COMMUNITY BASED RANGELAND AND LIVESTOCK MANAGEMENT PROJECT

Transcription

1 COMMUNITY BASED RANGELAND AND LIVESTOCK MANAGEMENT PROJECT P.O. BOX 328 Oshakati - Tel / Fax Erf Tamboti Street Progress Report on Implementation of Gender Integration Plan 23 May,

2 INTRODUCTION CBRLM is faced with the challenge that cattle rearing and cattle ownership is culturally a male domain in most of the northern communal areas. This is however changing with many women, especially for women headed households taking responsibility for cattle. In general women play a large role in managing small stock and poultry. From this background CBRLM is working towards recognizing and entrenching existing roles of women and expanding these roles and reducing gender inequalities in the communities that we are involved in. The impact of land degradation due to mismanagement of grazing areas, overstocking and overgrazing is becoming clear and visible in the Northern Communal Areas. Generally the CBRLM project enhances grazing and livestock conditions, in a way that addresses issues of sustainable food security while seeking to curb the fast encroaching land degradation associated with detrimental farming habits and systems. It is also realized that women, children and the poor rural people are most likely to be affected by the impacts of land degradation. Livestock and livestock products (such as milk, butter and meat) contribute to household dietary diversity and to household income through increased marketing. The project is further making deliberate efforts to stimulate economic empowerment for women in intervention areas and will ensure that lessons learned in this process is fed into the ongoing implementation. The Gender integration plan for the CBRLM project has the following objectives: Recognize and build on existing gender roles Reduce gender inequalities that exist in the communities where in which we operate Actively encourage both men and women to participate in the project activities Create conditions for equitable participations in project implementation and decision making. Promote livelihood options that will stimulate economic empowerment for women in CBRLM intervention Grazing Areas starting with demonstration Grazing Areas. In order to achieve these objectives, four strategies were put in place i.e.: Actively seek and support intervention options which specifically target women. Encourage the involvement of women in the regular intervention activities we undertake with grazing areas communities. Monitor women participation rates over the project period. Provide meaningful awareness creation on legislation, policies and programs related to gender equity in Namibia. This report will show progress that has happened in the past one year of implementation and further outlines activities planned to advance gender integration plan beyond the current status. 2

3 Strategy 1: Seeking options for women oriented interventions Action 1.1: Include small stock and poultry in training modules As proposed in the gender integration plan, providing training and seeking livelihood options by introducing small stock activities is a strategic entry point for gender mainstreaming in intervention areas. The rationale behind this intervention as stated in our gender integration plan is that women have more decision making and control on small stock and poultry in most households. Therefore training in smallstock management will encourage the participation of women in project activities. CBRLM has realized that one of the major causes of small-stock losses is internal parasites infestation. Therefore it has started to implement a sustainable parasite management in small stock which involves training the beneficiary communities on the subject and also using planned grazing and combined herding as a means to reduce internal parasite infections. In some GAs in Ohangwena (Nghishongwa and Wangolo) and Omusati and Oshikoto, CBRLM intervention has included both small-stock and cattle in the combined herding and planned grazing right from the beginning of the implementation. Three parasite sustainable management and control trainings for small stock were carried out in 3 Grazing areas Nghishongwa and Wangolo in Ohangwena region and Omhunda in Oshikoto. However, progress in implementing this particular activity has been slow because, more emphasis and priority was put towards training communities on combined herding and planned grazing, herd restructuring and breeding female to bull ratio correction. There is however a plan underway to start with intensive small stock management training beginning June In addition, the project has started to mobilise communities who exclude small stock in their grazing plans. In this regard communities in intervention areas are encouraged to include small stock herd either as a separate grazing plan or combined with the large stock. In this case communities that include smallstock in grazing plans will access the GA fund for small stock. This will lift the status of small-stock to be equivalent to large stock and encourages the participation of women in decision making. The largest problem identified with regard to goats is parasite control and mortality. Training related to this, combined with planned grazing will result in significant reduction in losses to small-stock. Women in four of our Grazing areas (Otjombande, Nghishongwa, Omhunda and Wangolo) have requested support in improving small-stock farming and management through provision of bucks to improve the genetics of their current herds which are characterized by inbreeding that has led to poor quality and returns from goat farming. CBRLM is in a process to develop a workable strategy that will assist the beneficiary communities to realize better results in terms of their small stock farming. It is also realized that small-stock forms the means of obtaining quick finances to fund GA activities and day today household needs. One of the strategies would be; to target women and women headed household as beneficiaries of introduced bucks. In a way the project will be integrating women in its activities and increase their income. 3

