201208131714130.IndII Gender Strategy - 2012

Gender Strategy and Plan
(September 2011)
i

ii

Gender Strategy and Plan
(September 2011)
IndII 2012
All original intellectual property contained within this document is the property of the Indonesian
Australia Infrastructure Initiative (IndII). It can be used freely without attribution by consultants and IndII
partners in preparing IndII documents, reports designs and plans; it can also be used freely by other
agencies or organisations, provided attribution is given.
Every attempt has been made to ensure that referenced documents within this Gender Strategy & Plan
have been correctly attributed. However, IndII publishing@indii.co.id would value being advised of any
corrections required, or advice concerning source documents and/or updated data.
Indonesia Infrastructure Initiative Gender Strategy & Plan (Phase II)
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SUMMARY
It is often assumed that women and men will benefit equally from infrastructure construction and service
provision. However, research shows that women and men may have different needs and priorities relating to
infrastructure and that unequal gender relations in society often constrain women from accessing and
benefiting from the facilities and services provided. Determined efforts need to be made to ensure that both
women and men are able to participate and benefit equally. This is essential for progressing womens human
rights, as well as for effective and sustainable development. Furthermore, both Government of Australia
(GoA) and Government of Indonesia (GoI) policies emphasise the need to take gender equality into account
in development initiatives.
In Indonesian society, men are usually viewed as the household head and income earner, and women as
having a secondary role, with responsibility for household management and other domestic work. Related to
their roles and experiences, women and men may have different needs and priorities, yet women are very
often excluded from consultations and meetings where decisions are made regarding infrastructure and
service provision, which women will use. Men, as the household representatives, speak and make decisions
on behalf of other family members, including women. The predominance of men in decision making carries
through into government where the majority of public servants, especially those in decision making
positions, are men. Although the State Ministry for Womens Empowerment has made efforts to mainstream
gender into government operations, results have been limited. In addition, women and men in vulnerable and
disadvantaged groups in society, such as the poor, the elderly and people with disability, are often not
included in development activities.
The Indonesia Infrastructure Initiative (IndII) supports infrastructure and service provision by assisting
improvements to Indonesian Government systems and processes. IndII responds to proposals from
government agencies to help them plan, implement and manage infrastructure investments in three areas:
water and sanitation; roads and transport; and infrastructure policy and investment. It operates at two levels:
the program level, which has responsibility for management of the broad program; and the activity level
which involves the implementation of the respective activities.
IndII covers a broad spectrumof activities which range in the extent to which gender is an issue. The Gender
Strategy and Plan and its annexes provide a menu of gender-responsive actions which can be applied
according to the type of activity and the level of importance of gender equality in the activity.
The overall objective of the gender strategy is to improve gender equality in participation, access, decision
making, leadership, control of resources, and the flow of benefits at government and community levels.
Under this main objective are five strategic objectives at the programlevel, and six strategic objectives at the
activity level. These objectives and actions to achieve them are outlined in Sections 7.5 & 7.6: Program and
Activity strategic objectives.
This Gender Strategy and Plan provides key performance indicators for monitoring the achievement of those
objectives. The strategy also includes the key elements of the gender specialists workplan.
Annexes 1 and 2 are tools to assist IndII personnel and contractors to integrate gender into their work in
order to better achieve the strategic objectives. Annexe 3 provides the logic model for the gender programto
reach its overall objective, while Annexe 4 defines selected gender terms.

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TABLE OF CONTENTS
SUMMARY III
LIST OF ACRONYMS ................................................................................................................................................................... V
1. INFRASTRUCTURE AND GENDER ...................................................................................................................................... 1
2. WHY IS GENDER EQUALITY IN DEVELOPMENT IMPORTANT? ........................................................................................ 1
3. OTHER ISSUES TO CONSIDER: POVERTY, AGE, DISABILITY .......................................................................................... 1
4. THE POLICY CONTEXT ....................................................................................................................................................... 2
5. KEY GENDER ISSUES FOR THE INDONESIA INFRASTRUCTURE INITIATIVE (INDII) ....................................................... 3
5.1 Roles, responsibilities, needs and priorities 3
5.2 Decision making 3
5.3 Government 3
6. THE INDONESIA INFRASTRUCTURE INITIATIVE (INDII) .................................................................................................... 5
7. THE GENDER STRATEGY ................................................................................................................................................... 5
7.1 Development 6
7.2 Approach 6
7.3 Limits 6
7.4 Overall objective of the IndII gender strategy 7
7.5 Program level strategic objectives 7
7.5.1 Strategic objective 1 7
7.6 Activity level strategic objectives 9
8. TOOLS FOR SCREENING ACTIVITIES AND IDENTIFYING GENDER EQUALITY MEASURES ......................................... 11
9. KEY PERFORMANCE INDICATORS .................................................................................................................................. 11
10. THE GENDER PROGRAM LOGIC MODEL ......................................................................................................................... 12
11. MAIN ELEMENTS OF THE GENDER SPECIALISTS WORK PLAN ................................................................................... 12
11.1 Planning 12
11.2 Advocacy 12
11.3 Training 12
11.4 Activity planning and design 13
11.5 Implementing consultant mobilisation briefing 13
11.6 Monitoring and evaluation 13
11.7 Communications 13
11.8 Planned program of gender specific activities 14
12 REFERENCES .................................................................................................................................................................... 14
ANNEXE 1: SCREENING OF ACTIVITIES FOR GENDER RESPONSIVE ACTION ..................................................................... 15
ANNEXE 2: GENDER RESPONSIVE CHECKLIST ..................................................................................................................... 19
ANNEXE 3: LOGIC MODEL FOR GENDER PROGRAM ............................................................................................................. 21
ANNEXE 4: GENDER TERMS AND DEFINITIONS ..................................................................................................................... 23

FIGURE 1: INDONESIA INFRASTRUCTURE INITIATIVE GOALS AND LEVELS ......................................................................... 5
TABLE 1: KEY PERFORMANCE INDICATORS ....................................................................................................................... 11
TABLE 2: SCREENING OF ACTIVITIES FOR GENDER RESPONSIVE ACTION ..................................................................... 15
TABLE 3: GENDER TERMS AND DEFINITIONS ..................................................................................................................... 23
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LIST OF ACRONYMS
AD Activity Design
AP Activity Proposal
AST Activity Screening Tool
AusAID Australian Agency for International Development
BAPPENAS Badan Perencanaan Pembangunan Nasional (National Development Planning Agency)
CEDAW Convention on the Elimination of all forms of Discrimination Against Women (UN)
DGH Directorate General for Highways
EIA Environmental Impact Assessment
EOI Expression of Interest
GoA Government of Australia
GoI Government of Indonesia
IAR Initial Activity Request
IndII The Indonesia Infrastructure Initiative
INPRES Instruksi Presiden (Presidential Instruction)
MDB Multilateral Development Bank
MEF Monitoring and Evaluation Framework
ODE AusAIDs Office of Development Effectiveness
PAMSIMAS
Program Penyediaan Air Minum dan Sanitatisi Berbasis Masyarakat
(Community-based Drinking Water and Sanitation Provision program)
QAI Quality at Information report
RFP Request for Proposal
TOR Terms of Reference
WB World Bank
WSI Water and Sanitation Initiative

