Gender in the East Africa Dairy Development

ProjectIsabelle Baltenweck and Gerald Mutinda

Livestock and Fish Gender Working Group Workshop and Planning Meeting

Addis Ababa, Ethiopia, 14-18 October 2013

Motivation EADD1 pilot – Factsheet

Scope Duration: Jan 2008- Sept 2013 Budget: USD42.85 M + USD8.5M

supplement (BMGF) for 1 additional year

Investment fund: USD5.0m BMGF: USD2.5m Heifer: USD2.5m

Partners BMGF HI - lead TNS - business ILRI – knowledge-based learning ABS – genetics & breeding ICRAF – feeds & feeding

Structure (120+ staff) Country offices

Kenya Rwanda Uganda

Regional office

TRANSPORTERS

TESTING

FARMERS

FIELD DAYS

FEED SUPPLY

AI & EXTENSION

VILLAGE BANKS

OTHER RELATED MEs

HARDWARE SUPPLIERS

CHILLING or BULKING FACILITIES

Motivation (cont.) EADD Vision and ObjectivesVisionTransform the lives of 179,000 smallholder farming families (approximately 1 million people) by doubling their household dairy income in 10 years.

Objectives• Harness information for decisions and

innovation• Expand access to markets• Increase productivity and efficiencies

of scale

Lessons from EADD I

Limited attention to

gender in original plan

• Few (2) milestones on Gender, output oriented e.g training women)• No strategy outlined in the proposal, and therefore no implementation plan• No Gender expertise and resources allocated

Staff not equipped to

address gender based

constraints

• Limited understanding among the staff on why gender matters in the program vision- ‘We do gender because of the donor’

• Difficulty monitoring gender (and age group) milestones• Unintentional Gender outcomes concealed and unaccounted for

Gender strategy, budget

and staffing

• Gender strategy developed in 2009 using baseline survey results and FGDs with key staff

• Staff training and hiring of Gender (and Youth) Coordinator in 2010• Development of gender and age group disaggregated data templates• Gender workplan integrated & performance targets formulated and budget allocated• Development and documentation of strategies to include women in project activities

What can we learn from the final evaluation?

• Evaluation conducted by independent evaluator (TANGO)

• Field survey conducted in the 3 EADD countries, using both qualitative and quantitative methods

Women staff, in hub management and Boards

Issue/ challenge

• In previous projects, most staff are men• most staff do not understand gender issues

Strategies • affirmative action on staff recruitment (30% staff women) • staff trained on gender

Outcomes (final evaluation report)

Project level: significant concentration of women in key positions on the EADD country team

Producers Organisation management level: Women mainstreamed in hub management positions (all countries), and are well represented as BDS providers (Kenya and Rwanda)

Producers Organisation Boards of Directors (BoD)o Women comprise 30% of BoD members in over 35% of Pos in Kenya, 19%

of POs in Uganda, and in all the POs in Rwanda (as per the Government of Rwanda policy)

o However, women’s equitable leadership and active participation rarely accompany this step forward, except in Rwanda

o Higher challenges in pre- existing POs due to governance structures dominated by males

Women registered farmers and ‘active’ farmers

Issue/ challenge

• Low % women members of dairy cooperatives (14% at baseline)

Strategies • Both husband and wife can register with the PO• Promoting joint bank account did NOT work• Some BoDs received gender sensitization trainings

Outcomes (final evaluation report)

By December 2012, 31.5% of registered farmers were femaleA number of married female DFBA members do not actively participate

In Uganda, qualitative observations indicate that women’s participation in DFBAs is weaker in pastoral settings compared to intensive farming sites.

