Ulaanbaatar 2013

Ulaanbaatar2013

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedACKNOWLEDGEMENTMillennium Challenge Account – Mongolia would like to express hereby appreciation to Ms.Jozefina Cutura, Associate Director for Social and Gender Assessment, MillenniumChallenge Corporation, for her extensive technical advice and guidance to make theMongolia Compact Program gender responsive to the extent possible. Her commitment to thepromotion of gender equality in every possible phase of the Compact implementation isworthwhile noting. Further, especial thanks to her dedicated time and efforts to make thisSummary report possible.At last but not at least, special thanks goes to the relevant MCA-Mongolia staff andContractors including especially the Environmental and Social Oversight Consultant (Mrs.Jennifer Mudge, gender expert) for their expertise and efforts towards ensuring that theProgram-wide Gender Integration Plan has become operational.The report is prepared by Millennium Challenge Account – Mongolia Environmental andSocial Assessment UnitCo-writers:Ms. Jozefina Cutura, Associate Director for Social and Gender Assessment, MillenniumChallenge Corporation, U.S.A.Ms. Tsolmon Begzsuren, Deputy Officer for Environmental and Social Impact, theEnvironmental Social Assessment Unit, Millennium Challenge Account – MongoliaMs. Tserennadmid Chuluunbaatar, Social specialist, Environmental Social Assessment Unit,Millennium Challenge Account – MongoliaNotes:As the report has been originally written in English language, if there is any inconsistencywith a Mongolian version, please refer to the English version of the report.Page 2 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedAbbreviations and AcronymsALACGaCBCCCTLEEPESOCESAFESAFGDGASRHIV/AIDSHPMIECITTKAPLLCLMSMCAMCA-MongoliaMCCMCEEIFM&EMWFNCDNCDINGONLICPIUPRPPURPSGASTITIPTORTVTVETUBAdministration of Land Affairs, Construction, Geodesyand Cartography (State Mapping Agency)Behavior chance communicationCountry Team LeaderEnergy and Efficient ProjectEnvironmental Social Oversight ConsultantEnvironmental Social AssessmentFramework Environmental and Social AssessmentFocus Group DiscussionGeneral Authority for State RegistryHuman immunodeficiency virus/ Acquiredimmunodeficiency syndromeHighway Project Manager (contractor to the NSRP/PIU)Information, education and communicationIndicator Tracking TableKnowledge, Attitude and PracticeLimited liability companyLearning Management SystemMillennium Challenge AccountMillennium Challenge Account – MongoliaMillennium Challenge CorporationMillennium Challenge Energy Efficiency InnovationFacilityMonitoring and EvaluationMongolian Women‟s FederationNon-communicable DiseasesNon-communicable Diseases and InjuresNon-Government OrganizationNational land information systemProject Implementation UnitProperty Rights ProjectPeri-Urban Rangeland ProjectSocial and Gender AssessmentSexually Transmitted InfectionsTrafficking in PersonsTerms of ReferenceTelevisionTechnical Vocational Education and Training projectUlaanbaatarPage 3 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedTable of Contents1 INTRODUCTION ......................................................................................................................................... 62 PURPOSE, OBJECTIVES AND METHODOLOGY ................................................................................... 82.1 PURPOSE OF THE REPORT ....................................................................................................................... 82.2 OBJECTIVES ........................................................................................................................................... 82.3 METHODOLOGY AND APPROACH ............................................................................................................ 83 KEY COMPACT-WIDE ACHIEVEMENTS ............................................................................................... 93.1 KEY ACHIEVEMENTS ............................................................................................................................. 94 KEY COMPACT-WIDE LESSONS LEARNED........................................................................................ 125 VOCATIONAL EDUCATION AND TRAINING PROJECT (TVET) ...................................................... 175.1 INTRODUCTION .................................................................................................................................... 175.2 KEY ISSUES IDENTIFIED IN THE 2011 GIP RELATED TO GENDER ........................................................... 175.3 KEY ACCOMPLISHMENTS IN INTEGRATING GENDER ............................................................................. 185.4 GOOD PRACTICES AND LESSONS LEARNED AND IMPLICATIONS FOR FUTURE WORK ON GENDER INTVET 206 PROPERTY RIGHTS PROJECT ................................................................................................................ 226.1 INTRODUCTION .................................................................................................................................... 226.2 KEY ISSUES IDENTIFIED DURING EARLY STAGES OF PROJECT IMPLEMENTATION, INCLUDING IN THE2011 GIP .......................................................................................................................................................... 226.3 ADDITIONAL ISSUES IDENTIFIED DURING THE MAY 2012 REVIEW ....................................................... 226.4 KEY ACCOMPLISHMENTS IN INTEGRATING GENDER ............................................................................. 226.5 GOOD PRACTICES AND LESSONS LEARNED ON GENDER SENSITIVE LAND OUTREACH ANDREGISTRATIONS ................................................................................................................................................ 267 HEALTH PROJECT .................................................................................................................................... 287.1 INTRODUCTION .................................................................................................................................... 287.2 KEY ISSUES IDENTIFIED IN THE 2011 GIP ............................................................................................ 287.3 ISSUES IDENTIFIED DURING 2012 GIP REVIEW .................................................................................... 297.4 KEY ACCOMPLISHMENTS IN INTEGRATING GENDER ............................................................................. 297.5 MALE-TARGETED INTERVENTIONS ....................................................................................................... 317.6 GOOD PRACTICES AND LESSONS LEARNED .......................................................................................... 338 PERI-URBAN RANGELAND PROJECT .................................................................................................. 358.1 INTRODUCTION .................................................................................................................................... 358.2 KEY ISSUES IN THE 2011 GIP ............................................................................................................... 358.3 ISSUES IDENTIFIED DURING THE 2012 GIP REVIEW .............................................................................. 368.4 KEY ACCOMPLISHMENTS IN INTEGRATING GENDER ............................................................................. 368.5 BEST PRACTICES AND LESSONS LEARNED ........................................................................................... 409 ENERGY AND ENVIRONMENT PROJECT ............................................................................................ 429.1 INTRODUCTION .................................................................................................................................... 429.2 KEY ISSUES IDENTIFIED: ...................................................................................................................... 429.3 ISSUES IDENTIFIED DURING THE 2012 GIP REVIEW.............................................................................. 429.4 KEY ACCOMPLISHMENTS IN INTEGRATING GENDER ............................................................................. 439.5 GOOD PRACTICES AND LESSONS LEARNED .......................................................................................... 4610 ROAD PROJECT ........................................................................................................................................ 4810.1 INTRODUCTION .................................................................................................................................... 4810.2 KEY ISSUES IDENTIFIED IN 2011 GIP AND 2012 REVIEW ..................................................................... 4810.3 KEY ACCOMPLISHMENTS IN INTEGRATING GENDER ............................................................................. 4810.4 BEST PRACTICES AND LESSONS LEARNED: .......................................................................................... 5311 CONCLUSIONS AND RECOMMENDATIONS FOR ENSURING SUSTAINABILITY ....................... 54Page 4 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedANNEX 1. SUSTAINABILITY MATRIX ON SOCIAL AND GENDER ASSESSMENT FOR THEMONGOLIA COMPACT .................................................................................................................................... 59ANNEX 2: MCC GENDER MILESTONES TRACKER FOR THE MONGOLIA COMPACT ........................ 66ANNEX 3: MCA-MONGOLIA PROGRAM SUCCESS STORIES ................................................................... 70ANNEX 4: AMENDMENT TO INTERNAL LABOR REGULATIONS FOR ROAD CONTRACTORS ONSEXUAL HARASSMENT .................................................................................................................................. 76ANNEX 5: PUBLIC CONSULTATION SCHEDULE........................................................................................ 79LIST OF REFERENCES ...................................................................................................................................... 80List of TablesTABLE 1. BREAKDOWN OF QUALIFICATIONS/SKILLS STUDENTS ARE INTERESTED IN ............................................. 19TABLE 2. NUMBER OF PARTICIPANTS IN PUBLIC ACTIVITIES ORGANIZED IN 8 REGIONAL CENTERS, BY SEX ........... 23TABLE 3. PERCENTAGE OF LAND TITLES OWNERS IN 8 REGIONAL AIMAGS, BY SEX ............................................... 25TABLE 4. SOCIAL AND DEMOGRAPHIC CHARACTERISTICS OF HERDER GROUPS, BY REGION ................................... 36TABLE 5. SEX-DISAGGREGATED DATA ON TRAINING ATTENDANCE OF BENEFICIARY HERDERS 7 ............................ 37TABLE 6. SEX-DISAGGREGATED DATA ON TRAINING ATTENDANCE OF LOCAL ADMINISTRATIVE OFFICIALS 9 ......... 38TABLE 7. NUMBER OF TOTAL CLIENTS BY GENDER AND AGE GROUP ..................................................................... 44TABLE 8. SEX-DISAGGREGATED TRAINING PARTICIPATION RATE .......................................................................... 50TABLE 9. NON-TRAINED WORKERS WHO HAVE BEEN TRAINED THROUGH JUNE-JULY 2013................................... 52Page 5 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned1 IntroductionThe Millennium Challenge Corporation (MCC) and the Government of Mongolia entered into aCompact for Millennium Challenge Account assistance in 2007 (the “Compact”) to help facilitatepoverty reduction through economic growth in Mongolia. The $285 million Compact pursues thisobjective through six projects over a period of five years in the following sectors: Property Rights,Peri-urban Rangeland, Health, Road, Energy and Environment, and Vocational Education andTraining.MCC recognizes that gender inequality can be a significant constraint to economic growth andpoverty reduction (Gender Policy, MCC 2006). MCC‟s commitment to gender integration is groundedin its mission to promote economic growth through poverty reduction by providing an equalopportunity for every girl and boy, and every woman and man to participate and benefit from fundedactivities. To maximize the impact of development effectiveness and economic growth, MCC requireseligible countries to analyze gender disparity and inequalities to serve as the basis for thedevelopment, design, implementation and monitoring of programs funded by MCC. The MCC GenderPolicy outlines:1. Requirements for country partners with regard to integrating gender in all stages of Compactdevelopment and implementation, and2. MCC‟s own responsibilities towards ensuring gender integration.The MCC Gender Integration Milestones and OperationalProcedures approved in 2011 provide further guidance on keyentry points and required actions for each stage of Compactdevelopment and implementation.MCA-Mongolia has striven to incorporate gender focus into all itsactivities. Its gender integration efforts have been implemented incompliance with the MCC Gender policy and in accordance withthe national legislation and programs of Mongolia. MCA-Mongolia started to focus on gender relatively late, mid-waythrough Compact implementation and three years after the signingof its Compact in 2007. Its Compact was signed well before theGender Milestones were approved by MCC, and also before“MCA is the firstmainstream internationalassistance program in theUnited States in whichwomen have not been anafterthought”Ritu Sharma,President, Women ThriveWorldwide(from their website,November 3, 2009)MCC‟s intensified effort to emphasize gender. As such, MCA-Mongolia has not implemented all ofthe Milestones, and the initial Compact language or project designs and plans did not include a focuson gender.Several MCC-wide trends resulted in MCA-Mongolia introducing a focus on gender into its work.The first was the increased emphasis on gender within MCC and the assigning of additional MCCresources to all Compacts to support and oversee gender integration. This increased emphasis ledMCA-Mongolia to undertake a stocktaking exercise and identify additional opportunities for genderintegration that were still feasible, given the late Compact stage. This culminated in the developmentof the GIP in July 2011, which includes a wide range of recommendations for each of the Compactactivities, with actions aimed to facilitate gender equality in its Road, TVET, Health, Energy andEnvironment, Peri-Urban Rangeland & Property Rights projects, as well as cross-cutting fields likemonitoring and evaluation, and communications.An update on the Gender Review and Integration Plan was completed in 2012, which assessedprogress against initial recommendations and included additional activities to ensure meaningfulopportunities for both women and men.During the development of the Gender Integration Plan the need for forming focal points wasrecognized and implemented. Focal points were appointed in each Project Implementation Unit (PIU).6Page 6 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedThis focal points practice is in line with the Mongolian national gender equality legislation, though itpreceded the passage of the new Law on Promotion of Gender Equality.On April 25, 2012 MCA-Mongolia was rewarded withthe first MCC CountryCommitment Award in 2012for its work on genderintegration./picture on left side showsMCA-Mongolia delegatesreceiving the Award at the firstMCC Global DevelopmentForum/According to the One-year Gender Integration Plan Review and Update (2012), entry points of theGender Integration Plan have been well implemented and in many cases some originalrecommendations were exceeded (Gender Integration Plan review, 2012) especially in the reportingprocess on gender issues.Yet since the projects were all well underway at the time of writing of the Gender Integration Plan, anumber of opportunities for more meaningful and substantive gender integration were missed, as thelate involvement of social and gender expertise did not allow for substantial changes to project design.This lesson will be further discussed in project specific assessments in this report.The adoption of the newly approved Law on Promotion of Gender Equality and relevant nationalprograms require gender mainstreaming strategies and practices that the Mongolia Compact hasalready developed. The present report contains the achievements and lessons learned that can assistvarious parties in Mongolia in their approach to gender issues.As the Mongolia Compact entered its final year, MCA-Mongolia maintained a focus on genderinterventions to ensure equitable outcomes across projects, but has also been presenting results to, andsharing lessons and accomplishments with, a broader national audience. This report summarizes keyachievements and lessons learned on gender integration in the Mongolia Compact to be shared withthe public at large, other donors, and potential successor agencies.Page 7 of 807

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned2 PURPOSE, OBJECTIVES AND METHODOLOGY2.1 Purpose of the reportThe purpose of the report is to summarize gender integration practices, efforts and impacts of theMCA-Mongolia Compact, highlighting key achievements , impacts on beneficiaries and lessonslearned since the MCA-Mongolia undertook efforts to integrate a focus on social and genderinequalities in Compact activities. This report also intends to share best practices of gender integrationand lessons learned with other parties, including government and non-government stakeholders, anddonor agencies. The report includes stakeholders‟ views on project impacts and effectiveness, basedon a series of focus group discussions carried out in the course of writing this report.2.2 ObjectivesObjective 1: Revisit the program wide progress with gender integration against the entry points thathave been implemented within the MCA-Mongolia program to ensure compliance with MCC GenderPolicy 2006.Objective 2: Conduct consultations with project beneficiaries and stakeholders to hear their opinionson their ability to benefit from the project. This qualitative assessment was conducted through face toface and focus group discussions.2.3 Methodology and approachThis report is based on a combination of primary and secondary data collection and reviews. Thisincluded in-depth reviews of key documents as outlined below, focus group discussions andinterviews with stakeholders and project beneficiaries.Key reports and studies produced by MCA-Mongolia and implementing entities were reviewed toassess the differential impacts on men and women in Mongolia, as follows: Gender Integration Plan (2011) & and the 2012 Review and Update MCC Gender Policy and MCC Gender Integration Milestones and Operational Procedures,and the MCC Milestones Tracker noting implementation status against key milestones 1 Quarterly reports of the six MCA-Mongolia projects noting progress on gender Other project documents and reports for the 6 activities, such as feasibility studies orassessments Land and Gender survey report “Gender Assessment for Peri-Urban Project: Herder Women and Men Speak Out” Relevant documents concerning Mongolian Laws and regulations on gender equality Sex-disaggregated data collected for the health project (KAP survey), which helped informcertain project interventions Project baseline reports carried out by the Monitoring and Evaluation (M&E) unit as far asthey were available, including EEP, Peri-Urban baseline, TVET baseline, and publicperception surveys, the labor market study report, and the hashaa plot survey for PropertyRights.Details of the public consultations are presented in Annex 5.1 The Milestones tracker is available in Annex 2.8Page 8 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned3 KEY COMPACT-WIDE ACHIEVEMENTS3.1 Key AchievementsMCC and MCA-Mongolia‟s ESA team initiated discussions and work on gender in the fall of 2010.This started in an initial compilation of key issues and entry points for all projects, and some earlywork on integrating gender in areas such as the EEP or Property Rights projects. For example, anearly effort was undertaken to sex-disaggregate all land titles in the GASR registry to help in gainingknowledge on the extent of women‟s land ownership and decision making regarding how best toensure registrations by females in the Property Rights project. For EEP, which was added to theCompact after Compact approval due to some re-scoping, it was possible at this stage to review initialplanning documents and studies, including plans for subsidies to ensure that both the rates being setand the approach would ensure benefits to women and female-headed households in particular.The Compact-wide Public Consultation Plan carried out in 2009 included separate consultations withwomen, where issues were raised regarding their ability to benefit, and regarding potential adverseimpacts. These issues were to some extent reflected in the Framework Environmental Assessmentsand Management Plans. One example is the Peri-Urban Rangeland Project where issues of potentialinvoluntary resettlement, livelihood impacts and economic losses for non-participant herders wereaddressed through for example, excluding summer and fall camps from the project areas.Since the Gender Integration Plan was adopted across the six projects the ESA team has closelymonitored progress and led and provided assistance to the implementation of the plan.One of highlights worth noting is the capacity building efforts that MCA-Mongolia has invested in.Three gender trainings have been conducted by an international expert with participation of PIUrepresentatives and their corresponding contractors. To continue this capacity building, MCA-Mongolia‟s Gender Working Group, composed of Gender Focal Points (GFPs), met quarterly andinvited guest speakers from local recognized NGOs.Key program-wide accomplishments are summarized below:‣ The appointment of GFPs at each PIU, for M&E and communications: the focal points underwentcapacity building and training and were given technical assistance to facilitate their work and helpensure their effectiveness. Yet there are trade-offs and challenges with the focal points system, asfurther discussed in the lessons learned section.‣ Support and frequent monitoring of PIUs for the implementation of gender requirements.‣ Assisted the Road Project in developing a regulation on prevention and fighting against sexualharassment at the work place and promoting equal rights. Additional actions included promotingfemale employment in construction, and awareness-raising regarding road safety, Trafficking inPersons (TIP), and gender based violence both among the construction workforce and in the 5soums surrounding the road. While these issues are increasingly emphasized as important in othercountries, they were a first for a road project in Mongolia.‣ Small scale survey on Property Rights and Gender –survey carried out in collaboration with thePRP and the ESA team. This survey complements the larger impact evaluation efforts and focusesin more depth on gender dynamics, in particular on issues of how women‟s increased landownership impacts intra-household dynamics, women‟s bargaining power within the householdand in the community, and the levels of domestic violence.‣ Small-scale Gender Assessment for the Peri-Urban Rangeland Project: “Herder Women and MenSpeak Out” - conducted as an initiative of the ESA team. As the assessment reveals, malepreference still exists and strongly influences herders‟ behavior. According to qualitative dataPage 9 of 809

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedfindings, when it comes to the selection of group leaders required of our project, it was commonamong both male and female herders to believe that men are stronger than women, mentally aswell physically, and further, have more capacity to improve livelihoods than women. These beliefsinfluenced them greatly when selecting the group leaders. For example, male leaders were selectedbecause of the assumption that when it comes to travelling, whether it is storming, snowing, far orclose, males are more mobile as they are used to driving cars and riding motorbikes and horses.Men are head of household, may be political leaders, and in herders‟ opinion their mental capacityis stronger. This response is given by both men and women and expresses their general belief that aposition of group leader is, in terms of sex, more suitable for men and is therefore a men‟s job.‣ Given the male-specific challenges in NCD prevention efforts and the differential risk takingbehavior among men, the Health Project supported workplace trainings in male-dominantworkplaces such as construction and mining sectors. It also enabled the access to medical servicesfor disabled people in UB city to the NCD screening campaign, benefitting over 10,000 persons, outof which over 900 were given transportation to family clinics.‣ Today women in Mongolia are making substantial contributions to the economy. At the same time,gender gaps and disparities still remain in the economic and social spheres. The gaps areparticularly pronounced when it comes to female leadership. Even though Mongolian women makeup 45.7% of the labor force by 2010 and the percentage of female graduates was 20.3%, femalegraduates make up only 2.1% percent of national leaders in government and are a small share ofsenior managers of companies (Labor Force Survey, 2010). And yet, women are taking an activerole in development, and stories of their inspiring accomplishments abound across MCA-Mongolia‟s projects. To celebrate the accomplishments of Mongolian women, Mongolia has beeneager to emphasize and reinforce its commitment to gender integration. MCA-Mongolia thereforelaunched a campaign “Women’s leadership in the economy” in March 2013, which runs through theend of the Compact and is designed to inspire and motivate women, especially young women, toachieve success and fulfill their leadership potential.10MCA is running this campaign to share with the public at large the stories of these inspiring womenwho have succeeded through MCA-funded activities. But the intent is also to encourage women topursue leadership roles, and for young girls to enter non-traditional careers, because Mongolianwomen are still under-represented as leaders in business or government, despite their strongparticipation in the labor force. They are also less likely to choose careers such as construction ormining, where job growth prospects are better and pay is higher in Mongolia. The campaign isdesigned to:Page 10 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedinspire and motivate women, especially young women, towards achieving success in theirprofession and to fulfill their leadership potential.emphasize women‟s leadership in the economic sector, as most current initiatives focussolely on the political sector, by showcasing the benefits female participants have receivedthrough their collaboration in MCA-Mongolia projects.promote the newly adopted Gender Equality law of Mongolia by supporting women‟seconomic leadership.increase the visibility of MCA-Mongolia‟s gender integration efforts and activities, whileenhancing its reputation among the general public during its final year of the Compactagreement.The women‟s leadership campaign showcases exemplary work demonstrated by six female rolemodels - one for each Compact activity. For each funded project, one woman was chosen who hasdemonstrated exemplary leadership, in particular in fields and jobs that Mongolian women are lesslikely to work in. Among those female leaders, there are women who have reached success in tradeswhere the major portion of the workforce has been traditionally male. These include roadconstruction, engineering and being a leader of a herder group. The superior leadership skills ofseveral female role models resulted in positive behavioral changes through anti-smoking campaigns,or support for projects addressing youth unemployment.In June 2013 MCA-Mongolia launched a promotional brochure and notebook that contains thesuccess stories of MCA-Mongolia‟s six female leaders. To spur on and inspire thinking about genderequality among the Mongolian public, and to provide an outlet for interested participants to expresstheir thoughts on gender equality, an essay and photography contest was held on the topic “Genderequality through my eyes” in collaboration with the Mongolian National Committee on GenderEquality. To share the campaign outcome, MCA-Mongolia held a public event in Ulaanbaatar, thecapital city on June 20, 2013 with the presence of stakeholders and civil society representatives.‣ Baseline and midline surveys done by M&E have well integrated a focus on gender, allowing forlearning of lessons on these issues across projects.‣ The Property Rights Project led to an increase in women registering land in their own name, as aresult of awareness-raising on the importance of doing so. Another step forward is that data on landregistration is going to be sex-disaggregated through the electronic property registration system.‣ The EEP project beneficiaries have noted, and initial data from EEP surveys have confirmed, thatthe energy efficient products resulted in time saving for women as the stoves need much lessrefueling and result in savings on fuel. Female-headed households were strongly representedamong the beneficiaries of the subsidy for the stove.Public Communications -- Collaboration with Communications unit, MCA-Mongolia:‣ MCA-Mongolia homepage updates includes a section on social and gender issues – “Gender andDevelopment”: “Policy and Legal Framework” & “Projects addressing Gender Concerns”‣ Publications in local daily newspapers and MCA-Mongolia Quarterly Newsletters highlightinghow MCA-Mongolia is integrating gender into its Compact‣ MCA Mongolia‟s quarterly newsletter “For a Better Future” regularly features social and genderupdates and accomplishments. The Mongolian version is widely distributed to stakeholders.‣ Multiple blogs featuring Mongolia‟s gender work were posted on the MCC website followingMCA-Mongolia winning the Country Commitment Award for its gender work, to allowinformation sharing and learning of lessons among other MCAs.Page 11 of 8011

