ETHIOPIAN ELECTRIC UTILITY

PROGRESS REPORT OF EEU GENDER WROK PROGRAM

JULY 2019 - JUNE 2020

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Contents Acronym……………………………………………………………………………………..….2

Introduction………………………………………………………………………………….....3

Key Actions on Gender Equality at EEU………………………………………..…………...4

Implementation of institutional gender mainstreaming activities…………………….….4

1. Increasing the number of Women in STEM and women’s employment…………….…..5

1.1 EEU Pre-Service (Internship Program) and In-Service Capacity Development

Program…………………………………………………………………………………….....5

1.2 EEU Mentorship Program…………………………………………………………….....7

2. Capacity development activities for EEU staff………………………………………….….7

2.1. Gender Equality and gender mainstreaming training program for EEU Senior

Management………………………………………………………………………………...…7

2.2 Coaching for senior women leaders……………………………………………………...8

2.3 Celebration of International Women’s Day 2020…………………………………..…...8

2.4 Additional Capacity Development Support Initiatives…………………………….…...9

3. GBV prevention and response…………………………………………………….……....…9

4. Establishment of childcare services in EEU……………………………………………......10

5. Gender Responsive Monitoring and Evaluation…………………………………….……..12

Challenges faced during implementation……………………………………………………..12

Next Steps…………………………………………………………………………………………………………………………..13

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Acronym

CE Citizen Engagement

CoC Code of Conduct

DLI Disbursement Link Indicator

ELEAP Ethiopian Electrification Program

EEU Ethiopia Electric Utility

FDRE Federal Democratic Republic of Ethiopia

GBV Gender Based Violence

GRM Grievance Redress Mechanism

GoE Government of Ethiopia

GTC Gender Technical Committee

GTP Growth and Transformation Plan

GSC Gender Steering Committee

IRM Implementation Road Map

MWL Mid-level Women Leaders

MoSHE Ministry of Science and Higher Education

MoWCA Ministry of Women and Children Affairs

MoWIE Ministry of Water, Irrigation and Electricity

NEP National Electrification Program

SH Sexual Harassment

STEM Science Technology Engendering and Mathematics

TDD Training and Development Department

TNA Training Needs Assessment

WB World Bank

WCYAD Women, Children and Youth Affairs Directorate

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Introduction

The 5-year Gender and Citizen Engagement (CE) Work Program of Ethiopia Electric Utility

(EEU) lays out the key priorities and actions to be taken towards gender equality and citizen

engagement as part of overall energy sector engagements, including annual targets and the

required budgets. The document outlines the progress report of the EEU Gender Work Program

from July 2019 – July 2020.

The Government of Ethiopia (GoE) is explicitly committed to the achievement of gender

equality. The Federal Democratic Republic of Ethiopia (FDRE) Constitution clearly stipulates

the rights of women, and the Women’s Policy of Ethiopia reiterates the Government’s

commitment to gender equality. The Ethiopia Growth and Transformation Plan (GTP II)

envisages strengthening women’s empowerment to ensure women’s active participation in the

political, social and economic development that is taking place in the country and on equity

issues for citizens related to service delivery. In addition, strides are being taken in strengthening

citizen engagement mechanisms in the country across sectors.

Following the release of the Government’s National Energy Strategy (NES-2016) and reflecting

on its recommendations, Ethiopia’s National Electrification Program (NEP) - Implementation

Roadmap (IRM) presents the Government’s action plan for achieving universal electricity access

nationwide by 2025 in a strategic, comprehensive, efficient and transparent manner for the

benefit of all its citizens. The Ethiopian Electrification Program (ELEAP) aims to increase access

to electricity in Ethiopia and to enhance institutional capacity for planning and implementation

of the electrification program.

ELEAP will support the implementation of the NEP, with a focus on scaling-up electricity

connections in areas within the network reach under Pillar1 (densification) as well as increasing

access to specific targeted off-grid technologies under Pillar 2 (public programs supporting

stand-alone solar systems and mini-grids). Pillar 3 is focused on sector capacity and institutional

reform. While national energy planning is often focused on increasing the supply of fuel or

electricity, limited attention is given to gender and citizen engagement aspects, for example

women’s employment issues, gender-based violence, public consultation on service quality or re-

training staff to adopt consumer-centered approaches.

