Category: Publications
Birthing Leaders: Stories of Change in African Women’s Organisations
Birthing Leaders: Stories of Change in African Women’s Organisations
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In 2015, the African Womenâs Development Fund (AWDF) launched its Leadership and Governance programme to consciously nurture the hearts and souls of women leaders and organisations. And to honour the batons passed by our ancestors.
The programme uses one-on-one and collective coaching to mentor senior, mid-level leaders and governance boards of African womenâs organisations. To date, the programme has directly impacted more than 60 women and 30 organisations across the continent.
Read the full Birthing Leaders Stories here
Click here to watch the video
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En 2015, lâAWDF lançait son programme de leadership et de gouvernance, une initiative de renforcement des capacitĂ©s avec pour objectif dâencourager le dĂ©veloppement des organisations de femmes africaines par leurs propres moyens â et grĂące Ă un coaching individuel et collectif avec des leaders et des gestionnaires de haut niveau et de niveau intermĂ©diaire. Les fonds devaient principalement servir Ă dĂ©velopper le leadership et la gouvernance au fĂ©minin, et renforcer les capacitĂ©s de leadership des femmes africaines qui occupent dĂ©jĂ des postes de direction au sein de certaines organisations. Ces fonds devaient Ă©galement contribuer au renforcement du leadership des femmes. Jessica Horn, directrice des programmes de lâAWDF, sâest entretenue avec Nancy Akanbombire, responsable du renforcement des capacitĂ©s, pour discuter de la publication du livret Ăclosion du leadership au fĂ©minin : parcours des organisations des droits des femmes africaines (document rĂ©digĂ© sur la base de lâinitiative de 2015).
Ăclosion du leadership au fĂ©minin: Parcours des Organisations de Femmes Africaines Leaders
C’est ce qu’elles avaient Ă dire…
Jessica : La plupart des bailleurs de fonds investissent dans les projets et/ou les activitĂ©s des organisations. Selon vous, pourquoi est-il important dâinvestir dans des domaines comme le leadership et la gouvernance au sein des organisations de femmesâ?
Nancy : Ă mon avis, la plupart des bailleurs de fonds privilĂ©gient plus les rĂ©sultats des projets quâils peuvent partager avec leurs partenaires au dĂ©triment du leadership, de la gouvernance ou des capacitĂ©s des personnes qui organisent ces activitĂ©s sur le terrain. Dans une certaine mesure, cela se tient, puisque cette stratĂ©gie permet aux donateurs de poursuivre leurs activitĂ©s. Dâun autre cĂŽtĂ©, ce choix peut avoir un impact sur les objectifs Ă long terme dâune organisation.
La rĂ©ponse Ă votre question (pourquoi investir dans des domaines comme le leadership et la gouvernance dans les organisations de femmes), est simple : pour transformer et pĂ©renniser leurs organisations et encourager la justice sociale et le changement. Quand vous regardez les informations Ă la tĂ©lĂ©vision, Ă©coutez la radio ou lisez les journaux, vous constatez quâil y a beaucoup plus dâorganisations de femmes quâauparavant. Par ailleurs, les femmes du monde entier semblent avoir plus de pouvoir lors des processus de prise de dĂ©cision et plus dâinfluence sur de nombreux aspects de la vie sociale, politique et Ă©conomique. Pourtant, les voix des femmes restent encore faibles et il nâexiste toujours pas de vĂ©ritable autoritĂ© ou dâautonomie du leadership au fĂ©minin.
Je pense que le patriarcat se reflĂšte de diverses maniĂšres dans toutes les structures, les systĂšmes et les institutions de notre sociĂ©tĂ©. Les ressources des organisations de femmes sont par exemple trĂšs limitĂ©es, ce qui nuit au travail des femmes et Ă leurs organisations. En consĂ©quence, les systĂšmes de gestion de la plupart de ces organisations ne sont pas trĂšs formels, car les femmes se lancent dâabord Ă la recherche de solutions Ă leurs problĂšmes sans penser Ă la structuration formelle de leur organisation.
Pour que les bailleurs de fonds contribuent Ă tous changements positifs, il est important dâinvestir dans un processus de transformation de lâorganisation et de son personnel, de reconnaĂźtre et dâintĂ©grer les forces et les capacitĂ©s des femmes dans leurs organisations. Il faudrait aussi miser sur un processus et un environnement qui encouragent les femmes, qui permettent Ă celles-ci et Ă leurs structures de reconnaĂźtre leur potentiel et de sâopposer aux valeurs normatives du monde masculin.