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned4 KEY COMPACT-WIDE LESSONS LEARNEDEarly and thorough gender analysis across sectors and activities being considered for aCompact provides much needed information for project planning, and is crucial for ensuringbroad and substantive inputs to address gender inequalities in a particular sector or context. Inthe case of Mongolia, attention to gender and social issues was not part of the Compact developmentprocess and initial project designs. As a result, meaningful opportunities for involving women andaddressing gender inequalities have been missed. Initial project documents and TORs and signedcontracts were for the most part gender blind, as no gender analysis or expertise was in place tosupport gender integration into these early contract and documents. The TVET project is an exampleof this and as a result the project did not adequately incorporate a focus on non-traditional careers forgirls. While the program in its later stages carried out public campaigns on this issue and publicizedadvertisements encouraging girls in following career paths such as construction, this emphasis shouldhave been placed upfront as a key objective into project design to really effect meaningful change bytargeting career guidance counselors and the process that prospective students go through during theearly stage of choosing a career path in TVET. This was not possible later in the project. Moreover,since gender was not included in the project‟s design, no funds had been set aside for addressing theseissues. The possibilities for including gender at a later stage, when certain projects were alreadyfacing budget challenges, were limited. Ideally, gender is integrated from the earliest phases andreflected accordingly in budgets, targets, M&E and communication plans. However, the lessonlearned from the MCA-Mongolia Compact is „better late than never.‟ Despite its late start, since 2010the MCA-Mongolia has achieved a number of significant accomplishments.The Compact did not include specific line items for funding of social and gender issues. Thisresulted in difficulties with ensuring adequate support and resources for gender integrationduring implementation. Since initial project planning was gender blind, initial contracts signed withcontractors did not include gender requirements either, nor did they contain budgets for ensuringopportunities for women. This meant that contractors who already had signed contracts and were laterasked to integrate a focus on gender were not much inclined to do so. Furthermore, MCA-ESA did nothave a separate budget to draw upon while attempting to amend these contracts. While theoreticallycontracts could have been amended to incorporate new objectives, in reality budgetary and otherimplementation issues meant that this rarely happened. The Program implementation agreementcontained a provision on the need to ensure meaningful involvement of women and men. But withoutresources clearly set aside to do this, the implementation of these tasks was not easy. The lack ofspecific financial resources for social and gender issues clearly impacted the ability to ensuremaximum positive benefits to both women and men.Despite these initial setbacks and the late start ofgender integration efforts, MCA-Mongolia is wellrecognizedas having furthered gender integrationacross its activities and in sectors where this was notyet done in Mongolia, with a positive reputationamong women‟s NGOs and civil society in general.While the late start of gender integration did notallow always for substantive changes, nonetheless theSocial and Gender Assessment (SGA) efforts didresult in a number of significant accomplishments, asoutlined in project-specific sections of this report.MCA also piloted gender integration in sectors suchas construction where not much work concerninggender awareness had been done previously. Forexample, its decision to amend internal laborregulations of contractors on workplace sexualharassment and to train both workers andcommunities on this issue as part of its road project isMs. Zolzaya, trainer from the NationalCenter against Violence, emphasizes:“Awareness raising activity carried outby MCA-Mongolia was very helpfultargeting at high-risk groups in a shortperiod of time, thanks to which commonstereotypes and wrong perception amongpublic about gender-based violence couldbe addressed through provision ofadvocacy messages at grassroots.Furthermore, the training was of highimportance as it could raise awarenesson preventing and addressing genderbasedviolence including TIP at earlystage, and therefore, could serve as a biginitial step for raising awareness amonglocal communities along the roadalignment from Choir-Sainshand.”12Page 12 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedconsidered pioneering for Mongolia.Gender focal points can serve as useful entry points for gender integration within each activity,but continued capacity building and support is needed for them, as well as ensuring that genderis clearly part of their job description. These individuals should possess the right technicalcompetence to incorporate this issue into their work. In some cases, it may be more effective toinclude dedicated gender specialists within project units or implementing entities. Eight Gender FocalPoints were assigned to PIUs, Communications, andM&E teams to ensure commitment to genderintegration. Their roles and responsibilities wereclarified to them during the development of the GIP andat later stages during the Compact implementation, bymeans of, for example frequent capacity buildingtrainings and monitoring meetings with MCA-ESA.The importance of providing Gender Focal Points withmanagerial support, opportunity and motivation tofulfill this role was underlined in the GIP, but it is notclear that this support was always provided by the PIUs.Four Guest Speaker‟s lectures were organized duringwhich recognized experts from local Non-Governmental Organizations (NGOs) presented genderrelatednational legal and policy frameworks, sectorprograms, and interventions by internationalorganizations and local NGOs in the field. The topicscovered also women‟s access to land issues andtrafficking in persons.U. Tuul, Training Specialist, PURP:“Prior to a series of gender trainingsand workshops, I was gender blind, notaware of gender concepts, genderintegration tools and methods and I didnot even have a basic understandingon gender. Through a series ofworkshops and trainings for focal staff,I learned more about basic genderconcepts and methodologies and toolsof gender mainstreaming. I will sharemy newly acquired knowledge with theproject stakeholders includingcontractors, and further apply to mydaily work”.The one-year GIP-review found that the formation and capacity building of Gender Focal Points(GFPs) across PIUs and within the M&E unit clearly contributed to the implementation of the GIPdespite some degree of staff turnover within these positions. MCA-ESA unit‟s Social Specialists metseparately with each gender focal point on a quarterly basis, using the Quarterly Reports as a vehicleto work one-on-one on gender capacity building, supporting the focal point and ensuring thatreporting would capture all relevant data, information and accomplishments for the reporting period.For focal points to be most effective, ongoing practical capacity building and training is needed. Jobdescriptions must include the roles and responsibilities of the focal points, even when project staff hasa commitment to gender issues as a core task. In several instances, gender focal points appointed bythe PIU had no gender backgrounds or interests, and this, combined with high turnover among somePIUs, usually made them less effective in carrying out their duties. For gender focal points to becomemore effective, this duty should not be added to their job descriptions in an ad-hoc manner but shouldbe an integral part of their job description and should take into account their skills and abilities. Theirperformance evaluations should include progress against key gender milestones so that they can beheld accountable for this work and to ensure that the tasks are not added almost as an afterthought.While the training of gender focal points is important, training PIUs, contractors and otherimplementers is just as crucial to ensure their support. The high turnover among the MCA-Mongoliagender focal points proved to be an issue for MCA-Mongolia as this reduced the effectiveness of anytraining provided to them. For the gender focal points to be most useful, they need to be visible,empowered and recognized within the PIU and as well as receive concrete support from management.The requirement to review gender integration quarterly, with the support of MCA-ESA andMCC-SGA, and to include progress and specific analysis in Quarterly Reports clearlycontributed to the development of gender integration across Compact projects. Before theQuarterly Progress Reports submission the ESA team‟s Social and Gender Specialists met with GFPsto: Facilitate the formulation of the Gender Integration section of Quarterly progress reportsPage 13 of 8013

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedTrack and monitor the progress of the implementation of the GIPIdentify issues to be shared with the MCC-SGA team in order to seek further adviceContinued accountability through reporting and highlighting any issues or progress to the MCA andthe MCC has helped maintain focus and accountability.Introducing issues that are new and unfamiliar to implementing entities or contractors requirescontinued follow-up, support and monitoring to ensure implementation. The Road project is anexample of this. The project‟s SGA interventions focused with its contracting companies on workingconditions, with a specific focus on sexual harassment and a safe working environment, women‟semployment in construction, and preventing TIP. On sexual harassment, an amendment was made inthe organizational internal regulation which contains provisions on awareness raising actions to allemployees and employers‟ duties and obligations to take appropriate measures to enhance employees‟knowledge and understanding and prevention of gender issues, gender based violence and issues ofsexual harassment at work. On TIP, the workforces were trained on this issue, as were the surroundingsoums nearby the road. And yet, for the contractors and the contractors‟ personnel this is an issue theyhad not dealt with in the past. In follow-up meetings it was discovered that the implementing entitiesand contractors as well as their personnel were still not completely clear as to what TIP entails, andhow to deal with it. Continued training, discussion, information sharing and follow up on thesepreviously unfamiliar issues are needed, as well as presenting the content and information in a veryeasy to understand way. The aim is adequate understanding of what TIP means for constructioncontractors who have not dealt with such requirements in the past and who had not establishedsystems and procedures for dealing with them.The MCA-Mongolia Compact is a clear example that gender is not just about women, but mustinclude both women and men and should give attention to specific groups such as the disabled.The Health Project is a good example of where a lack of focus on male health challenges resulted ininsufficient attention to the need for specific targeting of males. This project also late in theimplementation stage added an activity to ensure that disabled people would benefit from the NCDscreenings. The lesson learned was that gender analysis does not only reveal the ways in whichwomen are, or are not, affected, it equally indicates that particular measures may be necessary toenhance the participation and access of males or vulnerable groups. Delivering of female and maletargeted interventions by the Health Project is now carried out nationwide.Efforts to sex-disaggregate data through regular monitoring are welcome, but it is not alwayspossible to make substantive program changes if the data show inequalities or issues. Longerterm impact evaluations should explicitly require gender analysis, using both quantitative andqualitative methods. All quantitative data collection, to the extent possible, should be sexdisaggregatedto allow us to see and understand gender-differential impacts. Data collection andanalysis should be used to help inform and change project implementation, if needed. This hashappened in Mongolia to some extent. A positive example of how Indicator Tracking Table (ITT)data was used mid-course is the Peri-Urban Rangeland Project where changes to the project expansionsites were made following the analysis of monitoring data that showed gender disparities concerningaccess of female-headed households. In the case of TVET, however, even though gender disparity inearnings of TVET graduates was identified, it was no longer possible to redesign the project in such away that it would comprehensively assist girls in undertaking studies leading to higher paying sectors,though media activities were carried out to encourage girls to pursue non-traditional careers.Impact evaluations cover another area requiring explicit engagement of the SGA group to ensuremeaningful information is obtained. Even when MCC and MCA-Mongolia asked impact evaluationcontractors for sex-disaggregated data collection, their baseline report did not as a matter of courseanalyze data in more detail, as became apparent when additional requests were made by the SGAteam members. This indicates the need to clearly highlight the gender analysis requirements in asmuch detail as possible in the ToRs for survey contractors. In most cases, MCA-Mongolia‟sevaluations consisted of quantitative but not qualitative data collection and analysis, even thoughqualitative data gathering is important and useful for social science research. Good gender analysis14Page 14 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedusually includes a combination of these methods. In the case of Mongolia we have been able tosupplement this work through our additional surveys on gender and land, and on gender and periurban.To the extent possible, all evaluations to date incorporate gender analysis and separate sectionswith in depth analyses of the results from a social and gender perspective. This information, oncepublished, has the potential to add substantially to the body of knowledge on gender issues inMongolia.M&E’s rigorous methodology and approach do not always further SGA’s equity objectivesunless provisions are made for stratifying the applicant individuals/households according tospecific identifications, such as poverty, single headed households and disadvantaged groupslike people with disabilities. For instance, under PURP, regardless of advantages given to anapplicant to participate in herder group initial selection on the basis of vulnerability procedure, thesegroups still did not end up benefitting in higher numbers due to the randomization approach or lotteryadopted by M&E for choosing project participants. A key lesson from this is that in order to ensurehigher participation for such groups, a stratified approach of pre-selecting such household and onlythen applying the lottery to the rest would have resulted in higher shares of female-headed as well asvulnerable households.Ideally, plans for ensuring sustainability of a gender and social equality approach should bebuilt into initial project design. But this does not always happen. An alternative is to startconversations with potential successor agencies and organizations as early as possible to help ensuresustainability of gender efforts. Many gender efforts die with the end of a donor‟s support. MCAMongolia has been pursuing such conversations over the last year of the Compact. The final pages ofthis report include entry points for ensuring sustainability of MCA-Mongolia‟s efforts on social andgender issues, which were discussed and agreed to with national organizations, government entitiesand successor agencies, as appropriate.Page 15 of 8015

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned5 VOCATIONAL EDUCATION AND TRAININGPROJECT (TVET)Case Study: Encouraging Women‟s Entry into Non-Traditional Career Paths“The Women‟s Leadership in the Economy” campaign was organized in the final year of theCompact, to celebrate and promote women‟s leadership potential in Mongolia. For TVET, a femalerole model, Ms. Gantumur Davaa, who majored as interior decorator in construction, was selected asshe broke with tradition and chose the construction sector for her studies – a male dominated field.She enrolled in the competence based training curriculum offered through the VET project. Womenoften perceive fields such as mining or construction as male dominated and areas where they do notbelong. A total of 17,700 students are majoring in construction in 57 vocational schools in Mongolia,out of which 3,775, or just 21%, are female. Most women continue to be concentrated in a narrowrange of “traditional” female occupations and industries where future pay prospects tend to be lower.In her story, Ms. Gantumur‟s calls and encourages young girls and women not to shy away fromconstruction. “Nowadays, many girls are interested in construction. But many of them do not getengaged in construction due to the hardship of the work,” she says. “I have seen that if one is reallycapable and equipped with required skills, they could gain much better income than they do generatefrom other girly jobs. Thus I try to enable those who are not engaged but have passion and desire inconstruction through teaching and sharing with them.” She believes that “young girls and women inthe construction industry have to be tough and thrive on challenges.” She advises other women “notto give up and keep on working towards their own advancement.”5.1 IntroductionThe TVET project addressed primary constraints to economic growth in Mongolia throughestablishing a new institutional framework which supports a demand-driven TVET system, throughgreater labor productivity and strengthening of training systems to meet the labor market demand inkey industries.The overarching goal of the project was to increase employment and income among unemployed andmarginally-employed Mongolians, and thus to contribute to poverty reduction in Mongolia. Securingprivate-sector participation, creating skills standards and a competency-based training system, andintroducing a new career guidance system are the main objectives of the VET Project.5.2 Key issues identified in the 2011 GIP related to genderSex disaggregated data within the sector is lackingThe size and complexity of TVET project. This project attempts to overhaul the working of anentire education sub-sector that is critically important in Mongolia, but not analyzed from agender perspective – within the context of a labor and employment market that is not wellunderstood from a gender perspective.Importance of helping youth to develop soft skills including CV writing, negotiation skills,personal representation skills which are crucial for them to prepare them into labor market,and how to avoid exploitation, including trafficking in persons. This was recommended anddiscussed in the 2011 GIP.The wage gap in Mongolia indicates that men predominate in more highly paid sectors,including those prioritized for growth such as mining. This was further confirmed by datareceived through the regular ITT system, which indicated significant gender disparities inearnings upon graduation among boys and girls. The average earnings for girls are aboutMNT 680,667.6, compared to MNT 1,255,798 for boys, according to the pilot study of thePage 17 of 8017

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedGraduate Follow-Up Survey 2 . A fair amount of this appears to be due to the chosenprofessions and courses of study, as boys choose better paying sectors such as mining andconstruction.Students have been found to be at particular risk for TIP in Mongolia. Therefore, it wasrecommended to carry out TIP related training and awareness-raising among TVET careercounselors and social workers.Additional issues arising during the May 2012 Review and as part of the MCC/MCA ProjectMonitoring Process:‣ It is challenging for a single Focal Point to know the status of and be able to support genderintegration across a sizeable PIU such as TVET.‣ There is a need to follow up on the quality and impact of measures such as including sessionson gender/trafficking prevention in Career Guidance training.‣ Public Relations activities within the TVET PIU provide key opportunities to promote TVETnot only as an attractive option for students in general, but to engage specifically with thegendered notion that certain sectors or courses are more appropriate for males or for femalesthrough television and other media outlets. This important area will require further workingon during the last year of the Compact and to ensure its sustainability beyond Compact life.‣ There is a need to ensure that the 2013 Public Perception Survey is not gender-blind in thesame way the 2010 one was, and that the gender analysis done as part of the 2013 Survey isbrought to the attention of the public and of TVET project successors.‣ There is scope to explore the possibility within the Twinning activity of sharing best practiceand any practical tools for integrating gender into TVET.‣ Awareness raising and advertising on non-traditional career paths for girls have been helpfulbut more concrete action is needed to ensure girls entering non-traditional careers and helpclosing the salary gaps.5.3 Key accomplishments in integrating gender‣ The 12,609 students participating in MCC-Mongolia supported education activities comprised8097 males and 4512 females.‣ Average graduation salaries for males/females:o Based on the recommendations made in the 2011 GIP, MCA-ESA and the PIU organizedgender sessions during the career counselors training for all social workers of VET schools(over 60 schools) and local social welfare officers. This was done in collaboration with theGender Equality Centre (a local NGO) as part of the training on Career Counseling andincluded issues of labor exploitation, sexual exploitation and TIP. Publications weredistributed to participants on these topics. The training was much appreciated by theparticipants and it introduced previously unfamiliar topics to them.‣ Individual interviews with TVET students revealed that the inclusion of training content onhuman trafficking and labor exploitation in the Career counseling training was appreciated andwas useful for them to avoid labor exploitation and human trafficking.2 Some caution may be warranted on these figures, as the survey included just 10 schools. The total number ofrespondents that participated in the survey is 248, including 113 males and 135 females. All respondentsincluded in this survey are being re-surveyed for the Wave 2 data collection.18Page 18 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned‣ All the data on TVET students is being sex-disaggregated and analyzed from that perspective. Allthe project evaluations include separate gender analysis sections.‣ The 2012 Public Perception survey includes thorough gender analyses. In this survey, a genderspecificsub-chapter outlines findings of a set of questions on gender issues. Some findings of thesurvey are presented in Table 1.TABLE 1. BREAKDOWN OF QUALIFICATIONS/SKILLS STUDENTS ARE INTERESTED INQualification/skillsPercentConstruction (including electricity, plumber, wood processing…) 11.5Food technology 5.2Car service/driver 7.5Garments/Textile/Leather/Wool/Handmade souvenirs 5.2Mining/ Heavy machinery 12.4Service (Hairdresser, cook, waitress, hotel service and etc.) 7.8Foreign language 22.1Computer 7.2Other 6.3Do not know 8.9No answer 6.0An analysis of the responses indicates that choices for conventional jobs are common. For instance,men select mining/heavy equipment, construction and vehicle repair/driver while women selectservice industries, textile and foreign languages more.It was found that potential male students were optimistic about their future that TVET completionwould help them in finding jobs, due to better qualifications.Figure 5.1. How do you think your chances for employment will beafter vocational training?50,040,047,1Male30,022,723,1Female20,010,00,012,015,68,43,10,4 1,30,08,94,01,3 1,3I have guaranteed jobafterwardsI have better chances withnew qualificationI may get or may not get ajobRather little chancesNo chancesDon‟t knowNo answer‣ Given that mining is a strong growth sector in Mongolia which continues to be maledominated but which has also potential for women‟s employment and for more positivecommunity engagement, the PIU and MCA-ESA together with relevant TVET schools(mining centers of excellence) are undertaking initial awareness raising training on keygender issues and opportunities in mining. Target participants include school directors,training managers, and social workers.‣ MCA-ESA has been working to include gender issues into the TVET sector strategy planningprocess, using the lessons learned with gender integration into this project.Page 19 of 8019

