To reveal whether a programme addresses the different priorities and needs of women and men, and to determine if it has an impact on gender relations, gender aspects needs to be integrated into monitoring and evaluation systems. The inclusion of explicit gender equality objectives and indicators at the planning stage also strengthens accountability on the progress made on gender equality issues. Effective gender-responsive monitoring and evaluation needs to include both qualitative and quantitative data that measures the impact on gender relations. Without sufficient data, a meaningful analysis of the impact on gender equality is very difficult. This also implies that, as a minimum, all data should be collected, presented and analysed in a sex-disaggregated manner.
Do we monitor gender impacts of our measures and collect data sex-disaggregated?
Often the first step to integrate a gender approach – a sound gender analysis – is already difficult due to a lack of sex-disaggregated data. However, to monitor and steer our measures, we need such a data basis to build upon. Hence, we should support our partners to collect data disaggregated according to different factors such as sex, age or socio-economic status. We can then use such data for our own analysis, monitoring and evaluation.
Do our indicators measure the impact we have on gender equality?
In order to measure our contribution to gender equality, we should have gender indicators. There are different types of such indicators. Gender specific indicators - which are often integrated as additional indicators – directly relate to men or women, e.g. female led households with access to clean water or an increase of initiatives on gender based violence which are targeted at men. Gender differentiated indicators – which are usually not additional – differentiate between men and women, e.g. x percentage of participants who have started a business after a start-up training are female.
Do we support institutional learning and foster exchange of promising approaches to enhance gender equality? The gender competence among institutions varies largely. We have to assess the gender competence and, where necessary, offer capacity development measures to enhance gender capacities, e.g. through trainings, or organizational development, e.g. through institutional gender strategies or action plans. In addition, we should document and disseminate promising approaches, which we have tried out.