promoting gender equitable opportunities in agricultural ... - weman

PHASE FOUR WORKSHEET: TAKING ACTIONS TO REMOVE GENDER-BASED CONSTRAINTSLIST THE MOST IMPORTANTFACTORS CONTRIBUTING TOWHAT ACTIONS MIGHT ADDRESS THEGENDER-BASEDCONSTRAINTCONSTRAINTS TO ACHIEVE MORE EQUITABLECONSTRAINTS FOR THEPROGRAMWomen are often constrainedfrom improving the overall qualityExclusive membership criteria.OUTCOMES?Encourage a change in membership criteria, e.g.,graduated membership based on increased quality andProcessand quantity of horticultural cropsquantity of product delivered to association.because they lack access toservices provided by producerassociations as a result ofLack of access to supportservices.Design alternative service delivery scheme for non–producer association members (e.g., rural sales agent).membership requirements forChange association rules to allow non–producerlandownership.members to attend trainings and access benefits.Lack of landownership byRaise awareness on landownership rights.women.Advocate for equitable land distribution.Support better enforcement of existing legislativeframework on land policy.Women are often constrainedWomen’s householdIdentify labor-saving technologies to reduce women’sfrom improving on-farmresponsibilities.time on household responsibilities.productivity because of timepovertylinked to their householdlabor responsibilities.Social perceptions that linkApply family as a farming business approach.household responsibilities withwomen’s work.Address time/task allocation of household labor infamily business workshops.Women are often constrainedCollateral-based loan policies.Work with lending institutions to design women- andfrom accessing financial capitalpro-poor- friendly business loan instruments.because they lack ownershipof assets that can serve ascollateral.Social perceptions aboutwomen’s capabilities.Advocate for legislative framework for use of nonlandassets in lending.Design awareness raising campaigns to promotewomen’s leadership in business.Women are often constrainedEncourage firms to adopt gender-sensitive practicesfrom filling senior managementand policies (e.g., nondiscriminatory employment,and technical positions ingender-sensitive labor relations trainings).processing firms because ofdiscriminatory social attitudestoward women’s employmentand ability to manage men.PROMOTING GENDER EQUITABLE OPPORTUNITIES IN AGRICULTURAL VALUE CHAINS 106