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned‣ Public Relations: Plans were made to promote gender specific messages and messages onnon-traditional careers for girls in TVET, for example:o “My profession” TV episode was made demonstrating a girl who graduated from TVETand works at the Gobi LLC.ooAds for TVET featuring girl truck driversA gender training specifically dedicated for those school social workers and trainingmanagers of Mining Center of Excellences - approximately 10 VET schools jointlyorganized by MCA-ESA and VET PIU.5.4 Good Practices and Lessons learned and implications for future workon gender in TVET‣ Sex disaggregated data collected by schools using the MB1 form sent to the Ministry ofScience and Education and the Statistical office contains raw data on the number of femaleand male students that can be analyzed concerning the distribution of numbers of females andmales within sectors. What will be important is to use this information for policy makinggoing forward.‣ The wage gap in Mongolia indicates that men predominate in more highly paid sectors,including those prioritized for growth such as mining. One of the crucial areas of TVET tofocus is to advocate that women can choose to work with heavy machinery in mining sector,etc. The “Women Leadership in the economy” campaign calls on young girls and women tochoose non- traditional, more highly paid sectors. This is a top recommendation from MCA-ESA that is being integrated into the TVET sector strategy planning process.‣ Career guidance service development: Career counseling is ongoing, with positive feedbackfrom students. However, according to the individual interviews and FGDs it appears thatcareer counseling is not equally beneficial to every student. Therefore, specificrecommendations are included in the VET Sector Strategic Plan, for example, on coaching ofsocial workers in educating girls and their parents about career prospects and earningprospects of the different fields, and training of social workers in a gender sensitive planningapproach to school admissions. This is meant to enable females to be admitted to study insubjects leading to occupations in the economic sectors with the most promising and mosthighly paid job prospects.‣ Strengthened cooperation with Mongolian NGOs and professional organizations on genderintegration is encouraged. There should be gender balance in groups chosen for receivingspecial training or opportunities. From a qualitative point of view this participation should bemeaningful and needs based, and not only focus on numbers of female and male attendees.20Page 20 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned6 PROPERTY RIGHTS PROJECTCase study: Gender and Land Survey – The Mongolian ExperienceMCA-Mongolia is adding value to the existing literature on gender and asset ownership through itspioneering gender & land survey, which was conducted during 2012-2013. The MCA-ESA unit ledthe survey, covering more than 1,000 hashaa plot residents in Bayanzurkh, Chingeltei,Songinokhairkhan districts of Ulaanbaatar and Darkhan – Uul, Orkhon, Khovd, Uvurkhangai andKhentiiaimags with technical support from a local NGO experienced in conducting sociologicalhousehold surveys.This survey analyzes the impact of land ownership upon relations among hashaa plot residents,andmore generally analyzes the current status of women`s land ownership. Furthermore, the studyhighlights the commonalties and differences in trends across the six sites surveyed, and alsoinvestigates how women‟s property ownership impacts family relations, including their sense ofempowerment within the household, and their experience with domestic violence.6.1 IntroductionThe Property Rights Project works on improving the formal system for recognizing and transferringland rights and issuing fully marketable land titles to ger area residents. This effort includes upgradingthe physical office space, information technology and business process of the State Registry andregistering up to 53,000 land plots in ger areas of three districts in Ulaanbaatar, the capitalcity/Chingeltei, Bayanzurkh, Songinokhairkhan/ and in eight regional centers.6.2 Key Issues identified during early stages of project implementation,including in the 2011 GIP‣ Absence of reliable sex-disaggregated data on property registration leads to a planningchallenge for the Property Rights PIU‣ Gender-blind legal review‣ Customary practice resulting in more males being registered if the registration is done in thename of only one individual rather than allowing for shared ownership‣ Need for public outreach activities to emphasize women‟s land ownership6.3 Additional issues identified during the May 2012 ReviewThe Electronic Property Registration System (EPRS), provided by the Project to aimags in which theproject is active, was to be used in 13 aimags by 2013 and is expected to be used in all 21 aimags bythe end of 2014. It disaggregates information on registrants by sex, and contains a tracking system onland parcels that will reveal, in time, whether men and women belonging to the same household areregistering (second) plots in the woman‟s name. The review recommended that the samedisaggregation on paper formats should be introduced by GASR and ALACGaC.6.4 Key accomplishments in integrating genderPRP has been giving special attention to gender issues in project activities, promoting women‟sparticipation in land privatization and immovable property ownership registration through raisingawareness, training land officers and state registrars and educating local hashaa plot residents.22Page 22 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedPRP internally appointed three Land Marketing Specialists (LMSs) as gender focal points in additionto the current project gender focal point. The PRP PR team also selected “Gender” as one of the keyareas to work on more intensively.Communication materials contain positive gender messages, free from negative stereotypes, andtarget women for participation in registration. This led to high female participation in meetings.Female turnout for enquiries in district and regional offices has always been very high, whichindicates that women understand the importance of real property. TV programs to encourage women‟sinvolvement in property rights, and project‟s gender integration efforts were developed in eachregional center. Furthermore, gender trainings and meetings, in some cases in collaboration withwomen‟s NGOs, were conducted in each regional center. The result of the focus group discussionclearly show that project awareness raising actions are responding to the needs of communitymembers, and specifically the special needs of the vulnerable groups such as single female or maleheaded households and elderly people. A positive influence of the project was that messages sent bycontractors were free from stereotypes and considered men and women equally in participation in theland ownership process.Still, it was observed that traditionally women attend hashaa plot privatization trainings andworkshops on actual land ownership, but the men lead in this process. The project had a clear effecton the understanding on ownership rights, as expressed by an elderly, single man: “I realized thateveryone, even single headed male/ female, elderly people and youth are all entitled to land throughadvocacy of Property Rights Project. And I received a land certificate. Before I could not receive itbecause of my age.”Table 2. Number of participants in public activities organized in 8 regional centers, by sexNo. Regional No. of public meetings Women Men Totalcenters1. Zavkhan 2 42 37 792. Darkhan-Uul 2 49 24 733. Tuv 1 37 28 654. Khovd 9 336 217 5535. Uvurkhangai 4 192 127 3196. Orkhon 2 53 32 857. Khentii 2 78 65 1438. Dornod 3 144 77 221Total 25 931 607 1,538Low-income and/or female-headed households, and marginalized groups of society have beeninformed and consulted through public outreach and consultation activities. Female participation wasemphasized in planning and implementation stages of hashaa plot privatization and registrationactivities. All information on hashaa plot owners, possessors and other residents under this activitywas sex-disaggregated.TRIADA, the current GASR property registration system, is not set up to capture data on whether theperson registering is a man or a woman. This caused difficulties for evaluating whether there wasgender equality in the land privatization process. PRP sent an official letter to GASR and ALACGaCregarding inclusion of the gender box in the paper applications of both agencies, and discussions withland agencies have indicated they are willing to introduce such a “gender box.” This sexdisaggregateddata box is already included in the EPRS /electronic property registration system of theproject. The box is shown in image 1, in particular the red highlighted section.Page 23 of 8023

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedImage 6.1. Snapshot of EPRs which includes the gender boxThe project is currently assessing the National Land Information System (NLIS), which is expected tobe used widely in all land offices through a web based system. MCA-Mongolia has alreadyrecommended ALACGaC to have a sex-disaggregated data box in that electronic system in additionto the paper application we already made recommendations on, and the agency indicated it wouldadopt this.PRP also cooperated with the Mongolian Women‟s Federation (MWF) at the local and national levelin addressing issues of inequality and empowerment of women in land privatization processes.The PRP team participated and organized national and local forums and trainings for aimag and bagwomen jointly with MWF and local women‟s organizations and the health department. It has givenproject briefings and has organized activities addressing the promotion of female participation in theland privatization process. Land market specialists were trained on gender in Tuv, Orkhon, Khovd andKhentii aimags.An article on the project‟s efforts in increasing women‟s participation in the land privatization processwas published in Mongoljingoo, a monthly newspaper which is distributed free of charge to lowincomewomen and female headed households nationwide. PRP has worked with MWF on severalpublications on the project in the Mongoljingoo newspaper. TV programs to encourage femaleregistrations, women‟s involvement in property rights, and project‟s gender integration efforts weredeveloped in each regional center. Furthermore, gender trainings and meetings, in some cases incollaboration with women‟s NGOs, were conducted in each regional center. (PIU, report on PRPSocial aspect).According to sex-disaggregated data collected as of December 2012, from all 8 regional centers thathad been covered by then through the project, it was evident that 41% of all titles issued through PRPhad female holders (see figure below). In 2010, prior to the project‟s formalization activity, accordingto data collected by the PRP PIU in regional centers, 65% of land titles belonged to men, and 35% towomen. These figures on our project differ from those in the program‟s impact evaluation – theSpecial Hashaa Plot survey. This is because the data above include only those registering land throughour project, while the impact evaluation surveyed the broader public, including households thatreceived land titles with and without MCA assistance. This indicated that females held 31% of all land24Page 24 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedtitles. This demonstrates that PIU has been successful in its efforts to increase women‟s participationin property ownership and decrease gender disparity in land tenure formalization.The Project‟s focused PR activities, such as community outreach meetings and trainings, televisionprograms on project‟s gender integration, and contractor‟s efforts to involve marginalized groupsincluding single women, paid off well. While overall we have seen an increase in women registeringtheir land in their own names, there are some regional disparities, in particular in the regions Khovdand Zavkhan where the participation of women is lower. The gender imbalance is particularlypronounced in these regions where the Kazakh minorities predominate, where more traditional andcultural views predominate towards women‟s status in society and women`s rights to land ownership.Out of the total number of beneficiaries receiving land titles in the 8 regional centers, 156 weredisabled. All work in the eight regional centers was completed in 2012. In 2013, work has beenongoing in 3 districts of UB. While as of the writing of this report the total sex-disaggregated figureswere not available, observations indicate a very strong representation of females among registrants.The project has integrated a solid gender focus into its evaluations. While the impact evaluation forthe project includes gender analysis and separate sections discussing the gender related findings, anadditional and complementary gender and survey has been commissioned. The aim is to determine ifwomen‟s land tenure and secure, formal property rights are correlated with increases in women‟sstatus within the household and a decrease in domestic violence. Over 1,000 women and men fromurban and rural areas are included in the survey applying both qualitative and quantitative instruments(see the box at the beginning of this chapter).Traditionally, Mongolians have tended to view land ownership as a male domain, but that is changing,as our project data and evaluations indicate. Land that is inherited still appears to predominantly go tomales. The data from the Special Hashaa Plot survey indicate a clear bias towards males inheritingplots, as 71 percent of all inherited plots went to males in the surveyed population. The evaluationalso found that women are somewhat more likely to be in charge of registering land. The surveyfound that female headed households resided on slightly smaller plots (503 m 2 ) than male headedhouseholds (512 m 2 ), though the difference was only 10 square meters. There was no substantialdifference in how the plot was used in relation to the gender of the household head; both females andmales used the plot for year-long residence in over 97 percent of cases. However, male headedhouseholds were more likely to be engaged in business activities, at 17 percent compared with 11percent for female headed households.Table 3. Percentage of land titles owners in 8 regional aimags, by sexNo. Regional centers M % F % M % F % M % F %2010 2011 2012*1 Khovd 50 50 50 50 65 352 Darkhan-Uul 56 44 50 50 53 473 Orkhon 69 31 67 33 58 424 Khentii 68 32 72 28 54 465 Dornod 71 29 68 32 51 496 Tuv 73 27 70 30 50 457 Uvurkhangai 82 18 83 17 56 448 Zavkhan 86 14 83 17 71 29Total 64 36 61 39 59 41* 2010 and 2011 data shows the total number of land titles issued by GASR in these aimags, while 2012 datashow the number of land titles (11,000 titles) only issued by MCA-Mongolia PRP in these 8 aimags. By 2012data, it has been aimed to show the increase of women`s land ownership in these aimags.The hashaa plot activity resulted in improved income generation and increased possibilities to use theland for financial activities such as vegetable growing or for bank collateral. Results from the genderand land survey indicate, however, that women are more risk averse and less likely to use their newPage 25 of 8025

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedland as collateral. However, when they do apply for loans, they are more likely to be successful inobtaining loans, as data from the Special Hashaa Plot survey indicate.6.5 Good Practices and Lessons Learned on Gender Sensitive Land Outreachand RegistrationsBelow is a list of good practices and activities that this project has found to improve benefits tofemales:Kheseg-based meetings with beneficiaries: The contractors organized kheseg (small administrativeunit within the project target areas)-based face to face meetings with the beneficiaries in order toprovide them detailed information on the hashaa plot formalization activity. During the meeting, thecontractors raised citizens‟ awareness on gender equality in land ownership.Door to door awareness-raising on gender equality: During the field reconnaissance work of thehashaa plot formalization activity, the contractor promoted the importance of gender equality in landprivatization and registration referring to the guidance for citizens prepared by the PIU. In order to beable to do this well, the contractors were trained several times.Collaboration with local women’s and handicapped citizens organizations: The contractors workedclosely with local women‟s and handicapped citizen‟s organizations by organizing awareness raisingjoint meetings in order to ensure that female-headed households and handicapped citizens would notbe left out. The contractors learned from local women‟s organization on how to effectively carry outactions involving vulnerable groups.Guidance for citizens on hashaa plot privatization and registration activity: The PIU has developedguidance for citizens on hashaa plot privatization and registration activity. This guidance providesdetailed information on the formalization activity and includes a special section on gender equalityand the promotion of women‟s participation in land ownership.Common language on gender equality and the importance of women’s participation in landownership: The PIU has developed common language on gender equality and promotion of women‟sparticipation in land ownership together with MCA-ESA and the Communication team of MCA-Mongolia. This gender-sensitive common language consists of frequently asked questions by citizensregarding gender equality, the importance of women‟s participation in land ownership and itsadvantages. The common language was used by the contractors in order to give in-depth and accurateunderstanding on the benefits of having women's names on fully marketable land titles. This was auseful reference document for contractors working with the community.Gender-sensitive TV programs or documentary series on promotion of women’s participation inland ownership: The PIU made a contract with local TVs in order to broadcast gender-sensitive TVprograms and documentary series on how both males and females can benefit from the projectactivity.Ensure sex-disaggregated data collection: Without collecting the data, it is not possible to know ortrack the extent to which there is equity in land ownership. Relevant systems and applicationsdocuments should be adjusted to make this data collection possible.26Page 26 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned7 HEALTH PROJECTCase study: Interventions Targeting MalesIn the course of collecting and analysis data on beneficiaries, the health project discovered that thecoverage of men aged 40 and above in its activities was low, especially in urban areas in the screeningand early detection of non-communicable diseases (i.e., diabetes and arterial hypertension). A numberof focus group discussions were conducted to explore and determine menthe reasons for their lowparticipation. The qualitative assessment also explored overall public understanding, awareness andattitudes towards non-communicable diseases and accessibility of information delivered by the MCA-Mongolia Heath project.As the study findings show, men had some information about the non-communicable diseases(NCDs), as three out of four respondents noted they had heard of diabetes and arterial hypertension.The majority of respondents said that they visit a doctor only in case they have pain or symptoms, buthave never visited a medical practitioner as a way of prevention or early detection. Although the datareveals that around 70% of the respondents had heard about the ongoing screening campaign, theawareness raising did not really improve the attendance rate among men in screening and earlydetection of NCDs due to:‐ Lack of information in regards to particular services‐ Lack of own responsibility for health among men‐ Lack of communication and relations between government organizations‐ Physicians and other health care professionals‟ disrespectful, rude, and unfair attitudes towardspublic or their social status‐ Physicians and other health care professionals‟ unfavorable attitudes towards patients.As a result of the survey and focus group discussion, a number of modifications were made to projectoutreach activities, as described in the section that follows below.7.1 IntroductionThe main goal of the project is to decrease mortality and disability due to Non-CommunicableDiseases and Injuries (NCDI) and to increase the length and quality of life ofMongolians. To reach this goal, the following objectives were defined as priorities:‣ Increase awareness of population on NCDI prevention‣ Prevention and early detection of NCD‣ Provision of an effective, affordable and longtime treatment of NCD;‣ Prevention and improved response to road traffic injuries;‣ Introduction of international best practices in the field of NCD diagnosis and treatmentand road traffic injuries;‣ Improvement of quality and access to NCD health care.7.2 Key Issues identified in the 2011 GIPThe following issues and recommended entry points were identified during the 2011 GIP:‣ Issues of access and awareness of preventative health practices across groups, rural/urbandisparities‣ The need to better understand differences in men and women‟s knowledge, attitude and practicewith regard to health‣ Women‟s primary role in healthcare, both in the home and in staffing of health care systems‣ Advocacy: BCC/IEC strategies to target men and women through differentiated messages andchannels (already underway)28Page 28 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned‣ Ensure that materials do not reinforce the stereotype of women as the de facto health careprovider and in fact present an image of men as equally responsible for their own and theirfamilies‟ health‣ Data Collection / M&E: Adjustment to KAP follow up studies, including road traffic study, toensure that they can include gender analysis.7.3 Issues identified during 2012 GIP ReviewDuring the GIP 2012 review it was revealed that there is a need to stress the importance ofconsidering benefits going to men as well as women. For example, diabetes and hypertensionscreening for 40-64 year olds had low participation rates among men and needed to be strengthened.The project committed to addressing this concern through its public outreach efforts; namely, morefocus was given to targeting men via aimag health departments and district health centers.Additionally, the following priorities were identified as needed:‣ Small scale (rapid) research to evaluate men‟s likely participation in diabetes and hypertensionscreening, and what would be likely to increase their participation, followed by an effort toincorporate this into the screening process and possible targeted outreach to men to encouragetheir participation‣ Seek ways – perhaps through small-scale parallel research – to ensure that the second KAP studymay be more gender-responsive‣ Successor should be targeted for awareness raising and capacity building on gender integrationand the best practices of the health project.7.4 Key accomplishments in integrating genderThe health project covers the entire country and has had high levels of participation of women. Thegeneral understanding of diabetes and of its preventability has improved among the rural population,men and younger populations. Significant percentages of women believe that signs of breast cancercan be detected at an early stage and 53.9% of rural women were covered by the health professional‟scheck-up of breast cancer. The awareness of the recommended frequency of participation in cervicalcancer screening increased by 28% and of the possibility of cervical cancer prevention by HPVvaccination increased by 30% during the recent years. 3 Some of the reasons for the high participationof women have been due to the nature of the activities – e.g. targeted interventions re: cervical andbreast cancer – which target female health issues.The project also focused on gender-specific roles and behavior as they relate to health, includingmale-targeted interventions and those benefitting the disabled. As of April 2013 more than 300,000people were screened for hypertension and diabetes mellitus type II. Unfortunately, sex-disaggregateddata on overall screening coverage is not available. Data for screening coverage of disabled peoplewas collected only in Ulaanbaatar, the capital city. According to this information 12,976 out of total16,822 disabled people aged 30-60 who live in UB city were not involved in NCD screening. As aresult of the screening campaign initiated by MCA-Mongolia targeting at people with disabilities, anestimated 10,362 of them went through preventive health check-up.In activities with broad targets, such as access to information, education and communication (IEC)and behavior change communication (BCC), the Health project has included gender analysis in orderto best target its messages. For example, research on health seeking behavior for breast and cervicalcancer revealed that women are unwilling to communicate their cancer concerns with husbands.Therefore, posters were developed targeting men with messages such as “Please, encourage your3 “Knowledge, Attitude and Practice of General Public on NCDI” survey report by the National Center for Public Health andMCA-Mongolia, 2013Page 29 of 8029

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedmom, sister, daughter to get screened for cervical cancer.” Another example is training of mediapractitioners (journalists) in how to deliver messages and best integrate gender perspectives andoutreach to men. This included, for example, targeting magazines that men are likely to read. Maleand female dominated workplaces were provided with health promotion and health educationtrainings. For each audience group, gender specific messages were given. For example, in order toencourage women to go for cervical cancer screening, hairdresser salons and some factories werecovered. In male dominated workplaces, such as Thermal Power Plant, emergency and disaster centerand others, employees were taught about tobacco and alcohol prevention as well as benefits of goingto NCD screening.The Health project has trained more women than men through training and workshops. For example,71% of all participants in participatory workshops, including contractors‟ workshops, orientationworkshops, etc., and 82.3% of participants in medical and non-medical staff training were female.This is partly due to the fact that the majority of health workers in Mongolia are female; however,while the sector is predominately female, this is not seen in the sector‟s leadership).Disaggregation of data by gender even though it has been collected at primary health facilities was notofficially included in NCD screening report forms approved by the Minister of Health in 2012. Thuswas not reported to higher level. Therefore at the beginning of its activities, in order to considergender in the evaluation of NCD screening, the Health Project used data from sites and analyzedthese. At that time, numbers showed a steady increase in the gap between male and female coveragein screening. Based on these findings, the Health Project, in cooperation with the MCA-ESA team,revised its implementation strategies, which included several health promotion activities implementedat male dominated workplaces, with the support of small grants. Starting from January 2013, sexdisaggregation was included in official reporting forms. As of June 30 th 2013, male versus femalescreening coverage was 40% and 60% respectively, which is understandable due to the targetedNCDs/populations.Participants in the focus group discussions on the health project‟s impact responded that differentialconsideration of male and female health needs is very positive and a good practice. Access toinformation was very good. Women in particular found the project‟s response to female health needsto be very positive.Responses from female FGD groups revealed that the advocacy and awareness raising activities onpromoting healthy behavior promotion actions through media, specifically on TV serials and shortclips, were very effective. During the discussion with the women‟s group it was mentioned thatwomen were concerned about male health issues and that men tend to be ignorant about their health.Therefore awareness raising messages should be broadcast during the news, or FM radio specificallytargeting them.A Two-Month Campaign for People with DisabilitiesMid-course through project implementation, the MCA-Mongolia and the Health PIU realized that inorder to ensure maximum benefits to the disabled, additional efforts were needed. This was despitethe fact that even though for the population at large age restrictions were in place for certainscreenings, these age restrictions were not applied to the disabled. However, disabled people werefound to be facing accessibility and transportation challenges. Waiting in long lines for a screeningand lack of physical accessibility of medical facilities (e.g. stairs instead of ramps) were found to beissues. Under a screening of NCDs that had been under way prior to the screening campaign fromApril 2012-March 2013, around 40 percent of the people aged 30-64 in Ulaanbaatar, the capital cityhad gone through NCD screening. Out of 16,822 disabled people in the target age, only 22.9% wascovered by the screening. 44Quarterly report by the Center for Health Development, March 201330Page 30 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedIn view of the above, the MCA- ESA unit together with the Health PIU initiated a campaign, carriedout jointly with the National Committee of Gender Equality, the Social Welfare and ServiceDepartment, and the Health Department of Ulaanbaatar, the capital city to ensure the coverage ofscreening of four types of non-communicable diseases for people with disabilities. The campaignultimately benefitted over 10,000 disabled individuals in Ulaanbaatar, the capital city.Under the campaign a number of activities were conducted, as follows:1) Data on current actual numbers of people with disabilities was collected from all sub-districts ofthe 9 districts of Ulaanbaatar, the capital city.2) In those target groups 172 social welfare and service officers of 102 sub-districts of UB city weretrained as outreach workers in sessions that also included a psychologist giving guidance oninteracting with people with disabilities. The Gender Committee provided training on the genderequality law. With the assistance of those trained outreach workers 12,976 invitations weredelivered door to door to the targeted disadvantaged and vulnerable groups. From discussionswith the disabled it was learned that they found the individualized invitations especiallyencouraging, as this made them feel dignified and important.3) Three NGOs that have experience in providing services to people with disabilities were engagedfor transportation services. These organizations have prior experience in working with thedisabled and therefore more efficiently reached out to the groups and interacted with them moreeffectively. Approximately 800 persons were physically assisted with transportation to clinics andwhen necessary transportation was provided for practitioners to attend bed-ridden persons. Thiswas necessary as otherwise these individuals would not have been able to reach the family healthclinics. Through this intervention, MCA-Mongolia created an increased outreach practice forpeople with disabilities who often tend to be neglected or whose rights to basic medical servicesoften cannot be assured. The advocacy and education work targeted at civil servants is expected tocontribute to ensuring sustainability of MCA-Mongolia initiative. Thanks to the campaign, theproject reached nearly 80% coverage for the disabled population.“A screening service provided by MCA-Mongolia provided me a good motivation for a full andmeaningful life. Just because you are missing some parts of your body doesn’t change how you feel asa human being,” says beneficiary Batmunkh, 37 years old man in a wheelchair, Nalaikh district, oneof remote districts of UB city.7.5 Male-targeted interventionsThe nationwide coverage rate of screening of non-communicable diseases shows that men, especiallyin urban areas, are less likely to participate in screenings unless extra efforts are made to encouragethem to do so. Traditionally and culturally males are less conscious about, or likely to take earlyaction, on their health issues. This results in a higher mortality rate among men from noncommunicablediseases. Among interventions to increase male attendance in health preventionbehavior, qualitative and quantitative assessments were carried out among men aged 40 and above toexplore and determine the reasons for low coverage in early detection screening of non-communicablediseases and to determine their level of public awareness and attitudes towards non-communicablediseases. Prior to conducting the intervention, a guidance document for qualitative and quantitativeassessment was developed for future reference by a contracted local NGO. The reports of theseassessments were shared within the PIU and with relevant contractors, to help them reflect on relevantfindings in their work.Both qualitative and quantitative assessments revealed that the majority of male respondents said thatthey had seen a doctor due to their pain or symptoms but were less likely to visit a practitioner in apreventive manner. They are less likely to go for preventative screenings offered through the project,and only likely to visit a health facility once a situation becomes critical.To address this low percentage of men‟s participation, several initiatives were undertaken by MCA-Mongolia (Health Project and Environmental Assessment unit) in collaboration with the NationalPage 31 of 8031

