GESI Toolkit Fhi 360

International Business Development
Toolkit for Integrating Gender Equality and Social

Inclusion
Toolkit Contents
Tool 1: List of All GESI Tools.........................................................................................................................2
Tool 2: Toolkit for Gender/GESI Analyses and Strategies............................................................................5
Tool 3: Partner Assessment Tool – GESI Supplemental...............................................................................9
Tool 4: Sample Results Frameworks with GESI Integration.......................................................................10
Tool 5: Partnering with Women – USAID’s Women’s Economic Empowerment & Equality Principle 8....11
Tool 6: Examples of GESI Performance Goals for a Chief of Party.............................................................13
Tool 7: GESI Job Matrix..............................................................................................................................14
Tool 8: GESI Recruitment Tools.................................................................................................................16
Tool 9: CARE Gender Marker Tools............................................................................................................22
Tool 10: Funder Requirements and Recommendations............................................................................23
Tool 11: Project Start-up Checklist – GESI Supplemental..........................................................................23
Tool 12: Funder Requirements and Recommendations on Gender Equality and Social Inclusion.............37
2
Tool 1: List of All GESI Tools
Section 2: Gender Analysis

GESI Analysis Resource List
 Gender/GESI Analyses, Strategies and Related Documents
 Gender Analysis Worksheet
 Social Inclusion Analysis Worksheet
Section 3: Implementation
Creating a GESI Culture Resource List
 Framework: FHI 360 GESI Framework 2.0
 Policy: FHI 360 Code of Conduct
 Strategy: FHI 360 Diversity and Inclusion Strategy
Disability Inclusion Resource List

 Tool: USAID Disability Communications Tips
 Tool: Equal Access: How to Include People with disabilities in Elections and Political Processes
 Tool: USAID Guide on How to Integrate Disability into Gender Assessments and Analyses
 Resource Organization: Mobility International USA
 Resource Organization: International Disability Alliance
LGBTQIA Inclusion Resource List

 Tool: 7 Ways to Work with LGBTQIA Communities in International Development
 Tool: USAID LGBT Vision
 Tool: FHI 360 LGBTQIA Travelers Guide
Youth Engagement Resource List

 Resource: Youth Power Action Website
 Tool: USAID/FHI 360 Youth Power Action Resources
 Policy: USAID Youth in Development Policy
 Tool: USAID’s Youth Engagement in Development: Effective Approaches and Action-Oriented
Recommendations for the Field
Older Persons Engagement Resource List

 Tool: Guidelines for Including Ageing and Older People in Development and Humanitarian
3
Policy and Practice

 Organization: HelpAge USA
 Organization: Age Action Ireland
Do No Harm Resource List

 Tool: The Do No Harm Framework for Analyzing the Impact of Assistance on Conflict
 Tool: From Principle to Practice: A User’s Guide to Do No Harm
o Tool 2: Potential Partner GESI Capacity Assessment Tool

o Tool 3: Sample Results Framework with GESI Integration
o Tool 4: FHI 360 Project Start-Up GESI Supplemental Checklist
Section X: Partner Engagement

Partner Engagement Resource List
 Tool: FHI 360 Partner Assessment Tool – GESI Supplemental
 Tool: USAID Framework for Promoting Women’s Economic Empowerment and Equality Global
Partner Resource List
Section 7: Staffing
Project Leadership Recruitment and Performance Resource List
 Tool: Sample GESI language to include in project leadership job descriptions
 Tool: Sample GESI interview questions for project leadership
 Tool: Sample annual goals for project leadership
Project Leadership GESI Toolkit 101

 FHI 360 COP Onboarding GESI Checklist
 FHI 360 GESI Responsibilities Matrix
 FHI 360 Project Startup GESI Checklist
 Funder GESI Requirements and Recommendations List
 Women Leadership Targets Guide
Gender Specialist Resource List

 Tool: Sample Gender Specialist Job Description
 Tool: FHI 360 GESI Online Training
 Tool: USAID Gender 101 Online Training
 Tool: FHI 360 in-person Diversity and Inclusion Awareness Training
 Tool: FHI 360 in-person GESI 101 Training
 Tool: FHI 360 Project Start-Up GESI Checklist
4
Gender or GESI Focal Point Resource List

 Tool: Tool: Sample Gender/GESI Focal Point SOW
 Tool: FHI 360 GESI Online Training
 Tool: USAID Gender 101 Online Training
 Tool: FHI 360 in-person Diversity and Inclusion Awareness Training
 Tool: FHI 360 in-person GESI 101 Training
Sharing GESI Responsibility Resource List

 Tool: Sample GESI language that can be in different job descriptions
Diversity and Inclusion Resource List

 Tool: FHI 360 Diversity and Inclusion Awareness Training Workbook
 Tool: Mercy Corps Women Leadership Targets Guide
Section 8: Accountability
GESI Accountability Resource List
 Tool: FHI 360 Sample Annual GESI Goals
 Tool: Interaction Gender Audit
 Tool: CARE Gender Marker Guidance
 Tool: CARE Gender Marker Vetting Tool
 Tool: Funder Requirements and Recommendations on GESI
o
Tool 2: Toolkit for Gender/GESI Analyses and Strategies
Guidance on How to Perform a Gender Analysis
Manual for Conducting a Gender Analysis for Microbicide Introduction

https://fhi360web.sharepoint.com/sites/gender/_layouts/15/guestaccess.aspx?
guestaccesstoken=80ZHSYp39kCh1psqG3sNSb81sMJBndIU%2bo3D1fb7JUk
%3d&docid=2_06764a00a7bab4a80aae8f23af74ce233&rev=1
Orphans and Vulnerable Children Guide to Gender Analysis

guestaccesstoken=iKkGbNF1vbqjn4Mq9sM3%2bKXtkEKH6wMkFHoTmXxkj5Y
%3d&docid=2_08020e90dbce24082813d912f24b86c46&rev=1
Sample Full Gender Analyses

5
Gender Analysis for Microbicide Introduction: Process, Recommendations, and Advocacy Activities
(PowerPoint Slides for Adaptation and Use)
PEPFAR Gender Analysis in Cameroon
guestaccesstoken=vG2zTZLO4fpodfi%2fyXqxSBQK2GQtj3nb%2buCkGR3iQ0s
%3d&docid=2_0b90eb0063178435bb7f17cf7ec397c41&rev=1
Key Population Gender Analyses for Kenya
Men Who Have Sex with Men: https://www.fhi360.org/sites/default/files/media/documents/resource-

linkages-kenya-msm-gender-analysis-2016.pdf
Sex Workers: https://www.fhi360.org/sites/default/files/media/documents/resource-linkages-kenya-sw-

gender-analysis-2016.pdf
Transgender: https://www.fhi360.org/sites/default/files/media/documents/resource-linkages-kenya-tg-
gender-analysis-2016.pdf
Persons who use Intravenous Drugs:

https://www.fhi360.org/sites/default/files/media/documents/resource-linkages-kenya-pwid-gender-
analysis-2016.pdf
Sample Rapid Gender Analysis
Rapid Gender Analysis of CHASS Mozambique on Key Populations, March 2017

guestaccesstoken=xhu3og%2fkecy179B1ekHsSn3Tu5j2in2DiGS96wS97gQ
%3d&docid=2_01c4ca4a847c04942b0ac1520f7a7a7fa&rev=1
Sample Rapid GESI Analysis
Rapid Gender and Social Inclusion Analysis of LPD Jamaica on CSPD, March 2017
https://fhi360web.sharepoint.com/sites/gender/_layouts/15/WopiFrame.aspx?sourcedoc=
%7B864CA617-AF1D-434A-9491-A3BBA0B7B0A8%7D&file=FINAL%20RAPID%20GENDER%20AND
%20SOCIAL%20INCLUSION%20ANALYSIS_JamaicaLPD_3.23.17.docx&action=default
Sample Full GESI Analysis
Jamaica Gender and Social Inclusion (GESI) Analysis (For internal use only, do not share widely)
guestaccesstoken=tOwLCvOn9d3kWHEbh9olEWMMY3IqlffOom2cHbsRmUU
%3d&docid=2_0946de386fe344b1690ab62cad76a2255&rev=1
6
Sample Gender Strategies
Linkages Across the Continuum of HIV Services for Key Populations Affected by HIV (LINKAGES) Gender
Strategy
guestaccesstoken=f8IzRHU6K7UjhKtcPyJ9dkYqSH0abwuMJq%2fWiM
%2br6f8%3d&docid=2_08057871f1517437c9e79180d4601a1b2&rev=1
Improving Reading, Access, and Accountability in the DRC (ACCELERE!) Project Final Gender Analysis and
Gender Implementation Strategy
guestaccesstoken=jOFZVXE0fv1Mkh9wEXgutGLa%2b7Kp65u3bDltdIYexJc
%3d&docid=2_0c985d72981c24d4cb56c34aa7a70690e&rev=1
Gender Analysis Worksheet
Program goal and overall objective:

_____________________________________________________
Conduct a gender analysis of your program by answering the following questions. Be sure to consider
these relations in different contexts—individuals, partners, family and communities, policies, and
healthcare, education, economic and other institutions.
A. What are the key gender B. What potential C. What are the gender- D. What are the gender-
relations inherent in each domain information is missing based constraints to based opportunities to
(listed below) that affect women but is needed about reaching program reaching program
and girls and men and boys and gender relations? objectives? objectives?
sexual minorities?
7
Practices, roles and participation:
Knowledge, beliefs and perceptions

(some of which are norms):
Access to assets:
Legal rights and status:
Power and decision making:
Dignity and wellbeing:
*This template was adapted from the tool developed by the USAID Interagency Gender Working Group.
Social Inclusion Analysis Worksheet
Program goal and overall objective:

_____________________________________________________
A. What are the key social relations B. What potential C. What are the social D. What are the unique
inherent in each domain (listed below) information is missing constraints for opportunities for
that affect different marginalized but is needed about different marginalized different marginalized
groups, including youth, older people, social relations for groups to reaching groups to reaching
racial/ethnic/religious minorities, different marginalized program objectives? program objectives?
people with disabilities, refugees, etc. groups?
8
Practices, roles and participation:
Knowledge, beliefs and perceptions

(some of which are norms):
Access to assets:
Legal rights and status:
Power and decision making:
Dignity and wellbeing:
Conduct a social analysis of your program by answering the following questions. Be sure to consider
these relations in different contexts—individuals, partners, family and communities, policies, and
healthcare,
*This template was adapted from the tool developed by the USAID Interagency Gender Working Group.
Tool 3: Partner Assessment Tool – GESI Supplemental

9
Name of Organization: Click or tap here to enter text.

Location of Organization’s Headquarters: Click or tap here to enter text.
____________________________________________________________________________
_______
Number of employees overall: Click or tap here to enter text.
Number of employees who identify as:
A woman: Click. A man: Click. Living with a disability: Click.
18-35 years old: Click. 36-60 years old: Click. 60+ years old: Click.
____________________________________________________________________________
_______
Number of senior leaders/executives who identify as:
____________________________________________________________________________
_______
Number of members/beneficiaries overall: Click or tap here to enter text.
Number of members/beneficiaries who identify as:
____________________________________________________________________________
_______
1. Does the organization have the following in place?
a) A gender equality policy or set of guidelines? ☐Yes ☐No
b) A non-discrimination policy or set of guidelines? ☐Yes ☐No
c) A anti-harassment policy or set of guidelines? ☐Yes ☐No
Comment: Click or tap here to enter text.
___________________________________________________________________________________
_
2. Does the organization offer training to its employees/members/beneficiaries on how to support:
a) anti-harassment, including anti-sexual harassment? ☐Yes ☐No
b) gender equality? ☐Yes ☐No
c) social inclusion (i.e. ethnic minorities, people with disabilities, LGBTQIA, etc.) ☐Yes ☐No
Comment: Click or tap here to enter text.
____________________________________________________________________________
________
Briefly describe the organization’s work to support GESI: Click or tap here to enter text.
10
Tool 4: Sample Results Framework with GESI Integration
The USAID Jordan CDCS Results Framework with key GESI components highlighted in blue.
The FHI 360 Jordan LENS Results Framework, with parallel GESI components.
Development Objective (DO) Intermediate Result (IR) Sub Intermediate Results (Sub-IR)
DO 1: Broad-based, Inclusive 1.1: Private Sector 1.1.2: Access to finance increased, especially for
Economic Development Competitiveness Increased women entrepreneurs
Accelerated 1.1.3: Environment of doing business improved
1.2: Workforce Development & 1.2.2: Entrepreneurship opportunities promoted,
Opportunities for Vulnerable especially for women entrepreneurs
Groups Increased, Especially for 1.2.3: MFI outreach & advocacy improved
the Poor, Women & Youth
11
Tool 5: Partner with Women – USAID’s WE31 Principle 8

Women and women’s organizations are too often missing from development funding and
partnership structures, especially within economic development and strengthening initiatives.
Part of the problem is that women’s organizations and businesses are often unaware of USAID
opportunities, not connected to USAID networks, or do not have the current capacity to comply
with USAID standards. Changing this reality to help advance WE3 may require capacity
building, as well as identifying and reaching out to a broader base of partners, including gender
advocates within gender neutral organizations, such as chambers of commerce.
Q&A on Partnering with Global Women’s Organizations and Businesses

TIPS FOR PARTNERING
Who shouldWITH
I WOMEN
a. Global women-owned and women-led organizations and businesses
partner with - Business partnership: Establish business partnerships with women’s organizations
1. Rethink Partnership
and how Criteria. Thisas does not mean lower
significant expectations
sub-recipient or standards.
partners whoRather,
influenceconsider
the what are the
design, budget and
absolute needed capabilities and identify places where transferrable skills sets of reputable women’s organizations
should I implementation.
could suffice. Also, don’t get stuck on partnerships having to be established in the exact same ways as they’ve always
partner?
been done. For example, as opposed Consultant:
- to insisting that When
a women’ssub-recipient
organizationpartnerships
deliver NICRAare not
rates in possible, consider hiring
a certain way,
work with them creatively to identifywomen’s organizations as consultants in order to recognize and fairly pay for their
indirect costs.
expertise.
2. Establish Cultural Ambassadors.- ItIn-kind Partnership:
takes time, When knowledge
patience, and cultural projects are alreadypartnerships
to solidify underwaywith or global
have little funding,
find creative
women’s organizations that are not accustomed ways to
to working withmake
USAID a partnership attractive
or its implementing and Establish
partners. mutually beneficial to
organizational cultural ambassadors who women’s networks.
have experience working with women’s organizations in a region and can
help 2-way cultural translation. b. Individuals or units within “gender neutral” organizations:
- Identify and reach out to gender advocates who work in organizations that do not
3. Don’t Wait to Outreach. Capture trips have andgender
even pre-capture
equality trips are a good empowerment
or women’s moment to outreach as to new women’s
a primary focus.
organizations. In addition, proactively invite meet with women’s organizations whenever
How do I find a. USAID WE3 Framework’s resource Tooles: Tool 9, the Global Women’s Networks possible. Attend global
conferences, invite organizations to your own events, and build ongoing communication pathways. Waiting until the
women’s and Associations: An Illustrative Sample, located in the USAID WE3 Framework,
proposal process is too late.
organizations lists over thirty women’s organizations in eight different categories.
? b. Global databases: Take the guesswork out of partnering by accessing global
4. Budget in Capacity Building Support. Recognize that different women’s organizations bring different assets to a
databases
project or activity, embrace those strengths, and of women-owned
simultaneously support businesses.
organizationalForandexample,
leadershipWeConnect
capacity International offers
a multilingual on-line directory
building for new partner organizations as a strategic return on investment. of certified and self-registered women-owned
businesses.
5. Treat Women’s Organizations as Attend
c. networking
Equals. Ensure events: Contact
all staff understand the greatlocal, national,
value of women’sand international
organizations that institutions that
serve as partners. Build trust with women’s organizations by recognizing and valuing their strengths, being patient if BPW
host women’s business networking events, such as Ellevate Network,
International,
misunderstandings happen, never condescending, andchambers
staying openof tocommerce,
what they have business
to teach.or trade associations, and Economic or
CASE STUDY: Walking Women’s
the Talk Affairs Ministries.
When and a. All stages of the project cycle: From project design all the way through closeout,
As part of the process to develop a WE3 Framework, USAID partnered with women-owned and women-led Global
where is it
South organizations. USAID actively engage
provided a subwomen’s
grant to theorganizations
Self-Employed and businesses,
Women’s even
Association when(SEWA)
of India WE3 isfornot an
best to partner
technical consultations onexplicit
Frameworkgoal.content as well as the development and facilitation of the WE3 Asia Regional
with women’s
Workshop b. Thailand
in Bangkok, All levels: Whether2016.
in December hiring a high-level
Through consulting
a Memorandum firm for technical
of Understanding assistance, or a
(MOU), USAID
partnered with
organizations the African
small cleaning and maintenance company, partnering with women-ledWE3
Women’s Development Fund (AWDF) for the organization and planning of the and women-
Regional
? African workshop
ownedin April 2017. In both partnerships,can
organizations/businesses the Global South women’s
and should occur atorganizations were critical
all levels within a project.
in providing regionally-focused feedback on the Framework as well as assisting in identifying regional participants and
presenters for workshops. Through this partnership with USAID, SEWA and AWDF could extend their networks and
strengthen relationships with a variety of stakeholders in the realm of women’s economic empowerment.
1
Women’s Economic Empowerment and Equality
12
Implementing Partner Checklist on Partnering with Women’s Organizations and

