Gender Evaluation of Key Programmes

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Evaluation Plan:
2016-2020, Turkey
Evaluation Type:
Outcome
Planned End Date:
07/2019
Completion Date:
07/2019
Status:
Completed
Management Response:
Yes
Evaluation Budget(US $):
30,000

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Title Gender Evaluation of Key Programmes
Atlas Project Number: 71721,97574,70163,58394,96620,96325,89656,95627,89648,89747,58649,87569,89928,70808,50675,68825
Evaluation Plan: 2016-2020, Turkey
Evaluation Type: Outcome
Status: Completed
Completion Date: 07/2019
Planned End Date: 07/2019
Management Response: Yes
Corporate Outcome and Output (UNDP Strategic Plan 2018-2021)
  • 1. Output 1.6.1 Country-led measures accelerated to advance gender equality and women’s empowerment
  • 2. Output 2.2.3 Capacities, functions and financing of rule of law and national human rights institutions and systems strengthened to expand access to justice and combat discrimination, with a focus on women and other marginalised groups
  • 3. Output 2.4.1 Gender-responsive legal and regulatory frameworks, policies and institutions strengthened, and solutions adopted, to address conservation, sustainable use and equitable benefit sharing of natural resources, in line with international conventions and national legislation
Evaluation Budget(US $): 30,000
Source of Funding: Budgets of projects under the Gender Portfolio
Evaluation Expenditure(US $): 12,600
Joint Programme: No
Joint Evaluation: No
Evaluation Team members:
Name Title Email Nationality
GEF Evaluation: No
Key Stakeholders:
Countries: TURKEY
Lessons
Findings
Recommendations
1

Intensify efforts to contribute to macro-level policymaking by developing models in areas of particular strength, at the intersection of governance, private sector, environment and gender equality, building on strong connections with government counterparts.

2

As a ‘convening power’, having capacity to influence macro-level policies, and a horizontal approach in gender issues, look for ways for mobilizing UN agencies and counterparts to create a ‘gender coalition.’

3

In the next CP, consider integrating gender across all outcomes as a cross-cutting issue with specific targets and indicators, in line with the new UNDP approach, rather than as a separate section.

4

Efforts should be made to develop more gender-focused projects, which is an issue that was high on the political agenda in the past, but now needs a new impetus in the current political context of Turkey.

5

More emphasis should be placed on continuously assessing the progress of interventions against the established targets and objectives, against the Gender Marker that was originally assigned, and more focus should be given at the implementation level, as many gender implications emerge at this stage.

6

Place more emphasis on the collection of sex-disaggregated data through individual interventions, preferably by integrating such objectives at the design stage.

7

Develop questions to be put in regular reports to assess progress through narrative, qualitative accounts

8

In the next CP, more collaboration with civil society actors is needed to revive the connections with women’s movement and NGOs, as well as to empower civil society in the current socio-political context of Turkey.

9

More emphasis should also be placed on private sector projects, as a particular strength of the UNDP, which would increase the visibility of the activities. Direct implementation modalities should be considered in this respect, particularly through smaller projects that would provide faster steps towards perception change.

10

Consider ways to increase outreach to the media, particularly at the local level, so as to address problems of disinformation and misinformation, hate speech and other challenges relating to freedom of expression in Turkey, as well as to increase the visibility of the UNDP.

11

Increase the visibility of UNDP Turkey CO’s commitment to GEWE and the implications of the GES process towards outside partners and stakeholders, including other UN Agencies, to enhance the external capacity of UNDP in GEWE

12

In the next CP, build on non-traditional and innovative areas of success obtained through this programming period, which constitute the particular strength of the UNDP, including:

a. those related to CCE in areas such as forestry, fisheries and chemicals

b. legal aid practices and access to justice

c. inclusive business models for women in industry and women in the private sector

d. gender-sensitive humanitarian response

e. private sector initiatives, including a focus on SMEs

13

Promote crosscutting work on gender at the inter-portfolio/programme level, to highlight the interlinkages between different areas of development work, and to promote grassroots best practices.

14

UNDP’s leading role in the initiative on GES for the private sector and 3RP process should be developed as a model for joint action on gender at the inter-Agency level, and strategic areas of partnership with UN Women should be identified so as to promote inter-Agency collaboration and to project the services provided by each Agency on a joint platform.

15

Regularly update the Gender Equality Academy and ensure the participation of all CO staff, also placing more emphasis on existing UNDP tools and mechanisms, and including modules on programming, implementation, project design, indicator design and best practices.

16

Consider more innovative and experimental formats for trainings, involving interactive workshops and labs, or new and more participatory training approaches such as online gaming, to enhance a dynamic learning environment. 

17

Provide comprehensive gender-focused trainings for counterparts and other stakeholders in all interventions, preferably at the kick-off stage, focusing on practical issues, fieldwork and best practices from other country contexts.

18

Consider establishing Portfolio and project-based GES targets at a more micro level

19

More efforts are needed in developing gender-sensitive communication within the CO, through collaboration between the GEA and the Communications unit.

