Gender and Ethnicity Equality Guidelines SCO Vientiane, Lao PDR

1. Swiss Cooperation Office Mekong Region Lao PDR Gender and Ethnicity Equality GuidelinesSCO Vientiane, Lao PDR Nithsa Vongphanakhone (Nina) National programme Officer, SCO Vientiane, Lao PDR

2. Content • Background (Why, How, Process ?) • SCO's response:Gender and Ethnicity Equality (GEE)Charter, GEE Guideline and checklist • Consequences in the implementation of GEE East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR

3. Background Why ? Part of SCO Vientiane's learning process on gender mainstreaming within the Mekong Region programme • In late 2007, discussion started on how the two cooperation offices (Hanoi and Vientiane office) could best learn and share knowledge on Gender Mainstreaming. • SCO Vientiane Team expressed the need to better understand gender situation in the country. East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR

4. How? Background Through analysis of existing documents, reports… • Agreement among the SCO Vientiane team to form a "Learning Group" on gender issue with individual task and responsibilities (Jan 2008). • Learning process was identified (Feb 2008) East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR

5. Background • All key documents on Gender in Lao PDR were gathered The learning process: • 5 Themes were identified: • Legal framework • General context of gender in Laos • Ethnicity • Agriculture • Small and Medium Enterprises • Agrobiodiversity • Individual analysis were carried out and presented to the other members • Process and main findings were shared with SCO Hanoi Team East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR

6. Background The main findings (1): The majority of Lao women remain disadvantaged in their daily life at all levels. • Social:status of women in the households and in the society, including their mobility, is strongly influenced by ethnicity and customs practice (patriarchal/matrilocal). • Education: more illiterate women than men: 63.2% - 82.5%. Causes of illiteracy among girls and women vary among the different ethnic groups: poverty, traditional beliefs, son's preference, non-Lao native speaker, and remoteness are important factors • Access to land: in most cases, land titles certificates are under husband’s name. Men are considered the owners and administrators of land (Head of the household). • Political:women’s participation in decision-making is still very low at all levels.(Women at local administration: 0% provincial governors; 2.9% Chief of district; 1.6% Village chiefs and 4.4% deputy-chiefs (or a total of 884 women out of 25'467 person)

7. Background The main findings - conclusion: Gender equality remains very influenced by traditions, ethnicity and customs. Inequalities are still persistent in rural areas. Ethnic minority womanface double discrimination, based on gender and on ethnicity at all levels East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR

8. Background The implications: • Gender and ethnicity are interrelated issues in Lao PDR • Gender issues can only be addressed if due attention is paid to ethnicity dimension • SDC's projects should address gender and ethnicity issue systematically East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR

9. SCO's responses SCO Vientiane's commitment to promote Gender and Ethnicity Equality (GEE) in Lao PDR was translated through the development a Charter… East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR

10. SCO's response: Gender and Ethnicity Equality Charter Purpose of the GEE Charter: • Provides a basis to address Gender and Ethnicity Equality at all levels (personal, institutional, policy & programme level and project level) • With identified goal, objectives and indicators at all levels. East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR

11. SCO's response: GEE Guideline and checklist The GEE checklist provides a series of key questions for SCO staff (NPOs) and its project partners to assess its projects with a view to integrate GEE throughout the project cycles The GEE guideline provides practical implementation tool for the SCO Vientiane East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR

12. Consequences in the implementation of GEE • Each SCO' staff is committed to promote GEE in its area of work but also strive to learn from best GEE practices and share them with the team and partners. • GEE issue is now one of the main topics of discussion at the SCO's weekly meeting  with exchange on one topic related to GEE once a month. • GEE issue is systematically included during dialogue with partners. • Where relevant we support project partners to integrate GEE issue in the implementation of the their project. East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR

13. Consequences in the implementation of GEE Examples of results: • Gender Code of conduct – Ministry of Agriculture and Forestry (MAF) • Focus in GEE in the Northern Upland Development Programme (NUDP) • Revision of Poverty and Ethnicity targeting of the Poverty Reduction Fund Project (PRF) East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR

14. Ministry of Agriculture & Forestry – Poster on gender code of conduct Showing respectful behaviour towards women 1. Should increasingly assign important task and leadership responsibilities to women 2. Female should increasingly be considered in the recruitment of civil servants 3. Should create favorable conditions and opportunities for women to participate in capacity building activities 4. Should assign work to women according to their qualifications. Should not assign work that do not correspond to their qualifications in particular servicing type of work. In case, it is necessary should consult with the concerned female person. 5. Should not eye contact, use words and sexual harassment behaviour that are not respectful towards women dignity. 6. Should not stick to traditional perception/stereotype which refrains the advancement of women. East Asia Division Regional Meeting, Mongolia, October 2009 Swiss Cooperation Office Mekong Region, Lao PDR Thank you.