Businesses
 Examine internal consultant and sub-recipient databases for gender balance.
 Raise awareness within your organization on partner gender imbalances
 Create an internal process to promote a more gender equal partnership development process.
 Set targets for partnering with women-owned/led businesses, organizations and/or networks.
 Identify and meet with local, national and regional women’s organizations in the capture
phase.
 Require sub-recipient partners within their contract to a) have a gender equality policy in
place, b) engage a target number of women within programming, c) train, mentor and support
a target number of women within leadership, and d) offer gender-sensitive capacity building
to all staff.
 Annually identify and attend sector-specific women’s business events in each country of
work
 Join global professional networks that engage/focus on global women’s organizations or
businesses
Tool 6: Examples of GESI Performance Goals for a Chief of Party
FHI 360 Chiefs of Party (COPs), Project Directors (PDs), Deputy Chiefs of Party (DCOPs) and other project
leadership positions can align their performance goals with the FHI 360 GESI Guidelines by including
GESI-related goals in their annual Goal Setting and Performance Objectives Plan. To best align with the
GESI Guidelines, we recommend setting at least one GESI-related goal per performance period.
SAMPLE COP/PD/DCOP GESI Performance Goals

Goal Measurement Criteria/Indicators Time
Prioritize the FHI 360  Co-lead project-wide meeting to present the GESI In the
Gender Equality and Social Framework 2.0 and Project Guidelines first 6
Inclusion Framework 2.0 and  Ensure that project has the appropriate GESI expertise on months
Project Guidelines within staff – such as a Gender Advisor, Gender Specialist, on the
the project planning Disability Specialist, and/or other key technical positions) job
processes, including and help bolster their authority within the project team
redesigns, workplans,  Completion of a GESI project analysis
capacity building plans,  Completion of a GESI Strategy, which includes GESI risk
budgets and MEL plans mitigation approaches, such as GBV prevention
 GESI strategy integrated into project workplans
 GESI budget items sufficient to implement GESI Strategy
 SADD and GESI indicators embedded into MEL plan
 Multiple job descriptions and scopes of work include GESI
Help set project culture and  GESI Capacity Building plans created for staff and In the
capacity towards GESI partners first
 GESI training performed for staff and partners year
 2-3 all project staff meetings per year to assess GESI
progress
13
 At least 2 high-level funder meetings have included both

the Project Gender Specialist and the Funder Gender
Advisor
 Managers receive support on how to incorporate GESI
lens into end of year performance review
 End of year awards for GESI champions who have
excelled
Ensure that project has the  Hired GESI Specialist that reports to DCOP In the
appropriate GESI expertise  Dedicate at least 2 all-staff meetings per year to assess first
on staff and help bolster needed GESI capacity year
their authority within the  Engaged HQ GESI expertise
project team
To increase gender equality  Created and achieved targets for gender equity and social In the
and social inclusion among inclusion among staff members, especially senior level first
country staff by making year
hiring practices more
inclusive, resulting in a more
diverse and effective team.
Tool 7: Gender Job Matrix
Gender Job Matrix

*This matrix is based on the FHI 360 Country Offices Job Progression Chart
Similar Job
Gender Job Title Pay Range Need
Title
Gender Director Technical Band NN A large project that has Gender
Director Equality and Social Inclusion as a main
priority and has multiple gender-
related activities.
A headquarters office or large regional

office benefits from a Gender Director
to oversee GESI integration in policy
and operations. The Gender Director
brings gender mainstreaming to the
company through a leadership role.
Gender Technical Band MM Experienced Gender Advisors and
Advisor/Senior Advisor I, II, Senior Gender Specialists are the “gold
Gender Specialist III standard” for any large project.
Gender Equality and Social Inclusion
dynamics affect project outcomes in all
projects regardless of project focus,
and will require GESI expertise for
maximum success. Most Gender
14
Advisors at FHI 360 are embedded

within different Business Units.
A project of any size that has a strong

gender focus. A Gender
Advisor/Senior Gender Specialist will
have the experience and expertise to
ensure quality gender technical
assistance at all stages of the project
cycle. This includes project design,
business development, project
implementation, monitoring and
evaluation (M&E), and Short-term
Technical Assistance (STTA).
Gender Technical Technical Band JJ for A medium to small-sized project.
Officer Officer I, II, I Even with smaller budgets, projects
III Band KK must ensure that Gender Equality and
for II Social Inclusion dynamics are
Band LL considered in all stages of the project
for III cycle regardless of project focus.
A project of any size that has a

reduced gender focus. A Gender
Technical Officer will have the
experience and expertise to ensure
quality gender technical assistance at
all stages of the project cycle. This
includes project design, business
development, project implementation,
monitoring and evaluation (M&E), and
Short-term Technical Assistance
(STTA).
Gender Focal Point The Gender N/A A Gender Focal Point is a title that is
Focal Point given in addition to another job title. It
can be is usually an un-compensated, or
associated minimally compensated designation.
with any job
title. The Gender Focal Point can volunteer
However, it is to help the Gender Advisor/Senior
recommende Gender Specialist or Gender
d that he/she Technical Officer by assisting with
be at least a communication. This can mean
mid-level gathering or disseminating information
professional. and assisting the Gender Advisor with
A senior remote technical assistance.
profession is
15
preferred. A Gender Focal Point does not

replace a Gender Advisor/Senior
Gender Specialist or Gender
Technical Officer.
Tool 8: GESI Integrated Recruitment Tools
A. Sample Gender Specialist Job Description – DREAMS Malawi
Position Description: The position will be based in Lilongwe and will report to the Senior
Gender Advisor at Headquarters.
The Gender Specialist will:
 Lead and/or collaborate with the HQ Senior Gender Advisor on conducting a gender
analysis at the beginning of the project
 Provide overall technical leadership in gender integration and GBV across the various
components of the project.
 Provide technical oversight in the implementation of safe schools’ methodologies to
prevent and reduce school-related gender based violence, ensuring the integration of
project interventions within national and local child protection systems.
 Ensure that the DREAMS project incorporates principles of gender equality and utilizes
best practices in GBV/SRGBV prevention and response activities in target school
communities.
 In collaboration with the HQ Senior Gender Advisor, mentor and train the DREAMS
staff, partners, and stakeholders on innovative, culturally appropriate, and socially
inclusive approaches to promote safe learning environments by equipping
teachers/mentors, parents, and other community members/leaders, and students with
knowledge, attitudes and skills to increase access and quality of education and improve
child protection against violence in and around schools.
 Collaborate with the community mobilizers to develop relevant advocacy and behavior
change messaging on reducing gender biases in the target schools and communities.
 Conduct annual gender assessments to measure progress and hone project activities.
 Provide technical support to teacher and mentors on the quality implementation of safe
school methodologies and community-led activities to improve beneficiaries access to
equitable and quality education.
 Build relationships and coordinate with gender focal persons and other partners involved
in education, adolescent sexual and reproductive health, gender and women’s
empowerment activities to promote accountability for safe school environments to
improve safe access and retention.
16
 Liaise regularly with FHI 360’s other programs in country to share learning and promote
gender integration among FHI 360’s portfolio of projects in Malawi.
Essential job functions- Duties and Responsibilities:
 Provide technical leadership to the Project to ensure integration of gender in program

