DOI: 10.1002/sgp2.
12033
RESEARCH ARTICLE
Challenges and opportunities of gender
mainstreaming strategy implementation in
public sectors: The case of Women and Children
Affairs Office, Bahir Dar City Administration,
Amhara Region, Ethiopia
Alemeneh G. Mihrete
Department of Gender and Development
Studies, College of Social Sciences and
Humanities, University of Gondar,
Gondar, Ethiopia
Correspondence
Alemeneh G. Mihrete, Department
of Gender and Development Studies,
College of Social Science and
Humanities, University of Gondar,
Gondar, Ethiopia.
Email: alemenehgetaneh1@gmail.com
Sexuality, Gender & Policy. 2021;00:1–14.
| Eyayu K. Bayu
Abstract
Gender Mainstreaming is an organizational strategy to
bring a gender perspective to all aspects of an institution's
policy. This research aimed to investigate the challenges
and opportunities of gender mainstreaming implementa-
tion by taking women, children, and youth affairs office of
Bahir Dar City administration as a case. To do so, a qualita-
tive research method with a case study research design was
employed. To select the participants, purposive and avail-
ability sampling techniques were employed. Interview,
focus group discussion, and document review were used as
major data collection instruments. The data were analyzed
thematically. The findings revealed that, absence of gender
focal person, compartmentalization, lack of commitments,
lack of training, lack of theoretical and technical skills
about gender, and insufficient budget were the identified
challenges. The presence of evaluation among heads at the
council, existence of policies, and cooperative leadership
were identified as an opportunity. To sum up, there are nu-
merous challenges that hinder its monitoring and evalua-
tion activities to mainstream gender even if there were a
few opportunities that facilitate their activities. Based on
the findings, the regional government should support and
monitor the respective office challenges.
wileyonlinelibrary.com/journal/sgp2 2021 © Policy Studies Organization   | 1
2 |    MIHRETE and BAYU

KEYWORDS
gender, gendermainstreaming, monitoring evaluation, public
sectors

1 | I N T RO DU CT ION

Gender inequality is a pervasive problem throughout the world, although the nature and extent
of gender differences vary considerably across countries and regions. In most countries, men and
women experience substantial disparities in their legal rights, access to and control over resources,
economic opportunities, power, and political voice. Principally, women and girls bear the greatest
and most direct costs of gender inequalities, but there are adverse impacts that affect all of society,
ultimately harming everyone. So, gender mainstreaming is a strategy for redressing these inequal-
ities (UNDP, 2007). Gender mainstreaming as a holistic strategy proposes to introduce the gender
sensitivity and equality perspective to all policies at all levels and at all stages by changing the
norms and practices that stand at the roots of gender inequality (Mahaapatro, 2015).
It is a strategy to bring a gender perspective to all aspects of an institution's policy and activi-
ties through building gender capacity and accountability. The mechanisms used to monitor and
evaluate development programs, projects, and policies have so far been largely gender blind.
However, the differential impacts of development initiatives on women and men can only be
identified if monitoring and evaluation (M&E) mechanisms are gender-­sensitive. This enables
crucial adjustment of programs and policies to fit and respond to gender issues and ensure that
intentions in planning and policy are met (Reeves & Baden, 2000). Notably, addressing gender
issues in various initiatives is a part of the gender mainstreaming process. However, gender re-
mains an indicator of major disadvantage in Ethiopia. Ethiopia ranks 122nd out of 130 countries
(ninth from the bottom), indicating large gender disparities. Similarly, the gender-­related devel-
opment index (UNDP Global Development Report) ranks Ethiopia 124th out of 145 countries
(also ninth from the bottom).
The Federal Democratic Republic of Ethiopia (FDRE) has explicitly committed to promoting
gender equality in terms of laws and policies, which include but limited the 1993 National Policy of
Ethiopia on Women, the 1995 FDRE Constitution, the Revised Family Law (FDRE, 2000), and the
Revised Criminal Code (FDRE, 2000) are among the major national policies and legal frameworks
to promote gender equality (Woldemariam et al., 2015). However, few researches were done on
the practices of gender mainstreaming in different areas of public and private sectors. To mention
some of them, Biresaw Geremew Tegegne (2007) conducted a study on the opportunities and chal-
lenges of gender mainstreaming in selected sector bureaus in Addis Ababa. In his study, he tried to
investigate the challenges they faced and opportunities they enjoyed qualitatively in the study area.
Elleni (2006) also conducted a study on the opportunities and challenges of gender mainstreaming
in Amhara saving and credit institution. Lemlem (2009) has conducted a research on the practices
gender mainstreaming in a market-­oriented agricultural development context. However, the above
few researches could not tell us the actual practices of gender mainstreaming in general and chal-
lenges and opportunities of women's affairs office in Bahir Dar city administration in particular.
This research attempted to fill a little gap through investigating the challenges and opportuni-
ties of gender mainstreaming practices by taking the Bahir Dar city administration women and
children affairs office as a case in point. This research did not try to measure levels of gender
MIHRETE and BAYU    | 3

mainstreaming or gender equality in the budget year, rather it aimed to dig out what are the
major challenges and opportunities faced by women, children, and youth office on their en-
deavor of gender mainstreaming implementation as one of the major roles and responsibilities.