ELEAP applies a results-based financing approach, financing the activities of the NEP’s three

pillars. This includes the activities outlined in the gender and citizen engagement work program.

The disbursement under the proposed ELEAP will be governed by a set of seven disbursement-

linked indicators (DLIs), with DLI 6 relating to gender and citizen engagement (USD 4.5 million

allocations). This report on gender for period July 8, 2019 through July 7, 2020 in priority

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areas identified under the gender work program of EEU that was adopted by EEU board

in July 2018.

Key Actions on Gender Equality at EEU

Implementation of institutional gender mainstreaming activities

Leadership commitment and ownership of gender mainstreaming activities at all level is

mandatory for effective institutional gender mainstreaming activities. Taking this into

consideration, EEU Gender steering Committee/GSC/ and Gender Technical Committee /GTC/

are overseeing and closely advising all gender mainstreaming planned activities. All senior

managers are Gender Steering Committee/GSC/ members and this committee has a meeting on

monthly basis to evaluate the entire Departments’ performances and the five year work program

is one of these. In this regard, if there are any challenges that faced during implementation they

give comments and directions to overcome the problems.

WCYAD is closely working and hierarchically reporting to government ministry offices: The

Ministry of Water, Irrigation and Electricity (MoWIE) and Ministry of Women and Children and

youth (MoWCy). WCYAD also attends different meetings, workshops and experience sharing

events organized by MoWCY and MoWIE and uses the lessons and shared experiences as an

input for institutional gender mainstreaming activities. In addition, WCYAD also closely works

with similar utility service providers like Ethio-telecom to share the best experiences towards

institutional gender mainstreaming activities.

Due to its location and limited capacity, the WCYAD at the head office is working at the central

level in Addis and can’t stretch itself for day to day gender mainstreaming activities of EEU’s 11

regional bureaus. To resolve this limitation, women children and youth affairs Managers are

assigned in 9 regions starting from January 2020 until now 2 regions are on the process the

managers main role is lead all gender planned activities.

Participation and support of women staff in EEU in terms of effectively mainstreaming gender is

essential. EEU’s women forum at the head office in this regard is a driving force to voice the

needs and interests of EEU women staff. In addition to the women forum at the head office,

regional women forums in the 11 EEU regions have been established to maintain strong gender

mainstreaming supportive system.. The women forums are now actively working in all regions.

To increase the number of women in leadership and decision-making positions, with in the code

of conduct of EEU management staff affirmative action provision has been integrated and the

implementation is underway.

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Regarding closing institutional gender gap and implementing gender responsive strategic

interventions for women and men employees in EEU. As part of EEU’s five year gender work

program, Women, Children and Youth Affairs Directorate (WCYAD) of EEU planned activities

under the following key thematic areas to be implemented from July 2019 – June 2020.Progress

updates of activities under each thematic area are detailed below:

Activity thematic areas were:

1) Increasing the number of Women in STEM and women’s employment

2) Capacity development activities for EEU staff

3) GBV/SH prevention and response.

4) Establishment of childcare services in EEU

5) Gender Responsive Monitoring and Evaluation

1. Increasing the number of Women in STEM and women’s employment.

1.1 EEU Pre-Service (Internship Program) and In-Service Capacity Development Program

Last year with the technical support from the World Bank, WCYAD developed a road map for

pre-service (internship) and in-service capacity development programs in increasing the number

of women in STEM and women employment in EEU. As per a road map MoU signed Between

the Ministry of Science and Higher Education and EEU at the federal level and between 11

regional EEU offices and 17 selected universities/ for EEU internship and scholarship program.

The main objective of signing the MOU is for collaborative effort and proper implementation of

internship and scholarship program. Increasing the number of women employments for the

coming five years, EEU envisioned to implement gender responsive recruitment system and

creating an access to professional development for women employees.

In the MOU Included a two types of capacity development which is pre-service capacity

development. By increasing the number of women employees in STEM fields through pre-

service (Internship program) capacity development program and in-service capacity development

program through unleashing and strengthening the potentials of all women employees through

tailored in-service capacity development program (50% women in STEM). To realize this,

WCYAD is implementing a strategic approach through establishing partnership with Universities

in Ethiopia that provide academic courses with special emphasis of STEM courses.

This MOU suggests strategic intervention approaches towards increasing women staff in EEU

including women in STEM.

