1 Fostering Gender-Transformative Change in SustainableForest  Management THE CASE OF THE DEDICATED GRANT MECHANISM (DGM) Ezgi Canpolat, Meerim Shakirova, Vince McElhinny, Kame Westerman, Alli Cruz, and Theresa Buppert CLIMATE INVESTMENT FUNDS Investing in the future 2 © 2022 International Bank for Reconstruction and Development / The World Bank 1818 H Street NW Washington DC 20433 Telephone: 202-473-1000 Internet: www.worldbank.org This work is a product of the staff of The World Bank with external contributions. The findings, interpretations, and conclusions expressed in this work do not necessarily reflect the views of The World Bank, its Board of Executive Directors, or the governments they represent. The World Bank does not guarantee the accuracy, completeness, or currency of the data included in this work and does not assume responsibility for any errors, omissions, or discrepancies in the information, or liability with respect to the use of or failure to use the information, methods, processes, or conclusions set forth. The boundaries, colors, denominations, and other information shown on any map in this work do not imply any judgment on the part of The World Bank concerning the legal status of any territory or the endorsement or acceptance of such boundaries. Nothing herein shall constitute or be construed or considered to be a limitation upon or waiver of the privileges and immunities of The World Bank, all of which are specifically reserved. Rights and Permissions The material in this work is subject to copyright. Because The World Bank encourages dissemination of its knowledge, this work may be reproduced, in whole or in part, for noncommercial purposes as long as full attribution to this work is given. Any queries on rights and licenses, including subsidiary rights, should be addressed to World Bank Publications, The World Bank Group, 1818 H Street NW, Washington, DC 20433, USA; fax: 202-522-2625; e-mail: pubrights@worldbank.org. Cover photo: DGM Mozambique/ Virgílio Conjo, 2019 Graphic design: Andrea Carega and Karlien Truyens 3 Table of Contents Abbreviations............................................................................................................................................. 6 Acknowledgements................................................................................................................................... 8 Executive Summary................................................................................................................................... 9 1. Introduction......................................................................................................................................... 18 1.1. Background and purpose of this study............................................................................................................19 1.2. Gender, IPLC women, sustainable forestry management and REDD+.............................................21 1.2.1. IPLC women and forestry resources.........................................................................................................21 1.2.2. Barriers to women’s participation and influence in forest management ........................................ 22 1.2.3. Forestry benefit-sharing mechanisms..................................................................................................... 24 1.2.4. Enabling conditions/factors for strengthening women’s participation and leadership in REDD+ and forest management decision-making....................................................... 25 1.2.4.1. Quotas in decision-making bodies............................................................................................. 25 1.2.4.2. Program planning and monitoring for gender outcomes..................................................... 26 1.2.4.3. Capacity building/strengthening................................................................................................. 26 1.2.4.4. Incorporating gender-based violence into programming..................................................... 27 1.2.4.5. Engaging men and male allies..................................................................................................... 28 1.2.4.6. Policies and processes are becoming more gender-responsive......................................... 28 2. Analytical Framework......................................................................................................................... 29 3. Research methodology....................................................................................................................... 34 3.1. Research questions................................................................................................................................................... 35 3.2. Research process........................................................................................................................................................36 4. Findings................................................................................................................................................. 37 4.1. Design: Requirements for and inclusion of gender considerations in DGM project operational design......................................................................................................................... 38 4.2. Governance: Global and National Steering Committee gender composition and evolution.. 42 4.2.1. Global Steering Committee (GSC)............................................................................................................ 42 4.2.2. National Steering Committees.................................................................................................................. 42 4.3. Grants: Subproject design and implementation processes ..................................................................53 4.3.1. Comparison of subproject design elements.......................................................................................... 61 4.3.2. Case study snapshots.................................................................................................................................. 65 4.3.3. Land tenure and gender in DGM subprojects........................................................................................66 4 4.4. Capacity building: Engaging women, gender balance, and thematic discussion during trainings, workshops, skills-building events........................................................... 70 4.4.1. Capacity building at the DGM country project level............................................................................. 70 4.4.2. Capacity building at the global and regional level ............................................................................... 72 4.5. Monitoring: Portfolio and project monitoring ............................................................................................74 4.5.1. Portfolio-level monitoring.......................................................................................................................... 74 4.5.2. Country project-level monitoring............................................................................................................ 76 5. DGM on the Path toward Gender-Transformative Change.......................................................... 78 5.1. Stage 1 - DGM inputs have provided assets, skills, and capacity building to women.............. 80 5.2. Stage 2 - These inputs have contributed to enhanced voice & agency for women. .............. 82 5.3. Stage 3 - Success in economic achievements leading to increasing voice & agency has started to influence community-level norms. .................................................................. 84 5.4. Stage 4 - DGM influence on formal rules & policies to make them more equal is still relatively unclear............................................................................................................................................... 88 6. Recommendations..............................................................................................................................90 References ................................................................................................................................................ 94 Conflict of interest statement.............................................................................................................100 Stakeholder interviews ........................................................................................................................ 101 5 List of Figures Figure 1: DGM project timeline.................................................................................................................... 19 Figure 2: Gender at work framework.......................................................................................................... 31 Figure 3: Indicative theory of change......................................................................................................... 32 Figure 4: Women’s leadership and participation...................................................................................... 33 Figure 5: Percent of women as NSC voting members............................................................................46 Figure 6: DGM subproject gender strategy continuum.......................................................................... 63 Figure 7: Attendance at DGM exchanges .................................................................................................. 72 Figure 8: Number of times ‘gender’ and ‘women’ are mentioned in DGM annual reports.............. 75 List of Tables Table 1: Gender considerations in DGM project manuals......................................................................40 Table 2: Gender composition of NSC voting members.......................................................................... 43 Table 3: Subproject design and results....................................................................................................... 54 Table 4: Subproject gender design elements............................................................................................ 61 Table 5: Gender performance indicators................................................................................................... 77 6 Abbreviations AMAN Indigenous Peoples’ Alliance of Indonesian Archipelago CBO Community-Based Organization CI Conservation International CIF Climate Investment Funds CFUG Community Forest Users Group DGM Dedicated Grant Mechanism for Indigenous Peoples and Local Communities DGM Global DGM Global Learning and Knowledge Exchange Project DRC Democratic Republic of the Congo FCPF Forest Carbon Partnership Facility FAO Food and Agriculture Organization (of the United Nations) FIP Forest Investment Program GBV Gender based Violence GEA Global Executing Agency GRM Grievance Redress Mechanism GSC Global Steering Committee IPs Indigenous Peoples IPLCs Indigenous Peoples and Local Communities ISRR Implementation Status and Results Report IUCN International Union for the Conservation of Nature M&E Monitoring and Evaluation MDB Multilateral Development Bank 7 NEA National Executing Agency (of a DGM country project) NRM Natural Resource Management NSC National Steering Committee (of a DGM country project) NTFP Non-timber Forest Products REDD+ Reducing Emissions from Deforestation and Forest Degradation REPALEF Network of Indigenous and Local Populations for the Sustainable Management of DRC Forest Ecosystems SAR Semi-annual Report SEAH Sexual exploitation, abuse, and harassment TTL Task Team Leader (World Bank) VIF Financial Inclusion Window (DGM Mexico) VIS Social Inclusion Window (DGM Mexico) WB World Bank 8 Acknowledgements This study was commissioned by the World (Indonesia), Solidaridad (Ghana), World Wildlife Bank. Meerim Shakirova, Natural Resources Fund (Peru), IUCN (Burkina Faso), Conservation Management Specialist, and Ezgi Canpolat, International (Global). Social Development Specialist, designed the study and led the preparation of the report. For the case studies, the team is especially Conservation International research team led grateful to the Indigineous People and Local by Vince McElhinny, Senior Director of Social Community (IPLC) leaders and community Policy and Practice, and Kame Westerman, members that informed the case studies, to Senior Gender Advisor, and including Alli Cruz, Vassileva Ralitsa Alorvor, Paramita Iswari and Senior Manager, Indigenous and Traditional Suyana Huamani Mujica who led in-country Peoples Program, and Theresa Buppert, consultations to gather qualitative information, Director Rights, Governance and Social Policy, as well as the many National Steering conducted the study and drafted the report. Committee members who volunteered their time to share insights and personal stories. The report Fostering Gender-Transformative Change in Sustainable Forest Management: The Special thanks to Christian Peter and Iain Case of the Dedicated Grant Mechanism (DGM) Shuker, Practice Managers of World Bank’s Envi- is a result of contributions from a wide range of ronment, Natural Resources and Blue Economy experts from across the globe. First, we would Global Practice and Mafalda Duarte, Head of like to thank DGM Global Steering Committee the Climate Investment Funds for their overall (GSC) members Bharati Pathak and Jagat Baram guidance in the preparation of this study. (DGM Nepal), Manuel Aldrete (DGM Mexico), Mina Setra (DGM Indonesia), Idrissa Zeba The report benefited greatly from World Bank (DGM Burkina Faso), Kapupu Diwa Mutimanwa DGM Task Team Leaders (TTLs). We would (DGM DRC), Grace Balawag (Non-FIP country like to thank Andrea Kutter, Loic Braune, representative), Lucely Pio (DGM Brazil), Play Grace Muhimpundu, Ana Luisa Gomes Lima, Christophe Sare and Delphine Ahoussi (DGM Nyaneba Nkrumah, Alberto Coelho Gomes Côte d’Ivoire), Bashiru Gambo (DGM Ghana), Costa, Katharina Siegmann, Dianna Pizarro, Daniel Maula (DGM Mozambique), Ruth Buendia Iwan Gunawan, Tini Gumartini, and Celine Mestoquiari and Marilen Puquio Arturo (DGM Lim. We are also grateful to colleagues from Peru), Guy Moussele-Diseke (DGM Republic of the World Bank Group for their inputs at key Congo), and Byron Alonzo (DGM Guatemala) stages of this work including Bouke Berns, Asyl for their valuable contributions that helped Undeland, Philippe Dardel, Garo Batmanian, inform the report. Nicholas Meitiaki Soikan, Ines Angulo, and Anne Kuriakose. The study team gratefully acknowledges the contributions of members of the DGM National The team gratefully acknowledges the funding Executing Agencies (NEAs) and the Global provided by the Forest Carbon Partnership Executing Agency (GEA) who participated in Facility (FCPF) for this study. interviews for this study and shared important insights and experiences: Samdhana Institute 9 Executive Summary Background of the DGM be important agents of change in the fight against climate change, but multiple and and the study interconnected barriers often restrict them. These barriers include structural elements Since 2015, the Dedicated Grant Mechanism (economic, legal, institutional, political) and for Indigenous Peoples and Local Communities informal factors of context-specific gender (DGM) has provided a unique model for norms, roles, and expectations. One of these inclusive and bottom-up approaches to barriers—land tenure and access—remains one delivering climate finance for sustainable of the most formidable impediments to gender forest management. Through 12 country- equality in forestry. level programs designed and implemented by Indigenous Peoples and Local Communities As programs such as the DGM and others (IPLCs), the DGM is guiding investment seeking to promote gender-responsive forestry of around $80 million and impacting the and climate outcomes emerge, it is important livelihoods of over 200,000 people. DGM- to analyze and document the lessons supported activities are intended to be learned and identify successes that should designed and implemented in a gender- be replicated. This study analyzes relevant responsive and socially inclusive manner and DGM documents and literature, includes aim to improve key gender equality outcomes interviews with World Bank and implementing based on the particular and varied contexts of partners, and is supplemented by four case DGM countries. studies involving primary data collection from subproject beneficiaries and key DGM leaders The objective of this study is to gather at the national level. evidence on how DGM country projects have provided meaningful benefits related to women’s economic achievement of, access Conceptual framework to and control over productive assets, voice and agency, and how that has supported Using a framework for gender-transformative positive changes in women’s leadership and change, the study aimed to understand how participation. The study also looks at how inputs from the DGM (in the form of subproject change at the individual level may have led, grants, capacity building, access to knowledge or contributed, to changes at the household and policy decision makers) could contribute and community levels and whether there are to women’s increased agency, voice, and signs of broader, systemic societal changes (i.e., control over resources. How could that changes in institutions, policy or gender norms). growing influence, in turn, shift the norms governing the perceived legitimacy of women’s Women’s participation in, and benefit from, leadership and the distribution of resources forestry management is inextricably tied to the and opportunity that flow from a more just social, cultural, historical, and political contexts and equitable system? The study further aimed of communities where forest management to analyze how a shift in gender norms could efforts take place. With the wide variety of shape community-level governance and country projects, this is evident across the decision-making and reduce the informal and DGM. IPLC women have the potential to local barriers to gender equity. Through the 10 agency of networks, movements, and alliances, beneficiaries. The study’s two primary research could formal change be effected in policies, questions were: laws, and regulations that ultimately secured gains for women? If successful, these longer- • How did DGM country projects contribute term changes in formal structures could free to improved outcomes in the identified up new, additional resources (economic, areas of gender equality, namely, political, cultural, environmental) to sustain economic achievements and income change and create space for further expanding generation, access to and control over rights claims. productive assets such as land, and voice and agency such as participation in Within this framework, it is important to decision-making processes? recognize that what gender-transformative success might look like after a relatively short • To what extent did the DGM, particularly project like the DGM is influenced in great through promoting women’s leadership part by the baseline or starting place. Given and effective participation, enable gender- the variety of countries and their cultural transformative change in project areas? contexts, success in one place might be quite different than in another—notions of voice and agency can mean different things for Findings different groups of women. In the context of this study, gender-transformative change Observed steppingstones toward focuses on the incremental shifts toward gender-transformative change show that more equitable participation, ability to shape progress was achieved by DGM despite decisions, and have control over resources to a lack of explicit gender requirements. which DGM programming contributed. The Recommendations for promoting gender study draws on women’s experiences and equality and women’s participation within the perceptions regarding whether such shifts have DGM can be found at all levels of its design and occured and grounds its assertations in these operational guidance, although this fell short experiences rather than theorizing a generic of any clear requirements or accountability for notion of women’s voice and agency. gender parity in leadership or beneficiaries. It should be noted that the DGM was created in 2011, well before the current, more ambitious Methodology World Bank gender strategy and in the early stages of CIF Gender Action Plan development. The study team examined key project Earlier editions of the WB and CIF policies, documents about the DGM from its inception however, created an environment which to the present, drew on relevant academic eventually allowed gender-transformative and gray literature, conducted interviews with change to be a priority. Without a clear expert stakeholders from the World Bank priority on gender-transformative change and implementing agencies, facilitated two and associated accountability at the outset of validation workshops with stakeholders, and DGM, considerable discretion was provided to conducted in-depth case studies in Ghana, the countries themselves to define a gender Indonesia and Peru to gather data from direct strategy, targets, and priority. 11 Country IPLC ownership and gender Women’s representation in National Steering champions determined the variation in Committees (NSC) and the influence of NSC scope and ambition of DGM country gender women leaders are widely viewed as evidence strategy. Country project teams took different of positive DGM gender impact. The study approaches, based on the influences of key first looked at gender parity in the governance enabling factors, such as National Steering of the DGM, specifically among the Global Committee priorities, National Executing Steering Committee (GSC) and the NSC. (As of Agency expertise, World Bank TTL support and the 2021 selection, the GSC has 35% women as interest, IPLC organizations in-country, and the voting members and the NSCs have between social-cultural contexts. Several countries (e.g., zero and 45% women). Again, no specific Ghana, Burkina Faso, Nepal, Indonesia, Republic requirements were made for gender parity, only of Congo) included gender as a priority focus a recommendation in the DGM Operational with targets and proactive activities geared Guidelines that gender be considered in towards engaging women; others took a more selection, and hence the variety in composition community-wide approach (e.g., DRC and across country projects. The NSCs play a Peru to some extent) and did not necessarily critical role in determining DGM country directly target women as a specific subset project priorities, guiding the implementation of beneficiaries, at least from the beginning. of the country projects and making funding The variability in gender considerations for decisions on eligible subgrant proposals. Most DGM country projects reflects a commitment key informant interviews consistently pointed by the World Bank and Climate Investment to women’s influence on the NSCs, including Funds to support a design process that was some women leaders who have assumed led by and owned by IPLCs and reflected their greater authority in their respective roles within knowledge of the needs and preferences of the DGM and beyond, as an indication of the local population. However, the desire for gender-transformative change. gender-transformative change likely needed to be a more prominent priority with clear The widely recognized DGM NSC ability to requirements in the project design stage. elevate and legitimize women’s voices and agency at a national level and at international If projects include clear gender assessments levels also reflected intersectional factors. and dedicated gender resources, relevant The journey that women take to secure staff capacity, and clear action plans with a leadership role on an NSC varies but a targets they are more likely to contribute to common feature has been previous leadership gender-transformative change. The scope of at the community or national level, for example the gender strategy (the types of interventions with women’s or social, economic or cultural or methods of project implementation) in groups. The ability to advance to leadership a DGM country project was often a good is influenced by many social characteristics, indication of the results in terms of stepping meaning certain groups of women can access stones toward gender-transformative change. leadership platforms more easily than others. For example, country projects that had staff Simply emphasizing women’s leadership is with gender expertise, provided targeted not necessarily sufficient to ensure that more outreach and support to women, and had marginalized women are included. Efforts robust targets (>30%) for women’s participation to increase women’s role in leadership must and direct benefit saw more obvious and take into account the varied and nuanced positive changes in gender norms. experiences of different women, including 12 factors such as indigenous identity, migration thoughtful efforts to include IPLC stakeholders status, age and education level. in line with country specific priorities and context. There was no standard definition of Recognition of women’s positive NSC women-led or women-focused subprojects, influence may be increasing the appetite and no standard gender targets, leading to for quotas. The NSC case study suggests great variation across the countries, which that the growing legitimacy and influence made comparisons difficult. of women leaders in the NSCs increases the willingness to use gender quotas despite the In all DGM countries, either gender targets initial reluctance to set quotas for gender or proposal selection rating guidance for parity. While there were often questions about gender to allocate subprojects and capacity whether women IPLC leaders could genuinely building opportunities were adopted. Half represent the interests of men as well as those of the countries use outcome targets ranging of women—a standard that was not applied from 30%-50% of approved subprojects equally the other way round—there was no being awarded to women-led or women- evidence of a tradeoff between NSC diversity focused proposals and the other half choose and competence. Shared lessons about the to focus on scoring criteria and proposal pros and cons of a quota system to support selection processes to reward strong gender affirmative action may be contributing to a commitments. The target approach seemed to wider use of NSC quotas in recently approved prioritize proactive efforts and activities toward DGM country projects. There is a stark contrast reaching women and supporting them to apply between the early DGM country projects and for subprojects, although with varying degrees more recent ones, which have more specific of success in reaching the target. Some and progressive gender targets. This can be country projects that did not initially include attributed to lessons learned from the earlier gender quotas in their design but later realized projects and the fact that new projects are the importance of such targets and altered being designed in a more progressive policy their approach. environment (e.g., CIF Gender Action Plan Phase 2 and the CIF Gender Policy) and are still Land tenure rules remain a prominent in an early phase of implementation. structural barrier for gender equality, despite significant overall progress for Equitable access to subproject funding was Indigenous land rights in several DGM guided by innovative country-led approaches countries. Across most of the country that adopted varied commitments to projects, and certainly those in the case reaching IPLC women. Subprojects are the studies, land tenure and access for women DGM’s primary mechanism for directing was a consistent issue. Secure land rights for funding to IPLCs and these direct funds are women (including ownership, access, use, accompanied by capacity building efforts. control and involvement in governance over Building off the DGM operational framework, decisions regarding resource use) are seen as which emphasizes country differences and critical for successful and equitable REDD+ priorities, project design and implementation initiatives. In some DGM country projects, of subprojects varied greatly due to their women’s land tenure was a programmatic unique strategic country-based approach, priority. For example, the Indonesia case study NSC priorities, NEA expertise, and the country demonstrates how transformative receiving project’s gender/social strategy. Subproject a land title was for a women’s group in East funding procedures reflected creative and Java in addressing multiple forms of internal 13 inequality, including gender. In others, despite leadership space. One underlying current in all tenure being an issue for longer-term success, countries was the need for more experienced women’s land tenure was not addressed. and skilled women leaders, who were ready This was the case for migrants in Ghana, for to step into leadership opportunities like the babassu coconut breakers in Brazil and for ones DGM offered. We therefore suggest that women generally within the Mexican agrarian the DGM, and other similar programs, should tenure system. The issue of equitable access to prioritize capacity building for emerging legal land tenure for men and women in Nepal leaders so that when the next leadership was noted as a central barrier to delivering opportunity arises, there is a prepared cohort. on meaningful livelihood improvements for women in the community forestry sector, but efforts to prioritize addressing this barrier in Monitoring and reporting DGM country work have been resisted. The lack of formal gender-sensitive DGM provides strong support