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedCommittee on Gender Equality. A series of trainings at male predominant workplaces were carriedout in sectors such as mines, a thermal power plant or an emergency management agency. Trainingtopics included:‣ Non-communicable disease risk factors such as smoking and alcoholism, physical exercise,healthy diet.‣ Gender disparity and key concerns in different fields like economy, health and education sector,and in family relations. Further, the prevalence of diseases among men, as well as gender-basedviolence and workplace sexual harassment were emphasized.During the training, small handbooks were distributed to the participants. One handbook discussesdiabetes and the other covers arterial hypertension. The two different types of handbooks were a jointproduct of MCA-Mongolia and the Gender Committee. Both handbooks (published 2500 pcs each)include a short session on "gender and health". The participants generally appreciated the training andexpressed high interest in the topics of the harm in smoking and alcohol abuse. The managementteams of these workplaces were supportive, given the positive impact on worker productivity resultingfrom such training.Male-targeted interventions via public-private partnership• Health Department of Bulgan aimag: “Promoting men‟s health” – this was the slogan of Bulganaimag for the year 2012. Consequently, a number of awareness raising activities that target at menwere carried out on different risk factors of NCDs including the health risks related to alcoholismand smoking in collaboration with not only local government agencies but also private companies.The aimag Health Department provides on-the-job trainings at male predominant workplaces, as aresult of which men could be reached for behavioral change communication purposes.• Emergency Management Agency of Bulgan aimag: An agency with predominantly male workers,the Emergency Management Agency of Bulgan has been heavily emphasising the promotion ofhealth and wellbeing of its workforce, as they were finding that poor health was clearly impactingtheir employees‟ performance on the job. Their efforts have included an anti-alcoholism campaign,establishment of a gym to create a supportive environment for physical exercise, and introduction ofa healthy diet program. They have organized different types of open-door public events where theworkers are always invited with their spouses and families. Allowing families and spouses to takepart in these educational sessions and events has several advantages, says the agency head, as it notonly improves education on issues such as healthy diets among the family as a whole but also servesas capacity building way for the workers‟ wives who often tend to be unemployed (e.g., proposalwriting training for micro loans done through bank support).32Page 32 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedRoad traffic safety: 16 out of every 100,000 men die from traffic accidents every year, which is 4times more than women. According to a KAP study men violate traffic rules more often than women.Therefore, the Health Project is targeting male drivers in order to change the risky behavior that leadsto these deaths. Namely, Uvurhangai aimag traffic police received a small grant from MCA-Mongoliato establish a training room and provide around 100 trainings for 1000 drivers and school teachers.They mainly targeted drivers who violate traffic safety rules to try and prevent further trafficviolations that may result in more serious accidents. Given the FGD findings, both male and femalegroups commented positively on the road traffic injury campaign which was organized nationwide.7.6 Good Practices and Lessons learnedDisabled people’s access to health services has been neglected in the past, but MCA-Mongolia‟sexample shows that concentrated coordination efforts can be effective in ensuring outreach andbenefits to these groups. Early and specific outreach to the disabled people is important.Combining the interventions from one MCA activity with another can lead to synergies andefficiencies resulting in benefits for all. For example, the health project included a road traffic injurycomponent, which produced a series of publications on this issue. In the meantime, road safety wasraised as a risk and concern for the Road Project. The MCA-ESA unit therefore used some of thematerials on road traffic injuries from the health project for dissemination to target groups – primaryschool children and truck drivers along the road alignment from Choir to Sainshand.Focused resources towards helping men: Male-specific health challenges require specific targetingand interventions, given the evidence on different behavior, knowledge, attitudes and practices amongwomen and men when it comes to health issues. The Health project is a clear positive example of howthis can be done. In this project, survey data from the KAP survey, for example, indicated genderdifferences on road safety which showed both rural and urban differences as well as the high numberof accidents involving males due to their risk taking behaviors. The health campaign was modified totake this information into account.Use data for better targeting of health interventions: In the health project, an extensive amount ofsex-disaggregated data is collected. This data clearly shows the gender disparities and differences indiseases, prevalence, mortality and behavior. However, the data is not always used for effectivetargeting of interventions based on gender or for policy planning in general. As lesson learned, itshould be noted that starting with project planning; an effort should be made towards the collection ofgender-disaggregated data so that the project interventions reflect differential access to and constraintsof healthcare services for women and men.Page 33 of 8033

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned8 PERI-URBAN RANGELAND PROJECTAs part of the MCA-Mongolia peri-urban rangeland project, herder groups, once formed, had to selecta herder group leader, who would be the main focal point for the group in the project. During thisprocess, it was observed that very few groups selected females as their leaders. Out of 387 herdergroup leaders participating in the project, 357 herder groups (92.2%) are led by men. MCA-ESA unitundertook a survey to explore the underlying reasons for this disparity and to examine other genderissues affecting herders. The assessment revealed that the main factors herders deemed important forthe selection of herder group leaders are: status of head of household, experience, and educationalbackground. Both male and female respondents tend to select as the leader the person with the mostexperience and good organizational and management skills and education. Female respondentsfavored older persons as they have more experience in animal husbandry and leadership skills,whereas for male herders, key determinant is management and leadership skills.Source: Gender assessment “Beneficiary herder women and men speak out” 58.1 IntroductionPURP is designed to deal with the problems associated with overuse of rangelands that is the result ofan increase in herd sizes and migration closer to urban areas in Mongolia. The project attempts topursue its overall goal through the following means:‣ Introduce sustainable pastureland management practices‣ Allow for reduction in animal numbers while maintaining and increasing peri-urban herderproductivity and income‣ Meet the demand for meat, milk and other agricultural products of the city and regionalcenters within the project scope8.2 Key Issues in the 2011 GIPKey issues pointed out in the GIP 2011 included the need to consider women‟s different trainingneeds, the gendered division of labor among herders, women‟s lower likelihood of becoming leaders,lower likelihood of female-headed households benefiting from the project, the gendered access tofinance and decision making among herder groups.Issues relating to herder boys‟ high dropout rates were also raised, with recommendations to includesuch boys into training and to deliver messages on the importance of both boys‟ and girls‟ educationto the herders. Due to the fact that herder boys have exceptionally high dropout rates, advocacymessages on the importance of keeping children – especially boys – in school were delivered viatrainings for herder groups. Moreover, there was a recommendation made to the attention of thetraining contractor to involve as many out-of-school children above 16 years old as possible in thetraining.Gender considerations were reflected in the selection criteria for herder groups for expansion areas.Specifically, applicant herder groups that include vulnerable groups such as low-income households,single headed households, the poor, families with 4 and more children aged below 16 and personswith disabilities were given extra points as part of the selection process. However, this did notdramatically or significantly increase their share of participants as the final selection was based on arandomized approach for monitoring and evaluation purposes (the issue is elaborated in the lessonslearned section of this report).5 A small-scale gender assessment for Peri-urban Rangeland project “Beneficiary herder women and men speak out”, MCA-Mongolia ESA unit, May 2013Page 35 of 8035

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned8.3 Issues identified during the 2012 GIP reviewIssues were raised regarding women‟s training attendance. It was assumed that changing the locationof training from soum centers to demonstration centers would affect women‟s participation. Anotherissue was to explore why fewer women than men become herder group leader(s).Promoting joint responsibility within a household is crucial in a project like PURP. To ensure thatboth spouses of applicant herder group member households were in agreement on the projectparticipation requirements, including repayment of loans for investments, a co-signature requirementwas adopted for the land lease agreement in the project expansion sites. This helped deliver themessage on the importance of joint decision making within the household and the need for bothspouses to be in agreement and to know about their participation in the project, and future repaymentrequirements.8.4 Key accomplishments in integrating genderA total of 387 herder groups are participating in the project, and the table below provides keydemographic characteristics of participating households. Single parent (female or male-headed)households make up 202 out of the total of 1315 households in the program. As already highlightedabove, the vast majority of herder groups are led by males.Table 4. Social and demographic characteristics of herder groups, by regionSelected categoriesUB Darkhan- Orkhon Uvurkhangai Dornod TotalUul\ ArkhangaiHerder group numbers 78 93 61 103 52 387Number of herder group members 248 353 205 340 169 1315Number of groups that have male 73 83 59 98 44 357leaderNumber of groups that have female 6 10 1 5 8 30leadersNumber of female headed26 45 8 44 26 149householdsNumber of single male-headed1 20 7 1 24 53householdsNumber of beneficiary disabled1 25 6 20 10 62personsHouseholds that have more than 200herds85 16 5 233 41 380One key component of this project was training on a variety of skills for herders. An estimated 98.8%of herder men and women covered by the gender study responded that training sessions were helpfulas they addressed their needs by providing necessary information for their daily use. Women‟sparticipation in training is close to equal to men‟s (for details, see table below). As the project hasmade efforts to identify training needs of women and to promote their attendance, some modificationswere made to the training as topics of special interest to women were added, such as dairy productprocessing techniques, financial and marketing training, how to improve livestock as well as breadingquality, how to increase milk productivity, how to measure milk, and an on-site demonstrationtraining. The trainings to improve the livestock quality, experience learning from the model farm andhaymaking were rated highest by men (for details, see the graph below).36Page 36 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedFigure 8.1: Sex-disaggregated data on training preference as indicated by respondent male andfemale herders of herder groups 6WomenMen Herding and taking care of animalslabor cooperationFarmAnimal helathClean animal udder and milking bucketsPrevent animal trasmitted deseaseChilderen not participatd in trainingsIncrease milk yield, measure milk & process…Identify pasture capacity and then make…Protecting/reserving nature and environmentForage for cattle (alfalfa, oats, and cutting hays)Calculate group income and expenseGardeningStudy trip to diary and meat farmImprove herder quality54,550,066,742,942,148,033,325,052,441,460,0100,045,5100,050,033,3100,057,157,9100,052,066,775,047,658,6Table 5. Sex-disaggregated data on training attendance of beneficiary herders 7Project coverageNumber of Number of Number of ThereofHGsHouseholds Herders FemaleAimags and regionsNonprojectherderHHsUlaanbaatar 1 2 4 2 4Tuv 76 228 424 184 75Ulaanbaatar area 77 230 428 186 79Darkhan-Uul 7 24 52 25Selenge 86 311 557 236 79Darkhan area 93 335 609 261 79Selenge 18 51 90 45 14Orkhon 14 59 107 49 57Bulgan 29 92 176 81 47Erdenet area 61 202 373 175 118Existing region total 231 767 1410 622 276Arkhangai 27 113 213 105 59Uvurkhangai 76 205 434 208 61Kharkhorin area 103 318 647 313 120Choibalsan region 54 153 277 128 54Expansion region total 157 471 924 441 174Grand total 388 1238 2334 1063 450The baseline evaluation report on the socio-economic status of herders 7 in the project expansion sites(Choibalsan and Kharkhorin) shows that in both training sessions on cattle breeding and business,female-headed families‟ attendance was somewhat higher than that of male-headed families.6 A small-scale gender assessment for Peri-urban Rangeland project “Beneficiary herder women and men speak out”, MCA-Mongolia ESA unit, May 20137 Baseline evaluation report for phase II areas (PURP), Monitoring and Evaluation unit, MCA-Mongolia, 2012Page 37 of 8037

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedMongolia Compact Gender Summary Report: Best Practices And Lessons LearnedThe survey result showed that trainings were effective and responsive to their needs. Pro-poor focuswas assured through following methods and approaches: 8The ‣ survey Making result sure showed that poor that and trainings disadvantaged were effective households and responsive are visited to during their needs. the field Pro-poor training focus towas assured ensure through their attendance; following methods and approaches: 8‣ Making sure that poor and disadvantaged households are visited during the field training to‣ By ensure monitoring their attendance; the participation of group members and making sure that poor anddisadvantaged members participate in training activities;‣ By monitoring the participation of group members and making sure that poor and‣ Using disadvantaged informal members social networks participate among in training herders activities; as a supplementary tool to transfer theknowledge and to include the poor and disadvantaged members of communities.‣ Using informal social networks among herders as a supplementary tool to transfer theUnder the knowledge training and component to include of the the poor project, and disadvantaged a series of members trainings of were communities. also held for localadministrative officials such as agricultural officers (for details, see below table).Under the training component of the project, a series of trainings were also held for localadministrative Table 6. Sex-disaggregated officials such as agricultural data on training officers attendance (for details, of see local below administrative table). officials 9Regions and AimagsAimag Soum officials Total ThereofTable 6. Sex-disaggregated data on officials training attendance of local administrative officials officials Female9Ulaanbaatar Regions and AimagsAimag Soum officials 25 Total 25 Thereof 15Tuv officials 23 251 officials 274 Female 133Ulaanbaatar Ulaanbaatar area 23 27625 29925 14815Darkhan-Uul Tuv 2523 63 251 88 274 43 133Selenge Ulaanbaatar area 2823 178 276 206 299 99 148Darkhan-Uul Darkhan area 5325 24163 29488 14243Selenge Selenge 28 23 178 23 206 1099Orkhon Darkhan area 2453 22 241 46 294 18 142Bulgan Selenge 21 7523 9623 3810Orkhon Erdenet area 4524 12022 16546 6618Bulgan Existing region total 12121 63775 75896 35638Arkhangai Erdenet area 45 31 120 31 165 1566Uvurkhangai Existing region total 19 121 178 637 197 758 70 356Arkhangai Kharkhorin area 20931 22831 8515Uvurkhangai Choibaslan region 2619 97 178 123 197 5170Expansion Kharkhorin region area total 4519 306 209 351 228 13685Choibaslan Grand total region 16626 94397 1109 123 49251Expansion region total 45 306 351 136Grand total 166 943 1109 492To analyze the project intervention from a gender perspective, a gender assessment was conducted,including 82 female and male herders representing 68 herder groups out of a total of 387 groups. Thestudy To analyze aimed to the examine project intervention differential outcomes from a gender of the perspective, rangeland project a gender upon assessment herder women was conducted, and men(e.g., including needs-based 82 female training, and male and herders implications representing of labor 68 herder division groups as herders out of formulate a total of 387 a group), groups. and Theassess study the aimed dynamics to examine of herder differential groups led outcomes by women. of the rangeland project upon herder women and men(e.g., needs-based training, and implications of labor division as herders formulate a group), andassess the dynamics of herder groups led by women.Why are so few women herder group leaders?"When we had first meeting to formulate a group, mostly men came out because it was falland Why it was are held so few at the women time of herder milking group cows. leaders? So women were busy. In general, we think thatman "When is the we head had first of household meeting to and formulate a key person a group, for mostly leadership men and came decision out because making. it was That’s fallwhy and they it was fit held well at to the be time a group of milking leader. cows. When So it women comes were to making busy. In decisions, general, men we think are not thatcomparable man is the with head women. of household Men, and as the a key head person of households for leadership know and well decision about agriculture making. That’s andhave why more they experience, fit well to be and a therefore, group leader. have When more influence it comes over to making decision decisions, making” men respondent are notmale comparable leader, Bayankhairkhan with women. Men, group, as Zuunbayan-ulaan the head of households soum, Uvurkhangai know well about aimag. agriculture andhave more experience, and therefore, have more influence over decision making” respondent“Both maleMongolialeader,Compactmen and BayankhairkhanGender Summarywomen think that group,Report:men Zuunbayan-ulaanBest Practicesand women are all soum,Andcapable UvurkhangaiLessons Learnedof being selected aimag. as groupleaders. However, just because man is the head of household, they are often selected as agroup “Both leader. men and Following women think the tradition that men and and out women of respect, are all men capable are usually of being selected selected as as group groupleaders” leaders. says However, male Governor just because of Hangal man is soum, the head Bulgan of household, aimag. they are often selected as a388As the small-scale study reveals, 87% of the female respondents of the survey considered theinformation Final Report byprovided Center forthrough Policy Researchtraining onas “Trainingmost useful, of Herderswhile and70% State Officialsof women in Pasturefound Landworking Management”as a group July2013very 8 Final helpful. Report by 77% Center of for men Policy responded Research on that “Training the deep of Herders well is and one State of Officials most appreciated in Pasture Land investments Management” for Julyherders. 2013 These differences are associated with male and female labor division. For example,Page 38 ofmale80labor is taking animals to the well and watering them, fetching water for household consumptionpurposes, looking after the well and its maintenance. Most women said that household chores, Page milking 38 of 80cows, selling the milk, growing vegetables are mostly allocated to women and as a result of the groupwork, their workload has decreased and it saves much time. Also 60% of the respondent men said as a

group leader. Following the tradition and out of respect, men are usually selected as groupleaders” Mongolia says Compact male Governor Gender Summary of Hangal Report: soum, Best Bulgan Practices aimag. And Lessons LearnedAs the small-scale study reveals, 87% of the female respondents of the survey considered theinformation group provided leader. through Following training the tradition as most useful, and out while of respect, 70% of men women are usually found working selected as as a groupvery helpful. leaders” 77% says of male men responded Governor of that Hangal the deep soum, well Bulgan is one aimag. of most appreciated investments forherders. These differences are associated with male and female labor division. For example, malelabor As the is small-scale taking animals study to reveals, the well 87% and watering of the female them, respondents fetching water of for the household survey considered consumption thepurposes, information looking provided after through the well training and its as maintenance. most useful, Most while women 70% of said women that household found working chores, as milking a groupcows, very helpful. selling the 77% milk, of men growing responded vegetables that the are mostly deep well allocated is one to of women most appreciated and as a result investments of the group forwork, herders. their These workload differences has decreased are associated and it saves with much male time. and female Also 60% labor of division. the respondent For example, men said male as aresult labor is of taking group animals formation, to the male well group and members watering work them, together fetching in water haymaking, for household building consumption fences andbarns, purposes, selecting looking a location after the for well a well, and its and maintenance. planting animal Most fodder. women said that household chores, milkingThe cows, gender selling assessment the milk, growing shows that vegetables herder women are mostly were allocated actively to involved women in and the as on-site a result trainings, of the group butsome work, of their them workload said that has they decreased were not and attending it saves demonstration much time. Also trainings 60% of in the respondent soum center, men mainly said as due ato result their of reproductive group formation, and household male group roles. members work together in haymaking, building fences andbarns, selecting a location for a well, and planting animal fodder.The gender PURP assessment PIU has been shows meeting that herder its consultants women were three actively times involved per month in the to provide on-site trainings, guidance but oncollection some of them of said gender-disaggregated that they were not attending data through demonstration registration trainings and test in the sheets soum that center, require mainly gender duespecifications to their reproductive and the and methods household of altering roles. previously used templates to meet these requirements. Thisresulted in the development of gender-responsive reporting. The PIU has included the requirements toensure The PURP equal PIU dissemination has been of meeting information its consultants to both male three and times female per participants month to provide in the trainers‟ guidance scope onof collection work. of gender-disaggregated data through registration and test sheets that require genderspecifications and the methods of altering previously used templates to meet these requirements. Thisresulted To help in address the development potential concerns of gender-responsive associated with reporting. pastureland The PIU disputes has included from participant the requirements and nonparticipantequal herders, dissemination MCA-Mongolia of information instituted to both a Complaint male and Resolution female participants Procedure. in In the this trainers‟ procedure, scope ittoensureof was work. clearly noted that public awareness on the availability of this process should stress its suitabilityfor the poorest and for women, who are most likely to be voiceless and lack information.To help address potential concerns associated with pastureland disputes from participant and nonparticipantherders, environmental MCA-Mongolia and instituted social oversight a Complaint (ESOC) Resolution contractor Procedure. carried In out this a procedure, series of it 5MCA-Mongolia‟sregional was clearly trainings noted that for administrative public awareness officials, on the including availability land of this officers, process on should topics stress like environmentalits suitabilityand for the social poorest impact and assessment, for women, associated who are most mitigation likely to measures, be voiceless gender and lack concepts information.relation to animalhusbandry. The training handbook has been published providing a good opportunity for disseminationof MCA-Mongolia‟s gender knowledge environmental for soum land and officers social working oversight at the (ESOC) grassroots contractor level. carried out a series of 5regional trainings for administrative officials, including land officers, on topics like environmentalThe and social baseline impact survey assessment, for the PURP associated found that mitigation the average measures, heard size gender of households concepts in headed relation by to males animal isalmost husbandry. twice The those training headed handbook by females. has been Female-headed published providing households a good have, opportunity on average, for dissemination115 animalscompared of gender knowledge to 209 for for male-headed soum land households. officers working However, at the looking grassroots at the level. average number of livestockper household member, the difference between male and female-headed households is much smaller;the The former baseline having survey 55 for animals the PURP per household found that member the average and heard the latter size 50. of households The explanation headed for by this males lies in isthe almost differences twice those in household headed by size females. reported Female-headed by female and households male-headed have, households; on average, male-headed115 animalshouseholds compared to tend 209 to for be male-headed larger. 9 households. However, looking at the average number of livestockper household member, the difference between male and female-headed households is much smaller;the However, former data having from 55 animals the gender per study household report member paint a and more the complex latter 50. picture The explanation in regards for to this potential lies inthe gender differences impacts, in noting household higher size vulnerability reported by female to poverty and male-headed among female-headed households; male-headed households.households Interestingly, tend and to also be larger. consistent 9with data from the Property Rights Project, the PURP‟s impactevaluation found clear gender differences in the utilization of credit and loans among the herderHowever, households. data The from evaluation the gender found study that over report 55% paint of a male-headed more complex households picture in have regards received to potential loans ofgender 500.000MNT impacts, or above noting compared higher to vulnerability just below 42% to of poverty female headed among households. female-headed households.Interestingly, and also consistent with data from the Property Rights Project, the PURP‟s impactevaluation The PURP found PIU has clear developed gender differences a Success Story in the book utilization containing of credit accomplishments, and loans among lessons the learned, herderhouseholds. personal and The professional evaluation found developments, that over accomplishments 55% of male-headed and households experiences have gained received through loans the of500.000MNT or above compared to just below 42% of female headed households.The PURP PIU has developed a Success Story book containing accomplishments, lessons learnt,personal and professional developments, accomplishments and experiences gained through the9 Baseline evaluation report for phase I areas (PURP), Monitoring and Evaluation unit, MCA-Mongolia, 20129 Baseline evaluation report for phase I areas (PURP), Monitoring and Evaluation unit, MCA-Mongolia, 2012Page 39 of 80Page 39 of 8039

