1. The Gender Analysis Process in Food For Peace Development Programs
Bridging the Gap Between Consultants and Implementing Partners
4 October 2017

2. Background
There has been an increase in requests for consultant names as well as distribution of program scope of work (SOWs) seeking gender consultants.
TOPS sent out a survey in May 2017.
Eighteen respondents total (8 consultants, 10 implementers)

3. Implementer Responses
Skill Gaps
Lack of understanding of FFP programming;
Limited demonstrated knowledge in gender integration AND food security
Challenges in leading the gender analysis process
Few with French language skills

4. Implementer Responses
Process and output issues
Gender analysis is women-focused, but not gender-focused
Actionable recommendations not given
Assumptions made by implementer and consultant about data analysis skill levels for both qualitative and quantitative data.

5. Consultant Responses
Information not shared or not available to consultants at the start of the gender analysis process. For example:
Objectives and benchmarks of program.
Lessons learned from others.
Program Theory of Change
M&E data
Coordination with other analyses is not occuring(i.e. SBCC barrier analysis, conflict, market). Resources and tools could be shared to avoid duplication.

6. Implementer Recommendations to Consultants
Previous in-country gender analysis work is an advantage.
Be prepared to present examples of your work when applying for consultancies.
Choose methodologies that are appropriate for the program and context. Each program and organization is different.
Include specific recommendations as part of the gender analysis.

7. Consultant Recommendations for Implementers
If there are trends around specific gender approaches in FFP program, it would be useful to see the data and details.
Template or example of a gender analysis conducted by FFP-funded program.

8. Additional Recommendations
The scope of work should outline a timeline of activities. Given everyone involved in the process (donor, implementing partner, consultant), there needs to be flexibility to change the timeline. Consultants: if a deadline seems unrealistic, discuss this with the IP. If you agree to a deadline, honor the deadline.

9. Additional Recommendations
The scope of work should outline skills necessary to complete the proposed gender analysis. Consultants: If you do not have these skills, please be transparent. IPs: Consultants may not have all of the skills needed to complete a gender analysis, more specifically, M&E skills. Could existing M&E staff assist?

10. Additional Recommendations
Staff should be involved in the gender analysis process. IPs: Facilitate introductions between the consultant and relevant staff (HQ, Regional, Program) Consultants: Involve program staff in the gender analysis process to create buy-in for the program’s gender activities.

11. Additional Recommendations
It is important to utilize all available secondary resources prior to starting the work. IPs: “You don’t know what you don’t know.” Some information is not available online. Provide proposal documents, including the gender annex and Theory of Change, to consultants. Consultants: An illustrative list is available on the FSN Network.

12. Framing the Gender Analysis
The domains of analysis within ADS 205 should serve as guidance, but other domains of analysis may be more important for accomplishing objectives and targets. Implementing partners may have developed their own gender frameworks which are integrated into the program design. This also needs to be taken into consideration and discussed with key staff.