Catering Levy Trustees (CLT) was established in 1972 as a body corporate under the Hotels and Restaurants Act, Cap. 494 of the Laws of Kenya. In 1997, through the Finance Act, the name of the Organization was changed to Catering & Tourism Development Levy Trustees (CTDLT), to accommodate new mandates.
Main responsibilities of Catering &Tourism Development Levy Trustees (CTDLT)
Collect, control and administer the training and tourism development levy fund.
Establishing and developing National Standards for Testing Skills required by the tourism industry.
Catering &Tourism Development Levy Trustees (CTDLT) is a state corporation under the Ministry of Tourism.
This Gender Mainstreaming Strategy was born out of the motivation to see gender equity understood, embraced and practiced by all staff in Government Ministries and State Corporations in Kenya.
The fact that gender issues are pertinent in sustained development, poverty reduction and food security, aspects which are of central focus to the Ministry's vision, is reason enough to have this strategy developed and implemented for enhanced and sustained agricultural development. The Strategy also aims at helping bring to the limelight, the Ministry's endeavors in contributing towards the State's obligations in fulfilling International Treaties on Human Rights to which it is a signatory.
The Strategy is guided by the vision: Equal opportunities for all gender groups for increased agricultural productivity; and the mission: To enhance equity and participation of all gender groups in agriculture through engendered policies and programmes for sustainable productivity and improved quality of life.
The Strategy identifies nine (9) key Gender Strategic Issues as follows:-
Gender gaps in Human Resource Management and Development
Unsuitable Working environment
Inadequate Gender Responsiveness in Research, Extension and market linkages in Agriculture
Inadequate Information, Education and Communication on Gender
Inadequate Gender Responsiveness in Programming
Inadequate Consideration of Gender Perspectives in Policy and Legislative Frameworks
Low Access to and Control over Agricultural Production Resources and Processes by Women and Youth
Weak Collaboration and Networking mechanisms on gender mainstreaming
Mandate of Gender Office Not Aligned to its Placement
The implementation of the Strategy will only be fully effective through the active participation, concerted, as well individual goodwill of all departments and staff in the Ministry. This will demonstrate each entity's commitment towards integrating gender equity as a core value, as well as being a duty bearer towards the fulfillment of Human Rights for all.
CHAPTER 1: INTRODUCTION
Background
Concern for gender equality in development is now sufficiently well established to be the subject of many development agenda and is a pre-requisite for poverty reduction, food security and sustainable development. This involves a policy and planning approach that addresses inequalities in men's, women's, boys' and girls' social and economic roles in relation to development. Consideration of socio-cultural and socio-economic differences of men and women is not only a gender issue; it is also a human rights approach to development.
In development programming it is crucial that practical and strategic needs of men, women, youth and children are identified and addressed. This means that they are taken into consideration right at the beginning of project identification, planning, budgeting, implementation and monitoring and evaluation. Failure to identify the different needs and roles of all gender groups, during policy and programme formulation leads to gender blind policies and projects resulting in inequitable and ineffective delivery of services. It also leads to uneven resource allocation, low participation and unsustainable development interventions.
Vision 2030 promotes gender mainstreaming as an approach that would achieve gender equity in all aspects of society. In this regard, it aims at making all government policy-making and implementation gender sensitive and responsive.
1.2 Key Gender Concepts
Gender
Gender refers to men's and women's different roles as defined by the society. These roles are culturally defined and are therefore dynamic. They vary from continent to continent, country, region to region, one ethnic group to another and even from village to village.
Gender group
Gender groups are groups of men and women of different socio-cultural and socio-economic categories. They include among others:
the youth,
male and female headed households,
Orphan headed households,
the physically challenged,
widows/ widowers
the aged
'resource poor' men and women
Gender issue and concern
A gender issue is an everyday societal issue which affects both women and men in their attempts to achieve sustainable development.
A gender concern is an important issue affecting ones life or production.
The following are some pertinent issues and concerns between men and women:
The prominent role of women in agriculture remains unrecognized making them among the most disadvantaged of populations.
Rise of female-headed households due to war, rural-to-urban migration of men for paid employment and mortalities attributed to HIV/AIDS leads to the feminization of agriculture. Unfortunately the trend on feminization of agriculture has grown hand in hand with the feminization of poverty. 70% of the 80% of Kenya's women population living in the rural areas derive their livelihood from the agricultural sector (Sessional Paper No. 2 of 2006 on Gender Equality and Development).
