Gender analysis tool for ITN distribution: Section Three: Organizational structure

Part of ensuring a gender lens to ITN distributions is also to ensure that national malaria programmes lead by example and ensure gender equality and equity within their own activities. The following section looks at gender within the national malaria programme (and/or their implementing partners) and the ITN distribution structure itself. The section helps national malaria programmes see where their organization and distribution structure “fits” in terms of gender equality and equity. It can help national malaria programmes make decisions on how to ensure equal and equitable gender participation (wherever it is safe to do so) and promote gender equality and equity in its operations.

Policies on gender equality and equity within the workplace are a great first step in ensuring gender equality within the workplace. Policies on gender can cover critical areas such as recruitment, discrimination and protection within the workplace. All of these can help ensure that women and men have equal opportunities to achieve their best and contribute equally to the organization’s goals and objectives.

Policies on gender equality and equity within the workplace are a great first step in ensuring gender equality within the workplace. Policies on gender can cover critical areas such as recruitment, discrimination and protection within the workplace. All of these can help ensure that women and men have equal opportunities to achieve their best and contribute equally to the organization’s goals and objectives.

As the national malaria programme does not have a policy on gender equality, discuss with the management team the importance of developing one. This may require external technical assistance. Donors are often very happy to support efforts to ensure gender equality and equity within the workplace and may be able to support through funding and technical assistance.

Having a gender policy is not sufficient: it is critical that the policy is known, respected and implemented by all staff members

Having a gender policy is not sufficient: it is critical that the policy is known, respected and implemented by all staff members. If you feel that the policy is not sufficiently well-known by staff members then:

• Plan a compulsory information session (this might be able to be done virtually) for all staff members
• Ensure that key items from the gender policy are included as part of training for new activities, including the different ITN distribution activities

If you feel that the policy is known, but is not well respected, discuss with management the need to include:

• Consequences for breach of the policy (including instant dismissal)
• Procedures for monitoring and enforcing the policy
• Signed acknowledgement from all staff members, consultants, volunteers etc. that they have read and understood the organization’s policy on gender, and the consequences of not meeting this policy

Considerations

The representation of women at the decision-making level can be a good indication of gender equality within the organization, i.e. it is not sufficient to have equal representation within the organization as a whole, but in key posts which entail decision-making on critical areas such as strategy and problem-solving.

If one gender is significantly under-represented at the decision-making level, it is important to analyse why this is so. If the analysis reveals that not enough women have the required knowledge and experience to fill these high-level posts, then discuss with management how these opportunities (including recruitment, additional training etc.) can be implemented and included as part of the gender policy, to ensure that women have equitable access to decision-making posts.

Considerations

How comprehensive was this section? Are there changes in the context that need to be taken into account (e.g. increased cases of GBV)? National malaria programmes should also consider whether this section was sufficiently understood by staff and volunteers and whether it should be included as part of training at all levels.

Considerations

Use the information from sections 1 and 2 to ensure that the PoA has a comprehensive and detailed section on gender. Make sure that critical components of gender in the ITN distribution (including threats to security and the need to maintain gender equity, etc.) are part of the training sessions at all levels.

Considerations

How comprehensive was this section? Are there changes in the context that need to be taken into account (e.g. increased ownership of mobile phones by women)? National malaria programmes should also consider whether this section was sufficiently understood by staff and volunteers and whether it should be included as part of training at all levels.

Considerations

Use the information from sections 1 and 2 to ensure that the SBC strategy takes into account how different genders obtain their information. Make sure that critical components of gender in the ITN distribution (including the way that the different genders obtained their information and the need to maintain gender equity etc.) are part of the training sessions at all levels.

Considerations

Having equal representation of women in supervisory roles is not only a strong statement from the national malaria programme and a promotion of gender equality but can also help improve efficiency and effectiveness of distributions. This is particularly true in areas where men may not have easy access to all community and household members because of their gender and may not be able to respond to community and household concerns about ITNs or ITN distributions.

It is absolutely critical to ensure the safety of staff and volunteers. As supervisors will often be in the field, it is important to ensure that their gender will not unduly expose them to danger. Recruitment or deployment of supervisors to the field must take security and safety into consideration.

Considerations

Ensuring equal representation of genders at the management level can help ensure that a strong gender perspective is maintained when developing the strategy and activities for ITN distributions. This is important as it can increase universal access to ITNs in households where there is disparity in gender access to ITNs.

Considerations

Having equal representation of men and women in the field is a strong statement from the national malaria programme and a promotion of gender equality and can also help improve efficiency and effectiveness of distributions. This is particularly true when one gender may have better access to communities and households because of their gender.

It is critical to ensure the safety and security of staff and volunteers. Question XX in section two can help the national malaria programme make key recruitment decisions on the gender mix of staff and volunteers at the field level.