Now that AIIB published its first Gender Action Plan, it is time to look at this important tool more closely. I was in the fortunate position to have worked on EBRD’s first ever Strategic Gender Initiative (2013) and Gender Strategy (2014) as part of a fantastic team. We have come along way, but still not quite there. Let’s see what should we know about gender initiatives in the IFI context.
What Is a Gender Action Plan for an IFI?
A Gender Action Plan (GAP) for an IFI serves as a roadmap to address gender inequalities and promote equality in the operations, projects, and policies the institution undertakes. These plans typically outline specific goals, indicators, and time-bound actions aimed at empowering women and improving gender outcomes within a variety of sectors. For an IFI, a GAP is critical in ensuring that gender considerations are integrated into both the financing and implementation of projects, fostering inclusive economic development.
The GAP identifies measurable targets, guiding financial institutions on how to invest in areas that promote gender equality—such as education, health, employment, and access to resources. Closing gender gaps would inevitably improve the socio-economic prospects of women in the IFI’s countries of operations.
Gender Action Plan vs. Gender Strategy: Differences and Similarities
While both a Gender Action Plan and a Gender Strategy focus on improving gender equality, they differ in scope and detail.
Gender Strategy: A gender strategy provides a broad vision and long-term framework for how an IFI intends to integrate gender equality into its operations. It usually spans multiple years and sets out high-level objectives that align with the institution's overall mission. The strategy may focus on creating gender-responsive policies, promoting equal opportunities, or supporting projects that reduce gender disparities.
Gender Action Plan: On the other hand, a GAP is more operational and specific. It outlines the concrete steps an institution will take to achieve the gender goals established in the strategy. These steps are often measurable and time-bound, with clear indicators to track progress. The GAP usually specifies target sectors, tools, and financial allocations needed to achieve its objectives. While a gender strategy paints the big picture, a GAP provides the operational tools to make that vision a reality.
Here's a list of gender strategies, action plans and initiatives from our favourite IFIs:
World Bank: The World Bank’s Gender Strategy 2024-2030 emphasises accelerating gender equality to end poverty on a liveable plant. It prioritises three objectives: ending gender-based violence, expanding economic opportunities for women, and elevating women as leaders.
Asian Development Bank (ADB): The ADB has its Strategy 2030, which integrates gender equity as a cross-cutting issue. It also launched a Gender Action Plan 2019-2024, aiming to mainstream gender in infrastructure, education, and climate adaptation projects. Moreover, the Bank uses project level GAPs to address specific project related risks and opportunities.
African Development Bank (AfDB): AfDB’s Gender Strategy 2021-2025 is titled "Investing in Africa’s Women to Accelerate Inclusive Growth." The plan targets reducing gender inequality through access to finance, education, and healthcare.
Inter-American Development Bank (IDB): The IDB’s Gender and Diversity Action Plan 2022-2025 emphasises addressing long-standing structural factors, discrimination and unequal treatment, and institutional capacity.
European Bank for Reconstruction and Development (EBRD): EBRD’s Strategy for the Promotion of Gender Equality 2021-2025 is focused on creating an enabling environment for women’s economic participation by addressing legal, cultural, and structural barriers.
The AIIB Gender Action Plan
The AIIB published its first-ever GAP in September 2024, marking a significant step in promoting gender equality across its investment portfolio. The plan sets a vision for improving gender outcomes across infrastructure and development projects in Asia and beyond, reflecting the institution’s commitment to gender equity in line with global sustainability standards.
Gender was always part of the project related social assessments, at least on the projects I worked on, but it is great to see this approach being formalised as part of the GAP.
Approach and Vision
The AIIB’s GAP aims to foster gender-inclusive growth by ensuring that women benefit equally from infrastructure investments. The plan aligns with the United Nations' Sustainable Development Goals (SDGs), particularly Goal 5 on gender equality. The approach focuses on increasing women's access to infrastructure services, creating jobs for women in traditionally male-dominated sectors like construction and energy, and enhancing women's leadership in decision-making processes.
The vision is to not only narrow gender gaps in access to infrastructure but also to create a ripple effect that boosts women’s economic participation and empowerment. AIIB's GAP seeks to promote an environment where infrastructure investments contribute to both economic growth and social equity.
Tools and Methods
To implement its gender action goals, AIIB uses a variety of tools:
Gender Impact Assessments: These assessments are incorporated into project evaluations to ensure that gender-specific impacts are considered at every stage.
Capacity Building: AIIB focuses on building gender awareness among stakeholders, including governments, private sector partners, and project implementers.
Data and Monitoring: A significant feature of AIIB’s GAP is the commitment to collecting gender-disaggregated data. This enables the institution to track progress toward gender equality goals, such as women’s access to services or employment created through infrastructure projects.
Sectoral Focus
AIIB’s GAP targets several key sectors:
Transport: Ensuring that infrastructure projects, such as roads and public transit, are accessible and safe for women, which in turn boosts women’s participation in the workforce.
Energy: Promoting women’s involvement in both the development and use of renewable energy projects.
Water and Sanitation: Recognising that inadequate ac
cess to water and sanitation disproportionately affects women, the GAP ensures that women benefit from these improvements.
Technology: Bridging the gender digital divide by investing in digital infrastructure that enables women to access online services and opportunities.
Fun Facts
Focus on Employment: AIIB’s GAP places a strong emphasis on employment, ensuring that infrastructure projects create jobs for women and break gender norms in traditionally male-dominated industries.
Partnerships with Local Communities: The plan also emphasizes working with local communities to ensure that gender considerations are contextually relevant and effective.
Leadership Development: A unique feature of AIIB’s plan is its focus on developing women leaders, not just in its own organization but also in partner institutions and government agencies.
The image is AI generated with all its imperfections. Obviously, I used myESRA as my research assistant to access the information efficiently. Here's the video: https://youtu.be/zc4GUYQQCDo
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