Gender bias and gender blindness persist in programs for economic growth and development processes making women the last to benefit or in some cases have been negatively affected
Absence of gender disaggregated data means that women's contribution to agriculture is poorly understood and their needs ignored in development planning
Poverty is experienced differently by men and women
Poverty indicators do not see the women and the work that they do.
Poverty measurements:-
do not reflect cultural aspects such as power differences, access to resources, unpaid domestic work;
do not capture intra-household poverty dimensions;
do not show the differences in use of time or expenditure patterns of men and women
Measurement of time devoted to unpaid work: taking into account time spent by women in the multiple roles makes them visible, facilitating the right perception of gender inequalities in families and society.
Gender equity and equality
Equality is about treating everyone the same by ignoring their differences and equity about treating them fairly by acknowledging their differences.
Equity is about fairness and being sensitive to peculiarity of individuals, socio/economic groups or communities. It is about equality of outcome or result, and is stronger than equal opportunity. Gender equity involves taking into consideration the different social, cultural and economic situations of men and women, boys and girls right from the start of an intervention up to the completion stage.
Gender sensitivity
This is the ability to recognize the roles, contributions and different needs of both men and women, and creating a conducive environment for effective utilization of their specific knowledge, skills and experiences in meeting their felt needs (source: GTZ gender sensitization Workshop Report 1998).
Gender responsiveness
This describes policies and programmes/projects that intend to transform existing gender disparities to create a more balanced relationship between women and men, touching on strategic gender needs. They may target both sexes, or males or females separately.
Gender mainstreaming
This is the process of assessing the implications for women and men of any planned action, including legislation, policies or programmes, in any area and at all levels It is a strategy for making the concerns and experiences of women as well as of men an integral part of the design, implementation, monitoring and evaluation of policies and programmes in political, economic and societal spheres, so that women and men benefit equally, and inequality is not perpetuated. The ultimate goal of mainstreaming is to achieve gender equality (ECOSOC, 1997).
1.3 Overview of Gender in Tourism
In tourism development, men and women are recognized as being equally important. However, women farmers generally face more socio-cultural and socio-economic barriers than men. The International Labour Organization (ILO) estimates that approximately 70 percent of women and 40 percent of men now work in the informal economy (ILO 2002).
Kenyan wage employment is disproportionately concentrated in the services sector: services absorb 75 percent of total female wage labor and 57 percent total male wage labor. Manufacturing absorbs 10 and 23 percent of wage employed women and men, while the agriculture???? sector accounts for 15 and 19 percent respectively (Kenya Economic Survey 2005??).
Percent of each sector
Percent of labour force
Totals
'000'
women
men
women
men
Agriculture
25
75
15
19
321
Manufacturing
15
85
10
24
346
Services
35
65
75
57
1,097
Total
30
70
100
100
1,764
Table 1: Wage Employment by Sector in 2004 in percentage
Notes: Persons aged 15 and older. Manufacturing includes manufacturing and industry.
Source: Kenya Economic Survey 2005
It is estimated that women perform 70% of food production work; 80% in hoeing and weeding using inefficient and inadequate tools; 80% of food storage and transport of produce is usually done manually (due to limited access to appropriate technology such as animals, bikes or automobile).
Education, population growth, infrastructure, economic pressure and urban industrialization have greatly contributed to migration of men and youth in search of salaried employment. Women have long since taken up additional tasks previously undertaken by men, increasing their workload and resulting to high levels of inefficiency in agriculture.
Agricultural labour does not measure up to decent work for majority of rural workers (most of them being women), in terms of freedom, opportunity/participation, security, equality, underpayment/unpaid work and human dignity (ILO 2002).
Women involved in agricultural activities suffer from time poverty and in certain situations women's labor is partly men's income.
Resource poor and vulnerable farmers are largely alienated from community activities, especially on civic and advocacy issues. Even those in common interest groups (CIG) do not seem to know their rights either as members of Common Interest Groups (CIGs) or the community (NALEP, 2002).
In spite of this overwhelming information on women's contribution, men get more opportunities to participate in extension activities while women remain at home offering labour services in the farm and caring (reproductive) economy. Extension time schedules and packages take no account of women's multiple roles. Besides, very few women at professional and farming levels are involved in influencing the formulation and management of agricultural polices/programmes and on resource use and benefits.
