The implementation on the pledge is an ongoing process within the SRC.
- We have a new anti-discrimination policy in the SRC from the 15/2-2019 that is based upon the strategic framework on gender and diversity, as well as the Minimum Standards in emergency programming.
- Programs and activities within the SRC are reviewed and evaluated according to meet minimum standards in emergency programming. ( PGI)
- An assessment on gender and diversity within the national department of SRC has been done. This has also resulted in an action plan for the national department.
- There are many actions taken to improve participation and inclusion within national programs. Especially towards in programs towards migrants.
- We are piloting tools on data collection in order to secure participation of staff, volunteers and participants in planning, monitoring and evaluation.
- SRC has participated in a project on GBV. Safe Woman In Migration.
- Many actions are being done to secure accessibility on information. So that migrants can take part of our service.
Challenges on implementing the pledge are:
- Measuring SADDD. We are working on providing data on volunteers and local branches.
- We are working on different methods on data collection in order to increase participation. In monitoring and evaluation. But in most programs this is not done systematically.
- We need to better assess accessibility on disability.
- We need to work on awareness and knowledge on protection, gender and diversity issues within the SRC.
As per the commitment signing the pledge, the Swedish Red Cross (SRC) International Department has, already since 2013 and intensified, developed a series of objectives based on the implementation of the International Federation of the Red Cross Red Crescent Societies (IFRC) ‘Strategic Framework on Gender and Diversity Issues 2013-2020 and its three outcomes: 1) Incorporation of gender and diversity perspectives into programmes, services and tools; 2) Improvement of gender and diversity composition at all organisational levels; 3) Reduction of gender and diversity-based inequality, discrimination and violence through active promotion of the RC/RC fundamental principles and humanitarian values.
The aim is that all Swedish Red Cross supported international programmes and services benefit, women, men, boys and girls of all ages and backgrounds equally, building on their specific needs, risks, rights, capacities, and self-determined priorities without discrimination; and give them the same opportunity to participate and contribute at all levels.
Outcome 1: Swedish Red Cross has increasingly incorporated a gender and diversity perspective in all its international strategic and policy works
Examples of highlights / key accomplishments:
- SRC General Assembly has adopted a protection policy and a sustainability policy (environmental; financial and sociological sustainability) with an integrated protection, gender and inclusion approach.
- SRC is developing an International Direction 2020-2023 where Protection, Gender and Inclusion has been identified as an area of priority: SRC will scale up its efforts and continue taking a lead role on PGI within the Movement to better reach the most vulnerable women and men of all ages and backgrounds. SRC will strengthen the international programming and the contribution to the response efforts of the RCRC Movement through providing technical support, trainings and deployable personnel within PGI.
Outcome 2: Swedish Red Cross has increasingly incorporated a gender and diversity perspective into all its international programs
Examples of highlights / key accomplishments:
SRC International department has since 2013 a dedicated fulltime gender and diversity senior advisor (renamed protection, gender and diversity in 2018). A second roaming advisor was recruited mid-2017. This allows for a closer and longer term working processes with designated NS. This has mainly been with the NS of Bangladesh, South Sudan, Myanmar and Sudan. The advisor was also deployed as a short term PGI-delegate in the Cox´s Bazar emergency operation. In 2017 a PGI delegate was deployed to DRCRC on a four-month contract. In 2019 a combined PGI/CEA officer with a PSS background joined the SRC PGI team. Mid-2019 a full time PGI delegate was deployed to Iraq on a one-year contract.
The SRC programme managers has received trainings and capacity buildings support to allow for a deepened and increased dialogue with the NS counterparts to support and facilitate for the NS to adopt a gender and diversity mainstreaming approach. SRC is providing technical and financial support to its country partner national societies to be able to ensure a gender and diversity approach.
Indicator 2.1: Swedish Red Cross’ supported programs scored 2 on Gender and Diversity Marker in the annual report ( # of NS plans that include sex disaggregated data, # of NS programs that include gender as a mainstreamed theme (adapted assistance); mitigation of negative effects; % of programmes that demonstrated instances of added value of using participatory methods that involve women, girls, boys and men.)
- When assessing the SRC-supported programmes using a gender marker, the number of SRC-supported programmes scoring 2 or ‘excellent’ on the gender marker, i.e. integrating all four criteria’s, is slowly increasing from 19 per cent in 2016 to 25 per cent in 2017. The number of programmes scoring 1 or ‘weak’ has decreased from 49 per cent in 2016 to 47 per cent in 2017. The number of programmes scoring 0 or ‘does not integrate gender’, has decreased from 28 per cent in 2016 to 27 per cent in 2017.