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1. INFRASTRUCTURE AND GENDER
Infrastructure is often developed in a gender blind way. It is assumed that both women and men will
benefit equally frominfrastructure construction and service provision, when in reality they do not.
Within society, unequal gender relations affect womens access to, and use of, infrastructure; their
involvement in decision making regarding infrastructure provision, operation and management; and
subsequently, how they benefit fromits provision. Infrastructure planning most often ignores the fact
that women have different constraints, experiences, needs and priorities to those of men which limit the
use and benefits that women can obtain.
Nevertheless, where infrastructure facility provision and services are defined in ways which take
account of both womens and mens activities, needs, priorities and constraints; where procedures for
contracting out services take account of gender and social impacts; and training and employment
opportunities for women are promoted in technical and management roles as well as low-level jobs,
infrastructure can be a valuable tool in the pursuit of gender equality.
2. WHY IS GENDER EQUALITY IN DEVELOPMENT IMPORTANT?
Gender equality is widely accepted as essential to sound development practice and as key to economic
and human development.
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Enabling women, as well as men, to develop their full potentials and to have equal opportunity to
contribute to their households welfare and communities development is a critical element for poverty
reduction and the success of development activities. The World Bank (WB) has demonstrated that
projects which take gender equality into account tend to achieve their objectives more often than
projects that ignore them. AusAIDs Office of Development Evaluations (ODE) Evaluation on Water
Supply and Sanitation in Indonesia and East Timor report has found that attention to gender issues, and
women and mens separate needs and priorities, makes a critical difference to the effectiveness and
sustainability of the services provided.
Furthermore, development which addresses gender inequalities and the
various forms of discrimination experienced by women assists in progressing womens human rights
and supports a more just and cooperative society.
3. OTHER ISSUES TO CONSIDER: POVERTY, AGE, DISABILITY
Gender intersects with the disadvantaged and vulnerable groups in the community including the poor,
children, the elderly, and people with disability. Their specific needs and constraints to their access and
use of infrastructure and their involvement in decision making, for example, regarding the design,
location, and how much they need to pay to use and pay for the infrastructure need to be considered.
For example, while both poor men and women are often disadvantaged with regard to access to and use
of infrastructure, poor women are even more disadvantaged. They face the expectations and limitations
imposed on themby society because they are women compounded by the constraints of poverty. Poor
women are often unable to escape time consuming domestic work, such as collecting water or fuel, and
the need to spend their energy and time to preserve scarce resources and glean an income so that they
and their families can survive. Both women and men with disability may have difficulty using public
services which are not designed for their needs. However, women with disability are less likely than
men to venture into public and use public infrastructure and services where they may be exposed to
dangerous and intimidating situations fromwhich they cannot escape.

1
See AusAIDs gender equality strategy Promoting Opportunities for All: Gender equality and womens empowerment 2011
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4. THE POLICY CONTEXT
Both GoA and GoI are signatories to the UNs Convention on the Elimination of all forms of
Discrimination Against Women (CEDAW)
2
Gender equality and womens empowerment are central to the GoA aid program. Three of the 10
objectives of the key policy document for Australias aid program, An Effective Aid Program for
Australia, relate to gender equality. The goal of the GoA gender equality policy, explained in the
document Gender equality in Australias aid program why and how,
. Both governments have policies and strategies which
require that discrimination and gender inequalities be addressed.
3
is to reduce poverty by
advancing gender equality and empowering women. By ensuring that the views, needs, and rights of
women are addressed, it is expected that women will have improved economic status and equal
participation in decision making; that there will be improved and equitable health and educational
outcomes for women and men, boys and girls; and that there will be improved gender equality in
regional development. The pillars and approaches of GoAs gender equality strategy are explained in
Promoting Opportunities for All: Gender equality and womens empowerment.
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The GoI Presidential Instruction (INPRES) No.9/2000 requires that gender be mainstreamed in national
development efforts. In 2002, a manual on Guidelines for the Implementation of Gender Mainstreaming
in National Development was issued by the State Ministry for Womens Empowerment to provide
government agencies with directions on implementing INPRES 9/2000, using a gender analysis pathway
approach. The Finance Ministers Decree No.119/PMK.02/ 2009 provides guidance in formulating and
reviewing plans and budgets to highlight their gender aspects.

GoIs Medium Term Development Plan 2010-2014 (Rencana Pembangunan Jangka Menengah 2010-
2014) requires that gender is mainstreamed for more effective and equitable development. The
document points to three main problems in achieving this which IndII takes account of in its gender
strategy. These are: increasing stakeholders understanding of the importance of gender mainstreaming;
increasing coordination to implement and harmonise laws and regulations to protect women from
violence and discrimination; and improving the capacity of gender mainstreaming and womens
empowerment institutions.

2
Refer http://www.un.org/womenwatch/daw/cedaw/
3
Refer http://www.ausaid.gov.au/publications/pdf/gender_policy.pdf
4
The four pillars are 1. advancing equal access to gender responsive health and education services; 2. increasing womens voice in decision
making leadership and peace building; 3. empowering women economically and improving their livelihood security; 4. ending violence
against women and girls at home, in communities, and in disaster and conflict situations. The approaches are 1. to work with government
and civil society in partner countries to help themput in place and achieve their own gender equality goals and objectives and to protect
womens rights; and 2. to collect evidence to contribute to the formulation of policies promoting gender equality and empowering women,
and to understand the different impacts of other policies on women and men, girls and boys.
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5. KEY GENDER ISSUES FOR THE INDONESIA INFRASTRUCTURE
INITIATIVE (INDII)
5.1 Roles, responsibilities, needs and priorities
In Indonesia, as elsewhere, patriarchy prevails and men are usually viewed as the head of the
household and the income earner. A Sasak saying is that The man is the needle and the woman is
the thread, indicating womens secondary and follower role to her husband within the family and
society. Nevertheless, both men and women often contribute substantially to family livelihood
and income-earning activities, especially amongst the poor. In addition to their productive and
income earning work, women undertake the majority of domestic and caring work in the
household. This may involve arduous and time-consuming activities, such as collecting and
carrying water to their houses fromwells or rivers, or collecting firewood, and caring for children
and those who are frail, disabled or ill.
Because of their respective roles and responsibilities, women and men often have different needs
and priorities regarding infrastructure development. For example, improved low-cost transport
services to bring produce from their village directly to markets may be of greater priority for
women traders in comparison to men, who may have their own transport, or who do not carry
such cumbersome loads. Women may have more concern about domestic water supplies than
men, whose main interest may be in water for agricultural purposes. Women may be more
concerned with ensuring good sanitation and a cleaner environment to safeguard the health of
their young children.
Personal concerns also influence priorities and needs. For example, women and girls may have
more concern than men and boys about privacy issues to do with latrines, their location in relation
to the house, and their availability in public places. In transport service provision, safety and
personal security may be of greater concern for women and girls, when compared with men and
boys.
5.2 Decision making
Men are considered the households decision maker and representative in public. When
community consultations and meetings are held to explain activities, to provide input into
activities and to obtain community agreement, it is usually men as household heads who are
invited and whose opinions, concerns and priorities are sought. Across Indonesia more than 13
per cent of households are headed by women. While women heads of household are sometimes
invited to attend public meetings, they may rely on male relatives to represent them. Women
whose husbands are temporarily absent are rarely invited. Where women do attend, they often sit
on the periphery and may be hesitant to express their ideas even when asked directly. Very often,
they are afraid of being thought to be wrong. Where womens opinions do not agree with those
expressed by men, they may be shouted down. Committees, and executive committees, are often
dominated by men, especially representatives of the village authorities.
Decisions made at meetings where women are not included, or their voices not heard, can have
significant implications for them and how they carry out their roles. For example, in many
Indonesian cultures, women are responsible for managing the household monies for everyday
expenditures. Decisions made by men about their households financial contributions for services
can impact substantially on womens ability to provide the households daily needs. In the
provision of services such as water, sanitation or transport, women and other vulnerable groups
often have particular needs and different opinions about what is best for them, but if they are not
consulted and their ideas are not included in planning, the services provided will not be as
effective as they could have been if womens and others needs and opinions were integrated.
5.3 Government
Men dominate in the total number of public servants and in the senior decision-making positions
of government. Perspectives and values which inform wider policies and major decisions, even
the smallest procedures and choices within the bureaucracy (including selection of participants for
capacity building activities) commonly reflect the priorities and views of men. For example,
women may be overlooked for study tours or activities where they will be away fromhome
4
because male decision makers feel that women would not want to be away fromtheir families, or
that husbands would not want themto be away.
Gender mainstreaming and womens empowerment is the responsibility of the State Ministry for
Womens Empowerment. However, despite its efforts and that of its bureaux and offices at
provincial and district levels, the importance of integrating gender into development is poorly
understood. Gender is still often seen as being about women, and as womens business.
Government meetings concerning gender issues are frequently dominated by women who are sent
by their male superiors. Monitoring and evaluation indicators may not be gender sensitive, and
sex-disaggregated data which is necessary for analysis and improved planning are not yet
routinely collected or analysed to informpolicy and programming decisions. The Indonesia
Infrastructure Initiative (IndII) gender strategy supports the gender equality efforts of the State
Ministry for Womens Empowerment
5
.
by endeavouring to benefit women and men equally
throughout IndIIs activities, increasing awareness of the benefits of gender mainstreaming for
development, and building capacity to do so.