20

Ensure that gender-focused performance criteria are applied at all levels of staff

21

UNDP, through its strong commitment to the GES process, should take the lead in attaining highest standards in work-life balance policies and promoting a UN system-wide work-life balance policy of highest standards and quality, rather than lowest common denominator solutions.

22

Ensure a homogenous, standard approach all throughout the CO, by disseminating the GES process across all levels of staff, encouraging a bottom-up process, but also focusing on programmatic level.

23

Institutionalize regular and more frequent meetings between the GEA, GFP and project managers at the different stages of all projects.

24

Improve in-house gender expertise and capacity by ensuring a more secure and in-house contract type to the GEA (or Gender Equality Specialist), placing the position as a strategic one within the senior level management, and involving more gender experts and advisors within the CO to share the workload in terms of gender-related coordination and programming.

25

Following the SRR modality, promote the recruitment of ‘Portfolio Gender Associates’, to be placed between the GEA and Portfolio Managers, having experience and knowhow on both gender issues and the specialization areas of the portfolios

26

To promote institutionalization, consider establishing a crosscutting Gender Equality Programme, as a priority outcome in the current CPD on an equal status with the three Portfolios, to be led by a senior Programme Management position, and consisting of the Gender Associates / Experts of all Portfolios and Programmes.

27

Extend the GES process beyond its lifetime by ensuring continuous and consistent commitment of the CO

28

Consider new ways of overcoming the resistance of (particularly government) counterparts, through long-term strategies, approaching them in several ways, developing tailor-made measures, insisting on objectives by using alternative communication strategies, and developing ways to involve them in the process.

1. Recommendation:

Intensify efforts to contribute to macro-level policymaking by developing models in areas of particular strength, at the intersection of governance, private sector, environment and gender equality, building on strong connections with government counterparts.

Management Response: [Added: 2019/09/18]

CO will take necessary actions in a comprehensive manner and use all these recommendations as critical inputs for the upcoming country programme document (CPD) preparations. 

Key Actions:

Key Action Responsible DueDate Status Comments Documents
1.1 Upcoming CPD will be prepared in a comprehensive manner to highlight interlinkages between all programmatic areas and will integrate gender as an embedded crosscutting action.
[Added: 2019/09/18] [Last Updated: 2020/08/25]
All Programme Units 2020/02 Completed The new CPD has a special section dedicated to explaining the cross-cutting nature of gender as follows: "The empowerment of women and girls via equal access to resources, opportunities and the right to be free from violence and discrimination will be formulated as a cross-cutting dimension. Economic development initiatives will be designed with an eye towards increasing women’s participation in the labour market by addressing structural barriers in education and the burden of unpaid care work. Additional priorities will include access to decent jobs, including in the technology and digital sectors, support for entrepreneurship, addressing the pay gap and increasing women’s presence at decision-making levels in the public and private sectors. Environmental interventions will consider the different impacts of climate change and environmental hazards on the lives of men and women. Importantly, the capacities of public institutions will be improved to address all forms of violence against women, and to improve the use and collection of data, and access to services. Cooperation with strong women’s rights advocacy groups will provide opportunities to strengthen and disseminate UNDP results in the above areas. The involvement and empowerment of young men/women will also be prioritized. Partnerships with ILO, the United Nations Population Fund (UNFPA), United Nations Volunteers programme and United Nations Entity for Gender Equality and the Empowerment of Women (UN-Women) will be strengthened to these ends". History
Gender seal in private sector will be scaled up within private sector.
[Added: 2019/09/18] [Last Updated: 2020/08/25]
Inclusive and Sustainable Growth Portfolio, Democratic Governance Portfolio 2020/08 Completed Piloting of the Gender SEAL in Limak Investment CO has almost been completed. Other Limak companies have started to implement the programme. Garanti Bank accepted SEAL as an equivalent gender marker for its gender loan. Others are coming with queries and making applications. History
Gender seal process both in private sector and government will be positioned as a policy tool for GoT and formulation will be initiated in the coming CPD period
[Added: 2019/09/18] [Last Updated: 2020/08/25]
Inclusive and Sustainable Growth Portfolio, Inclusive and Democratic Governance Portfolio 2022/12 No Longer Applicable [Justification: Gender SEAL is considered to be implemented as a global programme instead of a national programme in which the government is the certifying authority]
History
2. Recommendation:

As a ‘convening power’, having capacity to influence macro-level policies, and a horizontal approach in gender issues, look for ways for mobilizing UN agencies and counterparts to create a ‘gender coalition.’

Management Response: [Added: 2019/09/18]

With the UN Reform a better coordination mechanism will be in place among all UN Agencies and UNDP will contribute and support all relevant joint efforts. Reformulation of UNDCS will be used as a leverage.

