Project Implementation Plan for Integration and Mainstreaming of Health and Gender

Transcription

1 Republic of Namibia Ministry of Environment and Tourism Strengthening the Protected Area Network (SPAN) Implementation Plan for Integration and Mainstreaming of Health and Gender

2 1. Background The integration and mainstreaming of the Health and Gender in the SPAN is part of the programming strategies of the United Nations Development Programme (UNDP) and the Republic of Namibia. The results envisaged from the SPAN, as outlined in the logical framework, are: 1. Net improvement in management effectiveness for 50% of PA land. 2. The Parks and Wildlife Management Bill is enacted. 3. The budget amount for PA management is increased by 70% with additional revenue secured from park usage/concession fees. 4. A functioning knowledge management system is institutionalised. 5. The average length of the procurement process is 14 days. 6. The average staff skill level has risen to 60% of potential effectiveness. 7. Business planning will have become an integral part of PA management, supported by an M&E system at the individual park level. Both adopted in three field demonstration sites % of staff has agreed to MET career development plans, involving training opportunities and incentive mechanisms. 9. Management effectiveness index of all field demonstration site PAs will have increased as below with a minimum ranking of intermediate for all sites. 10. The Management Unit (PMU) is operational To achieve these results the main areas of support provided by the project include: Improved systemic capacity provides the enabling framework for enhancing Protected Areas (PA) management effectiveness. Institutional capacities for PA management are strengthened, resulting in more effective use of financial and human resources. PA management know-how is expanded through innovative field management demonstration. During the project implementation period ( ), the project implementation team is committed to mainstreaming issues of health and gender into planning and implementation of project activities. While the core business of the SPAN team is to work towards achieving the project goal, it recognises its responsibility to critical issues affecting the members of the team and the target populations of the project. The SPAN PMU team is obliged both legally and morally to mainstream these issues and is guided by a number of legal and policy frameworks. This document is designed to guide and inform the SPAN PMU team members how to implement these key issues into the planning and execution of their activities under this project. It focuses on the way in which team members will conduct their activities (process) and the envisaged enabling environment that will be created as a result. The Health and Gender (HG) Plan provides an overview of the policy and legislative framework for health and gender within which the SPAN operates. Secondly, it contains a set of guiding principles, endorsed by the SPAN PMU team members, for integration of HG issues. Thirdly, it documents a concrete series of actions against each of the key project activities and components that will be undertaken by the SPAN team to mainstream and incorporate issues of health and gender. The guiding principles and actions laid out in the HG plan will be regularly monitored through the project monitoring and evaluation mechanisms. Review and revision of the HG Plan will take place at annual planning and peer review sessions. 2

3 2. Health and Gender in Context Work, formal and informal, paid and unpaid, plays an important part in determining women s and men s relative wealth, power and prestige. Staff can gain satisfaction from their jobs, but they can also be exposed to hazards that can affect their health. Gender based differences in workplace values can create a company of culture of underlying stress and conflict that affects the physical and emotional health of both men and women, with females at a higher health risk from workplace stress than males. In order to ensure that women and men of all ages have equal access to opportunities for achieving their full health potential and health equity, the health sector needs to recognise that they differ in terms of both sex and gender. Because of social (gender) and biological (sex) differences, women and men face different health risks, experience different responses from health systems and their health-seeking behaviour, and their health outcomes differ. The project shall implement actions to ensure that gender equality and health equity are incorporated into the project s work, thus including planning and management processes. The MET has approximately 1200 positions in different divisions and sub-divisions, of which around 36% are women. Thus this indicates that there is a gender imbalance within the MET. Under the leadership of senior management, the gender and health network shall contribute to implementation by promoting knowledge about gender and health, and providing support for activities geared to tackling the inequalities and disadvantages that women and men experience as either consumers or providers of health care. Thus this report documents the relationship between gender inequality and health problems within the project scope and activities. 3. Frameworks for Integration of Health and Gender 3.1 Namibian Constitution At a national level, the Constitution of Namibia makes clear provision for fundamental human rights and freedoms for all Namibians. It clearly prohibits discrimination of people on the basis of gender, it enshrines the rights of all persons to education and documents that the State shall actively promote and maintain the welfare of the people. Falling under the auspices of the MET, the project has an obligation to work towards these fundamental rights. 3.2 Vision 2030, NDPIII, Millennium Development Goals National development agendas also drive the responsibilities of the project implementers. National development plans such as Vision 2030, the NDP III provide clear strategies that call for the mainstreaming and incorporation of gender and HIV & AIDS in projects and programmes. Namibia is committed to achieving the Millennium Development Goals, the third, sixth and seventh of which directly relate to promoting gender equality and empowerment of women (MDG 3), Combating HIV& AIDS, malaria and other diseases (MDG 6) and Ensuring environmental sustainability (MDG 7), respectively. 3.3 National HIV and AIDS Policy Launched on the 14 March 2007 and adopted by Parliament, the National HIV & AIDS policy provides a national framework for all sectors of Namibian society to respond to the HIV & AIDS pandemic. The document gives direction on key issues including the creation of an enabling environment, prevention, treatment, impact mitigation, HIV & AIDS in the workplace and the need for an integrated and coordinated programme management. 3

