1. Development of Gender Sensitive M&E: Tools and Strategies

2. Session Outline Recap on why gender sensitive M&E is important What is a gender sensitive indicator? How to develop an effective gender sensitive indicator? Practical examples

3. Why are gender sensitive Monitoring & Evaluation (M&E) frameworks important? Why are gender sensitive Monitoring & Evaluation (M&E) frameworks important?

4. Gender Sensitive M&E Implementing gender sensitive M&E systems will help : 1.Determine gendered dimensions of resource access & use 2.Detail project effects on women and men 3.Help strengthen accountability for implementing national, sub-national and local commitments on gender equality 4.Achieve practical benefits for women & progress toward changes in gender relations 5.Lead to more effective & sustainable REDD+ action

5. How can gender sensitive M&E be achieved? Sex disaggregated data Gender sensitive indicators Gender sensitive M&E

6. What has an explicit indicator What gets measured What is more likely to get addressed & implemented

7. What is a gender sensitive indicator?

8. There are varying aspects which would help result in an indicator to be gender sensitive: 1)Data disaggregated by sex; 2)Gender specific; 3)Implicitly gendered; and 4)Chosen separately by men & women.

9. What is a gender sensitive indicator? 1.Data disaggregated by sex Data calculated separately for men and women Allows for comparisons to be made Reveals the differential impact & reach of a intervention on men & women (i.e. in relation to a governance practice or capacity building workshop) EXAMPLE: Ratio of number of workshop participants who are men to that of women

10. What is a gender sensitive indicator? 2.Gender specific Indicator is specifically targeted at women or men In practice, this type of indicator is used to measure the output or outcomes designed to increase women’s empowerment EXAMPLE: Proportion of seats (%) in National Parliament that are reserved for women (Over the course of a certain time period) what is the proportion of senior level positions, within a certain sector, that are held by women?

11. What is a gender sensitive indicator? 3.Implicitly Gendered Indicator makes no explicit reference to gender terms of women and men. However, if it is interpreted within a broader context, it is clear that the indicator is of particular relevance to women or men. EXAMPLE: Time saving or time increase in collecting & carrying water, fuel, & forest products as a result of a REDD+ intervention or activity

12. What is a gender sensitive indicator? 4.Chosen by women Often simply reflect differences in men’s & women’s preferences & priorities regarding different aspects of a sector, policy or action. EXAMPLE: Percentage of women who say that they receive adequate information from the national government or sub-national authorities on REDD+ activities that affect them.

13. How to develop an effective gender sensitive indicator?

14. Guidance Steps 1)Identify the action & area to be measured 2)Conduct gender analysis at field level – Can be used to help form baseline data 3)Develop gender-sensitive indicators that are objectively (quantitative) & subjectively (qualitatively) verifiable & that meet the following SMART criteria 4)Access – Determine whether data exists or there is a need to collect data & monitor change 5)Monitor the indicator over time, & make corrections if needed.

15. SMART Criteria Specific. Indicators should be linked to the goal or objective. One indicator per objective is useful. Measurable. Baseline data is used to measure change. This data is disaggregated by sex, socio- economic grouping, age, & ethnicity, & reveals the situation in the project area before intervention. Achievable. Measurements (costs, etc.) & timelines (e.g. project life) are realistic. Data realistic to obtain. Reliable. The same conclusion is yielded if the measurement is carried out: i) with different tools; ii) by different people; iii) in similar circumstances. Time-bound. Ideally, time frames should develop from the project & not be imposed.

16. Supportive Frameworks 1)Capacity building to promote the effective collection, retrieval, and analyzation of data on gender equality indicators 2)Indicators & data collection developed in a participatory, consultative process with key stakeholders (promotes ownership) – Both women and men should be involved in the process 3)Adequate financial resources 4)Involve women’s organizations & groups, gender focused NGOs, etc., in monitoring activities

17. Practical Examples

18. Forest Use & Knowledge Indicators Ratio in amount of land as accessed by women and men, compared to baseline Ratio between the number of hours women & men apply to the management & conservation of forests, compared to baseline Evidence that sex-disaggregated information on women’s and men’s access to & use of forests applied to REDD+ action planning & implementation Number of research activities that involve women in documenting women’s & men’s local knowledge of resource management & changes in resource availability & use

19. Forest Use & Knowledge Indicators (cont.) Number & percentage of land or house titles or leases provided in the names of women, men, and joint (both spouses) Percentage change in the number of women & men with secure tenure in pilot province areas

20. Participation Indicators Number & percentage of women & men, as well as representatives from women and gender focused organizations, who attend REDD+ training, by type of training (e.g., benefit sharing, FPIC, grievance mechanisms, NFMS, etc.) Number of training/workshops sessions designed to account for women’s constraints (e.g. safety issues, childcare, women’s only groups, etc.) Number of gender training & awareness sessions with agencies & other stakeholders involved in REDD+ design & implementation; & number and percentage of women & men attending Number of women & men who actively participate in each training/workshops sessions

21. Benefit Sharing Indicators Number of REDD+ value-chain improvement activities benefiting women & men Percentage of REDD+ benefits (disaggregated by monetary & non-monetary) that reaches women, men, boy & girls Ratio of REDD+ benefits (disaggregated by monetary & non-monetary) that reaches women & men in relation to the percentage of women & men who participate in forest conservation & sustainable management

22. Decision-making, Finance & Management Number & percentage of women & men employed in REDD+ agencies & as project & field staff Percentage change in the amount of women in management, technical, & professional positions associated with REDD+ action Evidence that REDD+ finance facilities include gender- sensitive guidelines for all funded activities, & employ women & men in REDD+ fund management Percentage of women staff to be invited to & attend relevant REDD+ and REDD+ financial management trainings Percentage of women who are members of the Independent Monitoring Board

23. Thank You Elizabeth Eggerts elizabeth.eggerts@undp.org