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Based on its strategic plan of GTP2 EEU’s goals are:

By 2023 women comprise 30% of EEU employees

By 2023 the number of women with second degrees increase by 30%

By 2023 the number of women on leadership and decision-making position increase by

30%

By 2023 the number of women employees in STEM increase by 25%

In realizing this, EEU WCYAD started the implementation. The first activity that has been done

was collection of data about of EEU women employees’ status. The data collection intended to

document the number of women in STEM disaggregated by region; total number of women

(NON-STEM) disaggregated by region; educational status and position of all women

(STEM/NON-STEM) and women in leadership and decision-making position. Using this

background information from the data, WCYAD identified the regional level needs for women

employee’s capacity development as well as for women in STEM employment.

With the technical support from the World Bank, WCYAD developed selection criteria of

scholarships and internship. Invited EEU female employees who are qualified to be part of this

program and identified the nominees through collaboration with training and development

department. The criteria of internship program sent to universities to identify female students in

STEM. Although the preparations were completed from EEU side due to COVID 19 global

pandemic all academic institutes and universities weren’t not be able to start all academic

programs.

EEU senior management approved 30 system during recruitment of new staff as a strategy to

narrow the existing gap. Through applying 30% quota system from June – January 2020 EEU

recruited a total no of 455(28) women professionals out of the total of 1,624 recruitment.

According to the 30th

June 2020 data, EEU has a total number of 18,892 permanent employees

and among this 4,324 (22.5) are women. Also, since EEU is under restructuring out of a total of

27 senior leadership positions 5 (18.5) of the positions are held by women. For other

leadership positions there are 196 (12.4) women leaders out of 1,579. The above data is showing

progress on women employment in EEU however a lot needs to be done to narrow down the

gender gap. In light of the results, the institution has taken significant steps to ensure 30% target

by the end of ELEAP met.

On January 15, 2020 by minute No. 24/2020, EEU senior management approved a new quota

system during recruitment from 30 to 50 for female applicants. It also approved a 5

affirmative action for all internal promotion to increase percentage of women in leadership and

management positions. In addition, 5% affirmative action has been in place for female

employees while they apply for workplace transfer requests. This is a remarkable measure taken

by the EEU management. The EEU HR department is ensuring the implementation of 50 quota

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system in all EEU structure during recruitment as well as all affirmative action provision are

applied during promotion and transfer WCYAD is also overseeing effective implementation in

all regions

1.2 EEU Mentorship Program

During the previous year, a concept note for EEU mentorship program has been developed with

the technical support of the WB. WCYAD has started implementation of EEU mentorship

program by closely working with the Training and Development Department (TDD). The

WCYAD recommended the Ethiopian Women Lawyers Association (EWLA) to provide

technical support for EEU mentorship program and secured the approval of the senior

management. EWLA has been invited to submit technical and financial proposal for EEU

mentorship program. The technical and financial proposal was submitted on March 2020, by

EWLA was reviewed and the proposal forwarded to the Ministry of Women, Children, and

Youth Affairs for further advice. Experts assigned by the Ministry reviewed the technical and

financial proposal and provided their suggestions, comments, and feedback. EWLA is working

on the revision of the technical and financial proposal. If the document is edited according to the

given comment, the work will be given to EWLA. Otherwise, EEU would invite other

consulting firm through open tender.

A total number of 52 mentees (27 Mid-level Women Leaders and 25 women in STEM) will be

part of EEU mentorship program. Regionally disaggregated numbers are indicated in the table

below:

Table 1: EEU mentorship program target groups

Location MWLs Women in STEM Total Target/year

Head Office 5 3 8

Regions (11) 2 2 44

Total 52

2. Capacity development activities for EEU staff

2.1. Gender Equality and gender mainstreaming training program for EEU Senior

Management

With the technical support from the World Bank a training program designed for EEU senior

management team to strengthen their capacity and increase their level of commitment in

supporting EEU's gender equality and women empowerment activities especially EEU's five-

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year gender work program under ELEAP. EEU senior management gender training has started

on May 15, 2020 and it was for the duration of three weeks. About 27 EEU senior management

members are attended the training program virtually. Topic covered in the training program

were, basic gender concepts, gender gaps in the energy sector, addressing gender gaps, key entry

points in addressing gender gaps in energy sector, institutional gender mainstreaming, gender

responsive planning, implementation, monitoring, reporting and evaluation, gender budgeting

and engaging men and boys into gender equality initiatives.