interventions and trainings.
 Ensure all activities promote gender transformative and positive change.
 Promote male involvement/engagement in GBV programming and support the identification
of promising practices on male involvement in GBV prevention and response.
 Design and deliver realistic and pragmatic gender strategies and programming interventions
that will lead to positive gender equality outcomes.
 Integrate gender equality considerations in Results-Based Management monitoring and
reporting methods.
 Track and report against gender indicators and disaggregate data by gender to analyze results
within each domain.
 Conduct gender assessments, reviews and audits to assess ways to continually target
involvement of women in nutrition sensitive and nutrition specific activities.
 Review and provide technical feedback on results and project reports to Funders in order to
ensure quality and full compliance with gender policy and progress towards achieving
integration of gender in program.
 Advise and support the Programs and Partners to integrate gender into activities.
 Develop tools, frameworks and resources to enable better gender integration in the Project.
 Identify successful practices in the project that can be showcased in publications,
communication materials and conferences.
 Prepare communications materials that highlight the Project’s gender equality programming,
successes and lessons learnt.
 Inform on Gender-sensitive pedagogy, Child’s rights, Gender Equality and Girls Education.
 Able to take initiative on addressing prevention and response to GBV and SRGBV, ASRH.
 Has comprehensive knowledge of theories, concepts, and practices with quality management
and health programs.
 Has technical knowledge of child protection systems for prevention/ reporting/response, and
dropout prevention/student retention strategies.
 Ability to influence, motivate, and collaborate with others.
 Works on problems of complex scope that require analysis of situations and data of various
factors.
Minimum requirements standards:

 A Master's Degree or higher in the relevant subject area(s), preferably in Gender, Social
Work, Public Health, International development, or Community Development, is required.
 A Proven record of excellent management, leadership, decision-making and interpersonal
skills.
17
 Demonstrated ability to ensure gender integration in project design, implementation and

M&E.
 Effective English oral and written communication skills; ability to interact professionally in
English.
 Ability to navigate politically sensitive terrain and maintain constructive relationships with a
diverse
 Demonstrated ability to think strategically and transmit his/her vision to partners and
colleagues.
 Excellent organizational and analytical skills.
B: Sample GESI Language for Key Personnel Job Descriptions

Below are examples of language that can be embedded into different job descriptions when
recruiting key personnel at capture. Only some bullet points may be appropriate to specific job
descriptions, and certain points may have to be adapted to meet specific recruitment needs.
COPs/DCOPs/Project Directors
Job Summary / Responsibilities:
 Oversee the completion of all technical requirements on gender integration, including

program results and deliverables, in accordance with the approved program work plan.
 Respond to all Funder reporting requirements – including on gender and youth
engagement – such as quarterly and annual program reports, and other deliverables, as
specified in the contract.
 Establish appropriate mechanisms to ensure that the principles of gender equality and
social inclusion are embedded throughout the project life cycle.
 Manage the preparation and presentation of work plans, M&E plans, and all reports.
 Ensure compliance with all Funder-related, FHI 360, and program-specific policies,
including FHI 360 policies on equal employment opportunity and harassment-free work
place, as well as the FHI 360 standards for Gender Equality and Social Inclusion (GESI).
Qualifications:
 Master’s Degree (or foreign equivalent) in international development, agriculture, gender

studies, economics or a relevant social science field required.
 Experience mainstreaming gender equality objectives and accountability measures
throughout organizational policies, structures, and programs.
 Previous senior management experience in integrating (choose 1 or 2 as relevant)
women’s/girls’/men’s/boys’/LGBTQIA/PWD empowerment strategies is strongly
preferred.
 Demonstrated commitment to the principles of gender equality and social inclusion.
Project Managers
18
 Ensure clarity among staff and partners over project gender equality or empowerment
strategies and encourage effective team work.
 Develop best practices and tools for project execution and management.
 Work with Gender Advisor to deliver gender and socially inclusive project plans, training
documentation, presentations, and budget proposals to staff and client as appropriate.
 Manage project staff in coordinating the implementation of project GESI activities,
delivering quality work and accountability to Funder expectations and milestones.
Qualifications:
 Ability to influence, motivate, and collaborate with diverse group of staff members
 Ability to adapt and resolve problems/issues – including gender equality or social
inclusion gaps – to bring project to completion.
 Excellent interpersonal skills, including the ability to communicate and collaborate in
respectful and effective ways with diverse groups of people (i.e. women, men,
LGBTQIA, people with disabilities, different ethnicities, etc.)
 Familiarity with the Funder’s policy on (choose 1 that is relevant) Gender Equality and
Female Empowerment /Youth Empowerment / LGBTQIA Rights / Disability Rights,
etc..
Technical Advisor
 Develop gender-sensitive tools for the design and implementation of activities

 Contribute to the development of tools and indicators for monitoring and evaluation that
help measure impact for a diverse group of stakeholders.
 Collaborate with the Gender Specialist to ensure all activities promote gender
transformative and positive change and social inclusion.
Qualifications:
 Familiarity with the Funder’s policy on (choose 1 that is relevant) Gender Equality and
Female Empowerment /Youth Empowerment / LGBTQIA Rights / Disability Rights,
etc..
 Proven skills in developing and facilitating gender-sensitive and socially inclusive
trainings.
M&E Officer
 Collaborate with the GESI Specialist to develop tools and indicators for monitoring and
evaluation that help measure impact for a diverse group of stakeholders.
19
Qualifications:
 Familiarity with the Funder’s reporting requirements on (choose 1 or more that are
relevant) gender, age, rural vs. urban, people with disabilities, LGBTQIA, etc.)
 Demonstrated knowledge of how to design gender sensitive and socially inclusive data
collection methodologies.
C: Sample GESI Sensitive Interview Questions for Key Personnel

COPs/DCOPs/Project Directors
1. What kinds of policies, procedures, trainings and/or organizational culture do you believe
need to be in place to support gender equality? To support social inclusion?
2. Please give specific examples of a time when you had to address major gaps in how the
men vs. women were engaged among your staff (such as the breakdown of staffing, of
people in leadership, of people receiving professional development opportunities, of how
the organization was recruiting new staff, etc.) What about of different ages? Ethnic
groups? People with disabilities? LGBTQIA?
3. Give an example of a time when you encountered a difficult situation involving members
of your team related to gender or social identity. (i.e. certain team members being
uncomfortable working with key populations, a claim of sexism, conflict between people
of different ethnic backgrounds, etc.) How did you handle or help resolve the situation?
4. Give an example of a time when there was a difficult situation involving a partner and the
issues of gender or social exclusion. (i.e. an issue of sexual harassment, discrimination
against people with disabilities, legal restrictions on working with key populations,
difficulty executing services for certain underrepresented groups, etc.) How did you
address the situation and/or work with the partner to resolve it?
Project Managers
1. Describe your experience supporting the principles of gender equality and social
inclusion within your previous positions.
2. Give examples of how you have worked with previous clients to ensure that their
policies, requirements or guidelines on gender or social inclusion were upheld.
3. How would you help address an issue of harassment or discrimination that was taking
place within your team? What about a similar issue taking place with a partner?
Technical Advisor
1. Describe your experience working with staff or project participants who identify as
LGBTQIA (lesbian, gay, bi-sexual, transgender or intersex.)
20
2. How have you supported the professional development of younger or more junior staff on
your teams?
3. Please give examples of if and how you have addressed the needs and rights of people
with disabilities among your staff or team.
M&E Officer
1. Describe your experience working on the collection and analysis of sex and age
disaggregated data.
2. Give specific examples of when and how you have used gender equality indicators within
your MEL plan. How did you engage with the client to choose and/or report on these?
3. What would be your approach to strengthening a MEL plan to better understand the
impact of interventions on specific demographic groups? (i.e. people with disabilities,
different ethnic groups, rural vs. urban, etc.)
D: Guidelines for Recruiting Diverse Talent
1. Talk with the country or regional FHI 360 HR representatives to strategize on ways to
recruit diverse candidates for your project – including women, people with disabilities,
and minority ethnic groups - in ways that are sensitive to the cultural dynamics of that
country.
2. Talk to representatives at FHI 360 from diverse groups you are trying to recruit. Ask
them about the challenges they face, solutions they recommend, and needs that are not
currently being addressed in recruitment and retention.
3. Reconsider job descriptions – including qualifications and needed experience – to
encourage a wider group of candidates to apply. Consider listing multiple qualifications
and requiring that candidates only need to meet a certain number of them to apply.
4. Reach out to professional organizations with diverse membership to advertise positions,

