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Gender and Urban Development

ADBs Strategic Approaches

Sri Lanka, March 2012

Gender, Urban Development and Poverty

Shireen Lateef Senior Advisor (Gender)

Outline
Gender in corporate architecture Strategy 2020 Corporate gender targets Project Gender Categorization system Project Gender Action Plans Gender in urban development Entry points for gender Good practices in urban development

Gender in Corporate Architecture

1998: Policy on Gender and Development 2008: Strategy 2020 Gender equity-Driver of Change ADBs Results Framework 2012 Targets
40% ADB projects 50% ADF projects

Results reported annually DEfR

Strategy 2020
Core Sectors
Education Environment Infrastructure Energy Transport Water supply/sanitation Irrigation Urban development and other infrastructure Finance Regional Cooperation

Gender Categorization System

1.

Gender Equity Theme (GEN)

Gender equality and womens empowerment (GEWE) as explicit project outcome Directly supports GEWE

2. Effective Gender Mainstreaming (EGM)

GEWE substantially integrated but not explicit outcome Directly supports EGWE

3. Some Gender Benefits (SGB)

Gender partially integrated and does not meet EGM criteria Indirectly supports GEWE Gender addressed in mitigation

4. No Gender Elements (NGE)

Gender issues not integrated in design

Projects with Gender Mainstreaming (2006 2011)

100% 90% 80% 70% 60% 50% 45% 42% 29% 33% 23% 27% 31% 64% 65% 53% 38% 76% 86% 76% 67%
ADF Gender Mainstreaming Projects with Gender Concerns

43%
42%

51%

40%
30% 20% 10% 0% 2006
Gender Equity Theme

Gender Mainstreaming (ADF & OCR)

2007

2008

2009

2010

2011
No Gender Elements

Effective Gender Mainstreaming

Some Gender Benefits

Gender Mainstreaming : ADB sectors 2011

ADBs Gender Mainstreaming Tool

Project Gender Action Plan
Gender Analysis Project Gender Action Plans (GAP) Gender targets/quotas Gender design features Time-bound actions Gender targets and performance indicators in Design and Monitoring Framework Inclusion of GAP in project documents (RRP) Inclusion of GAP in Project Administration Manual Gender specialists in project implementation teams Covenant for GAP implementation

Gender Inclusive Approaches Urban Development access and affordability of services participation and representation in decision making safety and security clean environment better health Employment/entrepreneurship land and property ownership

Gender Responsive Infrastructure

promote womens participation in infrastructure construction, operation and maintenance set targets or quotas promote wage parity between men and women in construction consider maintenance contracts for womens groups for small civil works, road side maintenance, drainage clearance etc gender-responsive physical design (markets, bus terminals, male/female toilets in public buildings location of water and sanitation facilities, technology & financing options, privacy and safety for sanitation facilities street lighting & side walks for safety and security lighter garbage bins/containers

Participation in Decisionmaking
Urban governance is not just O&M of infrastructure and services. It is also civic engagement of all stakeholders in decision-making. Promote gender-responsive good governance by increasing womens voice in local decision-making electing women to key leadership positions in urban governance structures eg town/ward level committees, trade associations; WUAs, sanitation committees. Ensuring womens representations in tariff review committees , budget committees, tender committees & basic services improvement involve more women in O&M, financial management and user fee setting for basic services, setting service standards (SW collection, transport ,etc.) involve women in design and location of services include poor women in slum development committees as leaders

Capacity Building and Project Management:

include gender in sector policy, procedures, operations manuals promote more women in government and private service providers engage women as staff, consultants, and facilitators provide gender awareness training for executing /implementing agency, municipal officials improve the capacities of executing agencies and project implementing units to collect sexdisaggregated data establish sex-disaggregated monitoring, evaluation, and reporting system Recruit and train women engineers and technicians

Gender & Urban Transport

Gender Issues
Increases access to education/health services Improved mobility for women - time saved by women Reduced loading workload and improved welfare Access to markets and employment Women are often main users of public transport Increased returns with higher usage uptake Better responds to demand for all users - men/women Consider separate busses for women; Separate carriages on rail services Physical design of buses/trains to meet womens needs for safety and security children, prams, shopping Well-lit stations, bus stops and surrounding areas Male/female toilets or separate spaces at stations Female transport workers drivers, ticket collectors, station attendees Consider affordability, multi-modal ticketing, bus/train schedules

Gender Responsive Design

Gender design of urban mass transit

Gender responsive physical design features and genderspecific planning of mass transit rail infrastructure system
Accessibility Safety & security Convenience Affordability

Gender-specific employment targets & labor standards Promotion of womens livelihood opportunities Gender capacity development for transport agency Targets for female staff in training