2.2 Coaching for senior women leaders.

In strengthening the knowledge and skills of senior women leaders, with the technical support of

WB a virtual coaching program started for EEU senior women leaders in May 2020. Five senior

women leaders taking part of the coaching program. At the beginning of the coaching program,

each woman did self-assessment to identify areas of expertise that they would like to improve.

Then they set personal goals that they would like to reach in six months at the end of the

coaching session.

2.3 Celebration of International Women’s Day 2020

WCYAD facilitated an event in recognition of March 8. During the event organized for the

celebration of International Women’s Day, on March 8, 2020 in recognition of their outstanding

performance and service provision, 43 women leaders and employees from the headquarter and

11 EEU regions were given an award. EEU CEO, two selected regional Deputy CEOs and the

labor union chairperson were given an award in recognition of their support to implement EEU’s

five year gender work program.

During the event several communication and advocacy materials were with key messages about

women empowerment, benefits of women participation in leadership and decision-making

positions etc distributed for participants. Also about 2500 Magazines, 100 posters and 100

stickers were developed and distributed for 11 regional offices. Awareness creation on Women’s

Right and gender equality has also been provided by a lawyer invited from the Ethiopian Women

Lawyer Association. As an effort in transforming the level of awareness of participants of the

event on gender equality and women empowerment, key educative messages were presented

through artistic works like poems, short plays and monologues. About 185 male and 215 female

EEU employees attended the event.

As part of the annual celebration of the International women’s Day, with the intension of

reinforcing women empowerment and gender equality the WCYAD purchased and distributed

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100 T-shirts for EEU women employees to participate in the “Women’s First” 5KM race that

was held on March 10, 2019 under the motto of “I LEAD”.

2.4 Additional Capacity Development Support Initiatives

As part of capacity development support, towards strengthening the capacity of women leaders

and experts in Harere region, 23 women leaders and experts attended training on leadership for

three days. The training was a tailored training program on Leadership and facilitated by harere

region. The training program was developed after a competency based (skill, knowledge and

attitude) have given by Berhane Wubeshate Beyene /MA/ lecturer at Haramaya University.

From 11 regions of EEU and the HQ, about 38 women employees who are working in different

positions submitted an application requesting the support of WCYAD for the application they

submitted to HR promotion and transfer opportunities. Some of the reasons behind the

applications for transfer inappropriate demotions, unlawful transfers and unfair promotion

processes. After discussing this issue with concerned departments and units, WCYAD provided

necessary and appropriate support to all 38 women employees.

Ato Yohanes Legesse and Wro Meazagenet Tsegaye participated in the Manila WEPOWER

conference representing EEU. Ato Yohanes gave a presentation on EEU’s five-year gender work

program. Side meetings were held with the women’s employment consultant on the status of

activities and timeframe for upcoming work that EEU have under women employment program.

A documentary story that showcases the education, recruitment, retention and promotion system

of women in the energy sector in Ethiopia has been captured. A total number of 10 individuals (7

women and 3 men) interviewed from EEU and EEP. Interviewees were composed of EEU CEO,

EEU and EEP HR Directors, women technical staff in EEU and EEP, Dean of Institute of

Technology of Addis Ababa University, EWLA representatives, President of Ethiopian Women

in Energy Network (EWiEN) and student who is studying in STEM fields at Addis Ababa

University.

Please find the link for the video: https://www.worldbank.org/en/news/video/2020/02/04/

creating-opportunities-for-women-in-Ethiopia’s-energy-sector

3. GBV prevention and response

Last year EEU with the technical and financial support from the World Bank implemented key

GBV prevention and response activities. As a gender equality support in EEU, a pioneering

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action has been taken through practical efforts in supporting women and men employees through

creating systemic GBV/SH prevention and response mechanism that can remove constraints for

more and better job as well as enhance women’s voice and agency. This created an enabling

environment for women and men employees in all EEU implementation regions. It also created

systemic GBV/SH prevention and response support mechanism that contributes for closing

gender gaps in through prevention of and response to GBV/SH across the EEU structure.

Adopted GBV prevention and response to legal framework that includes SH

Policy, COC and GRM. All GBV legal framework instruments were translated

into Amharic. GBV awareness communication materials like posters, brochures

and pamphlets with illustrated picture published and distributed to all regions of

EEU.

