The views expressed in this paper are the views of the authors and do not necessarily reflect the

views or policies of the Asian Development Bank (ADB), or its Board of Governors, or the governments they represent. ADB does not guarantee the accuracy of the data included in this paper and accepts no responsibility for any consequence of their use. The countries listed in this paper do not imply any view on ADB's part as to sovereignty or independent status or necessarily conform to ADB's terminology.

Gender Equality, Secondary Education, TVET and Skills for Employment Beijing, PRC 11 September 2013

Shireen Lateef Senior Advisor (Gender)

Outline
gender in corporate architecture gender categorization system ADBs gender performance project gender action plans Why gender equality matters to ADB? gender in secondary, TVET and skills employment ADB support for gender equality

Gender in Corporate Architecture

1998: Policy on Gender and development 2008: Strategy 2020 Gender equity as driver of change Corporate Results Framework 2016 Targets
45% all & 55% ADF gender mainstreamed 70% completed operations delivering intended gender equality results

2013: Gender Equality & Womens Empowerment Operational Plan: roadmap for implementation 2013-2016

Gender Categorization System

1.

Gender Equity Theme (GEN)

Gender equality and womens empowerment (GEWE) as explicit project outcome Directly supports GEWE

2. Effective Gender Mainstreaming (EGM)

GEWE substantially integrated but not explicit outcome Directly supports EGWE

3. Some Gender Elements (SGE)

Gender partially integrated Does not meet EGM criteria Indirectly supports GEWE Gender addressed in mitigation

4. No Gender Elements (NGE)

Gender not integrated in design

Operations with Gender Mainstreaming (2007 2012)

100% 90% 80% 70%
65% 53% 56% 42% 29% 27% 31% 43% 38% 42% 51% 76% 86% 76% 67% 58% 76%
Projects with Gender Concerns ADF Gender Mainstreaming Gender Mainstreaming (ADF & OCR)

60%
50% 40% 30% 20%

23%

10%
0% 2007
Gender Equity Theme

2008

2009

2010

2011

2012
No Gender Elements

Effective Gender Mainstreaming

Some Gender Elements

What is a Project Gender Action Plan (GAP)?

A Project GAP is ADBs key gender mainstreaming tool and mechanism for ensuring gender inclusive design and implementation of projects GAPs give visibility and accountability for gender GAPs make gender mainstreaming tangible and explicit in project design GAPs include quotas, targets, activities and design features to address gender equality issues and facilitate women's involvement, participation in, and tangible benefits from the project GAPs provide a roadmap for project implementation, monitoring and evaluation GAPs help deliver practical benefits to women GAPs facilitate strategic changes in gender relations.

Project Gender Action Plan

GAP requirements

Gender analysis in project preparation GAPs mirror project outputs Gender targets and design features in most outputs Gender performance indicators in project design and monitoring framework Time-bound activities Owned & understood by EA/IA Includes gender specialist expertise in implementation teams Resource allocation Covenant for GAP implementation

Why does Gender Equality & Womens Empowerment Matter to ADB?

Gender equality is critical on its own for social justice & equity Also, it is essential for better development outcomes inclusive growth faster poverty reduction attainment of the MDGs Under investments in women/girls are missed opportunities to
capture and harness the human capital, social and economic potential of 50% of the population

Neglecting women and girls results in social and economic costs estimates suggest the region loses $40 billion yearly due to
gender gaps in education and womens limited access to employment

India, Indonesia & Malaysia could increase their GDP by

2%-4% if womens employment was raised from current 30% to 70%

Gender Equality: Secondary Education, TVET and Employment

Gender Gaps in Education and Training
more girls than boys still out of school (IND, AFG, PAK) more girls than boys will not complete secondary (eg. BAN, CAM, LAO, NEP, PNG) gender streaming in tertiary: absence of girls in STEM subject gender streaming in TVET: traditional female trades

Gender Gaps in Employment

gender gaps in labor force participation (2009: 56% f vs 81% m) horizontal & vertical segregation of the labor market entrenched (low paid, low skill, flexible, insecure employment or informal jobs) females at the bottom of the pyramid sticky floor share of women in non-agriculture wage employment only 30% in South Asia only 20% (among lowest in the world) wage gaps persist with women earning 40%-80% of male wage economic & social returns from girls education cannot be fully captured without at least 9 years of education improved chances for employment and better incomes can only be achieved with market relevant skills training closely aligned with labor market needs

Returns from Investing in Women & Girls

Investments in women will deliver higher growth rates, better education and health outcomes and faster poverty reduction
Public policies and increased and targeted interventions girls education and skills development skills training for employment school to work transition expanding employment opportunities outside agriculture

Gender Equality and Womens Empowerment

2008-2012: ADB invested more than $10 billion to support gender equality & womens empowerment

Reducing gender gaps in education Supporting womens economic empowerment Investing in infrastructure to reduce womens time poverty Giving women voice in decision-making Supporting gender related legal and policy reforms

Visit our website:

www.adb.org/gender/