5
Refer http://www.menegpp.go.id /
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6. THE INDONESIA INFRASTRUCTURE INITIATIVE (INDII)
The Indonesia Infrastructure Initiative encourages improved infrastructure facility and service provision
by strengthening Indonesian Government systems and processes. IndII responds to proposals from
government agencies to help them to plan, implement and manage infrastructure investments in three
areas: water and sanitation; roads and transport; and infrastructure policy and investment. A proposed
activity must meet at least one of the following criteria:
Enable more efficient and effective infrastructure investment though better identification,
coordination, planning and implementation of projects and have the potential to make a contribution
to Indonesias economic growth;
Result in more efficient and effective infrastructure investment by reducing policy, regulation and
financial uncertainty;
Enhance positive economic and social impacts through grants being provided to priority projects.
Examples of some of the types of activities which are implemented by IndII are scoping, feasibility and
design, technical advice and capacity building, grants for water supply and environmental sanitation
improvements, and reformof policy, regulations and procedures.
As noted earlier, IndII operates at two levels: a program level and an activity level. At the program level,
tasks include developing, processing, gaining approval for and funding proposals; tendering and
contracting; communicating about IndII, monitoring and evaluation of activities funded through IndII,
and reporting across the whole program. At the activity level, proposals which have been approved are
implemented, monitored and reported.
Figure 1: Indonesia Infrastructure Initiative goals and levels

Facility Goal
To support the efforts of national and sub-national governments to:
build a more conducive regulatory and policy environment for infrastructure investment
implement efficient and effective management for governments infrastructure programs and projects at national
and sub-national level
accelerate access to sustainable clean water supplies, improved sanitation facilities, and other basic infrastructure
services, especially for those on low incomes

Program level: Program management tasks such as designing activities, processing, approving and funding
proposals; tendering and contracting; communications about IndII; monitoring, evaluation, and reporting on the overall
program progress
Development Goal
To improve infrastructure provision by reducing policy, regulatory, capacity and financing constraints
on infrastructure expenditures at the national and sub-national levels

Activity level: Implementing, monitoring, evaluation and reporting on approved proposals
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7. THE GENDER STRATEGY
7.1 Development
The original gender strategy was developed in 2009 following a review of AusAID gender documents
and other donor gender strategies and guidelines related to infrastructure. IndII activity documents were
examined and discussions held with IndII personnel. Processes, procedures and tasks undertaken in
IndII, including proposal forms, EoIs and ToRs and the screening process for proposals, were also
analysed to identify entry points and a frame for the gender strategy. Discussions were also held with
AusAID to identify their requirements and with BAPPENAS, as IndIIs counterpart. In October 2010,
the application of the 2009 gender strategy was reviewed internally and recommendations were made for
its improvement. After IndIIs extension and the commencement of Phase II in 2011, the gender strategy
was revised into its current form. Changes made were in accordance with the recommendations fromthe
October 2010 review and fromsubsequent observations and findings.
7.2 Approach
IndII is a flexible facility which receives and responds to a wide range of proposals for activities which
are expected to reduce constraints to infrastructure investment at national and sub-national levels.
Therefore, the gender strategy does not follow a defined project approach.
IndII covers a broad spectrumof activities, for example, support for water and sanitation initiatives at
institutional and community levels; road improvements and road maintenance involving local
governments, contractors and communities; improved transport services; capacity building of
government agencies in infrastructure planning, provision and management; policy and regulatory
reform; and improved bureaucratic processes and procedures such as improving internal audit functions
and strengthening and streamlining procurement procedures. Activities therefore have a range of degree
to which gender issues may be relevant. However, although on the surface, some activities could appear
to have little relevance to gender equality efforts, they may involve aspects such as training or
workshops where gender equality in participation needs to be taken into account, and reforms (which
appear to be of a bureaucratic nature only) which may impact differentially on women and men in the
community (see Annexe 1 for a tool to screen activities for the level of their potential gender
implications).
In IndII Phase II, a full-time national gender specialist and a short-terminternational specialist support
IndII activities and programs. However, because of the complex and expansive nature of IndII, technical
directors, program officers, consultants and other personnel who are involved in the management,
design, and implementation of the numerous activities are also required to assume some responsibility in
identifying gender issues, collecting sex disaggregated data and dealing with any gender inequalities in
the activities they are handling. Capacity building is necessary to ensure awareness of the value of
integrating gender and improving gender equality, and that participants have the skills to be able to do
this.
The strategy focuses on the range of work and tasks involved in IndIIs implementation. It provides
direction to managers, planners and implementers in the core IndII facility, and those working on its
individual activities to assist them to ensure that their programand activities are gender responsive and
improve gender equality.
7.3 Limits
IndII works to assist the GoI to overcome challenges and problems in the provision of infrastructure and
services, and also responds to proposals for support. Because of the nature of IndII, an activity may
comprise only a small part of an overall programbeing implemented by GoI or other agencies. The
implementation of the IndII gender strategy is therefore constrained by the degree of control that IndII
has over each activity which it supports. Furthermore, other agencies and donors may already have
gender strategies and guidelines in place which apply to the programfor which IndII is providing
additional support (e.g. PAMSIMAS). The IndII gender strategy can only be directed to those activities
where it has control and leverage and where other donors and multilaterals advise that they would
prefer to apply the IndII gender strategy, or where their gender strategies and action plans are assessed
by IndII not to be operating effectively.
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This document provides an overall gender strategy for the IndII program. However, IndII may undertake
particularly large and complex activities focused on providing infrastructure services directly to
communities; these will need their own specific strategies and action plans informed by gender analyses
of the respective social contexts in which they are being carried out (see Annexe 1).
7.4 Overall objective of the IndII gender s trategy
The overall objective of the IndII strategy is to improve gender equality in participation, access,
leadership, decision making, control of resources, and development benefits, at government and
community levels - through the implementation of gender responsive activities.
Strategic objectives at programand activity levels (see Figure 1) to ensure gender responsiveness in
IndIIs activities are listed below. Actions to assist in the achievement of each objective are found below
the objective.
7.5 Program level s trategic objectives
7.5.1 Strategic objective 1
To provide sufficient gender specialist support to improve and maintain awareness within
IndII of the value of integrating gender for increased effectiveness, to increase the
capacity of personnel and implementing consultants to improve gender equality and to
monitor and provide recommendations for improvement
A full time national gender specialist is appointed to maintain a continuous gender specialist
presence within the facility.
Technical directors and programofficers work closely with the national specialist for one-on-
one advice about improving gender equality in activities and reporting.
The national gender specialist is included in the activity design process and provides input to
designs and monitoring and evaluation frameworks and assists in identifying where additional
gender resources are required for activities.
The national gender specialist holds discussions with implementing consultants early in
activity implementation to raise awareness of gender issues in their activities and to develop,
with the consultants, ways to increase the gender equality impact of their activities.
The national gender specialist conducts reviews of activities as necessary and participates in
the case study evaluations and other monitoring and evaluation activities in order to identify
successes and lessons learned.
The short term international gender specialist provides analysis and advice about gender issues
within activity designs, provides capacity building for IndII personnel as required, monitors
the application of the gender strategy and undertakes case study gender evaluations of
activities with the national gender specialist.
IndII develops activity designs which are gender responsive
Initial Activity Request (IAR), Activity Proposal (AP), Activity Design Documents
(ADD) templates require consideration of how gender responsiveness and gender equality will
be incorporated into the proposed activities.
In developing the design for an activity, the gender categorisation tool (see Annexe 1) is
applied to the proposed activity to assess its level of gender importance. The types of gender
responsive measures suggested by the categorisation tool for that category are reviewed for
their usefulness in increasing gender equality in the proposed activity. Those measures deemed
most appropriate to the activity being designed are selected and integrated into the design.
Where gender issues are significant, gender equality objectives are included in the
design.
Gender sensitive indicators are included in the monitoring and evaluation framework
(MEF).
Specific gender activities are designed by IndII, for example, to increase the capacity of
government to mainstreamgender, empower women in the community or government, or to
create a discussion forumfor gender in infrastructure, focusing on sectors of particular interest
to IndII.
8