for targeted performance indicators restricts wider capacity building for IPLC women. A major capture and reporting of gender impact component of all DGM country projects is at the global level. Although the available capacity building around climate change, documentation makes the plans, progress forest management and REDD+. Many and achievements of efforts to mainstream projects reported challenges in reaching and gender in the DGM appear promising, the engaging women at the same level as men actual official monitoring of sex disaggregated and they developed creative and culturally results is disappointing and underscores an appropriate ways to try to overcome some of important lesson. No country has more than 2 them. Several DGM country projects delivered of 10-12 results indicators reporting gender- specific capacity building to support gender sensitive results. Without an early agreement integration and women-led or women- on how monitoring and evaluation will capture focused subprojects from the beginning, the efforts to mainstream gender, the absence including separate trainings for women and of more than minimal indicators (beneficiary men. When designed well (i.e., they have estimates) reduces the reliability and accuracy women as facilitators, include topics that are of any other claims of success. Hence, the relevant to women’s priorities, are held at lesson is that despite efforts by the World times/locations that are accessible to women, Bank, GEA and others, an opportunity has been they include discussion of gender norms, etc.) missed to translate gender-transformative general capacity building efforts can be an objectives into systematic and meaningful important place to introduce gender issues accountability. The relatively few gender among both male and female participants indicators and variation in reporting across the and build important leadership skills in countries makes portfolio-level tracking and women including literacy. Many interviewees comparison challenging. pointed to capacity building as one way in which women gained important knowledge, At the national level, gender reporting by technical skills, and confidence that influenced NEAs has been uneven and incomplete their voice and agency. in some cases. The weak performance on gender reporting could be due to a lack of Findings underscore the barriers that prevent stringent requirements from the DGM and emerging IPLC women leaders from taking FIP. Key experts reported that the importance increased opportunities and occupying new of gender reporting wasn’t adequately 14 explicit during the early stages of the DGM Wider generalization or quantification of these and focused simply on collecting sex- case study results is difficult due to reporting disaggregated data. In retrospect, that wasn’t limitations. However, most key informants enough, and more needed to be done to expressed confidence that examples of DGM build gender considerations into different achievements by IPLC women prepared the processes. Although several countries have ground for sustained or expanded support. not finalized their results frameworks, the Importantly, though, it was clear that in order overall observation is that monitoring at the to ensure that women equitably benefitted country project level is not consistent across from DGM initiatives, it required proactive and all projects, and sex-disaggregated reporting is targeted efforts. rather limited. The DGM catalyzed the influence of IPLC women at multiple levels. The study found Discussion and evidence that the economic and knowledge recommendations gains for women supported by the DGM enhanced their ability and the power to engage in, and influence, decision-making at multiple The DGM made important contributions levels. This included acquiring skills and to closing key gender inequality gaps. It is resources to compete in the markets as well clear that the DGM country projects provided as secure fair access to economic, social, and resources and opportunities to individual and political institutions. The case studies and desk community beneficiaries. These were both review identified specific examples of how tangible (e.g., subproject benefits, capacity involvement in DGM contributed to women’s building) and intangible (e.g., leadership capacity to speak up and share in discussions opportunities, knowledge sharing, social and decisions that affect them—raising their cohesion and solidarity through stronger voice. Similarly, DGM has enhanced women’s IPLC networks). How these inputs influenced ability to make decisions about their own life individual women, their households and and act on them, individually or collectively, to communities, and societies to be more equal achieve a desired outcome—increasing their is the critical test of the DGM’s contribution to agency. Through its governance structure and advancing on a progressive path of gender- knowledge exchanges, the DGM projects also transformative change. led to clear improvements in women’s voice and agency at the national level, as discussed The study found clear evidence that DGM in detail in the NSC case study. inputs provided assets, skills, and capacity building to women beneficiaries. IPLC However, these improvements in women’s women are now recognized as leaders of voice and agency in decision-making spaces climate-resilient farming methods (in Ghana), must go deeper. For example, across the DGM hold operational control over productive country projects, interviewees have observed subprojects within the community (in Peru), that despite women’s presence in meetings, and have opted for economic opportunities agenda-setting for community assemblies that forgo outmigration (in Indonesia). remained largely the prerogative of men, These case study findings mirror global resulting in missed opportunities for women’s DGM reporting of the consolidation and inputs and for ensuring their concerns were community-wide benefit sharing of more included. Facilitation of meetings is also an women-led or women-focused subprojects. area where women’s authority has only begun 15 to be recognized in many DGM countries, with them more gender responsive. Transformative only the Brazil NSC and GSC adopting gender change is a long, ongoing, and complex balanced co-chairs as a voluntary behavior in process of encouraging a transformation of order to adopt gender balance for co-chairs people’s beliefs and actions. The DGM country and to incentivize women’s participation. projects—lasting five years—can only provide steppingstones in the larger process, and it Case studies showed evidence of shifting should be recognized that many other factors gender norms. The study identified examples (political, economic, cultural) are also at play of how economic benefits and increased and they both help and hinder achieving voice and agency among women beneficiaries gender goals. Here, the evidence of DGM’s have translated into shifts in community- impact is highly suggestive and contingent level changes in gender norms. Most of these on the influence of these other factors. While examples are found in the case studies, which many interviews suggested that small steps gather personal information from beneficiaries toward gender-transformative change could about how their lives have changed due to be identified, it was difficult to say whether the their involvement in the country project. impact wouild be long lasting and substantially For example, in Ghana and Indonesia, we transformative. Some interviewees said that see shifts in household level dynamics with given the way that the DGM was framed it was men taking on more responsibilities to allow not likely to lead directly to transformative women more time to devote to lucrative change, but it could certainly contribute. project-related activities. The DGM program could have been designed Recognition of women’s effective role in differently to achieve more transformational NSC leadership, despite their holding only outcomes by providing more explicit one fourth of the seats, may prompt further direction and measurable progress indicators gender norm change and erode the political, from the outset. Starting with the institutional cultural or economic barriers to gender design of the NSC itself, few informants could parity. It has been suggested by many key provide a full description of the process that informants that the ascension of women resulted in the election of the current NSC to NSC leadership roles is an indication of members or chairs. As noted, this flexibility changing community-level norms. The fact and high-level guidance for NSC design was that women have been elected to these intentional, both to acknowledge the DGM positions is itself an indication that change as a pilot experience and to provide IPLCs is under way. Importantly, simply by being with space to define a culturally appropriate successful and effective in these positions, solution. The result was a limited number of women may also be influencing further gender women in nearly all NSCs. Due to these design norm change, as in Mexico where a DGM choices, the lack of clear guidance on gender representative became the first appointed presents a missed opportunity for moving the woman to the community’s top decision- needle closer toward gender-transformative making committee. The significance of the role change more holistically and with greater that IPLC women played in DGM governance accountability. This study indicates there through their NSC leadership position is were few attempts to suggest or encourage explored in detail in the NSC case study. a systematic gender approach across the portfolio of country projects. As a result, The study found less evidence of influence on reporting on gender was not systematic or set formal rules, institutions and policies to make up to capture transformative gender change. 16 2. Drawing on these findings, the study Build on and deepen provided the following forward-thinking and immediately applicable recommendations. good practices of the Many of these recommendations have already DGM been put into practice at various levels and in different forms across the DGM portfolio: Learn from, replicate and build on the DGM’s most innovative and effective gender strategy components. Despite lacking explicit 1. and complete gender strategies, most DGM Define an explicit projects nevertheless piloted innovative gender strategy that components that resulted in modest steps includes a focus on toward gender-transformative change. These include: structural inequality • Ensure gender expertise on the project Ensure a robust gender strategy at the center team and an adequate budget for related of the project strategy and project ambitions. activities. An explicit gender strategy that recognizes and aims to respond to structural gender inequality • Make customized training and outreach issues is the only way to overcome the barriers available to women and women’s preventing women from fully and effectively organizations to help overcome participating and benefiting from efforts to information gaps and increase their ability improve livelihoods and protect nature. Clarity to fully benefit from the project. about the project’s gender ambitions should be based on a full understanding of the range of • Consistently and substantively reflect barriers and challenges in a project location, the project-specific gender ambitions in all commitment at the outset to put resources and project documents. effort toward both the proximate and structural gaps, and to ensure accountability with • Specify, with adequate precision, the consistent terminology, targets and monitoring procedural and outcome requirements frameworks. One key way to support this for moving toward gender-transformative recommendation is to revise the scope of the change. World Bank’s Gender Tag to include fully Trust Funded projects, like the DGM. • Provide guidance for defining gender- transformative change through high quality baselines. • Create monitoring and reporting frameworks at the program and country project levels that can better capture all aspects of gender-transformative change. • Develop a gender-sensitive Grievance Redress Mechanism at the global and national levels that is easily accessed by all project beneficiaries. 17 Photo: DGM Burkina Faso/ Oumarou Seynou, 2019 3. Be specific and holistic about building the next generation of formal In order to be forward-thinking, projects like the DGM should prioritize building the capacity of emerging women leaders so that future projects don’t have similar and informal IPLC situations. In nearly all the country projects women leaders there were too few women leaders that could readily assume a position within the NSC. The new approach to leadership building must be holistic, recognizing the multiple interconnected constraints and challenges that IPLC women face. Creating cross-sectoral projects that can address some of these constraints, such as access to clean water, electricity, basic education, and healthcare is a good start. Until these basic needs are met and targeted training is provided IPLC women will struggle to gain enough collective voice to influence meaningful change. Photo: DGM Indonesia/ Anggit Saranta, 2018 1. INTRODUCTION 18 19 1.1. Background and purpose of this study The Dedicated Grant Mechanism for the World Bank and CIF plays an important role Indigenous Peoples and Local Communities in reviewing the DGM projects for gender. The (DGM) provides a unique model for inclusive DGM program is composed of a global and and bottom-up approaches to delivering national component designed to strengthen climate finance for sustainable forest the capacity of IPLC organizations by providing management. Operating across 12 countries, them with grants to develop and support their the DGM empowers Indigenous Peoples and own initiatives (subprojects or micro-projects) Local Communities (IPLCs) by reinforcing the and to strengthen their participation in FIP and enhanced role that they play in protecting other REDD+ processes at the local, national, the forests they depend on. So far, these and global levels. initiatives have made a significant, beneficial impact on the livelihoods of over 200,000 DGM-supported activities are intended to people. They have also supported sustainable be designed and implemented in a gender- forest management, helped to curb forest sensitive and inclusive manner that improves degradation, reduce deforestation-related key gender equality outcomes based on the greenhouse gas emissions, and promoted context. To this end, DGM projects include forest carbon stocks. components that specifically target women— through communication and outreach The DGM, approved in 2011 by the Forest mechanisms, capacity building, and skills Investment Program (FIP) sub-committee, is a development support, for example—in order stand- alone funding window within the FIP. to foster their leadership, participation in The FIP is a program of the Climate Investment decision-making and benefit-sharing. IPLC Funds (CIF). The DGM is fully implemented by women represent a significant share of the FIGURE 1: DGM PROJECT TIMELINE 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026 Global Phase I Global Phase II Brasil Burkina Faso Peru Democratic Republic of the Congo Indonesia Ghana Mexico Mozambique Cote d’Ivoire Guatemala Republic of the Congo Pending Approval Nepal 20 beneficiaries of the DGM program, directly or This study analyzes relevant DGM program indirectly, and serve as IPLC representatives at documents, literature, and key informant the global and country levels. interviews, and is supplemented by four case studies involving primary data collection. The objective of this study is to gather These data points are used to describe evidence on how DGM projects, through quantitative and qualitative results and identify a variety of efforts, provided meaningful trends and lessons learned about efforts benefits to women and influenced gender to advance gender equality outcomes. We norms. It analyzes the contribution of DGM draw from a cross-section of wider literature projects to women’s economic achievement, at the nexus of gender, Indigenous rights, access to and control over productive assets, sustainable forest management, and climate voice, and agency that support positive change. The findings from this study aim to changes in women’s leadership and meaningful inform similar programs in the World Bank and participation. Crucially, the study also looks at Climate Investment Funds, as well as other how change at the individual level may have relevant organizations that are working with led (or contributed) to systemic change at the IPLCs, and will help to increase the capacity of community/household and broader societal those entities to mainstream gender in climate levels (i.e., change in institutions, policy, or finance and REDD+ strategies. gender norms). This broader systemic or societal change we refer to as gender-transformative change. This framework moves beyond individual self-improvement toward addressing the complex and overlapping root causes of inequality (norms, cultural beliefs, structures, and systems, etc.). It recognizes that there are both practical and structural elements that either constrain or support the achievement of gender equality. In the next section, we explore the complexity of these constraints and supports in the context of sustainable forestry management and REDD+. 21 1.2. Gender, IPLC women, sustainable forestry management and REDD+ 1.2.1. IPLC women and in forest-dependent communities depend forestry resources significantly on forests for their livelihoods, and it is estimated that they generate up to Participation of women in forestry half of their income from forests (Marin & management is inextricably tied to the social, Kuriakose, 2017). Agarwal et al. (2006) find cultural, historical, and political contexts that as household poverty levels increase, of communities where forest management so too does the household’s reliance on the efforts take place. Gender plays a key role forest for income, and that women assume in shaping environmental rights of control, greater responsibility for the provision of food access, and responsibility that interact with and supplies from forests. Unsurprisingly, class, race, caste, culture, or ethnicity to women’s knowledge of forests and their shape ecological change and sustainable resources is crucial for household resilience livelihoods (Peach Brown, 2011). For example, to shocks such as drought, food shortages, studies demonstrate significant gender and loss of income (Samndong & Kjosavik, differences in the collection and use of non- 2017). Not only are women important forest timber forest products (e.g., Sunderland et al., users, their involvement in management of 2014; Samndong & Kjosavik, 2017). Women forest resources results in better governed Photo: DGM Indonesia/ Bastian AS, 2019 22 community forests which can lead to knowledge of Indigenous tree species to improved conservation and climate outcomes combat deforestation by establishing tree (Leisher et al., 2016). nurseries and replanting programs (Coirolo, Canpolat, Cudjoe, 2021). They use water Context-specific gender roles and social resource management strategies to help norms often result in women having improve community resilience to droughts differential access to, and benefit from, and shape cultivation decisions, including crop forests and limited influence on decision- choice, through weather forecasting (ibid.). making. For example, women experience Indigenous women are also organizers and land tenure insecurity, are forced to focus leaders at the local level in the fight against on low-return forest products and activities, climate change, despite limiting patriarchal have limited participation in forest product norms (Canpolat, Cudjoe, Coirolo 2021). value chains, and encounter limited ability to Therefore, despite the disadvantages they may participate in local forest governance and to face, Indigenous women have been critical in influence benefit-sharing decisions (Marin helping their communities in the fight against & Kuriakose, 2017; Agarwal, 2001). Women climate change. do not constitute a homogenous group, and more recently, there has been an increasing focus on intersectionality, which highlights 1.2.2. Barriers to women’s how—in addition to gender—other factors such participation and influence as indigeneity or migration status influence in forest management differentiated patterns of vulnerability and resilience among women. Approximately 100 Barriers to women’s participation in forestry- million Indigenous women worldwide depend related activities include structural factors on forest resources, and so they constitute a (economic, legal, institutional, political) and key group for forest management and REDD+ informal institutions of context-specific initiatives (Low, 2020). As a result of structural gender norms, roles, and expectations. discrimination against them as both women and These barriers reveal a wide array of enduring Indigenous, Indigenous women may be even inequalities between men’s and women’s roles more exposed to the inequalities described and opportunities within the forest sector, above due to multiple disadvantages that they and exacerbate each other, compounded experience including ascribed gender roles and by multiple forms of exclusion, in a vicious high dependence on climate-sensitive natural cycle (Kristjansen et al., 2019; World Bank, resources to fulfill household obligations which 2018). Constraints on women’s participation make them disproportionately vulnerable to the in forestry management decision-making impacts of climate change (Coirolo, Canpolat, is well documented (e.g., Agarwal, 1997). Cudjoe, 2021). These constraints include time deficit due to an overwhelming set of household Indigenous women also have the potential responsibilities, social biases against women to be agents of change in the fight against in leadership, lack of support from fam ily climate change. They are custodians of members to engage, lack of self-confidence/ Indigenous knowledge and practices, which public speaking, literacy and access to they apply to climate solutions across regions education, insufficient background information and build resilience in their communities to to effectively engage, feeling uninvited and the impacts of climate change and other unwanted, and lack of a critical mass of other shocks. For example, they use their rich participating women. 23 Increasingly, systems that provide Collective land ownership can present a communities with greater influence over structural barrier to women’s participation land rights and decision-making are being in forest management. While enhanced prioritized, however there is no guarantee collective tenure security for IPLCs provides that these rights extend to women. greater overall advan tages regarding the rights Decentralized forest conservation, which to control access, define use, and decide on has become widely implemented worldwide the type of benefits that flow from territorial to reduce deforestation and is meant to be management, it remains unclear if it also participatory and inclusive, can reinforce ensures equal benefits and opportunities for local gender inequalities if women are not women within the group. A recent study finds fully incorporated or are confined to limited that devolution of land ownership law that participation within patriarchal structures places control in collectively held lands can (Agarwal 2006, Agarwal 2001, Cornwall 2003). ‘pave the way’ for women to gain tenure and The gender composition of forest committees/ access rights, but it says that gender inclusion organizational structures and the intersectional should not be assumed and suggests that sociocultural backgrounds of women it should be mandated (Salcedo-la Viña & significantly affect their attendance at meetings Giovarelli, 2021). Another recent study of and the probability that they will voice their forestry incentive programs in Mexico finds that opin ions. Because men often have more because male landholders dominate decision- leisure time and dominate public decision making in the forestry sector, collective land making, they are more frequently available and ownership represents both a traditional and able to engage in (and control) decentralized structural barrier to women’s participation management structures. Women, however, and representation in the management and with heavy domestic responsibilities, face time conservation of natural resources (World Bank, constraints which make participation difficult 2018). Because having a land title is also a (Samndong & Kjosavik 2017). prerequisite for applying to most government forest programs, collective title may also Land tenure remains one of the most restrict women’s access to incentive programs formidable barriers to gender equality in or subsidies related to infrastructure, credits, forestry. A recent assessment of national and technical assistance. As a result, the study laws regulating Indigenous peoples’ and local found that more men than women apply to and communities’ forest tenure found that almost participate in REDD+ activities and subsequent all of them fail to adequately acknowledge benefit-sharing models. and protect the rights of women, including women’s rights to property, inheritance, Existence of customary practices that protect community membership, community-level women’s land rights does not guarantee governance, and community-level dispute women’s active participation in decision- resolution (RRI, 2017). Least understood is making. Matrilineal societies, while often women’s tenure security in terms of the considered to empower women with rights extent of rights of access, use, and benefit and and access to property, is a system that simply participation in the governance of collectively transfers assets through the female line to male held lands and resources (Giovarelli et al., 2016; relatives; power and decision-making still often Bose et al., 2017; Doss & Meinzen-Dick, 2018). lie with male family members (CGIAR, 2015). For example, in Indonesia, some Indigenous 24 lands are governed under the adat customary program design and implementation among practices that follow matrilineal ownership most of the cases. Several programs described and inheritance rules, a system that protects promoting gender equality in documents and women’s land rights following a divorce. But interviews but lacked information on how while women are the customary tenure rights this was done in practice, and several simply holders, they are typically silent, and defer grouped women and other marginalized to husbands to speak at clan assemblies and groups together for program design and it is men, overall, who play a greater role in implementation. (World Bank, 2019a) decision-making (Salcedo-la Viña & Giovarelli, 2021). In Costa Rica, the Indigenous Bribri However, there are examples that suggest and Cabécar groups practice a matrilineal that gender is being prioritized in some system in which women inherit the land and benefit- sharing mechanism design. In Nepal, in turn pass on the ancestral lines to their the community-based forestry program daughters; despite this matrilineal structure mandates that each Community Forest User and the support of the communities, many Group’s (CFUG) management committee women claim that they still do not have formal is made up of 50% women and also has recognition of property (World Bank/FCPF, proportionate representation from other 2019d). Matriarchal societies, on the other marginalized groups (Indigenous peoples, hand, are organized so that women have minority ethnic groups, poor, and/or socially power and decision-making authority (CGIAR, marginalized groups), along with promoting 2015), however there are few true matriarchal regular communication and public auditing societies documented across human history. and hearings. CFUGs are required to allocate at least 35% of their income for poverty Women, especially those most marginalized, alleviation specifically to socially marginalized must be supported to engage in and influence groups, Indigenous peoples, and women. In community decision-making in order for Brazil, the Bolsa Floresta Familiar program it to be truly ‘participatory’. Despite good provides a monthly direct monetary transfer intentions, even if women are present in to female heads of households. This incentive decision-making spaces doesn’t mean they of 600 Brazilian reais (approximately US$150) are influencing outcomes. Therefore, in order per year is provided for use at the discretion for women to effectively participate in forest of the female head of household and is management it is important to understand how contingent upon a commitment to good power relations operate in these spaces and forest management practices, including zero how to impact the ability of women to voice net deforestation. However it is important their interests and influence outcomes along to note that this program is implemented in with men. the Amazonas state and for families living within the protected area. In Indonesia, a microfinance component of a forestry project 1.2.3. Forestry benefit- is implemented through local community sharing mechanisms groups which are often made up entirely of women; utilizing these groups not only Forestry benefit-sharing mechanisms are not encourages and builds capacity for local consistently designed to be gender sensitive. entrepreneurship, but also empowers women A recent review of ten forestry sector benefit- by vesting them with financial management sharing programs revealed a general lack authority (World Bank, 2019a). of