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedimplementation of the project and by working for MCA-Mongolia. This book contains a chapter onthe importance of public consultations for social and environmental impact assessment purposes, andon needs-based training for female and male herders that is mindful of the gendered division of laborof herders.8.5 Best Practices and Lessons LearnedStarting with the project design, cultural factors should be well considered and integrated, includingsocial and cultural constraints to women‟s participation due to their traditional household roles andthe gendered division of labor among herders. Training is a key example of where such considerationsare crucial. The peri-urban project trainings were for the most part carried out in the homes of herders,enabling strong participation of women and people with disabilities, as well as out of school childrenabove 16. However, once trainings were moved to sites such as aimag centers, women‟s participationdecreased due to their need to stay home and take care of household responsibilities, their traditionallower participation in external community activities, and transportation challenges as men were morelikely to take advantage of a motorcycle.Issues of women‟s low leadership among herder group leaders were not taken into considerationduring project design. Therefore, no substantial efforts were made from the outset to encouragewomen to assume herder leadership roles or to introduce this as important among the herders on thewhole. Once the herder groups were formed and leaders selected, doing so was no longer possiblemeaningfully.Promoting joint responsibilities within a household is crucial in a project like this, with strongimplications for both spouses and all household members. As such, the MCA-Mongolia co-signaturerequirement for leases was essential. It helped ensure that both spouses were in agreement on theproject participation requirements, including repayment of loans for investments. For instance, duringpublic awareness and outreach, there were several occasions of disagreement between spouses as towhether they should participate in the project. If there were no a co-signature requirement, we couldnot have been assured that both spouses are indeed in agreement and willing to take part.Capacity building carried out through the ESOC increased the awareness and understanding amonglocal officials of gender issues, and helped increase the likelihood of them being able to consider thedifferent needs of women and men. As the MCA-Mongolia work winds down, this is important froma sustainability perspective.In order to ensure that gender is operationalized, the PURP is a clear example that the capacity ofcontractors that are tasked with implementing the work is crucial.40Page 40 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned9 ENERGY AND ENVIRONMENT PROJECTEnergy efficient stoves are benefitting womenThe Compact beneficiary, Norovkhand, a single mother of 3 and one grandchild, shared herexperiences as a beneficiary of the new stove. She has been already saving on coal compared with thetraditional stove that she had before the project interventions. Most importantly, the energy efficientstove, she said, makes her routine housework much easier, for the energy efficient stove requires lessfueling, generates less ash and is easy to clean.“It is very affordable and accessible, especially for single women like us,” said Norovkhand. Herfamily is also one of the potential beneficiaries of hashaa plot privatization activity under the PropertyRights Project.9.1 IntroductionThe objective of the EEP project is increasing wealth and productivity through greater fuel useefficiency and decreasing health costs resulting from air pollution in Ulaanbaatar, the capital city. TheEnergy and Environment Project consists of three activities: (i) the Millennium Challenge EnergyEfficiency Innovation Facility (MCEEIF), which provided consumer subsidies for the purchase ofenergy efficient technologies and homes and technical assistance in assessing the viability of suchtechnologies; (ii) the wind power electricity generation activity (Wind Activity), which provided anoperational subsidy to the state-owned transmission company, critical infrastructure upgrades for theintroduction of renewable energy into the national grid, and technical assistance for the establishmentof the renewable energy fund; and (iii) a public awareness campaign, to increase consumer awarenessof renewable energy, energy efficiency, benefits, timeliness and availability of subsidies, and theidentity of participating partners.Especially considering that EEP is a market-driven project, it has had tremendous success with genderintegration. This may be partly attributed to the level of social awareness and commitment of itscontractors (such as XacBank 10 and Solidlinks LLC) which was responsible for implementation. Thepublic awareness programs they undertook were done according to contract, but are more likely to bedue to the high level of subsidy provided to a product that is traditionally most used and needed byfemales.9.2 Key issues identified:During the GIP review and planning process the challenges that were identified are:‣ Potential for difficulties on repayments,‣ female-headed households or households under the poverty line might be unable to benefitequally if they cannot afford energy efficient products,‣ barriers to borrowing for poor households,9.3 Issues identified during the 2012 GIP ReviewThe percentage of women and female-headed households taking loans is higher than their share of thepopulation, which indicates a high degree of success in reaching this group. However, while thesenumbers are important, it would be even better to understand the dynamics. It is not yet fully10As the Subsidy Transfer Agent for the Clean Air Project, XacBank strove to include the poorest andhouseholds in the ger districts by offering the most affordable and flexible consumer loan product thebank has to offer.42Page 42 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedunderstood why nearly 40% of loan clients are female-headed households and what lessons can belearned from this project about meeting social and gender needs in Mongolia within the context of amarket-led initiative. The influence of the high subsidy level and which level of subsidy is appropriatefor encouraging equity, are to be studied.9.4 Key accomplishments in integrating genderEEP was one of the few projects that benefitted from SGA input from the early design stage. This wasdue to the fact that the project was introduced into the Compact at a later stage, following re-scopingand cancellation of another activity. As such, it was possible to integrate gender considerations earlyon.The project design included development of a Framework Environmental and Social Assessment(FESA). This assessment included gender analysis.During the process of the FESA, a concern was identified that subsidies would not be accessible bythe poorest, where female-headed households are disproportionally represented. The high level of thesubsidy (70% on average) that was ultimately offered in fact ensured a high representation of femalesamong the beneficiaries. 11 A further concern was raised that novice borrowers may be self-excludedby insecurity, lack of knowledge about loan and bank processes. This category appeared likely toinclude poor and female-headed households.Therefore, the suggestions were made to work with the banks to integrate gender in two ways into thework of the subsidy component. The subsidy itself was the first crucial part to enable access to thepoorest segment of the population.The first was through establishing baseline information, disaggregated by sex, about current bankingknowledge, practice and attitudes. As a follow-up of this recommendation, contractor banks started tocollect basic demographic data on a monthly basis, of all clients who purchased energy efficientproducts, including: gender of client, gender of head of household, age of client, income level, andnumber of family members in the household, number of years living in Ulaanbaatar, the capital city.Overall, 58.2% of the clients were male, and 40.2% were female (see figures below). Female-headedhouseholds benefitting from the program constitute 29% of the total, compared to being between 15%and 25% in the population as a whole. This indicates that the program very successfully included suchhouseholds.Interestingly, it has been found that compared to the total population of clients, loan recipients weremore likely to be female and from female-headed households (beneficiaries could elect to make apurchase with cash or via loan payments). As shown below, 46% of loan clients were female, ascompared to 40% of the overall client base; while 38% were from female-headed households, ascompared to 29% of all clients. Comparing clients with overall statistics of female-headed householdsdemonstrates that the project overall was effective in reaching these typically underservedpopulations.11 There are number of energy efficient products with different subsidy levels, with 70% being the average. Forinstance there is 80% of subsidy for “Ulzii Stove” while 65% is the subsidy for another stove.Page 43 of 8043

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedTable 7. Number of total clients by gender and age groupAge Range Female Male Total %18-25 2933 4675 7608 1126-35 6461 11443 17904 2636-45 6740 10325 17065 2555-65 5984 7778 13762 2046-55 3155 3881 7036 1065+ 2467 2347 4814 7Total 27740 40449 68189 100The second recommendation was made to explore options for banks to provide counseling andcapacity building on financial management and savings practices for borrowers in relation to theproject. As per this recommendation, in order to improve education on the purchase and loan ofenergy efficient products, banks have provided training for all loan officers in branches on how toassist first time borrowers. Loan officers provided a detailed explanation of the loan calculation,interest rate, and monthly payment calculation. This training is emphasized in branches located in ornear the ger districts, where Eco clients visit, as the majority of clients in the ger districts are first timeborrowers.In terms of the Public Outreach activities, PIU contracted with Solid Link LLC., as their PublicAwareness and Social Marketing (PR) contractor, during the project implementation period. ThePublic Awareness and Social Marketing (PASM) team has effectively cooperated with the PIU andMCA-Mongolia as well as the target khoroo officials to identify the vulnerable and single - womenand men - headed households. Awareness and marketing materials are delivered to these households,and face to face meetings and discussions on the energy efficiency, the subsidies and the benefits andadvantages of the energy efficient produces are held. In general, a campaign was launched across theger districts, broadly, in which many female and male headed poor-households live. A high subsidylevel and intensive marketing/outreach was available equally to all.The PR contractor has considered that the best way to reach the poorest households is mobilepromotion and marketing activities and the team has conducted these activities. Most khoroo leadersprovided a poorest households list and the PR contractor used its operator to call on pooresthouseholds, to give brief information, and invited them to visit the product center. Under the publicoutreach activities, EEP project created a Gift Card for energy efficient products which allowscharitable organizations and family members to help others afford the cost of the non-subsidy portionof the product prices and this was indeed specifically targeted to the poorest and most vulnerablehouseholds.44Page 44 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedhousehold level there were further positive changes. For example, time savings allowed women tospend extra time with children, teaching them, assisting them with homework, etc.Other expected positive impacts included health benefits due to fewer accidents. However, thebaseline survey findings did not yet confirm this. In fact, the survey found a slight increase in eyeirritations and burning among those owning a project provided stove. These are related to the people‟slack of familiarity with the new stoves, and to address this issue, additional education on the matterwas provided to beneficiaries by the PIU.9.5 Good Practices and Lessons Learned‣ Subsidies made a tremendous difference in the MCA-Mongolia Compact in ensuring outreach towomen and the poorest households, as the figures on the beneficiaries available through EEPindicate. Given the fact that the female beneficiaries in our project were more likely to be poorand therefore would take advantage of the loan (compared to males who were more likely to makethe purchase without needing a loan), it is clear that the availability of the subsidy and loanprogram enabled a larger segment of the female population and the poorest households to benefitfrom the program than would otherwise have been the case.‣ Willingness of partners such as XacBank or SolidLinks LLP to focus on social and genderawareness made a positive difference and may have led to positive trickle-down impacts on theirbusiness practices. For example, prior to this project XacBank did not carry out gender analysesand did not disaggregate the data on its borrowers by gender. Upon MCA-Mongolia‟s request itstarted to do so. XacBank has reported that it has found value in these figures as they allowed it tobetter understand and target its female customer segment in its banking business.‣ Fuel efficient stoves do indeed lead to time savings and cost savings for households. This inparticular positively impacts women, who are the primary users of the stoves and are usuallyresponsible for refueling. Family well-being is expected to be positively affected, as the timesaved has been reported by project beneficiaries to be used for spending more time with children,etc.‣ Strong education is needed for those purchasing a stove to be able to properly understand and useit and to avoid accidents. The project stove has operating procedures that differ from the old stovethe beneficiaries used previously. Therefore safety instructions need to be strictly followedstarting from the beginning, in order to reduce or eliminate potential risks of accidents. The EEPproject strengthened education on how to use the stove safely and aired several safety notices ontelevision to better inform the stove users.46Page 46 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned10 ROAD PROJECTParticipants’ feedback on trainings for local communities carried out by the social and genderteam as part of the Road project:“I am happy that I have now sufficient knowledge on prevention of HIV/AIDS and STIs, andTrafficking in Persons to share with my pupils.” - Ms. Buyantsogt, social worker of secondary school,Shiveegobi soum, Govisumber aimag.“The training was very timely and useful for our life and work. I would suggest having such trainingsoften and involving more participants from local communities.” - Ms. D. Munkhsuren, bagh medicalpractitioner, Dalanjargalan soum, Dornogovi aimag10.1 IntroductionThe project objectives are to construct a road segment of 176.4 km from Choir to Sainshand; increasetransit freight turnover, and create favorable and safe conditions for transportation and travel.“There is no doubt that the road will positively affect local entrepreneurs while contributing to theprosperity and development of the soum. Namely, income of hotels, restaurants and shops will beincreased, resulting improved livelihood of local communities too. Further, if the number of heavyload trucks passing through soum decreases, dust surrounding soum will be also reduced, which willhave more positive impact for the health of local communities.” Focus group discussion respondentadolescent girls of Airag soum, Dornogobi aimag10.2 Key issues identified in 2011 GIP and 2012 ReviewThe main concerns in road construction from a gender standpoint are: trafficking in persons (TIP),including sexual and labor exploitation, workplace sexual harassment, and ensuring women‟sparticipation in construction and economic benefits from the project. A large number of workers areemployed in this project, both Mongolian and foreign, including people from China, Korea and thePhilippines. The introduction of such a large, predominantly male labor force presents socialchallenges to the surrounding communities. The MCA-ESA team identified a need to ensure thatlabor rights are not violated and to ensure that companies do not participate in any form ofexploitation including trafficking. Their engagement with surrounding communities was considered apriority issue. An additional safety issue associated with a new road is the result of higher speeds. Fastdriving increases the likelihood of accidents. This affects drivers and passengers, but may also affectsurrounding communities.10.3 Key accomplishments in integrating genderOne of the objectives of the social and gender team has been to improve women‟s economic benefitsduring the construction of the road, including increase of the number of female employees amongboth contractors.During the 2012 construction season, in case of lot 1/Halla (see figure below on the right ), womenconstituted 13% of the total workforce (out of 312 employees). As for lot 2/Jiangxi, (graph below, onthe left side), women made up 9% of the total workforce.48Page 48 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedFigure 10.1. Sex-disaggregateddata on Mongolian workersFemale (9%)21Male (91%)Figure 10.2. Total Workersdisaggregated by sexFemale Male13%226Lot 2,Jiangxi87%Lot 1,HallaMCA-Mongolia sent an initial letter to both contractors encouraging them to increase femaleemployment and suggesting a number of strategies to reach a higher percentage of females in theworkplace. Following a team visit, both contractors informally agreed to set a target of femaleemployment of 15% of the total.To help encourage women to apply for construction jobs, MCA-Mongolia developed postersadvertising job opportunities specifically for women in construction, which were posted in publicplaces such as banks and beauty salons to encourage women to apply for available positions.The aforementioned target though could not be reached in the 2013 season, but resulted in an averagepercentage of 10% of females employed for both Halla and Jiangxi. The low female employment rateis related partly due to the technical qualification requirements for road construction jobs.Totalfemale10%Figure 10. 3. Workforce disaggregatedby sex(2013)Totalmale90%Strategies to increase female employment in construction given to contractors Halla and Jiangxi1. Developing a list of job vacancies where women might work. It should be noted during preparationof the list that the stereotypes of women (e.g., women cannot do such job or such kind of job is notsupposed to be woman‟s job etc.) should not be factored in. The idea is to promote non-traditionaland non-stereotypical jobs for women. The list might be useful in attracting more women throughdifferent targeted approaches as suggested below.2. Ensuring effective awareness and improving outreach approaches:2.1. Target group #1 – Female residents of aimags and soums along the road alignment.Possible ways of raising awareness and reaching out the target groups are: broadcasting ofvacancy notices through local TV and radio channels; posting the notices in public places likesoum Governor‟s administrative offices, banks, post offices and flea markets; posting ordelivery of notices to the service provision centers where more women tend to either work orvisit as a client, such as hair-dresser and beauty salon, among others. Furthermore, the notice canbe shared with the vocational schools in Sumber soum, Gobisumber aimag and Sainshand soum,Dornogobi aimag. A close coordination should be also made with social workers of soums alongthe road alignment. The contractor should consider the social spaces and local organizationsPage 49 of 8049

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedwhere women are likely to gather and advertise jobs there. The vacancies and encouragement ofwomen to apply should also be stressed during the upcoming TIP and road safety awarenessactivities in the soums.2.2. Target group #2 – job seeker women in Ulaanbaatar, the capital city.Although there might be less likelihood for a strong interest among urban women in jobsavailable in rural area, it is still worth disseminating information in particular targeting at girlswho will be graduating from vocational schools in spring of 2013. The following places andvenues are also suggested where jobs could be advertised: vocational schools, publictransportation, social spaces of informal sector where more women tend to be involved such asflea markets, small shopping centers and diners etc. Public spaces in ger districts of whichsubstantial ratio of population tends to be more vulnerable -- unemployed and poor or with lowincome – should be also taken into consideration.3. Using other existing female employees on contract site as recruiters: the employer should drawon its existing female labor force to help advertise and spread word about available jobopportunities to their female friends and acquaintances. They should ask their female employeesto help promote job openings to other women in their community.4. Language of job advertisement: It should be highlighted in the vacancy notice that a companycontracted by MCA-Mongolia for road construction work is promoting female employment andthus, women and girls over 18 years old would be encouraged to apply. The advertisement maynote briefly about the benefits women in particular may receive (if any), while specifyingcharacteristics of the jobs available and overview of accommodation conditions.As per their contractual requirements, both contractors developed TIP Risk Management Plans, whichare based on the TIP guidance for addressing TIP concerns in road construction, developed by MCA-Mongolia. The below table shows the training participation rate of construction workforce in trainingsessions that focused on trafficking in persons, gender-based violence and prevention of HIV/AIDSand STIs for the 2012 construction season. Besides classroom trainings through which 165 workerswere trained, there were e-learning sessions held in the workers‟ camps on October 2012.Topics &ContractorsTable 8. Sex-disaggregated training participation rateJune 2012 October 2012 Total numberTIP, HIV/AIDS & STIs TIP, gender-based violence,of traineesprevention and occupational HIV/AIDS & STIs preventionhealth & safetyMale Female Male FemaleJiangxi 74 18 145 14 251Halla 46 28 68 30 172TOTAL 120 46 213 44 423From Jiangxi‟s pre- and post-training feedback and evaluation results it was learned that knowledgeand understanding of the participants on TIP and prevention from HIV/AIDS and STIs increased from65% to 90%. The trained workers were expected to serve as peer educators among co-workers. Therewas a concern however whether the information indeed reached all workers, whether the training wascomprehensive and easy to understand, or whether the frequency was sufficient. It was thereforerequired to track information dissemination as frequently as possible. Furthermore, it was made clearto the contractors that training was to be repeated when there is a turnover of workers, as is commonin construction.Two sets of trainings also covered local community representatives such as soum governors andsocial workers, secondary schools‟ social workers, medical doctors and nurses, teachers fromvocational schools from Sumber and Shiveegobi soums of Gobisumber aimag and Airag soum ofDornogobi aimag (overall 97 participants; out of which 59 were female and 38 male).50A mechanism for zero tolerance of workplace sexual harassment has become an integral part of theInternal Labour Regulations for construction contractors. Contractors‟ management, MCA-ESA andPage 50 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedsocial experts were trained by MCA-Mongolia on the new provision, and the HPM social specialist inturn has been providing continued education to the workers themselves. This was combined with theTIP training.The Road Project‟s Consultant Company (HPM) and the two construction Contractors established aninformation corner at their respective camps in order to improve knowledge and understanding ofroad construction workers and engineering staff on HIV/AIDS and STIs. This has created anenvironment for road construction workers to learn and receive information on HIV/AIDS and STIsduring their leisure time. Monitoring of training and information sharing to ensure that provisions arewell understood and applied has proven challenging.In addition to the activities targeting the construction workforce, MCA-Mongolia has targetedcommunities in 5 soums along the road through awareness raising and training on issues includingTIP, road safety, gender based violence (with a focus on child abuse and sexual harassment in theeducation sector) and prevention of HIV/AIDS and STIs. The training targeted high risk groups, suchas high school students, students from vocational schools of 4 soums and 2 aimags, social workers,school doctors, soum medical doctors. Special attention is given to high school girls to help them toavoid risks associated with sexual harassment and sexual violence when they move to a new place tolive after graduation. Both nearby soums, Airag and Shivee Gobi, are considered to be at risk. A totalof 221 students (from local areas for Lot 1) and 280 students (for Lot 2) received the training (fordetails, please see the figures below).Figure 10.4.Awareness-raising by construction contractor “HALLA” for local youths120100Participation rate disaggregated by sexand age8060402009725Female54353 7Male12-15 Age16-19 Age20-23 AgeFigure 10.5. Awareness-raising by construction contractor “Jiangxi” for local youthsParticipants disaggregated by sexand age10080769414-16 years old6040204023341315-17 years old0FamaleMalePage 51 of 8051