GBV prevention and response orientation was given to three ELEAP mini grid

contractors and staff members of clients through the technical support of the WB.

Trama Tecno Ambiental, CET and NR Consotium, Guodian nanging Automation

Co. LTD, and Norinco international cooperation limited, attended the orientation

session. The objective of the orientation session was to share basic information on

WB’s corporate requirement on GBV prevention and response.

4. Establishment of childcare services in EEU

In accordance with proclamation of FDRE under Federal Civil Servant Proclamation No.

1064/2017 that support the establishment and implementation of childcare services in all

government institutes; EEU is working to establish workplace childcare service for its

employees.

To realize the proclamation as well as meeting the commitment under the five year gender work

program, EEU took action to establish a total of 12 Childcare Centers one located at Addis

Ababa and the other eleven at Regional Offices across the country.

Hence, the EEU in its effort to realize the intended objective take measure to hire a professional

childcare consultant that provides technical support for the establishment process. Thus, the hired

professional Child Care Consultant engaged in conducting different activities for accomplishing

the intended tasks for the last seven months, starting from September 2019 up to March 2020.

At the initial stage of engagement the Director (WCYAD) provided induction orientation to the

consultant and also held exposure visiting programs as part of induction to different

Governmental, Non-Governmental and Private Child Care Centers.

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Then after there was mission trip conducted from September to October 2019 covering all

regions. In this trip the Director of WCYA Directorate accompanied the consultant to identify

the proposed Child Care sites and to hold discussions with the respective management on the

issues of renovation and maintenance work. Though all the respective regions management were

willing to provide the suitable sites for the intended purpose, since it is a new experience for the

institution and the responsible personnel the maintenance and renovation works needed strict

follow up and correction. Along this, timely mission trip report also submitted for further action.

Simultaneously the draft documents of Child Care Standards and Implementation Guidelines

were prepared and submitted on March 2019. These documents were also presented using power

point presentation to the senior Management Team and Steering Committee for discussion and

their comments. Thus based on the comments and feedbacks obtained, it was possible to edit

correct and finalized the documents. But as per the Legal Department’s final comment the two

documents rearranged and merged as a Child Care Directive of EEU. Then after the Child Care

Directive ratified by the Executive Manager and distributed to all regions to serve as a working

document.

Moreover, the Child Care Center’s staff recruitment criteria and detailed job descriptions

prepared both in Amharic and English languages and submitted to the Human Resource

Development Directorate.

In the meantime, checked out the already purchased items at the EEU main warehouse in order

to identify the purchased and non-purchased items. Besides discussed with the responsible

personnel and revised list of requested playing materials.

Held the second mission trip to all regions to visit the renovation work undertaken and consulted

the responsible persons to complete the work as per the standard and agreed schedule. On the

way provided initial idea and sample pictures and colors for banner preparation.

Other than the physical facilities the human resource issue is basic to start up the Child Care

Centers service. So facilitated discussion sessions about Nannies’ training with the responsible

persons of two different Training Centers (Esheruru & Abebech Gobena). After thorough

discussion with the Director of WCYAD reached at a decision to provide in-house training for

candidates. In this regard, prepared and submitted Child-Caregiver’s (Nanny’s) Pre-service Basic

Skills Training Program.

Prepared and submitted Child Care Policy document. This policy document is expected to be

commented by the Legal Department of the organization. In the coming months, the Childcare

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Policy will be approved and distribute to all regions as a working document. There is also a plan

to provide training and induction orientation to the childcare workers (Nannies, Nurses and

Supervisors). As per the Ministry of Health direction, all the Childcare centers will commence

their services.

5. Gender Responsive Monitoring and Evaluation

To ensure equitable and sustainable participation and benefits of women employees in EEU, a

supervision checklist has been developed by WCYAD and a quarterly supervision activity on

EEU’s internal gender mainstreaming activities has been conducted in EEU regions, district

offices and service centers, The findings show that 50 % quota system during recruitment and

5% affirmative action for promotion shows progress in order to hire more women. There was a

gap in implementing gender responsive planning and reporting system and sex disaggregated

planning and reporting system has not been fully in place. Supervision and feedback have been

given in order to implement gender responsive planning and reporting as well as consideration of

sex disaggregated system at all level. The supervision team had a consultative meeting with

women technical staff to discuss workplace challenges as well as to provide encouraging advices

to women technical staff to perform their duties and responsibilities diligently.