compelling evidence of gender-sensitive 25 There are concerns that in the context 1.2.4. Enabling conditions/ of REDD+, women’s participation in factors for strengthening decentralized climate and forest management efforts might result in exploitation of their women’s participation labor and may have negative impacts on their and leadership in REDD+ wellbeing. It is argued that the responsibility and forest management for carrying out global climate decisions rests largely on women and marginalized individuals decision-making in the global south (Bee & Basnett, 2016). In identifying Indigenous women as ‘agents 1.2.4.1. Quotas in decision-making of change’ in forest management, careful bodies attention is needed not to assign women more responsibility for conservation without the fair Quotas or targets for female representation increase in economic benefits, representation, on forest decision-making bodies and/ and rights (Low, 2020). In a comparative study or dedicated funding in benefit-sharing of REDD+ projects across six countries, Larson mechanisms can improve women’s et al. (2018) find that living in a REDD+ site participation and leadership. Gender quotas was sig nificantly associated with a decline in and explicit mandates in legislation set women’s subjective wellbeing, suggesting that minimum thresholds for women’s inclusion more attention to gender must be made in in resource governance bodies and have design and execution of REDD+ projects. opened space in decision-making forums for women (Salcedo-la Viña & Giovarelli, 2021). A Women, and IPLC women in particular, have broad mandate, such as Nepal’s 50% quota for often been absent from the climate change women in CFUGs, gives women the numbers decision-making processes at all levels. to have a strong collective voice. Despite being critical stewards of Indigenous knowledge and practices, research shows that The debate over gender quotas is often put IPLC women may remain much less informed forth as a tradeoff between diversity and and knowledgeable about REDD+ restoration competence. There is a robust discussion and tree planting plans and their potential about the positives and negatives of gender benefits than men (Larson et al., 2018, 2015). quotas in the business and political sphere. Decentralized natural resource management, Some argue that there are clear economic and climate finance and REDD+ may result in societal benefits while others contend that inequalities in gender relations, benefit sharing quotas are bad for women. However, there is and opportunities for participation in deci relatively little discussion about gender quotas sion-making or challenge relations of power in the context of community-based forestry. between and among men and women (Khadka A limited number of studies address quotas in et al., 2014), especially if Indigenous women’s conservation governance (e.g., Agarwal, 2010 rights are not upheld under REDD+ schemes. & 2015, Cook et al., 2019) and point mainly to the conservation benefits of a gender quota leading to more gender balanced forestry decision-making groups. Elias et al. (2020) provides a more nuanced discussion of the gender quota in community-based forestry, arguing that simple gender quotas can obscure the diversity of women (e.g., marginalized 26 women continue to be left out). Gender quotas (WEDO) (2020) found that CIF programming can even consolidate the power of powerful and investments are on the right track with men within the community whose female positive trends across CIF programs in relatives fulfill the gender quota on their behalf. engagement with women and gender-related groups in project design and implementation. Participation of women in deliberative In their review of REDD+ gender action plans, bodies does not always guarantee influential Kristjanson et al. (2019) identify targets and decision-making. While women may be quotas aimed at equitable benefits from forest- present in deliberative bodies, men can related programs as an important element. continue to hold more influential positions The rationale for setting gender targets and shape decisions. In Nepal, although the and integrating activities that close gender participation of the poor, Dalits, and Indigenous gaps is both a rights-based argument (that women in key decision-making positions has people whose lives/livelihoods are impacted increased, they are still far from influencing by projects should be informed, participate, decisions in their favor based on social justice influence, and benefit) and a conservation principles as local political leaders continue efficiency argument (that project activities will to shape decisions (Devkota, 2020). In Kenya, be more effective and sustainable if they’re despite the constitutionally mandated 30% designed inclusively). Directing training and women ratio on water committees, men hold tailored assistance to women, providing more higher-level leadership positions than funds for gender-targeted activities, and women, contribute significantly more time to including gender indicators are identified as committee activities, and facilitate and lead best practices in community-based forestry meetings more frequently (Hannah et al., 2021). project/program design and implementation (Kristjanson et al., 2019), although the quality of those trainings and indicators is also important. 1.2.4.2. Program planning and monitoring for gender outcomes 1.2.4.3. Capacity building/ Gender indicators and targets can be applied strengthening to project activities to ensure that benefits are equally or equitably distributed among Gender responsive capacity-strengthening women and men. These indicators and targets efforts, if properly designed and delivered, make visible the gender goals of a project can create an enabling environment and help overcome gender inequalities and for women’s leadership and effective facilitate women’s participation in and benefits participation. Leadership and technical from the project. Increasingly, many climate trainings tailored for women (and different finance mechanisms, including the Climate types of women) have been found to result in Investment Funds (CIF), Green Climate Fund enhanced and more sustainable management (GCF), the Global Environment Facility (GEF), of forests (Moss, 2011; Mwangi et al., 2011). are making explicit their desire to see their Promotion of collective action among programming help to close gender equality women, from the formation of new groups gaps in the environment and forestry sector and strengthening of networks to South- through targeted gender analyses, women- South knowledge exchanges, have proven specific activities, and robust gender indicators to be an effective means for overcoming the and targets. An evaluation by Women’s barriers and influencing climate and natural Environment and Development Organization resource management processes (Kristjanson, 27 2019). The establishment of women’s 1.2.4.4. Incorporating gender- collective enterprises allows them to make based violence into programming visible contributions to community well- being, leading to increased leverage in local Recognizing, mitigating, and responding decision-making and empowerment. These to project-related gender-based violence economic gains are associated with reported (GBV) is increasingly a priority in the improvement in women’s self-confidence, conservation space. GBV is a strong deterrent bargaining power in the household and the to women’s participation and leadership in capacity to claim greater access to community the environmental space (Castaneda et al. resources and decision-making arenas (Mello, 2020). Experiencing, or even fearing the 2014; Schmink & Gómez-Garcia, 2015). threat of, violence is certainly enough to keep women from engaging in forestry initiatives. Capacity building must anticipate and Due to multiple and intersecting forms of address the barriers to women’s upward discrimination, IPLC women’s vulnerability mobility and empowerment. Many forestry to violence is heightened by the economic, projects include a capacity building legal, social, political, and cultural contexts component, but it is important to look at in which they live (UN Women 2013). While the full life cycle of capacity building and global data is too sparse to generalize (most of support women need in order to effectively it is not disaggregated by ethnicity), localized become influential leaders and shape data examples include domestic violence decision-making. This may be achieved rates that are higher for Indigenous women by targeting community-based social and (in comparison to the general population) in civic organizations that are led by or engage Bolivia, India and the Philippines, child marriage women, that in turn enable alliances within is higher for Indigenous girls in the Philippines, social movements or shift to actions to claim and female genital cutting is more common a wider suite of rights (Hillenbrand et al., among local communities in Kenya (IASG, 2015). Another way is by providing physical 2014). Indigenous women environmental space for women to meet and plan together, defenders often face intersecting and as in Nepal, where construction of a meeting reinforcing forms of GBV (Castaneda et al. space also enabled a women’s group to 2020). Forest interventions that change meet and enhance their influence within the gender power relations can meet with tension CFUG. Capacity building should be focused and conflict. It is imperative that gender- on expanding access to space for women on based violence is monitored and reported committees, providing them with exposure and that people are equiped to respond. and training in public affairs and community These tensions themselves may be indicators leadership, and allowing those aspiring to that power relations are shifting, which can higher leadership roles to accumulate the present positive opportunities to identify and experience traditionally required for moving mediate dialogues for constructive gender- up and building collective strength and transformative change if handled effective ly seeking greater impacts (Salcedo-la Viña & (Hillenbrand et al., 2015). Giovarelli, 2021). Grievance redress mechanisms (GRMs) can accelerate accountability for addressing gender inequality and GBV in the forestry sector. Gender-responsive GRMs are designed to be accessible to all women and men and 28 managed by entities familiar with gender- or supporting change. For example, REDD+ sensitive communication and responding initiatives in Nepal confirmed that men’s to gender GBV incidents (including Sexual power was influential in deciding women’s Exploitation Abuse and Harassment). These participation in REDD+ processes in local- mechanisms, and their ability to potentially level forest institutions (Khadka et al. 2014). In mediate gender inequality and GBV, can be the DRC, where women are expected to gain an enabling condition that supports women’s access to land via their husbands, the right of participation and leadership. A survivor- single women to inherit from their father are centered approach to GBV calls for GRM often contested by male siblings (Samndong & design that is responsive to the needs of the Kjosavik 2017). In a study of Indigenous territory victim and ensures no further harm. The World in Nicaragua, male community leaders were Bank has some very clear lessons learned on observed to exclude women from participation how to structure GRMs to be responsive to in forest decision-making as it was perceived GBV and SEAH-related grievances (e.g., from as stepping out of the bounds of acceptable the GEWEL project in Zambia). Delivering gender roles (Evans et al. 2017). Engaging men on this commitment can trigger rapid to understand and appreciate the broader institutional policy changes in hiring, training, benefits of gender-transformative change is data management, audit, disclosure, and critical to shifting the narrative. reporting functions. As GRM implementation shifts certain responsibilities to community organizations, customary practices that allow 1.2.4.6. Policies and processes or perpetuate GBV may be challenged and are becoming more gender- modified. Effective safeguards such as these responsive are therefore an important catalyst for gender- transformative change. National REDD+ processes are becoming more gender-responsive. Broader enabling conditions are evolving to support women’s 1.2.4.5. Engaging men and male participation and leadership in forestry and allies REDD+ initiatives. National REDD+ Strategies are beginning to recognize and support Engaging men and male allies to challenge women’s participation and leadership through gender norms and support women in the development of gender action plans. For leadership positions is critical to enduring example, the FCPF Capacity Building Program change. Transforming unequal power relations has funded gender assessments across between women and men is fundamental multiple countries; in Ghana, this influenced to achieving gender equality, and men are the country’s Cocoa Forest REDD+ Program. necessarily involved in this effort. Shifting In Nepal, results of a gender analysis were gender norms to allow women access and mainstreamed into the Emissions Reduction ownership to assets, a voice in decision- program and revised Emissions Reduction making, or financial independence involves Program Document (ERPD) (FCPF, 2020). challenging deep-seated notions of masculinity Likewise, the IUCN has worked with national and traditional perceptions of manhood. As governments to develop over two dozen powerful and influential gatekeepers, men CCGAPs (Climate Change Gender Action Plans) can play an important role in either resisting that influence national REDD+ processes. 29 Photo: DGM DRC/ Caritas 2. ANALYTICAL FRAMEWORK 30 A gender-transformative change, or gender are aggregated to influence formal change justice, framework aims to move beyond (policies, laws, regulations) that secure gains individual self-improvement among women for women. These longer-term changes in and toward addressing the root causes of formal structures that reinforce gender norms inequality. These structural drivers of inequality free up new, additional resources (economic, include social norms, systems, cultural beliefs political, cultural, environmental) to sustain and values, power dynamics and structures change and open space for further expanding that reinforce gender inequalities (Hillenbrand rights claims. This framework assumes that et al., 2015). This framework helps explain the structural barriers are permissive to change, larger and complex networks and structural that mechanisms of interest aggregation conditions that can either support or hinder exist and that change is positively calibrated gender goals, effectively taking the sole burden at different levels (individual, household, of change off individual women themselves. community, society). The Analytical Framework presented in Figure 2 has been tested against Gender-transformative change is complex Indigenous women’s transformational change, and cannot be achieved just by a certain demonstrating that this theoretical approach project or set of activities; projects and can be applied to an Indigenous context activities should be seen as complementary (Fleming et al., 2019). to other ongoing processes that may shape transformative change. Efforts that This study also acknowledges that women only provide practical support to women involved in the DGM project are incredibly (e.g., services and training) do not bring diverse and aims to use an intersectional transformational change because they do not approach. Women do not constitute a address the underlying norms and structures homogenous group, but instead have multiple that perpetuate gender-based inequalities overlapping identities that influence their (IDRC, 2019). For that reason, transformational power, agency, voice, and access to and change implies collective action that ownership of assets. Different cultural contexts links actions and results at the individual, shape and are shaped by IPLC women’s household, community and institutional particular roles, knowledge, and participation levels. Transformational change is inherently and influence their perceptions of agency sustainable, lasting longer than the life- time of and voice. Existing literature demonstrates a project or intervention. that IPLC women, and particularly Indigenous women, face multiple and overlapping forms This study builds on these principles and of discrimination and exclusion that limit their views of gender-transformative change as a economic activities, access to information, and non-linear progression involving individual, participation in decision-making processes collective, and systematic change (see (IACHR, 2017). During the qualitative research Figure 2). Inputs can contribute to increased conducted for this study IPLC women also agency, voice, and control over resources, explained how they experienced these which in turn can shift the norms governing limitations and shared their journeys in perceived legitimacy and influence of women’s overcoming them through the support of DGM leadership. The shift in gender norms can programs. Other important characteristics, expand to community level governance and such as differences between native versus decision-making that reduce the informal migrant women come up in DGM countries and local barriers to gender equity. Through like Ghana. Integrating an intersectional gender networks, movements, and alliances, interests approach to climate change that goes beyond 31 FIGURE 2: GENDER AT WORK FRAMEWORK 2. Women gain voice, 1. Inputs provide assets, agency, income + assets; skills, capacity building men recognize benefits to women. of women in leadership. individual CONSCIOUSNESS RESOURCES CAPABILITIES informal formal INFORMAL NORMS FORMAL RULES & EXCLUSIONARY & POLICIES PRACTICES systemic 3. Women and men influence 4. Changes to formal community-level norms rules, policies + laws to be more equal. simple binary male and female categories The theory of change for this study to unpack indigeneity, race, ethnicity, recognizes the baseline conditions, inputs migration status, sexual orientation, class, from DGM projects (i.e., subprojects and age, disability status, etc. is critical in order capacity building), outputs at the individual to address underlying gendered structures level, outcomes at the community level, of participation, representation, ownership and finally, transformational change that and livelihoods (Low, 2020). Among women, positively influences the unequal baseline including those in Indigenous communities, conditions (see Figure 3). Structural conditions there can be great diversity and it should be (Figure 3, Column 1) are identified and assessed acknowledged that elite capture and undue as risk factors that are not necessarily in the influence on the part of certain women may control of the DGM, but which may open or occur (Bee, 2016). close space for change. The DGM gender theory of change suggests that project teams (World Bank, NEA, NSC and to varying degrees, 32 the Government) made deliberate choices DGM project countries have different starting regarding the methods and the degree to points and therefore the Theory of Change which gender would be considered through must be flexible. The formal and informal their country project’s design (Figure 3, gender norms, rights, laws, and practices Column 2). The inputs (Figure 3, Column 3) of each country are unique. Even within a consist of the actual activities and funding that country, these can vary greatly between was directed to women, women’s groups, and urban centers and rural communities. That projects where women benefitted. The final starting place, or baseline, can be more or less two columns define the outcomes and impacts permissive to gender-transformative change that feed back into changing the structural depending on a host of factors. As a result, conditions. success in terms of women’s leadership and participation may look starkly different from one location to the next. FIGURE 3: INDICATIVE THEORY OF CHANGE Transformative change begins to happen • Gender and social norms begin to change • Formal rules, policies, laws change • Women's participation and leadership at all levels of decision-making become common STRUCTURAL CHANGE AT COMMUNITY CONDITIONS AND DGM ACTIVITIES DGM PROJECT INDIVIDUAL + LEVEL ASSUMPTIONS AND DESIGN FEATURES GROUP LEVEL FOR CHANGES FOR PRESENT IN DGM INTERVENTIONS IPLC WOMEN IPLC WOMEN SITES • Unequal access and • Dedicated subproject • Subprojects • Increased economic • Community control over targets for women opportunities recognition of the productive assets - • Productive assets (income, savings) benefits of women's credit, land and • Proactive outreach • Trainings/skills leadership and natural resources and proposal • More productive participation in (e.g., forests, water) development support • Mentorship assets under control decision-making. for women • Limited access to • Knowledge exchange • Increased voice and • Community systems, services (i.e., energy, • Tailored capacity and networking agency in relations, and water) building for women decision-making and • Advocacy networks influenced leadership • Gender indicators, by women's improved • Gaps in skills M&R individual outcomes development and capacity building • Gender analysis • Women's e ective participation in • Time poverty • NEA/TTL with gender community level • Unequal participation, expertise decision-making representation, mechanisms influence in decision making • Unequal human capital (education, etc.) • Adverse gender norms • Resource conflict/scarcity 33 This study recognizes the interlinked and forests, water, credit); (ii) women’s economic mutually reinforcing nature of four critical achievements and increased incomes; (iii) areas of equality, as described in Figure 4. women’s access to and use of services; and The study provides an analysis of how DGM (iv) women’s effective participation in local and contributed to improving outcomes for women national decision-making bodies, their ability to at the individual level including impacts on: (i) shape key decisions, and their leadership role. access to and control of resources (i.e., land, FIGURE 4: WOMEN’S LEADERSHIP AND PARTICIPATION Agency Access to and Agency and voice are control over assets mutually reinforcing influence agency Access + WOMEN’S control LEADERSHIP Voice of assets + PARTICIPATION Control of assets Voice and agency influence one’s influence economic ability to benefit empowerment and Economic from economic access to services opportunities Achievement Economic Access + control of Agency is the ability to Voice is having the achievement refers productive assets make decisions about capacity to speak up to the ability to is one’s ability to one’s own life and act and be heard and succeed and advance access and exercise on them to achieve being present to economically and ownership and a desired outcome, shape and share in the power to make control (share in the free of violence, discussions, discourse, and act on economic benefits of use) over retribution, or fear. and decisions. decisions. This productive assets. The ability to make Full and equal includes skills + Productive assets are those choices is often participation requires resources to compete those with the ability called empowerment. that everyone have in the markets and fair to generate profits and Agency is about a voice. Participation access to economic cash flow. Examples the ability to make in decision making institutions. of productive assets effective choices and enables women to include land, trees, to transform those voice their needs animals, house/ choices into desired and challenge infrastructure, outcomes. This can gender norms in equipment/tools, be individual or group their community— savings, credit, and agency (collective individually and capital. action). collectively. Photo: DGM Indonesia/ Andhika Vega, 2020 34 3. RESEARCH METHODOLOGY 35 3.1. Research questions The study’s research questions were framed 4. To what extent did the DGM provide IPLC and sequenced to follow the gender- women (and men) with the capacity and transformative change framework presented space to change negative gender norms above. at the community level? The two primary research questions were: 5. To what extent did the DGM provide IPLC women the capacity and space to lead 1. How did DGM projects contribute to and meaningfully participate in important improved outcomes in the identified policy-making and decision-making domains of gender equality, namely, spaces? economic achievements and income generation, access to and control over 6. How can the experience and lessons productive assets such as land, and voice learned from gender integration in and agency such as participation in DGM subprojects inform future efforts decision-making processes? to enhance meaningful participation of women and gender equality outcomes in 2. To what extent did the DGM, particularly FCPF and REDD+? through promoting women’s leadership and effective participation, enable gender- transformative change in project areas? More specifically, this study aimed to answer the following questions: 1. How did DGM programs integrate gender in subproject design and implementation and how effective were these efforts at directing money to women-focused projects? 2. How effective were DGM IPLC capacity building efforts in reaching women and Photo: DGM Burkina Faso/ Meerim Shakirova, 2020 incorporating a gender lens? 3. How did the subproject inputs influence women’s agency, voice, economic achievements, and access to and control over assets, resulting in women’s leadership and effective participation in decision-making and shifting of gender norms and influencing formal rules and policies? 