2 | R E S E A RCH M ET H ODS

The general objective of this research was to investigate the practices of gender mainstream-
ing strategy by emphasizing the challenges and opportunities of Bahir Dar City administration
women and children affairs office to mainstream gender in all public sectors of planned action.
The practices of gender mainstreaming involve a wide range of approaches, techniques, steps,
and activities as a strategy and process. However, it demands the efforts and commitments of
multi-­sectors to achieve gender equality and equity. Therefore, supporting, monitoring, and
evaluation of sectors which are supposed to be gender-­sensitive was one of the major roles of
women and children affairs offices. To this end, the researchers employed the qualitative re-
search method to dig out what are the challenges they faced to mainstream gender in practice
because qualitative research is one in which the inquirer often makes knowledge claims based
primarily on constructivist perspectives regarding the multiple meaning of individual experi-
ences (Creswell, 2009).
In this regard, the researchers believed that qualitative approach is the best-­fit approach to
this research since the very nature of the topic under study demand qualitative investigation to
dig out the challenges and opportunities of the office from participants voice. The researchers
employed a case study research design by taking women, children, and youth affairs office as a
case in point. The rationality of selecting women, children, and youth affairs office as a case in
point is due to the roles and responsibilities given to this office. Primarily, the office is responsible
for four missions which include gender mainstreaming, youth and women empowerment, child
protection and treatment, and reducing harmful traditional practices against girls and women.
In doing so, the office is responsible to follow up, monitor, and evaluate the implementation of
public sectors from a gender perspective in the city administration. The other reason to took this
office as a case is that, based on the preliminary seminars the researchers had. The researchers
had to perform participatory observation when they conduct this study in the office.
To select the participants of this study, purposive and availability sampling techniques were
employed. All the experts from gender mainstreaming core process, and selected experts from
women participation and organizing core process, child protection and treatment, and project
and planning unit's expert were also selected purposively. Moreover, the head and vice-­head of
the office were also selected purposively. The primary data were gathered using interviews and
focus group discussions. Additionally, to complement the primary sources, the researchers have
also used secondary sources, including reports, plans, policies, legal and case instruments, and
other relevant documents were also consulted. Moreover, previous research works (published
and unpublished) were also reviewed to discuss the present findings with previous findings.
Thematic data analysis technique was employed as an inductive way of data analysis, which
is widely and commonly used type of qualitative data analysis techniques. The researchers gave
way to relevant themes to come out of the data. The analysis of the data progressed through a
number of different stages. First, the researchers tried to internalize interviewee's data repeat-
edly to make familiar with the issue raised. Second, the researchers translated it (Amharic) into
English. From this initial process, a set of key categories and subcategories were identified. The
researchers identified crucial themes from the data and coded them under a variety of categories.
4 |    MIHRETE and BAYU

Hence, major themes from interviewees, discussants, and documents were chosen as categories
to be analyzed and interpreted logically. Finally, the researchers attempted to discuss with previ-
ous few research works in relation to the practice of gender mainstreaming strategy. Notably, all
ethical considerations were also secured by using confidentiality, informed consent, clear expla-
nation of research objectives and acknowledging all seconday sources.

3 | F I NDI N G S AN D DISCU SSION

The aim of this research was to investigate the challenges and opportunities of the Bahir Dar City
administration women and children affairs office to practice gender mainstreaming strategy in
all public sectors or institutions in the city administration.

3.1 | Challenges

The women and children affairs office of Bahir Dar City administration faced many challenges
to support, monitor, and evaluate public sectors performance of gender mainstreaming practices
in all planned actions. The challenges were emanated from their office and other public sectors.
Hence, external and internal challenges are discussed in detail.