Available data shows that agriculture extension services are male dominated and therefore women's issues/needs may not be fully understood or addressed. Studies conducted by the Ministry (ASIP, 1998) revealed gender disparities/imbalances as key challenges to agricultural production. It was also reviewed that farming is dominated by smallholders, majority of who are women. Recent gender and socio-economic surveys (NALEP, 2002; GTZ, 2003) show that division of labour is skewed towards women thus high workloads with low efficiency. Young farmers have not been spared these disparities as lack of ownership has stagnated their development. The youth shy away from long term investment on land where parents do not easily let go off the land and other productive resources.
Besides, HIV/AIDS is found to negatively impact more on women than men through additional nursing chores reducing their productive labour and lack of information and protective kits, predisposing them to danger. Overall, the scourge impacts negatively on agriculture through reduced labor (infected and affected) and erosion of household assets (GTZ, 2004).
Five main gender issues have emerged as being of particular significance in
Agriculture and rural development:
1. Unequal access to land and water resources, credit and other support services;
2. Differences in gender roles and activities;
3. Gender and agricultural extension and research;
4. Gender, agricultural biodiversity and commercialization; and
5. Unequal participation in decision-making and women and youth empowerment.
The Ministry of Agriculture aims at engaging itself in the challenge of reducing social inequalities and poverty reduction as stipulated in Vision 2030. This will be possible by employing strategies that will ensure that women and other vulnerable gender groups are empowered for enhanced agricultural participation and productivity at household, community and national levels. These are strategies that are relevant to the creation of social equity and wealth creation opportunities for the poor, and are summed as the major strategic thrust towards achieving a socially-just and equitable society, which constitutes the overall policy objective of the Social Pillar.
CHAPTER 2: KENYA'S COMMITMENT TOWARDS GENDER AND
DEVELOPMENT
Gender equality was officially recognized as a global goal for economic growth and poverty reduction by the world community in 1995 in Beijing. The government is committed to addressing gender inequalities through ratifying several international conventions and treaties as well as enactment of various policies.
2.1 International Treaties and Conventions
Kenya is a signatory to the following International Treaties and Conventions:-
New Partnership for African Development (NEPAD), African Union (AU) and the East African Community (EAC) Partnership Treaty Convention No.100 on equal pay for work of equal value, 1951
ILO Convention No.111 on Discrimination (Employment Occupation Convention), 1968
Convention on the Elimination of All forms of Discrimination against Women (CEDAW), 1984.
Nairobi Forward Looking Strategies for the advancement of women (NFLS), 1985
Convention of the Rights of Children (CRC), 1989
United Nations Declaration on Violence against Women, 1993
International Conference on Population and Development (ICPD), 1994
The Beijing Platform for Action, 1995
Commitment to the Millennium Development Goals (MDGs), 2000
The resolution of African Union Summit on employment creation and poverty alleviation, 2004
2.2 National Policies
National Poverty Eradication Plan (NPEP, 1999-2015)
The main objective is to "strengthen the capacities of the poor and vulnerable groups to earn income, narrow gender and geographical disparities and produce a healthy, better educated and a more productive population".
National Policy on Gender and Development (November 2000)
The overall objective of the Gender and Development Policy is to facilitate the mainstreaming of the needs and concerns of men and women in all areas in the development process in the country. The policy framework underlines the need to focus on empowerment strategies that demonstrate understanding of essential gender linkages within sectors. It also recognizes the gender and development approach as central and cross-cutting. It further underscores that programme strategies should incorporate equity as a goal and put in place mechanisms to achieve gender balanced development through the removal of disparities between men and women, including, social, cultural, legal, and political factors that perpetuate inequalities.
Poverty Reduction Strategy Paper (PRSP2001-2004)
The paper reaffirmed the commitment of the government to address gender issues by providing an engendered poverty diagnosis. This was complimented by the Medium-Term Expenditure Framework (MTEF) and both recognize the need to introduce gender indicators in the macro framework as well as a paradigm shift in resource allocation mechanisms.