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Participation and contribution to UNDC Gender Result Group
[Added: 2019/09/18]
Inclusive and Democratic Governance 2024/12 Initiated
Leading the coordination for one UN approach for private sector gender mainstreaming efforts among all UN Agencies
[Added: 2019/09/18] [Last Updated: 2020/08/25]
Inclusive and Sustainable Growth Portfolio, Inclusive and Democratic Governance Portfolio 2022/12 Initiated UNDP organized two coordination meetings with this agenda. Agencies decided to move further via UN Women hiring a consultant to provide recommendations on how to link programmes of the Agencies (BADV/UNFPA, MIG-SCORE/ILO, WEPS/UN WOMEN) History
Business for Goals platform will be mobilized for joint advocacy and policy making efforts
[Added: 2019/09/18] [Last Updated: 2020/08/25]
Private Sector Portfolio 2022/12 Initiated B4Gs is actively contributing to gender equality agenda and identified GEWE as one of its four working areas. Most recently the Platform organized a gender equality workshop in Istanbul; a virtual panel on Gender and COVID; conducted an online survey on general situation of business world and human rights principles in recovery from COVID both of which included a robust gender dimension. Recently two virtual meetings with an agenda on Istanbul convention have been held. History
Advisory workshops with government partners and NGO partners will be held annually
[Added: 2019/09/18]
All programme units 2024/12 Not Initiated
3. Recommendation:

In the next CP, consider integrating gender across all outcomes as a cross-cutting issue with specific targets and indicators, in line with the new UNDP approach, rather than as a separate section.

Management Response: [Added: 2019/09/18]

A more comprehensive and inclusive approach will be adopted and indicators will be selected in line with this approach

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Upcoming CPD will be prepared in a comprehensive manner to highlight interlinkages between all programmatic areas and will integrate gender as an embedded crosscutting action.
[Added: 2019/09/18] [Last Updated: 2020/08/25]
All programme units 2020/04 Completed UNDP CO held dedicated workshops to embed gender as a cross cutting issue. After various consultations and workshops with program teams gender is fully mainstreamed both into the RRF as well as the modus operandi of the CO.The new CPD has a special section dedicated to explaining the cross-cutting nature of gender as follows: "The empowerment of women and girls via equal access to resources, opportunities and the right to be free from violence and discrimination will be formulated as a cross-cutting dimension. Economic development initiatives will be designed with an eye towards increasing women’s participation in the labour market by addressing structural barriers in education and the burden of unpaid care work. Additional priorities will include access to decent jobs, including in the technology and digital sectors, support for entrepreneurship, addressing the pay gap and increasing women’s presence at decision-making levels in the public and private sectors. Environmental interventions will consider the different impacts of climate change and environmental hazards on the lives of men and women. Importantly, the capacities of public institutions will be improved to address all forms of violence against women, and to improve the use and collection of data, and access to services. Cooperation with strong women’s rights advocacy groups will provide opportunities to strengthen and disseminate UNDP results in the above areas. The involvement and empowerment of young men/women will also be prioritized. Partnerships with ILO, the United Nations Population Fund (UNFPA), United Nations Volunteers programme and United Nations Entity for Gender Equality and the Empowerment of Women (UN-Women) will be strengthened to these ends" History
Gender consultant will be mobilized to support CPD preparations
[Added: 2019/09/18] [Last Updated: 2020/08/25]
ARR-P, Gender Advisor, Gender Focal Point 2019/04 Completed A gender consultant was hired to analyze what the UNDP CO can do in the new CPD period. She prepared three policy sheets that identify new entry points for the office namely: Legal Aid and Gender Private Sector and Gender Rural Empowerment of Women These policy sheets were later discussed by project teams to identify new project ideas and new gender initiatives. History
Gender Seal process for upgrading the certification will be completed
[Added: 2019/09/18] [Last Updated: 2021/01/27]
Gender Equality Seal Focal Team 2021/01 Completed The process was completed in 2021 due to extended assessment process and delays in receiving the results. UNDP CO has ended process with a silver certificate and recognition of her advanced performance despite the same level of certification as the previous term. History
4. Recommendation:

Efforts should be made to develop more gender-focused projects, which is an issue that was high on the political agenda in the past, but now needs a new impetus in the current political context of Turkey.

Management Response: [Added: 2019/09/18]

CO is well aware of the recent context and will take necessary measures to ensure better programing and better coordination.

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Advisory workshops with government partners and NGO partners will be held annually
[Added: 2019/09/18]
All programme units 2024/12 Not Initiated
Gender mainstreaming efforts of UNDP will be advocated and promoted among NGOs
[Added: 2019/09/18]
All programme units 2024/12 Not Initiated
5. Recommendation:

More emphasis should be placed on continuously assessing the progress of interventions against the established targets and objectives, against the Gender Marker that was originally assigned, and more focus should be given at the implementation level, as many gender implications emerge at this stage.

Management Response: [Added: 2019/09/18]

CO is in a stronger position with established units and responsible focal points to undertake continuous monitoring and evaluation actions where and when necessary. Indeed regular controls and updates will be made and recorded.   

