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GUIDANCE 1.1
INTEGRATING GENDER EQUALITY IN MONITORING AND EVALUATION
CONTENTS (CLICK TO NAVIGATE)
his third edition of EVAL’s guidance note on
gender equality in evaluation expands on the
T
2013 and 2016 versions. This update reflects new 1. WHY THIS GUIDE?
developments and takes into account the latest 2. INTRODUCTION
United Nations Evaluation Group’s (UNEG) guidance
on the subject. This is a practical guide to ensure that 3. KEY CONCEPTS
due attention is given to inclusion of the principles 4. ILO’S MANDATE AND POLICY ON GENDER EQUALITY
of gender equality and other human rights, as
reflected in the guidance note on normative work. 4.1 Gender equality as a global goal
The intended audience is all ILO professionals who 4.2 The ILO’s mandate on gender equality
deliver or manage programmes and projects of 4.3 The ILO’s policy on gender equality and mainstreaming
development cooperation.
4.4 The ILO Action Plan for Gender Equality
JUNE 2019
5. GENDER AND INTERNATIONAL EVALUATION QUALITY STANDARDS
6. INTEGRATING GENDER EQUALITY AND HUMAN RIGHTS IN PROGRAMME AND PROJECT CYCLES
6.1. Integrating gender equality in monitoring and evaluation systems
6.2. Gender equality and human rights responsive evaluations
6.2.1. Considering gender equality in all steps of the evaluation process
7. ADDITIONAL RECOMMENDED ACTION
ANNEX 1. GENDER-RESPONSIVE EVALUATION QUESTIONS
ANNEX 2. REFERENCES FOR FURTHER READING
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GUIDANCE 1.1
INTEGRATING GENDER EQUALITY IN MONITORING AND EVALUATION
1. WHY THIS GUIDE? evaluations in alignment with United Nations System-wide Gender mainstreaming, which is a strategy to achieve the
This guidance note explains why it is important to integrate Policy on Gender Equality and the Empowerment of Women aim of gender equality, should be used throughout the
1 (UN-SWAP). project’s lifecycle as required by the March 2005 Governing
gender equality systematically into monitoring and
evaluation processes. In light of ILO’s mandate, managers of ILO technical Body discussion that requested the Office to ensure that
cooperation projects as well as programming and technical all ILO technical cooperation programmes and projects
staff should be aware of the requirement to mainstream systematically mainstream gender throughout the project
GENDER-RESPONSIVE MONITORING AND 2 Intervention designs should therefore include the
gender in all activities. cycle.
EVALUATION SYSTEMS ARE AS IMPORTANT AS A following elements:
GENDER-RESPONSIVE PROJECT DESIGN. GENDER- 2. INTRODUCTION i. Gender-responsive objectives, outcomes, outputs,
BLIND DESIGN PROJECTS CAN BE CORRECTED BY activities and gender-specific indicators;
FORMULATING GENDER-INCLUSIVE INDICATORS The 1999 ILO Policy on Gender Equality and Mainstreaming
AND CONDUCTING GENDER-RESPONSIVE states that as an organization dedicated to fundamental ii. Gender institutional structures set up under projects;
human rights and social justice, ILO must take a leading iii. Involvement of both men and women in constituents’/
EVALUATIONS, THEREAFTER KEEPING TRACK OF role in international efforts to promote and realize gender
THE PROJECT’S CONTRIBUTION TO THE GOAL OF equality. The policy specifically refers to evaluation as part of beneficiaries’ consultations and analysis;
GENDER EQUALITY IN THE WORLD OF WORK the institutional mechanisms that will help in mainstreaming iv. Gender-responsive monitoring;
gender. Since then, several Actions plans have aimed to v. Terms of reference for evaluations, requiring the
It describes ILO’s mandate and policy on gender equality support effective and inclusive gender-responsive delivery of inclusion of impact assessment on gender equality and
and briefly explains the relationship between gender the Decent Work Agenda by operationalizing the ILO Policy gender expertise in the evaluation team;
equality and other human rights by underscoring key on Gender Equality and Mainstreaming. Objectives are vi. Inclusion of an evaluation scope, criteria, questions
related concepts of the ILO’s evaluation strategy and the reflected in the cross-cutting nature of gender equality in and gender-responsive methodology, tools and data
United Nations Evaluation Group Handbook Integrating accordance with, among recent policy documents, the ILO analysis, including sex-disaggregated data;
Human Rights and Gender Equality in Evaluation – Towards Declaration on Fundamental Principles and Rights at Work
UNEG Guidance. It also addresses the objectives of the (1998 Declaration), the 2008 ILO Declaration on Social vii. Presentation of findings, conclusions and
institutional gender mainstreaming and gender-responsive Justice for a Fair Globalization and the 2009 International recommendations reflecting a gender analysis.
analysis efforts as well as the responsibilities for ILO Labour Conference (ILC) resolution concerning gender
equality at the heart of decent work.
