CGIAR Gender and Diversity Program
Permanent URI for this collectionhttps://hdl.handle.net/10947/2708
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Item Inclusive recruitment: A gender, diversity and inclusion toolkit for people and culture practitioners(Manual, 2021-04) CGIAR System OrganizationItem CGIAR gender evaluation results(Presentation, 2017-02) Merrill-Sands, DeborahThe purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace. February 2017Item CGIAR gender evaluation introduction(Presentation, 2017-02) Bedouin, RachelThe purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace. February 2017Item Next steps for AWARD(Presentation, 2017-02) Kamau Rutenberg, AnjiruThe purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace. February 2017Item Diversity and Inclusion(Presentation, 2017-02) Simons, TonyThe purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace. February 2017Item Maximising the power of diversity and inclusion within the CGIAR family(Presentation, 2017-02) Vaughan, KathleenThe purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace. February 2017Item Benefits and limitations of mentoring programs(Presentation, 2017-02) African Women in Agricultural Research and DevelopmentThe purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace. February 2017Item CGIAR’s GDI Matrix: Promoting Transparency and Accountability for Gender, Diversity and Inclusion in CGIAR workplaces(Brochure, 2020-09) CGIAR System OrganizationThe GDI Matrix is a key tool to monitor and evaluate Gender, Diversity and Inclusion (GDI) in CGIAR’s Workplaces. This document describes and explains the GDI Matrix indicators. Further explanation of the GDI Matrix is provided in a separate PDF document, the GDI Matrix Factsheet.Item CGIAR’s GDI Matrix: Promoting Transparency and Accountability for Gender, Diversity and Inclusion in CGIAR workplaces(Brief, 2020-09) CGIAR System OrganizationThe GDI Matrix has 15 performance indicators, aligned with CGIAR’s GDI Action Plan. Each indicator includes specific requirements which are measured by four progressive ratings. The four rating categories are: missing requirements, approaches requirements, meets requirements, exceeds requirements. The ratings allow CGIAR Centers and Alliances to self-assess and report, in an evidence-based manner, on their current performance level for each indicator, and to move progressively towards higher performance. The Matrix contains both activity-based and numerical results-based targets to ensure accountability for commitment to actions set out in the CGIAR GDI Action Plan and to measure the impact of actions taken.Item CGIAR Counselling Services: Standard Operating Procedure for accessing confidential counselling(Report, 2020-05-15) CGIAR System OrganizationThe CGIAR Counselling Service is a professional, confidential and free service, which is available to all CGIAR staff worldwide. Originally set up to support staff during the COVID-19 pandemic, CGIAR’s Gender, Diversity and Inclusion (GDI) Function has sponsored 700 hours of Counselling, available as a shared resource to all staff across the System. This support is still available. The service provides one-to-one counselling and group specialist assistance on a range of personal, family, social, psychological and mental health issues in a non-judgmental and open manner. It also provides a range of wellbeing, resilience and mental health advice and information. Counselling is available in English, French, Italian, German, Dutch, Spanish and Arabic. This CGIAR Counselling support may be especially helpful for staff with caregiving responsibilities, who are struggling with the pressures of juggling the care of children in a hybrid world, and those who may be under very high levels of job stress. This confidential source of support is also available to anyone who may be experiencing domestic violence. This service is independent of the CGIAR Counselling Roster, which is another information-only resource made available for Centers/Alliances to consider as part of their Employee Assistance Programs. The CGIAR Counselling Service is being sponsored by CGIAR’s Gender, Diversity and Inclusion Program. It is free of charge and completely confidential. Interested staff should contact The Rome Institute in confidence, using the following link: https://www.romeinstitute.org/contact-us or via email: petra.miczaika@romeinstitute.orgItem Gender, Diversity and Inclusion in CGIAR’s Workplaces: Virtual Workshop “From Action Plan to Implementation”(Report, 2020-02) CGIAR System OrganizationFollowing many months of co-creation by members of the CGIAR HR Community of Practice (HR COP), and a robust cross-system consultation process, a Framework for Gender, Diversity and Inclusion (GDI) in CGIAR’s Workplaces and its accompanying Action Plan (2020-2021) received the support of the System Council in November 2019 and the approval of the System Management Board in February 2020.Item Action Plan for Gender, Diversity and Inclusion in CGIAR’s Workplaces: Principles, Key Objectives, Performance Benchmarks and Targets(Report, 2020-02) CGIAR System OrganizationThis document sets forth an action plan (“Action Plan”) in support of the implementation of the Framework for Gender, Diversity and Inclusion in CGIAR’s Workplaces (“Framework”) over the 2-year period 2020 – 2021. This Action Plan is ambitious and substantial, and demonstrates the CGIAR System’s significant shared commitment to advancing gender, diversity and inclusion (GDI) in CGIAR’s workplaces.Item Framework for Gender, Diversity and Inclusion in CGIAR’s Workplaces(Report, 2020-02) CGIAR System OrganizationCGIAR’s workplaces are enabling and inclusive. Diversity in all its dimensions is embraced and every person is supported to reach