The numbers of National Societies reports that include sex-disaggregated data has increased from 64 per cent in 2014; 60 per cent in 2015; 55 per cent in 2016 to 73 per cent in 2017. If the data has not been sex disaggregated the total scoring will be marked as a 0. This even if any of the other criteria has been scored higher.
The SRC supported programmes are increasingly becoming more gender mainstreamed. There is an increasing awareness and ownership among the NS to adopt an integrating gender mainstreaming approach, mitigating negative effects and using participatory methods that involve women, girls, boys and men. Having said that there is still a lot of room for improvements and a long way to go since the starting point was so low.
Highlights and examples of SRC program support:
SRC has since 2015 been providing extended Gender and Diversity/PGI technical support to the Red Cross Red Crescent National Societies of Bangladesh, Democratic Republic of Congo, Cameroon, Iraq, Myanmar, South Sudan and Sudan. The technical in-country support includes capacity building and trainings, technical project/programme support, needs assessment and initial scoping visits; as well as supporting the NS institutionalization of gender and diversity.
- Gender and Diversity Organizational assessments: The NS of Bangladesh, Afghanistan, South Sudan and the Democratic Republic of Congo have been conducting a Gender and Diversity organizational assessments and/or baselines and developed NS Gender and Diversity plans of action based on the recommendations.
- Gender and Diversity Capacity Building Trainings: Seven Moves, Gender and Diversity sensitive VCA and PMER and other trainings:
- In 2016, seven Francophone NS in Africa (Central Africa Republic, Côte d’Ivoire, Democratic Republic of Congo, Guinee, Madagascar, Mali and Togo) with 26 participants (12 female/14male) participated in a SRC co-facilitated week-long training together with British, Danish, Canadian and French RC. The training was an extended ‘Seven Moves’ gender and diversity training and included components of VCA and PMER to practically work with a focus on the needs assessment/ project/ programme planning cycle. All NS left the training with actions plans how to ensure the ownership of the NS governance and senior management and to mainstream gender and diversity into their programs. Two of the participants participated in the Gender and Diversity Master Facilitation trainer of trainers training organized by the SRC at the Sida Partnership Forum in Härnösand in 2015. The two participants are actively facilitating trainings today (Mali 1 woman / Côte d´Ivoire 1 man).
- 93 staff and volunteers from Iraqi Red Crescent (56 males and 37 female) benefitted from a 6-day training in 2018, including induction trainings to the Red Cross/Red Crescent and Stay Safe through e-learnings, introduction to gender and diversity and community engagement and accountability (CEA), field exercise and data analysis. The trainings were designed and facilitated by SRC gender and diversity advisor.
- Two 7 moves Gender and diversity trainings were conducted in Myanmar and South Sudan in 2017. Two trainings on Gender and Diversity in Gender and Diversity inclusion in PMER were conducted in Bangladesh and Myanmar, as well as developed training material and conducted one training on gender and diversity sensitive budgeting in Bangladesh. In total 89 persons (49 male and 40 female) were trained, including branch directors, project staff, board members and support staff at HQ.
- A Gender and Diversity and Climate smart VCA training was conducted in Cameroon on 2018 and in Côte d’Ivore in 2019.
- A Gender and Diversity Capacity building program started in 2017 targeting Bangladesh RCs NHQ, unit staff and volunteers. Main activities include training and skills development and update of organizational policies related to gender and diversity of BDRCS. The overall goal of the project is that “BDRCS meets the needs and builds on the capacities and resilience of people of all ages without any gender discrimination and with respect for diversity”. A baseline was produced to be able to measure the performance. An evaluation of the Gender and Diversity project was conducted in 2018. The findings and recommendations will form the base of the revision of the project.
- An urban Vulnerability to Resilience (V2R) program in Barisal, as well as resilience program in Jamalpur has an integrated gender and Diversity approach.
- SRC provided technical support to the G&D and climate smart VCA training conducted in Cameroon in 2019. The VCA will be conducted later in the year.
Côte d´Ivoire RC:
- SRC provided technical support to the G&D and climate smart VCA training conducted in Côte d´Ivoire in 2019. The SRC trained G&D Focal Point in Côte d´Ivoire RC conducted the G&D sessions during the training. The VCA will be conducted later in the year.
