Skilling gender wash unc
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USAID activity in Kenya under the SUWASA project
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Skilling gender wash unc
- 1. Gender Mainstreaming in Urban Water Utilities in Kenya Heather Skilling Senior Water and Sanitation Advisor Water and Health Conference 0ctober 27, 2015
- 2. Market Assessment • Water fetching by female: 74% • Time spent on water collection/per trip – 30 minutes to 1 hour: 37% – 1-1.5 hours: 17% • Distance travelled per trip – Over 1 km: 50% – 500 meters to 1 km: 24% – 200-500 meters: 18% • Number of trips per day – 2 trips / 3 trips 36%/23% • Transport water on Back 45% • Water borne diseases – Once/month: 10% – More than once/month: 22% – Once in three months: 40% • Main breadwinner in HH female: 35% • Adult female the family member most recently suffered from a water borne diseases In the Kenyan water sector, if you don’t know gender, then you don’t know your market (and you don’t know your business)
- 3. Utility ChangeInterventions • Gender awareness – • What is the starting point? • How does it relate to business? • Gender training • Community outreach and education Changesseen • Gender Policy Adopted • Change in the Connection requirements • Flexible reporting and recruiting hours • Toilet at work site • Education and mobilization for female labor – • Week 1: 2 women for bush clearing • Week 7: 28 women in trenching and bush clearing
- 4. Sector Change Knowledge and Intent Gender Audit and Analysis Gender Mainstreaming policy Mainstreaming Strategy Change in approach Gender performance contracts Facility design Scale up of staff sensitization Change in M&E Gender indicators as part of financing criteria Gender monitoring as part of project field monitoring
Notes de l'éditeur
- What was SUWASA? In a nutshell, the goal of SUWASA was to seek ways to improve the commercial viability of water and sanitation services in SSA. There were 9 country activities and each presented a different entry point – ranging from tariff reform to utility commercialization to mobilization of commercial financing – which was the case in Kenya. The Kenya activity ran from 2013-2015 . The SUWASA team worked with banks and utilities blah blah blah…. In Kenya, SUWASA works with utilities to develop business plans and financing proposals to obtain commercial financing from banks. SUWASA Kenya’s portfolio of projects includes: network extensions, household connections, water treatment plant, solar pumps, mini-hydro plant, weir repairs, and online filter system Received funding from our GenDev office and decided to develop and implement a stream of work around gender inclusiveness into our kenya work by helping Kenyan utilities and the Water Services Trust Fund (WSTF) institutionalize gender mainstreaming. From June to September, 2014, the SUWASA Kenya team worked closely with the Embu Water and Sanitation Company (EWASCO) to promote gender inclusiveness within the company and in its project implementation.
- We started from a different perspective. Much as we know that health benefits alone don’t inspire people toward more hygenic behavior – we assumed that we needed to appeal to the utilities on something other than social grounds. We appealed through a business perspective – making the case that women were a critical part of the current and potential customer base as well as an untapped source of labor. And to reach them most effectively, the utilities needed to do research, outreach and change some practices – as you would do to connect with any customer class. Looking specifically at EWASCO: EWASCO had low institutional capacity for gender mainstreaming (knowledge and tools) Not abiding by performance contracts targets for gender Develop a framework to guide gender mainstreaming activities Gender stereotyping women staff: 28%, technical department: 3% Gender policy issues Water connection requirement of a land title was a barrier to women Governance. No women on the board of directors The SUWASA Kenya gender expert reviewed the utility’s operational documents and policies, and interviewed staff to identify gender issues within the utility. Notable findings included: (1) the start time of EWASCO operations made it difficult for women to drop their children off at school and report to work on time; (2) although women may be qualified to carry out tasks such as plumbing and pipe fitting (jobs traditionally done by men), their gender alone hindered them from being hired for this work; and (3) logistical constraints (such as the lack of on-site toilets) prevented women from carrying out field work, such as digging pipes and performing pipe fitting.
- We did some of the usual things – but we took them seriously. Gender Awareness session (over 60 staff) What is gender and how does it relate to water and sanitation Gender issues in key change areas Gender Training (2 days) 30 senior managers development of work plans for each department monitoring plan implementation and coaching Community Outreach and education Consultative meetings (FGDs) on information needs: Separate groups of women and men in FGDs (3 women groups; 1 male and 4 combined) development of flier and community and chiefs barazas addressing stereotypes mobilizing local leaders support to gender equality Connection Requirement Barrier changed Adopted a policy to accept a letter from the Chief Gender policy and committee established SUWASA Kenya conducted gender mainstreaming training and follow-up to help EWASCO departments develop, as well as implement, gender equality action plans. As a result, the Technical Department increased community awareness surrounding gender issues in the water sector through chief barazas (community meetings) and community-based organizations. In addition, EWASCO’s Audit Department successfully persuaded its Board of Directors to appoint women members, two of whom are now chairing committees (i.e., the finance and administration, and technical committees). The Finance and Administration Department is also committed to improving gender representation, and is now ensuring that at least one-third of EWASCO’s new hires are women. Using a participatory process, the SUWASA Kenya team is assisting EWASCO with developing a company-wide gender mainstreaming policy. The findings were validated by EWASCO’s corporate management team and department heads, who collaboratively developed the gender policy’s goals, purpose, and objectives. The utility established a seven-member gender mainstreaming committee, made up of two males and five females, to oversee the finalization of the gender mainstreaming policy and its implementation. EWASCO has made important strides in addressing gender inequalities. The utility has instituted flexible working hours, allowing women to take their children to school before reporting to work. Furthermore, EWASCO is now hiring women for plumbing work and engaging women from the community in implementation work like trenching, backfilling, etc. In addition, the utility has now set up portable toilets on its work sites.
- SUWASA Kenya is also supporting WSTF on gender mainstreaming. At the request of WSTF, SUWASA Kenya increased the awareness of its staff on gender issues in the water sector by presenting the findings of an assessment conducted in five towns to all of its section heads (i.e., rural, urban, and water resources units) and its gender committee. Moreover, the SUWASA Kenya team helped WSTF develop a Gender Workplace Policy on gender-based violence. To better monitor the impact of water and sanitation projects on all beneficiaries, SUWASA Kenya worked with WSTF to review and revise its monitoring and evaluation tools to include gender indicators (i.e., its project operation monitoring tools and project monitoring checklists). Lastly, with the support of SUWASA Kenya, WSTF developed terms of reference for a gender assessment of its rural and urban projects that is scheduled to take place later this year. In the last quarter, SUWASA Kenya has continued to make progress towards raising awareness regarding gender issues and improving gender equality in the traditionally male-dominated water sector as a result of its work with EWASCO and WSTF. Through its efforts, SUWASA Kenya has learned that securing the buy-in of management and identifying champions within an organization is key to institutionalizing gender mainstreaming in a male-dominated sector. The result has been a transformation in the attitudes and practices at EWASCO and WSTF, which is eager to adopt SUWASA Kenya’s recommendations for gender inclusion in the workforce and practices in the water sector.