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedA brochure of the National Center against Violence that covers different social and gender aspects,such as gender-based violence, domestic violence and workplace sexual harassment, and TIP riskswas re-published and distributed during the trainings. Participants of the trainings have found thesessions valuable, most needed and effective. High school children have said that the training contenthelped them to know more about TIP, labor exploitation and sexual harassment.The most common responses provided by teenage girls of Airag soum secondary school during aqualitative assessment are cited below:“Girls studying at a senior grade of the high school, who were covered by MCA-Mongoliatraining, will graduate soon and go to an urban area to study at colleges or universities. Thanks tothe trainings we had through the Road project, students have now more knowledge andinformation on various types of TIP and associated risks and causes. Also girls are now educatedon basic approaches for protection of themselves. We have learned that misled women are forcedto work as prostitute or are sold across borders and are forced to become someone‟s wife. As forboys, they could become victims of forced labor. This information was important and helpful forall adolescent girls and boys. We shared our opinions openly on the importance of the informationwhich enables us to protect ourselves.”As to the 2013 construction season, the total number of workers who were not involved in the 2012learning sessions was determined, followed by trainings specifically targeting at those non-trainedworkers (for details, see the table below).Table 9. Non-trained workers who have been trained through June-July 2013Construction Total number of workforce Number of non-trained workers in TOTALcontractors (as of 30 June 2013) 2012 on TIP and sexual harassmentJiangxi 410 176 176Halla 427 320 320TOTAL 837 496 496Road safety was another area emphasized throughthe project. Publications that have been distributedinclude posters and handbooks for risk-takinggroups like primary school children aged 6-10 anddrivers who transport goods from the border areaalong Choir to Sainshand road. At the same time, asthe construction of road completes, an open-dayevent “Traffic Safety – Our Participation” wascarried out by Millennium Challenge Account -Mongolia in August 27-28, 2013 in Airag andDalanjargalan soums of Dornogobi aimag, jointlywith local traffic police offices. Purpose of the eventwas to increase knowledge and raise awareness on traffic safety of local children aged 5-12 years oldof two soums specifically where the link roads were constructed from the main road. In total 150children including especially those from the poor and vulnerable households were trained throughhalf-day learning sessions on key traffic safety rules and signs of local roads.Communities interviewed as part of this assessment have said that having a road has an advantage inthe development of the soum, in terms of improving business development, access to hospitals,groceries, and restaurants. Some negative impacts were also cited, such as potential for an increase ofvarious types of crimes such as kidnapping, TIP, etc. However, the training delivered by the projectand MCA-ESA unit provided community members with knowledge and understanding on some ofthese risks.52Page 52 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned10.4 Best Practices and Lessons Learned:‣ Social and gender issues are not generally given much consideration in road or infrastructureprojects in Mongolia, and as such, this project managed to introduce a number of good practices.This included the development and implementation of TIP risk management plans, education forsoum communities on gender-based violence, the labor provisions on sexual harassment, as wellas the work to educate communities on risks. At the national and Ministerial level, genderintegration in infrastructure tends to be less prioritized. In such cases, donors have an opportunityto influence this through concrete requirements and expectations for social and genderperformance and benefits.‣ Even when good provisions are introduced into a road project, such as those on TIP and sexualharassment, frequent monitoring and follow-up by dedicated staff is needed to ensure actualimplementation of provisions. Currently both contractors have environmental and socialspecialists on board, but their environmental duties tend to take up the majority of the time. It istherefore advisable to appoint separate social specialists in such projects to ensure implementationof social provisions and positive community engagement practices.‣ Constant follow-up and awareness-raising is necessary to ensure contractors and their workforcereally understands the meaning of new provisions, such as those on TIP. Even though they mayhave received some training on this, the understanding of the practical application to their work isnot always assured, nor is enforcement of any regulations, unless continued follow up is provided.‣ As MCC and MCA-Mongolia committed to funding a project designed previously by anotherdonor, in light of timing and budget limitations, there was limited opportunity for SGA tointroduce key issues as part of design consideration, leading to missed opportunities to ensureroad design is gender responsive. This includes issues such as the provision of toilets at regularintervals at rest stops, possible small community economic development projects that could bealigned with the rest stops, or safety design considerations.‣ All learning sessions on social, gender and occupational health and safety aspects were carriedout in collaboration with local NGOs such as the National Center against Violence, “HumanRights and Development Center,” and the Mongolian National Employers‟ Federation. Thisprovided a good opportunity for knowledge and experience sharing with civil society that hasextensive expertise in the field.‣ A practice of awareness-raising among local communities, including especially risk-taking groupslike adolescent girls, in addition to the construction workforce on topics like TIP and genderbasedviolence was proven to be very helpful as a way of sensitizing and risk mitigation.Page 53 of 8053

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned11 Conclusions and Recommendations for EnsuringSustainabilityMCA-Mongolia has made a strong effort to include gender into its program. This is clearly visible inthe project‟s successes and achievements. In many ways, MCA-Mongolia has piloted interventionsfrom a gender perspective that are a first for Mongolia. These include improving women‟s landownership, adding significantly to the body of knowledge on gender through a number of surveys andevaluations, introducing topics of sexual harassment and TIP into male-dominated sectors such asconstruction or among TVET institutions, and promoting non-traditional career paths for girls throughthe TVET project. Through on-the-job training and advocacy efforts on TIP, workplace sexualharassment and HIV/AIDS and STIs prevention, MCA-Mongolia has made a contribution towardsimplementation of the national legislations and policy papers such as the Law on Gender Equality,Law on Combating Trafficking in Persons, and the Millennium Development Goals-based NationalComprehensive Development Strategy of Mongolia.“It is never too late”MCA-Mongolia started taking actions to integrate gender into the Program midway through Compactimplementation. A Program-wide Gender Integration Plan was developed later than in other MCAs.Nevertheless, a wide range of effective practices and lessons have been possible as a result of theinitiatives and efforts in making gender integration operational within six Compact projects and crosscuttingfields – Communications and Monitoring and Evaluation.As the MCA-Mongolia Compact ends, a focus on sustainability of these interventions is important toensure that any successor agencies can adequately take forward and continue MCA-Mongolia‟s workon gender. To help facilitate this, MCA-Mongolia has:‣ Carried out introductory meetings with relevant successor agencies, including their genderfocal points to inform them of MCA-Mongolia‟s work on gender and engage them inconversations on how they can continue the work.‣ Continued to engage with the National Gender Equality Committee, which will continuesome of this work. The Gender Equality Law and the Mid-Term Strategy and Action Plan forthe Implementation of the Law of Mongolia on Promotion of Gender Equality (2013-2016)include a number of provisions of relevance to MCA-Mongolia activities, and if fullyimplemented, will help ensure sustainability across a number of areas. These includeworkplace sexual harassment, public awareness-raising on gender equality through media,awareness-raising on TIP issues, sex-disaggregated data collection and analysis, and thegender focal point system being established through all government agencies.‣ This gender summary report summarizes key findings and lessons and will be broadly sharedand distributed so that both the public at large but also potential successors can learn from itand can apply these experiences.‣ The closure workshop was partly designed to further inform and engage successor agencieson SGA lessons and strategies while collecting their feedback on the Sustainability Matrix,which is included in this report.‣ Continued dissemination and information sharing on results is a strong emphasis in the finalmonths of the Compact. For example, the 6 female roles models chosen through the Women`sleadership campaign will continue to be examples of the non-traditional sectors andencourage women`s engagement in these sectors.The Mongolian Government has decided not to terminate all MCA-Mongolia work but to maintainsome of it through the National Reformation Committee. While the exact shape of the new structure isstill being debated, the Working Group has expressed willingness in adopting MCA-Mongolia‟sgender related practices. The group is also inviting the National Committee on Gender Equality to bepart of the deliberations, helping to ensure that gender issues will remain on the agenda. More54Page 54 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedspecifically, it is noted in the Proposal paper for integration of MCA-Mongolia to the NationalReformation Committee of Mongolia includes language outlining gender responsibilities.Project-specific recommendations and entry points to be followed up on by MCA-Mongolia forensuring sustainability are provided in the sustainability matrix below. In addition, during theCompact ESA-specific Closure workshop, as part of the social and gender session, participants fromvarious organizations and possible successor agencies identified additional action items and entrypoints that were deemed as important for integrating gender issues into the sectors funded by theMCA going forward more generally, as well as in response to the issues the MCA-Mongolia‟s workon gender highlighted. These participants‟ views and recommended actions for future work on genderin the sectors are provided in the Annex 1.Page 55 of 8055

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned, September 2013Sustainability Matrix on Social and Gender Assessment for MCA-MongoliaNo. SGA Post CompactSustainability Priorities1 Need to ensure gender issuescontinue to be considered in roadprojects2 Gender box to be included in landownership & possession paperapplication forms of land officeand electronic PropertyRegistration System of GASR3and ALAGaC.Public relations and advocacytargeted at women and focused onthe importance and benefits ofregistered land rightsAction Items / Intervention Points Coordination and Partnership potential(external)Road project- The National Committee for Gender Equality is strengthening itsfocus on TIP and there is new legislation on TIP. MCA-Mongoliais inviting NGOs to the closure workshop to sensitize them on TIPissues in construction.- Ministry of Roads gender working group has been briefed onMCA-Mongolia‟s gender work in the road project and keyconsiderations for their follow up, including TIP and women‟semployment in road maintenance potential- Ministry of Road‟s gender working group is increasing attentionto women‟s employment in construction and plans to issue noticesto firms doing maintenance encouraging women‟s employmentProperty Rights project- These institutions are now legally obliged to compile local orsector-wide sex-disaggregated statistics and to assess the state ofgender equality and policy impacts (19.1.2- Mongolian Law onPromoting Gender Equality). MCA-Mongolia has been followingup with them to help ensure this happens. The MCA electronicproperty registration system includes a gender box already.- MCA-Mongolia will undertake conversations with ALAGAG andGASR training and PR specialists, to share MCA lessons andexperiences with outreach to women and encourage them to adoptsimilar campaigns. The PIU and ESA unit will share theexperience further with relevant government agencies andauthorities, i.e. during closure related workshops and trainings.Ministry of Roads and TransportationADBNational Committee for Gender Equality- GASR;- ALAGAG;- National Committee on GenderEquality- GASR;- ALAGAG- National Committee on GenderEquality56

No. SGA Post CompactSustainability Priorities4 Gender and land survey beingproduced by MCA is adding tothe knowledge on gender andland issues in Mongolia and willbe of use to policy makers andpublic at large5 Sex- disaggregated datacollection of VET sector – needsto be analyzed, disseminated andused for planning purposes6 Emphasis on gender within thesector needs to continue post theMCC Compact7 Career counseling activity whichincludes gender sessions wheretarget participants were TVETschool social workers and localsocial welfare officers should becontinuedMongolia Compact Gender Summary Report: Best Practices And Lessons LearnedAction Items / Intervention Points Coordination and Partnership potential(external)- MCA-Mongolia will publish and widely disseminate the survey tohelp inform stakeholders.MCAPolicy Analysis Institute NGOTVET project- The multiple survey and evaluations carried out for this projecthave gender analysis sections, which should help to inform thepublic at large about key gender issues in the sector.- VET department of the Ministry should effectively cooperate withnational statistical office to disseminate sector related sexdisaggregateddata- Data on earnings of graduates should be used to help them makebetter informed choices about careers.- Gender specific recommendations made to the VET sectorStrategic plan will be given to the Ministry of Labor forconsideration and action. We have included key lessons from ourproject, including the needs for stronger emphasizes on nontraditionalcareers for girls- Donor organizations are likely to take up work for the VET sector,namely the ADB and the European Union. Our lessons on gendershould be shared with them. In this way these lessons learned canhelp and inform the sector in the future.- Through MCA-Mongolia`s training these social workers and localwelfare officers are well trained and provided with necessarytrainings so they can continue the training and the informationdissemination after the Compact.- National Committee on GenderEquality- ADB, EU, Ministry of Labor- TVET school social workers and localwelfare officers.Page 57 of 57 80

No. SGA Post CompactSustainability Priorities8 Continue to emphasize malespecifichealth challenges9 Need to ensure localadministrative officials, as projectsuccessors, understand the keygender issues in this project andcan take appropriate10 Apply lessons on subsidy settingas a strategy for improvingbenefits to the poor in othersimilar projects in MongoliaMongolia Compact Gender Summary Report: Best Practices And Lessons LearnedAction Items / Intervention Points Coordination and Partnership potential(external)Health project- The materials produced by MCA-Mongolia on male healthchallenges are being made available to the public for use- The National Committee for Gender Equality has this issue as aclear priority, and the Ministry of Health has issued a MinisterialOrder instructing health departments to improve emphasis on malehealth. These will further MCA initiated objectives.Peri-urban Rangeland project- Local land officials will be invited to MCA‟s closure workshopand given information on key gender issues in this project- Herder Voices report to be widely disseminated, in particular tothe local government for improving their understanding- In the legal mining handbook, integrate a section on communityinvolvement and key considerations for women and men - thiswill be distributed to all herders in project sites, as well asadministrative officialsEnergy and Environment project- Share lessons on gender integration in EEP with other ongoing orplanned activities in this sector, such as the World Bank‟s CleanAir Fund.- National Committee on GenderEquality , Ministry of Health , localhealth departments- Ministry of Industry and Agriculture;- Relevant aimags‟ officials;- Soum Governor‟s administrativeofficials: Land officers, officers fromveterinary and breeding division.- The World Bank- Clean Air Fund- Commercial banks /Xacbank andKhanbank/Page 58 of 8058

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedAnnex 1. Sustainability Matrix on Social and Gender Assessment for the Mongolia Compact 12Remarks¹ Primary role² Secondary roleSustainability Matrix on Social and Gender Assessment for the Mongolia Compact ProgramPriorities Policy making and Planning Implementing Body Proposed Actions Monitoring and evaluationTo develop the nationalsocial and gender policydocuments and guidance forroad sectorCapacity building of policyimplementing bodyTo introduce a quota intoworking places for womenAwareness and Preventionfrom HIV/AIDS/STIsThe government of Mongolia(GoM)¹ will issue a resolution andimpose obligation to the Ministry ofRoad and Transportation (MRT)².National Committee on GenderEquality (NCGE)² will empowerSocial and Gender specialists ofroad sector.ROAD SECTORRoad project implementers(including Mongolian Employers'Federation), Donor agencies,Sectoral agencies, Civil Societyorganizations (CSOs), Road TradeUnion (RTU)NCGE¹, MRT² Gender specialized team of CSOsNCGE¹, MRT²GoM¹, Ministry of Health (MoH) 1 ,MRT 1 , NCGE²Road project implementers(including Mongolian Employers'Federation), Donors, Sectoralagencies, CSOs specialized inroad sector, RTUMRT, relevant institutions, privatesector, Donor agenciesTo adopt a gender-responsive programand budget, To train human resources,To allocate certain amount of fundingfor monitoring and evaluation purposesinto the Ministry package.Adoption of the Program with certainfundingAdoption of a Program / system thatpromotes female employment in roadsectorAdoption of a Program for preventionand awareness of HIV/AIDS/STIsMRT, TradeUnion/Federation, CSOs,specializedmonitoringaspects.NCGEteam inof genderNon-governmentorganizations (NGO),CSOs, third partyoversight/watchdog,ordinary citizensMRT, focus area population12 The Matrix has been put together by various social & gender organizations and possible successor agencies during the ESA-specific Closure Workshop, 8-9 August 2013Page 59 of 59 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedSustainability Matrix on Social and Gender Assessment for the Mongolia Compact ProgramPriorities Policy making and Planning Implementing Body Proposed Actions Monitoring and evaluationTo prevent from genderbasedviolence -- workplacesexual harassment,Trafficking in persons,labour exploitation,domestic violence etc.To reflect social issues offemale road workers into apolicy, particularly issues onavailabilitykindergartenservicesof schools,and medicalTo create relevant legalenvironment. For instance:To add pastureland issues tothe Law on Land; To amendPartnership law, Brokeragelaw, Competition law; Toorganize land in regions andzones; To regulate pastureuse relationsGoM¹, MRT 1 , MoH², NCGE²Ministry of Education and Science(MES)¹, Ministry of PopulationDevelopment and Social Welfare(MPDSW)¹, MoH²State Great Hural (SGH)¹; Ministryof Industry and Agriculture (MIA)²;MRT²; Ministry of Construction andUrban Development (MCUD)²MRT, Specialized NGOs, TradeUnion, Donor Agencies, privatesector.Implementing Agencies of theGovernment, CSO, NGOAGRICULTURE/ANIMAL HUSBANDRY SECTORMIA¹; Water Authority (WA)²;Governor's offices of aimag andsoums²;Advocacy activities to influence theissuance of National policy documentand the government resolutions, Todisseminate good practices of RoadProject on how to include theregulations of prevention from Genderbasedviolence, especially workplacesexual harassment into the humanresource policy of an organizationMobile medical service (gerkindergarten, skilled teachers)To adopt a new law;To amend relevant laws;To develop programs;To establish a mechanism (who willcontinue implementation, governors ofaimag or soum? Any otherstakeholders?)Citizens council,Monitoring teamMPDSW 1 , MRT 2CSOsPage 60 of 8060

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedSustainability Matrix on Social and Gender Assessment for the Mongolia Compact ProgramPriorities Policy making and Planning Implementing Body Proposed Actions Monitoring and evaluationTo establish an effectiveinformation flow andcooperation system inconsideration ofunderstanding ofstakeholders on gender inprojectsTo supply with theequipment which creates jobopportunities,To introduce soft loanComplaintrespectdisputesresolution withto pasturelandTo improve women'sproperty ownership rights(Adult or children)To introduce e- propertyregistration system into allremaining aimags anddistricts(around 70% has not yetincluded)MIA 1 , NCGE 1 MIA, Local authorities, DonorAgenciesMIA 1 MIA; relevant local authoritiesGovernors‟ Administrative officesMIA 1 , local authorities 1 of relevant soums and baghs thatare responsible for ombudsmandutiesMinistry of Justice (MJ)¹, Ministryof Economic Development (MED)¹MJ¹, MED¹ (to allocate budgetequally to these ministries)LAND AND PROPERTY RIGHTSGeneral Authority for StateRegistration (GASR), Authorityof Land Administration, Geodesyand Cartography (ALAGAC)GASRTo develop criteria;To use effectively the survey resultsfor policy planning and interventions;To build stakeholders‟ capacityTo market animal products, Toproduce end products;The implementing party shouldimprove the methodologyTo resolve in accordance with the Lawon Land of Mongolia;To apply main principles of the MCA-Mongolia Complaint ResolutionProcedure as relevantTo promote awareness and advocacytargeting at women; To developguidance and manuals; To raiseawareness among the parents to inheritproperties to their children regardlessof sexTo promote awareness and advocacytargeting at women; To developguidance and manuals; To raiseawareness among the parents to inheritproperties to their children regardlessof sexProfessional organizationMIAGovernors‟ Administrativeoffices of relevant soumsGASR, relevant NGO,NCGE,Property brokerageassociation,ALAGAC, CSO,relevant agencies of GeneralAuthority for SpecialisedInspection (GASI)Page 61 of 61 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedSustainability Matrix on Social and Gender Assessment for the Mongolia Compact ProgramPriorities Policy making and Planning Implementing Body Proposed Actions Monitoring and evaluationTo create and introducesatelite digital program forland office cadastry (registerpossession status, male andfemale ownership, to keep arecord)To fully ensure the eachcitizen's land possessionopportunities, To ensure andmonitor land ownershipequalityTo include gender programinto the training curriculumof Center for VocationalEducation, Training andIndustry (CVETI)MCUD¹, MED², MJ² ALAGCMJ, MED, MCUDDepartmenteducationfor Vocationaland training of theMinistry of Labor¹ (give direction),NCGE², NGO which operates in thisarea²Internal unit in charge of genderissues of MJ, MED, MCUD,Relevant agencies of GASIVOCATIONAL TRAININGTo organize training within thehours under the authority ofdirectors of CVETI; TrainingmanagerTo promote awareness and advocacytargeting at women; To developguidance and manuals; To raiseawareness among the parents to inheritproperties to their children regardlessof sexTo promote awareness and advocacytargeting at women; To developguidance and manuals; To raiseawareness among the parents to inheritproperties to their children regardlessof sexThe Ministry should provide a policydirection to approve trainingcurriculum. Consequently, CVETIdirectors should give a direction to thetraining managers to introduce genderclasses;To have gender classes, there is a needfor teaching methodology, and traininghandouts; To educate or train socialworkers.Department for Monitoring,Evaluation and InternalAudit of the Ministry ofLabor; NGO which operatesin this areaPage 62 of 8062

