Assessment of gender equality in the artisanal and small-scale mining sector
With support from the World Bank’s Extractives Global Programmatic Support (EGPS) Multi-Donor Trust Fund an emergency fund was created and is working to support artisanal and small-scale miners affected by the COVID-19 pandemic, empower miners, support livelihoods, provide business development training, and expand gender awareness.
The ‘Promoting Alternative Livelihoods, Gender Inclusion, and Strengthening the Resilience of Artisanal Miners and ASM Organizations in Mongolia’ project was conducted jointly by the Canadian Executive Service Organization (CESO), the Artisanal Small Scale Mining National Federation (ASMNF), the German-Mongolian Institute for Resources and Technology (GMIT) and the University of British Columbia (UBC).
Between March and April of 2022 within the framework of the project, a rapid organizational gender assessment was carried out for the first time in order to determine how local ASM NGOs under the ASMNF are considering gender equality in their operations and to assess their organizational capacity.
According to the results of the evaluation, the NGOs had conducted basic and advanced gender training for their members, and had included gender concepts and gender equality in their organizational rules. In addition, employees of ASMNF and members of the local NGOs had clear knowledge and understanding about equal participation in economic and social life without discrimination, and sharing equal benefits from the fruits of development and social wealth.
Based on the results of the gender assessment, ASMNF intends to make gender-sensitive planning and budgeting in terms of human resources and investment allocation. ASMNF will adopt a gender equality checklist as way to inform decisions and orient the organization’s activity and plans. The project team believes this approach will contribute to strengthen gender equality at ASMNF and its affiliated local NGOs capacity.
Countries around the world, including Mongolia, strive to ensure gender equality in all levels of policy, planning, operations, monitoring and evaluation processes when implementing the Sustainable Development Goals (SDG). Gender is a concept, view, and attitude that has been inherited and evolved over the course of history regarding the roles and responsibilities of men and women in political, legal, economic, social, cultural, and family relationships. Gender equality means that men and women participate equally in political, legal, economic, social, cultural and family relations, enjoy the benefits of economic, social and cultural development, contribute equally to development, and understanding freedom from discrimination. This does not mean that men and women are not different or should be exactly the same but it means that society, community, and management should recognize and support their different needs, skills, and resources equally.
Gender equality is goal 5 of the 17 SDGs of the United Nations. The State Great Khural and the Government of Mongolia have approved laws and policies ensuring gender equality, and freedom from discrimination. These have also been reflected in relevant documents and programs. However, the ‘Evaluation of the Consequences of the Implementation of the Law on Ensuring Gender Equality in Mongolia’ report[1] states that ensuring results by monitoring and implementation is insufficient and problematic.
Therefore, every organization should spotlight it in its policies and activities, which will create guarantees, opportunities, and further contribute to the achievement of Mongolia's goal to ensure gender equality.
Incorporating the concept of gender equality into policy and planning, and successfully introducing it into operations will have a positive impact on organizational culture. This will manifest in improvements of results, work quality, employee satisfaction, and increase in reputation among the public.
Participants involved in the research project expressed gratitude to the World Bank’s Extractives Global Programmatic Support, and ASMNF and its affiliated NGOs for implementing the project, raising issues of gender equality in the ASM industry and making efforts to ensure gender equality.
The ‘Promoting Alternative Livelihoods, Gender Inclusion, and Strengthening the Resilience of Artisanal Miners and ASM Organizations in Mongolia’ project was conducted jointly by the Canadian Executive Service Organization (CESO), the Artisanal Small Scale Mining National Federation (ASMNF), the German-Mongolian Institute for Resources and Technology (GMIT) and the University of British Columbia (UBC).
Between March and April of 2022 within the framework of the project, a rapid organizational gender assessment was carried out for the first time in order to determine how local ASM NGOs under the ASMNF are considering gender equality in their operations and to assess their organizational capacity.
According to the results of the evaluation, the NGOs had conducted basic and advanced gender training for their members, and had included gender concepts and gender equality in their organizational rules. In addition, employees of ASMNF and members of the local NGOs had clear knowledge and understanding about equal participation in economic and social life without discrimination, and sharing equal benefits from the fruits of development and social wealth.
Based on the results of the gender assessment, ASMNF intends to make gender-sensitive planning and budgeting in terms of human resources and investment allocation. ASMNF will adopt a gender equality checklist as way to inform decisions and orient the organization’s activity and plans. The project team believes this approach will contribute to strengthen gender equality at ASMNF and its affiliated local NGOs capacity.
Countries around the world, including Mongolia, strive to ensure gender equality in all levels of policy, planning, operations, monitoring and evaluation processes when implementing the Sustainable Development Goals (SDG). Gender is a concept, view, and attitude that has been inherited and evolved over the course of history regarding the roles and responsibilities of men and women in political, legal, economic, social, cultural, and family relationships. Gender equality means that men and women participate equally in political, legal, economic, social, cultural and family relations, enjoy the benefits of economic, social and cultural development, contribute equally to development, and understanding freedom from discrimination. This does not mean that men and women are not different or should be exactly the same but it means that society, community, and management should recognize and support their different needs, skills, and resources equally.
Gender equality is goal 5 of the 17 SDGs of the United Nations. The State Great Khural and the Government of Mongolia have approved laws and policies ensuring gender equality, and freedom from discrimination. These have also been reflected in relevant documents and programs. However, the ‘Evaluation of the Consequences of the Implementation of the Law on Ensuring Gender Equality in Mongolia’ report[1] states that ensuring results by monitoring and implementation is insufficient and problematic.
Therefore, every organization should spotlight it in its policies and activities, which will create guarantees, opportunities, and further contribute to the achievement of Mongolia's goal to ensure gender equality.
Incorporating the concept of gender equality into policy and planning, and successfully introducing it into operations will have a positive impact on organizational culture. This will manifest in improvements of results, work quality, employee satisfaction, and increase in reputation among the public.
Participants involved in the research project expressed gratitude to the World Bank’s Extractives Global Programmatic Support, and ASMNF and its affiliated NGOs for implementing the project, raising issues of gender equality in the ASM industry and making efforts to ensure gender equality.