such as women’s vocational schools, minority-owned universities or women’s, youth,
people with disabilities or LGBTQIA networks. Many have internal job boards or
member newsletters where the can promote opportunities.
5. Establish clear diversity hiring criteria with recruiters and internal referrals, and consider
organizations for partnerships who have a track record for diversity and inclusion.
6. Include a diversity and inclusion statement as part of your job description that both
emphasizes FHI 360’s commitment as well as explicitly invites diverse groups to apply.
7. Consider blind recruitment, the practice of removing identifiable information from

resumes, including names, gender, age, education, and even sometimes years of
experience, to help overcome unconscious bias and promote diversity in the workforce.
8. In countries with restrictive laws or norms around women’s workplace participation,
consider offering female candidates the opportunity for a family member to visit the
21
office facilities – including at the recruitment stage – and receive information on our
organizational mission and commitment to safety and cultural appropriateness.
9. Rethink the interview process to make it equitable and inclusive of diverse candidates.
o Clearly communicate the FHI 360 values of mutual respect and teamwork and
core competency of diversity awareness.
o Use diverse interview panels to help reduce bias in choosing candidates.
o Integrate behavioral questions to elicit stories that reveal how candidates will
respond to situations they'll face on the job, and uncover hidden attributes.
10. In locations with consistent challenges to recruiting female team members or managers,
identify talent at junior levels, and create leadership tracks for them with specialized
professional development action plans.
Tool 9: CARE Gender Marker Tools
Gender Marker Guidance

guestaccesstoken=e4fRH86Hj%2fK%2b8sp8O09nuJxwIiYe6ogmBtLEZ%2blhSNg
%3d&docid=2_12bfff6e4799248c1b41314644ff4dbf3&rev=1
Gender Marker Vetting Form

guestaccesstoken=j4u4DiCcKHOVdZi8nywiypOvJe1QheFK66ZHkmsSbwg
%3d&docid=2_11b4d535703da493596f40a8e093fd4ec&rev=1
Tool 10: Funder Requirements and Recommendations on GESI
U.S. Government
22
USAID
USAID has several GESI-related policies, strategies and guidelines in place. The Gender Equality and
Female Empowerment policy sets a strong gender integration mandate for the agency. The ADS 205
guidelines on its implementation also include policy directives and required procedures for both USAID
staff and its implementing partners. Below are additional documents.
Gender Equality and Female Empowerment
 USAID Gender Equality and Female Empowerment Policy , 2012

 USAID ADS Chapter 205: Integrating Gender Equality and Female Empowerment in USAID’s
Program Cycle, Updated 2017
 USAID Implementation Plan for the U.S. National Action Plan on Women, Peace and Security ,
2016
 USAID Evaluation of Implementation of the U.S. Strategy to Prevent and Respond to Gender-
based Violence, 2015
Social Inclusion
 USAID Counter-Trafficking in Persons’ Policy , 2012

 USAID Youth in Development Policy, 2012
 USAID Vision for Ending Child Marriage & Meeting the Needs of Married Children , 2012
 USAID LGBT Vision for Action
 USAID Vision for Ending Extreme Poverty, 2016
 USAID Disability Policy, 1997
 USAID ADS Chapter 303: Supporting USAID’s Disability Policy in Contracts, Grants, and
Cooperative Agreements, Updated 2017
U.S. State Department
The State Department has identified four key priorities to advance gender equality and the status of
women and girls around the world.
 The U.S. National Action Plan on Women, Peace and Security

 The U.S. Department of State Strategy for Women’s Economic Empowerment
 The U.S. Global Strategy to Prevent and Respond to Gender-based Violence
 U.S. Global Strategy to Empower Adolescent Girls
The State Department also has the following key inclusion strategies: U.S. Comprehensive Strategy to
Promote and Protect the Rights of Persons with Disabilities Internationally
23
USAID Gender Compliance: ADS 205.3 Policy Directives & Required Procedures
Gender integration does not end with activity design and solicitation but should continue throughout
implementation. Missions have adopted many innovative practices designed to strengthen gender
integration in activity implementation, including during the process of developing work plans.
AOR/CORs and Government Agreement Technical Representatives (GATRs) are responsible for
ensuring that gender is being effectively taken into account in activity implementation, in accordance
with the terms of the award. Good practices include asking implementing partners (IPs) to develop
gender action plans or strategies that describe how gender will be integrated into all phases of the
work, when these are specified in the award. The AOR/COR/GATR must ensure that all people-level
Millennium Challenge Corporation
The Millennium Challenge Corporation had one of the first U.S. agency gender policies in place, with
corresponding integration guidelines.
 MCC Gender Policy

 MCC Gender Integration Guidelines
The President’s Emergency Plan for AIDS Relief (PEPFAR)
PEPFAR is now required to conduct a gender analysis specific to the HIV response to inform the design of
projects and activities. All PEPFAR implementing agencies should participate in the analysis. This will be
24
monitored as part of the COP and ROP review process.
 PEPFAR Updated Gender Strategy, 2014
Centers for Disease Control and Prevention (CDC)
The CDC concentrates on the impact of its interventions across different gendered groups, including
men, pregnant women, transgender people and women, as well as in areas with high gender-based
violence or the potential for it.
 CDC Implementation Strategy for the National Action Plan on Women, Peace and Security , 2012
 CDC Sexual Violence Prevention Strategies
 HIV/AIDS Risks by Gender
o Men / Women
o Pregnant Women, Infants and Children
o Transgender People
U.S. Office of Disease Prevention and Health Promotion
 Office of Disease Prevention and Health Promotion LGBT Health 2020
Foreign Governments
Government of United Kingdom’s Department for International Development (DFID)
 The Department for International Development’s (DFID) Strategic Vision for Girls and Women ,
2011
 DFID Disability Framework, Updated 2015
 DFID’s Youth Agenda: Putting Youth at the Heart of Development , 2016
 DFID Equality and Diversity Strategy
Australian Government’s Department of Foreign Affairs and Trade (DFAT)
 DFAT Gender Equality and Women’s Empowerment Strategy , 2016

 AusAID’s Guide to Gender and Development
 Development for All 2015–2020: Strategy for strengthening disability-inclusive development in
Australia’s aid program
Canadian International Development Platform (CIDP)
 Canada’s Feminist International Assistance Policy
Government of the Netherlands Development Cooperation
 Netherlands International Gender Policy

 Netherlands ‘Leading from the South’ Facility
25
The Global Fund to Fight AIDS, Tuberculosis, and Malaria

Gender Equality Strategy
Multilateral/Global Mechanisms
The Global Fund to Fight AIDS, Tuberculosis and Malaria
 Global Fund Gender Equality Strategy

 Global Fund Strategy in Relation to Sexual Orientation and Gender Identities
26
Private Sector Commitments to Women’s Empowerment
The UN Women’s Empowerment Principles (WEPs) are a set of principles for business
offering guidance on how to empower women in the workplace, marketplace and community.
They are the result of a collaboration between UN Women and the UN Global Compact, and
are adapted from the Calvert Women’s Principles. Currently, over 1,400 businesses have
signed onto the WEPs, and many of which are seeking ways to strengthen their commitment.
27
Foundations
Bill and Melinda Gates Foundation
 Women’s Economic Empowerment Strategy , 2018