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Continuous evaluation on gender marker status will be ensured
[Added: 2019/09/18]
Gender Advisor, Gender Focal Point and All Programmatic Units 2024/12 Initiated History
Continuous gender screening sessions will be held both for Gender Equality Seal process and as a regular programming exercise
[Added: 2019/09/18]
Gender Advisor, Gender Focal Point and All Programmatic Units 2024/12 Initiated
6. Recommendation:

Place more emphasis on the collection of sex-disaggregated data through individual interventions, preferably by integrating such objectives at the design stage.

Management Response: [Added: 2019/09/18]

Upcoming CPD preparations will give utmost importance to identify, select and keep updated data for measuring the success and especially impact

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Continuous follow up on the progress and regular updates on indicators
[Added: 2019/09/18] [Last Updated: 2020/08/27]
M&E analyst with support of other existing M&E and gender staff 2024/12 Initiated LPAC checklist (attached) is used to clear Project Documents in the Design Stage. Under RRF section, inclusion of sex-disaggragated data is specifically asked for. History
Planning for internal capacity building events
[Added: 2019/09/18]
ARR-P, M&E Analysts 2024/12 Not Initiated
7. Recommendation:

Develop questions to be put in regular reports to assess progress through narrative, qualitative accounts

Management Response: [Added: 2019/09/18]

Regular progress on each initiative is being already assessed with Quality Assurance mechanism. These reports are also evaluated by programme units and approved by M&E expert  

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Regular updates and controls over QA procedures
[Added: 2019/09/18] [Last Updated: 2020/08/25]
All Programme Units and M&E Analyst 2020/06 Completed As of June 2020, The Progress Report format of UNDP CO has a specific section where the projects report on their gender outcomes/outputs and achievements (intended/unintended) in narrative format. This section did not exist before and was done on an ad-hoc basis by project owners. In this way, narrative accounts on gender accomplishments will become standard practice at UNDP CO. History
8. Recommendation:

In the next CP, more collaboration with civil society actors is needed to revive the connections with women’s movement and NGOs, as well as to empower civil society in the current socio-political context of Turkey.

Management Response: [Added: 2019/09/18] [Last Updated: 2019/09/18]

CO builds on its outreach and advocacy strategies on established relations and try to leverage its resources to improve impact. All GES processes provided important benefits and tools and next CPD period will benefit from this experience.

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Gender mainstreaming efforts of UNDP will be advocated and promoted among NGOs
[Added: 2019/09/18]
All programme units 2024/12 Not Initiated
9. Recommendation:

More emphasis should also be placed on private sector projects, as a particular strength of the UNDP, which would increase the visibility of the activities. Direct implementation modalities should be considered in this respect, particularly through smaller projects that would provide faster steps towards perception change.

Management Response: [Added: 2019/09/18]

CO is in a good place to replicate and scale up private sector experience and already plans for sustainability measures. More integrated approach will help to leverage synergies and improve impact on this area.

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Leading the coordination for one UN approach for private sector gender mainstreaming efforts among all UN Agencies
[Added: 2019/09/18] [Last Updated: 2020/08/25]
Inclusive and Sustainable Growth Portfolio, Inclusive and Democratic Governance Portfolio 2022/12 Initiated UNDP organized two coordination meetings with this agenda. Agencies decided to move further via UN Women hiring a consultant to provide recommendations on how to link programmes of the Agencies (BADV/UNFPA, MIG-SCORE/ILO, WEPS/UN WOMEN) History
Business for Goals platform will be mobilized for joint advocacy and policy making efforts
[Added: 2019/09/18] [Last Updated: 2020/08/25]
Private Sector and Partnerships 2023/12 Initiated B4Gs is actively contributing to gender equality agenda and identified GEWE as one of its four working areas. Most recently the Platform organized a gender equality workshop in Istanbul; a virtual panel on Gender and COVID; conducted an online survey on general situation of business world and human rights principles in recovery from COVID both of which included a robust gender dimension. Recently two virtual meetings with an agenda on Istanbul convention have been held. History
Gender Equality Seal in Private Sector will be scaled up
[Added: 2019/09/18] [Last Updated: 2020/08/25]
Inclusive and Sustainable Growth 2022/12 Completed Piloting of the Gender SEAL in Limak Investment CO has almost been completed. Other Limak companies have started to implement the programme. Garanti Bank accepted SEAL as an equivalent gender marker for its gender loan. Others are coming with queries and making applications History
10. Recommendation:

Consider ways to increase outreach to the media, particularly at the local level, so as to address problems of disinformation and misinformation, hate speech and other challenges relating to freedom of expression in Turkey, as well as to increase the visibility of the UNDP.

Management Response: [Added: 2019/09/18]

We do not agree with this recommendation since issues related to disinformation, misinformation and hate speech are broader issues on human rights rather than gender equality per se and that requires concerted efforts of all UN agencies rather than the sole mobilization of UNDP.