The Economic Recovery Strategy (ERS 2003-2007)
This strategy adopted the approach of revamping growth raising productivity, facilitating private investments and alleviating unemployment while simultaneously addressing the socio-economic agenda and equity concerns. The ERS recognized that women and men have differential needs, constraints, options, incentives and expectations regarding the outcomes and impacts on macro- economic management. The Investment Programme for ERS (IP-ERS) which facilitated implementation, monitoring and evaluation of ERS provided an opportunity for engendering the outcome indicators of the same.
Sessional paper No. 2 of 2006 on Gender Equality and Development
It provides a framework for the implementation of the National Policy on Gender and Development, and recognizes that social-cultural attitudes held by men and women together with their socialization are of particular significance in determining the un/equal status between them. It also recognizes that development initiatives and processes impact differently on men and women. The sessional paper also establishes Gender Divisions in all government Ministries and State Corporations.
Vision 2030 (2007)
Vision 2030 stipulates that women's progress into full and equal participation in all aspects of society is critically important for human development. The vision indicates that women are disadvantaged in accessing labour markets and productive resources. Lack of ownership and control over productive assets such as land by women is given as a factor contributing to poverty in agriculture.
Vision 2030 Medium Term Plan -MTP (2008-2012)
In order to realize the aspirations of vision 2030 goals, through the MTP, the government will continue to mainstream gender into government policies, plans, budgets and programmes as an approach geared at achieving gender equity in all aspects of society. To reduce vulnerability across gender lines, deliberate efforts will be made to reduce levels of poverty, prohibit retrogressive cultural practices and social ills as well as improve access to essential services.
NASEP-2007
NASEP considers gender issues as important in agricultural extension and highlights the following as measures to incorporate them in extension service provision:
Influence development and dissemination of gender-sensitive technologies and interventions.
Link extension clientele with other stakeholders on education and awareness creation on different rights as well as change of attitudes on gender relations in the community.
Influence mainstreaming of gender issues in schools' and training institutions' curricula.
Target the youth, in and out of school, to help mould them as future farmers and agri-business entrepreneurs.
Identification and targeting vulnerable groups among clientele such as the disabled, orphans and resource-disadvantaged in extension messages and outreach programmes.
Budget Strategy Paper (BSP)
BSP is formulated to provide estimates of available resources and set firm ministerial ceilings providing guidance to government ministries and departments on aligning public spending patterns with stated national priorities. This aims at enhanced efficiency in public spending. It also provides an opportunity for gender responsive planning, budgeting and implementation.
2.3 Gender Mainstreaming in the Ministry of Agriculture ??????
The Ministry is committed to giving efficient service delivery to its male and female clients of diverse socio-cultural and socio-economic status (hereby referred to as gender groups). The Strategic Plan of the ministry recognizes that sustainable development of agriculture should recognize the key role of women in production and marketing of agricultural products, and that interventions in agricultural development are likely to affect men and women differently.
Gender mainstreaming was incorporated in the Ministry in 1999 after the Ministry of Agriculture and Livestock Development (MOALD) carried out a comprehensive sectoral review in 1995 that identified the following key gender issues:-
Gender issues were key challenges that constrained increased agricultural production
The agriculture sector was dominated by approximately three million small scale farmers, of whom 69% were women
Women provided about 80% of the total agricultural labour force
Gender issues were not given attention in formulation, design, and implementation of agricultural development programmes.
In 1998, a second study conducted under Agricultural Sector Investment Programme, (ASIP) focused on setting up an institutional framework within the Ministry to address gender imbalances in agricultural extension programs. The study recommended a gender approach to agricultural development, through mainstreaming gender issues in the Ministry's programmes, projects and activities.
It was out of these studies that the gender unit, which is currently referred to as Gender Section in Extension Services Division was formed. Its key function is to spearhead gender mainstreaming in the Ministry's policies, programmes/projects, procedures and systems. Since then, a number of projects and activities have been integrating gender issues and concerns at various levels.
Key achievements in gender mainstreaming in the Ministry include the following:-
The Ministry has gender equity as one of its core values in which it endeavors to promote gender sensitive practices and culture within its staff and the wider agricultural stakeholders.
An established Gender Section within its structural organization,
Gender Responsive Programming- key among these are the National Agricultural and Livestock Extension Programme (NALEP), and Njaa Marufuku, Kenya, (NMK), which have explicit inputs and outputs focusing on gender and vulnerable groups.