Democratic Republic of Congo RC:
- A SRC co-financed PGI delegate was deployed to DRC for 4 months with an EOM in November 2018. Main achievements:
- Development of a capacity strengthening timeline and approach with 4 steps; Gender and diversity training for governance;
- Gender and Diversity Organizational Assessment was conducted. The findings and the recommendations informed the continued development and work:
- Participatory workshop to develop a Gender and Diversity Policy which was adopted in 2018
- A 2-year Gender and Diversity Plan of Action was developed
- A Gender and Diversity perspective is mainstreamed in the 5-year strategical plan
- Initiation of a partnership with the DRC Ministry of Gender
- A Gender and Diversity Capacity building program was developed and initiated in 2018.
- One of the two SRC PGI Advisors has been deployed to Iraq for a one-year mission as a combined PGI/CEA delegate. This is the first time within the Movement the PGI and CEA is being integrated in one delegate position.
- The SRC PGI/CEA Officer located in Stockholm has been providing translation input into Arabic into the training material; technical input o self-care and facilitated the session via skype in the Iraq RC G&D training
- SRC is supporting an integrated Gender and Diversity and Community Engagement and Accountability programme in Myanmar.
- Technical input has been provided for the development of a gender and diversity action plan.
- Capacity building trainings have been conducted.
South Sudan RC:
- Based on the findings and recommendations of the Gender and Diversity Assessment in 2016, SRC has supported the NS in the development of a Plan of Action in how to institutionalize a gender and diversity approach within the NS. Technical inputs were provided for the revision of the Statues of the National Society to ensure integration of a gender and diversity perspective and the development and adoption of a Gender Policy.
- SRC is supporting an integrated Gender and Diversity and Community Engagement and Accountability programme in South Sudan.
- In Sudan the DRR project in cooperation with the Swedish Civil Contingency Agency (MSB) is gender and diversity mainstreamed. Several Gender and Diversity trainings have been conducted. The baseline was conducted in cooperation with the Afhad University (An all-female University in Khartoum)-
- A Gender and Diversity sensitive needs assessment was conducted informing the design of the SRC supported DRM/resilience program in North Khordofan.
- Technical input has been provided to include Gender and Diversity integration in both the new PMER manual and in the development of a DRR manual.
Indicator 2.2: Swedish Red Cross’ supported emergency operations scored 2 on Gender and Diversity Marker in annual report ( # of NS plans that include sex disaggregated data; · # of NS programs that include gender as a mainstreamed theme (adapted assistance); · mitigation of negative effects; · % of programmes that demonstrated instances of added value of using participatory methods that involve women, girls, boys and men.)
- When assessing the SRC supported emergency appeals using a gender marker, the numbers of appeals reports scoring 2 or ‘excellent’ on the gender marker, i.e. integrating all four criteria’s, is slowly increasing from 5 per cent in 2016 to 9 per cent in 2017. The number of programmes scoring 1 or ‘weak’ has increased from 25 per cent in 2016 to 27 per cent in 2017. The number of programmes scoring 0 or ‘does not integrate gender’, has decreased from 70 per cent in 2016 to 64 per cent in 2017.
Eight (8) emergency interventions out of 22 (i.e. 36%) compared to 30% in 2016; 44% in 2015 and 35% in 2014 included sex disaggregated data. The still low scoring, clearly underlines the importance of the necessity to continue addressing this in several and complementary ways. The number of emergency interventions using participatory methods has increased in to 50% in 2017 compared to 25% in 2016; 47% in 2015 and 36% in 2014. The number of emergency interventions that include gender as a mainstreamed theme has increased to 55% in 2017 compared to 40 % 2016 and 82 % in 2015. 68% of the emergency operations that have included mitigation of negative effects. This indicator is new in 2017.
Highlights and examples of SRC support Emergency Operations:
SRC is one of the PNS systematically providing comments to the IFRC supported emergency appeals and high lightening the need for using a gender sensitive approach. Repeated request for sex disaggregated data has been successful in many cases. During the fall of 2017 IFRC launched a new templet for Emergency Plan of Action where sex disaggregated data under each sector must be specified. It is one but concrete example where constant pushing has been successful.
- SRC has been provided extended PGI technical support to the emergency operation since the start. Funds to support the emergency operation has especially been earmarked to PGI activities.
- An assessment funded by the SRC was conducted to see how gender and diversity have been taken into consideration in RC/RC emergency response.
- SRC produced a short film to illustrate the importance of ensuring the “Minimum Standard on Protection, Gender and Inclusion in Emergency Programming” and the DAPS-approach (Dignity, Access, Participation and Safety).
Mozambique Emergency Operation:
- A joint real time evaluation conducted of the Swedish and British Red Cross Wash ERU deployment in the Emergency operations in Mozambique in 2019, especially looking at performance of the PGI and CEA components.
