ILO

Back to index

ILO Action Plan for Gender Equality 2010-15 – Thematic evaluation

eval_number:

2725

eval_url:

https://webapps.ilo.org/ievaldiscovery/eval/2725

lessons_learned:

themes:

theme:

Gender equality

category:

Conditions of work & equality

---

comments:

ILO staff /GED

challenges:

ILO should become more systematic in how it requests ILO staff and constituents to incorporate gender into their substantive work. At present guidance is too vague and does not provide for clarity on what exactly gender equality entails at different levels. ILO must avoid statements such as those below and instead provide advice or questions in a less generic way, and organise such advice or questions for different levels of engagement. Statements to avoid:  “It is important that gender be considered at all stages of the process;”  “During the design phase, the situation analysis should be gender-responsive”  “ From a gender mainstreaming perspective”  “Do not exclude mainstream concerns such as gender”  The policy context “is consistent with and contribute to the achievement of the ILO’s mainstreamed strategies”. Gender mainstreaming is a process. Thus it is confusing to write statements like “from a gender mainstreaming perspective”. Rather be more direct and outline some simple questions that could be asked. For example page 51 of the Technical Cooperation Guide states that “additional research may be required, for example a gender analysis.” The text in Box 1 of the 2015 TC Guide ‘Gender mainstreaming and the situation Analysis’ could be improved considerable with a series of short questions for the policy, meso and workplace level prepared

success:

Two decades ago, ILO used a gender analysis framework, which asked questions about the division of labour; access to & control over resources and benefits; identification of practical/ strategic needs of women & men; constraints & opportunities to achieve equality; and the capacity of partner organizations. This gender analysis framework followed the Harvard gender analysis framework, which since then is not so much in use. Gender analysis frameworks have evolved to include political considerations, policy supportand other factors. This evaluation suggests ILO develop a simple framework (such as that used by FAO in the SEAGA programme) gender issues at policy level; gender issues and partner institutions (meso level) and field level or workplace level gender issues. The framework should outline basic questions at these three levels, rather than provide non-specific advice. The recent EIIP gender equality guide used these levels, and the evaluation assessed this guide to be comprehensive in its approach. This gender analysis framework should ensure more consistent work across ILO on gender equality and could help to ensure achievements can be documented.

context:

Must has been done within ILO on gender equality, but it is not systemized nor collated. Many questions and statements intended to help ILO staff are too general or aspirational, without getting into the crux of what needs to be asked or identified around equality and non-discrimination issues. A review of a previous frameworks for gender analysis from the ILO Gender Issues in the World of Work Briefing kit (from 20 years ago) may help to develop an updated gender analysis framework

description:

ILO requires a simple framework for gender analysis

administrative_issues:

This work should be led by GED by an officer that has a long history in gender equality theory and practice.

url:

https://webapps.ilo.org/ievaldiscovery/lessons/234607

---

location:

country:

Democratic Republic of the Congo

region:

Inter-Regional

---

eval_title:

ILO Action Plan for Gender Equality 2010-15 – Thematic evaluation