Training of 5 staff at Masters level in Gender and Agriculture
Staff capacity building by the Gender office at the Hq and at field stations
Conducting of gender-based surveys such as the Baseline Survey by NALEP, 2003 and Gender Needs Assessment, 2007 among others
Development of a Gender Mainstreaming Handbook
2.4 Challenges
Despite the efforts made by the Ministry there are still challenges in the gender mainstreaming endeavour, key among them being:-
Misconceptions about gender issues
Limited engendering during planning, budgeting implementation and monitoring and evaluation of programmes
Lack of harmonization of gender mainstreaming among the ministry's departments and other stakeholders
Discrimanatory socio-economic and cultural practices and beliefs
Limited capacity of staff to reach various gender groups
Poor means to enforce gender mainstreaming in programmes and projects
Weak institutional structure for gender mainstreaming.
CHAPTER 3: STRATEGIC ISSUES AND OBJECTIVES
3.1 Strategic Issue 1: Gender Gaps in Human Resource Management and
Development
Human resource management and development is very important in gender mainstreaming in an organization. This is because different management practices affect staff of various gender groups in different ways. There is therefore need to entrench gender perspectives in both management and development of human resources to ensure equality and equity.
The Ministry's human resource department comprise of human resource management and human resource development. The staff in the Ministry work at various levels: Headquarter, provincial, districts, divisions and in different institutions and programmes.
Human Resource Management
The functions of human resource Management in the ministry are: recruitment, promotions, succession, reward and compensation, leave, postings, discipline, exit, and mentoring.
Recruitment in the ministry is merit based. Available vacancies are advertised and those qualified for the posts apply. Short listing and selection follows thereafter. During final selection there is gender consideration backed by the circular from Head of Civil service dated 7th November 2006, Ref No. OP/CAB.13/5A, which states that at least 30% of new employees and appointments, be filled by qualified women applicants. The experience of gender consideration during recruitment is that middle and lower cadres have minimal problems in ensuring that 30% of posts go to women. However, this minimum requirement has not been achieved in the upper cadre. In promotion and succession, there is limited equity and equality because fewer women qualify for the appointment. This discrepancy in some cases is caused by gender insensitive hiring and promotions in the past.
During deployment, some staff are reluctant in taking up certain posts because of socio-cultural factors peculiar to the individual of either gender. Participation of women in senior decision making positions is constrained by mobility and limitations resulting from challenges of trying to reconcile family duties and career development, productive activities and management of community resources. On the other hand, some male staff are reluctant to take up duties perceived to be of female gender. Some careers are male dominated while others are female dominated. For example there are more female secretaries than male, more men drivers, and agricultural engineers than women.
As a strategy, male officers, especially those who have trained in gender should be fast tracked and deployed in gender section. Likewise more males should be employed in female dominated jobs (to implement the 30% recruitment policy).
Human Resource Development
The unit is responsible for human resource development through training. Training is based on skill gaps established during training needs assessments. It also depends on the available budget and sponsorships from other organizations. Currently there are no clear guidelines for ensuring that trainings and training programmes are gender sensitive and responsive.
The ministry workforce including key decision makers are not adequately sensitized on gender issues.
Strategic Objective
Mainstream Gender Issues in Human Resource Management and development
Strategies:
1.0 Engender the training process by HRD
Activities
1.1 Conduct a review of training procedures
2. Mainstream gender issues in the process of succession, promotion and appointments.
Activities
2. 1 Gender Sensitization Workshops for top managers and policy makers
2.2 Gender Sensitization workshops for middle level Managers
3. Improvement of Gender Mainstreaming Skills for Staff
Activities
3.1 Capacity building of Ministry staff on gender mainstreaming skills
3.2 Strategic Issue 2: Unsuitable Working Environment
The quality of environment in which one works determines level of productivity for different gender groups. Men and women may at times need different facilitations to deliver effectively and efficiently. The situation especially in the field stations takes little or no consideration of gender needs for office accommodation, transport and sanitary facilities.
Most field stations have inadequate office space, the most affected ones being in the newer districts and those housed by other departments. Some furniture such as tables are not appropriate for female staff as they are open.
On transport, most motor bikes are big and high and not conducive for willing female riders. In most cases both the riders and the passengers are not provided with riding gear. Most vehicles are not fitted with stepping pedestals.
