As IDH we believe women are key to drive growth and sustainability. However, the possibilities for women to engage in supply chains is currently limited. To address this concern, IDH has developed the Gender ToolkitGender ToolkitDownload file, consisting of practical case examples from similar sectors and projects that we work in, and of our IDH Gender Guide, where we explore opportunities to integrate gender aspects in different programming steps of projects and inventions. Following these steps may positively influence your project or intervention and leverage greater impact. Our IDH Gender Toolkit aims to raise awareness, encourage, and inspire to integrate gender aspects into supply chain approaches.
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Embedding gender equality
Gender is a key impact theme in IDH’s 2016-2020 strategic plan, in which we set out to embed gender equality into our transformation strategy. In many sectors we work in, women play a role in the supply chain: through production of food crops and sales of cash crops, through employment as workers on commercial farms, and also as traders and processors. However, often women have fewer opportunities for progression and are more vulnerable to exploitation.
So, what does IDH aim to do? First and foremost, through IDH interventions we commit to do no harm. This is the practice of ensuring that existing gender relations and dynamics within the scope of the program are not negatively influenced or affected. We will consider how women and men participate in and benefit from these interventions, and strive to benefit both and harm neither. Next to this, IDH will focus on increasing gender awareness throughout the organization and its work, and aim to integrate gender in selected sectors or landscape programs.
The IDH approach to gender equality and empowerment comprises 3 core elements.
Challenges to gender equality and empowerment
In many sectors that IDH engages with, women play a role in the supply chain; for example, through production of food crops and sales of cash crops, employment as workers on commercial farms, and as traders and processors. However, often women suffer from fewer opportunities to progress and are more vulnerable to exploitation. At this moment, women make up around 43% of the agricultural labor force in developing countries, and even more women are employed in agriculture globally (70% in South Asia, 60% in Sub-Saharan Africa). Despite this, fewer than 20% of the world’s landholders are women.
Gender is a key impact theme in IDH’s 2016-2020 Strategic Plan, in which we set out to embed gender equality into our transformation strategy.
IDH convenes local, national and international public-private partnerships that support national sustainability strategies, and benchmarking of standards. These sector interventions are crucial to address sustainability challenges that cannot be addressed by individual players alone, and more importantly need both public and private sector for creating a more conducive and enabling environment to strive for gender equality.
Training and awareness raising activities play an important role to address gender issues, both at farm level as well as manufacturing or factory level. Through training and awareness raising, it is expected that the gender balance will improve, resulting in improved safety (reduction of gender based violence) in the workplace and an empowered, happy and productive workforce, ultimately leading to improved productivity and gender equality.
IDH works with the private sector to integrate and strengthen gender into existing structures, and convenes multi-stakeholder platforms to share best practices and develop a joint agenda for action. The aim is to create gender smart business practices along supply chains by implementing different approaches that demonstrate the business case, which then can be replicated and scaled across other sectors.
|New KPIs to track and evaluate gender-equality interventions||Tool kit||2019|
|Terms of Reference: Expert consultant/advisor for Gender Equality & Empowerment||Article||2019|
|How to address sexual harassment and other forms of gender based violence||Roadmap||2018|
|Financial Inclusion for Workers Including a Gender Lens||Study||2018|
|Gender Business Case Report – Ethiopian Flowers||Study||2018|