4 3.4 National Gender Policy and National Plan of Action on Gender Several other key policies guide the SPAN team members in their work. The Namibian Government has developed the National Gender Policy and National Plan of Action on Gender to mainstream gender at all levels. This policy focuses on 10 key topics highlighting the key issues under each, Government s strategies for each and proposing a set of actions to implement the strategies. The policy covers the following: 1. Poverty and rural development 2. Education and training 3. Reproductive health 4. Violence against women 5. Economic empowerment 6. Power and decision-making 7. Information and communication 8. The environment 9. The girl child 10. Legal affairs Most importantly, this policy records the commitment of the Namibian Government: To consider gender in the mainstream in the entire national, regional and local development plans To ensure placing of women in all kinds of decision-making positions in the respective sectors. 3.5 National Strategic Plan on HIV & AIDS (Third Mid - Term Plan) The National Strategic Plan on HIV and AIDS (Medium Term Plan III) is currently under implementation to address the country s most critical, cross-cutting health and socio-economic problem. The Medium Term Plan III provides a multi-sectoral response to the AIDS pandemic in Namibia and stipulates actions to be taken by all sectors in order to combat HIV and AIDS. The MTP III covers sectoral stakeholders regional commitments and therefore provides a key framework for the integration of HIV & AIDS issues into project activities. 3.6 National health policies for Malaria (2005) and Tuberculosis These policies of the Ministry of Health and Social Services aim to ensure early diagnosis and prompt treatment through the implementation of correct and effective disease control strategies. As two of the key health issues affecting both the Caprivi and Kavango regions, these policy documents contain guidelines and actions relating to prevention, control and treatment, all of which can be taken into consideration at different stages of this project. 3.7 Ministry of Environment and Tourism Policy on HIV & AIDS The Ministry of Environment and Tourism recognizes the seriousness of the HIV and AIDS pandemic and its impact in the work place. The ministry supports national efforts to reduce the spread of infection and minimize the impact of the disease. The purpose of this policy is to ensure a consistent and equitable approach to the prevention of HIV and AIDS among employees and their families, and to the management of the consequences of HIV and AIDS, including the care and support of employees living with HIV and AIDS. The policy has been developed and will be implemented in consultation with employees at all levels of the ministry. It is in compliance with laws on discrimination, working conditions, safety and health. The ministry does not discriminate or tolerate discrimination against employees or job applicants on any grounds, including HIV status. While the ministry recognizes that there are circumstances unique to HIV infection, this policy rests on the principle that HIV infection and AIDS should be treated like any other serious condition or illness that may affect employees. It takes into account the fact that employees with HIV may live full and active lives for many years. 4

5 3.8 HIV & AIDS and Environment Working Group (HEWG) and action plan Set up and coordinated via the MET, this working group is comprised of representatives from stakeholder groups involved in supporting conservation-related natural resource management programmes. The HEWG programme has established a goal, a set of objectives and activity plan. Three of the objectives relate very closely to this project and involve the enhancement of capacity to deliver HIV & AIDS programmes within parks and conservancies, providing support to service delivery and supporting HIV & AIDs outreach linkages specifically in areas of park-neighbour co-management. 3.9 MET Training Plan Directorate of Parks and Wildlife Management (DPWM) This training plan for staff of the DPWM of MET, details a series of training requirements established through consultation within the Directorate. The training needs include capacity building for Protected Area management (both essential and specialised skills), organisational management, staff development and community liaison and partnership development. Health, awareness and gender issues are either directly incorporated or can be built into this programme. Staff of Parks in Kavango and Caprivi has already received Peer Educator Training for HIV & AIDS under this plan. Community Capacity Enhancement Training for HIS & AIDS was also conducted in Keetmanshoop for MET staff and community member Conservancy HIV & AIDS policies and action plans Some communal conservancies adjacent to parks such as the Kwandu, Mayuni, Wuparo and Mashi conservancies as well as the Kyaramacan Trust, all have conservancy HIV & AIDS policies in place and have mitigation and prevention strategy plans that are being implemented. These strategies include the appointment and training of Peer Educators (PEs) in each conservancy. These PEs are in place and trained and have an action plan which they are working on. 4. Guiding Principles for the SPAN In undertaking to mainstream and incorporate issues of HG into the planning and activities of the project, the SPAN team have identified and agreed to a set of principles and values that will be taken into account during all aspects of planning and operation of the project. The following principles will underpin all the strategies and activities contained in this plan for Health and Gender. 1. Mainstreaming of HG is best approached as a learning and ongoing process for the project. On one hand the process must allow for institutionalisation of HG issues into the project while also allowing for experimentation, reflection and learning. 2. The mainstreaming process adopted must involve people who are affected by HG issues. Mainstreaming is not an academic exercise, but one which responds to the experiences of the individuals, households, and communities which SPAN seeks to involve in this process. 3. All SPAN team members who are mainstreaming Health issues must attend to gender-related issues throughout the process. Gender and Health are always connected, such that attention to gender issues is integral to all the elements mainstreaming HG. 4. Mainstreaming is aimed at making changes as appropriate. SPAN team members acknowledge that ongoing review and revision to approaches will be made and practical and plausible modifications to existing approaches will need to occur. 5