 A Conceptual Model for Women’s and Girls’ Empowerment , 2017
 $80 Million Commitment to Close Gender Data Gaps and Accelerate Progress for Women and
Girls, 2016
 Creating Gender Responsive Agricultural Development Programs , 2013
Ford Foundation
 Challenging Inequality: Gender, Racial and Ethnic Justice Strategy

 $1 Billion from Endowment for ‘Mission Related’ Investments to Fight Inequality , 2017
The William and Flora Hewlett Foundation
 International Women’s Reproductive Health Strategy , 2014

Novo Foundation
 Advancing Adolescent Girls’ Strategy

 Ending Violence against Women and Girls
C and A Foundation
 Gender Justice Initiative

 Working with Women to Strengthen Communities
UN Foundation
 Data 2X on Global Gender Data Gaps

 Women, Girls and Population Priorities
 The Coalition for Adolescent Girls
28
Tool 11: FHI 360 Project Start-up Checklist – GESI Supplemental
The Project Start-Up Checklist was developed by the Project Management Quality and Standards
(PMQS) team to assist FHI 360 staff in the rapid and compliant launch of award-funded projects.
The GESI Supplemental Checklist serves as an additional optional tool to help start-up teams go
deeper to ensure that GESI considerations are well integrated. The start-up phase of a project
begins after we have received notice from the funder of a pending award and ends when the
basic systems, processes and staffing structure of a project have been established and the project
moves into the implementation phase. Many start-up activities can and should begin when FHI
360 has reached competitive range or “best and final” for a given award. Please refer to the full
Project Start-Up Checklist for all key needed start-up tasks.
Tasks on the GESI Supplemental Checklist are divided into the following categories:
 Pre-Award Tasks and Considerations
 Legal
 Program/Technical
 Communications and Funder Relationship Management
 Staffing, Recruitment and Capacity Development
 Contractual Requirements
 Information Technology
 International Commercial and Residential Leases
 Global Security
 Travel
FHI 360 Project Start-Up Checklist

[Insert Project Name]
Task Responsible* Comments Complete
Ensure Start-Up Lead and team members
responsible for start-up tasks meet with the GESI
expert on the Proposal Team to review:
- The findings of the rapid gender desk
review if one was performed during Lead Business
capture Unit/Regional
- Any proposed GESI strategy ☐
Office
- GESI indicators or MEL approaches (BU/RO)
- GESI-related activities
- GESI-related personnel
- Any additional funder GESI
requirements
Update proposed GESI-related staff on award
P ☐
status
Ensure that office space meets GESI needs: P ☐
- Safe, accessible bathroom facilities for
both men and women
29
- Accessibility for persons with disability

- Breastfeeding/pumping space
Start recruiting for any planned GESI specialists P ☐
PRE-AWARD (COMPETITIVE RANGE/BEST AND FINAL) TASKS AND

CONSIDERATIONS
Note: Some tasks listed in this section are best practices gathered from successful start-up
efforts. Many are not yet a part of FHI 360’s standard start-up procedures.
COMMUNICATIONS AND FUNDER RELATIONSHIP MANAGEMENT
Task Responsible* Comments Complete

Tag the project description within IPKS, Corporate Communications and
including with FHI 360 GESI-related other departments use this
programmatic taxonomy terms, such as: information as a starting point
- Gender when developing more detailed
P project profiles. ☐
- LGBTQIA
- Social Inclusion
- Disability
- Youth
Integrate key GESI facts into a project fact
sheet and PowerPoint for use in stakeholder P ☐
meetings.
When setting-up a schedule of regular funder
meetings, request that the Mission GESI P ☐
Advisor or equivalent be included.
Consider featuring GESI approaches at an
external project launch event with partners, P ☐
funders and other stakeholders, if applicable.
30
STAFFING, RECRUITMENT AND CAPACITY DEVELOPMENT
Task Responsible Comments Complete

*
General Recruitment
Develop a strategy for diversity recruitment, with
help from HR in country and the Staffing Section HR ☐
of the GESI Project Guidelines.
Assist project with identifying categories of GESI-
related personnel, ensuring categories are senior HR ☐
enough to match the size and scope of the project.
Host Country Nationals (HCNs) and U.S./Third Country National (TCN) Expats
Review the Staffing Section of the GESI Project
P ☐
Guidelines.
Help ensure diversity on the hiring recruitment
P ☐
panel to help reduce GESI-related bias.
Develop job announcements/advertisements that
include statements on FHI 360’s commitment to HR ☐
gender equality, diversity and inclusion.
Post positions in locations that can help increase
the diversity of candidates (such as women’s,
LGBTQIA, youth, disability or minority
organizations and job boards, vocational schools
with high numbers of underrepresented groups).
Utilize the recommended GESI-related interview
HR ☐
questions found in Tool 8 on diversity recruitment.
Ensure all employees sign and date employment
and confidentiality agreements and complete code HR ☐
of ethics training.
Ensure new employees are invited to the FHI 360
Diversity and Inclusion Training if offered in
country.
U.S./Third Country National (TCN) Expats
Ensure that staff unfamiliar with the country are
aware of any legal or social restrictions that might
P ☐
put them at risk (such as legal restrictions on
LGBTQIA status, women’s mobility, dress/attire).
Identify temporary and/or permanent housing for
expatriate staff that ensures the safety and security P ☐
of a diversity of staff members.
CONTRACTUAL REQUIREMENTS

*
Prime Award (contractual aspects)
Review the draft award against the proposal P ☐
30
31

*
for GESI-related programmatic or budget
issues and send input to CMS
Subawards (contractual aspects)

Utilize the GESI supplemental Pre-Award P with In some cases, pre-award
Assessment Tools (PATs) for subawardees. designated assessments may be completed ☐
Finance staff during the pre-award phase.
When developing and finalizing the
subaward SOW, ensure appropriate GESI
considerations are included (such as ☐
requested GESI policies, commitments,
activities, capacity building).
Integrate GESI expectations, joint
approaches and requests into partner launch
meetings and FHI 360 policies and
P ☐
procedures workshops, and establish routine
check-ins on GESI-related goals and
activities at partner meetings.
INFORMATION TECHNOLOGY

*
Contact ISS to apprise that team of any
P ☐
special needs for staff with disabilities.
Provide IT assessment form and guidance
for selecting office space for optimal IT, ISS ☐
including meeting any disability needs.
Coordinate with Start-Up Lead/COP to
recruit staff or solicit vendors for ISS
ISS ☐
support in country that is specialized for
persons with disabilities, if appropriate.
Hold basic IT training sessions for new staff
(email, phone, conference calling,
SharePoint, Connect, etc.) that is GESI
integrated. This includes ensuring that the
training is: P with ISS
☐
support
- Done in language(s) all staff can
understand
- Accessible for staff with disabilities
- Accessible for both women and men
31
32
INTERNATIONAL COMMERCIAL AND RESIDENTIAL LEASES

*
Locate and select office space considering
criteria/guidance established by ISS,
Facilities and Security, including any special
needs for:
- Persons with disabilities
- Women in restrictive P ☐
countries/cultures
- Women who are breastfeeding
- Key populations (such as transgender
or sexual minorities) who encounter
heightened workplace-related risks
GLOBAL SECURITY (GS)

For details and resources, please reference the Project Start-up Checklist for Security on the Global
Security Connect page.

