1. DiDiRi Sexual and Reproductive Health Rights for LGBTI Populations in Southern Africa Evaluation Findings Presentation

2. Methodology Interviews with Implementing Partners (ARASA, COC, Hivos, Positive Vibes) Interviews with RNE Interviews with external stakeholders (AMSHeR, SAfAIDS) Telephonic interviews with in-country partners (Botswana, Mozambique, Namibia, South Africa, Zambia, Zimbabwe) Field visits (Swaziland, Malawi, South Africa)

3. Review against objectives

4. Objective 1: Capacity of stakeholders in the region is expanded to promote and implement LGBTI interventions Representation and presence in many regional forum and definitely ensuring some media presence Positive feedback about the extent to which in-country partners are able to learn and share with other countries in the region and the value for organisations Positive feedback about how regional learning and sharing (forums, skills exchanges) is supporting improved practices in- country View that DiDiRi is creating a network of LGBTI and non-LGBTI organisations at a regional level However issue of regional voice – there was a concern that this is not being sufficiently addressed and different options re how to do this (i) building DiDiRi collective or (ii) strengthening regional organisations in which DiDiRi members already participate

5. Objective 2: An enabling environment for LGBTI rights including the provision of HIV and other health interventions is promoted and strengthened Unclear if there is an increase in coalitions, but there is evidence of increased opportunities for advocacy to be to undertaken jointly (mainstreaming), and the strengthening of relationships (or, at a minimum, the beginning of the creation of a more enabling environment) with non-LGBTI organisations Advocacy work (including submissions, statements, community dialogues, events) is taking place at a national level with respect to legislation, as well as changing health service curricula – though not achieved yet is part of country debates (and in some cases has resulted in changing practice if not legislation and awareness of the need to integrate LGBTI related issues into health curriculum and other related curricula (including lawyers) This advocacy within country is said to have been strengthened by regional and community advocacy work (so confirms programme logic)

6. Objective 3: Organisational capacity of LGBTI-led CSOs to support implementation and to lobby and advocate for human rights and access to medical services is strengthened In some cases it appears that the OD support is contributing to perceptions of improved organisational stability and, thereby, opportunities for new fundraising It appears though that this is not sufficient for many organisations (some of which are very small and have a range of organisational challenges)..There are questions about what further OD support can/will be provided, and questions about calls for OD support from organisations not receiving this LILO participants that were interviewed reflect increased self- esteem and confidence Also found that LILO roll out is happening where funding is in place, but otherwise not clear that it is being integrated into organisation plans sufficiently

7. Objective 4: Health services provided to LGBTI at select sites in the region are improved Evidence that peer education programmes being strengthened and increasing reach of information as well as access to health services Still some unevenness in terms of scale and resources to support programmes (including peer educator programmes and producing additional IEC materials) Strong evidence that access to clinics increasing and that referrals networks are being put in place and/or operating well working Condoms and lubricants are being distributed, and this is seen as very important

8. Reflecting on the Programmatic Issues Value of the programme – There is a view that the programme is positive, and is making a valuable contribution – There is also a view that this is a one-of-a-kind intervention in Africa, and that it holds tremendous promise for LGBTI organisations and the LGBTI sector in that regard – Further, it is felt that the programme compliments existing initiatives in the countries very well (e.g. voucher for health services)

9. Reflecting on the Programmatic Issues Some issues – There is a not a shared understanding of the overall goal and purpose of the DiDiRi programme and the particular value it wants to add to the existing work taking place at a country level (or is it to simply expand existing work)- also need to consider what is possible within the timeframe and budget – There is a concern about the regional voice – is this actually the DiDiRi collective or is intention to build existing regional structures both by strengthening their members but also through working with them and supporting them as relevant (note some movement in this seen as positive) – With respect to building organisations: there is a question as to the extent to which there is a focus across partners on building sustainable organisations. There does not appear to be an analysis of what each in-country partner requires (or a typology of needs) and how each IP contributes to the development of this objective (note the shift in ordering of this presentation recognises, though, that it is taking place but perhaps not explicitly or comprehensively). This imperative is reinforced at an in-country level where there is a view that there is a need to expand OD and in some cases to provide a more comprehensive package of OD