6 5. It is critical to both implement mainstreaming action and to actively monitor progress. On-going monitoring of the application of policies, and their effects, provides the opportunity to modify and improve both policies and practice. 5. Activities to mainstream health and gender For each key component of the project, a set of strategies and specific activities have been identified that will enable SPAN team members to effectively mainstream and incorporate HG issues. As outlined above, there are a number of guiding documents and plans in existence that should provide reference points for the SPAN team members. While it is not the task of the SPAN implementing team to carry out activities in the various action plans, it is the express responsibility of the team to create an environment and framework for the implementation of the policies and plans. The MET policy on HIV & AIDS documents the commitment of the MET to a number of actions and principles just as the MET Training Plan for the DPWM provides a detailed account of training requirements. The SPAN team, as detailed below, will be expected to ensure that the project results provide an enabling environment for the easy implementation of policies and plans. The tables below provide a set of actions for each key activity area of the project that will ensure the mainstreaming of health and gender issues. The implementation of these actions will be the responsibility of each component Leader and will be reported against in the component Leader s reports. Periodic review of the plan will be conducted as part of the project s monitoring and evaluation activities. When appropriate, the plan will be revised and adjusted to remain realistic and relevant. 6

7 6. SPAN key activity areas that will ensure the mainstreaming of Health and Gender issues Activity 1 / Deputy Activity 2 / Deputy Activity 3 s Improved systemic capacity provides the enabling framework for enhancing PA management effectiveness. Activities to be undertaken 1. Ensure that consultation to implement creative strategies at every level (MET Head Office, MET regional and local staff, stakeholders) focus groups) is gender and culturally sensitive and include all relevant stakeholders and vulnerable populations. 2. Ensure that HG issues are clearly provided for/documented including in ecological, social and ecological vision, principles and strategies for the three demonstration sites in the Protected Areas and Wildlife Management Bill. 3. Ensure that the budget amount for PA management will have increased by 70% with additional revenue from park usage fees and a sustainable financing mechanism in partnership with local and international private sectors, NGOs and communities. 4. Ensure gap assessment of skills and required capacity building includes consideration of training and awareness related to HG issues. Institutional capacities for PA management are strengthened, resulting in more effective use of financial and human resources. Activities to be undertaken 1. Ensure that all (initial and ongoing) consultations in terms of devolution of decision-making functions are gender and culturally sensitive (i.e. include women, ensure timing and arrangements allow for participation, encourage appropriate participation, allow for equal decisionmaking). 2. Ensure that the multi-sectoral HIV & AIDS Environment Working Group (HEWG) reaches MET outstations in an attempt to get HG issues across to all MET staff. 3. Institutionalise an individual performance and M&E system that ensures participation of women and other key stakeholders. 4. Ensure that the business planning that addresses gender issues has become an integral part of PA management, supported by an M&E system at the individual park level. 5. To have formalised career planning in MET that provide equal opportunities for both men and women resulting in sustainability of human capacity within MET. 6. Include HG related issues on agendas (guest speakers, peer educator activity, etc) of regular Collaborative Forum and other meetings organised by the. 7. Ensure that the HG related activities in workplans are regularly monitored and reviewed 8. Recommendations regarding access to health and education facilities for park staff and communities should be included during Forum meetings Activities to be undertaken 1. Ensure that all consultations around the proclamation new parks involve women meaningfully. 2. Ensure that all training courses for MET Park staff members are gender sensitive. 3. Consult both male and female Park staff during site visits and decision-making workshops. 4. Ensure staffing structures and policies within parks provide for skilled, focal staff members in each park to deal with HG issues 5. Ensure that all consultations and decisions address and consider the social welfare of people living in parks, particularly related to key health and gender issues of area. 6. Ensure that the development of a park management plan is participatory and addresses HG issues and that the necessary training need of park staff relating to health and gender are identified and captured within training and management plans. 7. Ensure that development and annual workplans and training plans make provision, at a minimum, for ongoing training time for HIV and 7