In some field stations there is no separation and labeling of men and women washrooms. Even those separated and labeled lack sanitary materials and equipment
Purchase of most equipment and facilities are done without gender consideration.
There is no clear policy direction on breastfeeding or women with small children
Strategic objective
Facilitate provision of conducive working environment for all staff
Strategies
1.0 Mainstream gender concerns in procurement practices.
Activities
1.1 Review the Provincial/District profiles reports
1.2 Sensitization workshops for procurement and budget implementation committee
members
1.3 Hold team building discussions between the managers and their subordinates
3.3 Strategic Issue 3: Inadequate Gender Responsiveness in Research, Extension
and Market linkages in Agriculture
Research and Extension involves development and dissemination of relevant technologies, for a particular group of clientele within a given value chain. The full potential of research is not being utilized due to limited demand driven gender responsive research, lack of comprehensive modalities for disseminating research findings; and weak research-extension-farmer linkages.
Over the years several reforms have taken place in line with SRA and a major shift has been mainly from top-down to more participatory bottom-up approaches with greater farmer involvement and representation. Gender awareness in research and extension is on the rise. However because of the unique needs, challenges and capabilities across the different gender groups, gender concepts have not been fully integrated in technology development and dissemination processes. There is need to improve farmer representation in relevant stakeholder fora, research advisory committees, field days, demonstrations, exposure tours etc.
Women and youth farmers operate under greater constraints than men. They have less access to information, technology, land, inputs and credit. Women's triple roles constraint their time and mobility, they are generally more illiterate, engage in subsistence agriculture and are unfamiliar with current technology.
In addition, there is limited awareness of these constraints especially among policy makers, managers, extension agents and participants in agricultural support services. Therefore the development, dissemination and adoption of appropriate and gender responsive agricultural technologies have consequently remained low especially among the small scale farmers, majority of who are women, youth and resource poor.
There is also need to adapt, test and upscale gender responsive extension methods such as use of media, ICT, role plays, song and dance etc.
Strategic objective
Integrate gender needs through active participation in all Research and Extension processes
Strategies
1.0 Facilitate Availability and Access to Appropriate Gender Responsive Technologies
Activities
1.1 Undertake social economic surveys
1.2 Analyze, select and adapt gender responsive technologies
1.3 Package and disseminate gender responsive technologies
2. Strengthen Gender Equity in Research-Extension- Farmer Linkages
Activities
Sensitize stakeholders in Centre Research Advisory Committees (CRAC) meetings and district/divisional stakeholder fora
3. Adopt and upscale gender responsive extension approaches and methodologies
Activities
3.1 Conduct surveys on gender preferences on various extension methods
3.2 TOT on gender targeting extension methodologies
3.3 Train SMS on gender targeting extension methodologies
3.4 Strategic issue 4: Inadequate Information, Education and Communication on
Gender
Inadequate information in society has been identified as one of the major impediments to the achievement of gender equity in agriculture. Learning and effective communication is therefore a critical component towards enhancing gender equity. There is need to design and implement a comprehensive and integrated Education, Information, and Communication system that will endeavor to keep all stakeholders regularly informed on gender mainstreaming activities in agriculture.
Strategic objective
To Avail Adequate Education, Information and Communication on Gender Equity in Agriculture
Strategies
1.0 Develop Appropriate Education, Information, and Communication Packages and Channels on Gender Equity in Agriculture
Activities
1.1 Develop information, education and communication materials
1.2 Initiate gender responsive competitions, awards and recognitions
1.3 Undertake gender promotion bulletins in newspapers and journals.
1.4 Publish Gender magazine annually
3. 5 Strategic Issue 5: Inadequate Gender Responsiveness in Programming
Planning and budgeting in the ministry is done at ministerial, departmental and field level. Planners and policy-makers are dependent on the information at their disposal to make decisions. Since survey and analysis information of gender in agriculture and rural development sector is inadequate, the resultant plans and budgets are not gender responsive. Limited gender aware consultation on constraints, opportunities, incentives and needs takes place during planning and budgeting.
Budgeting in the Ministry's departments is basically activity and resource driven and gender emphasis often misses out. Due to lack of focus on the role of gender in development, the overall budget allocation shows little commitment to promoting gender equity in agriculture. Gender issues are largely not captured in the planning stage and therefore not addressed in implementation of various programmes.