To collect data to inform planning, analysis and reporting of gender impacts
Terms of Reference require implementing consultants and partners to collect quantitative and
qualitative sex disaggregated data, to analyse and present the results in their reports and to
state what efforts they have made to improve gender equality.
The IndII MEF integrates gender equality into the document and incorporates gender sensitive
performance indicators.
In line with the case study approach identified in the IndII MEF, gender focused case studies
are undertaken in parallel with the general case studies to identify how well gender is being
addressed in the respective activities, the lessons learnt, to provide recommendations for
improvement and, where necessary, to point to any weakness evident across activities. The
general activity case studies should also refer to how the activities have addressed gender
issues and their strengths and weaknesses, successes and failures.
IndII identifies lessons learned and success stories, and reports on positive and negative gender
equality impacts and impacts on other vulnerable groups.
IndII makes activity planning decisions to improve gender equality impacts and impacts on
other vulnerable groups based on the sex-disaggregated data and other information collected
and analysed.
To ensure that consultants and contractors to IndII understand the gender equality issues in the
activity they are implementing, and have the capacity to address gender equality
Contractors submitting expressions of interest (EoI) for activities where there are likely to be
significant gender issues (see Activity Screening Tool Annexe 1,activity types C or D ) are
required to include their experience in addressing gender equality issues.
The RFP includes gender responsiveness as assessable criteria, especially where there are
likely to be significant gender implications (see Activity Screening Tool Annexe 1, activity
types C or D).
Terms of reference (ToR) require that consultants use sex-disaggregated data, and identify and
address any areas of gender inequality or potential gender inequality, including within those
with partner agencies, in order to increase gender equality outcomes. Where activities are
likely to have significant gender concerns (see Annexe 1, activity types C or D), teamexpertise
includes a gender specialist.
IndIIs national gender specialist provides briefings to consultants regarding gender issues in
their activities and discusses with themactions to improve gender equality outcomes.
IndII contracts require consultants and contractors to refer to the Gender Strategy and Plan
located on the IndII website, and use the Activity Screening Tool (Annexe 1) which provides
guidance on gender responsive actions.
To promote gender equality and the importance of gender equality in IndII activities
through communication to a wider audience
The gender strategy, or summary, is made available in English and Indonesian on the website.
A Gender and Communications Plan is in place for the communications teamto promote
gender equality and efforts IndII is making to improve gender equality through its activities,
and to provide a guide to ensure that communications material does not reinforce gender
stereotypes or inequalities.
The national gender specialist is provided with material by the communications teamfor
review and advice.
IndII personnel raise gender equality issues and advocate the need to consider and address
gender equality in IndII activities, in meetings and discussions with government agencies,
partners, other donors, multilaterals and successful tendering organisations.
Where partner agency understanding of gender is weak in relation to an IndII activity (for
example capacity building of institutions in planning), IndII:
o promotes awareness of the improved effectiveness to be gained by increasing the gender
responsiveness of an activity; and
9
o supports gender training, such as gender analysis and gender mainstreaming in line with the
Ministry for Womens Empowerment approach, gender tool development, and other
initiatives to enable the agency to better integrate gender in its work.
IndII identifies whether other donors / multilateral agencies have a gender strategy / action
plan in place for an activity which IndII supports. IndII monitors its implementation, from
reports and in the field and, where there are weaknesses insists on and supports better
execution to improve gender equality outcomes in the activity.
7.6 Activity level s trategic objectives
To collect and analyse data to inform approaches to improving gender equality
IndII consultants and partners collect quantitative and qualitative data which are sex
disaggregated, as well as data about other vulnerable groups.
During quantitative and qualitative data collection, information is obtained fromboth women
and men, not only frommen speaking on behalf of women.
IndII consultants and partners provide sex-disaggregated data in their activity reports, report on
the efforts they have made to increase gender equality or include other vulnerable groups, and
the changes that they have achieved (i.e. where possible, comparing the situation before
intervention and after the intervention).
Where quantitative or qualitative data indicates that there are gender or other inequalities,
consultants raise the issue with partner agencies and discuss how gender and social equality
can be improved.
Activity indicators are gender sensitive to identify differentials - such as in the distribution of
activity resources, outputs, and outcomes for women and men.
To ensure project preparation activities, such as scoping, feasibility and design, build in gender
equality initiatives where relevant
Implementing consultants engaged in project preparation activities identify potential gender
issues to be addressed when the project is implemented, and highlight these and measures to
increase gender equality in their reports.
Consultants engaged in activities, such as scoping, feasibility or design, apply the Activity
Screening Tool (see Annexe 1) to categorise the activity according to its level of gender
importance, and integrate the relevant gender responsive actions suggested in the tool into the
document they are preparing.
Where an activity is categorised as Type D with substantial gender equality implications (see
Annexe 1), a gender specialist conducts a gender analysis and provides recommendations to
achieve improved gender equality.
To ensure that the needs and priorities of women as well as men are identified and addressed in
the activity
Where consultations are held in activity preparation or implementation, women as well as men
fromall socio-economic strata and vulnerable groups are invited to express their needs,
priorities and concerns with regard to the activity.
Where women are reluctant to speak in public meetings, initiatives are developed to give
women opportunities to develop their position and the confidence to present.
Surveys are designed to identify the roles, needs, opinions and constraints to participation of
both women and men and other vulnerable group members relevant to the activity.
Where the activity is likely to have large gender implications (Type D activity - see Annexe 1),
a gender analyst is employed to undertake a gender analysis and develop a gender action plan
specific to that activity.
Consultants report the efforts that they have made to ensure that the needs and priorities of
women as well as men are identified and addressed in the activity.
10
To ensure that all socialisation and communication undertaken as part of IndII activities are able
to be equally accessed by women and men
Women as well as men, including those from the same household, and from all socio-
economic levels and vulnerable groups, are invited to public meetings. The efforts made by the
consultants to increase womens and other vulnerable groups attendance at public meetings
are included in reports.
Meetings are held at a time and place agreed by women and men; reports indicate this.
The types of media and the channels for the dissemination of messages and information are
assessed and selected for their appropriateness, frequency and ease of access by both women
and men.
Messages and information produced for the community are tested for their understanding by
women and men, separately.
Communication material is monitored to ensure that it avoids gender stereotypes and does not
reinforce gender inequalities.
To increase the knowledge, understanding and practical capacity of both women and men in both
traditional and non-traditional roles, by giving equal opportunities for their participation in
capacity building. This includes leadership roles.
Offers and encouragement to participate in all capacity building activities conducted by IndII
are presented to both women and men at institutional and community levels. In capacity
building in the community, women and men in vulnerable groups and the poor are included.
Women and men are encouraged to participate in capacity building in non-traditional areas.
Where participant selection is outside direct IndII control, the contractor or IndII ensure that
those parties selecting the participants are aware of the IndII gender equality objectives and
give equal opportunity to women and men.
The benefits to the individual/ family/ community/ organisation/ region/ nation of both women
and men being helped to increase their capacity and reach their potentials is explained to those
who are selecting participants, as well as to potential male and female participants.
To provide equal opportunities for women to participate in committees, groups and
government bodies which are established as part of IndII activities, especially as decision
makers.
Initiatives encourage both women and men from all socio-economic strata and vulnerable
groups to join committees and other similar organisations which are established in IndII-
supported activities, and to take on executive committee and leadership positions.
Women as well as men are appointed to positions which are in receipt of payment such as
honorarium, and women are not expected to volunteer their work time while men are paid.
Where there are activities in which government bodies are established, for example, a road
safety unit, IndII explains the benefits to those involved in staff selection to consider and give
equal opportunity to women and men to be appointed to senior positions and as staff.