3.1.1 | Absence of gender mainstreaming focal person at sub-­city level

Technically, a gender focal person is required in any organization at all levels to mainstream
gender into planned actions. As to the interviewee, the Bahir Dar City administration has nine
sub-­city and four satellites. There is women and children affairs office in each sub-­city, but there
was no gender mainstreaming focal person. This was the challenge for gender experts to monitor
and evaluate. The women and children affairs office has four core processes. These are gender
mainstreaming, child treatment, women and youth organizing, and project planning. When we
see the structure, each core/work process has structure at the Kebele level except the gender
mainstreaming unit. One of the interviewees supported this idea as follows:

At sub city level, there are women's organizing, participation and beneficiary experts,
children security and treatment experts, but gender mainstreaming is performing to-
gether with this section. So, the absence of gender mainstreaming focal person will
reduce the level of accountability and give low attention to the issue.

The above narration told us, gender experts at the city administration level were faced challenges
to handle, basically to monitor and evaluate all public sectors. The above statement indicates that
gender issues are still not incorporated in some sectors and inability to give sufficient attention that
hinder mainstream gender and ensure gender equality in general. This situation can result from a
narrow or unsystematic gender analysis at the project or sector level. It is important to ask if both the
analysis and evaluation plan are inclusive of the range of factors that affect gender mainstreaming.
These include social, economic, political, legal, institutional and psychological and interpersonal fac-
tors at the country level that will manifest in different ways for individual sectors (Bamberger, 2014).
Similarly, many programs, projects or government departments have no gender expert. Although
MIHRETE and BAYU    | 5

this situation might not be ideal, it does not mean that, gender mainstreaming and gender sensitive
monitoring cannot happen it (CIDA, 2007).

3.1.2 | Low commitment and respect to gender experts and discussion

According to the participants, some sector heads and staffs have low respect for gender main-
streaming officers. As to the interviewee, the reason why they gave low respect was because of
giving little attention toward the issue by itself. The unwillingness of some of the heads of sec-
tors in the city administration to conduct a face-­to-­face discussion with gender mainstreaming
experts toward integrating gender issues into their action plan and implementation was also
another challenge. The reason was because of considering them as they would not be evaluated
by experts since they are politically appointed, and believed that, they were evaluated by heads
of the office rather than by experts. In line with this idea, one of the interviewees expressed her
experience as follows:

One day I went to one sector in the city administration to conduct face-­to-­face dis-
cussion having a check list about their implementation of their action plan in addi-
tion to the feedback of their reports. Then, I introduced myself as I am gender expert.
At that moment, the head of that particular sector said, I am not evaluated by the
experts rather I am accountable to the heads of women and children affairs office
regarding gender issue.

Regarding this data, one of the interviewees explained in the following ways:

It is known that, monitoring and evaluation was undertaken by different concerned

bodies based on the issues they focused. For instance, Bahir Dar city administration
civil service conducted evaluation of their implementation of all government institu-
tions in the city. At this time, heads and staffs of some sectors had gave high respect, but
when gender experts request them to evaluate their performance in line with gender
mainstreaming, they gave us low respect. This affects our motivation and activities to
be done.

Similarly, another expert pointed out that,

One of the basic challenges that I faced to conduct gender sensitive evaluation is unable
to get the heads of the sector. Usually I informed the heads and staff as to be evaluated
by phone or letter, and they respond as they would respect the appointment, but when
I went to them they said oh! Today we are busy, do you see the clients around the door
and the like.

From this, we can understand that some heads and staff gave little attention to the gender is-
sues in their action plan and implementation. That is why they gave low respect for gender experts
unlike other evaluators. This low respect affects gender officers/experts to conduct their day-­to-­day
M&E. It is important to examine, within the M&E system as well as in the individual evaluation,
which perspectives and experiences are missing (Gender, Agriculture, & Assets Project, 2012). It is
also important to remember that women and men are not homogeneous entities even within the
6 |    MIHRETE and BAYU

same country (CIDA, 2007). A study by James-­Sebro (2005) also indicated that a political will in an
organizational headquarters was passed on to the field by senior leadership and backed by policies
and directives. Here, the technical capacity can be built among organizational and project staff, and
in some cases beneficiaries through training and development of gender analysis tools. Similarly,
Ndrai (2014) described that, it was a great value to establish the influence of patriarchy systems on
the implementation of gender mainstreaming, due to the fact that government employees are from
diverse cultural backgrounds. Moreover, patriarchy is a social system whereby men are the primary
authority, and they dominate over women. The measures for this variable, includes cultural determi-
nation of role, hierarchical value of masculinity or feminism, recognition, and value of men's work
among employees.