Outcome 3: Swedish Red Cross international staff and delegates increasingly recognize, understand and demonstrate knowledge, skills, behaviors and attitudes that promote a gender and diversity perspective
Examples of highlights / key accomplishments:
Indicator 3.1: All Swedish Re Cross International staff and delegates have conducted the IASC gender on-line training on the IFRC training platform.
- 88% of all SRC International Department staff have conducted the IASC gender on-line training in 2014; 88% in 2015; 84% in 2016; 88% in 2017; and 92% in 2018.
Indicator 3.2: All Swedish International department staff have received training on PGI and the revised Minimum Standards on Protection, Gender and Inclusion in emergencies
- A 1, 5 hrs. SGBV seminar was held at the International Department in 2019. Total 32 participants (24 female / 8 male).
- A Pilot core competency joint training on PGI, CEA and Green Response was conducted in 2019 for 21 (8male/12 female) SRC WASH delegates;
- A session on cross-cutting (PGI/CEA/Green Response) issues followed by a simulation exercise was conducted during SRC internal days where 27 staff (10 male/17 female) were participating.
- In both 2018 and 2019 SRC arranged Impact training where sessions on PGI were conducted and where PGI components where included in the simulation exercise.
Outcome 4: Swedish Red Cross increasingly plays a leading role supporting the Red Cross/Red Crescent (RC/RC) Movement efforts in promoting a gender and diversity perspective
Examples of highlights / key accomplishments:
SRC has even before 2015 been working on several levels and approaches in parallel in pushing gender and diversity equality and protection issues from the highest level i.e. the Movement statutory meetings like the IFRC Gender Pledge, SGBV Resolution at the International Conference; Resolution on female leadership at the Council of Delegates; midterm review of the Strategic Framework on Gender and Diversity Issues to be presented to the Governing Board. Revision and rename of the Minimum Standards on Gender, Disability and Diversity in Emergency Programming. Providing global support to the Surge Capacity Process in emergencies, including chairing the working group on cross-cutting issues, the development of a new delegate profile Protection, Gender and Inclusion (PGI) and the revision of the IFRC Gender Policy from 1999 (new Gender and Diversity Policy to be adopted by the IFRC General Assembly in 2019).
SRC has on a yearly basis been one of the more dedicated partners funding IFRC global and regional gender and diversity positions; programs; development of tools and trainings; research and studies; earmarked PGI components within emergency appeals among others since 2013.SRC has approximately had a yearly budget of CHF 100´000 contributing to the IFRC global gender and diversity budget. The country level contributions have varied over the years, but mainly been integrated into other budgets and not specifically gender budgeted.
Minimum Standards on Protection, Gender and Inclusion in Emergency Programming
- SRC contributes financially and with technical capacities in the development of the IFRC “Minimum Standard Commitments to Gender and Diversity in Emergency Programming” in 2015 and its later updated version “Minimum Standards on Gender, Disability and Diversity in Emergency Programming” in 2018.
- A series of training packages on gender, diversity, protection and SGBV has been developed and rolled out to accompanying the guideline “Minimum standards for protection, gender and inclusion in emergencies” for IFRC and National Societies staff. SRC has contributed financially, but also been actively involved in the wide consultation process of developing SGBV tools and training modules.
- SRC co-facilitated the pilot protection, gender and inclusion (PGI) delegate training that was conducted in Istanbul 26-30 November 2019. 19 future PGI delegates (5 males, 14 females) participated in this training and SRC was also a member of the review group that developed the training material.
- The Global Gender and Diversity Network
The ‘Nordic Gender Network’ was initiated by SRC in Stockholm late 2013. Since then the group has expanded and is today the ‘RCRC Global Gender and Diversity Network’. It currently includes the IFRC Gender and diversity/PGI staff, ICRC’s Adviser on Gender, Age, Disability and Diversity (Protection), the IFRC Psychosocial Support Centre and approximately 20 Partner National Societies. An additional 70 NS are engaged through the regional gender and diversity networks mainly in Asia Pacific and starting up in Africa.
The establishment of the Global Gender and Diversity Network and its increasing connectedness and collaboration has been a key feature of the progress made on gender and diversity within the IFRC and the wider Movement. The Network met twice a year until 2017 and yearly after that. Beyond sharing experiences from strategic and operational gender and diversity work, the Network has agreed on a joint network action plan, which is aligned with the three outcomes in the IFRC ‘Strategic Framework on Gender and Diversity Issues 2013-2020’. This to maximise the use of the scarce resources co-funding and pooling resources, capacities and efforts on a global, regional and country level. Different working groups have assumed responsibilities in supporting many of the working areas covered in the Action Plan. PNS have also joint efforts in supporting specific NS on a country level depending on respective PNS presence.