Key Actions:

11. Recommendation:

Increase the visibility of UNDP Turkey CO’s commitment to GEWE and the implications of the GES process towards outside partners and stakeholders, including other UN Agencies, to enhance the external capacity of UNDP in GEWE

Management Response: [Added: 2019/09/18]

CO will be enriching communication efforts to reflect GES process as an advocacy tool both benefiting from CPD preparations as well as updating communication strategy

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Leading the coordination for one UN approach for private sector gender mainstreaming efforts among all UN Agencies
[Added: 2019/09/18] [Last Updated: 2020/08/25]
Inclusive and Sustainable Growth Portfolio, Inclusive and Democratic Governance Portfolio 2022/12 Initiated UNDP organized two coordination meetings with this agenda. Agencies decided to move further via UN Women hiring a consultant to provide recommendations on how to link programmes of the Agencies (BADV/UNFPA, MIG-SCORE/ILO, WEPS/UN WOMEN) History
Business for Goals platform will be mobilized for joint advocacy and policy making efforts
[Added: 2019/09/18] [Last Updated: 2020/08/25]
Private sector and Partnerships 2023/12 Initiated B4Gs is actively contributing to gender equality agenda and identified GEWE as one of its four working areas. Most recently the Platform organized a gender equality workshop in Istanbul; a virtual panel on Gender and COVID; conducted an online survey on general situation of business world and human rights principles in recovery from COVID both of which included a robust gender dimension. Recently two virtual meetings with an agenda on Istanbul convention have been held. History
Communication strategy will be updated with a stronger lens on gender empowerment
[Added: 2019/09/18] [Last Updated: 2020/08/26]
Communications team 2020/08 Completed Communication Strategy of UNDP Turkey CO is updated where gender is a specific focus. Attached is the Communication Strategy where gender aspects are highlighted in yellow History
12. Recommendation:

In the next CP, build on non-traditional and innovative areas of success obtained through this programming period, which constitute the particular strength of the UNDP, including:

a. those related to CCE in areas such as forestry, fisheries and chemicals

b. legal aid practices and access to justice

c. inclusive business models for women in industry and women in the private sector

d. gender-sensitive humanitarian response

e. private sector initiatives, including a focus on SMEs

Management Response: [Added: 2019/09/18] [Last Updated: 2019/09/18]

UNDP will identify niche and innovative areas to engage with gender equality agenda for the upcoming CPD period

Key Actions:

Key Action Responsible DueDate Status Comments Documents
A gender analysis is being conducted on possible project ideas on above-mentioned topics and UNDP CO will hold a workshop on the basis of the findings of this gender analysis
[Added: 2019/09/18] [Last Updated: 2020/08/27]
M&E Analyst and ARR/P 2020/08 Completed Three policy sheets have been finalized by the gender consultant with the collective contributions of UNDP Turkey CO. These policy sheets will serve as good points of entry for Programme staff in the coming CPD period. History
A gender analysis is being conducted on possible project ideas on above-mentioned topics and UNDP CO will hold a workshop on the basis of the findings of this gender analysis
[Added: 2019/09/18] [Last Updated: 2019/11/15]
M&E Analyst and ARR/P 2019/11 Canceled
13. Recommendation:

Promote crosscutting work on gender at the inter-portfolio/programme level, to highlight the interlinkages between different areas of development work, and to promote grassroots best practices.

Management Response: [Added: 2019/09/18]

GES process led to best practice examples and CO targets to increase this number. CO already has an enabling environment for interlinkages and will target to increase best practices via better coordination and collaboration

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Knowledge and experience will be shared among different portfolios on gender related work and results achieved on GEWE as a regular part of programme meetings and planning
[Added: 2019/09/18] [Last Updated: 2020/08/25]
GES focal team and all programmatic units 2021/06 Initiated A GRES (gender related experience sharing) method was developed by the gender advisor and ready to be used. This action is rescheduled to later months due to handover process from the Gender Advisor to full time gender specialist hired in June 2020. History
Upcoming CPD will be prepared in a comprehensive manner to highlight interlinkages between all programmatic areas and will integrate gender as an embedded crosscutting action. Internal workshops/focus group meetings will be held ahead of the CPD preparations
[Added: 2019/09/18] [Last Updated: 2020/08/25]
All Programmatic Units 2020/04 Completed UNDP CO held dedicated workshops to embed gender as a cross cutting issue. After various consultations and workshops with program teams gender is fully mainstreamed both into the RRF as well as the modus operandi of the CO.The new CPD has a special section dedicated to explaining the cross-cutting nature of gender as follows: "The empowerment of women and girls via equal access to resources, opportunities and the right to be free from violence and discrimination will be formulated as a cross-cutting dimension. Economic development initiatives will be designed with an eye towards increasing women’s participation in the labour market by addressing structural barriers in education and the burden of unpaid care work. Additional priorities will include access to decent jobs, including in the technology and digital sectors, support for entrepreneurship, addressing the pay gap and increasing women’s presence at decision-making levels in the public and private sectors. Environmental interventions will consider the different impacts of climate change and environmental hazards on the lives of men and women. Importantly, the capacities of public institutions will be improved to address all forms of violence against women, and to improve the use and collection of data, and access to services. Cooperation with strong women’s rights advocacy groups will provide opportunities to strengthen and disseminate UNDP results in the above areas. The involvement and empowerment of young men/women will also be prioritized. Partnerships with ILO, the United Nations Population Fund (UNFPA), United Nations Volunteers programme and United Nations Entity for Gender Equality and the Empowerment of Women (UN-Women) will be strengthened to these ends" History
14. Recommendation:

UNDP’s leading role in the initiative on GES for the private sector and 3RP process should be developed as a model for joint action on gender at the inter-Agency level, and strategic areas of partnership with UN Women should be identified so as to promote inter-Agency collaboration and to project the services provided by each Agency on a joint platform.