Jessica : Ăclosion du leadership au fĂ©minin est un recueil dâhistoires drĂŽles, inspirantes et surprenantes (jâavoue que câest un livret trĂšs bien rĂ©digĂ©)â! Dites-moi, quelles sont les expĂ©riences de dĂ©veloppement personnel et les thĂšmes communs qui sont ressortis chez chaque personne et chaque organisation ?
Ayesha : WĂŽwâ! CâĂ©tait une expĂ©rience vraiment unique, jâai eu lâimpression de faire partie de tout le processus de formation et jâai commencĂ© Ă surmonter ma propre peur dâĂ©crire.
Lorsquâon nous a demandĂ© dâĂ©laborer ce document exceptionnel, je nâĂ©tais pas sĂ»re de pouvoir rendre compte des expĂ©riences, des Ă©motions et des changements vĂ©cus par les femmes et les organisations avec lesquelles nous avons travaillĂ© tout au long de ce projet. Si jâai toujours le sentiment que leurs histoires ont Ă©tĂ© pleinement reprĂ©sentĂ©es, jâespĂšre aussi avoir rĂ©ussi Ă donner vie aux organisations et Ă leurs leaders, ainsi quâaux lectrices et lecteurs qui pourront rĂ©ellement sâidentifier Ă ces femmes et Ă leurs organisationsâ; leurs expĂ©riences deviendront rĂ©elles et ne seront pas simplement des histoires tirĂ©es dâun autre roman de fiction. JâespĂšre Ă©galement que ces expĂ©riences offriront lâespoir nĂ©cessaire Ă dâautres femmes africaines leaders qui ont suivi ou entreprennent de suivre des parcours similaires.
Je pense quâau niveau des organisations, les principaux sujets soulevĂ©s concernaient les questions relatives aux systĂšmes, pratiques et structures de gouvernance et celles relatives au pouvoir et Ă sa transmission. En ce qui concerne les leaders, des points comme la confiance en soi et le pouvoir ont Ă©tĂ© dĂ©battus.
Il convient également de mentionner que nous avons fait appel à une illustratrice et graphiste féministe africaine, une femme talentueuse et épatante, Dorcas Magbadelo. Elle a magnifiquement conçu et illustré ce document.
Jessica : Quelle histoire vous a le plus touchĂ©eâ?
Nancy : Disons que toutes les histoires sont trĂšs touchantes et inspirantes. Mais si je devais en choisir une, je dirais celle de Zawade. Câest incroyable la façon dont elle a surmontĂ© les discriminations et dirige aujourdâhui son organisation avec tant de confiance, de grĂące et de force. Je tiens Ă rappeler que la lutte pour un monde juste pour TOUTES les femmes est possibleâ!
Dans un monde patriarcal comme le nĂŽtre, les femmes sont discriminĂ©es Ă tous les niveaux : Ă la maison, Ă lâĂ©cole, au travail, dans les hĂŽpitaux, les transports, les hĂŽtels, etc. Absolument partout. Dans le cas de Zawade, en plus dâĂȘtre nĂ©e femme, elle vit aussi avec un handicap : câest « une femme en situation de handicap handicapĂ©e ». Cette particularitĂ© gĂ©nĂšre dâautres formes de discrimination, de violence, de stigmatisation, etc. Il est donc extraordinaire quâelle ait rĂ©ussi Ă surmonter tous ces obstacles et se lĂšve aujourdâhui pour dĂ©fendre les droits des autres femmes et filles comme elle. Zawade possĂšde lâesprit dâune vraie fĂ©ministe. Son Ă©volution depuis sa participation au programme de leadership et de gouvernance est tout simplement remarquable. Son parcours me rappelle constamment que les femmes peuvent tout faire. Son histoire est belle et trĂšs valorisante. Une raison de plus dâinvestir dans la formation des femmesâ!
Ayesha : Je dirais lâhistoire de Khanyisile â Le sens profond du pouvoir. Jâai Ă©tĂ© particuliĂšrement frappĂ© par cette tendance que nous avons Ă aborder certaines situations de maniĂšre superficielle, surtout lorsquâil sâagit des questions de dĂ©veloppement et de crĂ©ation dâopportunitĂ©s. Les histoires habituelles se limitent aux femmes des communautĂ©s pauvres et marginalisĂ©es. Khanyisile est une jeune femme Ă qui de nombreuses opportunitĂ©s nâauraient pas Ă©tĂ© offertes sur la seule base de son lieu de rĂ©sidence et de son travail. Il sâavĂšre quâelle avait encore beaucoup de rĂ©alitĂ©s Ă dĂ©couvrir. Par exemple, Khanyisile avait rarement eu lâoccasion de rencontrer et dâinteragir avec des femmes fortes qui avaient rĂ©ussi dans leur carriĂšre et qui lui ressemblaient. Elle a revu ses ambitions Ă la hausse.