3.1.3 | Compartmentalization

According to the participants, most of the heads and staff of Bahir Dar city administration sectors
believed that the gender issue is the task and assignment given only to women and children af-
fairs office. They considered themselves as they were not responsible for mainstreaming gender
in their action plan and implementation. This was a challenge for the women and children affairs
office to conduct face-­to-­face discussion and evaluate their implementation. The present finding
is supported by Bishaw (2015) work. In his study, some sectors are not dedicated to realizing
gender mainstreaming due to the lack of strong belief on the issue. He further depicted that, they
consider gender issues as the task assigned only to women, children and youth affairs offices.
They wrongly perceive our efforts to collect gender-­related reports as if we are to monitor and
controlling their activities.

3.1.4 | Problem related to reliability and credibility of the report

It is known that periodic report is one of the mechanisms of monitoring and evaluating the
progress and performance of any planned action, including programs and projects at all lev-
els. Likewise, the mentioned office used reports to monitor and evaluate gender mainstreaming
practices for all sectors in the study area. According to the interviewee, there is a lack of rigor-
ous and credibility of the public sectors report on their implementation while comparing their
primary plan with general implementation. In this regard, one of the interviewees said in the
following ways:

I do not think, the sectors report is credible, why I want to say is that, the same thing
is happening in my organization, sectors simply multiply one activity in percentage
by 2 times or in more in order to get great acceptance or to get their first rank in their
implementation within the budget year. Also, when I cross check their plan with
implementation, it is far apart; it is simply an exaggeration.

From the above statement, we can understand the sectors reports given to the main unit lack
reliability due to inappropriate implementation of their action plan and their final outcome or im-
plementation. Though it is not gender-­sensitive rather than focusing on major aims of organization.
Similarly, M&E systems examinations often need discussion for rigorous quantitative data and base-
line data. And yet, within a gender-­sensitive evaluation, the qualitative data are also needed to assess
MIHRETE and BAYU    | 7

many difficulties to measure the issues (Bamberger, 2014). In addition, recognizing gender equality
results can often call for historical and other data suitable for drawing comparisons or adequately
addressing attribution (OSCE, 2011). This might include data on potential participants who have not
yet enrolled in or benefited from the program, data from comparable programs or access to national
population-­based data and indices that examine gender inequalities.

3.1.5 | Lack of commitments among gender mainstreaming experts

The data collected from interview, some of experts has lacks commitment to conduct gender sensi-
tive M&E in time. This conclusion was manifested by the inability of the government workers to
provide feedback on their sector’s performance for implementing gender equity. One of the respon-
sibilities for the “Gender Mainstreaming” focal position was to support the different government
offices in implementing gender within their plans. For the government offices, reviewing their
individual annual plans and their implementation of gender mainstreaming was a responsibility to
uphold. After regrouping their evaluation of their public sectors plan and reimplementation of gen-
der mainstreaming, there was a failure to communicate feedback between the government offices
and the “Gender Mainstreaming” focal leader. Because there was a failure of feedback, there was
a lack of gender equity commitment from the government offices. This was the challenge which
emanates from gender experts themselves. In this regard, one of the interviewees said:

Few gender mainstreaming experts think that, nothing is happening whether an

evaluation is carried out or not. The rationale behind is that your evaluation did not
change the public sectors performance to work in practical manner, because they sim-
ply put on the shelf.

From the above statement, we can understand that those experts within the gender mainstream-
ing the main unit perform their activity through hesitating and lack commitment while monitor-
ing and evaluating the public sector's activities and implementation from the gender perspective
in the fourth quarter of the budget year 2017/2018. Similarly, a study conducted by UNDP (2005)
deduced that commitment has played a crucial role in the success of any activity in gender main-
streaming where the question of commitment cuts across the board. The commitment would moti-
vate program managers and experts to take gender mainstreaming into their work and ensure that
competence in gender mainstreaming reaches into different aspects of development. Additionally,
residency coordinators, resident representatives, and their deputies are not held accountable for gen-
der mainstreaming and are not committed to their activities.

3.1.6 | Lack of theoretical and technical knowledge among few experts

The result of this study showed that lack of knowledge about gender-­related technical issues
was the challenge. Some of the experts were confused about gender terms because they were
not graduated in the field of study, and lacked experience. This confusion affects them to con-
duct M&E in particular and gender mainstreaming in general. According to the interview result,
those gender experts come from different disciplines (field of study) and did not have subject
matter knowledge and skills about gender and gender mainstreaming. With this regard, one of
the interviewees said that:
8 |    MIHRETE and BAYU

I have worked 2 years in civil service office, but now I am working as a gender expert.
However, I do not know gender-­sensitive evaluation; even I didn’t know the practi-
cal difference between gender and women. I used the term interchangeably. This is
because of a lack of theoretical knowledge about the subject matter (department).