11
8. TOOLS FOR SCREENING ACTIVITIES AND IDENTIFYING GENDER
EQUALITY MEASURES
A tool for screening and categorising activities, which provides a menu of gender equality measures to
assist IndII personnel in designing activities, discussing gender issues with implementing consultants
and which suggests indicators to be monitored, is available. See Annexe 1.
A checklist to prompt IndII personnel to gender responses for various aspects of their activities is found
at Annexe 2.

9. KEY PERFORMANCE INDICATORS
The performance indicators below assess how well the Gender Strategy and Plans objectives are being
achieved at programand activity levels.
Table 1: Key performance indicators
Objective Key Performance Indicator Verification
To increase gender equality at community
and government levels through the
implementation of IndII activities
Data shows improved gender equality in
participation, access, leadership, decision
making, control of resources, benefits.
Quantitative and
qualitative data in
activity and case
study reports
Program level
Strategic Objective 1: To provide sufficient
gender specialist support
A full-time national gender specialist is in
place.
A part-time international gender specialist has
a minimum of 2 months input/year on the core
program.
Contracts
Strategic Objective 2: IndII develops activity
designs which are gender responsive
% designs showing the gender category of the
activity and integrating gender responsive
measures using the Screening tool.
# gender focused activities designed
Review of activity
designs
Strategic Objective 3: To collect data in a
form which can be analysed to inform
planning, analysis and reporting of gender
impacts
Indicators are gender sensitive - as relevant.
Reports provide sex-disaggregated
quantitative and qualitative data.
Reports include lessons learned and success
stories on gender equality.
Activity reports
Program-level reports
including MEF

Strategic Objective 4: To ensure that
consultants and contractors to IndII
understand and have the capacity to address
gender equality
% activities which are categorised as C or D
which have gender specialists on the
implementing team.
% activities where implementing consultants
are given a briefing by the national gender
consultant.
Review of activity
designs
National gender
specialists records
Strategic Objective 5: To promote gender
equality, and the importance of gender
equality for IndII activities, through
communication to a wider audience
IndII gender strategy on website in English
and Indonesian.
Communications material promotes gender
equality and does not reinforce gender
stereotypes.
Review of website
Review of
communications
material

Activity level
Strategic Objective 1: To collect and analyse
data at activity level to inform approaches to
improving gender equality
Sex-disaggregated quantitative and qualitative
data about activities are collected and
reported.
Activity indicators are gender sensitive.
Baseline survey
questions and
database
M&E framework and
database
Strategic Objective 2: To ensure scoping,
design and other preparation activities, build
in gender equality initiatives where relevant
Gender responsive initiatives are integrated
into all scoping, feasibility, design and any
other implementation preparation activities
which are identified as having potential gender
impact using the gender screening tool.
Review of scoping,
feasibility and design
documents
12
Strategic Objective 3: To ensure that the
needs and priorities of women as well as
men are identified and addressed in the
activity
Activity documents identify the different needs
of women and men relevant to that specific
activity and how they will be, or are being,
addressed.
Review of activity
documents
Strategic Objective 4: To ensure that all
socialisation and communication undertaken
as part of IndII activities are able to be
equally accessed by women and men
Plans clearly indicate how socialisation and
communications will be equally accessed by
women and men.

Review of
socialisation/
communication plans
Strategic Objective 5: To increase the
knowledge, understanding and practical
capacity of both women and men, in
traditional and non-traditional roles by giving
equal opportunity for their participation,
including in leadership roles
Reports show (quantitatively and qualitatively)
that women are participating in capacity
building activities including in non-traditional
activities.
that women are taking leading roles during
capacity building and in tasks/ activities which
follow the capacity building.
Review of activity
reports
Strategic Objective 6: To provide equal
opportunities for women to participate in
committees, groups and government bodies
established, especially as decision makers
that women are participating as members/
staff and in decision making positions in
committees, groups and other bodies
established under IndII
Review of activity
reports

10. THE GENDER PROGRAM LOGIC MODEL
The logic model for implementation of the gender strategy and programis found in Annexe 3. The logic
model shows the planning logic for the inputs, outputs and outcomes of the strategy.

