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Scaling up Gender Mainstreaming in the Energy Sector: from Individual to Institutional Capacity Building ENERGIA’s Approach Soma Dutta 12-13 December 2011 ENERGIA International Network on Gender and Sustainable Energy Capacity Building Capacity building is defined as a broad concept: • Building up of individual capacity through training • Enabling trained people to be used effectively (apply skills, motivated) and retained within organizations • A long-term process • Capacity building is one of many factors contributing to the achievement of development goals (problem of attribution) ENERGIA’s Capacity Building Strategy Capability development To increase the awareness, knowledge and skills of stakeholders to enhance the integration of gender concerns into energy access projects and policies for sustainable development. Institutional development To increase the awareness, knowledge and tools of organisations and individuals committed to and working on gender and energy in sustainable development. ENERGIA’s Capacity Building Strategy 2005-07: TIE ENERGIA (Turning Information into Empowerment: Strengthening Gender and Energy Networking in Africa) • Trained 40 trainers and 260 practitioners in 12 African countries • Developed a set of training manuals on gender and energy Capacity Building Approach: ENERGIA Phase 4 Online, e-learning course on basic concepts on gender and energy Training of trainers and practitioners Creating national training packages National training workshops Action planning and coaching Sharing through a “communities of practice” Comprehensive approach to Capacity Building • Structured training programmes: Regional TOTs followed by national training programmes • Coaching: One-to-one support • Partnership projects: working closely with project staff • Participating in ENERGIA technical advisory services: opportunities to network members to sharpen skills Measuring the Effectiveness of ENERGIA’s Capacity Building Initiatives Input • Resource input into capacity building (funds/ human resources) • No. of partnership projects supported through ENERGIA Output • No. of training programmes conducted • No. of people provided post-training support • No. of project staff engaged in partnership projects • Projects and policies having incorporated elements of gender mainstreaming Outcome • Enhanced local expertise and capacity in gender mainstreaming methods and tools Impact • Improved lives of men and women through equal and equitable access to and control over sustainable energy services Immediate Results • A comprehensive gender training program in the energy sector with 07 training module packages in English and French and an online training module • In phase 4, 527 energy and development practitioners and trainers (56% women) trained in national training programmes, held in 29 countries in Africa and Asia. • 386 of the trained energy project practitioners (73%) incorporating elements of gender mainstreaming in their work • Project staff of nineteen energy projects and programmes participated in ENERGIA partnership projects on gender and energy. Reporting Outcomes 1. Gender reflected in energy sector practice and policies • Kenya: Gender audit, gender review of solar cookers projects, staff training, dissemination of ICS among rural women groups. • South Africa: Energy safety and energy efficiency workshop for community groups, ICS demonstrations. • Swaziland: Dissemination of ICS to low income urban households, maintenance training for women. • Indonesia: Training women on use, maintenance and repair of SHSs, ICS and biogas plants, women organized into cooperatives. • Bangladesh: Inclusion of G&E in REB training directorate syllabus and University. Training women’s groups in the manufacturing and marketing of energy efficient appliances • Lao PDR: Supporting gender disaggregation of data in the statistics used by the Ministry of Agriculture and Forestry. Raising awareness of gender issues through national media campaigns. Reporting Outcomes: An example Improving Lives of Rural women: BSP Nepal Outcomes (programmatic level) Quality objective to “make sure that at least 90% biogas users can operate and maintain the biogas plant”. Operational Strategies • Norm on women’s participation (50%) in user trainings • Inclusion of new gender indicators at programme level; • Special women-focused masons training programmes • Affirmative actions to encourage women as masons such as additional training, incentives, awards Emerging Impacts • 94% of the biogas plants installed under BSP are functional • 50 women’s cooperatives provide micro credit for biogas plants • Nine women owned biogas companies and women masons. Reporting Outcomes 2. Enhanced national capacities in gender mainstreaming methods and tools • ENERGIA trained participants recognized as resource persons or trainers on gender and energy. In all countries where ENERGIA has conducted capacity building • Trained personnel provide technical advisory and training services to a variety of stakeholders including ENERGIA. Challenges, Solutions and Lessons Learned • A critical mass of people need to be convinced and trained to bring about institutional change o Engaging a number of individuals o Long term engagements with institutions • Attracting ‘right’ participants is critical: o Ensure that the training content is sharply aligned with issues of direct interest to target group. o Duration of training programmes Involve government in capacity building and in subsequent implementation of activities • • Coaching is an effective though high-investment strategy • Create opportunities to apply training skills • Facilitating peer-to-peer linkages works well for sharing experiences