36 3.2. Research process The research process took a stepwise report. Through review of the interview notes, approach to gather relevant quantitative and the study team also identified exemplary qualitative information. This included a careful quotes that could be used to support the main examination of key project documents, a findings and examples/explanations from key review of relevant academic and gray literature experts to include in the findings. to set the findings into context, a series of key expert interviews, and four in-depth case In-depth case studies were then used to studies that gathered primary data (three at the gather first-person qualitative information subproject level, one global). on the impact of DGM on key study areas. Three of the case studies focus on specific The team interviewed 27 key expert subprojects in Ghana, Indonesia and Peru, stakeholders in 14 interviews consisting of the while a fourth focuses on women’s roles and World Bank TTLs from DGM project countries influence at the NSC level. The purpose of as well as members of the Global Executing the case studies was to examine, at an in- Agency and National Executing Agencies (a full depth micro level, how the DGM supported list of interviewees can be found in Section 9). and influenced women’s leadership and The interviews were conducted virtually with effective participation in project activities and two study team members who took written decision-making and contributed to gender- notes. Each interview lasted approximately transformative change. These particular case one hour, was recorded to ensure accurate studies were chosen for a variety of reasons, understanding and followed a semi-structured including thematic area and alignment with research guide derived from document the study’s analytical framework, longevity reviews. of the country project, and geographical distribution. Information for these case studies The study team1 undertook an in-depth was gathered through in-country consultants analysis of documentation and interview (for subproject case studies) and the study findings. Following each interview, the notes team (for NSC case study). Due to COVID-19 were cleaned for clarification and recordings protocols, interviews were conducted virtually were referenced to add in any missing with the exception of those in Ghana. information. Summaries of the interviews were also created. The interview notes were read by the researchers and coded to align with the study’s thematic areas and specific research questions. The study team held a half-day session to synthesize reading and interview feedback to identify the primary themes that emerged, discuss how responses supported or challenged the literature and DGM document review, and generated the primary areas of discussion and conclusion identified in this 1 The Conservation International Study Team is separate from the Conservation International’s role as the DGM Global Executing Agency. See Section 8 for more information. Photo: DGM Brazil/ Clea Guedes, 2019 4. FINDINGS 37 38 4.1. Design: Requirements for and inclusion of gender considerations in DGM project operational design World Bank and CIF policies, strategies, and level of systems and institutions”. The Action action plans help to create an environment Plan is underpinned by the CIF’s Gender within which it is possible to talk about Policy (2018) which serves as a governance gender-transformative change. The World framework that ap plies to all activities under Bank’s gender strategy (2016-2023) positions the CIF’s programs and instruments and seeks the institution to be an effective actor in to advance equal access to and benefit from tackling specific gender gaps, emphasizing CIF-supported investments for women and measurable results based on data and evidence men. CIF Gender Policy and Action Plans of what works. The strategy introduced a guide gender integration across CIF programs new gender “tag” to strengthen links between including the Forest Investment Program (FIP). country-level and/or sector gender equality While the World Bank’s gender tag system is a objectives and Bank operations and to identify robust method to support projects in clearly those operations that meaningfully narrow closing gender gaps, the DGM project (as a gaps between males and females in the four full Trust Funded project) is outside the scope key pillars of the strategy, however it should of the tag system and therefore not eligible be noted that the DGM did not fall into (World Bank, 2021). Instead, the CIF has a the scope because it is fully Trust Funded. complementary gender monitoring system Following the CIF Gender Action Plan – Phase called “gender scorecards”2 that score DGM 1 (2014) and Gender Action Plan – Phase 2 projects for gender integration. (2016-2020), the newest Gender Action Plan – Phase 3 (2021-2024) deepens the Fund’s There are signs of increasing gender ambition approach to catalyzing gender-transformative within the FIP, although relatively less outcomes. Gender-transformative change is ambitious than World Bank and CIF. The FIP defined as women’s improved asset position, Design Document (2009) refers to women livelihoods and voice status at the main as a historically marginalized group and calls levels of individuals, community, institutions for consultation approaches that pay special (formal and infor mal), and markets. As CIF’s attention to women (among other groups) Phase 3 Gender Action Plan emphasizes, CIF while the 2018 FIP M&R toolkit instructs that aims to move toward promoting systemic countries are encouraged to strive for gender change and achieve gender-transformative equity as much as possible and that (if possible) outcomes, which includes but goes beyond benefits should be disaggregated by gender. It improved outcomes at the level of individual also has added a section to describe examples women and men and integrates efforts to of outstanding gender mainstreaming. foster “longer-term institutional change at the 2 The CIF uses the following gender scorecard indicators to track performance on gender of its projects and investment plans at the design phase over time: (i) sector-specific gender analysis, (ii) women-specific activities, and (iii) gender indicators. Quantitative scoring of projects and investment plans across CIF gender scorecard indicators is determined based on qualitative analysis of operational design documents. The quantitative and qualitative data collected for gender scorecards will be used in this portfolio review to present a general picture of the quality of gender-integration at the entry level across the entire CIF portfolio over time. 39 While there have been great strides forward There is great variety across the DGM and increased ambition with respect to country projects. Due to significant socio- gender among the World Bank, CIF and economic and cultural differences across FIP, much of this has occurred after DGM’s the DGM countries, with guidance from creation in 2011. The environment in which the World Bank each country has adapted the DGM was originally created was different the global framework guidelines to detailed than it is today. Gender ambitions were Project Operational Procedures Manuals lower, recognition of gender was less wide- which are aligned with local contexts and spread, and technical skills to create gender- DGM country project design. Interviews with transformative projects were less common. key experts further clarified these approaches Therefore, the approach to gender was and underscored some of the social and arguably less comprehensive or robust than it structural opportunities and challenges would be if designed today. in integrating gender targets and gender- responsive approaches. Table 1 outlines The DGM does not have a specific gender gender considerations in DGM country project plan or strategy but includes several operational procedures, demonstrating the provisions for gender equality in its program varying approaches to gender across the documents. Within the DGM framework portfolio. operational guidelines (2013) gender is only mentioned twice, both in relation to NSC composition being “balanced to the extent possible.” The DGM’s Programmatic Environmental and Social Management Frame- work (2014) includes only one paragraph where gender is addressed in reference to vulnerable groups; it discusses only the issue of consultation processes being inclusive of the views, concerns and priorities of men and women, calling for additional considerations in the ESMPs. Phase 1 of the DGM’s Global Project (2015-2019) included a handful of provisions for gender equality and women’s participation, while Phase 2 of the Global Project (2020-2023) contains explicit reference to strengthening the participation of IPLC women in regional exchanges and fellowships through topical discussions and working groups and recommending women’s selection in delegations. The target for women’s participation in these spaces is 50%. 40 TABLE 1: GENDER CONSIDERATIONS IN DGM PROJECT MANUALS Overview of gender considerations outlined in project operational procedures manuals Brazil The 2017 manual, Volume 2 (subprojects) calls for improved participation of youth and women in the organization’s activities as a result of the project. Burkina Faso The 2015 manual states only that the project team will be supported by a gender specialist at headquarters. Peru The 2018 manual states that governance and gender are cross-cutting themes for the first two components of the Saweto DGM (native land titling and Indigenous Forest management). The document also notes that there is a specific target focused on subproject implementation by women. One of the four criteria by which the NSC was directed to evaluate sub-project proposals was the proposed project’s contribution to the DGM Peru’s gender targets. DRC No mention of gender in the manual. Indonesia The 2017 manual outlines that “approximately 30% of the direct beneficiaries will be women,” and that this percentage could increase as projects become gender sensitized and women’s capacities are increased. Through these and other activities, the “quality of women’s participation in decision-making” will be improved. The manual also outlines a specific role on the NEA team for a “gender specialist” to provide guidance on gender issues, mainstream gender in the project, and more. Ghana The 2017 manual calls for specific attention to gender issues. The Social Specialist in the NEA will coordinate all project gender-related activities and will also elaborate a specific roadmap for an explicit focus on the gender aspects in the Project, reporting to the Steering Committee on a regular basis on this roadmap. Specifications on training include consciously engaging women in all trainings and ensuring that they are held at convenient times for women. The document sets a target of 50% women grantees executing subprojects. Mexico The 2017 manual was updated twice (2018, 2020), clarifying the procedures for the two subgrant windows (VIS, VIF) and the procedures related to the assignment of technical support and budget. The manual recognizes the economic, political and social importance of women’s contribution to the DGM vision of development, in particular: a) it says the incorporation of women into the various activities of daily life in the project area constitutes an important opportunity for development that fosters social integration; b) it recognizes that there are important inequalities that make it difficult for women to achieve their integration and development in some areas, and this is a task on which the project must work and invest more resources. The manual defines how the social investment window (VIS) will be responsive to these operating principles. Mozambique The manual established a target that 50% of beneficiaries from among community- based organizations must be women and youth. This target was later revised to 30% (see discussion below). Women and youth also represent one of the target groups for capacitybuilding at the local level. Documentation notes that the NSC ensures that selected projects help promote women’s participation and reduce their vulnerability within the community, per DGM Mozambique’s objectives. 41 Overview of gender considerations outlined in project operational procedures manuals Côte d’Ivoire The 2020 manual states that “at least 50% of the funding for the subprojects will be devoted to women for specific targeted activities, in order to strengthen women’s effective access to the benefits of the project.” The operations manual also looks to “ensure gender is taken into account” when selecting subprojects, as well as to consider gender mainstreaming in implementation of subprojects. Guatemala Not yet available Republic of Not yet available Congo Nepal Not yet available 42 4.2. Governance: Global and National Steering Committee gender composition and evolution The key decision-making bodies of the (2013), state that the selection process of DGM governance structure are the two all steering committees should take “into Steering Committees – the Global Steering account principles of equity, inclusiveness Committee (GSC) and the National Steering and transparency,” gender is not specified. Committee (NSC). Both committees are Indeed, the governance structure of the GSC multi-stakeholder bodies comprised primarily (as outlined in the GSC Rules & Procedures of IPLCs, a defining feature of the DGM, document) identifies the need for both where IPLCs have a key decision-making Indigenous People and Local Community role in the program with active support from representation, but presents no further governments and MDB members. requirements on other characteristics such as gender. 4.2.1. Global Steering The GSC’s gender composition can send Committee (GSC) a signal to the whole DGM about the importance of gender parity in decision The GSC is the primary decision-making making. As of July 2021, the GSC consists of body within the DGM, with appointed 5 women and 8 men as voting members (36 representatives of each NSC and established percent women) (personal communication operational norms, procedures, and guidance. with GEA). The GSC has evolved over the The GSC formally meets on an annual basis years as new country projects joined the DGM. to review and approve work plans, budgets, For example, the most recent term (2017- and internal policies and to set the general 2021) was 46% women while the previous direction of the DGM at a global level in term (2015-2017) was 20-30% women. It is line with a strategic plan. By establishing also important to note that both a man and operational norms, procedures, and guidance, woman have served as co-chairs from the and facilitating a grievance mechanism at the beginning, and this was maintained in the DGM’s global level, the GSC has some limited most recent selection in July 2021. The GEA ability to influence and shape how the program has made concerted efforts to communicate impacts and benefits men and women. With the importance of gender parity in GSC-level the support of the GEA, the GSC adopted decision making, which has also likely had an several internal procedures and plans that were impact on GSC make-up. relevant to gender mainstreaming, including a Monitoring and Evaluation Framework, a Grievance Redress Procedure and Semi- 4.2.2. National Steering Annual Reporting Templates. As one member Committees explained, the GSC has “pushed for changes to get more women in the NSCs”. The National Steering Committees (NSC) play a critical role in determining DGM country According to the DGM design document, project priorities, guiding the implementation there is no specific guidance or requirements of the country projects and making funding on gender composition within the GSC. decisions on eligible subgrant proposals. While the DGM operational guidelines The DGM’s operational guidelines call for 43 NSC members to be “representatives from With a few exceptions, women are largely Indigenous Peoples and Local Communities, underrepresented within NSCs, with balanced to the extent possible by geographic significant variability in terms of gender area, community/ethnic group/tribe and parity and some potentially concerning gender” (p. 6). The guidelines further explain trends toward less parity. (see Table 2 that “in all cases, it is important that the and Figure 3). There is a range of parity process [of establishing the NSCs] be inclusive in composition from a low of 0 women and generate broad support for the NSC’s members (Côte d’Ivoire) to a high of 45% composition. The process should be inclusive (Indonesia). Change is also evident over time and participatory and take into account from initial base- line gender composition to gender, geographic and other diversity present, with a third of the countries (4/12) considerations as appropriate in the final declining in parity while only 2 saw an increase composition” (p. 9). NSC participants do not toward parity. Overall, approximately 24% of receive any monetary compensation except all NSC seats across the DGM projects are per diems to attend meetings.3 held by women. TABLE 2: GENDER COMPOSITION OF NSC VOTING MEMBERS Gender composition of DGM National Steering Committees Change Woman Actual Notes about selection or Baseline in gender as (co-) (2020) evolution parity Chair Brazil Brazil’s Project Appraisal document 5 men/4 9 men/5 states that “the preliminary selection women women of IPTC representatives in the NSC DECREASE Yes was balanced by geographic area, (45%) (36%) ethnic diversity and gender”. In (2017 AR)4 (SAR 11)5 2018, a man and a woman were elected to lead the NSC. Burkina Faso The process for selecting the NSC in 2017 was an election during a series of workshops with 8 men/3 No change stakeholders, and candidates met women (27%) a list of criteria including belonging NO No to a local organization, experience (27%) (2020 AR) CHANGE in managing natural resources (2017 AR) and local development, having computer skills and access to the internet, availability for activities, as well as character. 3 Due to COVID NSC meetings became virtual, and per diems were not provided. 4 Effective members of the NSC 5 Effective and substitute members 44 Gender composition of DGM National Steering Committees Peru 8 men/2 The project required the NSC to No change have at least two women, one of women NO (20%) No which represents Saweto DGM on (20%) CHANGE (2020 AR) the GSC. However, there’s been no (2017 AR) rotation on the NSC.  DRC NSC members were chosen through a self-election process in accordance with procedures determined by IPLCs and their decision-making institutions. 17 men/3 23 men/3 It is composed of one women women representative from each of the DECREASE No 16 project territories, plus eight (15%) (12%) representatives from REPALEF (a (2017 AR) (2020 AR) national network representing most IPLC organizations). New members were recruited to join the Steering Committee when the mandates were renewed at the end of 2018. Indonesia Selection of the 9-member NSC was done at the DGM National Consultation. Seven seats 5 men/4 No change represent one each of DGM-I’s women (45%) seven project areas, and upon NO No recommendation of Indonesia’s (45%) (2020 AR) CHANGE National Forestry Council and (2017 AR) the facilitators of the National Consultation, two additional seats were reserved for women – one representing IPs and one LCs. Ghana No change The NSC was selected through a 11 men/2 women (15%) competitive community selection NO (15%) No process to select someone who (2020 AR) CHANGE could read/write and represent the (2017 AR) community. Mexico NSC representatives were selected from the three project regions 13 men/1 15 men/2 from local organizations. In woman women recognition that women were INCREASE No largely underrepresented, 4 (7%) (12%) additional women were added (2017 AR) (2020 AR) as substitute members. Two women alternates became official representatives. Mozambique 8 men/5 12 men/ 4 Members were selected from the women women Natural Resources Management DECREASE No (38%) (25%) Committee and civil society at a (2017 AR) (2020 AR) landscape forum. 45 Gender composition of DGM National Steering Committees Côte d’Ivoire The project operations manual 14 men/0 8 men/0 states that the NSC is composed women women NO of 15 members, including 8 voting No (0%) (0%) CHANGE members and 7 observers. The (2018 AR) (2020 AR) voting members are chosen by their communities. Republic of The criteria for membership in the Congo NSC were established as follows: representatives must be an IP or 15 men/7 come from a local community, 14 men/ 9 women must have worked with and know women (32%) INCREASE No the challenges of IPLCs and (39%) (2016 understand the FIP, may not be a (2020 AR) member of the national REDD+ SAR) committee or the FIP, and must be in agreement with the mission of the DGM. Guatemala 12 men/ 3 women The NSC is made up of three N/A (20%) N/A No networks, one of which is led by a woman. (2020 SAR) Nepal The NSC has 14 members representing their IP & LC groups. The membership was established through a self-selection process, with special consideration given to representation of a variety of 8 men/6 9 men/4 stakeholder groups. The NSC was women women chosen in a way to ensure wide DECREASE No (43%) (31%) representation of ethnicity, caste (2017 AR) (2020 AR) and gender. Pushing for 50:50 gender balance was part of a prior agreement between the two largest community and Indigenous federations in the country. The NSC has two co-chairs – one each from the IP and LC groups. 46 FIGURE 5: PERCENT OF WOMEN AS NSC VOTING MEMBERS Percent of women as NSC voting members 50 45% 45% 43% 45 38% 39% 40 36% 35 32% 31% 30 27% 25% 25 20% 20% 20 15% 15% 15 12% 12% 10 7% 5 0% N/A 0 Brazil Burkina Peru DRC Indonesia Ghana Mexico Mozambique Cote Republic Guatemala Nepal Faso d’Ivoire of Congo Baseline (2016/2017) Actual (2020) Quotas for women’s representation at any chance at being chosen, this was not always the legislative level, from national governments case. Multiple factors were given to explain why to village councils are often employed to NSC members were divided on the need for and move toward gender parity. The minimum utility of quotas. They included the influence threshold for achieving a ‘critical mass’ of of large organizations over the NSC selection women’s representation needed for effective process (such as AIDESEP in Peru) and the participation is often set at 30%. This threshold perception among both men and women that is supported in the community forestry space women could compete fairly without quotas. as well by Agarwal (2010), who also finds that One female NSC observer stated, “I think that this critical mass for women contributes to we must first let women fight naturally to effective participation. Of the country projects, deserve their positions. But when the results are currently only Indonesia, Republic of Congo, too segregated, we must apply the principle of and Nepal reach the 30% threshold, followed positive discrimination to achieve a quota.” A by Mozambique (25%) and Burkina Faso (27%). few male and female NSC members suggested that the expected results on the ground would Despite the increasing recognition of the require other representational objectives that benefits of gender parity and the need were as or more important than attaining a to actively support women in leadership specific number of women on the NSC. One positions, only one of the DGM country female NSC member stated, “There is not a projects (Indonesia) chose to institute a quota male/female quota but rather a native/Bantu system. While some NSC members interviewed quota. Furthermore, it is not easy to find highly for this study indicated that a quota system educated indigenous women. There is a real could have been a good way to increase the need for capacity building among indigenous number of women and given women a better women.” 47 Capacity to advance other strategic priorities made a common decision on 50% women in was sometimes placed above women’s the NSC. Women are already very empowered representation. For example, in the DRC, in in the [Commu nity-based Forestry Movement] order to push for more gender parity in the CBFM, already practicing a 50% quota at the NSC, the project would have had to introduce community level. Why not practice (this) at discussions about how communities are the NSC as well?” Likewise in Indonesia, the represented and how they are organized, DGM country project was developing at the which key experts said in interviews would be same time as opportunities for women’s challenging and met with opposition. leadership were opening up in many of the bodies influential to the project’s design. AMAN The influence of large organizations can (Aliansi Masyarakat Adat Nusantara), one of provide the leverage necessary to make the main representative bodies for Indigenous gender parity a priority. In Nepal the peoples across the Indonesia archipelago, had NSC was chosen in a way to ensure wide just elected its first woman secretary general in representation of ethnicity, caste and gender. 2017, when the DGM Indonesia was launching. Pushing for 50:50 gender balance was part Key experts reported believing that the of a prior agreement between the two largest project’s gender sensitivities were incorporated community and Indigenous federations in the into the project in part due to the concurrent country. The female NSC member interviewed maturation of space for women’s leadership for the NSC case study explained, “[W]e in AMAN, the NEA, and other bodies related to discussed within our two organizations and the DGM. Photo: DGM Mexico/ Gladys Garcia Osorio, 2020 48 However, strong organizational influence was inferred that one may view representatives can also act to constrain progress on IPLC of women’s organizations as less legitimate women’s leadership. The two Amazon and less desirable for the DGM NSC. When indigenous confederations in Peru had asked about women’s leadership in the DGM, significant influence over the composition interviewees often pointed to one or two of the NSC, with each defining five “very strong” women who have secured or representatives, and selecting one woman and maintained their place in the male-dominated four men. The NSC case study shows how the leadership space. Others suggested that presence or absence of a larger organizational because these women were so strong (i.e., structure to articulate the interests of outspoken), their presence compensated for Indigenous peoples or local communities the absence of more women leaders around can be an enabling condition but can also act them. According to the GEA, in general, men as a constraint on women’s leadership. The mainly lead the governance processes and Asociación Interétnica de Desarrollo de la Selva women only do if they are the louder voice. By Peruana (AIDESEP) has encouraged quotas inference, male leadership is not qualified by a for women leaders at the national level since similar standard. 2017, with important changes to AIDESEP’s bylaws, including equal participation between women and men to be one full delegate for each AIDESEP base. However, this effort has met with resistance within the federations at the local level. As a result, some women may feel demoralized in seeing a directive ignored, as some interviews indicated. When considering quotas, women’s leadership is often held to a higher standard. Women leaders on the NSCs have come from different backgrounds, including women’s organizations, which communities have formed for economic, social, and political objectives. Two male interviewees in the NSC case study commented on the risk of appointing or electing women leaders of women’s organizations as an insufficient qualification for making decisions that affected both men and women. These interviewees questioned whether leaders of women’s organizations could properly represent men’s interests within the DGM. One World Bank interviewee reflected on the legitimacy of a woman leader who represented only a women’s group, compared to a woman leader who rose to that position based on other expertise, thereby enabling her to represent both men and women. Given the choice, it 49 DGM NSC experience – Closing the gender gap The DGM’s ability to elevate important insights and strategies. Perspectives on and legitimize women’s lessons for gov ernance of NSC influence by men and voices and agency at climate programs. women leaders underscored a national level, and at the heterogeneity of views Overall, NSC participation international exchange on women’s influence has enhanced women’s events, has been an within the NSC, particularly voice, agency, and important contribution to regarding NSC decisions leadership, but the overall the overall achievement over the need to tackle impact varied based on of project results. This was structural barriers to where women were on particularly evident in the women’s inclusion, such their own leadership experiences captured in the as land tenure reform. The journey and differentiated NSC case study. NSC case study underscored exposure to cultural barriers. the value of gender strategy Based on a desk review of Women’s influence on NSC investments in emerging DGM literature, interviews governance and decision- women IPLC leaders with with key World Bank staff making was evident in targeted support, and a and 35 semi-structured actions and decisions monitoring framework that interviews, including seven on NSC representation, explicitly seeks to close male and nine female NSC inclusion of women- gender gaps by measuring members or observers from led or women-focused gender transformative seven DGM countries, the subprojects and other outcomes. NSC case study offered aspects of emerging gender Photo: DGM Mozambique/ Conservation International 50 The growing perception of the legitimate work, and lower levels of trust, accountability leadership capacity of women NSC members and ethical commitments. Three NSC was largely borne out in interviews. The members went as far as to suggest that by majority of interviewees (including all female not pursuing gender parity more aggressively, NSC members interviewed in the case study) the DGM may have missed an opportunity to have clearly demonstrated their ability and strengthen the overall project performance. recognition as societal leaders. Female and male NSC members (Burkina Faso, Ghana, Access to NSC leadership positions is largely Mexico, Nepal, Peru, Indonesia) indicated that biased towards already established leaders. women (even those who are representatives In order to successfully run for an NSC seat, of women’s organizations) are seen and one must already be well known and trusted respected as legitimate representatives of both as an effective community advocate. Other men and women in their communities with factors include support from family members, real influence in the NSC. literacy in the DGM language, confidence in speaking out on behalf of others, and Effective inclusion of women in the NSC the financial capacity to take on what is can have longer term positive impacts for essentially a volunteer position. Particular governance, just as exclusion can have groups of women (e.g., those with poorer longer term costs. While a perceived tradeoff economic backgrounds, landless, migrant, was an assumption among those skeptical lower educational or caste levels, or stricter of the value of gender parity, the grounds gender norms) have more difficulty attaining for this assumption were not borne out. The this level of leadership than women who may NSC case study found no indication of any not have these same barriers. It is important tradeoff between NSC gender diversity and to recognize that simply counting the number competence of the women selected. A few of women on an NSC doesn’t necessarily male and female NSC members explained mean that those women are inclusive or that the presence of women on the NSC due representative of the large variety of women to a quota system doesn’t equate to a deficit in the project area. It is therefore important in skills or knowledge, and instead pointed to to provide tailored capacity building support skills and capacities that women were likely to to different groups of women to ensure introduce to NSC decision-making that would representation of different groups of women in ensure overall better governance. Several leadership positions. female and male NSC members observed that women were becoming stronger, more The DGM provides important examples of forceful, and more willing to take on greater various pathways to NSC leadership. The NSC leadership roles. A quota system can work to case study provides examples of IPLC women bring women with those important qualities successfully rising through male dominated and skills to the table; likewise, the absence community, social, and governance structures. of a quota for contexts in which women Equally, indigenous and non-indigenous leaders are substantially underrepresented at women, some with greater education, and all levels of decision-making in forest sector others with certain material advantages, were organizations or communities can also have also invited to represent IPLCs on the NSC. In deeper costs for forest governance in terms of Brazil, both Quilombo and Indigenous women lost access to technical knowledge, diminished were represented on the NSC by different ability to pursue more integrated solutions, leaders. In Peru, only Indigenous people were a less balanced and inefficient distribution of eligible stakeholders, so the two Indigenous 51 women on the NSC were