Female-headed households in Uganda and Rwanda are more likely to be among the non-engaged group of farmers than the engaged group: need for separate strategy

Women’s involvement in the dairy value chain

Issue/ challenge

• Women not reaping the benefits of dairy in proportion of their labor and efforts

Strategies • Staff trained on gender issues• Some gender mainstreaming in technical training at

community level

Outcomes (final evaluation report)

In Kenya, men and women are just as likely to be involved in the dairy value chain and there is little difference between the types of activities they carry out. In Uganda and Rwanda, men are more likely to be involved in the dairy value chain than women, and the type of involvement differs

But men remain the primary decision makers for decisions related to dairy assets and income

In Kenya, by reducing herd sizes, less time is spent looking for grass for a large herd and less time is spent milking many cows. Milk volumes have increased and overall dairy labor has decreased. An increased network of transporters and more accessible collection routes have eased the women time burden

Women’s involvement in trainingIssue/ challenge

• Women do not participate fully in extension/ training

Strategies • Staff trained on gender issues• Some gender mainstreaming in technical training at

community levelOutcomes (final evaluation report)

• The project is successfully including women as extension and training providers in Kenya and Rwanda

• Survey data show that for all major training categories, larger percentages of women from the engaged farmer group report they have received training compared to women in the non-engaged and control group

Insufficient efforts to improve female farmers’ access to dairy information through training: in Uganda, there are 10 -12 % difference between households where at least one male has received training and households where at least one woman has received training.In Rwanda, among active suppliers, there is an 8-18 % difference between men and women for many training categories. The gap is widest for milk quality and animal health training

Gender Strategy in EADD II A twofold approach

• A separate and cross cutting major objective on gender to ensure that supporting outputs and activities are included fully in the project design and budgeted for:

- EADD-2 wide gender policy/strategy - Enhanced capacity of EADD staff and partners to mainstream gender

• Relevant gender outputs and activities are mainstreamed in the other respective major objectives

Proposed Gender Activities in EADD II

(Meinzen-Dick et al., 2011

1. Increasing access to assets that women require to participate fully in project activities and benefit from these

2. Increasing returns to assets by increasing productivity and/or improving access to market

3. Reducing risks and vulnerability

EADD baseline report 6 (gender), 2009

1. Increasing access to assets that require women to participate fully in project activities and benefit from them.

Type of

capital

Examples of capital Gender based constraints Possible Strategies

Physical Equipment required for dairy

production and marketing

Significantly fewer female headed households

owned assets compared to male headed

households.

Access to loans through groups

Natural Cattle, land, water Women less likely to own exotic cattle (within

households and across all countries, both local

and exotic cattle were mainly owned by men)

Encouraging households to register different cows

under different members names

Political Identity card, assertiveness in

meetings, leadership position in

DFBA

Women represent 19 and 25 % of Board

members in Kenya and Uganda

Link with Department of Registration of persons to

facilitate access to IDs; Enforce legal requirement of

at least 1/3 women in Boards

Social Being a member of a group,

ability to participate in

collective action

Farmers groups

Training on assertiveness and leadership skills;

exchange visits

Human Education, health Female heads of households had significantly

fewer years of schooling than male headed

households in Kenya and Rwanda.

Appropriateness of technologies promoted-e.g dual

crops-fodder and food

Household approach to extension services

Financial DFBA shares, savings account Women constitute 30% of shareholders (June

2012)

Significantly higher proportions of men than

women had applied for a loan across the 3 EADD

countries.

2. Increased returns to assets by increasing productivity and/or improving access to

market

Participation in specific value chain is gendered.

Proposed strategies: • Training

• bargaining and negotiation skills, especially those participating in informal markets and carving business roles along the chain (e.g. youth milk transporters in Uganda)

• Innovative modes of payment• mobile money technology to allow women access financial services

• Broaden check off system:• includes household food stuff as a win –win strategy for the household and the

DFBA: women would be encouraged to sell milk through the DFBA and be able to get more affordable food items

3. Reducing risks and vulnerability

EADD interventions may increase household vulnerability to shocks  

Proposed strategies -

• Introducing improved breeds gradually

• Providing linkages with financial services providers

Recap - EADD I to EADD II EADD I Proposed for EADD II

Gender analysis By product of the baseline

“Know Her” - Gender analysis at various levels of the value chains

Attention to gender (and youth)

limited “Design for Her” - Gender mainstreamed in all Major Objectives + 1 Objective on Gender and Youth Empowerment

Partner in charge HI All partners - gender is mainstreamed in all Major Objectives

Activities Some Embedded in other activities based on analysis of gender based constraints

Monitoring & Evaluation

Limited “Be accountable to Her” - Sex and age group disaggregated monitoring template

Profile case studies to gain deeper understanding of outputs especially at HH level

Evaluation- undertake thematic studies on gender and youth