*
Review the FHI 360 Guidance on Working Proposal Should be done in proposal stage ☐
in Countries with Laws Criminalizing Team
Behaviors of Vulnerable Key Populations.
Engage Global Security (GS) to determine Proposal Should be done in proposal stage ☐
risk level of location, including for specific Team
categories of staff (such as minority ethnic
groups, women, LGBTQIA).
Determine if security partnering is required GS Should be done in proposal stage ☐
due to staff identities or GESI
considerations.
Country-specific briefing for the GS Should be completed in first ☐
Country/Project Director includes any GESI week
considerations (such as whether heightened
risk for single women, LGBTQIA, minority
ethnic groups).
Identify facilities, office and residence space P and GS Should be completed in first ☐
that comply with safety and security month
guidelines, including any special guidelines
for staff who are
- Living with disabilities
- LGBTQIA
32
33
- Women (especially in communities

with high levels of gender-based
violence or in cultures with
restrictive laws or norms on their
mobility)
- Pregnant or nursing
- Minority ethnic groups
- Other at-risk groups
If a Security Focal Point (SFP) is selected, P Should be completed in first ☐
integrate GESI sensitivity into SFP training. month
Ensure the in-country Security Management P Should be completed in first ☐
Team (SMT) is familiar with the GESI month
Framework 2.0 and all relevant guidelines.
Understand crisis management process, roles P Should be completed in first ☐
and responsibilities, including special month
needed attention for staff who are:
- LGBTQIA
mobility)
Draft Security Management Plan (SMP) that P Should be completed in first ☐
is GESI sensitive for Global Security three months
approval, including any specialized needs
for staff who are
- LGBTQIA
violence or in cultures w/ restrictive
laws or norms on their mobility)
Draft Emergency Action Plan (EAP) for P Should be completed in first ☐
Global Security approval that is GESI three months
sensitive.
Acquire emergency and safety equipment for P Should be completed in first ☐
vehicles and offices that include any three months
specialized items needed for
33
34
- women (menstrual hygiene products,

supplemental resources for
breastfeeding women, etc.)
- persons with disabilities (mobility
support, etc.)
Organize first-aid/CPR training for two P Should be completed in first ☐
employees per office and all drivers. three months
Ensure diversity in security working groups P Should be completed in first ☐
to help address multitude of needs. three months
Work in partnership with HR to develop a P Should be completed in first ☐
sexual harassment and assault protocol that three months
adheres to FHI 360’s broader protocols.
Ensure that all staff are aware of the P Should be completed in first ☐
following FHI 360 policies, which can be three months
found within the FHI 360 Code of Ethics:
- Equal Employment Opportunity
- Professional Standard of Conduct
- Harassment-Free Workplace
- Alcohol and Drug Free Workplace
- Workplace Violence
If an on-site Security Risk Assessment GS Should be completed in first six ☐
(SRA) is budgeted, it includes a GESI months
assessment of potential heightened risks for
staff who are:
- LGBTQIA
violence or in cultures w/ restrictive
laws or norms on their mobility)
Conduct crisis management drills that are P w support Should be completed in first year ☐
GESI sensitive from GS
Conduct fire drills that are sensitive to needs P Should be completed in first year ☐
of groups with lower mobility (persons w
disabilities, pregnant women, etc.)
Review the FHI 360 Safety and Security P Should be completed in first year ☐
Reference Guide.
TRAVEL

*
Review and share the FHI 360 document,
P ☐
Safety and Security for LGBT Travelers.
34
35

*
Develop a start-up related travel plan that is
sensitive to the needs of higher risk groups
in certain countries, including staff who are:
- LGBTQIA
P ☐
mobility)
Notify Travel Services of any special travel
needs for individual groups of staff in ☐
country.
Tool 12: Funder Requirements and Recommendations

on Gender Equality and Social Inclusion
U.S. Government
USAID
USAID has several GESI-related policies, strategies and guidelines in place. The Gender Equality and Female
Empowerment policy sets a strong gender integration mandate for the agency. The ADS 205 guidelines on its
implementation also include policy directives and required procedures for both USAID staff and its
implementing partners. Below are additional documents.
Gender Equality and Female Empowerment
 USAID Gender Equality and Female Empowerment Policy , 2012

 USAID ADS Chapter 205: Integrating Gender Equality and Female Empowerment in USAID’s Program
Cycle, Updated 2017
 USAID Implementation Plan for the U.S. National Action Plan on Women, Peace and Security , 2016
 USAID Evaluation of Implementation of the U.S. Strategy to Prevent and Respond to Gender-based
Violence, 2015
Social Inclusion
 USAID Counter-Trafficking in Persons’ Policy , 2012

 USAID Youth in Development Policy, 2012
 USAID Vision for Ending Child Marriage & Meeting the Needs of Married Children , 2012
 USAID LGBT Vision for Action
 USAID Vision for Ending Extreme Poverty, 2016
35
36
 USAID Disability Policy, 1997

 USAID ADS Chapter 303: Supporting USAID’s Disability Policy in Contracts, Grants, and Cooperative
Agreements, Updated 2017
U.S. State Department
The State Department has identified four key priorities to advance gender equality and the status of women
and girls around the world.
 The U.S. National Action Plan on Women, Peace and Security

 The U.S. Department of State Strategy for Women’s Economic Empowerment
 The U.S. Global Strategy to Prevent and Respond to Gender-based Violence
 U.S. Global Strategy to Empower Adolescent Girls
The State Department also has the following key inclusion strategies: U.S. Comprehensive Strategy to Promote
and Protect the Rights of Persons with Disabilities Internationally
USAID Gender Compliance: ADS 205.3 Policy Directives & Required Procedures
Gender integration does not end with activity design and solicitation but should continue throughout
implementation. Missions have adopted many innovative practices designed to strengthen gender
integration in activity implementation, including during the process of developing work plans.
AOR/CORs and Government Agreement Technical Representatives (GATRs) are responsible for
ensuring that gender is being effectively taken into account in activity implementation, in accordance
with the terms of the award. Good practices include asking implementing partners (IPs) to develop
gender action plans or strategies that describe how gender will be integrated into all phases of the
work, when these are specified in the award. The AOR/COR/GATR must ensure that all people-level
data that are gathered are sex disaggregated, as required. It is good practice to gather other gender-
sensitive data during activity implementation, to
 Ensure that IPs report on gender-related results in quarterly or other reports if relevant;
 Ensure that any observed unintended gender-related consequences of the activity are being
documented, and, if a viable solution exists, addressed.
In addition, when staff at Missions or Washington operating units (OUs) facilitate partners’ meetings,
working groups, and/or other collaborative activities, gender-related issues should be carefully
considered when crafting the agenda and included when relevant, along with organizations doing
related work.
The GESI Advisor or other technical staff with GESI expertise in the relevant sector should provide the
AOR/COR/GATR with the assistance needed to effectively integrate gender into activity
implementation through regular communication, and, on occasions where this is useful, by
accompanying the AOR/COR/GATR on site visits or meetings with IPs. If appropriate, the GESI Advisor
or AOR/COR/GATR may link IPs to local networks of women leaders, women’s rights organizations and
other stakeholders in support of gender equality to better leverage these resources to reduce gender
gaps through activity implementation. Finally, Mission staff may wish to consider whether gender
should be addressed in trainings being facilitated as part of activity implementation.
36
37
Millennium Challenge Corporation
The Millennium Challenge Corporation had one of the first U.S. agency gender policies in place, with
corresponding integration guidelines.
 MCC Gender Policy

 MCC Gender Integration Guidelines
The President’s Emergency Plan for AIDS Relief (PEPFAR)
PEPFAR is now required to conduct a gender analysis specific to the HIV response to inform the design of
projects and activities. All PEPFAR implementing agencies should participate in the analysis. This will be
monitored as part of the COP and ROP review process.
 PEPFAR Updated Gender Strategy, 2014
Centers for Disease Control and Prevention (CDC)
The CDC concentrates on the impact of its interventions across different gendered groups, including men,
pregnant women, transgender people and women, as well as in areas with high gender-based violence or the
potential for it.
 CDC Implementation Strategy for the National Action Plan on Women, Peace and Security , 2012
 CDC Sexual Violence Prevention Strategies
 HIV/AIDS Risks by Gender
o Men / Women
o Pregnant Women, Infants and Children
o Transgender People
U.S. Office of Disease Prevention and Health Promotion
 Office of Disease Prevention and Health Promotion LGBT Health 2020
Foreign Governments
Government of United Kingdom’s Department for International Development (DFID)
 The Department for International Development’s (DFID) Strategic Vision for Girls and Women , 2011
 DFID Disability Framework, Updated 2015
 DFID’s Youth Agenda: Putting Youth at the Heart of Development , 2016
 DFID Equality and Diversity Strategy
Australian Government’s Department of Foreign Affairs and Trade (DFAT)
 DFAT Gender Equality and Women’s Empowerment Strategy , 2016

 AusAID’s Guide to Gender and Development
37
38
 Development for All 2015–2020: Strategy for strengthening disability-inclusive development in

Australia’s aid program
Canadian International Development Platform (CIDP)
 Canada’s Feminist International Assistance Policy
Government of the Netherlands Development Cooperation
 Netherlands International Gender Policy

