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In Mexico, UN Women and eleven other UN agencies launched a campaign against early and child marriage, to establish eighteen as the minimum age for marriage at federal and state level without exception. The Mexican Senate and the Congress of Oaxaca announced reforms on the issue, while the President pledged to support the campaign and eradicate early marriage in law and practice.
The IFAD gender team promoted household methodologies (HHM) in the loan portfolio: by enabling families to plan a vision for their household together and analyse why they are not currently achieving their vision, gender inequalities are frequently identified as one of the main reasons for preventing the household from progressing. Intimate partner violence is often cited as an area that needs to be addressed. HHMs are practices in several IFAD-supported projects eg Nigeria, Rwanda, Uganda.
IFAD supported inovative projects to address gender-based violence, such as the courage brigades in the state of Madhya Pradesh, India. (The courage brigades is a empowerment project initiated by the Indian state government with support from IFAD. Thtough this project, women are forming committees with local leaders and fighting malnutrition, caste violence, domestic abuse and corruption)
The Director of UNIC (United Nations Information Centres) New Delhi was the Guest of Honour at the launch of a campaign "Against Acid Violence", organised by Acid Survivors Foundation India (ASFI) at Juniper Hall, India Habitat Centre, New Delhi, India. The National Director & CEO ASFI presented some alarming statistics that have been collected to show what a widely prevalent phenomenon this had become in India and gave an overview of the work of ASFI. An acid attack survivor thanked ASFI for taking their voice to the world at large. The Chairperson of the National Commission for Women shed light on the justice system noting that there was literally no recourse to justice.
''We Men, stand for Gender Equality'' is a movement started in Nov 2015 by a group of men employees in WFP pledging their support for gender equality and ending violence against women and girls. By March 2016, over 200 men within the Organisation joined the movement, hence over 1% of the total of staff worldwide.
Some 3000 WFP staff and partners have been trained on integrating protection in WFP's operations. The training covers gender-based violence and aims at building people's capacities for the integration of protection measures in food assistance programs, including Gender based violence related measures.
Capacity-building of UNRWA staff, including trainings, has been a focus for UNRWA in ensuring that addressing Gender Based Violence is embedded into the work done by the different Agency’s programmes. To that effect, UNRWA has started training staff on identifying and addressing GBV through different levels of trainings. Trainings have served a dual purpose to not only in increasing staff capacity to respond to GBV, but also raise awareness and change perceptions of UNRWA staff. To support the training of staff, UNRWA developed a GBV manual which was developed in 2012. In order to monitor to what extent staff understand and acknowledge their roles and responsibilities to address GBV, UNRWA carried out biannual readiness assessment questionnaires in all core programmes. Further, by looking at the return on trainings through identification, it is clear that even within programmes which have received high levels of trainings there have been persistent obstacles to reporting the identification of GBV survivors and referring them to appropriate services. This shows that while trainings have been crucial, it has not been sufficient on its own. Supporting mechanisms, such as revisions to staff terms of references, accountability frameworks and reference tools and guidelines to support staff in implementation, are necessary to improve the effectiveness and efficacy of the response and to ensure sustainability. UNRWA has been able to target staff from all its different programmes, including health, relief, and education with more than 4000 trainings in the period 2014-2015.
During the period 2014 to 2016, ESCWA focused several of its Gender Discussion Series on Violence against Women. In December 2014, ESCWA organized a discussion on “Gender-related research and policy priorities emerging in the context of recent regional developments, particularly in humanitarian and conflict settings”. This event was organized in collaboration with the ABAAD Resource Centre for Gender Equality in the context of 16 days of activism against Gender-Based Violence. Within this framework, ESCWA organized several advocacy activities against Gender-Based Violence.
As part of activities marking the 16 days of activism against gender-based violence in Nigeria, UNIC (United Nations Information Centres) in collaboration with International Federation of Women Lawyers (FIDA) and West African Women Association (WAWA) organized a seminar to explore the legal frameworks in support of women's rights. The seminar identified and addressed the causes of violence against women and the need to speak out, network and raise awareness. Over 120 participants of whom over 100 were women, attended the seminar held at the Economic Community of West African States (ECOWAS) Secretariat, Lagos Liaison Office in Nigeria.
In order to enhance the ability of Country Offices, Regional Service Centres and Regional Bureaux to deliver transformative results for gender equality, UNDP has created the UNDP Gender Equality Seal. The Seal is a corporate certification process that recognizes good performance in gender mainstreaming. It offers three levels of certification (Bronze, Silver or Gold). An office/unit can be certified and awarded after the following four steps: the first step consists of a self-assessment based on a set of benchmarks. In the current round of the Seal, countries have to score positively on several mandatory benchmarks and score a certain % of other benchmarks to get any certification award. One of the benchmarks (3.2) aims at preventing workplace harassment, sexual harassment and abuse of authority and states that an office/unit policy has to be notified and implemented. Specific responsibilities for senior management include communicating the policy to staff; ensuring that staff complete the online training course on harassment and abuse of authority; acting as a role model and resource on the policy for staff members and non-staff personnel; ensure prevention of harassment, especially by supervisors; take prompt action for investigation and redress of any incidents; ensure confidentiality and sensitivity; and ensure that there is no retaliation against complainants. They are 43 currently participating countries that will have to complete this mandatory benchmark to qualify for a Seal certification.