HCMC Metro Rail Transit: Gender Action Plan

Output Tranche 1 Output 1& 2: Site facilities, capacity development Output 3 & 4 Integrated urban transport Tranche 2: Output 1: Construction of MRT2 main line & depot facilities Output 2: MRT2 Rolling stock & metro services Key Activities & Targets - New facilities with gender design features e.g. male/female toilets, - 20% civil works jobs for women -Gender-responsive design: street lighting around MRT station, schedules and ticketing, options to suit multiples short trips/inter-modal transport usage. -Marketing campaign to target women as users. - Station design features e.g. womens waiting spaces, separate toilets, shop spaces for femaleowned businesses, child friendly access - 20% civil works jobs for women, gender core labor codes in contracts - 30% jobs women - OM, ticketing, station attendees - Rolling stock design e.g. women only carriages, child seating, storage space e.g. for prams/shopping

Water Supply and Sanitation

Improved access to water supply and sanitation What technology options (well, pump, tap) and location choices to reduce the heavy burden on women and girls? How can women influence decisions on latrine design, technology, location, financing, and maintenance? What connection fees, pricing, payment and O&M arrangements best fit the needs of women & men? If water user groups are formed what role for women? What training should be offered to community women and men system operations maintenance water source protection, water quality monitoring/testing meter calibration How to ensure privacy and safety for women and girls location of water and sanitation facilities?

Urban Water Supply Sanitation

Policy reform Municipal governance act to include X% quota for womens
representation in decision-making groups water user by-laws

Urban water supply

Mobilize womens consumer groups to provide feedback Employment of women in utilities (target %) (billing, meter readers, collection, basic accounting, client relations) Cost of connections and tariff fee structure Offer different technology options Provide low-cost sanitation Womens & mens participation in public hygiene awareness campaign (%)

Sanitation

Establish womens community groups Solid waste management Design of garbage containers for easy use by women Training opportunities for women Project management Scholarship for women engineers and water technicians
17

Gender specialist/focal point More women in decision-making positions

VIE: CRUIEP Gender Equality Results

Loan Outputs/ GAP provisions
Project objective: improved urban environment in 6 towns
A. Awareness on sanitation

Gender Equality Results

Improved living/environmental conditions as a results VWU creating

awareness on the links between health, the environment and sanitation.

VWU responsible for implementation. Training on environmental sanitation for men/women Training for (URENCO) workers 50% women motivators 30% women community and neighborhood group members Participatory process for community contribution. Exemption consideration for female headed households (FHHs)

High levels of womens participation ( 67%-90%) 75% women trained in management skills (24 women and 8 men). 67% women trained in sanitation (30 women and 15 men). 74% women trained on management and IEC methods . 12,000 students received school/community based training on sanitation. 90% women CMC members; participated in CBS boards of management. All directors of community management committees were female 89% of urban motivators were women. Increased womens participation in decision making at commune and ward level. VWU capacity strengthened in planning, project management and monitoring More middle-aged men participating in public meetings and trainings on sanitation. Over 75% of credit recipients for household sanitation improvements were women. Women received loans to build toilets and septic tanks. Exemptions from cost-recovery for CBS operation and maintenance given to female headed households (FHH).

VIE: CRUIEP Gender Equality Results

Loan Outputs/ GAP provisions
B. Drainage and flood protection C. Wastewater and public sanitation IEC targeted to men and women Address different needs of men and women in the design and operation and maintenance (O&M) of wastewater and public sanitation. D. Solid waste management IEC to improve men and womens awareness and practice, and payment of monthly sanitation fees. Womens concerns addressed in URENCOs

Gender Equality Results

VWU participated in monitoring the quality of construction activities. Women participated in consultations on wastewater, public sanitation and solid waste management activities. VWU involved in resettlement planning meetings and implementation to ensure special consideration for FHH including extra compensation and land titles. Gender training for ward leaders and community members. Re-design of hand-carts and garbage cans to make them lighter for women. New technology introduced so that garbage cans do not require to be manually lifted by women garbage collectors. Female waste pickers received gloves and protective gear Urban environmental company (URENCO), women garbage collectors participated in gender, HIV and safety training. Capacity of VWU increased; reinforcement of VWUs role and profile in the community and in government institutions. URENCOs, community leaders, program management unit (PMU) and CMCs trained on gender issues; increased understanding by URENCOs, community leaders, PMUs and CMCs of gender issues in urban environmental, sanitation and health. Data on womens participation collected and reported.

E. Implementation assistance and institutional strengthening Gender awareness training for all staff/partners Use of gender-sensitive indicators for implementation and monitoring. Ensure the resettlement plan is gender responsive. Leadership training for female URENCO staff.

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