CâĂ©tait tellement Ă©mouvant de voir la surprise sur son visage alors quâelle se trouvait dans la mĂȘme piĂšce que dâautres femmes leaders noires tout aussi jeunes quâelle. Cette expĂ©rience a rĂ©veillĂ© quelque chose en elle. DĂ©sormais, elle voit plus grand.
Rapporter toutes ces histoires constitue une expérience vraiment incroyable.
Jessica : Le dĂ©veloppement personnel est une expĂ©rience Ă la fois douloureuse et magnifique. Quelles sont les difficultĂ©s les plus courantes que vous avez rencontrĂ©es lors de ce projetâ?
Ayesha : Hmmm ! Je pense que tout changement (voire toute Ă©volution) passe par des Ă©tapes difficiles. On entend des gens dire des phrases du genre : « nous avons toujours procĂ©dĂ© ainsi » ou « câest dans lâordre naturel des choses ». Vraimentâ? DĂšs que nous cessons de changer, nous commençons Ă mourir et ceci est valable pour touttous, y compris pour les femmes et leurs organisations.
Mais comme vous lâavez si bien dit, câĂ©tait magnifique de voir ses femmes leaders se mĂ©tamorphoser. En mĂȘme temps, cette Ă©volution signifie que certaines dâentre elles ont dĂ©couvert quâelles Ă©taient devenues trop importantes dans leurs organisations : certaines ont dĂ©missionnĂ© pendant le programme ou aprĂšs. Cette situation a Ă©tĂ© difficile Ă gĂ©rer, car si lâobjectif visant Ă renforcer les compĂ©tences de leadership de ces femmes a Ă©tĂ© atteint, les organisations concernĂ©es ont finalement perdu de prĂ©cieux atouts.
En ce qui concerne les organisations, le renforcement structurel et les changements qui lâaccompagnent nâont pas toujours Ă©tĂ© bien accueillis, notamment lorsque les fondatrices de ces organisations occupaient aussi le poste de directrice. Quelques organisations ont Ă©prouvĂ© de la gĂȘne Ă lâidĂ©e de redistribuer les pouvoirs ou dâenvisager une discussion autour du transfert de pouvoir. Dans certains cas, il existait Ă©galement un Ă©cart intergĂ©nĂ©rationnel qui empĂȘchait dâaborder certains sujets.
Mais tout sâest bien terminĂ©.
Jessica : LâAWDF est lâun des rares bailleurs de fonds Ă investir dans la formation des femmes comme mĂ©thode de renforcement des organisations de dĂ©fense des droits des femmes. Est-ce que ces formations fonctionnentâ? Quelle est la valeur ajoutĂ©e des formations individuelles et collectivesâ?
Nancy : LâAWDF est effectivement lâun des seuls bailleurs de fonds qui reconnaissent la nature omniprĂ©sente du patriarcat dans nos vies et son impact sur chaque systĂšme et organisation de notre sociĂ©tĂ©, son influence sur lâaugmentation des injustices et la marginalisation constante des voix des femmes. LâAWDF est parmi les seuls donateurs Ă reconnaĂźtre la nĂ©cessitĂ© de crĂ©er un espace sĂ»r, libre de lâinfluence du patriarcat sous toutes ses formes, pour permettre aux femmes dâĂ©voluer et de rĂ©aliser pleinement leur potentiel, et aider les organisations des droits des femmes Ă se dĂ©velopper.
Si vous ĂȘtes un bailleur de fonds et ĂȘtes sensible Ă de telles initiatives, alors je vous encourage vivement Ă investir dans la formation des femmes et dây ajouter une approche fĂ©ministe car cela fait toute la diffĂ©rence. Investir dans la formation des femmes, câest investir non seulement dans leurs organisations, les aider Ă mieux atteindre leur objectif de changement, mais aussi dans des domaines qui libĂšrent le potentiel cachĂ© des femmes et de leurs organisations. En outre, les femmes et les organisations qui dĂ©fendent leurs droits peuvent Ă©voluer et crĂ©er des espaces sĂ»rs pour toutes les femmes, en gĂ©nĂ©ral, et celles traumatisĂ©es par la violence sous toutes ses formes, en particulier. Ces femmes pourront aisĂ©ment ĂȘtre elles-mĂȘmes, sâexprimer et laisser sortir la douleur et la peur enfouies en elles depuis longtemps.
