BELIEFS ANDPERCEPTIONSAll societies have belief systems thatshape ideas about appropriate rolesand responsibilities for men andwomen. Beliefs guide men’s andwomen’s socialization processesand shape general patterns ofbehavior. For example, it is oftenexpected for girls and boys to learnabout different aspects of <strong>agricultural</strong>production and market<strong>in</strong>g practices.Associations between women andcaregiv<strong>in</strong>g shape <strong>opportunities</strong>for women to learn more aboutwild foods, medic<strong>in</strong>al plants, orsmall-animal health than men.Social beliefs also shape economic<strong>opportunities</strong> available to men andwomen. For example, beliefs aboutthe appropriateness of women <strong>in</strong>managerial roles may restrict womenfrom decision-mak<strong>in</strong>g positions.Social beliefs also shape men’s andwomen’s access to assets. Despitelaws that stipulate equal pay for equalwork, a common belief that women aresecondary <strong>in</strong>come earners may result<strong>in</strong> the acceptance and perpetuationof differential wages for men andwomen. Furthermore, a belief thatsons should <strong>in</strong>herit land may overridea law that requires equal <strong>in</strong>heritancerights <strong>in</strong>discrim<strong>in</strong>ate of sex.Beliefs about men andwomen as economicactorsWomen are key actors <strong>in</strong> farm<strong>in</strong>genterprises, mak<strong>in</strong>g significantcontributions as unpaid familyworkers. They are the direct users ofmany <strong>in</strong>puts and services. Womenare frequently <strong>in</strong>dependent farmmanagers, as well as act<strong>in</strong>g farmRay Witl<strong>in</strong>/The World BankBELIEFS AND PERCEPTIONS VERSUS PRACTICES ANDPARTICIPATIONBeliefs and practice are often contradictory. Social beliefs may sometimesbe at odds with <strong>in</strong>dividuals’ actions but are used to justify and uphold<strong>gender</strong> differences. People may say they believe that women are moretrustworthy when it comes to repay<strong>in</strong>g loans but still restrict the sizeof their loans because women have limited collateral. Or a producerassociation may assert that women are more effective communicators,a quality prized <strong>in</strong> an association leader, but women may be restrictedfrom leadership positions because they do not own land. Social beliefsand perceptions often guide behavior but do not necessarily determ<strong>in</strong>ethe actions of <strong>in</strong>dividuals.21
Scott Wallace/The World BankFrameworkmanagers for men who have leftthe farm to seek wage employmentelsewhere or who have full-timeemployment elsewhere.Yet <strong>in</strong> many societies, people assumethat only men are the farmers or thatonly men are the clients of serviceproviders. These beliefs reduce thepotential client base for providers,contribute to poor target<strong>in</strong>g, and<strong>in</strong>terfere <strong>in</strong> the efficient channel<strong>in</strong>g ofgoods and services from provider toclient. Assumptions about women’slack of competence as farmers alsounderm<strong>in</strong>e an understand<strong>in</strong>g of theresponsibilities women take on asfarm managers <strong>in</strong> many countries.Women own and manage many<strong>in</strong>formal and formal bus<strong>in</strong>esses,but perceptions that their roles aresecondary impede their access toa range of <strong>opportunities</strong> to buildsocial capital and new clients.Perceptions about women bus<strong>in</strong>essowners affect their <strong>in</strong>teractionswith banks, government officials,potential buyers, and peers. InCambodia, women are oftenconsidered to have lower statusthan men, which makes it difficultfor women bus<strong>in</strong>ess leaders to betaken seriously. Although womenmanage the day-to-day operationsand decision-mak<strong>in</strong>g <strong>in</strong> many familyenterprises <strong>in</strong> Vietnam, it is stillimportant that husbands or othermen family members are perceivedto be the decision-makers. 21Beliefs about men andwomen as associationmembersSocial perceptions about <strong>gender</strong>roles can limit women’s <strong>in</strong>volvement<strong>in</strong> associations. At the start ofan <strong>agricultural</strong> project <strong>in</strong> Albania,social attitudes toward womenrout<strong>in</strong>ely limited their participation<strong>in</strong> project activities, <strong>in</strong>clud<strong>in</strong>gtheir membership <strong>in</strong> producerassociations. Men, <strong>in</strong> their roles ashousehold heads, were assumed tobe primary decision-makers for allthe enterprises of farm<strong>in</strong>g families.Although women met project criteriafor <strong>in</strong>clusion, and studies revealedthey often owned enterprises and/or jo<strong>in</strong>tly managed farm enterpriseswith their husbands, few effortswere made <strong>in</strong>itially to reach out tothem. 22Beliefs about appropriateworkBeliefs about appropriate work andworkplaces for men and womenshape the allocation of labor eventhough they create distortions and<strong>in</strong>efficiencies <strong>in</strong> the labor market. 23Dolan and Sorby argue that beliefsand assumptions about womencontribute to the congregation ofwomen <strong>in</strong>to unskilled positions with<strong>in</strong>process<strong>in</strong>g plants. They suggest thatthe fem<strong>in</strong>ization of tasks is rooted <strong>in</strong>“a number of stylized assumptionsthat equate production imperativesof quality, consistency and speedwith ostensibly ‘fem<strong>in</strong><strong>in</strong>e’ traits ofdexterity and conscientiousness.” 24For example, <strong>in</strong> packhousesassociated with export-orientedhigh-value horticulture, womenwere hired to clean, cut, grade, sort,pack, seal, and weigh produce. Men,however, were hired as electriciansand mechanics. In Egypt, differenceswere based on cultural perceptionsthat l<strong>in</strong>ked women’s experiencePROMOTING GENDER EQUITABLE OPPORTUNITIES IN AGRICULTURAL VALUE CHAINS 22
- Page 1: PROMOTING GENDEREQUITABLE OPPORTUNI
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Scott Wallace/The World BankProcess
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Step 1. Identify key groups of acto
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Step 3. Organize and present the da
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FIGURE 3: PASSION FRUIT VALUE CHAIN
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DIMENSION INFORMATION ABOUT WOMEN I
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TABLE 6: SAMPLE QUESTIONS FROM THE
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Continued - PHASE ONE WORKSHEET: OR
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Continued - PHASE ONE WORKSHEET: OR
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Continued - PHASE ONE WORKSHEET: OR
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PHASE TWO: FROM GENDERINEQUALITIES
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Step 3. Formulate a cause and effec
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PHASE TWO WORKSHEET: FROM OBSERVED
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Step 1. Hypothesizing the consequen
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PHASE THREE WORKSHEET: ASSESSING TH
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Step 2. Prioritizing constraints.On
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This exercise is important to bette
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EXPLOITATIVE STATUS QUOThis quadran
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PHASE FOUR WORKSHEET: TAKING ACTION
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PHASE FIVE WORKSHEET: DEVELOPING IN
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Measuring Changes in Sex Segmentati
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Curt Carnemark/The World BankProces
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IntroductionConclusionToday, women
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A better quality oflife for womenan
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46. Gladwin, “Gendered Impacts.
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Deininger, Klaus and Lyn Squire.
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Lilja, Nina, Jacqueline Ashby and N
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Gender assessmentA term often used
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UpstreamUpstream in a value chain r
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Dolan, Catherine and Kristina Sorby
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ANNEX 2: ILLUSTRATIVE SCOPE OF WORK
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Annex 3: ADDRESSING GENDER ISSUES I
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not usually captured in traditional
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Curt Carnemark/The World BankU.S. A