Management Response: [Added: 2019/09/18]

UNDP already started an interagency collaboration task force on private sector actions. In addition, GES in private sector pilot results are being shared by UN partners. 3RP coordination is also managed by Syria Response Team and responsible gender advisor

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Continuous feedback for 3RP by UNDP
[Added: 2019/09/18]
Syria Response Programme Team and Gender expert 2024/12 Initiated
Continuous collaboration with UN agencies on private sector actions with concrete action plan
[Added: 2019/09/18] [Last Updated: 2021/01/27]
Gender Advisor, Inclusive and Sustainable Growth Portfolio 2021/01 Completed Despite the efforts from UNDP side, a concrete workplan has not been developed yet. However, UNDP continues and advances its efforts to align her Gender Equality Technical Support Programme (based on Gender SEAL methodology) with the private sector programming of other UN agencies and other stakeholders including EBRD and KAGIDER, through technical bilateral meetings. History
15. Recommendation:

Regularly update the Gender Equality Academy and ensure the participation of all CO staff, also placing more emphasis on existing UNDP tools and mechanisms, and including modules on programming, implementation, project design, indicator design and best practices.

Management Response: [Added: 2019/09/18]

This will be ensured as a critical success factor for GES process as well as HR action

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Regularly review training needs and update and reorganize Gender Academy as necessary
[Added: 2019/09/18] [Last Updated: 2020/08/26]
ARR-P, HR Unit, Gender Advisor, Gender Focal Point 2024/12 Initiated A detailed Learning Plan for Gender Mainstreaming has been prepared and Gender Academy was convened for two intervals -fall and spring (each interval had a curriculum spanning two months) within 2019. These trainings will continue throughout the new CPD period. Please have a look at the Learning Plan and concept note of the Gender Academy attached. History
Regularly review training needs and update and reorganize Gender Academy as necessary
[Added: 2019/09/18] [Last Updated: 2019/11/15]
ARR-P, HR Unit, Gender Advisor, Gender Focal Point 2024/12 Canceled
16. Recommendation:

Consider more innovative and experimental formats for trainings, involving interactive workshops and labs, or new and more participatory training approaches such as online gaming, to enhance a dynamic learning environment. 

Management Response: [Added: 2019/09/18]

More participatory and innovative approaches have already been utilized by the Gender Equality Academy but this needs to become a standard at UNDP CO

Key Actions:

Key Action Responsible DueDate Status Comments Documents
More participatory and novel approaches to trainings on GEWE will be adopted to avoid training fatigue and awaken interest among UNDP CO staff.
[Added: 2019/09/18] [Last Updated: 2020/08/25]
Learning Committee, Gender Equality Academy and HR 2024/12 Initiated ACC LAB brought a training impact assessment tool to be tested soon. Additionally, gender trainings are highly interactive and use applications such as "menti" to stir interest and participation among staff. History
17. Recommendation:

Provide comprehensive gender-focused trainings for counterparts and other stakeholders in all interventions, preferably at the kick-off stage, focusing on practical issues, fieldwork and best practices from other country contexts.

Management Response: [Added: 2019/09/18]

This action has already become an integral element of Project Initiation Stage of the new SOP adopted by UNDP CO

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Brief counterparts on UNDP procedures in line with the requirements of the Project including gender mainstreaming aspects
[Added: 2019/09/18]
All programatic units 2024/12 Initiated
18. Recommendation:

Consider establishing Portfolio and project-based GES targets at a more micro level

Management Response: [Added: 2019/09/18]

This will be taken into account during the preparations for new CPD. Each portfolio already responds corporate reporting procedures like IRRF, ROAR, strategic note and annual reporting as well as QA mechanisms and all have gender focus and follow up measures

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Create portfolio level activity plan to better implement the Gender Equality Strategy of UNDP
[Added: 2019/09/18]
All programme units 2024/12 Not Initiated
Create portfolio level activity plan to better implement the Gender Equality Strategy of UNDP
[Added: 2019/09/18] [Last Updated: 2019/11/15]
All programme units 2024/12 Canceled
19. Recommendation:

More efforts are needed in developing gender-sensitive communication within the CO, through collaboration between the GEA and the Communications unit.