8 AIDS (including ARV and PEP), TB, Malaria, Gender, Workplace policies and procedures (e.g. MET Policy on HIV and AIDS), Occupational Health and Safety (including First Aid) and Hygiene for all parks staff (include recurring activity in annual plans). Mainstreaming at demonstration site level Demonstration Site 1 (South) Demonstration Site 2 (BMM Complex) Demonstration Site 3 (Etosha/Skelet on Coast Link) /Ai-/Ais Hot Springs Game Park Unique element to demonstrate: Effective functioning of a transfrontier park, providing economies of scale in the administration of PA management functions, and improved conservation status. 1. Ensure that the PCC is established with participation of a wide range of local stakeholders and that the composition is gender sensitive. 2. Explore the establishment of the Friends of Parks (FoP) association in a gender sensitive manner. 3. Through consultations with stakeholders and networking, support projects which have poverty alleviation, gender and health components. 4. All envisaged strategic planning and reviews of plans should be gender sensitive and be as participatory as possible Bwabwata-Mudumu Mamili Complex Unique element to demonstrate: Development of collaborative management systems, and benefit sharing arrangements for park residents and neighbours. 1. All consultation processes for the provision of technical assistance for finalisation of Kyaramacan Trust MoU with MET should include gender and culturally sensitive planning, to promote participation of vulnerable populations in consultations and decision-making on all levels. 2. Ensure adequate emphasis is given to the way in which local HG issues affect livelihoods when assessing and identifying local economic activities and possibilities (special attention to the link between HIV and AIDs and natural resources mgt). 3. Ensure that the process to develop measures to restrict livestock access to park is participatory. 4. Ensure the development of conceptual management plan for BMM complex involves all the stakeholders as outlined in the Document. 5. Develop operational management and development plans for the BMM parks with partners that are fully addressing HG issues. 6. Develop a socio-economic development plan for the multiple-use area with stakeholder participation that reflects HG issues. 7. Ensure that the tourism and other business plans reflect HG issues. 8. In collaboration with the DPWM training task force, conduct priority training activities for demonstration sites addressing HG issues. 9. Develop collaborative management and development forum and plan with all stakeholder participation. 10. Ensure the consultation process for the development of a detailed land-use plan involves all stakeholders, including women Etosha / Skeleton Coast Link: Unique element to demonstrate: Partial realignment of PAs to restore traditional wildlife migration routes through partnerships, human wildlife conflict management and innovative tourism development. 1. Ensure that the recruitment process of a tourism planning/ concession development specialist to support the Kunene People s Park Process is gender sensitive. 2. Ensure that the Kunene Park Technical Committee meetings are gender and culture sensitive and address HG issues. 3. Ensure the tourism potential study for the Etosha Skeleton Coast Link including the new park touches on HG issues. 4. Conduct participatory co-management training for the Technical Committee members. 8

9 Demonstration Site 4 (South) Sperrgebiet National Park Unique element to demonstrate: Creation and effective management of a PA through a multi-sectoral management system involving mining companies, the MME, regional council and NGOs. 1. Establish PAC that is participatory and gender sensitive. 2. Ensure gender balance on Hohenfels Campsite development and awarding of the concession to the communities. 3. Ensure a participatory approach with the finalisation of management plans and tourism development plan, park regulations with gender considerations. Management Administrator Establish the PMU and manage the project effectively Activities to be undertaken General Programme Management Planning and budgeting 1. Include awareness raising and training for the SPAN implementing teams on issues of HG, both personal and mainstreaming level. 2. During planning and budgeting make adequate provision for mainstreaming activities including technical and financial resources. Appoint SPAN field support services 1. Use gender-sensitive recruitment and selection methods that are fair and with predictive validity in respect of job performance. 2. When establishing field bases, the infrastructure should adhere to health and safety considerations. 3. Consideration with regard to access to essential facilities should be given in deciding the location of field bases. Reporting 1. PMU to review and provide regular reporting of implementation of planned HG mainstreaming activities. Monitoring and Evaluation 1. Ensure that HG monitoring is incorporated into reporting processes. 2. Incorporate tracking of mainstreaming process as part of M & E plan for project. Advocacy 1. During Advocacy processes with stakeholders and partners advocate project approach external mainstreaming combined with complementary partnerships, with multi-sectoral approach. 2. Advocate for involvement of vulnerable populations in planning and implementing processes. 9