clearly representing member related that she was able to fight for the interests of Indigenous people (both men some of the women to access grants. “I believe and women). In Mexico, only Indigenous that if there were other women in leadership women represented men and women from roles, we could have fought for most of their region (Oaxaca). In Ghana, the two NSC these other women to also access grant women leaders seemed to represent a wider opportunities,” she said. However, in Nepal, cross-section of community level women. despite a female NSC member actively pushing the DGM to tackle land tenure issues for National level social movements for women’s women (a key barrier to women’s economic rights eased barriers to NSC gender parity. empowerment), she was unable to include this A longstanding women’s rights movement at in the country project’s priorities. the national level and among indigenous and community organizations has raised awareness Working within these complex constraints, of the importance of the involvement of DGM projects also experimented with women in decision-making. In some countries, creative solutions. In cases where original or (such as Indonesia and Nepal) the change initial NSC composition was far from achieving within the economic, political and societal gender parity, some project designers have spheres catalyzed by these movements was created opportunities for future parity mentioned in interviews as an important improvements through creative and deliberate enabling factor for arguing for gender parity design adjustments. In Ghana, where few on the NSC. The hard-won achievements of women were put forward by communities for women leaders and the advance of women’s the original NSC, the NEA made a deliberate rights movements in some contexts supported effort in a subsequent iteration of the NSC to securing gender parity on NSCs that may not ‘proac tively push’ women into this position have been as widely seen in all DGM countries. (successfully gaining one more woman on the NSC). Similarly, in Côte d’Ivoire, while no For women leaders, support from champions women have been selected for the country and allies opened crucial space. Particularly project’s initial NSC, TTLs have encouraged a for women NSC members, some reported system of rotation for NSC positions, to allow having significant, direct encouragement points of entry for women NSC members in and support from GEA/NEA members, GCS the future. As noted previously, in Mexico, members, World Bank TTLs, government the barriers keeping women from occupying officials and national IPLC leaders in ways that positions in decision-making bodies like the enhanced their selection to their committees. NSC have roots in the customary and legal context that rewards service but prevents Female NSC members had varying influence women from acquiring this experience. The on DGM priorities. In Brazil, the strong DGM Mexico project has designed subproject leadership of a female Quilombo NSC member technical assistance to prepare women to led to a training course for a cohort of IPLC gain the confidence, skills and opportunity to women to build on the achievements of their contest these positions more competitively in subprojects to “speak up, engage in public the future. In the meantime, the project added space, and show how women can address four additional female members to the NSC as their demands.” Similar observations were substitute members and two of those women made of strong women leaders on NSCs in became formal NSC members. Peru and Indonesia. Another female NSC 52 Additional compensation for time and to The combined experience of the first cohort overcome cultural barriers may be necessary of DGM NSCs suggests that moving from to overcome specific challenges that women greater awareness of gender parity as a face. Women’s undue burden of domestic principle to practice is happening, albeit tasks and childcare severely constrains their slowly. There is an indication that NSC quotas ability to take part in other activities outside for women are given greater consideration in the household, and even more so when these the more recently formed NSCs, whether it activities are unpaid such as being part of the reflects learning within the DGM or is tracking NSC. Likewise, there are cultural barriers that other trends (e.g., momentum behind a prevent women from traveling alone in some gender strategy in the World Bank, greater DGM countries. In the DRC, the project paid general awareness). Even without quotas, double per diem for a chaperone to accompany the indication provided by the more recently a female NSC member to attend a meeting. approved country DGM projects (Côte d’Ivoire, Similarly, in Mexico, the DGM encouraged Republic of Congo, Mozambique and Nepal) communities to send two representatives is that learning from DGM experiences has to project discussions—one man and one reinforced being more proactive and the woman—and paid a double per diem. desirability of adopting minimum thresholds for women’s representation on the NSC. One of the key challenges in building gender One female GSC member summarized the parity on the NSC is a lack of women leaders situation: “It is hard to reach ideal [gender] who have the skills, knowledge, interest, and balance, but at least now [NSCs] try.” ability to engage in this type of leadership position. This dearth of qualified and able IPLC women leaders was a sentiment heard across most interviews. Building and supporting a pipeline of IPLC women leaders could be an important contribution of the DGM. Targeted support and mentoring for women NSC members could ensure they are effective and supported. Clarifying procedural norms for managing decision-making spaces that support gender equality could be an area of innovation for the DGM. 53 4.3. Grants: Subproject design and implementation processes Subprojects are the DGM’s primary mechanism for providing direct funding to IPLCs. The DGM Design Document (2011) specifies targeted outreach to assure participation of women and that decisions be taken based on gender equality (among other criteria). In response to diverse country projects, DGM subproject design and implementation varied with respect to strategic approach, NSC priorities, NEA expertise, and the project’s gender/social strategy. The DGM has supported over 2000 subproject awards from a much larger pool of proposal submissions (DGM, 2020). Nearly one quarter of all subproject proposals have been Photo: DGM Mexico/ Graciela Zavala, 2019 awarded to women-led or women-focused proposals, however this estimate is subject to non-uniform definitions of women-led or women-focused subprojects (see Table 3). In addition, this estimate discounts land tenure focused subprojects, which in most cases for Peru, Indonesia, and DRC where tenure was prioritized, were not considered to be women-led or women-focused subprojects, despite clear benefits for women in those communities. The rate of awarding women- led/focused subproject proposals range from 10% in Indonesia to 81% in Burkina Faso. The subproject award rate compares to a narrower range for overall DGM beneficiaries that are women (between 34% and 60%).6 Any observations should be interpreted with caution due to the diverse prioritization strategies across the DGM country projects. 6 Includes capacity building activities as well as subprojects. Based on methodologies and reported results in latest DGM Country Project ISRRs and SARs. 54 TABLE 3: SUBPROJECT DESIGN AND RESULTS Methods used to integrate gender into subprojects, and corresponding results Subproject Specific outreach Results: projects Results: % design during subproject that are women- of women specifications design and/or led or women- beneficiaries (all and processes implementation focused* DGM activities) Brazil Selection criteria Training plan 13 out of the 51% in both calls for specifically for 64 subprojects (11,041 proposals prioritized women; leadership (20%) are being women of 21,650) and awarded bonus training for women led by women, points to projects in early-2020. directly benefiting (Source: DGM 5th that included the approximately 1,344 Annual Report, participation of female beneficiaries. 2020) women, youth and (Source: DGM 5th elders. Annual Report, 2020) Burkina Faso Burkina Faso assigns Proactive 43 of the 53 (81%) 60% up to 40% weight communication, livelihoods-focused (78,130 women out to proposals that some specifically subprojects are of 130,219 total) have addressed directed toward implemented (Source: SAR11) “gender approach women, about exclusively by and community the project and women. 15 of involvement” with application process. the 32 (47%) several references In workshops, the commune level to gender and importance of subprojects have women in the call gender and women- been implemented for proposals. led subprojects was by women’s highlighted as a key associations. success criterion (Source: pers. comm. (given the heavy with NEA) weight). Peru Peru allocates Strategy and training Peru has funded 48% $500,000 (31% plan that includes 28 women-led (20,294 women of of the project’s a module focused subprojects (~30% 42,280 total) indigenous forestry on gender to help of the total number (Source: SAR 11) management facilitate women’s of productive subproject portfolio) participation in subprojects). to subprojects training sessions. (Source: ITAD 2019) proposed and/or The capacity primarily managed development by women. An program has a additional criterion budget of $150,000 established was that and requires that 50% of beneficiaries 50% of participants would be women. are women (WB The NSC and 2020). They also National Executing experimented with Agency (NEA) have providing childcare joint responsibility during trainings for ensuring that to make it easier this target is met for women to or exceeded participate. during project implementation. 55 Methods used to integrate gender into subprojects, and corresponding results Subproject Specific outreach Results: projects Results: % design during subproject that are women- of women specifications design and/or led or women- beneficiaries (all and processes implementation focused* DGM activities) DRC Micro-project Tried to have 2 women’s group- 43% implementers sensitive, meaningful led projects out of 15 (4,032 women of (communities contributions total projects (13%) 9,377 total) or CBOs) should from women have so far been (Source: SAR 11) ensure that 35% of during proposal approved. project benefits are consultations. Made (Source: SAR 11) directed at women- sure to have some led households. women to speak/ contribute. Proposals were agreed to by community consensus. Indonesia 30% target for IPLC communities Although DGM 34% (from female across Indonesia Indonesia does not livelihood-only participation in came to the DGM formally distinguish activities) consultation with widely varying “women focused” (1,760 women of activities and capacities for subprojects from 5,183 total) livelihood gender sensitivity. others, the NEA (Source: SAR 11) The gender advisor reported 6 of the projects. worked with total 63 subprojects Hired a gender applicant NGOs (10%) could be specialist to review and communities counted as women proposals to to strengthen the focused. assess how well gender sensitivity (Source: Pers comm) they captured of their subproject participation of proposals, ensuring women. they targeted at Participation of least 30% women women is one beneficiaries. of the indicators Specific trainings used when scoring were held to raise projects for awareness of the selection. importance of gender equity and social inclusion. 56 Methods used to integrate gender into subprojects, and corresponding results Subproject Specific outreach Results: projects Results: % design during subproject that are women- of women specifications design and/or led or women- beneficiaries (all and processes implementation focused* DGM activities) Ghana Set quota for Gender-sensitive 64 of 152 individual Not reported women and migrant consultation efforts, grants are women women led projects including separate (42%); 34% of those (50%). Identifying meetings for men are migrant women. criteria was stripped and Of the 53 community during selection to women, organizing grants, 36 are ensure gender didn’t meetings around boreholes to provide play a role. women’s schedules, water – most and providing directly benefitting childcare. Support in women/girls who filling out proposals are responsible for to overcome water collection illiteracy. and household agriculture. (Source: SAR 11) Mexico The Social Targeted outreach 47 of the 55 87% of VIS inclusion window to women and community initiatives beneficiaries (VIS) (US$ 1.55 youth during call-for (85%) are women- (811 of 930) are million) prioritized proposal led. women, compared vulnerable social dissemination. 6 of the 43 (14%) to 14% of the VIF groups inc. DGM Mexico created financial inclusion beneficiaries (1326 Indigenous women. a simplified process subgrants are of 9059) and 21.4% Any proposals with for proposals, women-led. overall a woman leader requiring only an (Source: pers. or active share of (Source: pers. comm) ‘idea note’ instead Comm; MDE women participants of a full proposal (no Mexico, Update, got more points. need for community Dec. 2020) Trained regional endorsement and subcommittees and no feasibility study NSC on correct or permit required (gender-sensitive) which are two big application of hurdles especially for criteria during women). evaluation and selection process. Mozambique During the DGM Mozambique 29 pre-selected No data yet selection process enabled women CBOs have been for CBOs eligible to express their chosen, all with at for application priorities and least 30% women in process, the NEA expectations for their membership at ensures that these project development. the time of selection. organizations have Twenty women have (Source: pers. comm) at least 30% women been involved in in their membership. the pre-evaluation of potential subprojects. 57 Methods used to integrate gender into subprojects, and corresponding results Subproject Specific outreach Results: projects Results: % design during subproject that are women- of women specifications design and/or led or women- beneficiaries (all and processes implementation focused* DGM activities) Côte d’Ivoire Component 1 of Women’s The target is 50% in No data yet DGM Côte d’Ivoire, associations were both components, focused on capacity involved in various but the project building, set a awareness-raising has yet to reach target of women’s campaigns in the implementation of participation at DGM’s targeted either component. 50% - this is higher project areas during than any other project preparation. capacity building Capacity building gender target sessions on the among existing DGM, including DGM projects. what it is and how to Component 2, submit a subproject focused on sub- proposal, will target granting, set a women specifically target for women alongside other or women’s stakeholders. organizations to lead 50% of subprojects. Republic of Component 1 of Women and The target is 50% in No data yet Congo DGM Republic of women’s groups both components, Congo, focused will be targets for but the project on subgrants for capacity building has yet to reach income generation on leadership and implementation of opportunities, will entrepreneurship either component. target 50% women development. Both beneficiaries. men and women Component 2 on will be engaged capacity building in GBV awareness has a stated target training. Women-led of 50% women entrepreneurship benefitting from will be an important trainings. subproject focus. 58 Methods used to integrate gender into subprojects, and corresponding results Subproject Specific outreach Results: projects Results: % design during subproject that are women- of women specifications design and/or led or women- beneficiaries (all and processes implementation focused* DGM activities) Nepal The project is DGM Nepal No specific target No data yet designed to narrow builds off gender is yet identified gender gaps gaps identified and the project by (a) creating in extensive has yet to reach opportunities for consultation carried implementation. women to benefit out by the FIP directly from value Forests for Prosperity addition to forest project and the products; (b) REDD+ Readiness providing forest use project. and management rights to women- led households; (c) promoting female IPs and LCs leaders; and (d) building the knowledge and skills of women in both informal and formal institutions, through participation in capacity-building activities. Guatemala 30% of livelihood Specific/tailored The target is 30%, No data yet + food security technical assistance but the project subprojects should for women during has yet to reach be led by women proposal design and implementation. or women as the implementation; majority of direct team will include an beneficiaries. Indigenous women’s specialist. * There is no standard DGM definition of women-led or women-focused. The study team’s working definition of ‘women-led’ is woman/women designed and led implementation of the project; ‘women- focused’ is a project where women are the primary beneficiaries or where project benefits relieve/ address challenges that are unique to women (e.g., community water provision). 59 DGM country projects chose to either set decrease this target to 30%. However, they a target or scoring criteria to account for determined it is better to aim high now: “It’s gender. As Table 3 describes, six countries used good to start strong always.” or plan to use outcome targets ranging from 30% to 50% of approved subprojects being DGM projects that did not initially include awarded to women-led or women-focused gender targets in their design later realized proposals (i.e., Ghana, Côte d’Ivoire, Republic the importance of such targets and of Congo, DRC, Peru, Guatemala). The other altered their approach. In the DGM Peru five projects focused on scoring criteria and project design, there was initially no quota proposal selection processes to reward strong or mechanism for prioritizing women-led gender commitments (i.e., Indonesia, Brazil, projects, nor any specific outreach to women Burkina Faso, Mexico and Mozambique). about the process. Following the initial call for proposals where only one woman-led project was submitted, the project reconsidered its Targeting approach for approach regarding women’s engagement. women-led or focused The project began to include a specific allocation for women-led projects ($500,000) projects and training specific to women. Because the DGM calls for proposals and training For half of the DGM country projects, opportunities were not reaching all Indigenous subproject-level gender targets were seen as women due in part to lower literacy levels necessary to ensure reaching enough IPLC among women as well as bottlenecks in women. In Ghana, for example, establishing a information sharing by male community quota for women-led or focused projects was leaders, the NEA realized that it was necessary “probably necessary for rural Ghana…without to go directly to the communities to reach that targeting we would not have reached as women. A stakeholder engagement plan many women,” explained a key World Bank was developed that involved women-led expert. This is due, in part to women’s lack organizations in spreading the word and of experience, capacity, and skills to define a encouraging women-led proposals. During the project and fill in a proposal. The NEA met this second and third rounds of applications, the challenge by filling in the form on behalf of number of women-led projects significantly proponents who could not write, but even with increased due to this strategy and exceeded this support, many women were still hesitant the established target (25), with the successful to put a project forward. Despite an ambitious outcome of 28 total women-led subprojects target, with proactive and creative efforts to funded. Likewise, the DGM DRC project overcome challenges and barriers, the project recently (as of SAR 11) introduced a target of still fell a bit short of the 50% target with only 35% of subproject benefits being directed to 42% of projects targeting women. Likewise, in women-led households. It is unclear whether Côte D’Ivoire, subproject targets represent an this target will be applied retroactively to important gender-responsive design measure. previous subprojects. Currently in a very early phase, the project has established an ambitious requirement Most of the newer cohort of country projects that there be 50% female beneficiaries across are opting for gender targets, with more all project components. One World Bank ambition than most in the first cohort. While expert noted that the figure is ambitious and DGM Republic of Congo has not yet begun that there have been multiple suggestions to implementation, the project has some of the 60 strongest elements of gender-responsiveness Scoring criteria at the design phase, with a target of 50% women beneficiaries in the subprojects. Scoring criteria for women’s effective DGM Guatemala is proactively responding to participation and leadership in subprojects is gender considerations by targeting 30% of the another effective mechanism to strengthen livelihood and food security subprojects to be gender equality outcomes under DGM led by women or be designed so that women projects. This method was more attractive are the primary direct beneficiaries. Likewise, than quotas to some country projects because Côte d’Ivoire has set a 50% target for women- it was seen as more transparent. Instead of a led subprojects. set-aside, this approach awarded projects that were stronger because they had integrated gender. For example, DGM Mexico gave additional points to any proposal with women leaders or with an active share of women participants. It is reported that this method was Photo: DGM Burkina Faso/ Meerim Shakirova, 2020 61 very much appreciated by the NSC because this success in part to longer term efforts on it is very clear, quantitative, and transparent. the part of government and CBOs to build This method also encourages gender to be and support women’s associations. When the integrated as a theme across all projects, rather DGM project began, many strong women’s than just focus on women-led projects. For associations already existed which had had example, DGM Burkina Faso assigns up to 40% some training in project conception, proposal weight to proposals that have addressed a development, and project implementation. “gender approach and community involvement” which both incentivizes women’s organizations to apply and encourages other organizations 4.3.1. Comparison to be thoughtful in how they address gender. of subproject design As a unique example, DGM Mozambique elements requires that CBOs must have a minimum of 30% women in their membership in order to In addition to the quota vs. scoring approach, qualify for subproject support. However, there DGM country projects incorporated are no clear measures to ensure that women different design elements to advance continue to remain among those organizations’ gender outcomes. Table 4 describes these membership after this initial phase or require elements, based on a review of DGM project that they equally or equitably benefit. documentation and interviews. This list is indicative of the diversity of country con texts A positive enabling environment, combined and the changing weight of gender in the with scoring criteria, can be helpful. In safeguard and climate policy mandates of the Burkina Faso, which has a large percentage of World Bank and national governments. women-led subprojects (81%), the NEA relates TABLE 4: SUBPROJECT GENDER DESIGN ELEMENTS DGM subproject gender design elements Gender/social specialist on the WB Project Team during design process Gender analysis during project preparation Interim NSC has some women representatives to guide design process Defined gender strategy, including clear definition of indicators: (e.g., gender affirmative action’s such as a quota, male and female NSC co-chairs, dedicated funding targets) Separate consultations with women stakeholders to define benefits (e.g., focus groups) Gender champions on NSC Gender champions and technical skills on NEA team NEA held to gender goals/receive gender support and accountability from organizational network Quotas for women-led/women-focused subprojects (and related performance indicators) GRM design is gender-responsive Design of subproject proposal criteria revised to be easier for women to access and fulfill requirements 62 DGM subproject gender design elements Gender scoring is part of proposal review/ranking system Operations Manual (reflecting gender design commitments) is publicly disclosed Proactive and culturally appropriate outreach/awareness raising/recruiting of women applicants (visual, verbal communication for non-literate) Tailored training & proposal writing support for women applicants Creating a simplified proposal process (that didn’t require community consent, land tenure, or a full proposal upfront) Gender advisor (consultant or staff person) to assist proposal scoring Targets for women-led/women-focused subprojects (and related performance indicators) More than two ISRR indicators that are sex disaggregated Public reporting on meeting or not meeting gender targets, including grievances (e.g., ISRR, other publications, quality of SAR reporting). Featured reporting and dissemination of gender outcomes (in SAR, project website, other) Formal analysis of gender targets at mid-term review to validate process Evidence of adaptive management/learning/corrections Sustainability plan - dedicated follow-on plan or exit strategy for women Formalized or dedicated support to community group/network or new group that secures women’s leadership. Integrated focus on linking subproject/project results to larger funding/institutional processes Reporting on sustainability of gender results Evaluation of subproject gender impacts Gender ambitions of second-cohort country finalized) makes numerous references to projects are generally stronger than those gender throughout and outlines a detailed of the first cohort. This is likely due to a training approach that seeks to respond to number of factors, including a changing drivers of GBV that are associated with climate policy environment in which gender ambition change impacts and environmental projects was raised and lessons learned from the which may inhibit meaningful participation. first cohort. For example, the DGM Republic It is evident that local gender and social of Congo project engaged a World Bank dynamics have been thoroughly considered gender and environment specialist who in the context of this project. Similarly, ensured strong alignment of the project to DGM Guatemala is proactively responding the World Bank’s gender strategy pillars. As to gender considerations, in part as a result a key component of the gender-responsive of lessons learned from the early efforts of design, there are strong gender targets (50%). DGM Peru. Their target of 30% women-led The draft project paper (currently being or focused projects will be accompanied by 63 specific technical assistance and outreach to specific objectives to narrow gender gaps both women and men to ensure knowledge identified in those ESAs. To illustrate these of the project and support in designing and differences, Figure 6 attempts to place DGM implementing strong subprojects. country projects’ subproject design on a gender continuum. Countries in black have Likewise, DGM Nepal had the benefit of ongoing subprojects and those in blue have building on gender outcomes not only from yet to implement. The criteria distinguishing the first cohort of DGM country projects, respective gender subproject strategies but also from the World Bank‘s Forests inform their placement between the gender for Prosperity project and Nepal‘s REDD+ opportunistic and gender-transformative Readiness project, two forestry projects end points. It should be noted that Figure running concurrently to the DGM in Nepal. 