4 Action 1.2: Include women in livestock marketing plans Livestock marketing to date has been carried out mainly at the Regional level, instead of the grazing area level. There is a deliberate action from the CBRLM project side to design auctions in way that they become market days. The concept of market day incorporates small stock, poultry, vegetable and crafts besides the livestock auctions. This ensures participation of both man and women on market days. One such market day was successfully held at Oushake Auction facilities in Ohangwena region in 20. There are however constraints in terms of the marketing facilities in most regions as they are not well equipped to handle this arrangement. The shortcomings are mostly in terms of small stock marketing facilities, ablution blocks, marketing stands and watering of livestock. Those will be addressed through the implementation of marketing infrastructure the project will facilitate. At the GA level in terms of livestock marketing, we will encourage small stock marketing by linking farmers to known markets for small stock. The issue of linking to direct markets such as butcheries and Kapana sellers is an important one since it has been observed that limited number of small stocks is successfully marketed at auctions. Action 1.3: Include women in business management plans At the current level of implementation we are not in a position to do business management plans in the various GAs. However, GA Funds to cover common expenses of the community have been introduced especially for the 12 demo areas, which require that the GA s start to do their business management plan. Business management and bookkeeping course will be held for all GA communities having a GA Fund. The first one will already be held in May 2012 for GAs in the north central regions. There will be a concerted effort to include women in this training because on most GA committees they hold the portfolios of treasurer or secretary. Action 1.4: Include women in livestock management plans The livestock management activities have the tendency to target only men if no deliberate efforts are made to include women. Livestock management includes issues such as general husbandry practices, improved herd structure, nutrition and health, breeding and selection and the control of internal parasites in small stock. In field training of communities including men and women was already done in all active GAs in the following subjects. a) Low stress animal handling (combined herding ) b) Herd restructuring c) Reproduction assessment of cows and bulls d) Control of internal parasites in small stock e) Animal husbandry practices e.g. hoof care and hoof trimming in sandy areas. Further training on livestock management issues is planned in all GAs, this is: a) Low stress animal handling (combined herding ) b) Herd restructuring c) Control of internal parasites in small stock 4

5 d) Small stock management e) Animal health and nutrition f) Breeding and Selection f) General husbandry practices g) Basic training and facilitation in poultry management. Action 1.5: Include women in grazing plans The CBRLM approach to develop the grazing plans ensures the participation of both women and men. It is important that they all participate since the grazing plan must take into consideration factors such as protection of crops and accessibility to milk products. These activities take into account women s interests. To date 9 grazing plans were produced, these are Omisema (0302); Nghishongwa (1314); Kavalela (1310); Wangolo (1318), Nyege(1603), Otjomitjira (), Outokotorua(0303), Otjombande (0601) and Ohaingapuire (0502). The inclusion of small stock in grazing plans is also a deliberate move that addresses women s needs, communities are encouraged to incorporate small stock into their grazing plan or if the grazing distances are large, then a separate small stock grazing plan is designed. Nghishongwa GA in Ohangwena region is successfully incorporating small stock in their grazing; the communities are reporting a marked improvement in the body condition of their small stock. Strategy 2: Involve women in decision making and project activities Action 2.1: Consider women candidates in the recruitment of prospective field facilitators It was envisaged that participation of women will improve when the facilitator that engages them are also a woman. On the contrary, this action has proven to be challenging due to the nature of the project activities. However, the outcome is in line with what was foreseen and outlined in the gender integration plan. Livestock management is culturally a man oriented in the Northern Communal Areas as such not many women has shown interest in the project as facilitators. In essence the majority of women who are hired by the project as facilitators tend to live in a short time in order to pursue other opportunities elsewhere. Overall, the current project staff consists of 3 women facilitators as compared to 19 male facilitators. The trend had been more or less the same since project inception. 5