During monitoring and evaluation, surveys and reviews there is limited focus on levels of participation of various gender groups. There is inadequate gender disaggregation of outputs and outcomes. Due to socio-cultural constraints women and youth tend to participate less, rendering the outcome non gender responsive.
Strategic objective
To achieve gender responsive programming
Strategies
1.0 Mainstream gender issues in all stages of programming
Activities
1.1 Develop and incorporate gender indicators/checklist for programmes/projects, work
plans and budgets at all levels.
1.2 Develop capacity and participate in consultative work planning and budgeting sessions
1.3 Incorporate relevant gender groups in the implementation of all programmes
1.4 Carry out M&E for Gender Mainstreaming Strategy (GMS), programmes and projects.
3. 6 Strategic issue 6: Inadequate Consideration of Gender Perspectives in Policy
and Legislative Frameworks
Priority areas of concern for the Ministry can directly be linked to ERS specifically on pillar number three (Equality and Poverty reduction), which among others emphasized intervention measures addressing issues relating to various gender groups.
Further, Vision 2030 promotes gender mainstreaming as an approach that will achieve gender equity in all aspects of society. In this regard, it aims at making all government policy-making and implementation gender sensitive and responsive.
The present agricultural policies and legislations were enacted before the country started ratifying the various international conventions and commitments on gender equality and women empowerment. As a result gender concerns were not incorporated in formulation of these policies and legislations. This therefore calls for review of these legal and policy documents to incorporate gender perceptions in their formulation, implementation and evaluation.
Currently, the ministry is undertaking several legal and Policy reviews. At the same time the ministry is developing new polices and legislation to revitalize agriculture. In both the development and review of the legislations, the Ministry should incorporate gender concerns in formulation and subsequent implementation of the Policy and legislation in Agriculture.
Strategic objective
Integrate Gender Issues into Policy and Legislation
Strategies
1.0 Incorporate gender issues in Policies & legislations
Activities
Gender analysis of existing policies
Sensitize stakeholders on gender responsive policy formulation
3. 7 Strategic Issue 7: Low Access to and Control over Agricultural Production
Resources and Processes by Women and Youth
Access to and control over agricultural production resources and processes is recognized as a major constraint to attainment of gender equity in agricultural development. Generally there is gender imbalance as far as access to and control over key inputs and services are concerned with men having more access than women and youth. Major agricultural production processes require a combination of inputs and services key among them being land, farm inputs, agricultural credit, marketing and labour. A brief review of these inputs and services are discussed below.
Land
Land tenure systems in Kenya tend to favour men and exclude women and youth. Majority of women have limited control over land because they are not recognized as beneficiaries in terms of inheriting land. In most cases women and youth have to seek for the men's consent before implementing any investment decision. This usually delays operations and hence low productivity.
Agricultural Credit
Access to agricultural credit is one of the main constraints facing producers, especially women and youth. Existing lending practices favor borrowers with collateral which is not available to most of these gender groups. There is need therefore to design strategies that meet their financial needs.
Agricultural Inputs
Successful farming requires farm implements, high quality inputs like seeds, fertilizers and pesticides to enhance productivity and quality of farm produce. However, small scale farmers especially women and youth have poor access to these inputs hence low productivity.
Agricultural Marketing
Farmers in remote areas are poorly served by adequate agricultural marketing channels and are often obliged to accept unattractive prices for their produce. Factors hindering market access include poor roads, market facilities and information and inadequate value addition. The ability of women and youth to access remunerative markets is a critical determinant of incomes and well-being.
Labour
Gender division of labour in agriculture reveals that women have more demand on their labour due to their triple roles (reproductive, productive and community). In addition they experience drudgery due to the kinds of technologies used and their labour contribution is not commensurate with the returns they get. There is need to address the gender division of labour, and continue promoting labour, time and energy saving technologies.
Strategic objective
To Improved Access to and control over Production Processes by Women and Youth
Strategies
1.0 Create awareness and build consensus on gender perspectives on access and control of production processes
Activities
Hold stakeholder sensitization forums on the need for women and youth to have rights of access to and control over factors of production.
