PANEL: Integrating gender and human rights in evaluation in the UN

1. PANEL: Integrating gender and human rights in evaluation in the UN The Evaluation Conclave: Making Evaluation Matter New Delhi, 11.30-13.00, 26th October 2010 Panelists: Ada Ocampo, UNICEF Pradnya Paithankar, WFP Belen Sanz, UNIFEM (Part of UN WOMEN)

2. UN - POLICY COMMITMENTS TO PROMOTE GENDER EQUALITY AND HUMAN RIGHTS GENDER EQUALITY HUMAN RIGHTS CEDAW (1979) BPfA (1995) UN Declarations (1990�s) UN Millenium Declaration (2000) UN Security Council Resolutions Universal Declaration of HR (1948); Civil and Political Rights; Economic, Social and Cultural Rights Core specific International Conventions Women�s rights acknowledged in all conventions Human Rights Based Approach (2000s)

3. WHAT IMPLICATIONS ARE THERE FOR UN EVALUATIONS? It implies both: the evaluation of effects on gender equality and human rights accounts and the integration of these principles in the evaluation approach and methods It accounts for differential and specific effects of programmes/policies on different groups of people thus providing greater insight into social problems and their solution It generates valuable information for policy makers on the results of social policies It provides visibility on social problems that may be under the surface (i.e. VAW) It calls for the use of approaches (i.e. transformative, participatory) and mixed methods It implies both: the evaluation of effects of programmes on gender equality and human rights accounts and the integration of these principles in the evaluation approach and methods It accounts for differential and specific effects of programmes/policies on different groups of people thus providing greater insight into social problems and their solution It generates valuable information for policy makers on the results of social policies It provides visibility on social problems that may be under the surface (i.e. VAW) It calls for the use of approaches (i.e. transformative, participatory) and mixed methods It implies both: the evaluation of effects of programmes on gender equality and human rights accounts and the integration of these principles in the evaluation approach and methods It accounts for differential and specific effects of programmes/policies on different groups of people thus providing greater insight into social problems and their solution It generates valuable information for policy makers on the results of social policies It provides visibility on social problems that may be under the surface (i.e. VAW) It calls for the use of approaches (i.e. transformative, participatory) and mixed methods

4. OUR CONTEXT: UNIFEM FRAMEWORK Main mandate - gender equality and the empowerment of women (programmatic focus) www.unifem.org Evaluation - cornerstone in the generation of knowledge and know-how on what works best to achieve gender equality Challenge: how to institutionalize evaluation? Evaluation policy with UN guiding principles on gender equality and human rights Evaluation strategy to implement the policy, containing: Critical mass of evaluations Evaluation Capacity Development Partnership building on evaluation UN coordination

5. UNEG The United Nations Evaluation Group (UNEG) www.uneval.org Network of over 43 evaluation offices from UN agencies, funds and programmes Aims to strengthen the objectivity, effectiveness and visibility of the evaluation function across the UN system Advocate the importance of evaluation for learning, decision making and accountability

6. UNEG TASK FORCE ON HUMAN RIGHTS AND GENDER EQUALITY Composed by over 10 UN agencies. Co-chaired by OHCHR and UNIFEM (Part of UNWOMEN) Promote systematic integration of Gender Equality (GE) and Human Rights (HR) in UN evaluations by: Mapping existing policies and guidelines Developing a comprehensive guidance document Developing an �easy to use� evaluation handbook Pilot the handbook in real evaluations

7. GE and HR RESPONSIVE EVALUATION PROCESSES Preparation: Gender equality and human rights issues are considered in the design and planning of the evaluation considers the resources needed to incorporate gender equality and human rights perspectives in evaluations (time, money, expertise) Consideration of gender and human rights in evaluability assessment Stakeholder analysis that includes women/other groups subject to discrimination, RHs and DBs Choosing the right criteria and approach � mixed method, culturally sensitive, participatory, etc. 22 GE and HR RESPONSIVE EVALUATION PROCESSES Preparation: Gender equality and human rights issues are considered in the design and planning of the evaluation considers the resources needed to incorporate gender equality and human rights perspectives in evaluations (time, money, expertise) Consideration of gender and human rights in evaluability assessment Stakeholder analysis that includes women/other groups subject to discrimination, DHs and DBs Choosing the right criteria and approach � mixed method, culturally sensitive, participatory, etc. GE and HR RESPONSIVE EVALUATION PROCESSES Preparation: Gender equality and human rights issues are considered in the design and planning of the evaluation considers the resources needed to incorporate gender equality and human rights perspectives in evaluations (time, money, expertise) Consideration of gender and human rights in evaluability assessment Stakeholder analysis that includes women/other groups subject to discrimination, DHs and DBs Choosing the right criteria and approach � mixed method, culturally sensitive, participatory, etc.