their full potential, so as to drive the engagement and innovation needed for a world free of poverty, hunger and environmental degradation.Item State of the Knowledge for Gender in Breeding: Case Studies for Practitioners(Working Paper, 2018-05) Tufan, Hale Ann; Grando, Stefania; Meola, CatherineDebates around gender-responsive agricultural research, particularly plant and animal breeding, invariably circulate around similar topics: the recognition that considering gender is important to developing varieties that lead to equitable benefits, coupled with questions around an evidence base that proves this point. Without convincing evidence—exemplified by case studies across commodities and countries—our arguments for gender-responsive research fall on deaf ears. This synthesis seeks to compile available cases from two workshops organized by the CGIAR Gender and Agriculture Research Network: “Gender, Breeding and Genomics” (18–21 October 2016) and “Innovation in Gender-Responsive Breeding” (5–7 October 2017). While by no means comprehensive, with these 10 cases we hope to emphasize the point that considering gender in breeding program design, working with women in the breeding process, and acting on these findings can have dramatic consequences on breeding programs. We begin the synthesis by setting the scene with a chapter reflecting on how taking gender into account matters for the success of plant or animal breeding programs with welfare or development goals and a focus on smallholders. This chapter illustrates how the use of a conceptual framework for gender analysis can help breeding programs make sense of gender-differentiated traits and tease out the likely impact of taking gender into account in program-level policies and strategies. The following case studies are structured around steps of a plant breeding cycle (see Figure 1.1), examining cases that consider gender in setting breeding priorities, selection, testing experimental varieties, and seed production and distribution. The cases cover a wide range of commodities: beans, cassava, forage grasses, poultry, maize, sorghum, matooke, barley, and groundnuts. Although cases mostly focus on sub-Saharan Africa (Nigeria, Mali, Tanzania, Uganda, Ethiopia, Malawi), we also present cases from China and Syria. What is particularly compelling about these cases is that they not only provide evidence that men and women have different trait preferences; access to resources; or opportunities to engage in production, processing, and marketing of diverse commodities. They also illustrate steps taken by breeding programs to address these issues. These steps range from incorporating “cooking time” as a must-have trait in bean breeding to creating opportunities for maize seed production and sale for women; from changing the structure of matooke breeding programs to add participatory processing for food quality, new breeding targets for adaptation, to nutrient poor soils in sorghum. These are powerful illustrations and positive examples that documenting differences is a means to an end—the real focus should be on change. The synthesis ends with a chapter drawing lessons from the case studies for future action aiming to integrate gender and gender analysis in breeding. We hope that these cases, together with the companion publications from the GBI on design principles1, gender and social targeting2, breeding decisions3, and uptake pathways4, compel and challenge breeding programs to become truly gender responsive.Item A decision checklist for gender-responsive plant and animal breeding(Brief, 2018-04-11) CGIAR Research Program on Roots, Tubers and BananasThe decision checklist is a practical tool developed by the CGIAR Gender and Breeding Initiative to help breeding programs become more gender-responsive.Item Resource mobilization for Gender-Responsive Breeding(Brief, 2018-03) CGIAR Research Program on Roots, Tubers and BananasThis brief describes a strategy and work packages for the CGIAR Gender and Breeding Initiative (GBI) towards achieving the Initiative’s aim of enabling plant and animal breeding programs to be more gender-responsive.Item Uptake Pathways to Achieve Gender-Responsive Breeding(Brief, 2018-03) CGIAR Research Program on Roots, Tubers and BananasThis brief describes the key outputs from the CGIAR Gender and Breeding Initiative, and the desired outcomes that the Initiative aims to achieve in order to improve the gender-responsiveness of plant and animal breeding programs.Item Critical Decisions for Ensuring Plant or Animal Breeding is Gender-Responsive(Brief, 2018-03) Ashby, Jacqueline A.; Polar, Vivian; Thiele, GrahamWidespread adoption and impact of improved crop varieties and animal breeds depends on the tangible benefits they provide for the women and men involved in their production, consumption and marketing. For breeders to meet the needs of resource-poor users, interdisciplinary collaboration is needed to understand the priorities that women and men assign to genetically determined traits, and reflect those priorities in their breeding decisions. Many CGIAR breeding programs understand that if they overlook gender differences and traits important to women users, this can aggravate household food insecurity and poverty. To help breeding programs avoid this problem and provide them with general guidance in making their breeding more gender responsive, four principles regarding the issue are proposed (see Box 1). However, many breeding programs do not yet fully understand how to put these principles into practice, making it difficult to become more gender-responsive. This brief addresses the challenge of putting principles into practice. It lays out an approach that involves the systematic inclusion of relevant information about gender differences in critical decisions made at key points in the breeding cycle. The aim is to enable plant and animal breeding programs to become more gender responsive.Item Gender and social targeting in plant breeding(Working Paper, 2018-03) Orr, Alastair; Cox, Cindy M.; Ru, Yating; Ashby, Jacqueline A.Gender and social targeting can improve the relevance and effectiveness of plant-breeding programs serving resource-poor farmers, traders, processors, and consumers. Generally, these breeding programs have limited information about their clients, which makes it difficult to prioritize breeding objectives. As a result, products from these breeding programs may not meet the needs of their intended users. We argue that plant breeding for resource-poor farmers, sellers, and processors requires a marketing approach. We show how the Segmenting-Targeting-Positioning (STP) framework from consumer marketing can be adapted for gender and social targeting in these programs. First, Segment the market, or identify groups of consumers with homogeneous preferences (“market segments”). Second, Target those market segments that meet the programs’ equity objectives, are big enough to justify the investment, and whose preferences match physical traits. Third, Position new products in the market by showing how these new products meet the preferences of their intended users. The STP framework is broken down into eight logical steps which provide a checklist for gender and social targeting. The result is a “customer profile” (just like a breeders’ “product profile”), which combines demographic, behavioral, and geographic variables with a set of trait preferences to describe a market segment. A customer profile gives the program a clear picture of whom the program is breeding for, the expected number of customers, and why they prefer specific traits. To prioritize breeding objectives, breeders must have an accurate picture of the relative size and social character of different client groups. Currently, information about these clients and their trait preferences is based on small-scale studies, which makes it difficult to set breeding priorities at the national or regional level. But the growing number and availability of large datasets make it possible to define growers and crop utilization on a much bigger scale. We inventory large datasets, identify a minimum dataset of biophysical and socioeconomic variables, and show how these variables can be layered for gender and social targeting at the national level. Datasets include the Living Standards Measurement Study–Integrated Surveys on Agriculture (LSMS–ISA), the Women’s Empowerment in Agriculture Index (WEAI), and the Demographic and Health Surveys (DHS) Program. We use the example of cassava in Nigeria to illustrate how these datasets can help breeding programs incorporate gender into their customer profiles.Item From Market Demand to Breeding Decisions: A Framework(Working Paper, 2018-03) Ragot, Michel; Bonierbale, Merideth W.; Weltzien, EvaDeveloping plant varieties or animal breeds that meet the needs of all stakeholders is a tremendously challenging task. Each set of breeding customers, such as growers, product chain actors, and end-use consumers, may have specific needs for attributes of breeds or varieties. Eliciting, defining, communicating and incorporating these traits into breeding programs requires the focused interaction of different disciplines and stakeholder groups throughout the process. In this paper we propose a framework to capture and respond to needs and demands to be addressed through breeding. The framework is split into four phases, three of which are developed in detail herein: developing product profiles from market demands; developing breeding priorities based on product profiles; and turning breeding priorities into breeding decisions. We have drawn on a number of real-life examples and experiences that address each of the phases described in this paper, as well as on a broad survey of public and private sector breeding programs. We summarize lessons learned and suggest effective approaches and tools for implementation. Three of these key learnings are summarized below. Any product attribute that is demanded or needed by the market, and which is not clearly identified and considered throughout the breeding process will remain wishful thinking and never be delivered on, unless by chance. The decisions made by breeding programs as to which attributes to target must include gender-related traits in order for plant and animal breeding to become gender-responsive. Similarly, any poorly-understood, unrealistic or unfeasible trait that is in demand or needed, must be addressed and discussed, and the inability to deliver on it communicated back to stakeholders. Such feedback mechanisms from breeding programs to markets - or their representatives - are essential to ensure an alignment between expectations and deliverables, and potentially identify alternatives when breeding cannot deliver. Any demands, including gender-specific ones, must be realistic, well documented and agreed upon in order for a breeding program to be successful. Finally, the objectives and priorities of a breeding program must be defined in a way that ensures delivery of significant (measurable, visible) value to its stakeholders. Gains achieved through breeding need to be large enough to drive adoption of new breeds or varieties. This is particularly important for traits that are difficult to quantify and for which small gains, though real, might have little perceived value. For breeding programs to contribute towards improved livelihoods and well-being for both men and women, they must deliver new breeds or varieties that are significantly improved for important gender-specific attributes.