The main funders of the IFRC gender and diversity positions and programs has been the Swedish, Canadian, Norwegian, Finnish and Australian RC. The Action Plans of the senior officer at Geneva-level and the coordinator in the three regions are aligned in order to create a consistency of approach and a critical mass to optimise impact. The establishment of the Network and its dedication, increasing connectedness and collaboration has been a key feature of, and pivotal to the progress made on gender and diversity in the IFRC.
The Network has several working groups. Examples where SRC is engaged:
- The Movement-wide SGBV Coordination Group, comprising the ICRC, the IFRC and about 16 active National Societies, was established in early 2014. The aim of the SGBV Working Group is to support the realisation of the commitments made by the Movement in the Sexual and gender-based violence: Joint action on prevention and response resolution (32IC/15/R3) of the 32nd International Conference of the Red Cross and Red Crescent.
- The Swedish and the Irish Red Cross, in collaboration with the Global Red Cross Red Crescent Gender and Diversity Network, commissioned a scoping study (Sept – Dec 2016), the aim of which is to generate ideas on advancing the gender and diversity and sexual and gender-based violence (SGBV) prevention, mitigation and response agendas across the Red Cross Red Crescent Movement. The conclusions of the final report were presented and discussed at the Network meeting in February 2017.
- The working group on institutional support to the IFRC met in Geneva for 3 working days in early 2019 to revise and update the IFRC Gender Policy from 1999.
- SRC chaired the working group organizing the Annual Global Gender and Diversity Network meeting in Copenhagen in May 2018 and in Nairobi in April 2019.
- Swedish Red Cross is chairing the RCRC Movement Global Gender and Diversity Network Steering Committee as of April 2019.
Outcome 5: Swedish Red Cross increasingly has a gender and diversity perspective in all international advocacy, information and communication work
Examples of highlights / key accomplishments:
- In 2017 SRC produced a training film on “Minimum Standard Commitment on Gender and Diversity in Emergency Programming” and the “Daps Framework” (Dignity. Access, Participation and Safety) related to the Protection, Gender and Inclusion (PGI) work in the Cox’s Bazar emergency operation in Bangladesh
- An article was published in June 2019. This article explores the gendered experiences of local volunteers operating in conflicts and emergencies. Despite decades of progress to integrate gender issues into development and humanitarian research, policy, and practice, the gendered dynamics of volunteering are still little understood. To redress this, the article draws on data collected as part of the Volunteers in Conflicts and Emergencies (ViCE) Initiative, a collaboration between the Red Cross Red Crescent Movement led by the Swedish Red Cross, and the Centre for International Development at Northumbria University. Contributing original empirical findings on the intersection of gender, volunteering, and emergencies, this article offers new ways of thinking about how gender equality and women’s empowerment can be advanced in humanitarian crises, as seen through the experiences of local volunteers.
Outcome 6: Swedish Red Cross increasingly puts an emphasis on supporting the RC/RC Movements efforts in ensuring and promoting (Sexual) and Gender Based Violence preventive, protective and responding measures in its humanitarian assistance.
Examples of highlights / key accomplishments:
- Swedish Red Cross has contributed financially and technically to:
- The IFRC research piece ‘Unseen Unheard: Gender-based violence in disasters – Global study’ one of the key background material guiding the development of the SGBV Resolution at the International Conference in 2015.
- ‘Gender in disaster law and policy’ was launched addressing gender inequalities and SGBV in disasters. This initiative is being undertaken jointly by the IFRC Disaster Law Programme and Gender and Diversity team. It is part of the implementation of the International Red Cross Red Crescent Conference Resolution 3 on ‘Sexual and Gender-Based Violence: Joint Action on Prevention and Response’, adopted in 2015.
- A new 2.5-day training programme on addressing SGBV in emergencies was developed and a related “write-shop” was organized in Beirut to draw from expertise within and outside the Movement. SRC funding supported the pilot manual that was prepared and delivered to IFRC in mid-December.
- SRC has contributed financially, but also been actively involved in the wide consultation process of developing SGBV tools and training modules. SRC participated in the “writing-shop” in Beirut in 2016.
The Gender and Diversity/Protection, Gender and Inclusion portfolio has taken Unfortunately, there is more to be done to ensure a sustainable long-term plan, funding and structures, political and institutional IFRC and NS leadership ownership, large scale roll out of trainings and capacity building at a global, regional and on a country level.