Gender strategy approved
15 Mar 2010
Over a year ago, Nuffic and the Ministry of Foreign Affairs’ Social Development Department (DSO) heavily invested in a major review of the NFP and NPT programmes, to find out how these programmes contribute to reducing the gender gap in developing countries. This review was followed up by a seminar in January 2009 in which the Ministry and a selection of Dutch institutions participated. The seminar resulted in the definition of a NICHE/NFP gender strategy, which DSO approved in January 2010.
Key features of the NFP and NICHE gender strategy
Under the new strategy Nuffic ensures that gender is mainstreamed throughout the NICHE programme by describing the gender policies and situation in all Programme Outlines and Plans of Implementation. Where possible, gender disaggregated data will be provided and gender objectives clearly formulated. The participation of gender experts in these stages is invaluable, especially because women are not very well represented in the areas and organizations where NICHE operates. So there is a risk that their needs are overlooked. In addition, in all NICHE countries, the aim is to have gender consultants in the pool of experts who advise on the process, from identification to project design. These consultants will also be involved in programme monitoring.
Avoiding evaporation
Nuffic’s management instruments have been reviewed so that gender is taken on systematically to avoid dilution and evaporation along the line. Although Nuffic aims to have specific gender projects where the needs arise, it equally ensures that other projects incorporate gender dimensions to their level best. This is where the responsibilities of the Dutch and Southern partners come into view. It means that projects must demonstrate that they contribute to reducing the gender gap.
Gender to be more visible in NFP
For NFP, Nuffic is on its way to make gender visible in the course list so that candidates can select courses that pay attention to gender. Together with the NFP fellowship officers, Nuffic identified a number of obstacles that will have to be jointly addressed. For example, by making sure that female candidates have good access to information about the programmes and by addressing gender-stereotyped perceptions among employers.
Taskforce
Nuffic has set up a gender taskforce whose role is to implement the strategy and to monitor progress. It will also work on raising the internal capacity to deal with gender in the programmes. This includes staff training and advising staff on gender integration in their work. The taskforce reports to the Director of Capacity Building & Scholarships, who assumes final responsibility for gender. It is Nuffic’s ambition to become more renowned as a gender-conscious programme administrator. In this respects, it sees a role for itself in bringing partners together to discuss and improve the gender performances of NFP and NICHE and to actively participate in relevant fora and conferences.
More information
Download the NFP-NPT gender review (670 kB)
