Strategic Plan for the Implementation of the National Gender Policy

2.1. Institutional overview………………………………………………………..8 2.1. 1. The Ministry in charge of Gender…………………………………………8

2.1.2. The National Women’s Councils…………………………………………..8

2.1.3. The Gender Monitoring Office……………………………………………..9

2.1.4. Civil society…………………………………………………………………..9

2.1.5. Districts and Sectors………………………………………………………..10

2.1.6. Development partners……………………………………………………..10

2.2. Review of the gender as a crosscutting subject……………………………10

2.2.1. The current situation……………………………………………………….10

2.3 Policy context………………………………………………………………….20

2.3.1. General orientation………………………………………………………....21

2.3.2. Mission………………………………………………………………………22

2.3.3. Objectives…………………………………………………………………...22 III THE STRATEGIC FRAMEWORK………………………….……………...23

3.1 IMPROVING ECONOMIC CONDITIONS OF RWANDAN MEN AND WOMEN ……..………………………………………….………..……..23 3.1.1. Transforming subsistence agriculture and livestock into a gender sensitive market oriented fields……………………………………………………....23

3.1.2. Promoting gender equality in the private sector………………………….....23 3.1.3. Increasing women’s participation in the higher echelons of the Employment sector………………………………..………………………...23

3.1.4. Promoting gender equity in accessing infrastructure facilities……………...23

3.2. CONSOLIDATING GOOD GOVERNANCE……………………………...23

3.2.1. Promoting gender equality in the justice sector……………………………...23

3.2.2. Fighting gender based violence …………………………………………….23 3.2.3. Increasing quantitative and qualitative participation of women in local government…………..…………………………………….…............23

3.3. IMPROVING THE RWANDAN MEN’S AND WOMEN’S WELFARE…………………………………………………………………….….…..23

3.3.1. Improving women’s/girls’ access, performance, retention and completion at all levels of education…………………………….…23

3.3.2. Increasing women’s/girls’ access and effective participation in science and technology education and training………………….…23

3.3.3. Addressing adults’ illiteracy………………………………………..23 2 3.3.4. Increasing access to medical services for both men and women……………………………………………………….……..23

3.3.5. Increasing access to clean and safe water and promoting women’s participation in water management……….….24 3.3.6. Improving living conditions of vulnerable groups with more emphasis on women……………….……………………………….24 3.3.7. Promoting women’s participation in the management of environment and natural resources, and increasing their access to and control over land………………………………….…24

3.4 RAISING AWARENESS AMONG RWANDAN POPULATIONS ON GENDER ISSUES………………………………………………………..24

3.4.1 Informing, mobilizing, and raising awareness of the populations , Community, religious as well as political leaders about gender ........................................................................................24

3.4.2 Involvement of men in gender issues ..........................................24

3.5 MAINSTREAMING GENDER IN ALL DEVELOPMENT SECTORS………………………………………….………………………24

3.5.1 Building capacity on gender planning skills for key stakeholders at all levels…………………………………….…...…24

3.5.2 Develop indicators for Mainstreaming gender in all development sectors ………….........................................................................24 3.6. COORDINATING AND REGULATING THE IMPLEMENTATION OF THE NATIONAL GENDER POLICY……………………………….24

3.6.1. Establishing coordination and regulation mechanisms of interventions on gender ……………………………………….....24

3.6.2 Monitoring and evaluation…………………………………………. 24 IV IMPLEMENTATION OF THE STRATEGIC PLAN………...….56

4.1. Key stakeholders at central level………………….………….56

4.1.1. The Office of the President of the Republic………………...56

4.1.2. The Prime Minister’s Office…………………………..……....56

4.1.3. The Ministry in charge of Gender………………………...….57

4.1.4. The Gender Inter-ministerial Committee (Gender CIC)…...57

4.1.5. The Technical Steering Committee (TSC)………..…………..57

4.1.6. The Ministry of Finance and Economic Planning…………..58

4.1.7. Development partners……………………….......................….58

4.1.8. The National Women’s Councils……………………………..58

4.1.9. The National Gender Cluster………………………………....59

4.1.10. Sector Ministries……………………………………………....59

4.1.11. The Forum for Rwandan Women Parliamentarians.……...59 3

4.1.12. The Gender Focal Points …………………………..………...59

4.1.13. The National Human Rights Commission……….…….......60

4.1.14. The Unity and Reconciliation Commission……………....60

4.2. Decentralised level/Local Governments…………….…...….60

4.3. Civil Society………………………………….………………….61

4.4. Private sector………………..………………………………..….62 V MONITORING AND EVALUATION……………..………….....63 REFERENCES…………………………………….………………....64 ANNEX: BUDGET ESTIMATES ...............…………………………65 4 ACRONYMS AND ABBREVIATIONS CBOs: Community-Based Organizations CEDAW: Convention on the Elimination of All forms of Discrimination Against Women EDPRS: Economic Development and Poverty Reduction Strategy FBOs: Faith-Based Organisations FFRP: Forum des Femmes Rwandaises Parlementaires GBV: Gender-Based Violence GMO: Gender Monitoring Office HIV/AIDS: Human Immunodeficiency Virus/Acquired Immunodeficiency Syndrome ICT: Information Communication Technology GFPs: Gender Focal Points GCIC: Gender Inter-ministerial Committee MDG: Millennium Development Goals M&E: Monitoring and Evaluation MIGEPROF: Ministry of Gender and Family Promotion MINECOFIN: Ministry of Finance and Economic Planning NER: Net Enrolment Rates RFPS: Rwandan Federation for the Private Sector TSC: Technical Steering Committee TVET: Technical and Vocational Education and Training. 5 I: INTRODUCTION Rwanda government has strongly expressed its commitment for the promotion of gender through the ratification of relevant international instruments and the development of national legal and planning instruments aimed at translating its commitment into actions. Rwanda is a signatory to the Convention on the Elimination of All forms of Discrimination Against Women (CEDAW). The latter recognizes the importance of promoting gender equality and women’s empowerment as an effective pathway for combating poverty, hunger and disease and for stimulating sustainable development. Rwanda is also signatory to the Beijing Conventions that aims to eliminate all forms of gender-based discrimination. Its concerns are, among others, the persistent and increasing burden of poverty on women; a lack of respect for and inadequate promotion of the human rights of women and violence against women. Rwanda has ratified the Millennium Declaration which among other things spells out the goal of attaining gender equality and the empowerment of women as prerequisite for sustainable development (MDG 3). In its preamble, the Rwandan Constitution states that Rwanda is committed to ensuring equal rights between Rwandans and between women and men without prejudice, adhering to the principles of gender equality and complementarity in national development. Article 9, Section 4 states the commitment to ensure that equality between all Rwandans - men and women - is recognized. It further affirms that women should hold a minimum of 30% of posts in government decision making positions. Article 11 emphasizes that all kinds of discrimination based on ethnic origin, sex…is prohibited and punishable by Rwanda law. The Vision 2020 synthesizes the political, social and economic aspirations of the Rwandan people. Gender is a crosscutting issue considered in all the fundamental pillars, with targeted actions: updating and adapting laws with gender aspects; supporting education for all; eradicating all forms of discrimination; combating poverty; promoting female presence in associative and cooperative networks; generalizing training and information regarding gender and population issues. The Economic and Development Poverty Reduction Strategy (EDPRS) is the Rwanda’s second generation poverty reduction strategy document which is the medium term development plan and puts special emphasis on economic growth. Gender is given strong focus as one of the cross cutting issues alongside HIV/AIDS, Environment and Social Protection. The National Gender Policy commits to: use the gender approach as a national planning tool; promote a social and legal framework conducive to gender 6 equality in all areas of public, private and civil society life; promote the full contribution of women and men to the national development process; and promote a framework for exchange and partnership between all key players involved in the promotion of the status of the Rwandan women and men. The preparation of the Decentralization Policy was inspired by Gender Analysis as one of the key techniques used for its development, and proactive programs have been included to promote gender sensitive policies and decision making at local authority levels. The Rwandan overall policy environment for gender equality promotion is positive and evidences national commitments and political will. However, effective translation of these commitments and political will into actions requires more specialized tools for each instrument to define specific programs and objectives, relevant activities, roles of involved stakeholders, the time frame and appropriate resources. This means that a strategic plan for each policy document needs to be developed for its practical implementation. This reality applies to the National Gender Policy as well, which led to the development of this Strategic Plan. The latter has key elements including the overview of the general situation of gender, which cover the institutional overview, the review of gender as a cross-cutting subject and the policy context. Other key elements of the Strategy Plan include strategic framework, which is the core that highlights the focus areas including proposed programs, sub-programs and actions, expected results expressed in terms of outcomes and outcome indicators. The strategic framework covers also the responsible part to ensure effective implementation. Other elements of the Strategic Plan include the different stakeholders and their roles, monitoring and evaluation (M&E), and the costs and financing. The development of this strategic plan was a process that covered different steps including exploration of existing relevant documents, consultation with different key stakeholders and interviews with key resource persons. Different technical sessions were held to improve the developed drafts, which resulted into the validation of the current strategic plan whose key components are discussed below. 7 II: OVERVIEW OF GENDER EQUALITY PROCESS

2.1. Institutional overview 2.1. 1. The Ministry in charge of Gender The Ministry in charge of gender leading the national machinery created to promote gender equality throughout the Country, is responsible for the National Gender Policy formulation, dissemination and popularisation at national and international levels. This is a key task in the process of gender equality. Another task of the Ministry that has gender under its responsibilities is required for effective implementation of the policy and that is coordination of all activities aimed at promoting the cause of gender equality. Gender being a cross- cutting area, coordination is crucial for effective implementation. As gender is a quite new concept, it is likely to face resistance to change. Thus, advocacy is a strategy to ensure that the country’s highest authorities do not forget to take into account that dimension in the comprehensive development plan. So, the Ministry that is in charge of gender, currently the Ministry of gender and family promotion (MIGEPROF), advocates for gender promotion. Mobilising resources for the implementation of gender interventions is another important task of MIGEPROF. Indeed, gender mainstreaming requires various actions and different actors, and services and related logistics must be paid. Besides, human resources are needed for specific expertise is required. Networking at national, regional and international level in the field of gender has been made necessary by the very story of the fight for equality between men and women. When the 4th World Conference on Women took place in Beijing in 1995, it was a step in long process that had started long time ago and was finally supported by the United Nations in the mid 70s. It was no longer a fight of some women in a country but a worldwide movement for justice. It is not judicious today to fight alone in a globalized world. Now is the time to unite for more success in the gender equality process.

2.1.2. The National Women’s Councils These structures were set up by the Government to co-ordinate the functioning of Women’s Councils from grassroots to the national level. The Women’s Councils constitute a critical forum to empower women for their effective participation in the national development and more visibility in the life of the Nation. 8 One of their roles is to advocate for women promotion and thus contribute to the acceleration of the gender equality process. This task is logical, because the National Women Councils are representatives of all women. The system was designed to give every woman room to express her ideas. So, not only the National Women Councils have the mandate to speak on behalf of women but also have the legitimacy to advocate and lobby for change in women’s status. For this reason, the National Women Councils follow up the implementation of the National Gender policy so as to check whether the programmes planned for gender promotion are carried out or not. In this last case, the National Women Councils advocate for action. However, mobilisation of women to participate in different development activities is also their task, and it continues throughout the Country. That activity is justified by the fact that a lot of women are not aware that their subordination to men is an issue and some still think that gender is something invented by city women likely to destabilise their homes and disturb their relations with their spouses.

2.1.3. The Gender Monitoring Office The role of the Gender Monitoring Office is to monitor progress towards gender equality. To reach this objective, the Gender Monitoring Office will have to conduct several activities. One of the most important will be to develop clear performance indicators in line with priority areas to ensure effective monitoring and evaluation of progress and develop a comprehensive monitoring and evaluation system with gender specific indicators, both qualitative and quantitative, and an inbuilt review system. The Gender Monitoring Office will also develop monitoring and evaluation tools for gender mainstreaming and set monitoring standards for gender equality based on sectors. Another series of activities will be related to auditing and assessing impact of gender mainstreaming activities. Monitoring surveys will be conducted so as to measure progress made towards gender equality in different sectors. The Gender Monitoring Office will hold different institutions accountable through scrutinising of reports by those institutions. One of the Gender Monitoring Office’s tasks will be to ensure capacity building. It will develop programmes to make it possible for civil servants and other actors to ensure gender mainstreaming in their daily work, especially planning officers at all levels. 9

2.1.4. Civil society The Civil Society organisations are primarily concerned by the implementation of the National Gender Policy. Concrete actions will include gender sensitisation at community level or towards various specific groups. Affirmative actions will also be on their agenda. Towards decision-makers, they will organise lobbying and advocacy for gender equality promotion.

2.1.5. Districts and Sectors The Decentralisation policy provided local governments with roles formerly played by central government. Among them is gender equality promotion. Today, the National Gender Policy is implemented at District and Sector level. Thus, district and sectors are to ensure that gender dimension is mainstreamed and implemented in all their policies, programs and projects.

2.1.6. Development partners United Nations agencies and international organisations will also play a role in the National Gender policy implementation. Together with the Government of Rwanda, they will develop mechanisms of collaboration towards gender equality promotion. Besides, in close collaboration with the ministry in charge of gender, those organisations will provide financial and technical support for implementation, monitoring and evaluation of the National Gender Policy.

2.2. Review of gender as a crosscutting subject

2.2.1. The current situation The issue of gender inequality is embedded in patriarchy as a system that accords more powers to men than women. Thus, boys are attributed more values than girls. This is evident in different overarching issues, including poverty, which is felt more acutely by women than men; lack of institutionalization of gender accompanied by unequal participation of men and women in all social, cultural, economic and political spheres; unequal access to services. Rwanda has shown its commitment in addressing gender inequality by ratifying international instruments including the Convention on the Elimination of all Forms of discrimination against Women (CEDAW), the Millennium Development Goals (MDGs), the 1995 Beijing Platform for Action which has 10 been gradually translated into action through the implementation of national instruments including Vision 2020 and EDPRS among others. However, gender inequalities are still existing in the various development sectors. The following sections discuss gender inequalities in the eleven sectors as highlighted in the EDPRS. The order of the sectors discussed is in line with their commonality to belong to the same developed program. Thus, the first four sectors including Agriculture, Capacity Building and Employment, Infrastructure and Private Sector belong to the first proposed program, that is “Improving economic conditions of Rwandan populations” (see program 3.1), as they directly relate to economic growth. The sectors that follow including Decentralization and Community Participation, and Justice belong to the proposed program of “Consolidating good governance” (see program 3.2). The last five sectors have been combined to form one program: “Improving the population welfare” (see program 3.3).

2.2.1.1. Agriculture The vast majority of Rwandan population is involved in Agriculture with a predominant representation of women (86%)1. Rwandan populations are mostly involved in subsistence agriculture with women representing 79.6%2. This gender imbalance is also verified at the level of access to and control over land. For instance, women with land title represent 10.6% while men represent 21.27%3. Gender disparities are also a lived reality at the level of cash crops production. For example, women involved in coffee and tea production represent 25% as opposed to men representing 75%4. Social and cultural factors among others underpin these gender inequalities in agriculture. Women are culturally believed to be good managers of households and thus they are in charge of food items that are reserved for the survival of the family but their access to and control over cash crops is very limited. Besides, land which is an important resource for income generation is culturally in the hands of the man. On top of socio-cultural factors, the following are found to be among other reasons sustaining gender disparities in the area of agriculture: limited gender mainstreaming expertise; lack of measures aimed at involving female and male farmers in assessing their needs and constraints; limited participation of women in extension services and farming techniques; lack of new farming techniques easily accessible to women; lack of gender-disaggregated data. 1 EICV2 2 Opcit 3 Opcit 4 Opcit 11 As consequences, this situation leads to women’s limited access to agricultural credits, as they have no land to give as a guarantee, the subsistence agriculture takes much of their time on top of the time used for reproductive works, which prevent them from having ample time for income generating activities. The lack of knowledge and skills for modern agriculture affect both men’s and women’s productions but women are more affected than men as they are the majority involved in agriculture. This sustains the sad reality of poverty having woman’s face, which is a serious threat for national sustainable development.

2.2.1.2. Capacity building and employment promotion Generally the Rwandan labour force has limited skills and knowledge to promote job creation and employment in the country. However, men are the majority to occupy key positions in all sectors. Among the few women employed, majority of them are serving in the category of supporting staff. Women are under-represented in well-paying jobs, which are mostly technical, as very few of them have required skills to compete for these jobs. Social and cultural factors underpinning the limited knowledge and skills among women are among other causes of the poor participation of women in capacity building and employment. The poor representation of women in employment is illustrated as follows: In the public sector, men as Secretary Generals represent 74%, and Director Generals represent 81%. Men Professionals represent 67%5. On the contrary, women are majority in supporting position as they represent 65% of administrative assistants and 72% of secretaries are women6. This reality is verified in the private sector whereby women remain the minority in the key positions as illustrated by the following figures. In banking, women are 33% as Director and deputy directors, and in the insurance sector, women represent 6%7 at that same position. Poor participation of women in key positions is also a lived reality in faith-based organizations (FBOs). 5 Genre et Marché de l’Emploi au Rwanda, MIFOTRA, 2007 6 Opcit 7 Opcit 12

2.2.1.3. Infrastructure a) Energy The biggest gender issue observed in the area of energy is the time women/girls spent collecting firewood and plants residues for them to be able to carry out energy related activities in the households. Although men can be involved in searching for firewood and other forms of cooking energy, women/girls are mostly expected to be the ones to address the issue of energy at household level. This affects the time women could use for other purposes including income generation, among others. Absenteeism especially for girls at school age is another consequence resulting from the time used for firewood collection. Furthermore, women are mostly affected by indoor diseases associated with the smoke from the firewood as they are the majority to use them while preparing the food for families. b) Transport Gender inequalities in transport are observed especially in road transport that represents 90% of transport in Rwanda8. Women and men are involved in roads maintenance as provided in the transport policy but more men than women are recruited for roads related activities. Besides, men are mostly given key positions while the vast majority of women are working as support staffs, which give them lower income as compared to men. Much efforts are made in the construction of the main roads connecting provinces and other administrative and economical key areas, but less is done on the side of the feeder roads that majority of women are using mostly for their everyday reproductive activities. Gender inequalities at this level lie in the fact that majority of men are using, most of their time, the main roads that are generally in good conditions and associated with paid activities while majority of women are using the feeder roads that are generally in bad condition to carry out unpaid works, in most of their time. As consequences, women involved in roads related activities earn little income as compared to men. Besides, they work longer hours as they have to involve in domestic activities after road related services. Poor condition of feeder roads renders rural transport difficult, which affects more the lives of women than men. 8 Source: MININFRA, Transport program 2008-2012, Kigali, 2008 13 c) ICT In the area of ICT access to information is the key gender inequality. Generally, men have more access to information than women. This is due to women’s social expectations causing them not to have time for information. As a consequence, the limited access to information prevents women from having opportunities for improvement of their living conditions.

2.2.1.4. Private sector Gender inequalities observed in the private sector are mainly the poor women’s representation among the industries’ owners, limited access to credits to invest in business, unequal access to employment between men and women by employers who fear recruiting women because of their biological make-up: the view of employers is that women are likely to get pregnant which may affect business when they are in maternity leave. For this reason promotion of the few recruited women for higher positions is very limited, which sustains the phenomenon of glass ceiling. In actual fact majority of women employed in the private sector are in the category of supporting staff. Social cultural factors are the major causes of these gender inequalities. In fact, women are socially expected to involve in domestic activities which are mainly unpaid while men are encouraged to involve in business. This leads to lack of entrepreneurial spirit among women and the limited access to financial credits.

2.2.1.5. Decentralisation and community participation As a result of patriarchy, which gives men the leading role in households and the community, decentralization and community participation is one specific domain in which women’s contribution remains very weak. For example, at district level women Districts Mayors represent 6.7% and men 93.3%. Women District Executive Secretaries represent 17%. At Sector level, women Executive Secretaries represent 13%9. The inequalities described above are mainly caused by the socialization process that predetermines women’s and men’s social expectations. Thus, men are more encouraged to be decision makers in the public sphere while women are more involved in domestic activities. This situation is quite different at the central level, whereby women’s representation is significant, as shown in the table below. 9 MIGEPROF, Gender Profile 2005-2007, Kigali 2009 14 Table 1: Evolution of women’s participation in decision-making Year 2006 2007 2008 Gender M F %F M F %F M F %F Ministers/ Ministers of State 20 09 31 20 09 31 17 10 37.1 Secretary Generals - - - 15 03 16.6 15 03 16.6 Deputies 41 39 48.8 41 39 48.8 35 45 56.25 Senators 14 06 30 14 06 30 17 09 30 Préfets/ 4 1 25 3 2 40 4 1 25 Governors Bourgmestres / 29 1 3.3 29 1 3.3 28 2 6.7 Mayors Source: Beijing Secretariat, 2008 Table 1 shows that, while the representation of women at central level has continually increased since 2000, no significant change has been made at decentralised level where implementation is carried out.

2.2.1.6. Justice In the area of justice the major gender inequalities faced are lack of information, for majority of women as compared to men, about their rights and about the laws protecting these rights; the poor representation of women in the judiciary especially at decentralised level; and limited legal assistance. Poverty, lack of self confidence, ignorance, poor dissemination and implementation of laws, and resistance to change are among other causes sustaining these inequalities. Gender-based violence (GBV) is also a very critical issue of justice. The GBV Mapping Study 2007 revealed that women are the majority among the victims while men are the majority among the perpetrators. The main influencing factors were found to be poverty, consumption of alcohol, ignorance and wickedness. The limited involvement of men in addressing GBV was among other reasons found to be behind the persistence of this form of violence. These inequalities lead to constant poverty in households, misunderstanding between spouses, health problems and development issues nationwide, among others.

2.2.1.7 Education Rwanda has achieved gender parity in primary education, making it only one of a few African countries to do so and Net Enrolment Rates (NER) in primary 15 schools is now 95.8% for girls and 94.7 % for boys10. Although the country has made significant progress in meeting international set goals, girls lag behind boys in terms of retention, completion rates and final examination scores. This explains why the number of boys is on constant increase in upper levels while that of girls decreases significantly. Figure 1 below shows the number of boys that remains higher than that of girls despite of a constant increase of the number of enrolled students in public secondary schools. Figure 1: Enrolment in public secondary schools 100000 90000 80000 70000 60000 Boys 50000 Girls 40000 30000 20000 10000 0 2002/03 2003/04 2005 2006 2007 Source: EMIS, MINEDUC, 2008. Figure 1 shows that gender disparities remain a serious issue in public secondary school. This issue is a reflection of poor performance of women/girls as compared to men, which remains a lived reality not only at secondary school level but also at higher education level, as shown in Figure 2 below. 10 MINEDUC, EMIS, 2008 16 Figure 2: Enrolment in public higher education 12000 10000 8000 Boys 6000 Girls 4000 2000 0 2001/02 2002/03 2003/04 2005 2006 Enrolment in public higher education institutions Source: MINEDUC, EMI, 2008 Figure 2 shows that the gaps between men and women in public universities remain wide and this is actually due to the poor performance of women/girls as compared to men/boys. The poor performance of women/girls underlies the high drop outs and repetition rates experienced by women/girls at all levels. The poor performance, repetition and dropouts rates of women/girls are associated with the reproductive works that take important time that women/girls could use for educational activities, the low number of female teachers both at secondary and tertiary education to serve as role models for women/girls students, the early marriage of young girls completing high school who then have to cope with their new family and educational life, and lack of enough and adequate infrastructures to meet educational and social needs for women students among others. Poor participation of women/girls in science and technology and in technical and vocational education and training (TVET) is another gender inequality that needs to be given the attention it deserves. The percentage of women in science and technology is far below the percentage of women in other fields, as shown in the Table 3 below. 17 Table 2: National University of Rwanda Statistics: Undergraduate programme N° FACULTY/SCHOOL 2006 2007 2008 Females Males Females Males Females Males 1 Agriculture 69 188 80 211 147 399 26.9% 73.1% 27.5% 72.5% 27% 73% 2 Law 95 310 63 264 118 350 23.5% 76.5% 19.3% 80.7% 25.3% 74.7% 3 Arts & Humanities 80 228 59 173 46 194 26% 74% 25.5% 74.5% 19.2% 80.8% 4 Education 302 603 183 431 20 20 33.3% 66.7% 29.8% 70.2% 50% 50% 5 Medicine 88 432 94 407 348 826 16.9% 83.1% 18.8% 81.2% 29.7% 70.3% 6 Sciences 174 748 211 918 134 719 18.9% 81.1% 18.6% 81.4% 15.8% 84.2% 7 Applied science 83 415 45 345 100 655 16.7% 83.3% 11.6% 88.4% 13.3% 86.7% 8 Economics and 385 990 282 830 533 1293 Management 27.5% 72.5% 25.3% 74.7% 29.2% 70.8% 9 Social sciences 447 471 251 407 372 454 48.7% 51.3% 38.1% 61.9% 45.1% 54.9% 10 Journalism 29 65 39 62 47 101 30.9% 69.1% 38.7% 61.3% 31.8% 68.2% Source: National University of Rwanda Statistics, 2008. Table 2 shows that women’s representation in public universities varies between 16% and 30%. It shows that women remain poorly represented in traditionally male reserved areas including Science, Medicine, and Applied Science, among others. As consequences the gender inequalities in education lead to lack of qualified and skilled human resources in general, which is causing women’s economic dependence to men. This result into limited access to and control over resources as experienced by the vast majority of women. Furthermore, men are the majority to occupy positions that offer better working conditions than those occupied by women who are mostly involved in support services. This gender imbalance in education is among other causes sustaining slow economic growth for Rwanda.

2.2.1.8 Environment and land use management In the area of environment, gender inequalities lie in the fact that men are more involved in the management of environment and natural resources. Concerning 18 land use management, the land law that is in place is promoting equal access to and control over land between men and women but its effective implementation still faces some resistance. This is caused mainly by the culture which does not allow women to possess land and thus limit their control over environment and natural resources. This leads to limited participation of women in the protection and management of environment, whereas they are the majority among the victims of a bad management of the environment. Women’s lack of control over land prevent them from accessing related benefits including access to credits and agricultural assets and services, among others. This affects not only the lives of individual women but also their families, communities and the country as a whole.

2.2.1.9 Health and population Despite the improvement made in the area of health, as shown on the Table 3 below, women are more affected by some diseases than men. For instance, women who are HIV/AIDS infected represent 3.6% and men represent 2.3%11. Limited access to accredited health facilities (equipped enough in terms of qualified human resources and adequate medical supplies) and to family planning and reproductive health services, paired with the less involvement of men in addressing family health related matters, are among other reasons underlying the above scenario. Poverty and limited powers of decision making in sexual matters are believed to be part of the factors underpinning the inequalities between men and women in terms of HIV/AIDS prevalence in the country. 11 UNDP, National Human Development Report, Rwanda, 2007 19 Table 3: Improvement of health conditions 2005-2008 INDICATORS DHS 2005 DHS 2008 Contraceptive prevalence: All methods 17% 36% Contraceptive prevalence: modern 10% 27% methods Antenatal Care 94% 96% Delivery in Health Centres 39% 52% Infant Mortality rate 86 per 1000 live 62 per 1000 live births births Under-Five mortality rate 152 per 1000 live 103 per 1000 live births births Anaemia Prevalence : Children 56% 48% Anaemia Prevalence : Women 33% 27% Malaria prevalence: Children - 2.1% Malaria prevalence: Women - 1.1% Vaccination : All 75% 80.4% Vaccination : Measles 86% 90% Fertility rate 6.1 children per 5.5 children per woman woman Maternal mortality rate 1070/100,000 750/100,000 Source: Interim Demographic and Health Survey, 2008. NISR, Kigali. Table 3 shows that although significant improvement has been made in different health areas, maternal mortality rate, fertility rate and infant mortality rate remain high and have impact more on women’s lives than men’s. This is caused by limited access to adequate medical services among other reasons. At family and national levels, all those problems slow down economic growth and development as a whole.

2.2.1.10. Social protection Within the sector of social protection there are categories of vulnerable groups comprising of widows, widowers, elders, sex workers, orphans and other vulnerable children, people living with disabilities and others. These categories have vulnerability as a common denominator but women are generally more vulnerable than men. All these categories generally have difficulties to sustain their lives, mainly due to limited financial capacities among other reasons. For instance, in their position as widows, women have to play a double role of mothers and “fathers” which is very challenging for two main reasons: firstly because their social construction does not prepare them to play this double role, secondly because they are not in a position to fulfil the financial demands to sustain their families. 20 This is also associated with their social roles limiting their access to and control over resources. Men who are within the vulnerable groups are also faced with the same financial challenge and the lack of skills and knowledge to embark on income generating activities, is among other reasons behind their difficulties to sustain their lives. Elders and orphans have not enough capacities to earn their living, but among these categories, men have fewer problems than women/girls, especially because the latter are often subjected to sexual harassment and violence of different forms. As for sex workers, they experience different kinds of difficulties. Consultations made with various district authorities indicate what follows: firstly, they are never sure of accessing enough money for the daily survival of their families. Secondly, they endure their neighbours’ contempt. Also, their social relations are limited to other sex workers, and they feel excluded from the rest of the community. Thirdly, sex workers are victims of violence perpetrated by their clients. Indeed, some clients are not able or do not want to pay and thus become aggressive towards prostitutes. Poverty, which affects more women than men, was expressed among other reasons that dictate majority of sex workers to engage in this kind of life. The gender inequalities described above lead mainly to general poverty that affects the vulnerable groups’ welfare, and their limited contribution for national development.

2.2.1.11. Water and sanitation The key gender inequalities are firstly the huge time women use to fetch water due to long distance they cover to reach sources of clean and safe water, and secondly the limited participation of women in the management of water. Women are also more involved in sanitation related activities than men. As a consequence women have limited time to engage in other important activities including income generating activities, children of both sexes especially girls, face school absenteeism as they are also involved in water collection. The limited access to clean water is the major cause of poor sanitation and hygiene in households which is among other causes of diseases affecting families and communities. Apart from the issues of gender inequalities raised in the different sectors discussed above there are issues related to coordination mechanisms as well as to monitoring and evaluation. Addressing those issues would contribute significantly to solving the gender inequalities described above. 21

2.3 Policy context This Strategic Plan has been developed as a tool to facilitate the implementation of the National Gender Policy aimed at attaining the gender equality goals that Rwanda has committed to achieve, based on its conviction that no sustainable development can be achieved without taking into consideration the gender dimension. Rwanda has expressed its commitment to promote gender equality through international arena through the ratification of international relevant instruments as discussed in the introductory chapter. This commitment resulted into the development of national instruments that recognise gender as a crosscutting issue. The crosscutting nature of gender is highlighted in all the national legal and planning frameworks including the Constitution, the Vision 2020, the EDPRS, the Decentralization Policy and the National Gender Policy. Although all these national instruments highlight gender as a crosscutting subject, one of them, the National Gender Policy, gives more details in terms of national orientations, the key issues and challenges identified in each development sector, and proposes the strategies and programs to be implemented to move towards gender equality in Rwanda. The following orientations set the perspectives that the implementation of this strategic plan should serve to reach.

2.3.1 General orientation The promotion of gender equality is enshrined in the international instruments which Rwanda has ratified as discussed under section 2.2.1. For effective implementation of its commitments Rwanda has put in place national instruments including the National Constitution that reinforces the principles of gender equality and elimination of all forms of discrimination against women and provides a very strong platform for gender mainstreaming in all sectors. These constitutional principles resulted into the development of key national planning instruments including the Vision 2020 that highlights gender as a crosscutting issue for all its pillars. The national gender policy is in line with Vision 2020 in terms of creating an environment conducive to the promotion of social security, democratic principles of governance, and an all-inclusive social and economic system that involves effective participation of all social groups within the population. The Economic Development and Poverty Reduction Strategy (EDPRS), which is a tool for the short-term implementation of the Vision 2020 highlights the crosscutting aspect of gender in all its three flagships programs including “growth for export and employment”, “Vision 2020 Umurenge” and 22 “Governance”. This strategic plan has been developed in compliance with EDPRS objectives and duration. As a tool for the implementation of the National Gender Policy, this strategic plan is in harmony with the goals set in both international and national instruments aiming at empowering women through education, decision making and poverty reduction programs among others.

2.3.2 Mission The mission of the National Gender Strategic Plan is to provide an enabling environment for the promotion of gender equality in various sectors. It is intended to serve as a tool for the progressive translation of Rwanda’s commitments to eliminate gender disparities in both government’s and stakeholders’ development interventions.

2.3.3 Objectives a) Overall Objective The overall objective of the National Gender Strategic Plan is the progressive elimination of gender disparities in all sectors as well as in management structures. b) Specific Objectives  To integrate gender issues into national, district and community programs and plans;  To establish a legislative and institutional framework to initiate, coordinate, monitor and evaluate programs aimed at promoting gender equality at all levels,  To stimulate collective and concerted efforts, at all levels, to eliminate gender disparities and to facilitate gender equality in Rwanda. III: THE STRATEGIC FRAMEWORK This section focuses on the key strategic objectives developed in light of the problems highlighted in the different development sectors and in harmony with the commitments of Rwanda Government both internationally and nationally. Besides, the key strategic objectives are in line with EDPRS and are to be achieved within the time limit of four years matching the remaining implementation time of EDPRS. The proposed strategic objectives are paired with relevant policy actions. These elements are presented in the logframe format comprising of two key components including expected performance and milestones. 23 In respect of the crosscutting nature of this strategic plan, the milestones have not been given in form of activities results, as it would have been the case in the context of a sector strategic plan. They are rather presented as broad orientations, to give more freedom to sector planners in their planning processes. It is worth mentioning that implementation of this strategy will be inspired by the different approaches as highlighted in the National Gender Policy including: a) Gender mainstreaming approach which aims at integrating gender issues into the policies, programmes, activities and budgets in all sectors and at all levels; b) Affirmative actions approach that aims at correcting the huge gender imbalances existing in the various development sectors; c) Institutional capacity development of different gender machineries and stakeholders in the implementation of the national gender policy; d) Involvement of men in addressing gender issues. Based on identified gender gaps across development sectors, the following strategic objectives coupled with policy actions were identified:

3.1. IMPROVING ECONOMIC CONDITIONS OF RWANDAN MEN AND WOMEN

3.1.1. Transforming subsistence agriculture and livestock into a gender sensitive market oriented fields.

3.1.2. Promoting gender equality in the private sector

3.1.3. Increasing women’s participation in the higher echelons of the employment sector.

3.1.4. Promoting gender equity in participating in infrastructure- related activities..

3.2. CONSOLIDATING GOOD GOVERNANCE

3.2.1. Promoting gender equality in the justice sector

3.2.2. Fighting gender based violence

3.2.3. Increasing quantitative and qualitative participation of women in local government.

3.3. I MPROVING THE RWANDAN MEN’S AND WOMEN’S WELFARE.

3.3.1. Improving women/girls’ access, performance, retention and completion at all levels of education.

3.3.2 Increasing women/girls’ access and effective participation in science and technology education and training.

3.3.3 Addressing adults’ illiteracy.

3.3.4. Increasing access to medical services for both men and women. 24

3.3.5. Increasing access to clean and safe water and promoting women’s participation in water management.

3.3.6. Improving living conditions of vulnerable groups with more emphasis on women.

3.3.7. Promoting women’s participation in the management of environment and natural resources, and increasing their access to and control over land.

3.4. RAISING AWARENESS AMONG RWANDAN POPULATIONS ON GENDER ISSUES

3.4.1 Informing, mobilizing, and raising awareness of the population, community, religious as well as political leaders about gender.

3.4.2 Involvement of men in gender issues

3.5. MAINSTREAMING GENDER IN ALL DEVELOPMENT SECTORS

3.5.1. Building capacity on gender planning skills for key Stakeholders at all levels.

3.5.2. Developing indicators of gender mainstreaming in all sectors

3.6. COORDINATING AND REGULATING THE IMPLEMENTATION OF NATIONAL GENDER POLICY.

3.6.1. Establishing coordination and regulation mechanisms of interventions on gender.

3.6.1. Monitoring and evaluation The strategic objectives and associated policy actions identified are discussed in a planning structure in the logframe below. 25 THREE-YEAR STRATEGIC IMPLEMENTATION PLAN OF THE NATIONAL GENDER POLICY STRATEGIC OBJECTIVE N° 1: IMPROVE ECONOMIC CONDITIONS OF RWANDAN MEN AND WOMEN No Policy action EXPECTED PERFORMANCE Implementing partner 0788697929 Expected outcomes Outcome Base Target Target Target indicators line 2010-11 2011-12 2012-13 2009 -1012 1 Transform More men and Tons of - - 5% increase of 25% increase of 35% increase of MINAGRI & PARTNERS subsistence women have access agricultural women and men who women and men who women and men agriculture and to agricultural products sold have access to market have access to market who have access to livestock into a products market. by men and for agricultural for agricultural market for gender sensitive women. products. products. agricultural market oriented - 10% of the increase products. fields13. is made up of - 20% of the women. increase is made up of - 30% of the women. increase is made up of women Agricultural assets Proportion - women with women with increased women with MINAGRI & PARTNERS and services are between increased production production volume increased equitably provided to women and volume represent represent 20%. production volume men and women men with 10%. represent 30% farmers; increased production volume. Women and men Percentage of - 10% of men and 20% of men and 30% of men and MINAGRI & PARTNERS farmers use modern women and women using modern women using modern women using agricultural men who agricultural agricultural techniques modern agricultural techniques learned.14 moved from techniques techniques subsistence agriculture to market oriented agriculture. 12 Baseline data are drawn from the Gender Profile 2005 – 2007, MIGEPROF 13 This expected outcome is for both the NGP Strategic Plan and CEDAW 14 It is for both NGPSP and CEDAW 26 No Policy action EXPECTED PERFORMANCE Implementing partner 0788697929 Expected outcomes Outcome Base Target Target Target indicators line 2010-11 2011-12 2012-13 2009 -1012 Revenues from Ratio of men Men: Men: 53% Men: 52% Men: 49% MINAGRI & PARTNERS women and men and women 55.9 farmers’ funded farmers with % Women: 58% Women:55% Women: 50% projects are funded projects increased. Wo men: 60% Increased number of Proportion - Men: 65% Men: 60% Men: 55% MINAGRI & women and men between men PARTNERS owning cash crop and women Women: 35% Women: 40% Women: 45% farms. owning cash crop farms. 2 Promoting Increased women’s Proportion - Men: 80% Men: 70% Men: 60% MINICOM & PARTNERS gender equality between ownership of small, in the private women and Women: 20% Women: 30% Women: 40% sector. medium enterprises men owning small, medium and industries. enterprises and industries. Women in leadership Percentage of - 5% of key positions 25% of positions in 35% of positions in MINICOM & PARTNERS position in Private women & men in private sector is private sector is private sector is Sector increased. occupying key occupied by women occupied by women. occupied by positions in women. private sector. Increased gender Proportion Men: Men: 70% Men: 65% Men: 55% MINICOM & PARTNERS between loans 74% sensitive given to men Women: 30% Women: 35% Women: 45% interventions in and women. Wo men: financial services 26% 27 No Policy action EXPECTED PERFORMANCE Implementing partner 0788697929 Expected outcomes Outcome Base Target Target Target indicators line 2010-11 2011-12 2012-13 2009 -1012 3 Increasing Increased job creation Proportion TBD Men: 75% Men: 65% Men: 55% MIFOTRA & PARTNERS women’s between targeting increased participation in women and Women: 25% Women: 35% Women: 45% the higher numbers of women. men in the echelons of the higher echelons employment of the sector. employment sector Put in place15 a law The law The The law adopted by The law is The impact MIFOTRA& PARTNERS on health, security at published in bill the parliament by disseminated measured the workplace Official to be July 2011 Gazelle adop ted The law is by promulgated by the cabi President of the net Republic of Rwanda by September 2011 The law published in Official Gazette by December 2011 The process of establishing the maternity fund done Accelerate the The Maternity The maternity fund in 50% of women in establishment of the Fund place maternity leave maternity fund16 established and supported by the operational Meet At least 20% of women fund. ings Awareness in maternity leave Number of amo campaigns reach the supported by the fund. 15 This expected outcome is for both NGP SP and CEDAW 16 This expected outcome is for both NGP SP and CEDAW 28 No Policy action EXPECTED PERFORMANCE Implementing partner 0788697929 Expected outcomes Outcome Base Target Target Target indicators line 2010-11 2011-12 2012-13 2009 -1012 To sensitize the people ng whole community at community, women especially stake large and particularly At least 10% of people At least 20% of in particular, working women hold women in informal especially women people especially in the informal sector, working in ers sector. working in informal women working in to subscribe to the informal sector held sector subscribed in informal sector social security subscribed in Social Security Fund subscribed in Social system17 Social Security Fund Security Fund - More women occupy Percentage of No 10% of women are in 20% of women are in 30% of women are MIFOTRA & PARTNERS women in basel leadership of the leadership of the in leadership of the key positions in the decision ine public, private, civil public, private, civil public, private, civil public sector, private making society and faith- society and faith-based society and faith- positions in the based organizations. organizations. based sector, civil society public sector, organizations. and faith-based civil society organizations, organizations. private and faith-based organizations. Increased number of More women No 20% increased from 20% increased from the women participating participate in basel the baseline baseline in the private sector the private ine sector Increased number of More women No Increased 10% of 30% of rural women 50% of rural MIGEPROF & Partners women from rural from rural basel rural women accessing to credits women accessing to areas accessing to the areas has ine accessing to credits scheme. credits scheme. credit schemes. access to credit scheme. schemes 17 This expected outcome is for both NGP SP and CEDAW 29 No Policy action EXPECTED PERFORMANCE Implementing partner 0788697929 Expected outcomes Outcome Base Target Target Target indicators line 2010-11 2011-12 2012-13 2009 -1012 4 Promoting Increased Number of No To set up the baseline At least 10% of women At least 15% of MININFRA & PARTNERS gender equity in participation of women and basel of men and women in in infrastructure women in MINEDUC infrastructure- women in men in ine infrastructure construction increased. infrastructure MIFOTRA related activities infrastructure infrastructure in construction construction and facilities. construction. construction place increased especially in .- decision making Increased access to Number of No One Telecentre per 20% of Sectors have a 30% of Sectors MINICT, RDB & basel Disrict and it is used telecentre. and they are have a telecentre. PARTNERS information by telecentres by ine in the proportion of used in the proportion and they are used in women and men. Administrative 10 to 90% of women of 20 to 80% of women the proportion of 30 and men. and men to 70% of women Sectors and men. 30 STRATEGIC OBJECTIVE NO 2: CONSOLIDATING GOOD GOVERNANCE 5 Policy action EXPECTED Implementing partner PERFORMANCE Expected outcomes Outcome indicators Baseline Target Target Target 2009- 2010-11 2011-12 2012-13 1018 Promoting Prosecutors, Number of GBV No Number of Number of GBV Number of GBV MINIJUST & PARTNERS gender equality magistrates and cases registered by baseline GBV cases cases registered, cases registered, in the justice judges are gender the National Police registered, treated and tried. treated and tried. sector. sensitive. and transferred to treated and the NPPA tried Increased number of GBV cases treated by NPPA and tried by courts annually 18 Baseline data are drawn from the Gender Profile 2005 – 2007, MIGEPROF 31 5 Policy action EXPECTED Implementing partner PERFORMANCE Expected outcomes Outcome indicators Baseline Target Target Target 2009- 2010-11 2011-12 2012-13 1018 Men and women are The number of men Commun Number of Number of new Number of new MINIJUST & PARTNERS aware of their rights and women with ity new initiatives initiatives initiatives and the laws initiatives promoting Policing established established established protecting them. human rights Anti Extension of Extension of Extension of Number of men and GBV existing existing initiatives existing initiatives women victims of Clubs initiatives countrywide countrywide human rights countrywide violation decreased One stop Strengthening the center Strengthening Strengthening the existing initiatives the existing existing initiatives “Umwih initiatives erero w’Abage ni” “Sasa neza” “Ijisho ry’Umut uranyi” etc Remaining gender The number of - Number of Number of gender Number of gender MINIJUST & PARTNERS discriminatory laws gender gender discriminatory laws related cases are are revised19. discriminatory laws discriminatory are revised tried revised laws are revised Initiated laws are Number of newly - All initiated All initiated laws All initiated laws All institutions gender sensitive. formulated laws are laws are are gender sensitive. are gender GMO, MINIJUST 19 This expected outcome is for both the NGPSP and CEDAW 32 5 Policy action EXPECTED Implementing partner PERFORMANCE Expected outcomes Outcome indicators Baseline Target Target Target 2009- 2010-11 2011-12 2012-13 1018 gender sensitive gender sensitive. sensitive. 6 Fighting against GBV cases decreased Number of GBV 2009: Received cases Received cases - Received cases: MIGEPROF & PARTNERS Gender Based cases reported Received decreased by decreased by 10% decreased by 10% violence cases 10% Number of GBV 2368/10 cases handled in 000 000 court GBV law is Report on Justice Local FBOs sensitized on Private Sector MIGEPROF & disseminated dissemination of Sector Government GBV Law sensitized on GBV PARTENERS nationwide GBV law and leaders law MINAD sensitized on EF aware GBV Law of GBV law impleme ntation Programs to prevent, - Number of “One- -0ne- 0ne- stop 0ne- stop center 0ne- stop center in MIGEPROF protect and take care stop centers in place| stop center at constructed in 10 20 remaining MINISANTE of victims are in GBV/CP center in Rusizi and Hospitals of District Hospitals of District POLICE place and Committees are function Nyagatare. UN AGENCIES strengthened20 operational at Kigali MIGEPROF, RNP, RDF, Guidelin TOT on GBV law MINALOC & Partners es to set for GBV/CP up TOT on GBV committees at cell GBV/CP law for level Committ GBV/CP ees committees at dissemin sector level ated 20 This expected outcome is for both the NGPSP and CEDAW 33 5 Policy action EXPECTED Implementing partner PERFORMANCE Expected outcomes Outcome indicators Baseline Target Target Target 2009- 2010-11 2011-12 2012-13 1018 country wide Improved legal aid, Number of GBV One stop 20% of GBV 30% of GBV 40% of GBV MINIJUST & PARTNERS as well as social to victims assisted received victims are victims are legally, victims are legally, GBV victims. legally, and socially 1746 of legally, socially and socially and increased GBV socially and economically economically victims economically assisted. assisted. assisted assisted. legally, and socially increased The international Report on Key All districts All sector’s staff in Stakeholders in the MIGEPROF, Partners convention on dissemination of the Stakehol staff in charge charge of civil field of children adoption international ders on of gender, registration on the adoption are trained disseminated21 convention on adoption children and international on the international adoption have Family convention on convention on been promotion adoption. adoption. trained trained on the on the international Hague convention on conventi adoption. on Data relating to Report on GBV The data Data relating perpetrators and cases disaggregated from the to victims of victims of GBV National GBV and disaggregated by all Police perpetrators concerned institutions are from the 22 disaggre NPPA, courts gated by are sex disaggregated by sex 21 This expected outcome is for both NGP SP and CEDAW 22 This expected outcome is for both NGP SP and CEDAW 34 5 Policy action EXPECTED Implementing partner PERFORMANCE Expected outcomes Outcome indicators Baseline Target Target Target 2009- 2010-11 2011-12 2012-13 1018 7 Increasing Increased number of Percentage of 37% of Over 37 % of - - MINALOC & PARTNERS quantitative and women participating women out of men local local leaders qualitative in politics, elected at local level. leaders are women participation of governance and are women in local leadership23. women government. Women in leadership Percentage of 30 % of Over 30 % of - GMO women leaders at leaders leaders are MINALOC at grassroots level are grassroots level are women at visible. women grassroots at level grassroot s level STRATEGIC OBJECTIVE NO 3: IMPROVING THE RWANDAN MEN’S AND WOMEN’S WELFARE No Policy action EXPECTED PERFORMANCE Implementing partner Expected Outcome indicators Baseline Target Target Target outcomes 2009-10 2010-11 2011-12 2012-13 (%) (%) (%) 8 Improving Girls’ access, Proportion of girls Access: Primary Primary Primary MINEDUC & women/girls’ retention and and boys who Primary Men: 49 % Men: 50% Men: 50% Women: 50% PARTNERS access, completion at accessed, remained Boys: 49% Women: 51% Women: 50% performance school are and completed school Girls: 51% Tronc commun: , retention increased. Tronc commun: Tronc Tronc commun: Boys: 50% and Boys: 49% commun: Boys: 50% Girls: 50% 23 This expected outcome is for both the NGPSP and CEDAW 35 No Policy action EXPECTED PERFORMANCE Implementing partner Expected Outcome indicators Baseline Target Target Target outcomes 2009-10 2010-11 2011-12 2012-13 (%) (%) (%) completion Girls: 51% Boys: 49% Girls: 50% Upper secondary: at all levels Upper secondary: Girls: 51% Upper Men: 50% of education. Men: 47% Upper secondary: Women: 50% Women: 53% secondary: Men: 49% Higher education: Higher education: Men: 48% Women: 51% Men: 50% Men: 56% Women: 52% Higher Women: 50% Women: 44% Higher education: education: Men: 52% Men: 54% Women: 46% Women: 46% Retention and Percentage of Overall: 12% Primary:11 Primary:10 Primary:9 MINEDUC & completion of boys women/girls and Male: 12% % Men: 10% Men: 9% Women: 9% PARTNERS and girls are men’s dropouts. Female: 12% Men: 11% Women: 10% increase24 Women: 11% Tronc commun: 46 O’level: 22% Tronc commun: Boys: 46% Tronc 40 Girls: 46% Men: 23% commun:31 Boys: 40% Female: 22% Boys: 32% Girls: 40% Upper secondary:36 Girls: 30% Men: 36% Upper Secondary: Upper Women: 36% 14% Upper secondary:28 Male: 16% secondary:22 Men: 29% Female: 12% Men: 24% Women: 27% Higher education: Women: 21% Men: 7% Women: 7% Higher Higher education: education: Men: 8% Men: 9% Women: 9% Women: 10% Performance is Transition rate from Overall:95% Primary:96 Primary:97% Primary:97% MINEDUC & improved, one level to the next % Boys:97 % Boys: 97% PARTNERS especially for increased Male: 96% Girls: 96% Girls: 97% women/girls Female: 94% Boys:96% 24 This expected outcome is for both the NGPSP and CEDAW 36 No Policy action EXPECTED PERFORMANCE Implementing partner Expected Outcome indicators Baseline Target Target Target outcomes 2009-10 2010-11 2011-12 2012-13 (%) (%) (%) Girls: 95% Troc commun: Tronc 90% Tronc commun:94% Tronc commun:95% Male: 89% commun:91 Boys: 94% Boys: 95% Female: 92% % Girls:95% Girls: 96% Boys:91% Girls: 93% Upper secondary: Upper secondary: Upper Men: - Men: - secondary: Women:- Women: - Men: - Higher education Higher education Women: - Men: - Men:- Higher Women: - Women: - education Men: - Women:- Women in the Number of women in MINEDUC MINEDUC MINEDUC MINEDUC teaching profession the teaching in secondary and profession in higher learning secondary and higher institutions learning institutions increased25 25 This expected outcome is for both NGP SP and CEDAW 37 No Policy action EXPECTED PERFORMANCE Implementing partner Expected Outcome indicators Baseline Target Target Target outcomes 2009-10 2010-11 2011-12 2012-13 (%) (%) (%) Improving Women living in Number of women in UNHCR Number of MIDIMAR welfare of refugee camps refugee camps women MINALOC women access public accessing public employed CDF refugees utilities26 facilities (Education, DISTRICTS, Health Services, Family planning, ….) MIDIMAR MINEDUC MIDIMAR MINISANTE Repatriated Repatriated women Regular updated list - 20% of 60% of repatriated 100% of repatriated MIDIMAR women enabled to actively of repatriated women repatriated women involved women involved in MINALOC participating participate in participating in women in national national development RDRC in national national national development involved in development programs development development programs. national programs programs programs27 development programs 26 This expected outcome is for both NGP SP and CEDAW 27 This expected outcome is for both NGP SP and CEDAW 38 No Policy action EXPECTED PERFORMANCE Implementing partner Expected Outcome indicators Baseline Target Target Target outcomes 2009-10 2010-11 2011-12 2012-13 (%) (%) (%) 9 Increase Access of Proportion of Men: 80% Men: 78% Men: 76% Men: 73% MINEDUC & women’s/girl women/girls in women/girls and PARTNERS s’ access and science and men/boys enrolled in Women: 20% Women: 22% Women: 24% Women: 30% effective technology is science and participation increased28. technology and in science technical schools. and technology education and training. Increased Transition rate from Upper secondary Upper Upper secondary Upper secondary participation of one level to the next Men: - secondary Men: 70% Men: 60% women/girls in increased Women: - Men: 75% Women: 30% Women: 40% science and Higher education Women: 25% Higher education Higher education technology. Men: 80% Higher Men: 70% Men: 60% Women: 20% education Women: 30% Women: 40% Men: 75%% Women: 25% 10 Addressing Increased literacy Literacy rate Men: 72% Men: 75% Men: 78% Men: 82% MINEDUC & adults among adults increased PARTNERS illiteracy Women: 60% Women: 65% Women: 70% Women: 75% MINEDUC to The policy and Number of day care - The policy - - MINEDUC strategy for the development centres and strategy MIGEPROF& Partners children in place adopted development centre adopted 29 11 Increasing Distance covered Utilization rate of 86% of health At least 2 At least 2 new At least 2 new health MINISANTE & 28 This expected outcome is for both the NGPSP and CEDAW 29 This policy action is for both NGP SP and CEDAW 39 No Policy action EXPECTED PERFORMANCE Implementing partner Expected Outcome indicators Baseline Target Target Target outcomes 2009-10 2010-11 2011-12 2012-13 (%) (%) (%) access to by men and women health facilities services utilization new health health facilities facilities constructed PARTNERS medical to access medical facilities constructed services for services is reduced. Percentage of 77% of population constructed both men population living living within less and women. within less than 5 km than 5 km walking walking distance to distance to health health facilities facilities (2009). Deliveries with Percentage of 66.2% of assisted 70% of 72% of assisted 75% of assisted deliveries MINISANTE & medical assistance assisted deliveries deliveries assisted deliveries PARTNERS increased30. deliveries Men and women Percentage of women 45% of women in 48% of - 54% of women in MINISANTE & attending family in reproductive age reproductive age women in reproductive age reported PARTNERS planning and reported using reported using reproductive using modern reproductive health modern contraceptive modern age reported contraceptive methods. services methods. contraceptive using modern increased31. methods. contraceptive methods. Maternal Number of districts 18 districts IMCI IMCI Package IMCI Package MINISANTE & mortality32 implementing IMCI Package implemented in implemented in 30 PARTNERS reduced. implemented 25 districts districts in 21 districts 12 Increasing Distance covered Percentage of - 60% of 70% of 90% of households have MININFRA & access to by women and households accessing households households have source of water in the PARTNERS clean and children to fetch water within 500 m. have source source of water in range of 500 meters. safe water water is decreased. of water in the range of 500 and the range of meters. promoting 500 meters. women’s Water management Number of men and - 40% of water 60% of water 80% of water MININFRA & participation committees are women members of management management management committees PARTNERS in water gender sensitive. committees. committees committees are are gender sensitive. management 30 This expected outcome is for both NGPSP and CEDAW 31 This expected outcome is for both NGPSP and CEDAW 32 This expected outcome is for both NGP SP and CEDAW 40 No Policy action EXPECTED PERFORMANCE Implementing partner Expected Outcome indicators Baseline Target Target Target outcomes 2009-10 2010-11 2011-12 2012-13 (%) (%) (%) . are gender gender sensitive.. sensitive. 13 Improving Measures to Percentage of Refer to Ubudehe Percentage of Percentage of Percentage of MINALOC & living address vulnerable vulnerable groups classification by beneficiaries beneficiaries with beneficiaries with social PARTNERS conditions of groups’ issues with with social assistance MINALOC and with social social assistance assistance vulnerable more emphasis on by sex in comparison MINISANTE assistance groups with women are taken with identified (March 2011). more and implemented. groups. emphasis on women. 14 Promoting Women participate Percentage of women To be determined 30% of 40% of women 50% of women who are MINIRENA & women’s in committees for who are members of women who who are members members of the PARTNERS participation the protection and the committees. are members of the committees committees in the the management of of the management environment and committees of natural resources33. environment and natural resources, and increasing Extended Number of women their access appropriate using appropriate to and technologies that technologies control over allow women to land. safeguard the environment34 33 This expected outcome is for both NGP SP and CEDAW 34 This expected outcome is for both NGP SP and CEDAW 41 STRATEGIC OBJECTIVE No 4: RAISING AWARENESS AMONG RWANDAN POPULATIONS ON GENDER ISSUES Policy action EXPECTED PERFORMANCE Implementing partner Expected Outcome Baseline 2009- Target Target Target outcomes indicators 1035 2010-11 2011-12 2012-13 (%) (%) (%) (%) 15 Informing, Local & central The National The National The National The National The National MIGEPROF & PARTNERS mobilizing and Government leaders gender policy gender policy is gender policy and gender policy and gender policy and raising awareness of are gender implemented adopted by the its Strategic plan its Strategic plan its Strategic the population, sensitive. cabinet is disseminated implemented implementation is community, and monitored religious as well as Churches related Percentage of TBD 30% churches 35% of churches 40% of churches MINALOC political leaders development gender sensitive development development development & PARTNERS about gender. programs are interventions programs are programs are programs are gender sensitive36. done by gender sensitive. gender sensitive. gender sensitive. churches. Cultural values that Percentage of Positive values Collection of Dissemination to Dissemination to National Unity and are conducive to population in place positive values 30% of opinion 30% of youth and Reconciliation Commission gender equality are applying available leaders women leaders MINISPOC promoted37. positive values MINALOC - MIGEPROF & to gender PARTNERS equality increased. Negative values Negative values Collection of Dissemination to Dissemination to are identified in place negative values 30% of opinion 30% of youth and and corrected available leaders women leaders Involvement of men Men are more Number of - 20% of programs 30% of programs 40% of programs MIGEPROF & PARTNERS in gender issues active in gender gender interventions promotion programs in which 10% or more active members are men. Men and women Number of - 30% of 50% of 75% of institutions are MIGEPROF & PARTNERS 35 Baseline data are drawn from the Gender Profile 2005 – 2007, MIGEPROF 36 This expected outcome is for both NGP SP and CEDAW 37 This expected outcome is for both NGP SP and CEDAW 42 are involved in institutions institutions are institutions involving men and planning processes involving men involving men are involving women in planning as actors and and women in and women in men and processes. beneficiaries. planning planning women in processes. processes. planning processes. STRATEGIC OBJECTIVE N° 5: GENDER MAINSTREAMING IN ALL DEVELOPMENT SECTORS No Policy action EXPECTED PERFORMANCE Implementing partner Expected Outcome Baseline Target Target Target 2011 outcomes indicators 2009-10 2010-11 2011-12 2012-2013 (%) (%) (%) (%) 15 Building capacity Planning, Number of - 20% of key stakeholders 50% of key 80% of key MIGEPROF & PARTNERS on gender implementation, institutions are equipped with stakeholders stakeholders are planning skills for monitoring equipped with gender sensitive are equipped equipped with gender key stakeholders evaluation, and gender sensitive instruments. with gender sensitive instruments. at all levels. reporting tools are instruments. sensitive gender sensitive. instruments. 16 Developing Gender Number of - 30% of institutions are 50% of 75% of institutions are GMO INSR, &PARTNERS indicators of disaggregated institutions with equipped with gender institutions equipped with gender gender data are gender disaggregated data. are equipped disaggregated data. mainstreaming in accessible and disaggregated with gender all sectors used. data. disaggregated data. Indicators in All sectors have - 40% of sectors 50% of 60% of sectors GMO & PARTNERS gender mainstreamed sectors mainstreaming are gender in their developed programs 43 Initiatives/affirma Number of 30% of institutions have 50% of 75% of institutions MIGEPROF tive actions aimed institutional initiated actions to institutions have initiated actions to & at promoting initiatives taken promote gender. have initiated promote gender. PARTNERS gender in various for the promotion actions to institutions are of gender. promote taken. gender. Encourage girls and women to practice the media profession38 To advocate for publication of positive women’s image in the media39 STRATEGIC OBJECTIVE No 6: COORDINATING AND REGULATING THE IMPLEMENTATION OF NATIONAL GENDER POLICY No Policy action EXPECTED PERFORMANCE Implementing partner Expected Outcome Baseline Target Target Target 2012-2013 outcomes indicators 2009-10 2010-11 2011-12 (%) (%) (%) (%) 17 Establishing -Mechanisms Regular reporting Strategic plan Strategic plan of 50 % of partners Annual reports from MIGEPROF & PARTNERS. coordination and and strategies for system on the of gender gender cluster with submit the report 80% partners regulation the coordination implementation of cluster with coordination on the available mechanisms of and regulation of the national gender coordination mechanisms implementation interventions on national gender policy mechanisms disseminated of National gender. policy elaborated gender policy implementation are developed and adopted. 38 This expected outcome is for both NGP SP and CEDAW 39 This expected outcome is for both NGP SP and CEDAW 44 Improved Number of key - 20% of key 50% of key 80% of key MIGEPROF & reporting system stakeholders using stakeholders use the stakeholders use stakeholders use the PARTNERS for key gender reporting developed reporting the developed developed reporting stakeholders in tools. tools reporting tools tools gender is used. 18 Monitoring and A monitoring Number of key - 20% of key 50% of key 80% of key GMO & PARTNERS. Evaluation. and evaluation stakeholders using stakeholders use the stakeholders use stakeholders use the (M&E) developed M&E developed M&E the developed developed M&E framework is tools. tools M&E tools tools developed and implemented. 45 Institutional The activities of A single action The latest Improved Improved Improved domain Gender plan and harmonized collaboration in the collaboration in collaboration in the machineries harmonized report action plan for implementation of the implementation of harmonised40 gender sector plan of action implementation plan of action avail of plan of action Draft laws Laws approved by revising GMO Cabinet and organizational Parliament are structure and enforced functioning elaborated and submitted to concerned authorities Institutionalize The gender cluster A proposal of The gender cluster the gender secretariat is the structure of staff is recruited cluster institutionalized the secretariat as a within MIGEPROF MIGEPROF Different intervenors coordination including the provide the reports mechanism41 gender cluster according to secretariat is reporting procedures submitted to competent authorities for approval 40 This expected outcome is for both NGP SP and CEDAW 41 This expected outcome is for both NGP SP and CEDAW 46 IV IMPLEMENTATION OF THE STRATEGIC PLAN (COORDINATION MECHANISM)

4.1. Key stakeholders at central level

4.1.1. The Office of the President of the Republic The Office of the President of the Republic is the heart of the country. This is why all programs which are supported at that level easily take the way of success. Through the Directorate of Strategic Planning, the Office of the President will make gender and development issues a national priority. Support from the office of the President of the Republic will be needed to overcome resistance to change at all levels, especially at central level, and ensure the following:  To show men’s and women’s, girls’ and boys’ contribution in each development program, policy or project;  To take correction measures to address identified problems;  To make sure the budget is sufficient to finance activities for strategic interests. That involvement in the cause of gender will also help to mobilize development partners to support government efforts to respond to gender issues. When gender becomes clearly a priority in development issues, donors will support programmes and projects including the gender dimension and they will not, most probably, support gender neutral ones. If the Office of the President of the Republic is committed to the promotion of gender equality, it will ensure the effective integration of gender dimension in the policies and programmes of different ministries, private sector and civil society institutions.

4.1.2. The Prime Minister’s Office The Prime Minister’s Office coordinates all Government departments’ activities. In that position, it will provide ministries with administrative directives aiming at mainstreaming gender in all policies, development programmes and projects. 47

4.1.3. The Ministry in charge of Gender The Ministry in charge of gender is responsible for coordinating all activities related to gender equality promotion. It will play a crucial role in the implementation of the National Gender policy. First, the Ministry in charge of gender will disseminate the National Gender Policy at national, regional and international levels. Second, it will mobilise resources for effective implementation of the national gender policy. It will also ensure networking for all actors in the gender field. Effective leadership in the implementation of the National Gender Policy is under the responsibility of the Ministry in charge of gender. It will have to make sure that all interventions are working in a global plan.

4.1.4. The Gender Inter-ministerial Committee (Gender CIC) This is a proposed coordination committee, which would have the Prime Minister as Chairperson deputised by the Minister in charge of gender. All Ministers and Governors will be members of that committee. The main role of this committee would be to provide high-level guidance on the promotion of gender equality. It will ensure that gender is part and parcel of every government programme. It will also ensure that all sector ministers implement the National Gender Policy.

4.1.5. The Technical Steering Committee (TSC) The proposed Technical Steering Committee will be made of Permanent Secretaries from ministries and Executive Secretaries from Provinces. They will provide technical advice on issues related to the gender equality process. Besides, as it is made of the highest level technicians, the TSC will be responsible for carrying out decisions made by members of the Gender Inter-ministerial Committee (Gender CIC). 48

4.1.6. The Ministry of Finance and Economic Planning (MINECOFIN) This ministry is in charge of planning and management of the Nation’s economy. As such, it will play a critical role in engendering budgets at national and decentralised level. Specifically, MINECOFIN will undertake some initiatives to ensure the success of the implementation of the National Gender Policy. To help sector ministries and Districts engender budgets, so as to make them compliant with gender equality standards, MINECOFIN will develop guidelines and disseminate them among users at central and decentralised level. The whole gender responsive budgeting process will be coordinated by MINECOFIN, so as to ensure that sufficient resources are allocated to actions provided in the National Gender policy. In close collaboration with the Ministry in charge of gender, MINECOFIN will ensure gender mainstreaming into the planning and policy review. It will also develop gender responsive indicators to evaluate gender dimension in EDPRS implementation.

4.1.7. The Gender Monitoring Office In order for the gender monitoring office to effectively assess the progress of the national gender policy implementation it will:  Develop clear performance indicators in line with priority areas to ensure effective monitoring and evaluation of progress;  Develop a comprehensive monitoring and evaluation system with gender specific indicators, both qualitative and quantitative, and an inbuilt review system;  Use a number of tools and mechanisms for monitoring progress in the implementation of the national gender policy ;  Conduct periodic gender impact assessment studies  Conduct a gender audit;  Carrying out monitoring surveys;  Develop guidelines for periodic reporting  Develop monitoring and evaluation tools for gender mainstreaming;  Set monitoring standards for gender equality based on sectors;  Propose capacity development programmes;  Hold different institutions accountable through scrutinising of reports by different institutions;  Conduct regular dissemination of best practices to be scaled up or replicated else where; 49  To develop, conduct and manage information and education programs, to enable the public to promote gender equality as well as to understand the role of the Commission; 4.1.8.Development partners Multilateral, bilateral organisations and United Nations Agencies will develop mechanisms of collaboration among themselves and with the Government on gender mainstreaming into their interventions in Rwanda. They will also provide financial and technical support for implementation, monitoring and evaluation of the National Work closely with the ministry responsible for gender and other key stakeholders to provide financial and technical support.

4.1.9. The National Women’s Councils The National Women’s Councils are functioning from grassroots to national level. They were created to be a forum that would enable women as a group with specific problems to solve. The objective was to empower women for effective participation in the nation’s life, including sustainable development of the Country and decision-making. Given that fundamental orientation, the National Women’s Councils will participate in the National Gender Policy implementation. They will advocate and lobby for women’s rights and effective gender equality in the national life. To fulfil their duty as representatives of beneficiaries of the National Gender Policy, the National Women’s Councils will follow up and evaluate the advancement of its implementation.

4.1.10. The National Gender Cluster This structure was put in place to pay the role of coordinating, monitoring and guiding the implementation process of the national gender policy. The cluster is chaired the Ministry in charge of gender equality promotion and it brings together development partners, sector ministries and the civil society organisations, and the private sector. It plays a significant role in advocating for the implementation of the national gender policy. 50

4.1.11. Sector Ministries To ensure effective implementation of the National Gender Policy, each sector ministry will develop a gender sector ministry and a strategic plan. Each sector ministry will set up a gender responsive monitoring and evaluation system, and follow up the way the National Gender Policy is implemented at local level.

4.1.12. The Forum for Rwandan Women Parliamentarians (FFRP) In line with its mandate, the Forum for Rwandese Women Parliamentarians will continuously lobby and advocate towards decision makers for gender equality, especially in legislation and in line ministries and institutions affiliated to Government.

4.1.13. The Gender Focal Points (GFPs) At the operational level, the main responsibility for ensuring effective implementation of the National Gender Policy will rest with individual government departments at national and district levels. All departments will be required to appoint directors of planning as the new gender focal points as per directives from the Prime Minister. This mechanism needs to be reviewed from time to time and innovative measures are to be adopted so as to render it more effective. To fulfil their duty, gender focal points will commit themselves to mainstreaming gender into all plans, and will have specific tasks. They will monitor implementation progress of the national gender policy within their respective institutions and sectors. However, they cannot monitor progress if they have no disaggregated data; so, they will gather all data within their respective sectors to be disaggregated by sex. Towards decision-makers within their respective institutions, gender focal points will advocate for gender responsive policies, programmes and budgets. What is more, they will oversee the capacity needs in gender mainstreaming within their respective institutions and plan for training sessions.

4.1.14. The National Human Rights Commission The National Human Right Commission is in charge of monitoring human rights violations throughout the Rwandan territory. Its role in the National Gender 51 Policy implementation will be to establish gender sensitive structures to monitor human rights from a gender perspective, in collaboration with the Gender Monitoring Office. The National Human Rights Commission will put in place programmes to sensitise populations to women’s rights as human rights and syllabuses for human rights promotion will be designed from a gender perspective.

4.1.15. The Unity and Reconciliation Commission Given Rwanda’s history, Unity and Reconciliation is fundamental for conflict prevention and for sustainable development. Thus, the Unity and Reconciliation Commission will take into consideration interrelations between gender discrimination and other forms of discrimination in its framework and strategies. Besides, it will tackle unity and reconciliation sensitisation programmes not only in consideration of the Rwandan history but also taking into account the gender aspects of events and solutions for our problems.

4.2. Decentralised level/Local Governments The Ministry in charge of Gender will collaborate with the Ministry in charge of local governments to facilitate and coordinate gender mainstreaming initiatives at district and sector levels. In light of the new structure of local government, the department responsible for gender equality promotion will undertake relevant actions. It will ensure that gender concerns are fully integrated into the district development plans and budgets. It will oversee, advocate for and facilitate gender policy implementation at the district level.

4.3. Civil Society Civil society organisations will play a key role in the National Gender Policy implementation. They will mobilise resources for policy implementation and carry out activities planned in the Strategic Plan for the National Gender policy implementation. The next step will be monitoring and evaluation so as to assess progress made in the implementation of the national gender policy. Whenever necessary, civil society organisations will advocate and lobby for effective implementation of the National Gender Policy. 52 The success of the translation of the National Gender Policy into action will be partly due to the participation of the population. This is why civil society organisations will undertake a sensitisation at community level on gender equality and sustainable development on one hand and gender and human rights on another hand. Another action to undertake will be to initiate and implement affirmative actions to bridge gender gaps. Affirmative actions will be conducted for marginalised groups or those which undergo specific difficulties. Given the key role of faith based organizations and their impact on the lives of Rwandans, it is critical that FBOs take a leading role at the community level in contributing to the promotion of gender equality and women’s empowerment. Owing to the nature of the work they do for the community, they are likely to influence the population towards positive change, especially because in general they teach love and justice. FBOs will initiate and facilitate the promotion of among other approaches community based dialogue for a better understanding of healthy gender relations at family and community level and thus promote a better understanding of gender through sensitization of women and men on gender issues. They will also initiate development activities that will contribute to the removal of gender inequalities at community level.

4.4. Private sector The Private sector will significantly contribute to the implementation of the National Gender policy. Through the Rwandan Federation for the Private Sector (RFPS), the private sector will facilitate and support promotion of recruitment of women, especially in decision making roles. Furthermore, it will encourage and support women’s entrepreneurship for increased women owned industry. 53 V MONITORING AND EVALUATION Within the National Machinery, the various structures of the machinery have a responsibility for monitoring and evaluation. The National Gender Strategic Plan serves as a guide to the formulation of the Annual Operation Work Plans and provides a framework for the monitoring and assessment of achievements. Monitoring and evaluation of the National Gender Strategic Plan will serve a number of functions guided by national, regional and international indicators. These functions include measuring the success and impact of the programmes. It will be vital that the implementation and impact of the National Gender Strategic Plan is effectively monitored and evaluated. The Ministry in charge of Gender will continue to monitor gender disparities within Rwanda and analyze the extent to which a revised or strengthened gender mainstreaming process in all sectors would contribute to eradicating these disparities. Annual meetings evaluation on National Gender Strategic Plan of various activities shall be done to ensure that each of the parties concerned goes by the objective assigned to them in this strategic Plan. This annual meeting will be convened by the Gender Monitoring Office in collaboration with the Ministry of Gender and Family Promotion. The Gender Monitoring Office will be responsible for providing monitoring guidelines which will be used to collect information in government departments, private sector organizations and non-governmental organisations. The Gender Monitoring Office will produce and disseminate periodic reports and publications on progress indicators in the implementation of the national Gender Strategic Plan. 54 REFERENCES 1 Beijing Secretariat, Beijing Platform For Action, 1995. 2 MIFOTRA, Genre et Marche du Travail au Rwanda, Kigali, 2007. 3 MIGEPROF, National Gender Policy, Kigali, 2003. 4 MIGEPROF, Gender Profile, Kigali, 2009. 5 MIGEPROF-UNFPA, GBV Mapping Study in Rwanda, Kigali, 2007. 6 MINALOC, Decentralization Policy, May, 2000. 7 MINECOFIN, Vision 2020, Kigali, 2002. 8 MINECOFIN, Economic Development and Poverty Reduction Strategy (EDPRS), Kigali, 2007. 9 MINEDUC, EMIS, 2008. 10 National University of Rwanda, Statistics, 2008. 11 NISR, Demographic and Health Survey, Kigali, 2005. 12 NISR, Interim Demographic and Health Survey, Kigali, 2008. 13 Rwanda, National Constitution, June 2003, Kigali, 2003. 14 UNDP, National Human Development Report, Rwanda, 2007. 55