11. MAIN ELEMENTS OF THE GENDER SPECIALISTS WORK PLAN
11.1 Planning
The national and international gender specialists develop and refine their strategy for increasing the
capacity and commitment for gender to be integrated in IndII activities, and plan their work at the
beginning of each financial year.
11.2 Advocacy
The aimof the gender programs advocacy work is to raise awareness, willingness and commitment of
IndII core personnel (e.g. TD, PO, consultants such as communications, M&E, environment, risk
management consultants), IndII implementing and oversight consultants, government and other partners,
to improve gender equality outcomes in IndII activities.
Advocacy focuses on the practical aspects of how gender equality can be improved in IndII activities
with concrete examples used as much as possible. It will point to the greater likelihood of success and
sustainability of IndII activities by enabling both women and men to participate and benefit equally from
IndII activities, as well as womens human rights to participate and benefit equally with men.
Advocacy will be conducted during meetings, workshops, in one-on-one interaction and mentoring and
through the communication materials produced by IndII. The national and international gender
specialists will be primarily responsible, although all IndII core teammembers, especially those at high
decision-making and influential levels, will use opportunities as they arise to advocate for improved
gender equality in IndIIs work.
11.3 Training
Training aims to enhance the skills and capacity of participants with regard to gender equality by
increasing their ability to use tools such as the gender screening tool or checklist. It also aims to increase
their awareness of the importance of gender equality for the effectiveness and sustainability of IndII
activities.
13
Training will be conducted by the national and international gender specialists as necessary throughout
the year to raise the awareness and skills of targeted participants; for example in the use of gender
sensitive indicators, the activity categorisation tool, gender responsive designs, gender in infrastructure
etc. Training activities will be based on identified weaknesses and needs of IndII personnel with regard
to integrating gender into their work, and will focus on practical application of skills to IndII activities.
Training sessions will be concise and focused in order to minimise disruption to routine work. The
timing of training activity inputs will be coordinated through IndIIs Deputy Director.
11.4 Activity planning and des ign
The aimof the strategy is to integrate gender equality into activity designs and link gender equality
actions to gender-sensitive outcome indicators in the designs. The gender specialists will provide input
to activity designs including identification of gender issues relevant to the activity, gender action plans,
gender sensitive indicators, baseline surveys to collect relevant gender disaggregated data, and identify
gender specialist resources for the activity where necessary, etc. The technical directors / program
officers will ensure that the national specialist is engaged early in the design process to enable them to
give adequate consideration to the integration of gender equality measures and gender indicators in the
activity. Mainstreaming gender is a teameffort and should not rely totally on the national gender
specialist, who should best be regarded as a resource. Program officers and others will take
responsibility for integrating gender equality effectively into activity designs as well.
11.5 Implementing cons ultant mobilis ation briefing
The main aimof briefing the implementing consultants at the beginning of the activity is to ensure that
awareness of gender equality measures is raised fromproject initiation, and is integrated throughout
implementation. A second aim is to elicit ideas from the teamleader/members themselves about what
can be done to increase gender equality in the activity, and to encourage them to ask questions.
Consultant briefing at implementation start: The national gender adviser will brief TeamLeaders and
members of implementing consulting teams about gender issues in the activity at the commencement of
mobilisation, where possible. This requires a strong line of communication between the national adviser
and programofficers to informthe national adviser when the implementing consultant teams are
mobilising, and thus enable that officer to arrange the briefing. The aim of the briefing is to raise
awareness with the implementing consultant teamabout the benefits of gender equality for the activity,
and what they are required to do. Discussion will also seek to obtain ideas from the implementing
consultant about increasing gender equality in the activity.
Follow up: The national consultant will follow up progress with the implementing consultants after an
appropriate time - with regard to gender equality.
11.6 Monitoring and evaluation
Case studies: Case studies have been identified as part of the IndII monitoring and evaluation
methodology in order to provide in-depth information about the outcomes and impact of selected
activities. The national and international gender specialists will conduct six-monthly case study reviews
froma gender perspective.
Application of the gender strategy: A monitoring tool will be developed to monitor the application of the
gender strategy and the implementation of the gender program. A yearly review will be conducted by
the national and international gender specialists to identify strengths and weaknesses in the application
of the strategy at facility and activity levels, and to provide recommendations and direction for
improvements.
11.7 Communications
The national and international gender specialists will work with the communications team to increase
the visibility of gender equality as an IndII concern; to integrate how IndII is addressing gender equality
in its activities into the material they produce; to promote gender equality; and to avoid gender
stereotypes and gender inequalities in illustrations and stories produced.
14
11.8 Planned program of gender s pecific activities
Assistance for improved gender mainstreaming in the Ministry of Transport
Assistance for improved gender mainstreaming in the Ministry of Public Works, Cipta Karya
Policy briefing papers on gender and selected sectors, and research papers on gender and
infrastructure
Symposium series on gender and transport and gender and water and sanitation involving
government, academics, NGOs, private sector representatives.

12 REFERENCES
ADB, Indonesia Country Gender Assessment, Southeast Asia Regional Department, Regional and
Sustainable Development Department. J uly 2006
African Development Bank Group, Checklist for Gender Mainstreaming in the Infrastructure Sector.
J anuary 2009
AusAID, Draft Evaluation on Water Supply and Sanitation in Indonesia and East Timor, Office of
Development Effectiveness. 2009
Australian Government, AusAID An Effective Aid Program for Australia J uly 2011
Australian Government, AusAID Promoting Opportunities for All: Gender equality and womens
empowerment November 2011
Government of Australia, Gender equality in Australias aid program why and how. March 2007
Government of Indonesia, Instruksi Presiden Nomor 9 Tahun 2000 Tentang Pengarusutamaan Gender
DalamPembangunan Nasional
Government of Indonesia, Rencana Pembangunan J angka Menengah 2005-2009
March, Candida, Ines Smyth, Maitrayee Mukhopadhyay, A Guide to Gender-Analysis Framework,
Oxfam. 1999
Masika, Rachel and Sally Baden, Infrastructure and Poverty: A Gender Analysis Report, Prepared for
the Gender Equality Unit, SIDA, Bridge Report No.51. J une 1997.

15
ANNEXE 1: SCREENING OF ACTIVITIES FOR GENDER RESPONSIVE ACTION
Table 2: Screening of activities for gender responsive action
WHAT IS THE ACTIVITYS CATEGORY?
Activity Type A Activity Type B Activity Type C Activity Type D Activity Type E
No institutional
capacity building, no
recruitment or
staffing, no potential
for impact at
community level

Institutional level impact only

For example:
- capacity building for
institution
- recruitment of trainers
- establishment and staffing
of newsection within an
organisation

Institutional impact mainly with limited
community impact

For example
- institutional capacity building for
internal procedures which may
affect the community
- institutional capacity building for
interface with community e.g.
improved service delivery,
complaints
- small surveys of communities by
institutions
- policy and regulatory reformwith
potential for impact at community
level

Institutional impact and extensive or complex community
involvement and impact

For example:
- delivery of government services and utilities directly to
communities
- community capacity building, community organization, and
other forms of extensive community participation
- extensive community consultation, surveys and social
analysis for example an EIA or resettlement plan

The activity, or part of it, will be
carried out under a partners
gender strategy or action plan
ACTION
No action
required

Communication and
awareness raising
Institutional
In discussions, meetings,
workshops etc discuss
IndIIs gender and social
equality objectives with
implementing consultants
and counterparts
including senior
personnel

o Discuss with
implementing consultants
and counterparts
including senior
Communication and awareness
raising
Institutional
In discussions, meetings,
workshops etc discuss IndIIs
gender equality and social
objectives with implementing
consultants and counterparts
including senior personnel

o Discuss with implementing
consultants and counterparts,
including senior personnel, how
improved gender and social
equality can increase the
effectiveness and sustainability of
Communication and awareness raising
Institutional
In discussions, meetings, workshops etc discuss IndIIs
gender equality and social objectives with implementing
consultants and counterparts, including senior personnel

o Discuss with implementing consultants and counterparts,
including senior personnel, howimproved gender and social
equality can increase the effectiveness and sustainability of
activities in order to raise awareness and encourage their
commitment to improved social and gender inclusiveness

Community
Implement socialization/ communication activities which
promote, encourage and demonstrate improved gender and
social equality and increase womens and disadvantaged
Fully under partner
organisations gender plans
Activity design will state that
the activity will be carried out
under the partners action
plan and that the
implementation of the action
plan will be monitored by IndII
with appropriate intervention if
implementation is poor.
Obtain and include the
partners gender action plan
etc as an Annexe.

Partly under partner
organisations gender plans
16
personnel how improved
gender and social
equality can increase the
effectiveness and
sustainability of activities

Data collection and
analysis
Collect and analyse sex
disaggregated data on
the number and
positions of personnel
within the organization

Ensure any quantitative
or qualitative surveys,
such as baselines,
training participation
numbers, or training
needs assessments, are
designed to collect data
about the number of
women and men
participating and
womens and mens
different experiences,
needs and opinions

Ensure indicators are
gender sensitive

Capacity building
Require decision makers
to give equal opportunity
for women and men to
participate in workshops,
training, study tours etc,
as part of capacity
building

Require equal
activities

Community
Implement socialization/
communication activities which
promote, encourage and
demonstrate the benefits of
improved gender and social
equality and increase womens
and disadvantaged groups
participation

Ensure that women as well as
men, including fromthe same
household and fromall socio-
economic strata and
disadvantaged groups, are given
the same opportunity to participate
in socialization activities

Ensure that the people undertaking
the socialization include both
women and men and that women
have lead roles

Data collection and analysis
Ensure any quantitative or
qualitative surveys including
baselines at community level are
designed to collect sex
disaggregated data about both
womens and mens experiences,
needs and opinions and that
gender issues are analysed and
identified for planning

Require that both women and men,
including fromthe same household
and frompoor and disadvantaged
groups, are involved in consultation
and other data collection activities
groups participation