6 represents gender strategy only for Building off Environmental and Social subprojects, not the entire country project (i.e., Assessments (ESAs) conducted under both it does not con sider capacity building outside those projects, DGM Nepal set ambitious and of subprojects or the gender parity of the NSC). FIGURE 6: DGM SUBPROJECT GENDER STRATEGY CONTINUUM Countries who have begun implementation DRC Indonesia Brazil Congo Peru Burkina Faso Guatemala Countries who haven’t begun implementation yet Mexico Ghana Nepal Mozambique Cote d'Ivoire Neutral / Blind Sensitive / Responsive Transformative Gender is not Informed Gender is considered in Gender is examined, considered at all in Gender is considered in the rationale, design, analyzed and evidence project design, the project rationale and methodology and built to inform practical delivery addressed in the analysis of the project and structural change methodology but no and is used to inform action delivery DGM PROJECT EXAMPLES: DGM PROJECT EXAMPLES: DGM PROJECT EXAMPLES: • Gender nominally • Gender earmark / scoring • Ambitious gender goals, considered but not a system for subprojects targets, actions that project priority • Gender advisor / sta address identfied gaps • No / low gender targets, • Clear gender goals, • Detailed, measurable goals, quotas indicators/targets gender action plan with • Work within structural SMART indicators • Proactive constraints outreach/training and • Challenging structural • Undefined / vague gender support to women boundaries gap • Lasting gender norm • Indicators don’t measure change at the community gap change, not SMART / society level • Clear line of sight for support beyond DGM 64 Photo: DGM Indonesia/ Bastian AS, 2019 These placements are made as objectively haven’t yet begun implementation) are placed as possible, but there are still many nuances farther towards the ‘transformative’ side of the that are difficult to capture. How explicitly continuum, and this is likely due to several of and adequately gender is formally integrated factors: into different functions of a subproject delivery system is also relevant for the definition of • The newer projects have had the a DGM country project placement along opportunity to learn from the older this continuum. While some DGM country projects. projects have robust transformative objectives, such as land tenure (Peru, Indonesia, DRC), • Monitoring and knowledge management it is not always clear that improved tenure is around gender has changed substantially an automatic benefit for women and men from early DGM to today (as discussed in equally if not specifically planned for. Gender section 4.5). responsive and transformative strategies look more carefully at this assumption and assess • Gender discourse and accountability has and plan for the risks and opportunities that also increased during this time at a broader may or may not deliver equal benefits for both scale within the World Bank, CIF, and men and women. This figure clearly shows among the general climate and forestry that newer countries (those in blue, which community (as discussed in section 4.1) 65 4.3.2. Case study snapshots Comprehensive gender strategy led to household and community gender norm change in a DGM Ghana subproject. DGM implemented individual, community, and CBO subprojects in the village of Koradaso with a thoughtful and robust gender strategy that included targeted capacity building, gender-sensitive communal decision-making, gender expertise on staff, and targets for women-led projects. Interviews with women and men reveal results in terms of increased income for women, but also changes in household dynamics whereby men were taking on more responsibility so women could participate in the more lucrative project activities. In addition, changes were observed with more women taking leadership positions in community organizations and groups. Forest access and use rights increased women’s income, voice, agency, and leadership in DGM Indonesia. The Sabrang village subproject in East Java exemplifies efforts by DGM Indonesia to support communities to acquire their Surat Keputusan (formal decree) for forest access and use rights that directly benefitted 1,400 households. The subproject then guided the forest management plan, which explicitly prioritized widows, the elderly, and the poor in the designation of plots. This was an intentional design decision of the community, meant to address the subproject objective of reducing inequality in the community. With more secure access rights to the forest and improved incomes from forest farming, Sabrang women reported increased income from forest crops used to pay off debts and pay for household needs, a feeling of long-term security and safety, an increased ability to voice opinions and needs, and more respect from male community members. 66 Some success, but a missed opportunity for stronger gender outcomes in DGM Peru. A fish farm in the Awajún community of Nazareth in the Amazonas region was one of the second-round livelihoods subprojects awarded following the elevated focus on reaching women. The project had been handed over to the women by the male authorities who had secured the DGM funding initially, but lost interest in it. Interviews with leaders of this women-led subproject indicated that it generated few additional economic or training benefits and the benefits that were generated appeared to be unevenly distributed among the cohort of women operating the subproject. Despite supporting the formation of a legal women’s producer organization and possibly influencing the recent election of a woman as village Vice-Apu, the project seemed unsustainable and had done little to change gender norms in the community. 4.3.3. Land tenure and The DGM-DRC took a community-level approach that privileged Indigenous rights, gender in DGM subprojects where gender was not identified as a primary focus, although a target was set for 30% of Secure land rights for women (ownership, the beneficiaries to be women by the end of access, use, control and involvement in the project. Prioritizing the participation of governance over decisions) are seen as Indigenous Peoples in the land tenure reform critical for successful and equitable REDD+ and land use planning reforms and the review initiatives. If designed well, DGM subprojects by the National Assembly of the Law on the can help provide women with enhanced rights of Indigenous Peoples reflected a access to rights to lands and resources. This priority on wholesale enabling conditions for is especially the case when communal rights Indigenous empowerment within which men are granted in places where customary rules and women were expected to benefit equally. are supportive of tenure/rights for women Similarly, in Peru the primary focus was on and where external actors may influence local achieving ambitious targets for the recognition rules to include women. Across the DGM in native communities, and the demarcation portfolio, several country projects (Indonesia, and titling, of 780,000 ha of Indigenous land—a DRC, and Peru) focus specifically on securing priority of both Indigenous confederations land tenure at a community level. Through driving the project. policy advocacy, training and subproject orientation, these projects prioritized IPLC Collective land tenure arrangements that tenure security at the community level through formalize land tenure of IPLCs is critical for the recognition, demarcation and titling of exercising their economic, cultural, social and collective Indigenous lands. political rights. A global analysis conducted by 67 Rights and Resources Initative in 2015 covering participation in this process compared to 64 countries and 82 percent of global land men’s, and their ability to make decisions area found that Indigenous Peoples (IPs), Local regarding forest use following the procurement Communities (LCs), and Afro-descendants of a community land title is an important (ADs) only legally owned 10 percent of this distinction to make.” (World Bank, unpublished). area and held designated rights to a further However, this view does not necessarily take 8 percent (RRI 2020). However, these groups into account existing gender biases within the have been exercising customary rights over 50 community that can restrict women’s access percent of the global land outside of Antarctica through the internal allocation of collective RRI (2020). Therefore, improving collective land use rights. As Salcedo-la Viña & Giovarelli land tenure and legally recognizing IPLC’s (2021) explain, women play key roles in community lands are of critical importance collective communities, yet generally they face for IPLCs as well as for climate goals as legally many barriers to securing land rights, including recognized community lands store more gaps in the laws, weak implementation, lack of carbon, have lower emissions, and lower knowledge of rights, and discriminatory cultural deforestation rates than lands owned by other norms and practices. actors (RRI 2020). Collective land tenure regimes should not assume gender inclusion but should include proactive measures to achieve gender equality based on the particular country circumstances. It is critical to ensure that collective land tenure arrangements consider gender equality considerations upfront and enable women’s equal ability to influence decision-making regarding the use of collective land. IPLC women are already face overlapping forms of discrimination and exclusion due to their intersecting identities. Patriarchical local institutions and decision-making processes exclude women from ownership of, and access Photo: DGM Burkina Faso/ Wend Tonté Apollinaire Kabore, 2020 to, critical resources including land (IWGIA 2020: 21). When assessing the benefits for women from improved land tenure security, the overriding assumption is that because women make up one half of communities and Indigenous groups they therefore will equally benefit from communal land title. For example, the Peru NEA outlined the ways in which the community as a whole benefits from territorial security, something they have been fighting for over decades. According to gender research into the Peru project, “all community members are considered to benefit from land titling equally, but there are differences in women’s 68 Land titling and gender-based violence in Peru The process of titling itself can reveal the gender roles assigned to men and women in carrying out the work that leads to recognition and titling. In Peru, securing collective title to over 340,000 ha of Indigenous lands for over 100 communities was a singular priority of the DGM Saweto program. The process of land titling involves groups of men, called ‘brigades’ that travel from their communities to regional centers to handle the logistics of land titling. Women often accompany these brigades as cooks. Women expressed interest in being more than cooks, but rather being the front-line leaders of the field brigades that carried out the land demarcation work for weeks at a time in remote areas. The benefits involved not only involved remuneration, but status as a community representative charged with engaging other community leaders and resolving political disputes. The challenges for women in being involved in the titling work can include increased risk of GBV as a result of challenging and dismantling unequitable gender norms. In Peru, women faced the tradeoff between GBV risk and the opportunity of increased proj ect job opportunities regarding the land titling brigades. As one key expert observed: “ Because the national steering committee of the project was mostly men, everything was seen in terms of numbers, but not how women should participate. With implementation we realized that there was a lack of strategies to involve women. Participating in the assem- bly is not like participating in decision making. When we started in the field, we realized that a series of omissions had been made. Women are not involved in territorial decision-making - only as “cooks or companions.” Men said they did not want to join a land regularization brigade that would be in the field for more than a month because their “physiological needs as ” men” were not being met, elevating fear that “men might misbehave in the field. When the NEA reviewed the minutes of meetings for how decisions were made, it was noted that few women were participating. DGM Peru developed several measures to prevent GBV risks related to women’s increased participation in land titling. In order to ensure that project supported land brigades conducted their work in the field without risks associated with men’s behavior toward women, a field protocol was developed that restricted woman from joining the brigade and included measures to avoid men in the group being involved in any way with women in the host communities. An expert observed the complexity of the issue and the potential for conflicts between communities. “There is violence against women in the communities. But men from the community do not allow it to be done from the outside.” The NEA socialized these protocols and at a minimum, the project established expectations for conduct. 69 Photo: DGM Mozambique/ Virgílio Conjo, 2019 In practice, the distribution of the benefits Other DGM countries also mentioned that derive from tenure security hinge land tenure as an obstacle to project on internal customary governance and implementation, especially as related to gender norms. The diversity of customary women. In Ghana, for example, where women arrangements that govern informal access and (and particularly migrant women) do not have use rights of collective tenure in IPLC territory land tenure, they struggled to participate in and communities will dictate the power that longer-term subprojects such as agroforestry. women have in these decisions. Assessment Recognizing this, the project pivoted to also of the enabling conditions of matrilineal include gardening as a subproject – something and matrilocal systems is fundamental for shorter term that didn’t rely on land tenure. In understanding and enhancing women’s Mexico, land tenure rights for women under ability to make decisions regarding forest use the customary system was so challenging an following the procurement of a community issue that the project didn’t attempt to address land title. These underlying benefit-sharing it. Likewise, in Nepal, despite recognition that factors related to land tenure are important women’s land tenure was a significant barrier distinctions to explore further. to women’s economic empowerment, the NSC declined to make this a priority topic. As a female NSC member explains, “removing this barrier requires a land rights campaign to change policy, which is very conflictive. We tried including this focus within the DGM, but government resisted. If we can’t solve this barrier, how can we really support women?” 70 4.4. Capacity building: Engaging women, gender balance, and thematic discussion during trainings, workshops, skills-building events 4.4.1. Capacity building at In DGM Ghana, the project conducted capacity the DGM country project building activities separately with women level and men, recognizing that in mixed groups (especially those where a male leader was Capacity building is a requirement across present) women were largely silent. Their all DGM country projects, recognizing that efforts also included taking into account the awareness raising about climate change, times of day when women and men had more forest management and REDD+ is a critical free time – women in the early part of the day first step to changing behavior, as well as before heading to the fields, men in the later the importance of technical assistance to afternoon once they’d returned. The project develop and execute strong subprojects. also utilized the local Queen Mothers—women Given the wide variety of project priorities leaders who are well respected—to influence and gender and social norms pres ent in DGM other women. By training and engaging the project sites, capacity building efforts are Queen Mothers, they were able to encourage diverse. Many projects reported challenges in other women to participate in the project. In reaching and engaging women at the same addition, the NEA provided tailored training level as men and developed creative and materials that were engaging and relevant to culturally appropriate ways to try to overcome participants, which further encouraged their some of these challenges. participation and retentiont of information. The NEA provided childcare themselves so that Many DGM country projects delivered new mothers could fully engage in the sessions specific capacity building to support gender without distraction from children. Similarly, integration and women-led/focused DGM Mexico targeted communication and subprojects from the beginning. DGM information about the subprojects to women Indonesia engaged a dedicated gender advisor and women’s organizations through special to work with organizations and communities events, as well as providing social promoters looking to submit subproject proposals to to work closely with proponents to create strengthen their gender sensitivity capacity technically sound proposals. In this way, the and ensure that subproject proposals included DGM Mexico found a way to achieve one of a target of at least 30% women beneficiaries. the highest rates of women-led proposals DGM Burkina Faso provided targeted capacity being awarded by a DGM funding program, building support for women to develop and despite an NSC that had few women leaders. submit their subproject proposals, as well as ongoing capacity building once their project The DGM Brazil project integrated had been selected. This support included targeted training for women as part of the business plan trainings, managing equipment, Capacity Building Plan in the project. The and processing NTFPs. In this way, the capacity DGM Brazil project had one of the largest building was able to address illiteracy, one capacity building components ($1.3 million) of the main barriers that women faced in and provided training on a wide variety of accessing DGM benefits. topics. In late 2020, DGM Brazil launched a 71 women’s empowerment training course for Although it is not yet in implementation, women leaders of traditional, Indigenous DGM Republic of Congo has a robust and Quilombo communities, designed by capacity building plan that seeks to support women on the NSC and representatives from trainings on a range of management and subprojects. The aim was to promote women’s technical skills with a 50% target for female role and leadership in various spaces, with an participants. Topics include capacity building overall focus on gender equity in leadership. for NSC members, grant proposal trainings, It centered on providing women and men entrepreneurship skills, NGO capacity with the same benefits and conditions of building, technical skills in conservation, participation in the subprojects/networks ecotourism, and literacy. The DRC project, supported, enabling the construction of which emphasizes literacy training as a general an inclusive political organizational space, capacity building effort, reports that 63% of and valuing the role and contribution of participants are women. Interestingly, the Indigenous women, Quilombos and traditional project also reports that the women who communities in biodiversity conservation. participate in capacity building activities are Course modules addressed how to speak consistently the same subgroup of women up and occupy the public spaces and how (while men tended to be new each time). This the community can organize themselves to resulted in a subgroup of women getting the better support women. One expert reflected in information repeatedly (and some of those retrospect on the importance of such training, women becoming very knowledgeable and stating, “If we’d thought of it earlier, it would strong as a result). As literacy is often a critical have been better to have included it from the skill for full and effective participation and very beginning as one of the first activities.” leadership, providing this type of capacity building is helpful for both women and men. When designed well, general capacity building efforts can be an important place to Comprehensive M&E would provide further introduce gender issues among both male comparable information on capacity building. and female participants and build important Gender disaggregated participation in all leadership skills in women. Within DGM capacity building efforts is not a common Mozambique’s general capacity building efforts indicator across DGM country projects and so around community governance there are it is challenging to present or compare these specific components related to participation gender results at a portfolio level. and benefit-sharing that advance the principles of fairness and equality in the decision-making process and support women’s engagement. Integrated into these more general capacity building efforts, a specific training module called the Gender Action Learning System (GALS) will soon be adopted to address inequalities at a household-level across DGM project communities, which will be linked to the project’s overall capacity building efforts. The trainings touch on gender equality issues such as how household tasks are divided at the family level and transparency in how household incomes are managed and used. 72 4.4.2. Capacity building While none of the events reached gender at the global and regional parity, nearly all of them were close to, or over, the 30% threshold (mentioned in a level previous section). Because the NSC and GSC members make up a large majority of Participation in the global and regional participants it skews the balance of eligible workshops and exchanges is determined by invitees toward men. The GEA has actively the GSC in coordination with the National invited Indigenous women leaders to attend Steering Committees (NSC), which nominate the exchanges (particularly regional exchanges) participants based on certain criteria. In the as non-DGM participants; typically, 25% of invitation to the event, the Global Executing invitees are from non-DGM countries. The Agency encourages gender balance in NSC second phase of the GEA has set a target of nominations. However, given the varied 50% women participants in exchanges which, challenges that IPLC women face in gaining when compared with previous exchanges, will the knowledge and experience as explained in require even more proactive and creative above sections, it is not surprising that women’s solutions. The current virtual format required attendance is consistently below men’s for COVID-19 restrictions may also offer attendance at all exchanges. Figure 7 below flexibility to reach gender parity. illustrates female participation in the regional and global exchanges organized and funded by the Global Executing Agency in support of the DGM Global Steering Committee. FIGURE 7: ATTENDANCE AT DGM EXCHANGES Attendance at DGM exchanges 30 25 20 15 34% 32% 10 28% 28% 39% 19% 26% 36% 33% 5 0 Africa Global Asia Americas Africa Global Asia Americas Global exchange - exchange - exchange - exchange - exchange - exchange exchange exchange - exchange Burkina Faso Morocco Thailand Brazil Ghana Germany Indonesia Peru Poland 2016 2016 2017 2017 2017 2017 2018 2018 2018 Men Women (Source: GEA) 73 Photo: DGM Mozambique/ Virgílio Conjo, 2019 Aside from attendance, content is also an The new Global Learning Fellows is an important measure of gender integration initiative meant to strengthen storytelling, at knowledge-sharing events. In reviewing shared learning, and knowledge exchange agendas and reports from each of the across the DGM network so that IPLCs can exchanges, the first time that gender was learn from each other’s best practices. Gender specifically included as a thematic working is one of the possible themes of the fellowship. group topic was the Ghana exchange in 2017. The GEA received a total of 11 applications Since then, the GEA reports that a gender from women and eight from men. The focus continued to be included, particularly selection process resulted in six women and in the regional exchanges, and that at least two men receiving the fellowship. Of those, one working group was focused on gender two will focus directly on gender and two at each event or was a mainstreamed topic indirectly. throughout. 74 4.5. Monitoring: Portfolio and project monitoring The process of setting and reporting on 3. Percent of participants in the capacity gender-related indicators is critical to track development activities with increased role progress and ensure accountability to a in the FIP and other REDD+ processes at project’s intention. This study highlights local, national, or global levels. the plans, progress, and achievements of mainstreaming gender in the DGM, however 4. Percent of grievances registered related based on available documentation, the actual to delivery of project benefits that are official monitoring of gender outcomes is actually addressed. lacking. This observation underscores an important lesson: Without an early agreement The precise framing of the indicators is not on how monitoring and evaluation will capture consistent between country projects, and the efforts to mainstream gender, the absence not every country project has been required of more than minimal indicators (beneficiary to report on each of these indicators. Due to estimates) reduces the reliability and accuracy this situation, the aggregated figures do not of all other claims of success. Hence, the necessarily represent the cumulative progress lesson is that despite the efforts of the GEA, of the DGM as a whole. It is notable that only World Bank, CIF and others, translating gender- one of these four core indicators is designed transformative objectives into systematic to disaggregate by gender, and even then, the and meaningful accountability was a missed most recent semi-annual report (11) doesn’t opportunity. report cumulative disaggregated results. It would certainly be interesting to disaggregate (at both country and portfolio level) the other 4.5.1. Portfolio-level indicators, which could illuminate some useful monitoring information for adaptive management. At the portfolio level, there is a set of four The weak performance on gender reporting common indicators that are aggregated from stems from lack of stringent requirements country projects. These indicators were agreed during DGM design. The GEA explained that in 2017 between the GEA and the GSC as part the importance of gender reporting wasn’t of the approved DGM Program Monitoring and sufficiently explicit during the early stages of Reporting Plan. the DGM, focusing simply on collecting sex- disaggregated data. In retrospect, that wasn’t 1. Percent of subprojects that successfully enough, and ambition has been raised with completed and achieved their objectives more focus on building gender into different which are consistent with FIP objectives. processes. This can be observed in the ambition of the second cohort DGM projects. 2. People in targeted forest and adjacent communities with increased monetary Beginning in mid-2019, a significant shift or non-monetary benefits from forests, occurred in reporting on gender at the disaggregated by gender. portfolio level (Figure 8). While there were certainly gender-related activities occurring in 75 DGM country projects which predate this shift on governance (NSC and NEA selection) (e.g., in Peru, Ghana, Burkina Faso, Indonesia), and process (broad decisions on how the the annual reports only begin collating and components of the projects would be reporting on gender as a cross-cutting issue approached). With greater reporting on at this time. In the first two reporting years subproject selection and implementation, (2016 and 2017) ‘women’ appeared in reporting opportunities to focus on the role of mostly in relation to NSC composition. women also increased. Between 2018 and 2020, substantial reporting increased on gender and women related to • In addition, the GEA’s reporting requests project activities, exchanges, and trainings. It around gender changed during the is notable that in the 2019 and 2020 reports, course of the DGM to more explicitly ask gender was featured as a primary cross cutting about gender progress and outcomes. issue, with the topic being front and center in While some questions related to sex- the 2020 report launch activities. This change disaggregated monitoring were asked likely occurred for several reasons: from the beginning, it was not until SAR 4 that a specific section on gender was • What could be reported from a gender incorporated into the reporting structure perspective became more substantial that was meant to capture more qualitative as subprojects came online. In the early and broader information than just the stage of DGM project start-up the focus is number of men/women benefitting. FIGURE 8: NUMBER OF TIMES ‘GENDER’ AND ‘WOMEN’ ARE MENTIONED IN DGM ANNUAL REPORTS 100 90 86 80 67 70 60 50 40 30 25 22 20 20 13 10 6 4 0 1 0 2016 2017 2018 2019 2020 Gender Women 76 According to the GEA, the content in reports 4.5.2. Country project-level (which is gathered through a targeted monitoring questionnaire to NEAs) is largely driven by the CIF and GEA interests. Over the years, At the national level, gender reporting by questions to NEAs have changed as projects NEAs in the SARs has been uneven and evolved. During the early stages of project incomplete. Table 5 provides the available design and start up, gender-related data was information on sex-disaggregated indicators largely restricted to NSC activity (meetings, reported in the official supervision reports trainings, communication). As project (ISRRs). Although several countries have implementation involved calls for subproject not finalized their results frameworks, the proposals and greater engagement with direct overall observation is that monitoring at the beneficiaries, there were substantially more country project level is not consistent across gender-related stories and outcomes to report. all projects, and sex-disaggregated reporting is rather limited. No country has more than 2 The most recent semi-annual report (SAR 11) is of 10-12 results indicators reporting gender- the first where projects are asked to report on sensitive results. Interestingly, where targets the number of subprojects that are women- are defined, most have been met or exceeded, led or women-focused. The GEA reports suggesting that targets were perhaps not that these reporting requests have been an ambitious enough. important driver for encouraging projects to think about gender and that, while results are Unclear definitions inhibit project teams wide ranging, the exercise has been helpful in from knowing what, and how, to count and bringing the issue of gender to the forefront. report. While determining whether a project The GEA notes that the transparency of data is ‘women-led’ or ‘women-focused’ may be and consistent discussion also slowly change simple for individual subproject grants (such the dialogue on gender. as in Ghana), it becomes more difficult for subprojects led by communities, Indigenous Peoples Organizations (IPOs) or CBOs. The fact that there was never a set definition of how to count these types of subprojects mean that the data is difficult to collect retroactively and compare across or within country projects. 