Evaluation of UNV Gender Equality and Women's Empowerment for Organisational and Programmatic Effectiveness

Report Cover Image
Evaluation Plan:
2016-2017, UNV
Evaluation Type:
Thematic
Planned End Date:
07/2017
Completion Date:
05/2017
Status:
Completed
Management Response:
Yes
Evaluation Budget(US $):
13,050

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Document Type Language Size Status Downloads
Download document Revised Gender ToR_Signed 23Nov2016.pdf tor English 236.66 KB Posted 94
Download document SUMMARY UNV GENDER EVALUATION REPORT MAY 2017.pdf summary English 807.32 KB Posted 113
Download document UNV Gender Report_single_page_FINAL_compressed.pdf report English 2719.25 KB Posted 141
Title Evaluation of UNV Gender Equality and Women's Empowerment for Organisational and Programmatic Effectiveness
Atlas Project Number:
Evaluation Plan: 2016-2017, UNV
Evaluation Type: Thematic
Status: Completed
Completion Date: 05/2017
Planned End Date: 07/2017
Management Response: Yes
Focus Area:
  • 1. Cross-cutting Development Issue
Corporate Outcome and Output (UNDP Strategic Plan 2014-2017)
Evaluation Budget(US $): 13,050
Source of Funding:
Evaluation Expenditure(US $): 13,050
Joint Programme: No
Mandatory Evaluation: No
Joint Evaluation: No
Evaluation Team members:
Name Title Email Nationality
Lucy Ferguson lucyjferguson@gmail.com
GEF Evaluation: No
Key Stakeholders:
Countries: GLOBAL
Lessons
Findings
Recommendations
1

 Develop a clear understanding of what gender equality, women’s empowerment and gender mainstreaming mean for UNV, in particular, as they relate to UNV's core mandate of volunteer mobilisation and recruitment.

2

Integrate gender equality into organisational priorities, policies and strategies at the highest level, and ensure gender is mainstreamed into the new Strategic Framework and organisational transformation process.

3

Allocate and systematically track financial resources for gender equality and gender mainstreaming, in line with the target of 15% established in UNDP's Gender Equality Strategy and the Gender Marker system.

4

Establish clear, accountable structures for gender equality and gender mainstreaming with the necessary level of expertise, and ensure that responsibility sits at the highest levels of the organisation.

5

Address gender gaps in workplace issues and organisational culture, particularly in light of the Global Staff Survey 2016 results which demonstrate gender gaps of up to 38% in favourable perceptions of management performance and behaviour.

6

Develop and implement a training and capacity development plan on gender equality and gender mainstreaming for all staff and UN Volunteers, following current best practice to ensure that this meets the specific requirements of the organisation and will have a lasting impact on all areas of UNV's work.

7

 Integrate gender equality more substantively into UNV's core work of volunteer mobilisation and recruitment, as well as programmatic work, through the development of appropriate indicators, targets and processes for tracking the impact of UNV's work.

1. Recommendation:

 Develop a clear understanding of what gender equality, women’s empowerment and gender mainstreaming mean for UNV, in particular, as they relate to UNV's core mandate of volunteer mobilisation and recruitment.

Management Response: [Added: 2017/11/02] [Last Updated: 2018/08/27]

This recommendation will be addressed through 4 specific key actions, covering research and knowledge dissemination as well as guidance on inclusion of GEEW in programmatic work on volunteer infrastructure and youth.

Key Actions:

Key Action Responsible DueDate Status Comments Documents
1.1 - In the framework of the State of the World’s Volunteer Report, UNV to commission one thematic paper on the contribution of volunteerism to gender equality and women’s empowerment, including an exploration of how aspects of volunteerism – such as volunteer mobilization and deployment – are gendered.
[Added: 2017/11/02] [Last Updated: 2018/01/15]
Volunteer Advisory Services Section (VASS) 2017/12 Completed The paper has been commissioned and will be included in the 2018 SWVR.
1.2 UNV will commission substantive gender analysis of UNV’s work under the umbrella of SDG5, using the 2009 VKIS concept paper and the SWVR paper in action 1.1 as a reference. The analysis will articulate clearly how gender equality and women’s empowerment are relevant to UNV’s core mandate and programmatic work. For the SF 2018-2021 it will: a) formulate a relevant theory of change, M&E framework, specific targets and indicators addressing gender equality in the UNV Strategic Framework 2018-2021. Ensure that the Strategic Framework mainstreams gender into all areas and includes at least one specific output on GEEW. To the extent possible, the analysis will also include appropriate reporting / measurement tools to assess UNV’s contribution to gender equality and women’s empowerment. B), an action plan will be formulated that will guide UNV’s engagement for GEEW, in line with the results of the gender analysis and UNDP Gender Equality Strategy 2014-2017.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
Office of the Executive Coordinator (OEC) 2018/12 Initiated
1.3 – To disseminate knowledge created throughout UNV on gender equality and volunteerism UNV will: a) hold a Brown Bag Lunch and webinar to presenting the findings of the paper and analysis, b) feature an article on UNV’s contribution to GEEW through volunteerism on the UNV public website, and c) include within the advocacy plan of SWVR explicit measures to promote the GEEW paper, including side event at Commission on Status of Women in March 2018.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
Volunteer Advisory Services Section (VASS) 2018/12 Initiated
1.4 Based on the thematic paper (1.1) and the analysis (1.2), UNV will develop guidelines for its programmatic work in the areas of volunteer infrastructure and youth on how to integrate GEEW and volunteerism into programming efforts.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
External Relations (ExRels) /Volunteer Advisory Services Section (VASS) 2018/12 Initiated
2. Recommendation:

Integrate gender equality into organisational priorities, policies and strategies at the highest level, and ensure gender is mainstreamed into the new Strategic Framework and organisational transformation process.

Management Response: [Added: 2017/11/02] [Last Updated: 2017/11/02]

Some aspects of this recommendation will be addressed through the key actions identified in recommendation 1. 

Key Actions:

Key Action Responsible DueDate Status Comments Documents
2.1 – UNV will include relevant baseline and targets into yearly UNV planning and reporting (ABP and IRRM) and financial and budgeting processes at the HQ, Region and Field Level.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
Office of the Executive Coordinator (OEC) 2018/12 Initiated This will be incorporated in the 2018 work planning that is currently underway.
2.2 Issue public commitments to gender equality and gender mainstreaming as occasions (such as International Women’s Day) permit.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
External Relations (ExRels) 2018/12 Initiated
3. Recommendation:

Allocate and systematically track financial resources for gender equality and gender mainstreaming, in line with the target of 15% established in UNDP's Gender Equality Strategy and the Gender Marker system.

Management Response: [Added: 2017/11/02] [Last Updated: 2018/08/27]

This recommendation will be addressed by establishing resource allocations and budgeting practices for implementation of institutional and programmatic aspects of gender, including systematically tracking these resources.

Key Actions:

Key Action Responsible DueDate Status Comments Documents
3.1 – UNV will establish dedicated allocation and budgeting of financial resources for implementation of institutional and programmatic aspects of gender and systematically track the financial resources.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
Office of the Executive Coordinator (OEC) 2018/12 Initiated Will be included in 2019 planning process
3.2 Undertake a review of all UNV projects against the Gender Marker at the next Programme Advisory Board meeting against benchmark criteria of 15% funding to GEEW, as well as in terms of gender results. Thereafter, UNV will ensure continued compliance and reporting against gender results through periodic review at Programme Advisory Board.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
Volunteer Advisory Services Section (VASS) / Programme Advisory Board (PAB) 2018/12 Not Initiated
4. Recommendation:

Establish clear, accountable structures for gender equality and gender mainstreaming with the necessary level of expertise, and ensure that responsibility sits at the highest levels of the organisation.

Management Response: [Added: 2017/11/02] [Last Updated: 2018/08/27]

This recommendation will be addressed by establishing dedicated staff capacity on gender and volunteerism at HQ as well as appointment of gender focal points at the regional level, as well as review and revision of the Gender Action Team ToR to be in line with the recommendations of this evaluation

Key Actions:

Key Action Responsible DueDate Status Comments Documents
4.1 - As part of the UNV transformation, establish dedicated staff capacity to provide expertise on gender and volunteerism to UNV at all levels (HQ, RO, FU and UN Volunteers). This should include specific functions on policy advice and expertise, training and coordination on gender and volunteerism, as well as taking responsibility for inter-agency processes and networks on gender equality and women’s empowerment.
[Added: 2017/11/02] [Last Updated: 2018/01/15]
Office of the Executive Coordinator (OEC) / Human Resource Section (HRS) 2018/12 Overdue-Initiated The gender focal point function was included in a ToR during transformation. The function will be assigned as part of re-configuration of strategy team within the Office of the Executive Coordinator.
4.2 – In line with the UNV transformation, ensure that organizational infrastructure, such as regional gender focal points and Community of Practice, links UNV HQ and Regional levels to disseminate knowledge and best practice on gender equality and women’s empowerment and volunteerism.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
Office of the Executive Coordinator (OEC) 2018/12 Initiated
4.3 –Define the most appropriate internal structure for gender equality at UNV, and ensure requisite training and skills development given to relevant staff. If GAT is maintained, ensure the terms of reference are updated in line with the gender evaluation identified good practices, the Strategic Framework and new organizational scenario.
[Added: 2017/11/02]
Office of the Executive Coordinator (OEC) 2019/01 Not Initiated
5. Recommendation:

Address gender gaps in workplace issues and organisational culture, particularly in light of the Global Staff Survey 2016 results which demonstrate gender gaps of up to 38% in favourable perceptions of management performance and behaviour.

