Presented by Isabelle Baltenweck and Gerald Mutinda at the Livestock and Fish Gender Working Group Workshop and Planning Meeting, Addis Ababa, Ethiopia, 14-18 October 2013

1. Gender in the East Africa
Dairy Development Project
Isabelle Baltenweck and Gerald Mutinda
Livestock and Fish Gender Working Group
Workshop and Planning Meeting
Addis Ababa, Ethiopia, 14-18 October 2013

2. Motivation
 EADD1 pilot – Factsheet

Scope
 Duration: Jan 2008- Sept 2013
 Budget: USD42.85 M + USD8.5M
supplement (BMGF) for 1 additional
year
 Investment fund: USD5.0m
 BMGF: USD2.5m
 Heifer: USD2.5m
 Partners
 BMGF
 HI - lead
 TNS - business
 ILRI – knowledge-based learning
 ABS – genetics & breeding
 ICRAF – feeds & feeding
 Structure (120+ staff)
 Country offices
 Kenya
 Rwanda
 Uganda
 Regional office

3. FARMERS
OTHER RELATED
MEs
HARDWARE SUPPLIERS
CHILLING or BULKING
FACILITIES
VILLAGE BANKS
FIELD DAYS
TESTING
AI &
EXTENSION
FEED
SUPPLY
TRANSPORTERS

4. Motivation (cont.)
 EADD Vision and Objectives
Vision
Transform the lives of 179,000
smallholder farming families
(approximately 1 million people) by
doubling their household dairy income in
10 years.
Objectives
• Harness information for decisions and
innovation
• Expand access to markets
• Increase productivity and efficiencies
of scale

5. Lessons from EADD I
Limited
attention to
gender in
original plan
Staff not
equipped to
address gender
based
constraints
Gender
strategy, budget
and staffing
• Few (2) milestones on Gender, output oriented e.g training women)
• No strategy outlined in the proposal, and therefore no implementation plan
• No Gender expertise and resources allocated
• Limited understanding among the staff on why gender matters in the program vision‘We do gender because of the donor’
• Difficulty monitoring gender (and age group) milestones
• Unintentional Gender outcomes concealed and unaccounted for
• Gender strategy developed in 2009 using baseline survey results and FGDs with key
staff
• Staff training and hiring of Gender (and Youth) Coordinator in 2010
• Development of gender and age group disaggregated data templates
• Gender workplan integrated & performance targets formulated and budget allocated
• Development and documentation of strategies to include women in project activities

6. What can we learn from the final
evaluation?
• Evaluation conducted by independent
evaluator (TANGO)
• Field survey conducted in the 3 EADD
countries, using both qualitative and
quantitative methods

7. Women staff, in hub management and
Boards
Issue/
challenge
• In previous projects, most staff are men
• most staff do not understand gender issues
Strategies
• affirmative action on staff recruitment (30% staff women)
• staff trained on gender
Outcomes
(final
evaluation
report)
Project level: significant concentration of women in key
positions on the EADD country team
Producers Organisation management level: Women
mainstreamed in hub management positions (all countries),
and are well represented as BDS providers (Kenya and
Rwanda)
Producers Organisation Boards of Directors (BoD)
o
o
o
Women comprise 30% of BoD members in over 35% of Pos in Kenya, 19%
of POs in Uganda, and in all the POs in Rwanda (as per the Government of
Rwanda policy)
However, women’s equitable leadership and active participation rarely
accompany this step forward, except in Rwanda
Higher challenges in pre- existing POs due to governance structures
dominated by males

8. Women registered farmers and ‘active’
farmers
Issue/
challenge
• Low % women members of dairy cooperatives (14% at
baseline)
Strategies
• Both husband and wife can register with the PO
• Promoting joint bank account did NOT work
• Some BoDs received gender sensitization trainings
Outcomes
(final
evaluation
report)
By December 2012, 31.5% of registered farmers were female
A number of married female DFBA members do not actively
participate
In Uganda, qualitative observations indicate that women’s
participation in DFBAs is weaker in pastoral settings compared
to intensive farming sites.
Female-headed households in Uganda and Rwanda are more
likely to be among the non-engaged group of farmers than the
engaged group: need for separate strategy