10. Overarching Recommendations At a “regional” level it is recommended that there is agreement reached on what is meant by “regional” capacity and how this supports a “collective voice” It is suggested that it would be valuable to build on efforts begun with existing regional structures and to consider how best to work with, and support, these structures (whilst at the same time maintaining focus on building in-country partners – that is, members) The findings also suggest that it would be valuable to continue to strengthen the LGBTI and non-LGBTI collaborations at this level (through the regional forums, learning circles, skills exchange and linking LGBTI partners with non-LGBTI partners)

11. Overarching Recommendations – Build internal consensus on the nature of the working relationship between the implementing partners (i.e. as four coordinating IPs rather than building a “collective”), and to consider how this is to be represented to external partners; – Develop a strategy for implementation that clarifies what it means to be a “DiDiRi partner” (in terms of types of support/training/grants and levels of support/training/grants, as well as the criteria, limits and conditions of this) – this needs to take into account available resources as well as time. – This should be clearly communicated (and be linked to a communication strategy that then ensures that all who qualify have access to RFPs and in time – These changes will assist to manage expectations, as well as to mitigate tensions pertaining to a lack of transparency and accountability

12. Recommendations about specific interventions – Determine what is and is not possible with respect to OD support – Consider what is possible with respect to rolling out LILO training, as well as to support organisations to integrate the methodology in their practices where funding for roll out is not possible or feasible – There is a need to focus on strengthening exchange process in terms of the selection of the individuals, capacity of the hosting organisation required, and defining the specific purpose and outcomes of the exchange visit (and how this gets monitored and reviewed). The calls for the second round of exchange visits have taken much of this forward, but there remains a need to consider the follow up processes further and to consider ways in which the individual participants in the exchange visits can be supported to increase the levels of organisation-wide benefits from the process, and to transfer knowledge and skills to other members of their organisation

13. Recommendations about specific interventions – There is a need to consider how to ensure individuals who come to regional forums share information (depending on the extent which DiDiRi is able to provide criteria for selection) – There is a need to consider broadening the DiDiRi website (and communicating this) to include a greater breadth and depth of information and resources, as well as a need to consider ways to encourage use of the site (interactive platform?) – There is a need to consider how promising initiatives from intervention plans can be grown (and how can this supported within DiDiRi and beyond) – There is a need to ensure there is a process is in place to review progress against needs assessment and to define what is still required and what should be strengthened

14. Delays in the first year of implementation Challenges related to the recruitment of the overall programme manager Recruitment/capacity issues for some implementing partners Setting up systems took longer than anticipated Relationship among diverse IPs (ARASA, COC, Hivos and Positive Vibes) took time to build and develop a working relationship and collective programmatic culture

15. The programme is ambitious in scope, somewhat unrealistic in terms of volume of activities Preparation and implementation takes longer than anticipated Many activities need to be lengthier in term to have any considerable impact, and to effectually be able to measure trends.

16. Where are we now? Internal reflection Extension until April 2016 “synergy”; “integration”; “alignment”; “harmonisation”; “collaboration”; “inter- organisational sharing” Possible Follow-up with a process still TBC and articulated to partners

17. POSITIVE VIBES Convening LGBTI partner organisations and groups with key players related to organisational and leadership learning Collaborative development of organisational accompaniment (On site and remote)as well as LILO coaching second tier roll out Pilot rollout of individualised organisational accompaniment (On site and remote) Continued OD support though the LILO leaders and LILO core skills methodology. Continuation of LILO Leaders coaching with 18 organisational leaders DiDiRi end of phase regional conference which would be co-hosted by ARASA, PV, COC and Hivos.

18. LILO Voice methodology to be developed and finalised and pilot rollout of LILO Voice across LILO partners in the region participating in the programme. In country technical assistance visits to organisations who have received the "Moving LILO forward" grant.