8. GE and HR RESPONSIVE EVALUATION Conduct: Calls for the engagement of rights-holders and duty-bearers Design and conduct of the evaluation must be transparent and accountable Both rights-holders and duty-bearers should be engaged (e.g. as informants, as part of reference groups, etc.) Participatory processes should be used The power relationships within the evaluation process should be reflected upon to consider: how the process does not reinforce discrimination or discriminate/marginalize against women and other groups subject to discrimination how the process can contribute to empowerment of women and other groups subject to discrimination, promote gender equality and realization of HRs. GE and HR RESPONSIVE EVALUATION Conduct: Calls for the engagement of rights-holders and duty-bearers Design and conduct of the evaluation must be transparent and accountable Both rights-holders and duty-bearers should be engaged (e.g. as informants, as part of reference groups, etc.) Participatory processes should be used The power relationships within the evaluation process should be reflected upon to consider: how the process does not reinforce discrimination or discriminate/marginalize against women and other groups subject to discrimination how the process can contribute to empowerment of women and other groups subject to discrimination, promote gender equality and realization of HRs. GE and HR RESPONSIVE EVALUATION Conduct: Calls for the engagement of rights-holders and duty-bearers Design and conduct of the evaluation must be transparent and accountable Both rights-holders and duty-bearers should be engaged (e.g. as informants, as part of reference groups, etc.) Participatory processes should be used The power relationships within the evaluation process should be reflected upon to consider: how the process does not reinforce discrimination or discriminate/marginalize against women and other groups subject to discrimination how the process can contribute to empowerment of women and other groups subject to discrimination, promote gender equality and realization of HRs.

9. GE & HR RESPONSIVE EVALUATION PROCESSES Data Collection and Methods: Methods should be responsive to the situation of women in a particular context Are the evaluation interviews/FGDs scheduled at times/locations convenient for women�s participation? Will women feel comfortable in the cultural context to speak to a male interviewer? Compliance with ethical guidelines specific to the population being interviewed Mixed methods should be used � increases the probability of capturing the voices of women and other groups subject to discrimination. Indicators should be sensitive to differences among groups and include measures of programme effects on groups facing discrimination GE & HR RESPONSIVE EVALUATION PROCESSES Data Collection and Methods: Methods should be responsive to the situation of women in a particular context Are the evaluation interviews/FGDs scheduled at times/locations convenient for women�s participation? Will women feel comfortable in the cultural context to speak to a male interviewer? Compliance with ethical guidelines specific to the population being interviewed Mixed methods should be used � increases the probability of capturing the voices of women and other groups subject to discrimination? Indicators should be sensitive to differences among groups and include measures of programme effects on groups facing discriminationGE & HR RESPONSIVE EVALUATION PROCESSES Data Collection and Methods: Methods should be responsive to the situation of women in a particular context Are the evaluation interviews/FGDs scheduled at times/locations convenient for women�s participation? Will women feel comfortable in the cultural context to speak to a male interviewer? Compliance with ethical guidelines specific to the population being interviewed Mixed methods should be used � increases the probability of capturing the voices of women and other groups subject to discrimination? Indicators should be sensitive to differences among groups and include measures of programme effects on groups facing discrimination

10. GE & HR RESPONSIVE EVALUATION Follow-Up and Use: Dissemination strategies should make evaluation findings accessible and barrier-free to women, including both RHs and DBs Targeting women�s organizations/networks and knowledge networks User-friendly language Stakeholder workshops that include women and other groups subject to discrimination (RHs &DBs) Management Response should be issued to ensure follow-up on key gender and human rights issues 10 GE & HR RESPONSIVE EVALUATION Follow-Up and Use: Dissemination strategies should make evaluation findings accessible and barrier-free to women, including both RHs and DBs Targeting women�s organizations/networks and knowledge networks User-friendly language Stakeholder workshops that include women and other groups subject to discrimination (RHs &DBs) Management Response should be issued to ensure follow-up on key gender and human rights issuesGE & HR RESPONSIVE EVALUATION Follow-Up and Use: Dissemination strategies should make evaluation findings accessible and barrier-free to women, including both RHs and DBs Targeting women�s organizations/networks and knowledge networks User-friendly language Stakeholder workshops that include women and other groups subject to discrimination (RHs &DBs) Management Response should be issued to ensure follow-up on key gender and human rights issues

11. PANEL QUESTIONS Evaluation challenges: What challenges have you encountered in planning, conducting, managing or utilizing human rights/gender equality responsive evaluations in the region? How have you addressed these challenges? What advice would you have for Evaluation managers regarding the kinds of challenges that they are likely to encounter in managing human rights/gender equality responsive evaluations?

12. PANEL QUESTIONS Partner engagement: How have you engaged with partners in the evaluation process? What benefits and challenges have you experienced in working with partners? What advice would you give evaluation managers regarding partner engagement? What advice would you give to partners regarding working with UN managers? Successful evaluation: What were the processes and outcomes? What factors or actions help to make an evaluation useful / used, in your experience? What advice would you give to UN managers to help ensure a successful evaluation? Or to UN partners?