Ensure that women as well as men, including fromthe same
household and fromall socio-economic strata and
disadvantaged groups, are given the same opportunity to
participate in socialization activities

Ensure that those people who are undertaking the
socialization include both women and men and that women
have lead roles

Data collection and analysis
General: Ensure quantitative and qualitative baseline and
other surveys are designed to collect data and analyse both
womens and mens experiences, needs and opinions and
that the surveys collect data fromwomen and men. Require
data to be sex disaggregated. Require activity monitoring
indicators to be gender sensitive

Design Preparation: If an activity is commissioned as part of
preparation for an activity design, include and resource a
gender specialist to collect and analyse data to identify the
roles of women and men fromall social groups relevant to
the activity; their different concerns and priorities; groups of
potentially severely disadvantaged women and men;
constraints to equal access and participation of women and
men including in decision making; and to make
recommendations for the design to minimise or mitigate
negative impacts, overcome any constraints and maximise
participation and benefits to both women and men

Design: Where no gender analysis has been conducted
prior to the design, include and resource a gender analysis
to identify the roles of women and men in all social groups
relevant to the activity; their different concerns and priorities;
groups of potentially severely disadvantaged women and
men; constraints to equal access and participation of
women and men including in decision making; and to make
recommendations to minimise or mitigate negative impacts,
overcome any constraints and maximise participation and
benefits to both women and men. Include a Gender Action
Where not all of the activity is
under a partners gender
action plan, followthe steps
above plus categorise the
remaining sections of the
activity which are under IndII
as Type B, C or Dand
respond accordingly

Partner does not have gender
plans
Categorise activity using
IndIIs screening tool and
apply relevant gender
measures
17
opportunity for qualified
women and men to be
trainers

Consider including
training in gender
mainstreaming

Where there is capacity
building in budgeting,
consider a gender
budgeting session

Decision making and
leadership
Give equal opportunity
for women to be part of
committees, POKJAor
other decision making
groups formed as part of
the activity

Encourage women to
take lead positions such
as chairperson,
coordinators, focal points
during the activity and
after completion

Encourage counterparts
to give equal
consideration to women
and men in staffing any
new structure
established under IndII
including in senior roles

Identify where women
can be encouraged to
participate in what are
viewed as non-traditional

Ensure indicators are gender
sensitive

Capacity building
Require decision makers give
equal opportunity to women and
men to participate in workshops,
training, study tours etc, as part of
capacity building

Require equal opportunity for
qualified women and men to be
trainers

Consider training in gender
mainstreaming in capacity building
where relevant

Where there is capacity building in
budgeting, consider a gender
budgeting session

Where capacity building within an
institution includes training in
participatory planning, customer
service or other interface with the
community, make sure that gender
and other social differences are
identified, analysed and
incorporated in training and
planning

Decision making and leadership
Ensure women are given equal
opportunity with men to be part of
committees, POKJAor other
decision making groups formed as
part of the activity

Encourage women to take leading
Plan in the design.

Activity implementation: Resource a gender specialist to
monitor implementation of the Gender Action Plan and
ensure gender issues which arise are addressed and to
propose measures to increase gender equality

Community consultation
Ensure that women as well as men, including fromthe same
household, are invited to participate in consultations,
meetings etc

Ensure that women are able to express their concerns,
needs, and priorities in public meetings. Where women are
reluctant to express their opinions in a combined meeting
with men, allowfor discussion groups at the meeting where
women can discuss and then present their position or give
themthe opportunity to meet and discuss their ideas first
and select women who can speak for the group at the main
meetings

Consult with womens organisations and Womens
Empowerment offices in local government

Capacity building
At institutional level include capacity building in gender
mainstreaming in the design to strengthen institutional
partners capacity, for example in data collection and
analysis, planning, monitoring and evaluation, or gender
budgeting

Ensure that women and men fromall socio-economic strata
and vulnerable groups of society (e.g. the poor, disabled,
minority ethnic group, female-headed households) are
included in all capacity building activities at community level.
In particular ensure that women and disadvantaged groups
have the same access to capacity building for economic
empowerment.

Decision making and leadership
Ensure that women and men are involved in any
18
roles and to act as role
models for other women

Gender specialist
resourcing
A gender specialist may
be required, for example,
for a gender audit of the
organization or
institutional capacity
building eg gender
mainstreaming
workshops, gender
budgeting

positions such as chairperson,
coordinators, focal points during
the activity and after completion

Encourage agencies to give equal
consideration to women and men
in staffing any newstructure
established under IndII, including
in senior roles

Identify where women can be
encouraged to participate in what
are viewed as non-traditional roles
and to act as role models

Reporting
A report or a section of a technical
report on Category C activities
should be specifically about how
gender has been integrated into the
activity and the results of these
efforts

Gender/social specialist resourcing
May be required for gender audit of
the organization, gender analysis of
community interface, survey
design, analysis of data and
capacity building eg gender
mainstreaming workshops, gender
budgeting

committees formed as part of the activity, including as
members of the executive committee, POKJA etc

Ensure both women and men are included in all training and
capacity building activities, including encouraging women
and men to participate in non-traditional areas and become
role models

Give equal consideration and opportunity for qualified
women and men to be trainers, community facilitators

Ensure women are given equal opportunity to take lead
positions (for example as teamleaders, coordinators, focal
points) during the activity and after completion

Economic empowerment
Ensure women as well as men fromall socio-economic and
disadvantaged groups are given the opportunity to
participate in paid work, other economic opportunities and
capacity building to improve livelihoods

Reporting
A report or a section of a technical report on Type D
activities should be specifically about howgender has been
integrated into the activity and the results of these efforts

Gender/social specialist resourcing
Required for gender and social analysis of the situation;
recommendations for the design; development of the
Gender Action Plan for the design; monitoring of
implementation of gender responsive measures and impact
evaluation

19
ANNEXE 2: GENDER RESPONSIVE CHECKLIST

Gender Responsive Checklist

Data collection and reporting
Will all data collected about participation, distribution of resources or benefits or other impact of the
activity, be sex disaggregated?
Are you responsible for analysis and reporting on gender differences revealed by the data? If not,
who is responsible? Do they know that they are responsible for this task? Do you need to ask themto
do it? How will it be reported?
Have examples of improved gender equality in outputs, outcomes or activities been identified and
reported?
Have measures taken to improve gender equality in the activity been reported by the implementing
consultants?

Capacity building activities at institutional or community level
Have you required that women and men will have equal opportunities for selection and involvement
in capacity building activities, even in areas which are not traditional for either?
If the selection of participants is not by IndII, have you made efforts to encourage those doing the
selection to give equal opportunities to women and men to be involved? Do they understand the
benefits of having both women and men reach their potentials?
Will women be given equal consideration with men to be trainers?
Will women be given equal opportunity to be leaders?
If capacity building activities are directed to improving the planning capacity of an institution, have
you considered incorporating gender mainstreaming or gender budgeting training with practical
applications?

Socialisation or dissemination of information to institutions or communities
Have you required that the way that the socialisation or dissemination of information is carried out
will be accessible to both women and men?
Have communication materials such as posters or leaflets been tested with both women and men?
Have you ensured that socialisation and dissemination of information will not reinforce stereotypes
of women and men, for example of women as quiet, submissive, or responsible for all domestic work
and men as dominant, aggressive, or the main decision makers?

Meetings in communities
Have you ensured that both women and men fromall socio-economic strata and vulnerable groups
will be invited to attend meetings and that women will be able to express their opinions freely? How?