77 TABLE 5: GENDER PERFORMANCE INDICATORS DGM country project sex-disaggregated performance indicators DGM Country Indicator Actual Target Project Burkina Faso Direct project beneficiaries (female) 60% 40% Forest users trained (female) 62% 10% DRC Direct project beneficiaries (female) 43% 30% People in forest & adjacent community with monetary/non- 28% 30% monetary benefit from forest (female) Brazil Community based subproject beneficiaries (female) 51% 30% Female subproject beneficiaries satisfied with the Technical 30% 50% Assistance provided by the project Ghana Percentage of women/women migrants (of total grantees) that 42% 50% execute subprojects. Indonesia Participants who benefit (monetary or non-monetary) from 34% 30% livelihood-only grant activities, disaggregated by gender Participants in consultation activities during project implementation 30% 30% (female) Peru Intended beneficiaries aware of project information and project 43% 37% investments (female) Direct project beneficiaries (female) 48% 50% Mozambique Share of women among community subproject beneficiaries N/A Mexico Share of targeted Local Community Promoters with improved 70% 80% capacity supported by the project (female) People in targeted forest and adjacent communities with increased 28% 20% monetary or non-monetary benefits from forests (female) Source: DGM Country Project ISRRs (mry); SAR–11 Brazil - In future reporting, a revised indicator will be “number of people trained in management of their territories and natural resources” disaggregated by gender. 78 Photo: DGM Brazil/ Nivea Martins, 2019 5. DGM ON THE PATH TOWARD GENDER- TRANSFORMATIVE CHANGE 79 The progression toward gender- It should be noted again that the diversity transformative change, as presented in of DGM project countries results in differing this study’s analytical framework (Fig. 2), starting places or baselines for women across is a useful way to analyze the tangible and the DGM. The complex and interlinking threads intangible impacts that the DGM projects of gender and social norms and stereotypes, may have had on influencing gender- existing inequalities in education, political transformative change at the individual, leadership and representation, economic household, and societal levels. This section access, and the country’s legal frameworks draws heavily on the four case studies, as (among other factors) contribute to differing well as informa tion from the desk review to environments in which the DGM operates. lay out how the DGM has contributed to the This context variation influences the type of four stages: (1) individual resources leading interventions, how they are designed and to (2) individual change in capabilities leading delivered, and how effective they might be. to (3) systemic change in informal norms Therefore, the milestones toward gender- & exclusionary practices and finally to (4) transformative success might look quite systemic change in formal rules & policies. different from one country or subproject to another. Photo: DGM Peru/ Segundo Chuquipiondo Chota, 2019 80 5.1. Stage 1 - DGM inputs have provided assets, skills, and capacity building to women. DGM inputs have clearly provided assets, the results are more evident. In some country skills, and capacity building to women projects (e.g., Burkina Faso and Ghana) beneficiaries. These inputs consist of the women’s leadership and empowerment was actual activities and funding that were clearly a top-line priority. Conversely, we see directed to women, women’s groups, and in the examples of Peru, Mexico, and DRC, projects and capacity building where women where gender was not a top-line consideration benefitted. Through subproject funds and in the beginning, a need to redesign how capacity building, many DGM projects inputs are distributed to reach more women. directly contributed to improving women’s Arguably, this adjustment cost time and economic achievements (both individually money, and could possibly have been avoided and collectively) and supporting access to by taking a more gender-responsive approach and control of productive assets. These from the beginning. inputs range from technical skills in project management, climate change, agroforestry & With those proactive and targeted efforts, agro-processing, conservation and territorial DGM country projects reported an increase management, business development, policy in the participation of women in trainings and advocacy, and education/literacy, among as subgrantee recipients over time. There was others. significant growth in women-led initiatives and their participation in trainings, governance, The design and delivery of DGM subprojects and subproject coordination (DGM SAR 11). Of and capacity building were the primary areas the vast number of investments that promoted that DGM projects exercised some control in the piloting of IPLC led climate solutions in influencing gender-transformative change. both adaptation or mitigation, an estimated The DGM gender theory of change suggests 24% of all subprojects were led by women or that project teams (World Bank, NEA, NSC and, focused primarily on implementing the ideas to varying degrees, the Government) made and efforts of IPLC women. Women represent deliberate choices regarding how, and the 25% of all National Steering Committee degree to which, gender would be considered members. Where project beneficiaries are sex- through design choices related to training disaggregated, women tend to benefit less content, quotas, targeting or scoring criteria than men, but this gap may be closing (DGM for proposals and NSC composition, provision 5th Annual Report, 2020). of technical assistance, design of training materials, investment in gender expertise and The case studies provide specific examples, assessment, adoption of and reporting on in greater detail, about how these inputs results indicators, etc. have positively influenced women’s income and assets, skills, and knowledge. In Ghana, Ensuring that women benefitted equitably women’s engagement in trainings and and directly from DGM initiatives required learning about climate-smart agriculture has proactive and targeted efforts. Where there resulted in more environmentally sustainable was greater planning for gender outcomes, agricultural practices and the planting of new 81 crops. This allowed them to diversify their banks. In Peru, the handover of a fish farm cash sources, resulting in a modest rise in subproject from male to female leadership income and savings and an ability to better helped galvanize an alternative solution to food manage income, expenses, and time. In insecurity after an oil spill contaminated the Indonesia, where a DGM subproject helped a community’s primary water source (although community receive formalized forest access in this case benefits were not shared equally and management rights, women farmers among women participants and may not have have been able to cultivate crops within the improved household income for all but a few forest, increasing their income and ability to with access to markets). access business lines of credit from the local Photo: DGM Burkina Faso/ Meerim Shakirova, 2019 82 5.2. Stage 2 - These inputs have contributed to enhanced voice & agency for women. The economic and knowledge gains for supported them to be more informed and women supported by the DGM enhanced feel qualified to give their opinions in public. their ability and the power to engage in, and A woman reported in the trainings that “they influence, decision-making at multiple levels. teach us how to talk with dignity and straight This area of change includes skills and resources forward, they teach us how to talk assertively.” to compete in markets, securing fair access to In Peru, while there was likely some missed economic, social, and political institutions, and opportunity for greater voice and agency due improving intra-household bargaining power. to the project being designed without their The case studies have identified many examples participation, the women reported feeling of how involvement in DGM has contributed to empowered. women’s capacity to speak up, be heard and be present to shape and share in discussions, and At the NSC level, an expanded role for women decisions that affect them (raising their voice). enhanced their legitimacy and leadership The study has noted references to women’s skills before new, larger audiences and enhanced ability to make decisions about widened access to new technical training one’s own life and act on them, individually and learning opportunities. The value of or collectively to achieve a desired outcome NSC membership can also be viewed as an (increasing their agency). “At the local level, important venue for women to expand their certainly women have had far more voice than network and influence beyond the DGM, before the project” (key expert). opening up new professional opportunities. In addition, the NSC role provided an The country case studies provide clear opportunity for women leaders to better evidence of increased voice and agency. serve their community in a new and more The Ghana case study details how DGM visible way. When asked to describe how the interventions in one community have given DGM influenced and empowered women, women more voice and agency within their key experts in the desk review consistently own homes and within the community at large, pointed to women’s participation in NSCs as with multiple reports from both women and a tangible example of this empowerment. men that this is a clear, and desirable outcome The project’s ability to elevate and legitimize of the DGM. The ability of women to attend women’s voices and agency at a national level, meetings alone (without spouses) and being and at international exchange events, has been able to respond confidently to questions an important contribution. The case study has “broken long existing barriers of low on the NSC focused specifically on this issue, confidence.” At the same time, DGM Ghana pulling on interviews with female and male has provided several new avenues or platforms NSC members across seven DGM countries for leadership (e.g., water management to understand how women’s roles on the committees or the project’s grievance NSCs influenced their own voice and agency, committee), and women have taken advantage as well as influenced broader societal shifts. of these, as well as being more likely to step All women interviewed and most men agreed into existing leadership positions (such as on that NSC participation had positive impacts on the CBO). The Indonesia case study suggests women’s leadership in DGM decision-making. how women’s participation in DGM activities One female NSC member observed: 83 “ With my community there to support me, it is their voices that speak through me, and I am their spokesperson. Transmitting my knowledge, the knowledge that comes from those behind me, this is part of what I have transcended from what I have worked on as a person, as a woman, because it is not just in any place that they allow you (a woman) to give your opinion or give your assertion, your criticism of something, without you being judged. I have been fortunate, my community has allowed me to take this leadership role, that you can give your opinion without being threatened by the factors that have influence. Sometimes, I am told not to give an opinion because something bad could happen, in this case ” in my communities this does not happen. However, the assessment of improvements in the GSC and the Brazil NSC have had joint women’s voice and agency in decision-making coordination by man and women leaders since spaces must go beyond number counting. their establishment, this is by far the exception. For example, across the DGM country projects, The procedural norms of managing decision- some have observed that despite women’s making spaces to ensure gender equality, presence in meetings, agenda-setting remains even when fewer women leaders are present, largely the prerogative of men, resulting in represents a potential area of innovation for missed opportunities for women’s inputs the DGM. The NSC case study provides many and for ensuring their concerns are included. examples of women testing the water in a Facilitation of meetings is also an area where relatively new decision-making space. As one women’s authority has only begun to be female NSC representative stated, recognized in many DGM countries. While “ We are only 2 women among a majority of men on the NSC. As all of them are experts in negotiations, so I observed them personally, I noted the tone in which they spoke, but I fixed my position in saying, ‘Yes I agree but nevertheless I would like to include this other part as well. I had to assert myself, also and above all, to carry the voice that had been delegated to me from the people of my community who have placed their confidence in me. It was a little intimidating because there were so many men. But I took a little bit of courage from the fact that some of NEA are women, this also supported me in that they joined in the conversation on the parts that I could not explain well, they helped me to explain it, this is fundamental, it made me feel welcome. Most of the NEA team are women. It ” helps not to feel exposed in front of men. They absolutely supported me. 84 5.3. Stage 3 - Success in economic achievements leading to increasing voice & agency has started to influence community-level norms. Whether, and how, the examples of economic (with reports of men taking on more household benefits and increased voice and agency responsibilities) and at the community level among women beneficiaries translate where women, both native and migrant, into shifts in community-level change in are more likely to engage in discussion gender norms is a critical step in gender- and decision-making. Furthermore, male transformative change. This element is also interviewees expressed support and satisfaction one of the hardest to document, measure, and with these changes at the household and assess because it is largely based on personal community level. In the Indonesia case study, perceptions and beliefs and may happen over community perceptions of the appropriate a long period of time. Unsurprisingly, there is role of women in forestry have reportedly very little in project documents that relates to shifted as a result of the DGM subproject. this level of influence given that the project’s One woman recalled how men would see M&E frameworks were not designed to her entering the forest to tend her crops and capture this type of qualitative social data. The collect forest products and call out to her as case studies that accompany this report are “andi” (man), given their perception that only intended to fill this gap. men were suited for forestry work. After seeing the success and gains in income of women The accompanying case studies describe forest farmers through their participation with tangible examples of how the DGM the DGM subproject, men now admit that they investments have contributed to influencing “have much to learn” from the women about community-level gender norms. In Ghana, for the forests and forest farming. example, both female and male community members describe how women have a greater By comparison, the Peru subproject did not voice and influence at the household level register a profound influence on community- “ A fundamental part is that women can give their opinion without expecting violence at home, by their husbands, that their husbands are also community members. Because sometimes they give their opinion and later it results in a conflictive discussion at home. That for me is a very big achievement, maybe not economically, it is that women can give their opinion without being threatened or ” abused when they get home. (NSC member, F) 85 level gender norms. Rather, the changes were Despite the views of most interviewees (female more nascent in nature. The opportunity and male) consistently pointing to promising for women to lead the fish farm subproject signs of change in attitudes towards women’s seemed to be more an exception than leadership in the forest sector, the evidence the general rule, and it was limited to this presented in the case study is mixed. Most particular initiative. Women noted that the observed that the NSCs could have done more men’s support for their leadership in this case to recognize women’s leadership, support a stemmed, in part, from machismo and the greater number of them, and put them front men’s perception that the subproject was a and center in project implementation. While minor and unprofitable activity. Nonetheless, some reported efforts by female NSC members there are hints that larger changes may be to open space for other women, this role model underway, spurred by the development of a effect for emerging women leaders was largely respected women’s association and suggested aspirational or ongoing prior to the DGM. by the election of a female leader. But further evaluation is needed to understand the impacts In some cases, it was unclear whether the of these developments on decision-making DGM was benefitting from a larger enabling and women’s rights. environment that was already empowering and uplifting IPLC women into influential The ascension of women to NSC leadership spaces, or whether the DGM was making roles is an indication of changing community- independent contributions to it. For level norms. The fact that these women have example, by the time DGM Indonesia began been elected to this position in and of itself is there were already many examples of IPLC an indication that change may be happening. women who had attained high leadership Importantly, simply by being successful and positions within the governance structures of effective in these positions, women may also Indigenous Peoples Organizations (e.g., Rukka be influencing further gender norm change as Sombolinggi being elected as the first woman role models as the quote below from a male secretary general of AMAN in 2017, with similar NSC member explains. This notion is explored recent shifts in FECOFUN in Nepal). in detail in the NSC case study. “ Because of the culture, most women have a perception that they don’t want to engage in political spaces. So, seeing women in leadership positions [like the NSC] is important. It provides good role models, motivating younger women and girls. Especially when they see women in male-dominated areas… When the NSC goes on a community monitoring trip we make sure to engage [a woman member] to be in our midst, so when we go to the community and she is presented as part of NSC, they are surprised to see a woman in this space. She can also talk more easily to the women in the community. She can motivate them. If we had more ” [women on the NSC] it would be better, we’d have better success. 86 Photo: DGM Mozambique/ Virgílio Conjo, 2019 Longstanding beliefs and perceptions about local leaders emphasizing respect for the gender norms are a clear barrier to advancing local culture (regarding women and men’s gender-transformative change. Across the roles). Some male leaders reflected that study’s many interviews there were some customary rule should be respected, that shared undercurrents of resistance to women’s women are too busy to get more involved leadership and gender norm change that in the DGM, or that women may not speak were both subtle and pointed. Many of the at the meetings but at home they exercise interviewees noted the gender discrepancies greater authority. In contrast, another male of the NSCs and provided examples of the NSC leader simply explained that efforts by challenging gender environment in which his organization to promote gender parity NSCs were created (e.g., patriarchal societies, were largely ignored by indigenous male time burdens on women, educational and leaders at the local level and the DGM had literacy gaps, previous leadership requirements, done little to change that reality. Similarly, etc.). In the feedback related to women’s some community-level male interviewees in role in NSCs and as exchange participants, Ghana said that women shouldn’t get ‘too a tension is evident between ensuring that much’ power as it would cause conflict. Key the most ‘legitimate’ representatives are informants also advised that pushing too hard selected (those with community support, for gender transformation objectives in Peru leadership experience, knowledge and skills risked diluting the more difficult and primary to effectively engage) and ensuring gender objective defined by the Indigenous leaders of parity. In Peru, there had been pushback from securing legal recognition and land title for as 87 many communities as possible. Despite all of surprising. Yet we conclude that this variability this, it is possible that this observed resistance underscores a mixed record of evidence of to women’s empowerment is an indication that change in attitudes toward gender norms. social norms are in a moment of fluctuation, and the fact that they’re being questioned Most expert interviewees expressed could be considered a nascent step towards confidence that the DGM definitely has the changing gender norms. potential to influence larger and sustained societal change. As one key informant The myriad obstacles that women face reported, when projects like the DGM come in in entering leadership positions are not with a specific focus on encouraging women necessarily well understood or appreciated. to be leaders “there are some mind-set As described in more detail in the NSC case changes that happen.” While the case studies study, this discussion extends to women’s captured some early changes, sustained and influence over the definition of gender strategy systematic changes typically become evident within the DGM. NSC members reported in the longer term, which requires a sustained the challenges in advocating for affirmative focus beyond the standard project term. actions for women in the DGM allocation of subprojects, the customization of capacity building opportunities, or focus of DGM attention to the structural barriers that women face. As relayed in one interview, Ghanaian NSC members, reacting to a question about low participation by women on the DGM NSC, replied that “we invited them, but they are not coming or showing up.”7 Another female NSC leader acknowledged the barriers for women to serve in elected positions within the DGM, but argued that low representation of women was more a matter of personal choice than male prerogative. However accurate these replies, both hint at the need to support the development of more emerging women leaders who can successfully fill the spaces of legitimate representatives. If those underlying contexts are not transformed, men and women will forever be starting from unequal places. The evidence underscores how gen der norms are at play in the opening or closing of space for women in the DGM and more broadly within a community setting. However, given the uneven starting points for DGM countries related to gender, the variability among the views expressed by women NSC leaders about the meaning of change may not be 7 As told in an interview with GEA member. 88 5.4. Stage 4 - DGM influence on formal rules & policies to make them more equal is still relatively unclear. Transformative change is a long, ongoing, more gender sensitive and gender equitable and complex process of encouraging a approaches to land use.” transformation of people’s beliefs and actions and embedding them in systemic changes As significant as the DGM was for IPLCs in policies, rules, laws, and practices. Making as a pilot experience, the size of the DGM REDD+ gender-transformative depends on was raised as a limiting factor. As a GEA how REDD+ actors can be more effective member explained, “if the transformational in manipulating the existing socio-cultural change you seek is at the societal level, the norms (Samnd- ong & Kjosavik 2017). The DGM is probably not big enough to change DGM projects—lasting up to 5 years—can only the paradigm. But that shouldn’t deprive us provide steppingstones in the larger change of being optimistic—we’re pioneering and process, but these should not be discounted testing waters.” As one key informant stated, as critical steps in the right direction. It “[t]ransformational change – it’s hard to do should be recognized that many other factors with [this] kind of money. Is it change? Yes. But (political, economic, cultural) are also at play, transformational is a strong, big word.” which both help and hinder gender goals. Here, the evidence of DGM’s impact is highly This study uncovered an important discussion suggestive and contingent on the influence of about the ability of country projects to these other factors. address the proximate versus ultimate drivers of gender inequality and the provision of While most interviewees highlighted differentiated benefits. While several DGM examples of individual or household/ country projects were able to nominally community-level change, fewer were willing increase women’s economic benefit, and or able to assert that DGM activities would many succeeded in building knowledge and lead to gender-transformational change at providing leadership opportunities, there the larger political, societal, or institutional are underlying structural issues that remain level. In Nepal, one expert expressed belief that and will continue to marginalize women by the DGM could bend toward transformational preventing them from truly benefitting from change through the unique ability in Nepal more substantial and sustainable benefits that to scale up the DGM subprojects through would lead to gender-transformative change. other larger funding sources (e.g., the FIP This would require supporting communities Forests for Prosperity project and REDD+ to address inequities in land tenure, access Carbon Finance). By shifting greater resources to education, household burden, and other to sustain the growth of women-led DGM underlying constraints. Several DGM projects enterprises at a larger scale, it is more feasible (e.g., Ghana, Brazil, Mexico) were innovative in to influence societal norms about women’s seeking to identify and understand the barriers aptitude to participate in forest-related and constraints that IPLC women face generally enterprise. Likewise, key informants recognized and in relation to accessing project benefits. the potential that the DGM and other social However, their approaches seemed to focus forestry initiatives in Indonesia could “open up mostly on the proximate factors affecting 89 women. For example, the Ghana DGM held While the DGM has contributed to gender- separate meetings to provide a safe space for transformative change, more explicit women to engage and adjusted subproject planning and guidance could have improved options to include gardening for women outcomes. As discussed in above sections, unable to access long-term lease agreements while gender was visible in the original design for land controlled by men. In Ghana, the fact of DGM, there was no systematic approach that women, and particularly women migrants, to gender mainstreaming across all country do not often own land meant that they could projects. The lack of clear guidance on gender not engage in longer-term, perhaps more presents a potential missed opportunity for lucrative projects like tree planting. However, moving the needle closer toward gender- progress on addressing the tree and land tenure transformative change more holistically and system in Ghana that will continue to exclude with greater accountability. The review has women is unknown. Similarly, in Mexico, where revealed few attempts to suggest or encourage land tenure laws restrict the pool of eligible a systematic gender approach across projects, women leaders for NSC or subprojects, the and as a result, reporting on gender was not project declined to tackle these legal and systematic or set up to capture transformative customary barriers; instead it resolved only gender change. to do “what can be done” within the context, including informal nudging for greater women’s NSC participation, design of the subproject windows, scoring procedure and support process for potential women proponents. 90 Photo: DGM Peru/ Walter Aguirre Ruiz, 2017 6. RECOMMENDATIONS Broad Lessons Learned Across DGM that can Help Inform FCPF and REDD+ 91 The complex environments in which the evaluation. This gives an incentive for the DGM operates, combined with country- TTL to have dedicated gender expertise driven priorities, led to a great variety of within the team as well as in the country. approaches and results in influencing However, projects that are fully Trust gender-transformative change. Lessons Funded like the DGM do not now fall learned and good practices from the DGM within the remit of the Gender Tag, so can provide clear recommendations for critical opportunities to advance gender future similar initiatives. Here, we highlight the transformative change and the World top recommendations for designing efforts Bank gender strategy are not realized. that result in explicit gender-transformative outcomes. 