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedSustainability Matrix on Social and Gender Assessment for the Mongolia Compact ProgramPriorities Policy making and Planning Implementing Body Proposed Actions Monitoring and evaluationTo advertise and providewith information onpotential training onmining and road etc. inwhich girls can study atCVETI; To considergender during the entryregistration, To providewith opportunities, Topublicize, To allocatefundingTo establish genderdisaggregateddatabase ofstudents, graduates andgraduates at work ofCVETI, To conduct studyand registrationTo develop a genderstrategy of the MLTo pay attention to includegender sensitive Healthylifestyle into the PublicHealth strategy,To develop genderresponsiveNationalstrategyTo integrate gender issuesinto the national healthpolicyCVETI¹ CVETIDepartment for Vocational educationand training of the Ministry of Labor(ML)¹, CVETI²CVETI, Institute for Labor studyTo inform and advertise through publicmedia meansTo create gender-disaggregateddatabase of CVETI at ML, To issuerecommendations for furtherapplicationNCGE, NGO whichoperated in this area, LocalcommunityMonitoring Unit of ML,NGO, NCGE, NationalStatistical OfficeML¹, VETC² ML, VETC To develop a strategy ML, NCGE, NGOMoH 1 , NCGE 1 MoH¹,HEALTH SECTORHealth DevelopmentCenter (HDC)² National Centerfor Mongolian Society and Health(NCMSH)², Study institutes²MH¹, Association for MongolianMoH¹, NCGE 1 Society and Health specialists(AMSHS)²To develop a comprehensive actionplan which enables the participation ofdifferent stakeholders (integrated withaimag and the capital city plans);To allocate funding;Activities in consistent with needs oftargeted groups.Working group to develop strategy,Advocacy, Criteria, To train humanresources, To use the experience ofspecialized teams or get their technicaladviceIndependentNGOoversight byNational Center for Societyand Health, Socialdevelopment section (SDS)Page 63 of 63 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedSustainability Matrix on Social and Gender Assessment for the Mongolia Compact ProgramPriorities Policy making and Planning Implementing Body Proposed Actions Monitoring and evaluationTo improvement capacityof human resources (ateach stage)To make a difference forfemale-headed householdswhen determining subsidylevel of energy efficientproductsSoft loan to be providedfor Female-headedhouseholdsCapacity building attertiary level: strengthenknowledge and capacity ofsocial workers on genderTo pay attention tointegrating issues related toSocial and GenderAssessment into theNational programs,projects and core policydocumentsTo sensitize gender issuesamong projectimplementing bodiesNGO¹, AMSHS¹, MongolianMoH¹, NCGE 1 National Broadcaster (MNB)²,Family Health Science Society(FHSS)²ENVIRONMENTAL SECTORMinistry of Environment and GreenDevelopment (MEGD) "Clean Air"Fund. World Bank "Clean Air"project for Ulaanbaatar"Хас" Bank¹ "Eco" unit (Eco loan) "Хас"bank¹"Clean Air" Fund¹, "Clean Air"project, World Bank²GENERAL AREAS OF CONCERNNational University of Mongolia;MES 1 , NCGE 2 Educational University ofMongolia.GoM 1 , NCGE 1 All Ministries and relevantAgenciesProject implementers¹, donors¹,stakeholders²Project implementers¹, donors¹,stakeholders²To establish a specialized methodologyunit, Research and Training center;Buildingintegration.capacity on genderTo include in the criteria for subsidizedproductsTo issue new loan product (exceptstove)To advance a training for socialworkers, who is supposed to do genderanalysis and assess potential negativeimpacts to society and population.- Capacity building;- Awareness and sensitization ongender;- Committed policy planning andimplementation with sufficientfunding allocated- Awareness and sensitization ongender;- Capacity building.NCMSH, Monitoring andEvaluation Department ofthe Ministry of HealthNGO, officers at theministries in charge of thisworkNGO, CSO, Ministry expertMES,institutesNCGENCGETertiary educationPage 64 of 8064

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedSustainability Matrix on Social and Gender Assessment for the Mongolia Compact ProgramPriorities Policy making and Planning Implementing Body Proposed Actions Monitoring and evaluationAny Complaints relatedwith the Compact ProgramCorresponding Government Agenciesrelevant to the complaintsFor mediation purposes,- the MCA-Mongolia ComplaintResolution Procedure until theend of the Compact closure(January 2014);- Mediation services at aimaglevel- To continue the MCA-MongoliaComplaint Resolution Procedureuntil January 2014;- To facilitate/provide information onlessons learned on MCA-MongoliaComplaint Resolution ProcedureNational Center forMediation servicesAbbreviations of above tableAssociation for Mongolian Society and Health specialists AMSHS Ministry of Health MoHAuthority of Land Administration, Geodesy and Cartography ALAGAC Ministry of Industry and Agriculture MIACenter for Health Development CHD Ministry of Justice MJCenter for Vocational Education, Training and Industry CVETI Ministry of Labor MLCivil Society Organization CSO Ministry of Population Development and Social Welfare MPDSWFamily Health Science Society FHSS Ministry of Road and Transportation MRTGeneral Authority for Specialized Inspection GASI Mongolian National Broadcasting MNBGeneral Authority for State Registration GASR National Center for Mongolian Society and Health NCMSHGovernment of Mongolia GoM National Committee on Gender Equality NCGEMinistry of Construction and Urban Development MCUD Non-government organization NGOMinistry of Economic Development MED Road Trade Union RTUMinistry of Education and Science MES State Great Hural SGHMinistry of Environment and Green Development MEGD Water Authority WA65Page 65 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedAnnex 2: MCC Gender Milestones Tracker for the Mongolia Compact/As of 13 September 2012/Milestones Progress with meeting the milestones1. Start up and Preliminary AnalysesInitial Guidance from MCC Social and Gender Assessment (SGA) (prior toconsultation design)Initial guidance was provided by Ms. Virginia Seitz, Senior Director, MCC Social and GenderAssessment.Core Team of partner country has social scientist with gender expertise on staff(prior to consultations)Did not occurMCC assigns SGA staff to country teams (prior to consultations) Did not occur; the Compact pre-dated milestones.MCC SGA staff reviews how consultative process incorporates genderconsiderations and policy requirements and communicates further action requiredto Core Team through Country Team Leader (CTL)Did not occurMCC SGA and Core Team SGA staff conduct a desk review and targetedexternal and in-country consultations to identify social/gender inequalities thatare constraints to growth and poverty reduction and ensure that findings areconsidered by Core Team before concept appears are submitted.Did not occur2. Project DefinitionMCC's Country Team Leader (CTL) ensures that MCC SGA staff review conceptpapers, communicates any further action required of the Core Team and ensuresaction is takenDid not occurPage 66 of 8066

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedMilestones Progress with meeting the milestones3. Project Development and AppraisalGender assessment conducted of relevant sectors, project areas Did not occurGender assessment integrated into relevant ToRs and deliverables for feasibility,ESIA, due diligence contractsThis occurred to some extent for the projects that started later post Compact approvalfollowing re-scoping, with limited gender analysis incorporated into some of them (though thishappened post appraisal).Social and gender assessment integrated in the Investment Memorandum Did not occurGender integrated into beneficiary analysis and all M&E work including designof baseline surveys conducted prior to signing; gender integrated into Annex IIIof the Compact, performance monitoring plans, and any impact evaluationconcept development prior to Compact signing (including review for sexdisaggregateddata and gender indicators where appropriate).M&E Plan amendments post Compact signing include sex-disaggregated data and genderindicators, but not prior to the Compact signing.4. Compact Negotiation and Compact SigningCTL ensures that Compact language addresses gender considerations identifiedin Compact development and that relevant gender-related conditions areincorporatedAlthough the extent of this work is a bit limited, there is a section on Gender Policy (2.7) inthe Program Implementation Agreement: "The Government shall ensure that all stages ofCompact implementation involve the meaningful participation of women and men andincorporate gender considerations as set forth in the gender policy delivered by MCC to theGovernment or posted on the MCC Website or otherwise publicly made available." Further, inthe Compact Annex 1, in each project's section it is noted to engage in regular publicconsultations through which various stakeholders (including women and other vulnerablegroups) will have the opportunity to participate during implementation of that project.Where appropriate, Compact budget includes resources to address genderintegrationDid not occur5. Pre-Entry into Force ActivitiesMCC and MCA ensure that there is sufficient budget in implementationagreements and /or Environmental and Social Management Plans and otherbudgets to incorporate genderDid not occur, though post entry into force the ESOC contract included amendments requiringgender expertise67Page 67 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedMilestones Progress with meeting the milestonesWith MCC's no objection, MCA hires senior social scientist with gendercompetency as key personnel.A Social Specialist with gender competency has been recruited since 1 Sept. 2008. Later in theimplementation stage, a second Social and Gender Specialist was hired.Gender Integration Plan developed by MCA and approved by MCC prior to EIFThe Mongolia Compact entered into force in 17 Sept. 2008 which is prior to adoption of theMCC‟s Gender Milestones and therefore this requirement was not incorporated. The ProgramwideGender Integration Plan was developed in 3rd year of the Compact implementation.Gender Integration Plan incorporated into program and project work plans Yes, to the extent still feasible given the late of the Compact stage.Gender integrated into relevant SOWs and deliverables for feasibility, design,ESIA, and construction contractsGender could not be integrated into most of SoW and deliverables that predated Entry intoForce. But given the Program re-scoping, gender was integrated into relevant SoW andcontracts for two new projects, and to some degree into TORs and SOWs of other existingprojects.Social and gender assessment staff on TTL and M&E liaison work with M&Estaff to ensure gender integration into monitoring and evaluation plansM&E Plan amendments post Compact signing include sex-disaggregated data and genderindicators, but not prior to the Compact signing.6. ImplementationGender Integration a topic in Implementation WorkshopThe Mongolia Compact entered into force several years before the MCC‟s Gender Milestoneswere approved and therefore this requirement was not incorporated.Gender training conducted for all MCA staff and implementing partnersThe training workshop targeted at MCA-M staff -- PIUs‟ Gender Focal Points, M&E andCommunications Specialists -- and relevant Contractors‟ representatives was conducted fourtimes, while the Guest Speaker‟s lecture was organized twice by local NGOs. As part of theCompact closure, external stakeholders were informed at a workshop on ESA and SGA issuesinformed about MCA-M gender interventions and consulted on sustainability options.MCA senior social/gender specialist provides input on gender integration to otherESA (such as resettlement) and sectoral specialists in the MCA.This is well under way through quarterly monitoring discussion with PIUs‟ GFPs whereguidance is provided. Relevant documents of projects and cross-cutting units like Terms ofReferences and survey instruments have been reviewed by the MCA-ESA unit.MCA senior social/gender specialist and MCC review each project for genderintegration performance quarterly.Gender integration performances of each project are reported through a mandatory specialsection on Gender Integration of the project Quarterly Progress Report, and QuarterlyDisbursement Request packages contain gender information/updates.Page 68 of 8068

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedMilestones Progress with meeting the milestonesMCC social and gender assessment staff provide support and oversight to MCA.In most cases, this will be through the social assessment function of the MCCESA Director on the country team.MCC-SGA lead in charge of Mongolia Compact provided consistent guidance and technicalinsights for gender-related issues and interventions since 2010With MCC ESA, MCC social and gender assessment staff report on genderintegration in each quarterly performance reviewMCC‟s SGA staff has participated in quarterly performance reviews, make inputs and SGAupdates into relevant written reports and report on progress to senior management during thereview meetings.MCC social and gender assessment staff review performance monitoring datawith M&E colleaguesMCC staff has been doing such reviews and in certain instances, where monitoring dataindicated challenges or low participation of women and vulnerable groups such as in herderhouseholds benefitting from the Peri-urban project, has followed up on issues with relevantteam members. Sex-disaggregated data is available and being tracked across projects.Gender integrated appropriately into baseline surveys, impact evaluations andother evaluations.M&E‟s Indicator Tracking Table includes several gender specific indicators such as number oftrained workforce on trafficking in persons and prevention of HIV/AIDS and STIs, amongothers. In addition, there are several indicators disaggregated by sex (by individuals or head ofhousehold) age and income. Gender dimensions are being incorporated into baseline surveysand other evaluations.Gender integrated into relevant activities of the Compact Closure GuidanceGender issues have been incorporated into the Program Closure Plan, where key impacts onrange of beneficiaries, compliance with the Gender Integration Plan and any remaining genderrisks across the Program are summarized. A fair amount of time has also been spent on post-Compact sustainability planning for social and gender interventions.69Page 69 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedAnnex 3: MCA-Mongolia Program SUCCESS STORIES 13“Most people might agree that engineering is challenging for females and thus this is suitable formales. But challenging situations always give me strength and power as a woman. For example,working in larger substations and finish substations for use and looking back at the accomplishmentsand my contribution is a real source of pride,” says Ms. Erdenebileg Ayurzana.Ms.Erdenebileg is an electric engineer, specialized in transformer diagnosis. Working in a companywhere 80% of employees are male, she has not only broken with tradition but has also excelled inwhat is traditionally a very male dominated arena.Ms. Erdenebileg knew from her early education days that she was technically-minded. After receivingher bachelor degree at the Mongolian Technical University, Power engineering school in 1999, shepursued her master degree at the Mongolian University of Science and Technology, specialized indiagnosing transformers. She did not stop there and is currently working on a Ph.D in engineering.While upgrading her professional skills, she saw many opportunities within the sector for herself andbecame even more encouraged about her future job prospects. She joined the Nalaikh substationupgrade project, and supervised those 35 male engineers in the Nalaikh district funded by MCA-Mongolia‟s Energy and Environment Project. Straight after completion of the assignment shetransferred directly to the “Wind Park in Salhit” project which is also funded by MCA-M. Among thecriteria to select her as a supervising engineer were previous experience in acceptance and approval ofnew technology and equipment, operation and submission of new substations, and English andChinese Language ability. “Involvement with the Energy and Environment Project at the extension ofNalaikh substation has contributed to my work career and to the accumulation of my work experienceas a supervising engineer,” she says.Her leadership ability and management skills enabled her to supervise and lead 40 male engineers atthe current work at the Wind Park in Salhit project funded by the Energy and Environment Project.Her role in this project is to provide technical supervision for the installment and adoption ofequipment. She is also responsible for the information scader system connection. Her male colleagueshave been impressed and consistently praise her performance. “She does not differ from malecolleagues at the field work in substations. All male colleagues listen well to her and follow well herguidance. She is a very good role model among engineers. Especially when she works at the outsidefield work she has never gotten discouraged,” says one of Erdenebileg`s male colleagues.According to Ms. Erdenebileg, “It was easy to communicate and supervise male employees.Overcoming weather conditions was a challenge, not the supervision of male engineers. The mainchallenge for me as woman was to survive in the cold winter weather.”Ms. Erdenebileg is not only a dedicated worker for the company. She also has an academic andresearch-oriented side. In the past she has carried out a number of research studies in her field andsome of them have been published in academic publications.Going forward, she has ambitious plans. She is envisioning contributing to the Mongolian PowerTransmission system standard to ensure it meets international standards. She is willing to introduceand adopt internationally accepted approaches in Mongolia such as how to plan larger maintenance aswell as operational planning and organizations of building substations. As she pursues her Ph.D, shecontinues learning about the application of medium voltage (to 35 kv) grounding system. Once shecompletes her Ph.D, she will continue to apply her research within the industry.“Can you survive without food? Can you survive without tobacco? Do you like it when your childsmokes?” These are common questions with which she starts her advocacy among large audiences.13 These are an extract from the brochure that was published as part of the women‟s leadership campaign carriedout by MCA-Mongolia.70Page 70 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned“These questions make people think about the harms of smoking and motivate them to change theirrisk-taking behavior,” says Dr. Enkhtuya Majig.Dr. Enkhtuya‟s enthusiazm in the fight against smoking at every place, every minute hasgiven her a new nick-name „Anti-tobacco Enkhtuya.‟ Everyone who smokes thinks about their badbehavior as soon as they see her somewhere around.Like other regions of the country, smoking was an issue in the Sukhbaatar aimag. Communitymembers, children in schools, and workplaces, including hospitals and other public places, weregreatly affected by smoke. Efforts to address this issue were limited. As a doctor, Dr. Enkhtuya, whoheads the Public Health Department and has been working in the sector since 1997, has played a leadrole in public awareness and outreach activities in this aimag. With the arrival of the MCA Healthproject, she has become a key and very visible leader in the fight against smoking.Years back, Dr.Enkhtuya had a chance to visit schools and she accidently found out thatsmoking was a disastrous issue in secondary schools. That was striking and shocking for her as adoctor. Straight after seeing this horrible situation she started acting. She worked with the schooladministration and management to battle against the use of tobacco among adolescents. She facilitatedtraining for teenage boys and girls to become peer educators and helped them develop educationalbrochures and leaflets for distribution to school children. This was her initial intervention towardsfostering a „Tobacco Free Aimag.‟ In 2008 Dr. Enkhtuya designed and led a small scale project“Hospital – Smoke Free Environment” in collaboration with the Ministry of Health and HealthPromotion Fund.Her efforts took off on a bigger scale when the MCA-Mongolia Health project was introducedinto her aimag. A “School –Smoke free environment” small scale project was followed by a “SmokeFree Aimag” advocacy action in 2012 in cooperation with MCA-Mongolia. To educate localcommunity on the harms of using tobacco, she used local media and developed promotional materials,educational information, brochures and information sheets and boards, placing them in hotel roomsand on doors with messages about the harms of smoke. She worked closely with family grouppractitioners to deliver workshops and share information with community members, especiallyherders who have limited access to such information. In conjunction with MCA-Mongolia, streetbillboards were developed and advertised with the slogan of “Smoke free aimag - our pride.”Enkhtuya realized that conveying such messages to the community is important but notsufficient, and that the right policy and regulatory framework was needed to reduce smoking andexposure to secondhand smoke. Following her advocacy, the government of Sukhbaatar provinceprovided strategic support by approving regulations and a resolution to prohibit the use of tobacconear public places and organizations (around 100-120 meters). This resolution bans tobacco at allpublic places, including pubs and restaurants, and prohibits the selling of tobacco to teenagers.A beneficiary young lady working in the pub says, “Now people are aware that they cannotharm others by smoking nearby, which resulted in a safe working environment for the pub workers. Itis even more important because most of our workers are young.”Smoking has been a longstanding problem with serious health consequence in Mongolia. Accordingto a 2009 survey, 27.6% of the population currently smokes. The behavior is more prevalent amongmales, with 48% of men and 7% of women being smokers. Nearly one in two persons is exposed tosecondhand smoke at home, while over a third is exposed to it at their workplace. With these strikingfigures in mind, the MCA-Mongolia Health Project has focused on reducing the incidence of noncommunicablediseases and increasing health-promoting behaviors, including reduction of alcoholand tobacco consumption.Given the fact that 80% of organizations, enterprises and public places of the aimag aresmoke free today, the remarkable effort by Mrs. Enkhtuya has greatly contributed to the promotion ofhealthy behavior nationwide, serving as a demonstration model for the national policy and regulatorymechanism.The word she likes to tell everyone as an individual brand name is that “Smoke-free environment isour aimag brand name, so be proud of it and do your best to keep this image.” She is truly an inspiringrole model not only among her aimag residents but also for women more generally who look toimprove their communities.It is increasingly clear that women‟s strong participation in society and economy is a keycontributor to the country‟s economic growth and development. Women‟s rights to property andPage 71 of 8071