Management Response: [Added: 2019/09/18]

Throughout the GES process all relevant tools are updated and reprinted and continuous follow up will be done through HR and communication plans.

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Communication strategy will be updated along with CPD
[Added: 2019/09/18] [Last Updated: 2020/08/26]
ARR-P and communications unit 2020/08 Completed Please have a look at the Communication Strategy with gender aspects highlighted in yellow. History
En-Gendering Communications booklet will be updated and reprinted
[Added: 2019/09/18] [Last Updated: 2020/08/26]
GES Team and Communications Team 2020/08 Completed Communication booklet was updated and prepared in Turkish (print version to be distributed after Covid) History
20. Recommendation:

Ensure that gender-focused performance criteria are applied at all levels of staff

Management Response: [Added: 2019/09/18]

Already embedded in performance evaluations since 2017, follow up will be ensured

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Performance evaluations are integrating gender results
[Added: 2019/09/18] [Last Updated: 2020/08/27]
All Programme units and HR Unit 2020/08 Completed PMDs are integrating gender results. PMD Success Criteria and Indicators for Evaluation of Gender Responsive Work is attached for your review. History
21. Recommendation:

UNDP, through its strong commitment to the GES process, should take the lead in attaining highest standards in work-life balance policies and promoting a UN system-wide work-life balance policy of highest standards and quality, rather than lowest common denominator solutions.

Management Response: [Added: 2019/09/18]

People 2030 strategy already responds this recommendation from the corporate perspective and necessary actions are being formulated in CO as well

Key Actions:

Key Action Responsible DueDate Status Comments Documents
People 2030 working group is active and will develop actionable strategies
[Added: 2019/09/18] [Last Updated: 2021/01/27]
Senior Management and Working Group 2020/12 No Longer Applicable [Justification: Unfortunately GEFT does not have a connection with the Working Group. However, GEFT will have a focal point in People 2030.]
History
People 2030 working group is active and will develop actionable strategies
[Added: 2019/09/18] [Last Updated: 2019/11/15]
Senior Management and Working Group 2020/06 Canceled
22. Recommendation:

Ensure a homogenous, standard approach all throughout the CO, by disseminating the GES process across all levels of staff, encouraging a bottom-up process, but also focusing on programmatic level.

Management Response: [Added: 2019/09/18]

GES as well as People 2030 actions are targeting to achieve this recommendation

Key Actions:

Key Action Responsible DueDate Status Comments Documents
People 2030 working group is active and will develop actionable strategies in collaboration with the gender team
[Added: 2019/09/18] [Last Updated: 2021/01/27]
Senior Management and Working Group 2021/06 Initiated UNDP plans to ensure coordination on gender issues between People 2030 and GEFT by having a shared focal point. History
23. Recommendation:

Institutionalize regular and more frequent meetings between the GEA, GFP and project managers at the different stages of all projects.

Management Response: [Added: 2019/09/18]

Gender screening exercise could be used as a tool as well as joint programme meetings which are being held regularly

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Regular programme meetings at the Design Stage and before or after Project Board meetings held annually.
[Added: 2019/09/18] [Last Updated: 2020/08/27]
Gender Focal Point, all programme units 2024/12 Initiated Appraisal of projects are undertaken after Gender Screening exercise is carried out. Gender Screening Tool used to clear ProDocs is attached for information purposes. Additionally, LPAC checklist has three criteria to clear the document from a gender perspective: Strategy section asks whether the project include strategies, programme components, outcomes, or outputs to address gender equality and women’s empowerment. RRF section asks whether gender sensitive, sex-disaggregated indicators are used when appropriate. Annex section asks whether a gender screening of the project was carried out. While Gender Screening is not a formal annex to the ProDoc, it is a compulsory exercise for your Project to be cleared through the Quality Assurance Unit. The QA Unit can only clear Project documents if your project went through a thorough gender screening completed by the Gender Analyst who will inform the M&E Analyst that the project has been assessed on its gender commitments. History
Gender Screening within GES
[Added: 2019/09/18]
GEFT, Gender Advisor 2024/12 Initiated
24. Recommendation:

Improve in-house gender expertise and capacity by ensuring a more secure and in-house contract type to the GEA (or Gender Equality Specialist), placing the position as a strategic one within the senior level management, and involving more gender experts and advisors within the CO to share the workload in terms of gender-related coordination and programming.