Management Response: [Added: 2017/11/02] [Last Updated: 2018/08/27]

This recommendation will be addressed through thourough review of GSS 2014 & 2016 action plan as well as development of guidance and training on inclusion of gender equality targets in staff PMDs.

Key Actions:

Key Action Responsible DueDate Status Comments Documents
5.1 –A review and inclusion of 2014 GSS outstanding action plan items should be incorporated as appropriate.
[Added: 2017/11/02] [Last Updated: 2018/01/15]
Office of the Executive Coordinator (OEC) / Human Resource Section (HRS) / Staff Advisory Council (SAC) 2018/01 Completed An action plan to address both the 2014 and 2016 GSS has been developed.
5.2 – Clear guidelines and training on integrating and monitoring gender equality targets into PMDs of all UNV staff
[Added: 2017/11/02] [Last Updated: 2018/01/12]
Human Resource Section (HRS) 2018/01 Completed All staff Performance Management Documents (PMDs) require a gender indicator. OHR PMD Guidelines to address gender in PMDs was disseminated in 2017. Reference to these guidelines will be included in end of year appraisals as well as 2018 PMD instructions.
5.3 – Information on mechanisms of gender-sensitive conflict resolution disseminated to all UNV personnel.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
Human Resource Section (HRS) 2018/12 Initiated
5.4 – Analyse harassment and discrimination reporting procedures for UN Volunteers, and ensure that these are gender-sensitive and fit for purpose.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
Results Management Section (RMSS) 2018/12 Not Initiated
6. Recommendation:

Develop and implement a training and capacity development plan on gender equality and gender mainstreaming for all staff and UN Volunteers, following current best practice to ensure that this meets the specific requirements of the organisation and will have a lasting impact on all areas of UNV's work.

Management Response: [Added: 2017/11/02] [Last Updated: 2018/08/27]

This recommendation will be addressed through a variety of capacity assessment and capacity development activities as outlined in the key actions below

Key Actions:

Key Action Responsible DueDate Status Comments Documents
6.1 – Undertake capacity assessment to determine levels of gender knowledge across all staff and volunteers.
[Added: 2017/11/02] [Last Updated: 2018/01/12]
Human Resource Section (HRS) 2018/12 Overdue-Not Initiated This action will be postponed until after the completion of the transformation, including recruitment related to the transformation. The assessment of HQ and Regional Offices will be done first and then followed by an assessment of the country offices.
6.2 – Based on capacity assessment undertaken in action item 6.1, develop training and/or awareness raising approach and specific activities to address identified gaps among all personnel and offices.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
Human Resource Section (HRS) 2018/12 Not Initiated
6.3 – Create and launch mandatory UNV-specific UNV/UN Women joint e-learning module on Gender and Volunteerism for all UNV personnel and UN Volunteers.
[Added: 2017/11/02] [Last Updated: 2018/08/27]
Human Resource Section (HRS) 2018/12 Initiated The e-learning module has been developed and reviewed by an external gender expert. It is currently pending final input by UN Women.
6.4 – Ensure element on gender equality, women’s empowerment and volunteerism is part of the induction of new staff members and UN Volunteers.
[Added: 2017/11/02] [Last Updated: 2018/01/15]
Human Resource Section (HRS) 2018/12 Overdue-Not Initiated This action is being postponed until the finalization of the transformation and recruitment of new positions associated with the transformation.
7. Recommendation:

 Integrate gender equality more substantively into UNV's core work of volunteer mobilisation and recruitment, as well as programmatic work, through the development of appropriate indicators, targets and processes for tracking the impact of UNV's work.

Management Response: [Added: 2017/11/02]

Addressed through key action 1.2, 1.4 (programme guidelines) and 3.1/3.2 (financial tracking)

Key Actions:

Key Action Responsible DueDate Status Comments Documents
7.1- Annual UN Volunteer survey and volunteer reporting to include disaggregated data of aspects related to gender equality and women’s empowerment, dedicated gender staff to review gender results of survey on an annual basis and provide recommendations for changes.
[Added: 2017/11/02] [Last Updated: 2018/01/15]
Executive Office (ExO) 2018/12 Overdue-Initiated The volunteer survey mechanism is developed and will be rolled out in March 2018. All relevant data will be disaggregated as appropriate. The review and analysis will be undertaken once the gender focal point is identified.

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