1
Whereas the main focus of the guidance note lies on gender, ways for monitoring and evaluation processes to be responsive to
other human rights are also reflected in this document.
2
ILO Governing Body Document GB.292/TC/1 (2005) Thematic Evaluation Report: Gender Issues in Technical Cooperation.
Available at http://www.ilo.org/public/english/standards/relm/gb/docs/gb292/pdf/tc-1.pdf
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GUIDANCE 1.1
INTEGRATING GENDER EQUALITY IN MONITORING AND EVALUATION
3. KEY CONCEPTS⁴ decent employment and income; enhance the coverage
“THE EXTENT TO WHICH ILO DEVELOPMENT Â GENDER is a socio-cultural variable that refers and effectiveness of social protection; and strengthen
COOPERATION IGNORES GENDER PERSPECTIVES to the comparative, relational or differential roles, tripartism and social dialogue.
REINFORCES UNEQUAL POWER RELATIONS responsibilities, and activities of females and males. Â GENDER MAINSTREAMING recognizes that gender
BETWEEN WOMEN AND MEN IN LABOUR MARKETS Whereas the sex of men and women is biologically- roles affect and are affected by any project, programme
AND EXACERBATES WOMEN’S LOWER STATUS” determined, gender roles are socially constructed. and policy dealing in the social, political or economic
ILO Action Plan for Gender Equality 2018–21 Gender concerns power relationships between women realm.
and men. Gender roles are culturally-based expectations Mainstreaming gender has two elements: the analytical
Decent Work and non-discrimination are key aspects of the about men’s and women’s identity and behaviour. It is element (understanding power relations between men
human rights-based approach, which is one of the common important to recognize that gender roles vary among and and women), and the normative element (creating
programming principles of the UN system. The Common within societies and can change over time. more gender equality so that women and men have
Country Assessment (CCA) and the United Nations  GENDER EQUALITY: refers to the enjoyment of equal equitable access and control of productive resources
Development Assistance Framework (UNDAF) documents rights, opportunities and treatment by women and men, and benefits). Monitoring and evaluation support these
must mainstream principles of non-discrimination and and girls and boys, in all spheres throughout their lives. two components by systematically analysing the effects
gender equality and pay particular attention to groups People’s rights, responsibilities, status and access to and an intervention has on power relations between men
subject to discrimination and exclusion. control over resources and benefits should not depend and women, and on the goal of creating more gender
The ILO policy guidelines for results-based evaluation: on whether they are born male or female. Instead, every equality; and by recommending actions to improve the
Principles, rationale, planning and managing for evaluations person should be able to develop their interests and effectiveness of an intervention to address the different
provide guidance on how to align monitoring and evaluation abilities and make choices that are free from limitations needs of women and men and to contribute to greater
(M&E) activities of its Decent Work Country Programmes set by rigid expectations, responsibilities and roles based gender equality.
and projects with the UNEG Handbook³ that provides step- on stereotypes and discrimination. Â GENDER ANALYSIS is closely linked to the quality
by-step guidance on how to integrate these dimensions ILO is committed to using a gender mainstreaming control of an intervention by ensuring that it adequately
throughout an evaluation process. strategy when operationalizing its four strategic considers gender concerns throughout its planning and
objectives: promote and realize fundamental principles implementation, regardless of whether the intervention
and rights at work; create opportunities to secure explicitly targets the empowerment of women or gender
³ Integrating Human Rights and Gender Equality in Evaluation - Towards UNEG Guidance
⁴ There are many tools and techniques for conducting gender analysis. The website of the ILO Gender, Equality and Diversity (GED)
Branch provides a number of resources.