From the above explanation, we can understand that the main unit does not have gender focal
persons that really know the concept and practice of gender mainstreaming. In addition to this the-
oretical knowledge gap, there is also a lack of awareness about evaluation criteria and gaps in theo-
retical aspects. In connection to this findings, Bamberger (2014) reported that, not having a gender
expert available at the design of the evaluation and/or program can result in the omission of import-
ant gender-­related questions and indicators.
In line with this, Bishaw (2015) has clearly pointed out that the M&E practices that prevail
regarding the gender issue are an arbitrary act that is performed one time taking it as a focal issue
and the other time totally forgotten. Concerning M&E, he reported that the presence of problem
emanated from the absence of quailed professionals in the structure of women, children, and
youth affairs bureau starting from the region to Woredas’ that monitors and supports the gender-­
related activities.
Similar study also showed that, evaluation teams may not include or utilize individuals with
the required skills or expertise at the time of the evaluation. Best practices for engendering evalu-
ation involve, including gender experts, culturally competent practitioners, local language skills,
methodological experts, and leaders credibly to participants. Theoretically speaking, gender focal
persons must be able to act as a principal resource person, and a reference point in their respec-
tive organizations on gender-­disaggregated information, at least for two mutually exclusive activ-
ities (UNESCO, 2005). A study by Ndari (2014) reported that 62% of the respondents were of the
view that they needed more knowledge on gender mainstreaming.

3.1.7 | Lack of sufficient budget

According to the interviewee, lack of budget was one of the challenges of the office. The gender
mainstreaming division got low budget than the other division of the office. This is because the
other two divisions were supported by different non-­governmental organizations, while gender
mainstreaming division only relied on the government budget. In relation to these, the experts
lack benefits, and also they were not received daily payment for fieldwork. This implies that the
lack of budget would reduce work motivation among experts.
Based on the interview result, gender mainstreaming affairs main unit faced a shortage of
finance to monitor and evaluate public sectors implementation after mainstreaming gender in
different public sectors, which were found in the city administration. In addition to the lack of
enough budgets, the main unit faced a budget allocation problem that was given for the imple-
mentation of activities in the budget year 2017/2018. One of the interviewees said:

It is difficult to evaluate public sectors implementation without creating mainstream-

ing gender and giving training to the sectors administrators and staff as whole. We
have no budget to give training about gender issues for all sectors in order to include
women and men all areas of their organization to ensure equal participation and
beneficiaries. Even there is no equal allocation of budget when we compare with
MIHRETE and BAYU    | 9

other main units in the Department. So, budget is the major problem for this main
unit(gender mainstreaming affairs main unit).

According to UNDP (2005), resource allocation to gender is missing, incomplete, or inconsistent.

There are no accurate and reliable ways to estimate the exact expenditures on programs, which pay
attention to gender mainstreaming. The gender unit is seriously understaffed and under-­resourced.
Similarly, the funds for gender-­related activities are included in some of the thematic trust funds,
but these are not sufficient. The allocation of budget for gender mainstreaming issues was one of the
biggest challenges the ministry was facing. Hence, most of the time, ministries were unable to meet
targets because of inadequate budget allocations (Nyachifng'a, n.d.).
The major challenges faced in the implementation of the Beijing Platform for Action are the
following: Lack of national action plan, lack of awareness on BPA, lack of financial resource, and
adequate number of qualified staff of the WID machineries. As a remedy, the Women's Affairs
office of the Prime Minister Office is in the process of developing the national action plan for
gender equality. Although not yet realized, Ethiopia has attempted in bringing the Beijing decla-
ration back home (Women and Children Affairs Office, 2004).

3.1.8 | Lack of capacity building training for gender mainstreaming experts

According to the interviewees, lack of training for gender mainstreaming experts about main-
stream gender was one of the challenge that affect their working conditions. They believed
that training would help them to upgrade themselves and add knowledge, skill, and attitude.
Regarding this, one of the interviewees said:

I can't tell you the importance of training on a particular area! Frankly speaking,
there was no any training for gender mainstreaming experts in this year unless an-
nual meeting or once a year.

From the above short summary, we can understand that lack of training was one of the challenges
they faced. In line with this finding, Bishaw (2015) reported that, the majority of interviewees (59%)
showed that, there are no mechanisms through which the organizations disseminate gender-­related
information to their employees, while relatively high number of respondents reported the availabil-
ity of information dissemination system. In his study, which was conducted stated that except for
the meetings organized by WCYO on an unplanned or incidental basis, there is no planned training
given to the employees. Similarly, Ndari (2014) studied the challenges of gender mainstreaming in
selected public sectors, and the findings revealed that lack of training for employees was the chal-
lenge to mainstream gender issues into their respective plans. The findings also indicated that 83% of
the respondents disagreed with the statement that capacity-­building opportunities should be offered.

3.1.9 | Low priority during evaluation for qualitative aspects of the report

Based on the interview result, some experts give value only to the quantitative aspects of the re-
port rather than in which area where women and men participate and benefit equally. They sim-
ply saw the percentage on how much women participate in different arenas. Similarly, there is
confusion and disagreement among gender experts in the criteria of evaluation of activities from
10 |    MIHRETE and BAYU

gender perspectives. Ensure that both quantitative and qualitative indicators are included, and
the indicators have provided the information necessary to examining gender gaps, challenges,
exclusions, strengths and opportunities for greater gender equality and women empowerment.
Hence, the quantitative indicators by themselves are insufficient to capture complex issues such
as women's empowerment or participation (Reinharz, 1992). More recently, development prac-
titioners have urged a greater focus on perceptions of change among stakeholders using qualita-
tive indicators (Kusek & Rist, 2004).

3.2 | Opportunities

3.2.1 | Cooperative leadership

The interview result showed that one of the opportunities that facilitate experts to conduct M&E
was the cooperation of heads of the women and children affair office of city administration. As the
interviewee stated the heads was cooperative with them through informing the sector heads to sub-
mit their reports and aware those to conduct face to face discussion with the experts. In relation to
this, Dixon & Anker (1988) argued that the principle of integrating men and women equally in the
development process both as participants in planning, policy making, and as beneficiaries has now
become widely accepted by governments throughout the world. In this regard, a study by Ndrai
(2014) stated, 48% of the respondents indicated a large extent to the role played by supervisors.

3.2.2 | Institutional mechanisms for gender mainstreaming practices

Based on the interview and observation result, there is an availability of policy, legislation, and
programs that enable M&E from gender perspectives and gender mainstreaming as a whole. In
this regard, one of the interviewees said:

We have our own existing policy and programs toward gender issues in different
policy of our country. This lies considered as an ample opportunity for the main unit
as well as the department.

Needless to say, in our country, we have different policies, legislation, and programs existed re-
garding gender issues. Hence, we can understand that institutional mechanisms considered as an
ample opportunity within the head office. Appropriate institutional mechanisms and structures are
important to influence different government policies and programs, and in turn to implement these
policies and programs in a particular sector. Hence, having such mechanisms and structures with
a mandate at different levels can help implement policies and programs, and address women's con-
cerns. However, one has to look if these mechanisms or structures have the proper mandate, man-
agement capacity, and resources to undertake the tasks (Biresaw Geremew Tegegne, 2007).

3.2.3 | The presence of gender-­related evaluations in woreda council

According to the findings, the presence of evaluation of heads of sectors in different meetings
was one of the opportunities which enforce them to mainstream gender in their action plan and
MIHRETE and BAYU    | 11

implementation because gender issue was one of the points of evaluation in the Woreda council
meeting. One of the interviewees elaborated as follows:

Heads of some sectors are not that much committed to take gender as an integral
part of their activities, but they are performing the issue by fearing of evaluation in
front of the meeting in Woreda council and the likes.

From the above statement, we can understand the existence of evaluation at different stages by
any concerned bodies would increase the dedication of heads and staffs among different sectors to
mainstream gender and to integrate the issues of women in their action plan of women and chil-
dren affairs office experts and head at all levels. A country's M&E system plays a significant role in
achieving a commitment toward gender equality and women empowerment. A well-­designed M&E
system assess the extent to which gender-­equitable development goals have been achieved and pro-
mote consistent attention to a range of development goals (Bambeberger & Segone, 2011).

3.2.4 | The existence of laws and policies on gender mainstreaming

The interview result showed that the presence of clear policy and proclamation was one of the
opportunities that help the experts conduct M&E. There is clear policy and proclamation from
federal to woreda level. This helps the expert to do their activities without any debate and confu-
sion, and also gender issue was given high emphasis by the government. Public officials have a
constitutional obligation to account to Parliament. They should be broadly accountable for how
they spend public money, how they have achieved the purposes for which the money has been
voted and that they have gone about their duties with a high degree of integrity. M&E provides
the information in a structured and formalized manner, which allows scrutiny of public service
activities at all levels (SSATP, 2001).

3.3 | Inductive analysis in line with feminist theory

Feminist theory aims to understand the nature of inequality and focuses on gender politics, power
relations, and sexuality. Much of feminist theory also focuses on analyzing gender inequality
and promoting women's rights, interests, and issues. There are different feminist theories that
emerge at different times. These theories identify the root cause of women oppression and subor-
dination from their perspective and suggest a possible solution to overcome the problem. Among
others, liberal feminism, radical feminism, socialism, and Marxism are major examples (Adawo
et al., 2011). From the above listed major feminist theories, the finding of this report is mainly
inclined to liberal feminism. Liberal feminism is derived from the liberal political thought that
locates human's uniqueness in their capacity for rationality. Liberal feminism argues all people
are created equal and should not be denied equality of opportunity because of gender. Liberal
Feminists focus their efforts on social change through the construction of legislation and regula-
tion of employment practices. Inequality stems from the denial of equal rights.
The primary obstacle to equality is sexism (Tong, 2009). Likewise, the findings this report is
relating with the view of liberal feminism ideas. From the very beginning, the liberal feminists
are reformists who believed that if the organizations are gender-­sensitive, gender equality will
be achieved at the grass root level. Gender mainstreaming is also the process of reforming the
12 |    MIHRETE and BAYU

issue of gender relations. Hence, gender-­sensitive evaluation is one step to mainstream gender in
each sector. For instance, one of the challenges that gender mainstreaming experts faced was low
respect of some sectors heads toward gender mainstreaming experts when they conducted face-­
to-­face discussion and evaluated their implementation performance through gender perspective.
This issue was due to patriarchal ideology of heads and give low attention to the issue. The other
finding is the lack of training for gender mainstreaming experts. This is highly linked with liberal
feminist thought because they believed that the solution to avoid women oppression and bring
gender equality is through education and awareness.

4 | CO N C LUSION

Bahir Dar city administration women and children affairs office is working to ensure women
participation in all aspects and benefit from their efforts to achieve gender equality and keep
the security and rights of children. The office has four divisions such as gender mainstreaming,
women participation and beneficiary, children security and right, and project planning and for-
mulation. Among those divisions, the report was focused on gender mainstreaming divisions,
particularly their challenges and opportunities when they conduct gender-­sensitive M&E of im-
plementation of sectors in fourth quarter action plan. The office faced many challenges both
from their office and from other sectors side with few opportunities. Studies showed that due
to the absence of a “Gender Mainstreaming” focal position within the sub-­city level, the public
sectors failed to support gender mainstreaming on their own. Sectors did not have a “Gender
Mainstreaming” focal specialist to submit gender-­sensitive reports to, and sectors also failed to
complete appointments addressing gender mainstreaming. The heads of the city sectors were
unwilling to conduct face-­to-­face meetings to address the absence of a “Gender Mainstreaming”
focal position. These issues above are considered external challenges. Internal challenges due
to the absence of a “Gender Mainstreaming” focal leader concerned the lack of commitment
from gender experts, the lack of transportation services, as well as the insufficient budget and
lack of training for gender mainstreaming experts. These internal challenges directly affected the
Women and Children Affairs Office and complicated the office’s push for gender mainstreaming
in the public sectors. Despite these challenges, there were also opportunities such as the presence
of evaluation of heads of sectors at Woreda council, the presence of some committed sector heads
and the existence of clear policy and proclamation. Therefore, the administration of the Women
and Children Affairs Office of Bahia Dar City faced many obstacles, with little prospects, within
their attempts of implementing mainstreaming gender into the public sectors’ action plans, city
programs, and policies.

5 | R ECO MME N DAT ION S

Based on the study findings, the following points are forwarded as recommendations:

• The absence of gender mainstreaming focal person at the sub-­city level was one of the chal-
lenges women and children affairs office faced. So, the regional government should assign
gender focal persons at the sub-­city level.
• Different capacity building training should be provided for gender mainstreaming experts be-
cause lack of training was one of the challenges that gender mainstreaming experts faced.
MIHRETE and BAYU    | 13

• Lack of a sufficient budget was also another challenges. So, the Amhara National Regional
Government should provide enough budgets because the budget is a wind to move forward
and an input to perform any activities.
• Non-­governmental organization should support gender mainstreaming division rather than
merely supporting women organizing, participation and beneficiary, and children support and
treatment division because gender mainstreaming is a holistic aspect which incorporates all
works of the office in all areas.