Recruitment and paid positions
Will there be equal opportunity for women and men to be considered in any recruitment?
Where recruitment is not undertaken by IndII, have you encouraged those doing the recruitment to
give equal opportunity to women and men?
Have you made sure that women and men, the poor and vulnerable groups will be given equal
opportunity to obtain paid positions, including honorarium? Have you made sure that women are not
expected to do voluntary work when men are in paid positions?

Reform of policy, regulations, procedures, mechanisms etc
Where there is likely to be an impact on the community, has analysis of the possible differential
impacts on women and men or the poor and vulnerable been conducted?
If there are likely to be any negative impacts to women or men or vulnerable groups, what efforts
have been made in the reformto minimise them?

Monitoring and evaluation
20
Are activity monitoring and evaluation indicators gender sensitive that is, do indicators differentiate
between participation, benefits and impacts for women and men, boys and girls?
Where can you integrate the results of monitoring and evaluation of gender issues into your reports?
Have you found and reported examples of best practice and lessons learned concerning gender in the
activity?
If other donors/multilaterals have gender strategies and action plans in place, is IndII monitoring
them? How well are the gender strategies/action plans being implemented? What are the weaknesses
in implementation? What needs to be improved? How?

Contractors and consultants
How well are your contractors and consultants integrating gender into their work and dealing with
other vulnerable groups such as the poor, people with disability and the elderly?
Where do the contractors and consultants need help? How can this be organised?

Partner agencies
How are you promoting the IndII gender equality objectives to partners? What is their reaction? How
can you encourage themto be more gender responsive?

21
ANNEXE 3: LOGIC MODEL FOR GENDER PROGRAM
Situation: The gender strategy is a guide to increasing the gender responsiveness of IndII at programand at activity levels. It provides objectives aimed at increasing gender equality in IndII activities
and suggestions for action to achieve objectives. It also provides an activity gender screening tool and a gender check list. The gender strategy for IndII Phase 1 was developed in 2009 and was
revised for Phase 2 in September 2011. This logic model forms part of the revision to aid in monitoring the implementation of the strategy.

Inputs
Outputs Outcomes Impact (Change)

Produced Participation

Short Medium Long
Technical
advisers (national
full time,
international part
time)
IndII program
office space
Funding support
fromIndII core
program
Gender strategy reviewed and revised
# Gender responsive activity designs
developed by category
# Implementing and oversight consultants
receive briefings/guidance in integrating
gender
Implementing consultants selected are
capable and willing
# case study reports on monitoring and
evaluation of # activities at institutional and
community levels froma gender
perspective
# gender focused activities (to increase
GoI capacity to mainstreamgender and
empower women at community level)
Advocacy through discussion, meetings etc
with national and local govt, IndII,
community
# Training of IndII personnel and
implementing consultants in application of
strategy, use of screening tool etc
Discussions/meetings/mentoring with
communications team/consultant.
Communications material reviewed with
recommendations
Annual evaluation of application of gender
strategy
International
gender
specialist
National gender
specialist
IndII personnel
Implementing
consultants
Oversight
consultants
Government
officers (MOT,
PW, MOWECP)
LGs
BUMD
Women and
men in the
community

%designs showevidence of
application of gender screening
tool (ie category indicated)
Gender responsive measures
integrated into activity designs
# Activity preparation activities
such as scoping studies apply the
gender screening tool for their
recommendations
Sex disaggregated quantitative
and qualitative data is collected in
baseline and followup surveys
Sex disaggregated data is
analysed to identify gender issues
and to assist in planning
Implementing consultants make
efforts to implement gender
equality measures in their activities
Partner governments at national
level have improved understanding
and commitment to integrate
gender as result of gender focused
and other activities
Increased understanding of gender
issues in IndII communications
teamand communications
consultant

Quality of activity designs
improved with measures to
address gender issues and
gender sensitive indicators
Increased capacity of
partner governments at
national level to mainstream
gender in their policies,
programs and activities as a
result of gender focused
and other activities
IndIIs communication to the
wider audience promotes
gender equality and
provides examples of how
IndII has addressed gender
equality in its activities

Implementation of IndIIs
activities results in increased
gender equality at community
level in:
- participation
- access
- leadership
- decision making
- control of resources
- benefits
Implementation of IndIIs
activities results in government
routinely integrating gender
equality measures in planning,
implementing and M&E of
- policies
- regulations
- programs
- activities
- human resources

22

Assumptions

External factors
Adequate budget
Adequate international gender specialist inputs especially at critical times and for activities
with important gender implications
National gender specialist involved in assessment of activity designs
Willingness and interest fromIndII personnel at all levels to apply the gender screening tool
and improve gender equality through their activities
GoI counterparts willing to cooperate to improve gender equality in implementing IndII
activities
Changes to policies and priorities regarding the importance of achieving gender equality in
AusAID
Changes to policies, regulations and priorities regarding gender equality in GoI
GoI commitment to integrating gender in policies, programs and activities
Other stakeholders/donors gender policies with regard to activities they are implementing
with IndII support (eg PAMSIMASunder WB; CBO Piped Water).

23
ANNEXE 4: GENDER TERMS AND DEFINITIONS

Table 3: Gender terms and definitions

Gender Gender refers to roles, attributes, values and opportunities which are socially constructed and
associated with being male or female. These may vary between, and within, cultures and over
time because of social, religious, economic and historical factors. The social construction of a
woman, a man, a girl, or a boy determines how they are perceived, what is expected of them,
what they are allowed and how they are valued in a particular context. Inequalities emerge
because the different social expectations and values for women and men, girls and boys, shape
their roles and responsibilities, access to and control of resources, and decision making powers.
A focus on gender rather than only women recognises the different needs and interests of both
women and men in the context of the power relations between them.

Gender relations Gender relations are concerned with economic, social and power relations between males and
females. Gender relations create and reproduce systemic differences between women and
mens positions in a society.
Gender equality Gender equality concerns the equal rights, responsibilities and opportunities for women and
men, girls and boys. It does not mean that women and men are the same but that their rights,
responsibilities, and opportunities do not depend on whether they are male or female and that
their interests, needs and priorities are considered equally. Equality between women and men is
a human right. Gender equality of a project or activity can be assessed by analysis of the
different rate of women and mens participation in activities, decision-making, access and control
of resources and tangible and intangible benefits they receive.
Womens empowerment Womens empowerment means that women and girls are able to gain the skills, confidence and
ability to make choices and decisions about their lives as a result of gender relations being
transformed.
Gender blind Being gender blind means that policies, planning, programs or projects assume that women and
men will benefit equally and ignore unequal gender relations which lead to differences in
womens and mens needs and priorities, their participation and benefits.
Gender responsive Policies, planning, programs, projects, activities are gender responsive when they acknowledge
both women and men as part of development; address the fact that gender relations make
womens involvement different and often unequal; and recognise the different needs, interests
and priorities of women and men and that sometimes these might conflict,
Gender analysis Gender analysis explores the relationships and inequalities between women and men in a
society and the impact that a policy, program, project or activity has on women and men, boys
and girls. It asks questions such as: Who does what? Why? Who has what? Why? Who
decides? Why? Who benefits? Why? Who loses? Why? Gender analysis points to ways to
improve gender equality in an activity.
Sex disaggregated data Sex disaggregated data is data which differentiates between women and men, girls and boys. It
may be quantitative data such as the number of women and the number of men participating in,
or benefiting from, a project; or the amount of resources, such as the total amount of small
grants received by men and by women. It can also be qualitative data such as the perceptions
and opinions of women and the perceptions and opinions of men about a proposed activity.
Gender sensitive
indicators
Gender sensitive indicators are performance measures which differentiate between the
experiences of women and men, boys and girls. They rely on the collection of quantitative and
qualitative sex disaggregated data. Gender sensitive indicators can point to positive and
negative changes in gender relations and gender equality when applied over time.

Adapted from AusAID 2007; March, Smyth and Mulhopadhyay 1999

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