NORHED Project

NORHED SUNREM-Himalaya Project

"Sustainable natural resource management for climate change adaptation in the Himalayan region"

Gender Action Plan of the NORHED SUNREM-Himalaya Project

General/Introduction

Past projects and studies have clearly indicated that gender considerations are paramount to the success of any action or project at the implementation level. In order to ensure that gender is adequately deal with during the implementation phase, it is essential that gender equity considerations are incorporated into the project design and concept right at the out-start. As stated in Section 4.4. of the main application, this project incorporates and attempts to address gender mainstreaming at each stage and within each activity of the project. This will be achieved through the following gender action plan.

Mainstreaming Gender in the Project Description

The project aims to strive for gender equality and empowerment of women to the full extent possible and every effort will be made to ensure 50 percent participation of women in all relevant project activities as pointed out in the Project Outputs and Activities of the Results Framework (Sections 3.3 to 3.6). It should be noted that this project builds upon past projects funded and conducted through the NUFU and NOMA programs. Therefore, the project will utilize capacities already built through the previous projects, and hence, the project coordinator from KIU is a female (Dr./Mrs. Farida Begum) who completed her Ph.D. at Kathmandu University under the NUFU project, and the Gender Focal Point will be Dr./Ms. Nani Raut, who completed her Ph.D. from University of Life Sciences, Norway, also partially supported by the previous NUFU project. Likewise, we will encourage and make every attempt to involve female faculty members at each of the partner institutions to take lead roles in the project activities. As the main aim of the project is to strengthen human and institutional capacity in universities in the South (South Asia), we will promote increasing the educational, research and administrative capacities of female members of the faculty and staff at the partner institutions.

Gender Equity in Education

We aim to ensure gender equality within the proposed educational programs that make up a major component of the project. This will be achieved by adopting the following practices: a. Advertising the programmes with particular focus to women so as to attract female candidates to the Masters and Doctoral programs at the partner institutions. b. Encouraging women to apply for the graduate degree programmes developed through the project. c. Giving preference and priority to female applicants for the degree programmes. d. Provision of partial scholarships only to female candidates for the degree programmes with preference given to women from marginalized or vulnerable groups.

Gender Issues in Research

Research is another important component of the project which aims to strengthen the research capacity at the partner institutions in the South. Research capacity will be addressed at both the graduate degree programme level as well as through post-doctoral research fellowships. The following approaches will be adopted to ensure gender equity in research: a. Strive for fifty percent female candidates in both Masters and Ph.D. level degree programmes. b. Encourage female faculty at the partner institutions to enroll for Ph.D. degrees and reserve 50% of seats for female candidates. c. Encourage female faculty members to engage in post-doctoral research fellowships to enhance publication skills and strengthen research capacity at the South partner institutions. d. Incorporate gender perspectives and issues in the objectives and methods of the research topics selected (both graduate degree and post-doctoral research).

Gender in Capacity Development of Institutions

Capacity development of the partner institutions in the South is also a key objective of the project. Hence, gender balance will also be sought within this component. This will be done by ensuring fifty percent participation of female candidates for the various training and skills upgrading activities. Thus, 50% women will be sought for training of administrative staff, library staff in ICT training and development, as well as, laboratory and technical staff for specialized technical training.

Retention of Female Candidates

There is a clear need to maximize the retention of female candidates at all levels. This is particularly true for women candidates in degree programmes and female faculty members in the South Asian partner institutions due to a variety of socio-cultural factors. Often female candidates face difficulties in continuing full-time appointments or degree programmes due to family pressures and social obligations or cultural restrictions. Therefore, we will strive to increase the retention of female candidates within the project activities by: a. Providing extended maternity leave (and paternity leave where possible) where needed and justified (in accordance with institutional regulations and norms) b. Incentives for female candidates, such as, through scholarships and fellowships. c. Child support allowances, improved security, and other gender incentives. d. Mentoring and additional academic assistance to female candidates where necessary. e. Flexible work and class hours to adjust course routines as necessary to facilitate female candidates. f. Incorporation of gender issues and aspects into the course contents, particularly with reference to climate change adaptation and sustainable natural resource management.

Conclusion

As outlined above and mentioned specifically in the various sections of the Results Framework, the project will make every effort to incorporate gender equity within the project. As indicated in the baseline situation with respect to the outputs expected from the project, the present situation at most of the partner institutions is one where there is a minimum of female faculty members and students (with the exception of KU and KIU). However, it is envisioned that through the successful implementation of this project, the status of all partner institutions in the south will be significantly improved with respect to gender balance.
For specific queries contact: Gender Focal Point:- Dr. Nani Raut (rautnani7@gmail.com)



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Information about NORHED Project

Address :Department of Environment Science & Engineering ,KU

E-mail : rmbaj@ku.edu.np

Phone : +977-11-661399 Ext:2235