6 Action 2.2: Promote women to decision making roles in committees The decision making body for the GA community is the elected GA committee. On close analysis, GA communities in cattle posts areas tend to have less women representation i.e. Oshihawa GA in Omusati region, which is more an indication of the nature of cattle posts, since there are very few resident families in those areas, most farmers are represented by their herders. The table below shows the gender balance in the GA committees. GA # and Name Otjombande (0601) Omisema (0302) Kuyana (1302) Nghishongwa (1314) Okathakompo (0708) Oshihawa(0902) Twahangana (1501) Nsindi (1803) Kakekete (1705) Nyege (1603) GA Committee 7 Male 4 Female 4 Male 2 Female 4 Male 4 Female 3 Male 4 Female 6 Male 7 Female 5 Male 0 Female 5 Male 2 Female 5 male 0 female 8 male 2 female 4 male 1 female Efforts have been made to include women on GA committee and in some cases a 50/50 status could be achieved. In Nyege GA, Kavango region and in Kuyana GA in Ohangwena region the chairpersons of the GA committee are women. The existing water committees in most GAs have women incorporated in them, since it has been a policy of the Ministry of Agriculture to ensure the participation of both men and women in water point management. We are also encouraging the amalgamations of existing committees i.e. village development committees, GA committee and water point committees into one committee which caters for all developmental issues. Action 2.3: Consider women for keeping local records GA books and monitoring information As stated earlier, women on GA committees dominantly play the roles of being secretaries and treasurers. This directly puts them in charge of record keeping and maintenance of the GA books. The GA book is in the process of being rolled out in Demo areas and the financial monitoring system for the GA is currently under implementation. Participation of women in the training session on financial monitoring system for the GAs is remarkable and encouraging in terms of women empowerment. 6

7 Action 2.4 Monitor legal requirements of headers in GAs The use of under-age and the use of foreign herders in GAs, has legal implications may reflect negatively on the project progress. During implementation these issues became clear and are mostly true for the North Central Regions. Field facilitators have had discussions with farmers that it is against the law of this country to employ children below the age of 16 as herders and also to employ foreign herders without following the correct procedures to obtain work permits. Additional records will be collected in the GA books to monitor the above issues. The following information will be captured in the GA books: Age and ID of herders to guard against using underage herders Nationality of herders to ensure the proper registration of foreign herders Strategy 3: Assess changes in women participation rates Action 3.1: Data collection of gender disaggregated information on most project activities The project keeps records disaggregated along gender lines of all training events, exchange visits and in field training events. This provides the basis on which participation over time can be assessed. The data collected is also used to understand the status quo, gender barriers and thereby identifying appropriate actions to reduce those barriers and capitalize on opportunities for changing gender roles. Some of the important baseline data collected at GA level is the percentage of female headed households on a regional level, see below table: REGION / % of female headed households Kunene 25% Omusati 15% Oshikoto 19% Kavango 13% Ohangwena 14% Data from household and livestock inventory HOUSEHOLD HEAD HEAD COUNT

8 The project has run training courses on aspects of CBRLM for project staff, as well as extension staff. The breakdown of attendance of these training sessions by topic and gender is given in Appendix 1. Exchange visits have involved taking community members to see operational GAs. The number of participants in these visits and the percentage of women are shown in the table below. Visit date Venue Visitor_group Total visitors Ppercent female 03- May- G0202,G0301, G0302, G0303, G0304,G % 05- May- G0101, G0102, G0103, G0104, G % 14-Jun- OH,AN,OM,IK 35 26% 13-Jul- Otjikango 0801, % 23-Jul- North G % 27-Jul- G % 21-Aug- G1310, G1314, G1318, G % 23-Aug- 25-Feb ,1602,1603,1604,1702,1703,1704,1705,1801,1802, % % Strategy 4: Create awareness on the legislation and policies relevant to gender equity. Action 4.1: Gender awareness training In order to enhance the ability of field facilitator and expert staff to mainstream gender in their activities, gender awareness training is planned in the next Q10. It will target mainly CBRLM and DEES staff, it will discuss in details on how to implement the gender integration plan and how to improve gender sensitive reporting from the field and focus on highlighting success stories. Action 4.2: Provide ongoing awareness within operation areas The project finds it necessary to create general awareness relevant to gender policies and legislation, in intervention communities. General information on the roles of women in livestock production will be provided. Further awareness campaigns relevant policy requirement including; the need for women to have access to means of production i.e. ownership and control over livestock or land will be provided continuously. 8