9. Women’s involvement in the dairy value
chain
Issue/
challenge
• Women not reaping the benefits of dairy in proportion of
their labor and efforts
Strategies
• Staff trained on gender issues
• Some gender mainstreaming in technical training at
community level
Outcomes
(final
evaluation
report)
In Kenya, men and women are just as likely to be involved in the dairy
value chain and there is little difference between the types of activities
they carry out. In Uganda and Rwanda, men are more likely to be
involved in the dairy value chain than women, and the type of
involvement differs
But men remain the primary decision makers for decisions related to
dairy assets and income
In Kenya, by reducing herd sizes, less time is spent looking for grass for
a large herd and less time is spent milking many cows. Milk volumes
have increased and overall dairy labor has decreased. An increased
network of transporters and more accessible collection routes have
eased the women time burden

10. Women’s involvement in training
Issue/
challenge
• Women do not participate fully in extension/ training
Strategies
• Staff trained on gender issues
• Some gender mainstreaming in technical training at
community level
Outcomes
(final
evaluation
report)
• The project is successfully including women as extension and
training providers in Kenya and Rwanda
• Survey data show that for all major training categories, larger
percentages of women from the engaged farmer group report they
have received training compared to women in the non-engaged and
control group
Insufficient efforts to improve female farmers’ access to dairy
information through training: in Uganda, there are 10 -12 % difference
between households where at least one male has received training and
households where at least one woman has received training.
In Rwanda, among active suppliers, there is an 8-18 % difference
between men and women for many training categories. The gap is
widest for milk quality and animal health training

11. Gender Strategy in EADD II
A twofold approach
•
A separate and cross cutting major objective on gender to ensure that
supporting outputs and activities are included fully in the project design and
budgeted for:
-
•
EADD-2 wide gender policy/strategy
Enhanced capacity of EADD staff and partners to mainstream gender
Relevant gender outputs and activities are mainstreamed in the other
respective major objectives

12. Proposed Gender Activities in
EADD II
1. Increasing access to
assets that women
require to participate
fully in project activities
and benefit from these
2. Increasing returns to
assets by increasing
productivity and/or
improving access to
market
3. Reducing risks
and vulnerability
(Meinzen-Dick et al., 2011

13. 1. Increasing access to assets that require women
to participate fully in project activities and benefit
from them.
Type
of Examples of capital
Gender based constraints
Possible Strategies
capital
Physical
Equipment required for dairy Significantly fewer female headed households
production and marketing
Access to loans through groups
owned assets compared to male headed
households.
Natural
Cattle, land, water
Women less likely to own exotic cattle (within
Encouraging households to register different cows
households and across all countries, both local
under different members names
and exotic cattle were mainly owned by men)
Political
Identity card, assertiveness in
Women represent 19 and 25 % of Board
Link with Department of Registration of persons to
meetings, leadership position in members in Kenya and Uganda
DFBA
at least 1/3 women in Boards
Being a member of a group,
Farmers groups
ability
Social
facilitate access to IDs; Enforce legal requirement of
Training on assertiveness and leadership skills;
to
participate
in
collective action
Human
Appropriateness of technologies promoted-e.g dual
crops-fodder and food
households in Kenya and Rwanda.
DFBA shares, savings account
Female heads of households had significantly
fewer years of schooling than male headed
Financial
Education, health
exchange visits
Household approach to extension services
Women constitute 30% of shareholders (June
2012)
Significantly higher proportions of men than
women had applied for a loan across the 3 EADD
countries.
EADD baseline report 6 (gender), 2009

14. 2. Increased returns to assets by increasing
productivity and/or improving access to market
Participation in specific value chain
is gendered.
Proposed strategies:
• Training
• bargaining and negotiation skills, especially those participating in informal
markets and carving business roles along the chain (e.g. youth milk
transporters in Uganda)
• Innovative modes of payment
• mobile money technology to allow women access financial services
• Broaden check off system:
•
includes household food stuff as a win –win strategy for the household and the
DFBA: women would be encouraged to sell milk through the DFBA and be able to
get more affordable food items

15. 3. Reducing risks and vulnerability
EADD interventions may increase household
vulnerability to shocks
Proposed strategies • Introducing improved breeds gradually
• Providing linkages with financial services providers

16. Recap - EADD I to EADD II
EADD I
Proposed for EADD II
Gender analysis
By product of
the baseline
“Know Her” - Gender analysis at various levels of the value chains
Attention to
gender (and
youth)
limited
“Design for Her” - Gender mainstreamed in all Major Objectives +
1 Objective on Gender and Youth Empowerment
Partner in charge
HI
All partners - gender is mainstreamed in all Major Objectives
Activities
Some
Embedded in other activities based on analysis of gender based
constraints
Monitoring &
Evaluation
Limited
“Be accountable to Her” - Sex and age group disaggregated
monitoring template
Profile case studies to gain deeper understanding of outputs
especially at HH level
Evaluation- undertake thematic studies on gender and youth