2. Aim of Presentation
• To set the context in which the
Consortium Level Gender Strategy
was developed;
• How it will be used;
• How it will evolve.
3. Why gender?
• The CGIAR is now working to
development outcomes (SLOs);
– Mindset change: understanding
constraints to engaging in research and
taking up research outputs is a research
challenge
• It is our moral duty;
• It will equip the CGIAR to bring
benefits to other social groups.
4. Frequently Asked
Questions
• Why is there not a gender CRP?
– Integration
– Ownership
• Where does AWARD fit with the
new strategy?
• Why address 1) gender in research
and 2) gender and diversity in the
workplace in the same strategy?
5. Diversity and Gender Strategy
Component 1: CRP Gender Component 2: Diversity and
Strategy Gender in the workplace
Planning considers all relevant Broad understanding of why
gender constraints to the diversity and gender are relevant in
research process and the uptake research for development
of research outputs.
Implementation, monitoring and
review throughout all CRPs Equality of career progression
within the CGIAR
Greater expertise in gender
analysis CGIAR succeeds in attracting and
retaining some of the world’s top
scientists and service function
Research outputs and outcomes professionals
remove constraints faced by
women farmers
BETTER
ACHIEVEMENT OF THE
SYSTEM LEVEL OUTCOMES
6. The strategy rationale
• To stimulate the CGIAR;
• To provide a framework for guiding
the integration of gender across
Consortium initiatives;
• To provide an agreed way forward
for the Consortium Office to support
gender in the CRPs.
7. The strategy’s overall
goal:
• To strengthen the CGIAR research
agenda and its impact on
development challenges, through a
rigorous integration of gender
issues in the research carried out by
the CGIAR.
8. Gender in Research
• Vision: A co-ordinated approach
across 15 CRPs to consider and
address gender issues in both
research and research uptake;
• Resource: Senior Advisor on
Gender and Research
9. Elements of Gender in Research
• CRP level gender strategy
– Quality controlled
• CRP portfolio network of gender
leads
– Catalyse collaborations
– Experience sharing in research, lesson
learning and capacity strengthening
• Annual reporting requirements
– Accountability
10. Capacity Building
• Gender expertise
• Gender awareness
• Planned and co-ordinated capacity
strengthening rather than ad hoc
• Potential linkages...................
11. Gender and Diversity in
the Workplace
• Diversity in the workplace has been
shown to increase the quality of
research.
• Gender, ethnicity, age etc.
• Build on Gender and Diversity
Program.
• Envisage a pragmatic approach
utilising targets where appropriate.
12. 2013 – The way forward
• Specific expertise: Human
Resources with specific gender
experience;
• Establish a system which is
workable and honest;
• Incorporate staff composition as a
field in the One Corporate System.
13. Consortium Level
responsibilities
• Performance Management System: System
Level Outcomes and a prioritisation
methodology;
• Consideration of gender in future scenarios
(foresight);
• Gender in communication and knowledge
management.
• Linkages with gender initiatives.
• GCARD, GFAR and GAP
• Moving beyond gender.........