Challenges faced during implementation

The position of the Head of Women Children and Youth Affairs included in restructuring

staff plan. In doing so, the senior management gives direction to fill the position by hiring

new staffs. But the re-placement policy prohibited hiring new staff before completing the

placement of the existing staff. This creates a delay to assign gender responsible staff in

regions so that challenges were faced to implement gender mainstreaming activities as

expected.

Staff reshuffling at the head office and regions including management staff create problem

in implementing the plan as per the schedule.

Limited knowledge and skills of department heads and staff members on gender and energy

that contribute to unconscious bias on gender related activities that are expected to be

performed across EEU structure.

Low commitment of departments and units to collect sex-disaggregated data and report

contributed to limited information on gender mainstreaming activities.

Since there are few staffs at HQ, the WCYAD has very limited control and monitoring over

gender related activities that are expected to be performed by other departments at the head

office and all regions.

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Absence of standardized reporting templates on gender related activities that are delivered

by other departments at the head office and all regions.

Limited commitment and ownership of some of the department heads and staff to

mainstream gender across EEU structure.

Absence of systematic accountability matrix that ensures department heads and staff

members are delivering gender related activities responsibly.

The bargaining process of affirmative action provision was taking longer time than

expected so different departments had difficulties on implementing affirmative action

before its approval by the management.

Delay on childcare service establishment at EEU head office. There was no available place

for childcare center.

11 Regional office are ready to open the child care center but by the cause of global

pandemic disease corona it is let.

Due to the pandemic of COVID 19 WCYAD couldn’t implement most of planned activities

in relation to internship and scholarship programs, short term trainings, childcare service,

mentorship and coaching program etc.

Next Steps

WCYAD is organizing itself to implement and oversee implementing departments for all

activities of year two from the five years’ work program. Main actions being taken outlined

below:

Recruitment or placement /appointment of regional gender heads by hiring new staff in

each region to support gender work program.

Signing an agreement with EWLA for mentorship and capacity development support.

Follow up on and lead GBV support activities and ensure immediate implementation to

address grievances of women employees and create safe working space,

Work closely with other departments to start women employees’ capacity development

programs like mentorship program, on job trainings and further educational opportunities

Follow up overall capacity development activities that support women employees, mid

and top-level women leaders and managers in collaboration with Training Development

Department.

Follow up with different EEU department on proper utilization of sex-disaggregated data

collection and reporting (ongoing).

Work closely with GSC, GTC, the Labor Union and other concerned department to

ensure integration of affirmative action in EEU staff collective agreement and its

effective implementation in EEU structure.

Increasing stakeholder’s satisfaction through:

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o Institutionalizing complaint resolution system

o Increasing women employees’ complaint resolution

Improving budget utilization through implemented planned activities in a given fiscal

year.

Strengthening knowledge transfer through capacity development initiatives across EEU

regions.

Celebration of youth day with educational program and promote youth empowerment

based on the National motto of the year.

Celebration of White Ribbon day with educational program to provide safe workplace for

women and men employees.

Minimizing workplace barriers through establishing planned childcare center

Childcare center sustainability plan: EEU management must decide to what extent it will

bear costs for the childcare centers. If parents are to bear some of the cost (either through

fees or in-kind support), this must be clearly communicated before they enroll their

children.

Quality assurance of all renovated childcare centers before opening.

Childcare centers in all regions for final quality clearance until third week of February

2020.

Staff training plan: EEU must finalize the staff training plan and ensure all staff,

especially supervisors and nannies, are trained according to approved standards.

Procurement of toys/educational materials: a list of recommended toys/educational

aids/decorations will need to be prepared and procured before the centers can open.

EEU needs close supervision, guidance and advice from the Childcare consultant.

o Revision of EEU Gender Mainstreaming Policy

o Strengthening implementation of gender policy, guidelines and procedures

Strengthening staff capacity (ongoing):

o Capacity development of staff members through different trainings.

o Capacity development trainings for women leaders and decision makers.

o Arrangement of educational opportunities for women employees and leaders with

50% discount for tuition fee.

Increasing women participation and equitable benefit in EEU through:

o Increasing the number of women employees and women in STEM

o Increasing the number of women leaders and decision makers

Preparing gender mainstreaming training manual to be used internally for capacity

development of EEU staff.

Annex

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