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B building a Gender Smart Organization -TAF Mongolia-

B building a Gender Smart Organization -TAF Mongolia-. WEP BALI WORKSHOP - FEBRUARY , 19 2014. Mongolia Country CONTEXT. Gender Strategy of TAF-Mongolia. Improving Gender Balance Moving from 3 to 7 full time male staff from Jul 2012 to Feb 2014 out of a total of 35

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B building a Gender Smart Organization -TAF Mongolia-

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  1. Bbuilding a Gender Smart Organization-TAF Mongolia- WEP BALI WORKSHOP - FEBRUARY, 19 2014

  2. Mongolia Country CONTEXT

  3. Gender Strategy of TAF-Mongolia • Improving Gender Balance • Moving from 3 to 7 full time male staff from Jul 2012 to Feb 2014 out of a total of 35 • Gender Assessment of TAF’s Country Program (Dec 2011-Jan 2012) • Gender Training for Staff • All staff (Jan 2012/0.5 day) • Program staff (May 2013/3 days) • Selected project staff (Donor training) • Induction on Gender Policy for new staff • Gender Mainstreaming in Projects

  4. Gender Mainstreaming in ProjectS

  5. Gender/WEP ProjECTS: • ShirinPandjuMerali Scholarship Program • Supporting Mongolia’s Efforts in Combatting TIP (Swiss Embassy, July 2013 – June 2014) • TIPs Legal Defense Fund (WEP Private Funding, Sept 2013 - Mar 2014) • J-TIP Proposal for Holistic and Systematic Enhancements of TIP Victim and Witness Protection • (State Department, Sept 2014- Aug 2017)

  6. OTHER INITIATIVES • Supporting Women’s Leadership and Political Participation • Organized International Women’s Leadership Conference (CoD, July 2012) • Organized Women’s Forum ( CoD, April 2013) • Supported and Presented during North-East Asia Women Parliamentary Forum (November, 2013) • Women NGOs- Roundtable TAF 20th Anniversary, October 2013 • Economic Empowerment • Support for Local Gender Budgeting and Economic Empowerment to NCGE • Gender and Men’s Issues • Supported National Forum on Social Development and Men’s Participation including development of 3 PSAs (November, 2013) • Research • GBV Research Project (September 2012-December 2013- Cancelled) • Women’s Role in Preventing Corruption and Promoting Transparency Paper (CoD, April 2012) • Outcomes of the International Women’s Leadership Forum Paper (CoD, April 2012) • Analysis of case law relating to victims of TIP (planned)

  7. CONCLUSION • Country Level: • Competitive Environment in terms of Working with Women NGOs • Office: • Challenging HR environment for recruitment of male staff • Need for a gender training manual for new staff Programming: • Gender Mainstreaming within Programs goes together with rigorous M&E which requires training • Very little funding from donor agencies for gender in Mongolia

  8. Thank You

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