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedenabling their access to assets are key to this effort. Recognizing this, the MCA–Mongolia PropertyRights Project has been actively working to increase women‟s awareness of the importance andbenefits of owning land, and has worked to increase women‟s participation through its public relationsand outreach activities. Property Rights Project‟s Hashaa Plot Privatization and Registration Activityhas helped many women to improve their livelihood by educating them on the advantages of owningland and encouraging further investments in home improvement, business activities and agriculturalproductivity. Mrs. Baigalimaa is one of these female beneficiaries, and her story is a wonderfulexample how women profit from land privatization, consequently building up their resources andresolving housing issues.Ms. Baigalimaa is a single, head-of-household woman, who up until recently lived in a rentedroom in someone else‟s house. She has no stable income and little employment opportunities. Shenoticed there are many women around her who are in the same situation as her and decided to dosomething about it. She formed a group of women, “Neighbors‟ Friendship,” cooperative with the farreachinggoal of solving the housing problem of its members. “My desire to improve the livingconditions of those who are in a similar condition as me and my principles to be proactive and notexpect others‟ help motivated me to organize this cooperative”, says Ms. Baigalmaa. She has been theHead of the “Neighbors‟ Friendship” Cooperative in Erdenet city since 2008.With the help and initiative of Ms. Baigalmaa the Cooperative was able to benefit fromseveral grants from international donors to build a fence, extend the electricity grid and dig wells.They were also eager to benefit from the Asian Coalition for Housing project which provides ahousing loan for low-income citizens. However, they couldn‟t apply for it due to lack of collateral.When their efforts came to a halt for lack of financial capability, the group was puzzled about theirnext move. “The MCA‟s Property Rights Project contractor, in a yellow vest and name tag, cameknocking on our door, introduced the MCA-Mongolia Property Rights Project and proposed us toclaim the ownership of land,” Ms. Baigalmaa says. The contractors explained that land is a valuableasset which can‟t be taken away once privatized and there are many ways to parlay this asset such asuse it as collateral for bank loans or grow vegetables and fruits.Upon hearing about the opportunity, Ms. Baigalmaa acquired land. She immediatelyrecognized the importance of encouraging other female members to do the same. Under her leadershipother members of the cooperative also received land titles through the MCA-Mongolia PropertyRights Project. Now that they had land as collateral they finally received the housing loan, which theyare investing in building 6 houses and providing 4 gers to the rest of cooperative members,accomplishing their ultimate goal. In the future the cooperative is also planning to grow vegetables fortheir household use. If they produce more than they need, they are willing to sell the surplus.“Previously, privatizing land seemed for us a difficult goal to achieve, since we heard it‟s a longtedious process with heavy bureaucracy,” she says. “We knew very little about the whole complicatedprocedure. Hence, we were very happy when the contractor came and offered us the Project‟s help.”According to Ms.Baigalmaa, “The contractor familiarized us with the process, collected our relevantmaterials and soon we all received our land ownership certificates, which didn‟t take any time andexpense from our side. This was the helping hand that people like us needed.”“My intention to improve and make positive changes in our lives has not always been a straight path.But the challenges and difficulties have given me strength and hope that we can make a differenceafter all. Having formal land title definitely aids our efforts to enhance our livelihood and get out ofpoverty. Many opportunities come along with it. Our case also shows that women can do welltogether as a group. I think that regardless of the sex, age and other social factors, if we come togetherand collaborate with each other, we can make a difference in our lives,” says Baigalmaa.72“We should be aware of how to effectively benefit from development assistance to improvelivelihoods and make a difference,” says Ms. Javzan Tavintai, one of the successful projectbeneficiaries of the MCA-Mongolia Peri-Urban Rangeland Project. Ms. Javzan has taken this mottoclearly to heart: as the herder leader in the Tuv Aimag, Sergelen Soum “Uurd Mandakh” herderPage 72 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedgroup, she has not only been able to take advantage herself from the benefits of the program but hasbeen instrumental in leading the group of herders in this effort, and providing an inspiring example toother women on their leadership potential.For Ms. Javzan, herding has been her main business and source of livelihoods nearly all her life. Shebecame a herder back in 1971, working for the cooperative (negdel). In 1991, when herds gotprivatized, she could obtain a number of cattle, sheep and horses. She immediately realized theadvantage of having her own herd and started herding on her own. There had been no planningexperience at that time with respect to rangeland. The neighboring families had been independentlyconducting their own business without any joint efforts. Furthermore, bookkeeping had not beenpracticed commonly among herdsmen recording the household expenditure. Moreover, she used topay more attention towards increasing the number of livestock rather than the quality of livestock.Indeed, there was a limited opportunity for information on benefits of running intensive/semiintensivedairy farming in those years.Prior to her involvement in the Peri-Urban Rangeland Project she used to carry out household choresall alone, such as herding, dairy processing, marketing and taking care of eight children. As a singlemother of eight children, doing all these things while also taking care of them was not a smallaccomplishment. Her child says about Ms. Javzan: “She is an incredible mother. All of us obtained atleast a college degree and up. She teaches that not everyone should be a superior but learn how to begood parents.”There were times that she felt that she needed to consult with someone or collaborate on the herdingexperience, though she had no idea how to do it. When the MCA-Mongolia project was introduced toher community she joined straightaway. Since joining the project she has started working with otherfamilies as a herder group and discussing the issues within the group. This enabled the group to dothings together, which she used to do alone. Furthermore, as a group leader she is not only responsiblefor her own family business but she has also demonstrated in her neighbouring aimags and soums herability to lead and manage three other herder families successfully. By doing the collaborative worksuch as haymaking, processing of dairy products and marketing of meat and raw materials, she feelsnow things are much easier with shared responsibility and tasks, resulting in an increased productivityand income within the group. Everyone in the group realized the importance of cooperation and offorming the herder group.One of the Peri-Urban Rangeland Project‟s key interventions is capacity building of herders,with curricula being based on differential needs and interests of female and male herders on issuessuch as environmental pasture and water use management, livestock and business management.Participating in those trainings enabled her to maintain the balance of rangeland carrying capacity bymaximizing herd productivity, while learning new skills for the improvement of livestockmanagement. “In the past, paperwork and pencils were not so commonly used by herders and we hadan “allergy” to it, nowadays though, books and pencils cannot be separated from herder‟s life,” shejokes. “Herders have understood the importance of trainings and how this affects their daily life. Bytheir practical experience they have also realized the importance of collaborative work. The outcomeof the capacity building activity is not only limited to herder groups but has also served as a modelpractice for other non-participant herders. Namely, non-participants have realized the importance ofpastureland management, which is indeed thanks to a pioneering practice the project has introduced,”says Ms. Javzan.Moreover, Ms. Javzan states that “the project investment includes not only trainings, but physicalassistance such as wells with its utilization instructions and fencing materials. Looking at initialimpacts of the project, the milk production has increased along with an improved breeding oflivestock, resulting in an increased income. All these have made a difference in herding practices, asthe project impact is becoming more and more visible to herders live.”As a leader of the group she has been able to strengthen her management and organizationalskills and now with her increased competency, she reviews annual group accomplishments andfacilitates yearly planning. “I am keen to see the accomplishments the group could achieve,” says Ms.Javzan proudly. The training made her realize the importance of bookkeeping for personal businessand financial management. She has also learned the importance of promoting collaborative work withcommon interests of different households and individuals. Consequently, she has initiated a groupsavings scheme among her group by developing an internal regulation on effective use of the fundingfor the future.Page 73 of 8073

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedBeing a herder group leader, Ms. Javzan is in a rare position, as this has tended to be a position givento male herders due to stereotype that man is the “head of the family.” Though she feels that if womenare competent to lead the group, opportunity should be given. Regardless of gender, competency andmanagerial skills should be the main criteria for the herder group leader. She advises young womenand girls that “Opportunity is always in your hand.”“There might be a misperception that engineering is suitable only for males due to the natureof work. It is perceived as too hard for females. Actually this is not true,” says Mrs. Lkhagvajav. Herbrothers and husband are all road engineers, and being in road engineering is a family tradition. Herchildhood experiences are full of memories of her father, who was a road engineer working onconstruction sites. Watching her father inspired her to be an engineer herself. Currently working as asupervising engineer for the Highway Project for the MCC-funded construction of the 176.4 km roadChoir to Sainshand, she is a bridge engineer responsible for monitoring and examining every singleelement of bridge construction to ensure that appropriate standards are being followed.Since her childhood, she was determined to become a road engineer - a unique choice for a girl wherepursuing such a path was not a common tradition. Straight after her high school graduation Mrs.Lkhagvajav started working in the Institute for Road and Bridge architecture and construction as adrafts woman. She used to assist in drafting of road and bridge architecture designing that requiresdoing every single drawing by hand. She had been doing this work until 1997 when a computerizedsystem was introduced, giving her the opportunity to pursue an advanced career as an auto cadoperator. Her experience working as a drafts woman increased her desire and motivation to chooseengineering. Throughout her career she did not stop developing professionally and in 2005 she wasone of two female students among 12 males when she graduated from the University of Science andTechnology as a bridge engineer. Her choice of study paid off and she was able to quickly secure ajob.“Women engineers in road and bridge construction were rare; in fact, being a road engineerrequires frequent travels, working months away from family. It can also be a challenge to maintain thecost of living due to the inconsistent income during off season periods. She has never given upbecause of the stormy and harsh weather conditions while working in the field.Her typical working day usually starts in the office doing a quick monitoring of work done andplanning for the day and then going to the field. In the field she checks the process of road and bridgeconstruction and if standards are followed with high quality. As a supervising road engineer, thisrequires a high level of responsibility. She is delighted to see that security and life of people„s livesdepend on the result of her hard, responsible, committed work. This also contributes to a Mongolia‟sfuture development.When she completes bridge construction she thinks that her children will be proud of her work. Sinceher graduation she has contributed to the construction of three wooden and six concrete bridges andconstruction of about 300 culverts.Given the seasonal nature of engineering work, she often tries to strengthen her professional skills inthe off-season periods. She earned a master‟s degree at the University of Science and Technology andcompleted a thesis titled “Planning and installation of physical access for people with disabilities.”Her colleagues appreciated that her innovative work contributed to the design of physical features toimprove accessibility for people with disabilities for the first time in Mongolia, which resulted in theadoption of a national standard for people with disabilities.Mrs. Lkhagvajav thinks there is a great future in road construction and engineering for both males andfemales and hopes more girls will turn to the profession. The Mongolian government aims toconstruct 5,000 km of paved road over the next four years. It will not be possible to reach thisobjective with the existing number of road engineers, male and female combined, which shows a largeneed for trained road engineers. For Mrs. Lkhagvajav being a female in a male-dominated industryhas not been challenging, and she does not think other females should shy away from the professionjust because it has employed mostly males in the past. “We are all the same. There is no differencebetween women and men in their ability to do things,” she says. Nowadays she sees manyopportunities for female engineers to advance in their careers, and she hopes this inspires young girlsto pursue engineering, especially in road construction. With the construction industry booming in74Page 74 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedMongolia, Ms. Lkhagvajav has certainly chosen a career where there is currently no shortage ofpositive future possibilities.Even though women today have opportunities to enroll in technical and vocational educationprograms in Mongolia, the majority still choose not to. Women perceive technical and vocationaleducation as a male domain in which they do not belong. This is particularly true of male-dominatedfields such as mining or construction. A total of 17,700 students are majoring in construction in 57vocational schools in Mongolia, out of which 3,775, or just 21%, are female. Most women continue tobe concentrated in a narrow range of “traditional” female occupations and industries where future payprospects tend to be lower. Ms. Gantumur Davaa, VET graduate, who majored with an interiordecorator in construction degree, is a woman who broke with this tradition.“In the beginning I actually did not want to choose construction. However, my parents wereboth truck drivers and I had to stay home with my siblings to look after my sisters and brothers,” sheexplains with a smile. “My parents made a decision for me to be a construction worker. As time wentby I became attracted by it and realized the value of the work. Now I cannot separate myself fromconstruction work.”Working in a predominantly male industry she has sometimes struggled by doing heavy things orcarrying heavy construction materials. But her desire to help others and a passion to improve herstandard of living kept her motivated.Though she received vocational instruction years ago, in the last couple of years, after the introductionof the MCA-M VET project, she was able to upgrade and improve her skills. She graduated fromTechnical and Vocational Education with a major in construction in 1993 but moved to thecountryside for the next few years due to limited employment opportunities.In 2010 she returned to her hometown seeking a better income and looking for an opportunity toupgrade her professional skills. This is when she heard about the VET project and decided to takeadvantage, as she saw growing opportunities in construction industry. In 2010 she signed up for andcompleted the competence based curriculum training to become an interior decorator of constructionin the Dundgobi aimag. From this course, she gained knowledge that she needed to establish herselfas an interior decorator.She witnessed firsthand differences between the currently implemented training curriculumfunded by MCA-Mongolia and the traditional teaching system during the 1990s. “Technology ininterior decoration, selection of construction materials and construction standards have been changedgreatly compared to the 1990s,” she observes. She believes that this new training curriculum under theVocational Educational Training project has made her aware of new technologies to use in her work.“The advantage of the competency -based training is that I care about the skills required to meet highquality standards,” she says.In addition to her thriving career path in construction, Ms. Gantumur also has a family offour. As a single mother, balancing work and home is a constant challenge. Ms. Gantumur is alsoapplying her drive to helping her community. Her focus is on unemployed youth. She is striving totrain a group of youth to deliver good quality of interior decorators, which will later help her and herstudents to establish their own small businesses.“Nowadays, many girls are interested in construction. But many of them do not get engagedin construction due to the hardship of the work,” she says. “I have seen that if one is really capableand equipped with required skills, they could gain much better income than they do generate fromother girly jobs. Thus I try to enable those who are not engaged but have passion and desire inconstruction through teaching and sharing with them.” She believes that “young girls and women inthe construction industry have to be tough and thrive on challenges.”She is quite cognizant that she is a role model for others. She advises other women “not togive up and keep on working towards their own advancement.”Page 75 of 8075

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedAnnex 4: Amendment to Internal Labor Regulations for RoadContractors on Sexual HarassmentRationaleThe international practice shows that sectors like road, construction, army, police and educationalsectors have high risk of sexual harassment 14 incidents. The same risk exists in Mongolia as well. Tomitigate the risk in Road project, MCA-Mongolia, all contractors shall bear responsibility and dutytowards securing the rights of the workers through approving appropriate policy and regulation onprotection of sexual harassment incidents at work place and ensure the implementations of thosepolicy and regulations. Different types of concerns associated with gender equality and gender-basedviolence are reflected in the Mongolian laws, namely, the Constitution of Mongolia, Labor law, Lawon occupational health and safety, and the Law on promotion of gender equality of Mongolia.PurposePurpose of this regulation is to create a sexual harassment free working environment for all employeesby ensuring a safe of the workers while workers are on full time or and/or in a temporary basis.Application of the regulationAll employees including of part-time, temporary or/and full time workers of the three contractors shallbe properly informed and educated about, as well as held accountable for adhering to this Amendmentto their respective Internal Labour Regulations.One. Rights and Duties of the Employer(s) and Employee(s)Responsibilities and Duties of the Employer(s):1. A human resource specialist of the Contractor has the responsibility to introduce the regulation toall workers. The site manager and the employee both have to sign for documentation purposes,which will be used for resolution of any disputes that may arise during the tenure.2. The employer shall be responsible for conducting training on sexual harassment for all employeesto improve understanding and prevent from potential cases.3. The employer shall bear a responsibility to foster the sexual harassment free environment.4. The employ is responsible for communicating clearly to the employees the grievance channelsand reporting procedures in case of any incidents.5. Employer shall be obliged to ensure that people in supervisory positions do not engage in, allow,or in any way inhibit the reporting of sexual harassment.6. If necessary, the employer shall have a proper protective action such as isolation of victim from aperpetrator.7. Confidentiality:7.1. Employer shall be responsible for ensuring that persons with a sexual harassment grievanceare treated with respect and concern for their privacy and well-being in the workplace.7.2. Personal information revealed in the course of the court procedure on sexual harassment shallbe regarded as confidential and is subject to protection under the Law on PersonalConfidentiality (Gender law, provision 24.4).7.3. In case of such incidence, the employer has a duty to ensure a confidentiality of the incidenceand provide a support to find an appropriate professional counseling and consultancy service fromthe government and/or non-governmental organizations.8. If an employee of a public agency, economic entity or organization commits an act of genderdiscrimination in a workplace, the employer shall also be held liable (Gender law, provision 23.3).9. To ensure sufficient oversight of the workplace and associated locations such as work camps.14 For terminology, please refer to the Notes below76Page 76 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learned10. In case of grievance, the employer shall take the disciplinary actions stated below in a sectiontwo: Referral/Reporting Procedure of the Incidents (item nr.3).Rights and Duties of the Employee(s):1. All workers shall be responsible for not engaging in or tolerating sexual harassment.2. An employee has an obligation to comply with this regulation through avoiding any misconductof sexual harassment.3. An employee must attend educational and awareness raising sessions on prevention from sexualharassment organized by the employer.4. An employee has the right to demand from the employer to create sexual harassment free workingenvironment.5. An employee has the right to be informed and protected from any forms of sexual harassment.6. In case of sexual harassment incidence was disclosed and it has affected employee‟ reputation, theemployee has the right to file a complaint according to the applicable laws of Mongolia.7. In case of grievance, an employee has a right to lodge a complaint through optional ways notedbelow in a section two: Referral/Reporting Procedure of the Incidents without fear of losing theirjob for doing so.Two. Referral /Reporting Procedure of the IncidentsIn accordance with the Law on promotion of Gender Equality and the Labour Law of Mongolia,In case of grievance, Jiangxi/Halla employee has a right to lodge a complaint through followingoptions:Option 1: Ms. Altanchimeg. B, social expert of HPM and Ms. Tsolmon. B, Deputy Officer forEnvironmental and Social Impact, ESA unit, MCA-MongoliaOption 2: The National Human Rights Commission of MongoliaFollow-up disciplinary actions:1. Upon receipt of a complaint, an Ad Hoc Committee shall be established that is composed of thefollowing persons:1. Mr. Odgarig Z., Lawyer-Complaint Resolution Manager, MCA-Mongolia2. Ms. Tsolmon B., Deputy Officer for Environmental and Social Impact, MCA-Mongolia3. Ms. Altanchimeg B., HPM social expert, Road project2. The Ad Hoc Committee shall be committed to an independent investigation. Upon completion ofthe investigation (including meeting with a victim), the committee shall require from a relevantproject manager to take a disciplinary action following the Law on promotion of gender equalityconcerning workplace sexual harassment.3. According to the Labour Law of Mongolia (article 134) and the Law on promotion of genderequality, the project manager shall undertake one of three-staged disciplinary actions listed below(depending on the nature/seriousness of the complaint, the disciplinary action may differ):3.1. Give a warning to a perpetrator. And require from the perpetrator to ask forgiveness from avictim.3.2. To deduct a remuneration/wage of the perpetrator by up to 20% for up to three months(Labour law, provision 131.1.2., Amendment, 22 May 2003).3.3. To terminate a contract with a worker who violated a code of conduct rule (i.e. sexualharassment).In case of grievance, HPM staff has a right to lodge a complaint through following options:Option 1: Ms. Altanchimeg. B, social expert of HPM and Ms. Tsolmon. B, Deputy Officer forEnvironmental and Social Impact, ESA unit, MCA-MongoliaOption 2: The National Human Rights Commission of MongoliaPage 77 of 8077

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedFollow-up disciplinary actions:1. Upon receipt of a complaint, an Ad Hoc Committee shall be established that is composed of thefollowing persons:1. Mr. Odgarig Z., Lawyer-Complaint Resolution Manager, MCA-Mongolia2. Ms. Tsolmon B., Deputy Officer for Environmental and Social Impact, MCA-Mongolia3. Ms. Altanchimeg B., HPM social expert, Road project2. The Ad Hoc Committee shall be committed to an independent investigation. Upon completion ofthe investigation (including meeting with a victim), the committee shall require from a relevantproject manager to take a disciplinary action following the Law on promotion of gender equalityconcerning workplace sexual harassment.3. According to the Labour Law of Mongolia (article 134) and the Law on promotion of genderequality, the project manager shall undertake one of three-staged disciplinary actions listed below(depending on the nature/seriousness of the complaint, the disciplinary action may differ):3.1. Give a warning to a perpetrator. And require from the perpetrator to ask forgiveness from avictim.3.2. To deduct a remuneration/wage of the perpetrator by up to 20% for up to three months(Labour law, provision 131.1.2., Amendment, 22 May 2003).3.3. To terminate a contract with a worker who violated a code of conduct rule (i.e. sexualharassment).Three. Awareness raising on sexual harassmentAs it is stipulated in the Law on promotion of gender equality (provision 11.4.2.), the employer shalltake the following measures: “design and conduct a program on training and retraining gearedtoward creating a working environment free from sexual harassment, and report on its impact in atransparent manner.” Accordingly, to educate all employees about this regulation, the followingactions should be taken:As for HPM:A learning session on TIP (including sexual and labour exploitation), workplace sexual harassment,HIV/AIDS and STIs should be conducted for all workers by HPM social expert. Both Halla andJiangxi‟s social specialists will attend the training.As for Jiangxi and Halla:The HPM social expert together with social specialists of Jiangxi and Halla are expected to raiseawareness among their respective workforce by conducting a learning session on TIP and sexualharassment for the workers who were not trained last year. In addition, training on sexual harassmentshould be conducted by the HPM social expert for all workers, using content and substance of trainingmaterials that are satisfactory to MCA-Mongolia and MCC.Notes: Terminology interpretationAccording to the Article 4.1.7 of the Mongolian Law on promotion of Gender Equality: “sexualharassment” is an unwelcomed sexual request/expression by verbal, physical and/or other forms,intimidation, threat and/or other forms of coercion that makes sexual intercourse an unavoidableoption for the victim or that creates an unbearable hostile environment and/or causes damage in termsof the person‟s employment, professional, economic, psychological and/or any other acts and enacts.78MCC defines sexual harassment as:• Any physical, verbal or non-verbal conduct of a sexual nature and other conduct based on sexaffecting the dignity of women and men, which is unwelcome, unreasonable and offensive to therecipient.• Where a person‟s rejection of, or submission to, such conduct is used explicitly or implicitly as abasis for a decision which affects that person‟s job.• Conduct that creates an intimidating, hostile or humiliating working environment for therecipient.Page 78 of 80

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedAnnex 5: Public consultation schedule№ Project Focus areas Methodology and Respondent(s)Ulaanbaatar, the capital city One-on-one interview /social worker/1 Energy and EnvironmentProjectKhentii province – Undurkhaan city Focus group discussionKhentii province – Undurkhaan city Focus group discussionKhentii province – Undurkhaan city Focus group discussion2 Property Rights ProjectGovi-Sumber VET school Students‟ focus group discussionGovi-Sumber VET school Students‟ focus group discussionGovi-Sumber VET school Students‟ focus group discussion /Female/VET school, UB city One-on-one interview /Director of Methodology Center/Vocational Education andTraining Project3Focus group discussion /high school student /female/One-on-one interview /School social worker/Focus group /Female students/Road Project Dornogovi aimag Airag soumGovi-Sumber province, Shiveegovi soum Focus group /Female students//Tuv aimag – Argalant soum One-on-one interview /Soum Land officer/Tuv aimag – Argalant soum One-on-one interview /Bagh governor /Unenbat/Tuv aimag – Argalant soum One-on-one interview /Herder, male / Baasankhuu/4Peru-Urban RangelandProject5Uvurkhangai aimag One-on-one interview /traffic policemen and male project beneficiaries/Sukhbaatar aimag One-on-one interview /school social worker, medical practitioners of Familyclinics, the pub waitress/6 Health ProjectPage 79 of 8079

Mongolia Compact Gender Summary Report: Best Practices And Lessons LearnedLIST OF REFERENCES National legislation1. Land Law of Mongolia, 20022. Law on promotion of Gender Equality of Mongolia, 20113. Law on combating Trafficking in Persons of Mongolia, 2012 MCC guidance documents4. Gender Policy, 20065. MCC Gender Integration Milestones and Operational Procedures, 2011 MCA-Mongolia guidance documents and survey reports6. Program-wide Gender Integration Review and Plan, 20117. One-year Gender Integration Plan Review and Update, 20128. MCA-Mongolia Guidance for addressing Trafficking in Persons concerns in Road project, 20129. Annual Report 2011, MCA-M10. PURP Report 2012, MCA-M11. Quarterly monitoring notes by MCA-Mongolia ESA unit, 2011-201212. Baseline evaluation report for phase I areas (PURP), Monitoring and Evaluation unit, MCA-Mongolia, 201213. Baseline evaluation report for phase II areas (PURP), Monitoring and Evaluation unit, MCA-Mongolia, 201214. A small-scale gender assessment for Peri-urban Rangeland project “Beneficiary herder womenand men speak out”, MCA-Mongolia ESA unit, May 201315. Final Report by Center for Policy Research on “Training of Herders and State Officials in PastureLand Management” July 201316. A Survey Report on “Gender and Land in Mongolia: Land ownership and its Implications forhousehold dynamics, women‟s bargaining power and safety” MCA-Mongolia ESA unit, July2013.17. Stove behaviour survey: 2011-2012 heating season, Monitoring and Evaluation unit, MCA-Mongolia, 201218. “Knowledge, Attitude and Practice of General Public on NCDI” survey report by the NationalCenter for Public Health and MCA-Mongolia, 2013 Other Reports/Documents19. Quarterly report by the Center for Health Development, March 201320. MCA-Mongolia Campaign brochure “Women‟s Leadership in the economy”80Page 80 of 80