ANNEX 1: BUDGET ESTIMATES FOR THE MILESTONES 2010/11-2012/13 STRATEGIC OBJECTIVE N° 1: IMPROVE ECONOMIC CONDITIONS OF RWANDAN MEN AND WOMEN N° Policy action Expected Period Output/ Cost estimate in outcomes activity Rfw th st 1 Transform subsistence More women have access to market agricultural 4 quarter 2009-1 quarter Gender responsive baseline developed. 30,000,000 agriculture and livestock into products. 2010 gender sensitive market oriented fields. 2nd & 3rd quarters 2010 Sector gender sensitive strategic plan and 20,000,000 gender monitoring & evaluation tools developed. 4th quarter 2010, 2011, 1st & Implementation of the sector gender 300,000,000 2nd quarters 2012 sensitive strategic plan Monitoring 3rd & 4th quarters 2012 Evaluation 20,000,000 Agricultural assets and services are equitably 4th quarter 2009-1st quarter Gender responsive baseline developed. 30,000,000 provided to men and women farmers; Agricultural 2010 assets and services are equitably provided to men and women farmers; 2nd & 3rd quarters 2010 Sector gender sensitive strategic plan and 20,000,000 gender monitoring & evaluation tools developed. 4th quarter 2010, 2011, 1st & Implementation of the sector gender 300,000,000 2nd quarters 2012 sensitive strategic plan Monitoring 3rd & 4th quarters 2012 Evaluation 20,000,000 Women and men farmers use modern agricultural 4th quarter 2009-1st quarter Gender responsive baseline developed. 30,000,000 techniques learned. 2010 56 N° Policy action Expected Period Output/ Cost estimate outcomes activity 2nd & 3rd quarters 2010 Sector gender sensitive strategic plan and 20,000,000 gender monitoring & evaluation tools developed. 4th quarter 2010, 2011, 1st & Implementation of the sector gender 300,000,000 2nd quarters 2012 sensitive strategic plan Monitoring 3rd & 4th quarters 2012 Evaluation 20,000,000 Revenues from women farmers’ funded projects are 4th quarter 2009-1st quarter Gender responsive baseline developed. 30,000,000 increased. 2010 2nd & 3rd quarters 2010 Sector gender sensitive strategic plan and 20,000,000 gender monitoring & evaluation tools developed. 4th quarter 2010, 2011, 1st & Implementation of the sector gender 300,000,000 2nd quarters 2012 sensitive strategic plan Monitoring 3rd & 4th quarters 2012 Evaluation 20,000,000 Increased number of women owning cash crop farms. 4th quarter 2009-1st quarter Gender responsive baseline developed. 30,000,000 2010 2nd & 3rd quarters 2010 Sector gender sensitive strategic plan and 20,000,000 gender monitoring & evaluation tools developed. 4th quarter 2010, 2011, 1st & Implementation of the sector gender 300,000,000 2nd quarters 2012 sensitive strategic plan Monitoring 3rd & 4th quarters 2012 Evaluation 20,000,000 2 Promoting gender equality in Increased women’s ownership of small and medium 4th quarter 2009 and quarters Gender responsive baseline developed. 30,000,000 the private sector. enterprises, and industries. 1, 2, and 3 of 2010 4th quarter 2010, 1st, 2nd and A gender responsive strategic plan is 15,000,000 3rd quarters 2011 developed 4th quarter 2011, 1st, 2nd and Implementation of the strategic plan 300,000,000 3rd quarters 2012 N° Policy action Expected Period Output/ Cost estimate outcomes activity Quarter 4, 2012 Evaluation 20,000,000 A significant number of women occupy key positions. 4th quarter 2009 and quarters Gender responsive baseline developed. 30,000,000 57 1, 2, and 3 of 2010 4th quarter 2010, 1st, 2nd and A gender responsive strategic plan is 15,000,000 3rd quarters 2011 developed 4th quarter 2011, 1st, 2nd and Implementation of the strategic plan 300,000,000 3rd quarters 2012 Quarter 4, 2012 Evaluation 20,000,000 Increased gender sensitive interventions of financial 4th quarter 2009 and quarters Gender responsive baseline developed. 30,000,000 institutions. 1, 2, and 3 of 2010 4th quarter 2010, 1st, 2nd and A gender responsive strategic plan is 15,000,000 3rd quarters 2011 developed 4th quarter 2011, 1st, 2nd and Implementation of the strategic plan 300,000,000 3rd quarters 2012 Quarter 4, 2012 Evaluation 20,000,000 3 Increasing women’s Increased job creation with more involvement of 4th quarter 2009, 1st and 2nd Baseline for women employment in public 30,000,000 participation in the higher women. quarters 2010 and private sector is developed; echelons of the employment Strategies to promote women’s participation 15,000,000 sector. in higher echelons of the employment sector developed. From 3rd quarter 2010 to 3rd Implementation of the strategies identified ; 300,000,000 quarter 2012 Monitoring 100,000,000 Quarter 4, 2012 Evaluation 20,000,000 Increased number of women occupying key positions 4th quarter 2009, 1st and 2nd Baseline for women employment in public 30,000,000 in the public sector, private sector, civil society and quarters 2010 and private sector is developed; faith-based organizations. Strategies to promote women’s participation 15,000,000 in higher echelons of the employment sector developed. 58 N° Policy action Expected Period Output/ Cost estimate outcomes activity From 3rd quarter 2010 to 3rd Implementation of the strategies identified ; 300,000,000 quarter 2012 Monitoring 100,000,000 Quarter 4, 2012 Evaluation 20,000,000 4 Promoting gender equity in Increased participation of women in roads 4th quarter 2009 & 1st quarter Baseline developed; 30,000,000 accessing infrastructure construction. 2010 All roads to construct identified. 20,000,000 facilities. nd rd 2 & 3 quarters 2010 Strategies to involve equally men and 20,000,000 women in roads construction developed From 4th quarter 2010 to 3rd Implementation of the developed strategies 400,000,000 quarter 2012 4th quarter 2012 Evaluation 30,000,000 Increased access to means of transportation. 4th quarter 2009 & 1st quarter Baseline developed. 60,000,000 2010 2nd , 3rd & 4th quarters 2010 Transport gender sensitive strategic plan 15,000,000 developed From quarter 1, 2011 3rd Implementation of the strategic plan 600,000,000 quarter 2012 4th quarter 2012 Evaluation 20,000,000 Increased time to access information. 4th quarter 2009 & 1st quarter Baseline of men and women accessing 70,000,000 2010 media and internet developed. 2nd & 3rd quarters 2010 Strategic plan developed 15,000,000 From 4th quarter 2010 to 3rd Implementation of the strategic plan 300,000,000 quarter 2012 4th quarter 2012 Evaluation 20,000,000 Sub-total 5,475,000,000 59 STRATEGIC OBJECTIVE N° 2: CONSOLIDATING GOOD GOVERNANCE N° Policy action Expected Period Output/ Cost estimate outcomes activity 5 Promoting gender equality in Prosecutors, magistrates and judges are gender 4th quarter 2009 & 1st quarter Training needs assessment conducted. 10,000,000 the justice sector. sensitive. 2010 2nd & 3rd quarters 2010 Plan for capacity building in gender 5,000,000 developed From 4th 2010 to 3rd quarter 2012 Implementation of the capacity building plan 200,000,000 4th quarter 2012 Evaluation 20,000,000 Men and women are aware of their rights and 4th quarter 2009 & 1st quarter Gender related laws identified. 3,000,000 the laws protecting them. 2010 2nd & 3rd quarters 2010 Sensitisation plan developed 2,000,000 From 4th 2010 to 3rd quarter 2012 Implementation of the sensitisation plan 300,000,000 4th quarter 2012 Evaluation 20,000,000 Remaining gender discriminatory laws are 4th quarter 2009 & 1st quarter Advocacy plan for the revision of the 2,000,000 revised. 2010 remaining discriminatory laws. 2nd & 3rd quarters 2010 All discriminatory laws revised 30,000,000 From 4th 2010 to 4th quarter 2012 Monitoring & evaluation of the revised laws 100,000,000 implementation conducted and reported Women’s leadership at grassroots level is 4th quarter 2009, 1st and 2nd Women in decision-making positions at 20,000,000 visible. quarters 2010 grassroots level are identified. 3rd and 4th quarters 2010 Needs in leadership of women in decision- 20,000,000 making position assessed 1st and 2nd quarters 2011 Capacity building plan in leadership for 5,000,000 women in decision-making positions 3rd & 4th quarters 2011; 1st, 2nd & Implementation of the developed plan. 300,000,000 3rd quarters 2012 4th quarter 2012 Evaluation 20,000,000 Sub-total 1,057,000,000 60 STRATEGIC OBJECTIVE N° 3: IMPROVING THE RWANDAN MEN’S AND WOMEN’S WELFARE N° Policy action Expected Period Output/ Cost estimate outcomes activity th st 6 Improving women/girls’ Girls’ access, performance and retention at 4 quarter 2009 & 1 quarter Needs assessment in terms access, 100,000,000 access, performance, school is improved. 2010 performance and retention of girls at school. retention and completion at all levels of education. 2nd & 3rd quarters 2010 Operational plan to address access, 20,000,000 performance and retention issues developed. From 4th quarter 2010 to 3rd Implementation and monitoring of the 400,000,000 quarter 2012 operational plan. 4th quarter 2012 Evaluation 30,000,000 Given messages in formal education are rid of 4th quarter 2009 & 1st quarter Needs assessment for capacity building of 30,000,000 gender stereotypes and biases. 2010 relevant staff. 500,000,000 Gender sensitive review of curricula. 2nd & 3rd quarters 2010 Capacity building plan developed. 10,000,000 Gender mainstreaming plan for curricula. From 4th quarter 2010 to 3rd Implementation and monitoring of the 300,000,000 quarter 2012 operational plan. 4th quarter 2012 Evaluation 20,000,000 7 Increasing women’s/girls’ Access and participation of women/girls in 4th quarter 2009 & 1st quarter Gender sensitive plan for access and 20,000,000 access and effective science and technology is increased. 2010 participation of women/girls in science and technology is developed. participation in science and technology education and training. From 2nd quarter 2010 to 3rd Implementation and monitoring of the 200,000,000 quarter 2012 operational plan 4th quarter 2012 Evaluation 20,000,000 61 N° Policy action Expected Period Output/ Cost estimate outcomes activity 8 Addressing adults illiteracy. Increased literacy among adults. 4th quarter 2009 & 1st quarter Gender sensitive plan for increasing literacy 15,000,000 2010 among adults developed From 2nd quarter 2010 to 3rd Implementation and monitoring of the 200,000,000 quarter 2012 operational plan 4th quarter 2012 Evaluation 20,000,000 9 Increasing access to medical Distance covered by men and women to access 4th quarter 2009 & 1st quarter Baseline for distance covered is developed 100,000,000 services for both men and medical services is reduced. 2010 women. 2nd & 3rd quarters 2010 Gender sensitive operational plan is 15,000,000 developed From 4th quarter 2010 to 3rd Implementation and monitoring of the 200,000,000 quarter 2012 operational plan 4th quarter 2012 Evaluation 20,000,000 Deliveries with medical assistance increased. 4th quarter 2009 & 1st quarter Gender sensitive operational plan is 5,000,000 2010 developed. From 2nd quarter 2010 to 3rd Implementation and monitoring of the 100,000,000 quarter 2012 operational plan. 4th quarter 2012 Evaluation 20,000,000 Number of men and women attending family 4th quarter 2009 & 1st quarter Gender sensitive operational plan 5,000,000 planning and reproductive health services increased. 2010 developed. From 2nd quarter 2010 to 3rd Implementation and monitoring of the 100,000,000 quarter 2012 operational plan. 4th quarter 2012 Evaluation 20,000,000 Women’s decision-making power in sexual matters is 4th quarter 2009 & 1st quarter Gender sensitive behaviour and 10,000,000 increased 2010 communication change (BCC) plan is developed. From 2nd quarter 2010 to 3rd Implementation and monitoring of the 300,000,000 quarter 2012 operational plan. 4th quarter 2012 Evaluation 20,000,000 62 N° Policy action Expected Period Output/ Cost estimate outcomes activity GBV victims receive appropriate psychosocial and 4th quarter 2009 & 1st quarter Needs assessment for GBV victims. 10,000,000 nmedical treatment. 2010 2nd & 3rd quarters 2010 Developing a programme for the 20,000,000 establishment of one stop centres. From 4th quarter 2010 to 3rd Establishment of one stop centres 400,000,000 quarter 2012 4th quarter 2012 Evaluation 20,000,000 10 Increasing access to clean and Distance covered by women and children to fetch 4th quarter 2009 & 1st quarter Baseline on distance covered by women 100,000,000 safe water and promoting water is decreased. 2010 and children developed. women’s participation in water management. 2nd & 3rd quarters 2010 Gender sensitive operational plan for 10,000,000 water access is developed. From 4th quarter 2010 to 3rd Implementation and monitoring of the 5,000,000,000 quarter 2012 operational plan. 4th quarter 2012 Evaluation 20,000,000 Water management committees are gender sensitive. 4th quarter 2009 & 1st quarter Baseline on water management 60,000,000 2010 committees is developed. 2nd & 3rd quarters 2010 Needs assessment for gender sensitive 15,000,000 water management is conducted. 4th quarter 2010 & 1st quarter Gender sensitive capacity building plan 10,000,000 2011 for water management committees developed. From 2nd quarter 2011 to 3rd Implementation and monitoring of the 200,000,000 quarter 2012 operational plan. 4th quarter 2012 Evaluation 20,000,000 63 N° Policy action Expected Period Output/ Cost estimate outcomes activity 11 Improving living conditions of Measures to allow vulnerable groups, 4th quarter 2009 & 1st quarter Baseline on vulnerable groups’ issues is 30,000,000 vulnerable groups with more with more emphasis on women, to live on 2010 developed. their own are taken and implemented. emphasis on women. 2nd & 3rd quarters 2010 Gender needs assessment for each category 90,000,000 of vulnerable groups is conducted. 4th quarter 2010 & 1st quarter Gender sensitive operational plan for each 20,000,000 2011 category of vulnerable groups is developed. From 2nd quarter 2011 to 3rd Implementation and monitoring of the 400,000,000 quarter 2012 operational plan. 4th quarter 2012 Evaluation 60,000,000 12 Promoting women’s participation in Women’s problems are addressed by the 4th quarter 2009 & 1st quarter Baseline on environment and natural 40,000,000 the management of environment and committees for the protection and the 2010 resources management committees is management of environment and natural developed. natural resources, and increasing their resources. access to and control over land. 2nd & 3rd quarters 2010 Gender needs assessment of environment 15,000,000 and natural resources management committees is conducted. 4th quarter 2010 & 1st quarter Gender sensitive operational plan to address 5,000,000 2011 women’s problems is developed. From 2nd quarter 2011 to 3rd Implementation and monitoring of the 100,000,000 quarter 2012 operational plan. 4th quarter 2012 Evaluation 20,000,000 64 N° Policy action Expected Period Output/ Cost estimate outcomes activity Women get their share of land. 4th quarter 2009 & 1st quarter Baseline on women’s land ownership is 100,000,000 2010 developed. 2nd & 3rd quarters 2010 Needs assessment for the promotion of women’s 15,000,000 land ownership is conducted. 4th quarter 2010 & 1st quarter Gender sensitive operational plan to promote 5,000,000 2011 women’s land ownership is developed. From 2nd quarter 2011 to 3rd Implementation and monitoring of the 300,000,000 quarter 2012 operational plan. 4th quarter 2012 Evaluation 60,000,000 Sub-total 9,945,000,000 65 STRATEGIC OBJECTIVE N° 4: RAISING AWARENESS AMONG RWANDAN POPULATIONS ON GENDER ISSUES N° Policy action Expected Period Output/ Cost estimate outcomes activity 13 Informing, mobilizing and Leaders at all levels are gender sensitive. 4th quarter 2009 & 1st quarter Major gender issues in the population 30,000,000 raising awareness of the 2010 identified. population, community, religious as well as political leaders about gender. 2nd & 3rd quarters 2010 IEC plan on major gender issues developed 5,000,000 From 4th quarter 2010 to 3rd Implementation of the IEC plan on major 300,000,000 quarter 2012 gender issues 4th quarter 2012 Evaluation 20,000,000 Church related programmes are gender sensitive. 4th quarter 2009 & 1st quarter Gender mainstreaming needs assessment for 15,000,000 2010 churches leaders conducted 2nd & 3rd quarters 2010 Plan for gender mainstreaming skills 5,000,000 developed From 4th quarter 2010 to 3rd Implementation of the gender 200,000,000 quarter 2012 mainstreaming plan conducted 4th quarter 2012 Evaluation 20,000,000 Cultural values conducive to gender equality 4th quarter 2009 & 1st quarter Cultural values conducive to gender 30,000,000 identified. 2010 equality identified. From 2nd quarter 2010 to 3rd Dissemination of the gender responsive 200,000,000 quarter 2012 cultural values conducted at all levels 4th quarter 2012 Evaluation 20,000,000 Sub-total 845,000,000 66 STRATEGIC OBJECTIVE N° 5: MAINSTREAMING GENDER IN ALL DEVELOPMENT SECTORS N° Policy action Expected Period Output/ Cost estimate outcomes activity th st 14 Building capacity on gender Planning, implementation, monitoring evaluation, and 4 quarter 2009 & 1 quarter Planning, implementation, monitoring, 20,000,000 planning skills for key reporting tools are gender sensitive. 2010 evaluation, and reporting tools are identified. stakeholders at all levels. 2nd & 3rd quarters 2010 Planning, implementation, monitoring, 250,000,000 evaluation, and reporting tools are revised from a gender perspective. From 4th quarter 2010 to 3rd Planning, implementation, monitoring 200,000,000 quarter 2012 evaluation, and reporting tools are used 4th quarter 2012 Evaluation 20,000,000 15 Mainstreaming gender in all Sex and gender disaggregated data are accessible and 4th quarter 2009 & 1st quarter Sex and gender disaggregated data 250,000,000 development sectors. used. 2010 collection tools are developed. From 2nd quarter 2010 to 3rd Sex and gender disaggregated data 0,000,000 quarter 2012 collection tools are used. 4th quarter 2012 Evaluation 20,000,000 Men and women are involved in planning processes 4th quarter 2009 & 1st quarter Baseline of men and women involved in 300,000,000 as actors and beneficiaries. 2010 planning processes as actors and beneficiaries is developed. 2nd & 3rd quarters 2010 Plan to sensitise both men and women to 5,000,000 effective support of gender related interventions developed From 4th quarter 2010 to 3rd Implementation of the plan conducted 200,000,000 quarter 2012 4th quarter 2012 Evaluation 20,000,000 Initiatives/affirmative actions aimed at promoting 4th quarter 2009 & 1st quarter Needs assessment of required affirmative 5,000,000,000 gender in various institutions are taken. 2010 actions conducted. 2nd & 3rd quarters 2010 Advocacy programme developed 5,000,000 From 4th quarter 2010 to 3rd Advocacy programme implemented 20,000,000 quarter 2012 4th quarter 2012 Evaluation 150,000,000 Sub-total 6,460,,000,000 67 STRATEGIC OBJECTIVE N° 6: COORDINATING AND REGULATING THE IMPLEMENTATION OF NATIONAL GENDER POLICY N° Policy action Expected Period Output/ Cost estimate outcomes activity 16 Establishing coordination and Improved strategies for the coordination and 4th quarter 2009 & 1st quarter Baseline on stakeholders in gender. 20,000,000 regulation mechanisms of regulation of national gender policy 2010 interventions on gender. implementation are adopted. 2nd & 3rd quarters 2010 Coordination and regulation strategy for the 15,000,000 implementation of the national gender policy is developed. From 4th quarter 2010 to 3rd Dissemination, implementation and 300,000,000 quarter 2012 monitoring of the developed strategy 4th quarter 2012 Evaluation 20,000,000 Improved reporting system for key 4th quarter 2009 & 1st quarter Review of existing reporting system in 15,000,000 stakeholders in gender is used. 2010 gender is conducted From 2nd quarter 2010 to 3rd Dissemination, implementation and 100,000,000 quarter 2012 monitoring of the gender sensitive reporting system 4th quarter 2012 Evaluation 10,000,000 17 Monitoring and evaluation. A monitoring and evaluation (M&E) 4th quarter 2009 & 1st quarter Review of existing M&E framework. 30,000,000 framework is developed and implemented. 2010 From 2nd quarter 2010 to 3rd Dissemination, implementation and 100,000,000 quarter 2012 monitoring of the M&E framework. 4th quarter 2012 Evaluation 30,000,000 Sub-total 640,000,000 Grand total 24,422,000,000 Notice: The proposed budget for the implementation of this Strategic Plan is an estimate. Each Ministry in its ordinary allocated budget, gender issues must be taken into consideration in planning as well as in budgeting without request a complementary budget. 68