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GUIDANCE 1.1
INTEGRATING GENDER EQUALITY IN MONITORING AND EVALUATION
equality. Not adequately addressing gender concerns Fourth World Conference on Women, held in Beijing in 4.3 THE ILO’S POLICY ON GENDER EQUALITY AND
reduces the relevance, effectiveness and sustainability 1995, the world’s governments agreed that the strategy MAINSTREAMING
of an intervention. In fact, in the majority of cases, this of gender equality should be used to achieve gender The ILO policy on gender equality and mainstreaming,
further reinforces existing and unequal power relations equality. At the 2000 UN Millennium Summit, the 147 announced by the Director-General in 1999, states that
between the sexes and can even exacerbate these and heads of government recognized that promoting gender mutually-reinforcing action to promote gender equality
diminish women’s status. equality and the empowerment of women is a critical should take place in staffing, substance and structure.
 GENDER ANALYSIS REQUIRES: Sex-disaggregated element for combating poverty and stimulating sustainable The ILO has a two-pronged approach toward promoting
data — if no sex-disaggregated information is available, development. This commitment was reinforced through the gender equality. First, all policies, programmes and
it should be generated; and mixed methods — the use of ECOSOC Declaration in 2006. The Millennium Development activities must aim to systematically and formally address
both quantitative and qualitative information. Quantitative Goals (MDGs) and now the 2030 Agenda reinforced the specific and often different concerns of both women
information helps to compare; qualitative information these commitments by including specific goals, targets and men, including women’s practical and strategic gender
helps to capture the more complex and less quantifiable and indicators to reduce gender-equality deficits in human 8
development. needs. Second, targeted interventions – based on analysis
causes and effects of gender inequality. A monitoring
system that is gender responsive and collects timely 4.2 THE ILO’S MANDATE ON GENDER EQUALITY
and appropriate data in a gender responsive manner is The ILO’s mandate on gender equality is established “GED IS ACCOUNTABLE FOR SUPPORTING
essential to make an evaluation gender responsive. through a number of International Labour Conventions – IMPLEMENTATION OF THE ILO GENDER EQUALITY
especially the key gender equality Conventions mentioned POLICY TOGETHER WITH THE GENDER NETWORK
4. ILO’S MANDATE AND POLICY ON in Section 4.1. The mandate is also informed by Resolutions – OF SENIOR GENDER SPECIALISTS, GENDER
GENDER EQUALITY of the International Labour Conference in 19755, 19856, COORDINATORS AND FOCAL POINTS. ALL STAFF
4.1 GENDER EQUALITY AS A GLOBAL GOAL 19917, as well as the 2004 Resolution on Gender Equality, ARE ACCOUNTABLE FOR MAINSTREAMING
Gender equality is globally recognized as a core human Pay Equity and Maternity Protection and the Resolution GENDER IN THEIR OWN WORK, IN ORDER TO
right included in international conventions and agreements, concerning Gender Equality at the Heart of Decent Work, SUPPORT THE CONSTITUENTS TO PROMOTE
such as the 1948 Universal Declaration on Human adopted in June 2009 (for access see listing of resolutions GENDER EQUALITY”
Rights and the 1979 Convention on the Elimination of all on Annex 2).
Forms of Discrimination against Women (CEDAW). At the ILO Action Plan for Gender Equality, 2018-21
5 ILO. 1975. Resolution concerning a Plan of Action with a View to Promoting Equality of Opportunity and Treatment for Women 6 ILO, 1985. Resolution on equal opportunities and equal treatment for men and women in employment [Committee on Equality in 8. Practical gender needs refer to needs that arise because of women’s role in society but do not challenge that role, such as
Workers and Resolution concerning Equal Status and Equal Opportunity for Women and Men in Occupation and Employment Employment]. Available at: http://www.ilo.org/public/libdoc/ilo/1985/85B09_348_engl.pdf inadequacies in living conditions, water provision, health care, employment etc. Strategic gender needs refer to needs women
[Committee on Equality for Women Workers]. Available at: http://www.ilo.org/public/libdoc/ilo/P/09734/09734%281975-60%29. 7 ILO. 1991. Resolution concerning ILO action for women workers [Resolutions Committee]. Available at: http://www.ilo.org/public/ identify for overcoming their subordinate position in society; they are related to gender divisions of labour, power and control, and
pdf libdoc/ilo/P/09734/09734%281991-78%29.pdf may include such issues as legal rights, gender-based violence, equal wages, etc.
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