ORCID
Alemeneh G. Mihrete https://orcid.org/0000-0001-5656-4647

REFERENCES
Adawo, L., Gikonyo, L. W., Kudu, R. M., & Mutoro, O. (2011). History of feminism in Kenya. Kenya Group. Nawey.
net.
Bambeberger, M., & Segone, M. (2011). How to design and manage equity focused evaluations. UNICEF.
Bamberger, M. (2014). Mainstreaming gender into evaluation an evaluation community of practice event; a quar-
terly knowledge publication of the Operations Evaluation Department of the African Development Bank
Group.
Biresaw Geremew Tegegne. (2007). Opportunities and challenges of gender mainstreaming in selected sector
bureaus in Addis Ababa, Ethiopia. Unpublished paper MSW thesis, Addis Ababa University, Alemayehu,
Bishaw.
Bishaw, A. (2015). Assessing gender mainstreaming to ensure gender equity and equality in education, social and
economic sectors. The case of Amhara Region, Ethiopia. CICE Hiroshima University. Journal of International
Cooperation in Education, 17(2), 37–­54.
CIDA. (2007). Guide to gender sensitive indicators. http://www.acdi
Creswell, J. (2009). Research design: Qualitative, quantitative, and mixed methods approach (3rd ed.). Sage. Los
Angeles, CA, USA.
Dixon & Anker. (1988). Accessing women's economic contributions to development: Background paper for training in
population. Human Resources and Development Planning, International Labor Office, Geneva.
Elleni, G. (2006). Opportunities and challenges of gender mainstreaming in Amhara Saving and Credit Institution.
ACSI, Bahir Dar, Amhara region, Ethiopia.
FDRE. (2000). Revised family code proclamation No. 213/2000. Federal Negaret Gzeta.
Gender, Agriculture, & Assets Project [GAAP]. (2012). GAAP: A toolkit on collecting gender and assets data in qual-
itative and quantitative program evaluation. International Food Policy Research Institute (IFPRI).
James-­Sebro, M. (2005). Revealing the power of gender mainstreaming. InterAction.
Kusek, J. Z., & Rist, R. C. (2004). Ten Steps to a results-­based monitoring and evaluation system. The World Bank,
140 pp.
Lemlem. (2009). The practice of gender mainstreaming in a market oriented agricultural development context,
Ethiopia.
Mahapatro, M. (2015). Mainstreaming gender: Shift from advocacy to policy. Vision, 18(4), 309–­315. https://doi.
org/10.1177/09722​62914​551663
Ndari, M. J. (2014). Challenges facing implementation of gender mainstreaming in selected government minis-
tries in Nairobi County, Kenya.
Nyaching'a, M. (Not dated). The challenges of gender mainstreaming practice in public sector Kenya. Unpublished.
Nairobi, Kenya.
OSCE. (2011). The Secretary General's annual evaluation report on the implementation of the 2004 OSCE Action
Plan for the Promotion of Gender Equality Organization for Security and Co-­operation in Europe, September.
Reeves, H., & Baden, S. (2000). Gender and development: Concepts and definitions. Institute of Development
Studies, University of Sussex.
Reinharz. (1992). Gender mainstreaming: Evaluation and monitoring. https://searc​hxp.xyz/chrome.php?q=Re-
inh​arz.1992.+Gende​r+mains​tream​ing:+evalu​ation​+and+monit​oring
14 |    MIHRETE and BAYU

SSATP (Sub–­Saharan Africa Transport Policy Program). (2001). The World Bank and Economic Commission for
Africa; A Gender Responsive Monitoring and Evaluation System for Rural Travel and Transport Programs in
Africa, April: SSATP Working paper no.55.
Tong, R. (2009). Feminist thought: A more comprehensive introduction (3rd ed.). University of North Carolina.
UNDP. (2005). Evaluation of gender mainstreaming in UNDP. Evaluation Office.
UNDP. (2007). Gender mainstreaming: Key driver of development in environment and energy. Training manual.
UNDP.
UNESCO. (2005). Handbook for gender focal points in UNESCO National Commissions, Paris, France. http://www.
unesd​oc.unesco.org/image​s/0014/40572.pdf
Woldemariam, H., Emirie, G., Zenebe, M., Jemaneh, A., & Taffesse, A. (2015). Addis Ababa University Gender
Policy. Addis Ababa, Ethiopia.
Women and Children Affairs Office. (2004). Gender mainstreaming and analysis assessment report; Annual re-
port, Bahir Dar, Amhara region, Ethiopia.

How to cite this article: Mihrete, A. G., & Bayu, E. K. (2021). Challenges and
opportunities of gender mainstreaming strategy implementation in public sectors: The
case of Women and Children Affairs Office, Bahir Dar City Administration, Amhara
Region, Ethiopia. Sexuality, Gender & Policy, 00, 1–­14. https://doi.org/10.1002/sgp2.12033