Engender information desks
Carry out community sensitization on gender roles, credit and marketing
Hold conferences on topical issues (Land. credit, markets, labour)
3. 8 Strategic Issue 8: Weak Collaboration and Networking Mechanisms on
Gender Mainstreaming
Participation of all stakeholders especially the private sector and grass root communities in mainstreaming gender in agriculture is an important ingredient in achieving equity in agriculture.
Currently there is weak collaboration and networking mechanisms among stakeholders. This has resulted in poor coordination and gaps in gender mainstreaming activities. This situation therefore calls for deliberate efforts to establish strong collaboration and networking mechanisms from grass root to national level in order to achieve desired results of equitable participation and gender equity.
Strategic objective:
To Establish and strengthen collaboration and networking mechanisms on gender mainstreaming in agriculture
Strategies
1.0 Forge and maintain networks on Gender mainstreaming in agriculture
Activities
1.1 Establish and maintain a stakeholders' inventory to identify synergies
1.2 Hold Gender in Agriculture meetings (Semi- annual)
3. 9 Strategic Issue 9: Mandate of Gender Office not aligned to its Placement
Currently the gender office is a section in the Directorate of Extension and Training. Despite Gender equity being one of the core values of the Ministry, the current placement of the Gender Section is not strategic enough to reach out to all the Ministry's departments. This section also has limited staff, currently having only one technical staff with no support staff. These constraints make it difficult to be able to co-ordinate gender mainstreaming within the whole Ministry.
For gender mainstreaming to be effective, the Gender Division (Sessional Paper No. 2006 on Gender and Development), should be a UNIT under the Permanent Secretary and its functions to cut across both technical and administration departments of the ministry. Further:-
The officer in charge of the unit should be a senior staff probably at Job Group Q and above.
Capacity building of staff should be done at all levels in the ministry
The unit should enhance linkages with the Ministry of Gender, Children and Social Development for policy direction.
Strategic Objective
To empower the gender office to effectively co-ordinate gender mainstreaming activities.
Strategy
1.0 Strengthening and anchoring of the Gender Section appropriately within the Ministry structure
Activities
Rename the section to Gender Coordinating Unit
Relocate the functions of the Gender Coordinating Unit to be directly under the Permanent Secretary
Deploy appropriate staff (in qualification and numbers)
Equip the gender office
Establish Ministerial Gender Mainstreaming Steering Committee
CONCLUSION
Full integration of all gender groups in development issues fosters harmonious and sustainable development. For development programmes to be feasible at national level, changes should be initiated within the community. They should take into consideration women's and men's needs so as to allocate existing resources for the benefit of all. Such programmes should also redirect planning approaches or policies in order to provide all gender groups with greater access to productive resources.
The Agriculture sector, which employs the majority of the population, should take a lead in coordinating resource allocation taking the different roles of men, women and youth into account. Information on women's and men's contribution, resource needs and constraints should be integrated into all planning processes. Current legislation should be reviewed to eliminate all discriminatory practices.
Some gender groups do not have equitable access to land and agricultural services such as credit, agricultural inputs, training and extension, and marketing services. Few modern tools or implements are available to poor rural households, and rural women's activities in particular are almost always labour-intensive and time-consuming. Rural women thus have a pressing need for appropriate labour-saving technology, to reduce stress and drudgery and to give them more time for productive activities.
The following recommendations should therefore be considered to overcome obstacles facing gender equity and equality in agricultural development:
The contribution of all gender groups to household food security needs to be more equitable.
Women and youth access to agricultural services not only needs to be facilitated but such service provision should be geared to their specific needs.
The provision of remunerative prices and other economic incentives such as improved seeds and fertilizers are essential if production is to be increased.
In addition, improved transportation and marketing facilities would encourage rural households, including women, to produce surplus above subsistence needs.
Women's and youth's access to modern inputs, implements and irrigation facilities needs to be enhanced. In order to avoid the undesirable consequences which sometimes do occur, all intervention should be formulated in close and constant consultation with the targeted beneficiaries.
Efforts need to be made to encourage women and youth not only to join cooperatives but also to hold managerial positions.
Measures also need to be taken to encourage women and youth to undertake, on a cooperative basis, income-producing enterprises that may not be viable on an individual basis.
Government policies also need to be reviewed and, where necessary, reoriented to ensure that the problems constraining the role of women in food security are fully addressed.
Improve the statistical data base of the role of men, women and youth in food and agricultural production and in income-earning activities, including wage labour and activities in the informal sector.