Management Response: [Added: 2019/09/18]

CO will be mobilizing a fixed term gender equality specialist to join programme team as well as continuing engagement of experienced senior consultants and advisors

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Programme team strengthened with Gender Expert
[Added: 2019/09/18] [Last Updated: 2020/08/25]
Senior Management and HR and Finance Units 2020/06 Completed Gender Specialist is fully on board at UNDP as of June 2020. History
Programme team strengthened with Gender Expert
[Added: 2019/09/18] [Last Updated: 2019/11/15]
Senior Management and HR and Finance Units 2020/06 Canceled
25. Recommendation:

Following the SRR modality, promote the recruitment of ‘Portfolio Gender Associates’, to be placed between the GEA and Portfolio Managers, having experience and knowhow on both gender issues and the specialization areas of the portfolios

Management Response: [Added: 2019/09/18]

This recommendation will be depending on the resource allocation of the relevant portfolio and can be decided along with relevant implementing partners

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Internal assessments for operationalization of a stronger expert presence for gender expert positions
[Added: 2019/09/18] [Last Updated: 2020/08/25]
ARR-P, HR, All Programme Units 2019/11 No Longer Applicable [Justification: The newly hired full time Gender Specialist will successfully undertake the mainstreaming of gender and portfolios will hire gender experts on a needs basis provided that there are funds available. The consideration to hire gender experts is based on the portfolio of projects and funds available. A gender expert for each portfolio cannot be guaranteed in that sense]
History
Internal assessments for operationalization of a stronger expert presence for gender expert positions
[Added: 2019/09/18] [Last Updated: 2020/08/25]
ARR-P, HR, All Programme Units 2019/11 Canceled
26. Recommendation:

To promote institutionalization, consider establishing a crosscutting Gender Equality Programme, as a priority outcome in the current CPD on an equal status with the three Portfolios, to be led by a senior Programme Management position, and consisting of the Gender Associates / Experts of all Portfolios and Programmes.

Management Response: [Added: 2019/09/18]

This recommendation conflicts with the previous recommendation on embedding gender into CPD in an integrator function. This needs to be evaluated by the senior management in the run up to the adoption of new CPD

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Internal assessments for operationalization of a stronger expert presence for gender expert positions and undertaking more gender mainstreaming within portfolios
[Added: 2019/09/18] [Last Updated: 2020/08/25]
ARR-P, HR, All Programme Units 2019/12 No Longer Applicable [Justification: Gender is a cross-cutting issue according to the new CPD rather than a separate program. Hence the recommendation to establish a Gender Equality Program to be led by a separate portfolio is not considered feasible. There is no outcome attributed to gender in the new CPD, hence gender expertise is needed to mainstream it rather than create a separate program. The newly hired full time Gender Specialist will successfully undertake the mainstreaming task and portfolios will hire gender experts on a needs basis provided that there are funds available. ]
History
27. Recommendation:

Extend the GES process beyond its lifetime by ensuring continuous and consistent commitment of the CO

Management Response: [Added: 2019/09/18] [Last Updated: 2019/09/18]

GES in principles changes the way of working and brings a constant change. This experience will be reflected to new stakeholders as well as old implementing partners throughout the implementation 

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Follow up the results of GES
[Added: 2019/09/18] [Last Updated: 2021/01/27]
ARR-P, Gender Advisor, Gender Focal Point, 2021/12 Initiated Because the results of the GES assessment has arrived with a delay, the planned activities are still in the pipeline. However GEFT will start planning its annual activities based on feedback from SEAL assessment with a workshop on GES report in early February 2021. History
Advocate GES in public and private sector
[Added: 2019/09/18] [Last Updated: 2020/08/27]
ARR-P, Gender Advisor, Gender Focal Point, 2024/12 Initiated B4Gs is actively contributing to gender equality agenda and identified GEWE as one of its four working areas. Most recently the Platform organized a gender equality workshop in Istanbul; a virtual panel on Gender and COVID; conducted an online survey on general situation of business world and human rights principles in recovery from COVID both of which included a robust gender dimension. Recently two virtual meetings with an agenda on Istanbul convention have been held. Additionally piloting of the Gender SEAL in Limak Investment CO has almost been completed. Other Limak companies have started to implement the programme. Garanti Bank accepted SEAL as an equivalent gender marker for its gender loan. Other companies are coming with queries and making applications. History
Ensure GEFT is in place and active
[Added: 2019/09/18] [Last Updated: 2020/08/27]
GEFT members ARR-P, Gender Advisor, Gender Focal Point, 2024/12 Initiated History
Annually monitor the implementation of the CO Gender Equality Strategy with regard to the activity plan
[Added: 2019/09/18]
ARR-P, Gender Advisor, Gender Focal Point 2024/12 Not Initiated
28. Recommendation:

Consider new ways of overcoming the resistance of (particularly government) counterparts, through long-term strategies, approaching them in several ways, developing tailor-made measures, insisting on objectives by using alternative communication strategies, and developing ways to involve them in the process.

Management Response: [Added: 2019/09/18]

UNDP CO has good working relationships with Government counterparts. Both this strategic positioning as well as advisory workshops planned ahead of our new CPD will provide important entry points to achieve buy-in from the government and other counterparts (including private sector) on the issue of gender equality.

Key Actions:

Key Action Responsible DueDate Status Comments Documents
Gender equality frame fo UN and UNDP as well as Gender mainstreaming efforts of UNDP Turkey CO will be advocated and promoted among government partners
[Added: 2019/09/18]
ARR/P and Senior Management 2024/12 Not Initiated
Advisory workshops with government partners
[Added: 2019/09/18]
ARR/P and Senior Management 2024/12 Not Initiated

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