2. Learn from, replicate, and build on the DGM’s most innovative and effective gender 1. Define an explicit gender strategy that strategy components. Despite lacking explicit doesn’t rule out a focus on structural and complete gender strategies, most DGM issues. An explicit and robust gender strategy projects nevertheless piloted innovative is the only way to overcome the barriers components that resulted in modest steps preventing women from fully and effectively toward gender-transformative change. These participating and benefiting from efforts to include: improve livelihoods and protect nature. Most projects focus on proximate and relatively • Ensure gender expertise on the project feasible challenges, such as eased access to team and adequate budget for activities. information or funding, but avoid the deep- A gender specialist sitting within the NEA, rooted structural, cultural, political, and legal NSC or World Bank support team would challenges that continue to keep women help ensure that an adequate gender from realizing their full rights. Clarity about a strategy is developed to guide the project project’s gender ambitions should be based design and implementation. This would on a full understanding of the range of barriers include the design of the social and and challenges in a project location, the gender assessment, responding more commitment at the outset to put resources closely to specific, diverse needs of IPLC and effort toward both the proximate and women and requiring proposals have structural gaps, and to ensure accountability strong gender components. The gender with consistent terminology, targets and specialists should be permanent members monitoring frameworks. of the team, supported by skilled team members that share responsibility for • Include fully Trust Funded projects in promoting gender considerations across the World Bank’s Gender Tag. A clear the project. opportunity to support a robust gender strategy from the start is through the • Make customized training available to World Bank’s Gender Tag. The Gender Tag women and women’s organizations to in the Operations Portal prompts TTLs increase their engagement in project from the outset to assess the extent to benefits. The DGM has accumulated which a project identifies gender gaps, significant experience in designing addresses the gaps through specific tailored learning opportunities and actions, and links those actions to specific project benefits that respond to women’s indicators in the results framework specific interests, needs and priorities. to ensure continual monitoring and DGM experience designing capacity- 92 strengthening tools and methods for • Ensure that gender strategies specify reaching IPLCs includes innovative with adequate precision the procedural technology tactics used during the and outcome requirements for moving pandemic. Projects like the DGM can go toward gender-transformative change. further to ensure such approaches are the As a pilot, significant discretion was norm and are mainstreamed as guidance provided to design DGM procedure. for future projects. Projects should ensure Experience now indicates how such that customized training for women and procedure can be strengthened to men is delivered in culturally appropriate fully include women. This includes ways, aims to achieve women’s active clarifying key elements including by-law engagement through access to training, standards for NSCs, contract language for information, and project benefits, and implementing partners, and due diligence is transformational in shifting gender /supervision and reporting standards norms and eroding inequalities. Training for NEAs. Minimum standards should should separate women and men where be considered for quorum and voting necessary (e.g., in places where this requirements, meeting facilitation, and provides a more comfortable setting grant proposal calls and review processes, for women), and also identify, include, to ensure effective participation of and cultivate men as allies through joint women even if they are in the minority. training activities with a gender lens Rules should be included that account for both men and women. Any training for those women and men who may should apply an intersectional approach be disenfranchised by social norms or that considers the interaction between legal barriers, as in the customary tenure gender and other categories of difference, system. such as race, ethnicity, religion, or class, as well as other social practices or cultural • Provide guidance for defining gender- ideologies. transformative change through high quality baselines. Gender-responsive • Consistently reflect project-specific baselines are a necessary step for defining gender ambitions in all project targets that are ambitious, yet realistic, documents. Gender commitments and tailored for the project context. These were unevenly integrated in key DGM assessments and targets should reflect a project documents, and in some cases, substantive focus on understanding and were missing altogether. Accountability addressing the risks and opportunities for meeting gender-transformative presented by structural issues, including design objectives and a commitment the prevalence of GBV. There should be to an explicit gender strategy should be consultation with women on the terms clearly and adequately reflected in all of reference to ensure that the scope project documentation, from the terms and tools of assessment are suited to of reference for the participatory social/ their needs and interests. Women and gender assessments to a separate chapter women’s groups should be included in the in the Operations Manual and expanded assessment process to ensure ownership guidance in an M&E Plan (see below). and accountability. 93 • Create monitoring and reporting to IPLC women. GBV concerns are frameworks at the program and country paramount to any efforts related to project levels that can better capture empowerment of IPLC women or shifting all aspects of gender-transformative gender norms. GRM design should change. If gender-transformative build on lessons learned by the DGM to change is a desired outcome, a 50% ensure provisions for confidentiality and target for women as beneficiaries is an that responding entities are well trained insufficient result by itself. Guidance in gender-sensitive communication, on an expanded sample of ambitious gender-based violence, and sexual abuse, performance targets informed by key exploitation and harassment (SEAH). findings in this report is necessary to Further research into the performance ensure women have equal opportunity of GRMs within the DGM is needed to to shape and benefit from all aspects understand how women view these of the DGM project. Targets should be measures and their efficacy in addressing context-specific and include qualitative complex risks, such as GBV. evidence but also consider common minimum benchmarks that were achieved 3. Be specific and holistic about building the so far (25% minimum representation on next generation of formal and informal IPLC NSCs, 25% minimum support to women- women leaders. Many of the challenges noted led or women-focused subprojects). in this study stem from a lack of prepared Explicit requirements for monitoring, and effective women leaders ready to claim reporting and communication about a leadership role within the NSC or propose gender achievements are needed to and lead a subproject. Evidence indicates facilitate greater accountability, faster how previous leadership experience was adjustment and program cross learning critical to the success of women leaders about gender strategy and results. being chosen to the NSC. To overcome the Guidance for structured participatory challenge, projects like the DGM should not monitoring of qualitative evidence of only draw from existing leaders but support gender-transformative change for IPLC a pipeline for future projects to build on. This women and men to measure changes would entail defining a goal of promoting in perceptions or beliefs among project emerging leaders (both women and men, but participants can itself be a transformative with differentiated supports given differing process. needs). Such an approach must be holistic, recognizing the multiple interconnected • Develop a gender-sensitive Grievance constraints and challenges that IPLC women Redress Mechanism at the global and face. Until these basic needs are met, and national levels that is easily accessed by targeted training is provided, IPLC women will all project beneficiaries. Few examples struggle to gain enough collective voice to were provided to indicate that project influence meaningful change. Project design grievance mechanisms were gender- should consider a cross-sectoral focus that responsive (see Burkina Faso). Grievances can address key enabling factors for women, were not sex-disaggregated and little such as access to clean water, electricity, basic effort was made to assess accessibility education, and healthcare. 94 References Agarwal, A., Yadama, G., Andrade, R, Canpolat. E., Cudjoe, D., Coirolo, C. (2021). Bhattacharya, A. (2006). Decentralization Indigenous women have been fighting to and environmental conservation: gender save the planet: It’s time to learn from them! effects from participation in joint forest https://www.climateinvestmentfunds.org/ management. IFPRI. https://ageconsearch. news/indigenous-women-have-been- umn. edu/record/42494/files/capriwp53.pdf fighting-save-planet-it%E2%80%99s-time- learn-them Agarwal, B. (1997) ‘Bargaining’ and gender relations: within and beyond the household. Castañeda, I., Sabater, L., Owren, C., Boyer, Feminist Economics 3(1):1-51. E. (2020) Gender-based violence and environmental linkages. IUCN. 272pp. Agarwal, B. (2001). Participatory exclusions, community forestry, and gender: an analysis CGIAR. (2015). Setting the record straight: for south Asia and a conceptual framework. matrilineal does not equal matriarchal. World Development 29(10): 1623-1648. https://wle.cgiar.org/ thrive/2015/10/15/ setting-record-straight-matrilineal-does- Agarwal, B. (2010). Does women’s proportional not-equal-matriarchal strength affect their participation? Governing local forests in South Asia. World Coirolo. C., Canpolat, E., Cudjoe, D. (2021) Development 38(1): 98-112. doi:10.1016/j. Empowering Indigenous women to integrate worlddev.2009.04.001 traditional knowledge and practices in climate action. Agarwal, B. (2015). The power of numbers in gender dynamics: illustrations from Cook, N., Grillos, T., Andersson, K. (2019). community forestry groups. The Journal Gender quotas increase the equality and of Peasant Studies, 42:1, 1-20. DOI: effectiveness of climate policy interventions. 10.1080/03066150.2014.936007 Nature climate change 9: 330-334. Bee, B., & Basnett, B. (2016). Engendering Cornwall, A. (2003). Whose voices? social and environmental safeguards Whose choices? Reflections on gender in REDD+: lessons from feminist and and participatory development. World development research. Pre-per reviewed Development 31(8): 1325-1342. version, accessed 2/25/21 from: https:// www. academia.edu/download/51471072/ Doss, C., and R. Meinzen-Dick. (2018). Bee_TWQ_RG.pdf Women’s Land Tenure Security: A Conceptual Framework. Seattle, WA: Bose, P., A. M. Larson, S. Lastarria-Cornhiel, Research Consortium. https:// consortium. C. Radel, M. Schmink, B. Schmook, and V. resourceequity.org/conceptual framework. Vázquez-García. (2017) ”Women’s Rights to Land and Communal Forest Tenure: A Way Forward for Research and Policy Agenda in Latin America.” Women’s Studies International Forum 65: 53-59. 95 Devkota, B.N. (2020). Social inclusion and Hannah, C., Giroux, S., Krell, N., Lopus, S., deliberation in response to REDD+ in McCann, L., Zimmer, A., Caylor, K., & Evans, Nepal’s community forestry. Forest Policy T. (2021). Has the vision of a gender quota and Economics, Volume 111. https://doi. rule been realized for community-based org/10.1016/j.forpol.2019.102048 water management committees in Kenya? World Development, Volume 137. https:// Elias, M., Grosse, A., Campbell, N. (2020). doi.org/10.1016/j.worlddev.2020.105154. Unpacking ‘gender’ in joint forest management: Lessons from two Indian Hillenbrand E, Karim N, Mohanraj, P., & Wu D. states. Geoforum 111: 218-228. (2015). Measuring gender-transformative change: A review of literature and promising Evans, K., Flores, S., Larson, A., Marchena, R., practices. CARE USA. Working Paper. Muller, P., Pikitle, A. (2017) Challenges for https://www.care.org/wp-content/up- women’s participation in communal forests: loads/2020/05/working_paper_aas_gt_ experience from Nicaragua’s indigenous change_measurement_fa_lowres.pdf territories. Women’s Studies International Forum 65: 37-46. Inter-Agency Support Group (IASG) on Indigenous Peoples Issues (2014) Elimination Fleming, F., Josephine, A., Lotawa, J., Manley, and responses to violence, exploitation, M., Maraivalu, S., Mudaliar, D. and Ranadi, E. and abuse of indigenous girls, adolescents & Reddy, M. (2019). Promising practices from and young women. Accessed 3/22/2 at: Fiji in empowering women economically https://www.un.org/en/ga/69/meetings/ - Learnings from Talanoa Treks, Ra Naari indigenous/pdf/IASG%20Thematic%20 Parishad, Rise Beyond the Reef and the Fiji Paper_%20Vio- lence%20against%20 Women’s Fund. https://fijiwomensfund. Girls%20and%20Women%20-%20rev1.pdf org/wp-con- tent/uploads/2019/10/WEE- report-for-web.pdf Inter-American Commission on Human Rights (IACHR). (2017). Indigenous women and Forest Carbon Partnership Facility (FCPF) their human rights in the Americas. http:// (2020) “Capacity Building Program for www.oas.org/en/iachr/reports/pdfs/ Indigenous Peoples and Civil Society IndigenousWomen.pdf Organizations on REDD+: Review of Lessons Learned (2009-2019)” Background Paper. IDRC. (2019). Transforming gender relations: Insights from IDRC research. https://idl- Giovarelli, R., A. Richardson, and E. Scalise. bnc-idrc.dspacedirect. org/bitstream/ 2016. Gender & Collectively Held Land: handle/10625/57633/IDL-57633. Good Practices & Lessons Learned from Six PDF?sequence=2&isAllowed=y Global Case Studies. Seattle, WA: Resource Equity and Landesa Center for Women’s IWGIA. 2020. The Indigenous World 2020. Land Rights. 34th Edition. http://iwgia.org/images/ yearbook/2020/IWGIA_The_Indigenous_ World_2020.pdf 96 Khadka, M., Karki, S., Karky, B., Kotru, R. Mello, D. (2014). Collective microenterprises & Darjee, KB. (2014). Gender equality and rural women’s economic empowerment challenges to the REDD initiative in Nepal. in Brazilian Amazonia (UMI: 3716909). Mountain Research and Development 34(3): [Doctoral dissertation, University of Florida]. 197-207. ProQuest Dissertations Publishing. Kristjanson, P., Bah, T., Kuriakose, A., Shakirova, Moss, C. (2011). “How Closing the Gender Gap M., Segura, G., Siegmann, K., Granat, M. Will Lead to Better Forest Management.” (2019). Taking action on gender gaps in CIFOR, https:// forestsnews.cifor.org/4486/ forest landscapes. Program on Forests how-closing-the-gender-gap-will-lead- (PROFOR). Washington DC. tobetter-forest-management?fnl=en. Larson, AM., Dokken, T., Duchelle, AE, et Mwangi E., R. Meinzen-Dick, and Y. Sun. (2011). al. (2015). The role of women in early “Gender and Sustainable Forest Management REDD+ implementation: lessons for future in East Africa and Latin America.” Ecology engagement. International Forestry Review and Society 16(1): 17 17(1): 43-65. Peach Brown, H.C. (2011). Gender, climate Larson, A.M., Solis, D., Duchelle, A.E., Atmadja, change and REDD+ in the Congo Basin S., Resosudarmo, I.A.P., Dokken, T., & forests of Central Africa. International Komalasari, M. (2018). Gender lessons for Forestry Review 13(2): 163-176. climate initiatives: A comparative study of REDD+ impacts on subjective wellbeing. Rights and Resources Initiative. (2017). World Development 108:86-102. https://doi. Power and Potential: A comparative org/10.1016/j.worlddev.2018.02.027 analysis of national laws and regulations concerning women’s rights to community Leisher, C., Temsah, G., Booker, F. et al. (2016). forests. RRI, Washington, D.C. https:// Does the gender composition of forest and rightsan- dresources.org/wp-content/ fishery management groups affect resource uploads/2017/07/Power-and-Potential-A- governance and conservation outcomes? Comparative-Analysis-of-Nation- al-Laws- A systematic map. Environ Evid 5, 6 https:// and-Regulations-Concerning-Womens- doi.org/10.1186/s13750-016-0057-8 Rights-to-Community-Forests_May-2017_ RRI-1.pdf Low, C. (2020). Gender and Indigenous concepts of climate protection: a critical Rights and Resources Initiative. (2020). revision of REDD+ projects. Current Opinion Estimate of the area of land and territories in Environmental Sustainability 43: 91-98. of Indigenous Peoples, local communities, and Afro- descendants where their rights Marin, A.B., & Kuriakose, A.T. (2017). Gender have not been recognized. RRI, Washington, and Sustainable Forest Management: Entry D.C. https://rightsan- dresources. points for design and implementation. org/wp-content/uploads/2017/07/ Climate Investment Funds at https://www. Power-and-Potential-A-Comparative- climateinvestmentfunds.org/sites/ cif_enc/ Analysis-of-Nation- al-Laws-and- files/knowledge-documents/gender_and_ Regulations-Concerning-Womens-Rights- sustainable_forest_management.pdf to-Community-Forests_May-2017_RRI-1. pdf 97 Salcedo-la Viña, C., & Giovarelli, R. (2021). World Bank. (2019a). Benefit Sharing at Scale On equal ground: promising practices for : Good Practices for Results-Based Land realizing women’s rights in collectively Use Programs. World Bank, Washington, held lands. World Resources Institute and DC. World Bank. https://openknowledge. Resource Equity. 108p. worldbank.org/handle/10986/32765 License: CC BY 3.0 IGO.” http://hdl.handle. Samndong, R., & Kjosavik, D. (2017). Gendered net/10986/32765 forests: exploring gender dimensions in forest governance and REDD+ in Equateur World Bank/FCPF (2019b) Costa Rica Gender Province, Democratic Republic of Congo Action Plan of the National REDD+ (DRC). Ecology and Society 22(4): 34. Strategy. https://ceniga. go.cr/wp-content/ uploads/2020/02/Gender-Action-Plan- Schmink, M., & Gomez-Garcia, M.A. (2015). ENREDD-28-11-2019.pdf Under the canopy: Gender and forests in Amazonia. Occasional Paper 121. Bogor, World Bank (2021) Good Practice Note for the Indonesia: CIFOR. Gender Tag, updated March 3, 2021. Sunderland, T., et al. (2014). Challenging Literature reviewed but not cited perceptions about men, women, and forest product use: a global comparative study. Aguero, J.M. (2018, July). Prevalence of World Development 64: S56-S66. violence against women among different ethnic groups in Peru. editor, Robert Pantzer. United Nations (2013) Breaking the silence IDB Technical Note; 1455. https://www. on violence against indigenous girls, wilsoncenter.org/sites/default/files/media/ adolescents, and young women. 75 pp. documents/page/prevalence_of_violence_ against_women_in_peru_final.pdf Women’s Environment and Development Organization (WEDO) (2020) Engagement of Aguilar, Lorena, Castañeda, Itzá, and Salazar, Women and Gender-related Groups in the Hilda (2002) In Search of the Lost Gender: Climate Investment Funds: An Assessment. Equity in Protected Areas. IUCN. World Bank. (2018). Closing the gender Bettinger, E., & Long, B. (2004). Do gap in natural resource management faculty serve as role models? The programs in Mexico. Washington, DC. impact of instructor gender on https://openknowledge.worldbank.org/ female students. American Economic bitstream/handle/10986/31423/135345- Review. https://pubs.aeaweb.org/doi/ WP-PUB- LIC-15-3-2019-17-9-53- pdf/10.1257/000282805774670149 englMexicoForestryReportFinal. Campbell, D., & Wolbrecht, C. (2006). See pdf?sequence=1&isAllowed=y Jane run: Women politicians as role models for adolescents. The Journal of Politics 68(2): 233-247. 98 Carrión, D.; García Rangel, S.; Walcott, J.; Klugman, J., Hanmer, L., Twigg, S., Hasan, de Lamo, X; Epple, C.; Miles, L.; Kapos, T., McLeary Sills, J., & Santamaria, J. V.; Herrera Ugalde, M.E.; López Lee, T.; (2014). Voice and agency: Empowering Ballestero Vargas M.; Vega-Araya, E.; Quirós women and girls for shared prosperity. Ramírez, G; and Gómez Román, A.; (2017). Washington, DC: World Bank. Mapping the Social and Environmental doi:10.1596/978-1- 4648-0359-8. file:///D:/ Benefits of REDD+ in Costa Rica. Cambridge, Documents%20and%20Settings/lcardona/ UK: UNEP - WCMC. Downloads/9781464803598.pdf Climate Investment Fund and Women’s Kristjanson, P. , A. Jensen, and A Páez-Valencia. Environment and Development Organization 2018. Gender in forest landscape projects, (WEDO) (2020) Engagement of Women actions and indicators. PROFOR, World Bank and Gender-related Groups in the Climate and ICRAF. Investment Funds: An Assessment. MPIDO (2019), Gender REDD+ and the Conservation International (2021) Indigenous Forest Carbon Partnership Facility Regional Peoples Negotiation Resource Guide. Workshop on Indige- nous Women Arlington,VA: Conservation International, Participation in REDD+ Processes in Africa, Rainforest Foundation US, Oxfam America. Nairobi, July 15th, 2019. http://mpido. org/ Documents/Gender,%20REDD+%20 Comisión Nacional Forestal (CONAFOR) (2016) and%20the%20Forest%20Carbon%20 “Informe Final de la Consulta Indígena.” Partnership%20Facility.pdf Mexico: CONAFOR. Costa Rica Gender Action Plan of the National REDD+ Strategy O’Neil, T., Domingo, P. (2015). The power (2019). World Bank, FCPF to decide: Women, decision-making and gender equality. Overseas Development Deloitte (2016). Research report toward Institute. Accessed 2/20/21 at: https://www. gender parity: Women on boards initiative. odi.org/sites/odi.org.uk/files/odi-assets/ https://www2.de- loitte.com/content/ publications-opinion-files/9848.pdf dam/Deloitte/au/Documents/Economics/ deloitte-au-toward-gender-parity-wom- Peterman, A., “Women’s Economic en-on-boards-initiative-041016.pdf Empowerment: Indicators and survey design,” Poppov Annual Conference: Djoudi, H. et al. (2016). Beyond dichotomies: Methods Workshop, Addis Ababa, June 2015. gender and intersecting inequalities in UNICEF. climate change studies.Ambio 45(3): S248-S262. Richardson, R. A. (2017). Measuring women’s empowerment: A critical review of current FCPF (March 2020a) Ten Years of the Forest practices and recommendations for Carbon Partnership Facility Capacity- researchers. Social Indicators Research, Building Program: Lessons Learned 1–19. https://doi.org/10.1007/s11205-017- and Recommendations. https://www. 1622-4. forestcarbonpartnership.org/system/files/ docu- ments/FCPF+CBP_final.pdf Setyowai, A. (2012) Ensuring that women benefit from REDD+. Unasylva 239(63): 57-62. 99 Silverman, A. (2015) Using International Law to World Bank (2015b) Program Document for a Advance Women’s Tenure Rights in REDD+. Dedicated Grants Mechanism for Indigenous Rights and Resources Initiative and Center Peoples and Local Communities (DGM) - A for International Environmental Law (CIEL). Global Learning and Knowledge Exchange Project, Report No. 93666-GLB (January 26, Springer, J., and Segura, G. (2019) “Securing 2015). Forest Tenure Rights for Rural Development. An Analytical Framework”. Program on World Bank (2019) Voices of the Women in the Forests (PROFOR). Washington, DC. World DGM Brazil. Bank. World Bank (2019) Voice of the Women in the Tebtebba (2019) Regional Dialogue for Forest- DGM Burkina Faso Dependent Indigenous Peoples, Other Forest Dwellers and Southern CSOs in the Asia- World Bank (2020) Voices of the Women in the Pacific Region, Bangkok, Thailand, Sep 18- DGM Peru 20, 2019. https://www.tebtebba. org/index. php/projects-articles/in-sdgs-all-articles/ World Bank (2020) Responding to Project workshop-reports/regional-dialogue-for- Gender-Based Violence Complaints Through forest-de- pendent-indigenous-peoples- an Independent Accountability Mechanism, other-forest-dwellers-and-southern-csos- Insights of the World Bank Inspection Panel in-asia-pacific-regional-report No. 6, Dec. 2020. https://in- spectionpanel. org/sites/inspectionpanel.org/files/ Thorpe, Jodie and John Gaventa (2020) publications/Emerging%20Lessons%20 Democratising Economic Power: The Series%20 No.%206-GBV.pdf Potential for Meaningful Participation in Economic Governance and Decision- United Nations Population Fund (UNFPA), Making,” Institute for Development Studies Prevention of Sexual Exploitation, Abuse and (IDS) Working Paper, Volume 2020, No. 535. Harassment (PSEAH) Policy. https://www. unfpa.org/protection-sexual-exploitation- World Bank. (2011) World Development Report sexual-abuse-and-sexual-harassment 2012. Gender Equality and Development. Washington, DC: World Bank. Yount, K. M., Peterman, A., & Cheong, Y. F. (2018). Measuring women’s empowerment: World Bank. (2015a). World Bank Group A need for context and caution. The Gender Strategy (FY16-23): Gender equality, Lancet Global Health, 6(1), e29. https://doi. poverty reduction and inclusive growth. org/10.1016/S2214-109X(17)30459-X. World Bank, Washington, DC. https:// openknowledge.worldbank.org/han- dle/10986/23425 License: CC BY 3.0 IGO. 100 Conflict of interest statement There are both advantages and potential The primary disadvantage involves a potential disadvantages to CI’s role in conducting this conflict of interest that, if not mitigated, study and having a central executing role could influence an objective approach to in the DGM Project. CI serves as the Global collection, assessment, and reporting of the Executing Agency (GEA) of the DGM, which evidence on which this study is based. The is led by a team that reports to CI’s Global PDM-based study team has taken steps to Programs Division. The CI study team that ensure a separation of responsibilities in the led this study sits within the Project Delivery execution of the study. These steps include: + Monitoring (PDM) team within CI’s Field a) ensuring Division Heads for the reporting Programs Division. Therefore, the primary lines of PDM and GEA teams are aware of the advantage includes a deep familiarity with the consultancy, and intended basis for preserving DGM design and implementation, and key independence of both parties; b) formally stakeholders, including FIP stakeholders, World requesting all interviews through the World Bank staff and some in country implementing Bank Task Team Leaders (TTLs) that are directly agencies and partners. CI’s senior gender managing the consultancy, rather than through advisor (co-lead on this study) has collaborated the GEA; c) clarification with interviewees with the GEA in the past to design several high- regarding the separation between the GEA level gender factsheets about the DGM. The and the PDM teams; d) formal request for other co-lead for the study team also served review and approval of the proposed research as the interim DGM GEA project lead for a by CI’s research ethics review panel. Because year before the current Managing Director for PDM and the GEA teams have clear, separate the DGM Global Project assumed full project reporting lines within CI no one on the study management responsibility in 2016. This team has direct funding from the DGM Global existing relationship between PDM and the Project, practicing transparency in noting GEA allows for a clear understanding of the the potential risks and the actions taken to history and evolution of the DGM Program. eliminate these risks, the study team declares no conflict of interest. 101 Stakeholder interviews Andrea Kutter, TTL Nepal Iwan Gunawan - TTL Indonesia Date interviewed: 2/22/21. Tini Gumartini - Co-TTL Indonesia Lead interviewer: Alli Cruz Monti Pramono - Senior Local Community and Social Development Specialist Loic Braune, TTL DRC Date interviewed: 3/3/21 Grace Muhimpundu Lead interviewer: Alli Cruz Date interviewed: 2/23/21 Lead interviewer: Kame Westerman Celine Lim - TTL Mozambique Arnela Da Celma Constantino Mausse Consul Ana Luisa Gomes Lima, TTL Peru Date interviewed : 3/4/21 Date interviewed : 2/24/21 Lead interviewer : Lydia Cardona Lead interviewer : Lydia Cardona Winston Adams Asante – Solidaridad, Ghana Nyaneba E. Nkrumah, TTL Ghana NEA Date interviewed: 2/25/21 Bossman Owusu Lead interviewer: Kame Westerman Edward Kyere Date interviewed: 3/5/21 Alberto Coelho Gomes Costa, TTL Brazil Lead interviewer: Kame Westerman Daniela Ziller Arruda Karagiannis Date interviewed: 2/26/21 Johnson Cerda – Global Executing Agency Lead interviewer: Vince McElhinny team Luis Barquin Katharina Siegmann – TTL Mexico Chloe Hans-Barrientos Date interviewed: 3/1/21 Nathalia Penton Lead interviewer: Vince McElhinny Date interviewed : 2/22/21, 3/5/21 Lead interviewer: Kame Westerman Meerim Shakirova – co-TTL Côte d’Ivoire Date interviewed: 3/2/21 Seynou Oumarou – NEA Burkina Faso (IUCN) Lead interviewer: Alli Cruz Jacques Somda Date interviewed: 3/11/21 Dianna Pizarro - TTL Guatemala Lead interviewer: Kame Westerman Date interviewed: 3/2/21 Lead interviewer: Vince McElhinny Grace Muhimpundu – TTL Republic of Congo Sibani Karki Dianna Pizarro – TTL Guatemala/WB IP lead Date interviewed: 3/12/21 Enrique Pantoja Lead interviewer: Lydia Cardona Manual Contreras Urbina Date interviewed: 4/21/21 Lead interviewer: Vince McElhinny 102 ECO-AUDIT Environmental Benefits Statement The World Bank Group is committed to reducing its environmental footprint. In support of this commitment, we leverage electronic publishing options and print-on-demand technology, which is located in regional hubs worldwide. Together, these initiatives enable print runs to be lowered and shipping distances decreased, resulting in reduced paper consumption, chemical use, greenhouse gas emissions, and waste. We follow the recommended standards for paper use set by the Green Press Initiative. The majority of our books are printed on Forest Stewardship Council (FSC)-certified paper, with nearly all containing 50-100 percent recycled content. The recycled fiber in our book paper is either unbleached or bleached using totally chlorine-free (TCF), processed chlorine-free (PCF), or enhanced elemental chlorine-free (EECF) processes. More information about the Bank´s environmental philosophy can be found at http://www.worldbank.org/corporateresponsibility.