 Netherlands ‘Leading from the South’ Facility
The Global Fund to Fight AIDS, Tuberculosis, and Malaria

Gender Equality Strategy
Gender equality plays an important role in the development of the pandemics of AIDS, TB
and malaria. The Global Fund has committed itself to addressing this issue in the programs it
supports as it seeks to expand its investments in programs that focus on women and girls and
those most at risk of the three diseases.
The Global Fund will champion and fund proposals that:
 Scale up services and interventions that reduce gender-related risks and vulnerabilities
to infection
 Decrease the burden of disease for those most at risk
 Mitigate the impact of the three diseases
 Address structural inequalities and discrimination
The Global Fund will do this by focusing on the following four areas of intervention:
5. Ensure that the Global Fund’s policies, procedures and structures, including the Country
Coordinating Mechanism and the Technical Review Panel, effectively support programs
that address gender inequalities.
6. Establish and strengthen partnerships that effectively support the development and
implementation of programs that address gender inequalities and reduce women’s and
girls’ vulnerabilities, provide quality technical assistance and build the capacity of
groups who are not currently participating in Global Fund processes but should be.
7. Develop a robust communications and advocacy strategy that promotes the Gender
Equality Strategy and encourages programming for women and girls and men and boys.
8. Provide leadership, internally and externally, by supporting, advancing and giving voice
38
39
Multilateral/Global Mechanisms
The Global Fund to Fight AIDS, Tuberculosis and Malaria
 Global Fund Gender Equality Strategy

 Global Fund Strategy in Relation to Sexual Orientation and Gender Identities
Private Sector Commitments to Women’s Empowerment
The UN Women’s Empowerment Principles (WEPs) are a set of principles for business
offering guidance on how to empower women in the workplace, marketplace and community.
They are the result of a collaboration between UN Women and the UN Global Compact, and
are adapted from the Calvert Women’s Principles. Currently, over 1,400 businesses have
signed onto the WEPs, and many of which are seeking ways to strengthen their commitment.
Johnson & Johnson. J&J has invested significantly in women’s and girls’ education,
leadership development, health security and economic empowerment. This includes their co-
founding of the Mobile Alliance for Maternal Action, their investments in the Global Fund
for Women’s Technology Initiative, their consistent winning of the Women’s Business
Enterprises Award and the J&J Women in Science, Technology, Engineering, Math,
Manufacturing and Design initiative (WiSTEM2D).
Goldman Sachs’ 10,000 Women Initiative. Launched in 2008, the 10,000 Women is a
program organized by Goldman Sachs and the Goldman Sachs Foundation with the goal of
helping to grow local economies by providing business education, mentoring and networking,
and access to capital to underserved women entrepreneurs globally. As part of the program,
Goldman Sachs has committed $100 million in funding and partnered universities in Europe
and the United States with business schools in developing and emerging economies.
Walmart’s Global Women’s Economic Empowerment Initiative. Walmart committed in
2011 to invest in nearly 1 million women around the world, through a) committing to source
US$20 billion from women-owned businesses, b) supporting the empowerment of 1 million
women through training and c) promoting diversity and inclusion representation within
merchandising and professional service suppliers.
Mondelez International. In 2014, Mondelez International launched a new initiative to
support the rights of female cocoa farmers in Ghana and Cote d’Ivoire, focused on training,
access to finance and women’s decision-making power. The action plans responded to
assessments by Harvard University and CARE International, which revealed striking gender
gaps in income and opportunities for cocoa farmers. It is a cornerstone of Cocoa Life, part of
a US$400 million sustainability initiative. World Cocoa Foundation, within Mondelez, has
also worked to establish sector-wide principles for cocoa sustainability that include gender
equality. The company also signed onto the UN Women’s Empowerment Principles in 2013.
Coca-Cola. In 2010, Coca Cola developed the 5by20 TM initiative to address the challenges
global women face in their economic potential. The company is investing in the economic
empowerment of 5 million women entrepreneurs across all its value chains by 2020.
Nine Women’s Business Enterprise National Council 39 (WBENC) Commitment. Nine
corporations that are members of the WBENC joined together in 2017 in a first-time
collaborative effort to track and report sourcing from self-identified and certified women-
owned businesses over the next five years. The businesses include Walmart, Campbell Soup
Company, The Coca-Cola Company, ExxonMobil, General Mills, Johnson & Johnson,
Mondelez International, PepsiCo, and Procter & Gamble.
40
Foundations
Bill and Melinda Gates Foundation

 A Conceptual Model for Women’s and Girls’ Empowerment , 2017
 $80 Million Commitment to Close Gender Data Gaps and Accelerate Progress for Women and Girls ,
2016
 Creating Gender Responsive Agricultural Development Programs , 2013
Ford Foundation
 Challenging Inequality: Gender, Racial and Ethnic Justice Strategy

 $1 Billion from Endowment for ‘Mission Related’ Investments to Fight Inequality , 2017
The William and Flora Hewlett Foundation
 International Women’s Reproductive Health Strategy , 2014

Novo Foundation
 Advancing Adolescent Girls’ Strategy

 Ending Violence against Women and Girls
C and A Foundation
 Gender Justice Initiative

 Working with Women to Strengthen Communities
UN Foundation
 Data 2X on Global Gender Data Gaps

 Women, Girls and Population Priorities
 The Coalition for Adolescent Girls
40

GESI Toolkit Fhi 360

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

GESI Toolkit Fhi 360

Uploaded by

Copyright:

Available Formats

International Business Development

Toolkit for Integrating Gender Equality and Social

Tool 1: List of All GESI Tools

Section 2: Gender Analysis

Disability Inclusion Resource List

LGBTQIA Inclusion Resource List

Youth Engagement Resource List

Older Persons Engagement Resource List

Policy and Practice

Do No Harm Resource List

o Tool 2: Potential Partner GESI Capacity Assessment Tool

Section X: Partner Engagement

Project Leadership GESI Toolkit 101

Gender Specialist Resource List

Gender or GESI Focal Point Resource List

Sharing GESI Responsibility Resource List

Diversity and Inclusion Resource List

Tool 2: Toolkit for Gender/GESI Analyses and Strategies

Guidance on How to Perform a Gender Analysis

Manual for Conducting a Gender Analysis for Microbicide Introduction

Orphans and Vulnerable Children Guide to Gender Analysis

Sample Full Gender Analyses

Key Population Gender Analyses for Kenya

Men Who Have Sex with Men: https://www.fhi360.org/sites/default/files/media/documents/resource-

Sex Workers: https://www.fhi360.org/sites/default/files/media/documents/resource-linkages-kenya-sw-

Persons who use Intravenous Drugs:

Sample Rapid Gender Analysis

Rapid Gender Analysis of CHASS Mozambique on Key Populations, March 2017

Sample Rapid GESI Analysis

Sample Full GESI Analysis

Sample Gender Strategies

Gender Analysis Worksheet

Program goal and overall objective:

Practices, roles and participation:

Knowledge, beliefs and perceptions

Legal rights and status:

Power and decision making:

Dignity and wellbeing:

Social Inclusion Analysis Worksheet

Program goal and overall objective:

Practices, roles and participation:

Knowledge, beliefs and perceptions

Legal rights and status:

Power and decision making:

Dignity and wellbeing:

Tool 3: Partner Assessment Tool – GESI Supplemental

Name of Organization: Click or tap here to enter text.

Tool 4: Sample Results Framework with GESI Integration

Tool 5: Partner with Women – USAID’s WE31 Principle 8

Q&A on Partnering with Global Women’s Organizations and Businesses

Implementing Partner Checklist on Partnering with Women’s Organizations and

Tool 6: Examples of GESI Performance Goals for a Chief of Party

SAMPLE COP/PD/DCOP GESI Performance Goals

 At least 2 high-level funder meetings have included both

Tool 7: Gender Job Matrix

Gender Job Matrix

A headquarters office or large regional

Advisors at FHI 360 are embedded

A project of any size that has a strong

A project of any size that has a

preferred. A Gender Focal Point does not

Tool 8: GESI Integrated Recruitment Tools

A. Sample Gender Specialist Job Description – DREAMS Malawi

Essential job functions- Duties and Responsibilities: