing service provider

No. of women contractors receiving business finance increases

Enterprise and lending scheme reports

Women contractors are able to meet lending criteria

(depends on the scheme)

Output 4.3

Production of environmentally-friendly construction materials facilitated

Percentage increase in women benefiting from community-based building resources

Programme reports Communities are willing to let women retain the rights to materials and the income generated

Activity 4.3.1

Linking into existing UN Green Jobs Programme (UNGJP), assess the market potential for building material that directly benefit women’s livelihoods

No. of products identified that directly benefit women’s livelihoods

Programme reports There are building material resources that women have control over

4,500

Activity 4.3.2

Provide specific support for women to step up the production of indigenous/recycled building materials that directly benefit women’s livelihoods

No. of women whose income increases by percentage through the programme’s support

Programme reports Women control the income they generate from the production of indigenous/recycled building materials

19,500


qTable 7: Programme level objective, outputs, and activities

Programme levelIndicators Means of verification Assumptions Indicative

progamme budget in USD

Objective 5. Enhanced staff and programme management committee (PAC) capacity to effectively implement and measure gender mainstreaming or sex specific components of the UN Green Jobs Programme (UNGJP).

Output 5.1

UNGJP has the expertise to implement and monitor its gender equality strategy

Reduced no. of rights violations in targeted building construction firms

Programme reports and programme management reports

The programme is willing to develop staff and systems to support gender equality.

Activity 5.1.1

Develop a M&E system, with stakeholders, that reflects the gender objectives of the programme

No. of indicators that represent the programme’s gender objectives

M&E system The programme is willing to establish and collect data for gender specific impact indicators

2,500

Activity 5.1.2

Develop and disseminate gender good practices for gender equality in the building construction industry

No. of good practices disseminated

Programme reports The programme has good practices to document and disseminate

5,000

Activity 5.1.3

Establish an equality programme advisory sub-committee

Percentage of programme outputs reviewed or suggested by subcommittee

Subcommittee reports and minutes

There is enough political will within the programme to establish and support a gender subcommittee

1,000

Activity 5.1.4

Develop internal gender guidelines for programme staff

No. of internal guidelines used by staff and PAC members

Programme management reports

Programme staff and PAC members support the gender equality values of the programme

2,000

Activity 5.1.5

Conduct specific training of programme staff in gender guidelines and gender indicators

No. of training events for staff and programme advisory committees

Programme reports Programme staff and PAC members can make themselves available for training

4,500

Zambia Green Jobs Programme Of�ce

International Labour Organization

Lubwa Road, Plot 4635

Lusaka, Zambia

Tel: +260 (211) 256 895

E-mail: [email protected]

www.zambiagreenjobs.org

adding value - zambia green jobs€¦ · adding value gender and the zambian building construction...

Documents