9 Action 4.3: Share information on optional livelihood that integrates women CBLRM will play an advocacy role by continuously collecting, analyzing information relevant to promotion of option available to women. Lessons learned during project implementation i.e. economic opportunities available to actively participating women and how it contributes to economic growth will be shared to influence local and counter cultural norms that undervalue the role of women. CONCLUSIONS In line with the CBRLM gender integration plan, the project recognizes that women are a powerful agent of change and their patronage is critical for the success and sustainable livestock production within the NCAs. As such, the project is on target in mainstreaming gender in its activities. It should be noted that gender integration is demand driven and as expected gender integration activities are currently rolled out in stages of the CBRLM implementation strategy. Activities aimed at addressing gender integration into project activities were carried out since the inception of the CBRLM project, these include: (i) training sessions that incorporates women and their needs i.e. livestock management and financial management; (ii) women included in decision making bodies, i.e. in some instances 50 percent women representation in a GA committee are achieved; (iii) women participating in developing GA grazing plans and addressing their needs; (iv) women are included in exchange and exposure visits to other areas. Appendix 1 gives details of gender integration in the different trainings that were carried out. Many other activities are planned to be carried out in the next quarter including but not limited to the following: (i) training of trainers on gender integration; (ii) training on small stock management and marketing. The role of livestock and good livestock management in enhancing sustainable food security among women and children, as well as contributing towards household income and nutritional levels. However, CBRLM s achievement in gender integration is also highly dependent upon the rate of cultural change and acceptance of women s participation in livestock management by the society at large. It is anticipated that strides will be made in some GAs while less so in others depending on the acceptance of cultural changes being brought about by the CBRLM intervention. 9

10 Appendix 1: Numbers of GOPA, DEES and Meatboard staff trained by topic and gender GOPA field staff Activators DEES staff Mentors topic date Total female male female male female male female male 1 ecological literacy 15-Nov Dec Jan priciples of creative facilitation of experiental 15-Nov learning 06-Dec field visit to witness planned grazing and 15-Nov herding in action 06-Dec principles of sound rangeland management 15-Nov Dec Jan role play and pacticipatory feedback on 15-Nov facilitation and content accuracy 06-Dec participatory planning for initial CBRLM 15-Nov mobilisation of grazing communities 06-Dec Jan Mixing of different herds, livestock social -Apr integration process. 18-Apr- 09-May Response of grazers to preditors, flight actions. -Apr Apr May

11 GOPA field staff Activators DEES staff Mentors topic date Total female male female male female male female male 9 Applying the principle of pressure and release -Apr to make grazers move or stop. 18-Apr- 09-May Moving a herd of cattle to and from the grazing -Apr land and allowing adequate grazing time.. 18-Apr- 09-May Herding livestock to graze while relaxed. -Apr Apr May Herders welfare. -Apr Apr May Herding calves maternal offspring behavior. -Apr Apr May Introduction to developing a simple grazing -Apr plan and following planned grazing 18-Apr- 09-May Production goals to communal farming 18-Jul Basic health and disease literacy 18-Jul Ruminant digestion and nutritional mangement 18-Jul in livestock farming

12 GOPA field staff Activators DEES staff Mentors topic date Total female male female male female male female male 20 Body condition scoring 18-Jul Ageing cattle,sheep,goats 18-Jul Sustainable parasite management 18-Jul Reproduction in livestock 18-Jul Bull selection and breeding soundness 18-Jul examination 25 Herd structuring and herd productivity. 18-Jul Linkage between livestock and rangeland 18-Jul management 27 Low stress restraining of animals 18-Jul Understanding the market mix in the NCA 18-Jul regions 29 Literacy on choosing the right animal for beef 18-Jul marketing 30 How to organise an auction 18-Jul

13 GOPA field staff Activators DEES staff Mentors topic date Total female male female male female male female male 31 Livestock identification and branding 18-Jul GPS training 18-Jul Data collection process 18-Jul Possible strategies to improve off-take in the NCA regions 35 Agreement on organizational values to guide all 14-Nov staff when they work in the field, adapt plans to local situations and make use of learning opportunities 36 Conflict management and resolutions 14-Nov Understanding all facilitation steps for 14-Nov implementation of the CBRLM process in a GA 38 Presentation and discussion of sample GA 14-Nov Book (GA management plan) 39 Practical preparation and organization and 14-Nov requirements for efficient field work 40 Introduction to and practice of the use of the 14-Nov new field learning materials 13