Ce type dâinvestissement est trĂšs limitĂ©, voire inexistant. Mais, il produit des rĂ©sultats spectaculaires.
Les histoires contenues dans ce livret en sont la parfaite illustration. La formation des femmes fonctionneâ! Nous voyons comment des femmes et leurs organisations ont Ă©voluĂ© en peu de temps. Je dirais mĂȘme plus : les formations renforcent vĂ©ritablement les organisations des droits des femmes. Câest un outil de transformation si puissant quâil faudrait absolument lâadopter.
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Memories of Water: AWDF Annual Report
Memories of Water: AWDF Annual Report
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The AWDF 2020 Annual Report is a recollection of a year that, like water, held everything that came before itâthe consequences of all it experienced, all the elements it contained. As told by African women, the report is a narrative of water remembering, water finding its way. A recollection of AWDFâs exceptional contribution to womenâs rights in Africa, a celebration of the determination of the grantees, staff, the Board and our funders in an incredibly challenging year.
We awarded 136 grants and a total of USD $8,902,980 to organisations in 32 countries which is a 88.9% increase in total grantmaking from 2019. In response to the emergency elements of the year, including COVID-19 and anti-violence campaigns led by womenâs rights organisations across the continent, AWDF gave a total of $122,000 in grants.
Against the tide, our grantee partners created visibility and voiced womenâs rights issues, pushed and succeeded in putting laws in place that protect women, created understanding around harmful norms and policies, built womenâs political, financial, and advocacy skills, increased womenâs representation in political offices, improved womenâs access to and ownership of property, contributed to increased budget allocations to public services, and responded to the needs of their community in a time of COVID-19 and other crises.
To learn more about our work, the innovations and impact made by AWDF grantees and our aspirations as we continue on this journey please read the full report.
Please click here for the summary of the report
To read the full report, please click here
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Ce rapport Ă©voque le souvenir dâune annĂ©e qui, comme lâeau, a gardĂ© lâempreinte de tout ce qui lâa prĂ©cĂ©dĂ©e â les consĂ©quences de tout ce quâelle a vĂ©cu, tous les Ă©vĂ©nements dont elle Ă©tait porteuse. RapportĂ© par des femmes africaines, il dĂ©crit le rĂ©cit dâune eau qui fait mĂ©moire, dâune eau qui se fraie un chemin. Ce rapport englobe les contributions exceptionnelles faites par lâAWDF pour la promotion des droits des femmes en Afrique. Câest une cĂ©lĂ©bration de la dĂ©termination des partenaires bĂ©nĂ©ficiaires de subventions, du personnel, du conseil d’administration et de nos bailleurs de fonds au cours d’une annĂ©e incroyablement difficile.
LâAWDF a octroyĂ© 136 subventions et un total de 8 902 980 USD Ă des organisations dans 32 pays reprĂ©sentant ainsi une augmentation de 88,9% du total des subventions par rapport Ă lâannĂ©e 2019. Pour rĂ©pondre aux urgences de lâannĂ©e, notamment la pandĂ©mie de Covid-19 et les campagnes anti-violence menĂ©es par les organisations de dĂ©fense des droits des femmes Ă travers le continent, AWDF a octroyĂ© des subventions dâune valeur de 122 000 USD.
En dĂ©pit du courant actuel que traverse le monde, nos partenaires bĂ©nĂ©ficiaires de subventions ont pu crĂ©er de la visibilitĂ© et exprimer les problĂšmes des droits des femmes ; pousser et rĂ©ussir Ă mettre en place des lois qui protĂšgent les femmes ; faire comprendre les normes et les politiques nĂ©fastes ; dĂ©velopper les compĂ©tences politiques, financiĂšres et de plaidoyer des femmes ; augmenter la reprĂ©sentation des femmes dans les instances politiques ; amĂ©liorer l’accĂšs des femmes Ă la propriĂ©tĂ© ; contribuer Ă l’augmentation des allocations budgĂ©taires aux services publics ; et rĂ©pondre aux besoins de leur communautĂ© en pĂ©riode de la pandĂ©mie de COVID-19 ainsi que d’autres crises.
Pour en savoir plus sur notre travail, sur les innovations, l’impact de nos bĂ©nĂ©ficiaires de subventions, et sur nos aspirations, veuillez lire le rapport complet.
Veuillez cliquer ici pour le résumé du rapport
Pour le rapport complet, veuillez cliquer ici
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Bread & Butter Series #7: Being, Being with, Becoming & Doing with
Bread & Butter Series #7: Being, Being with, Becoming & Doing with
There has been growing concern across Africa by activists and policymakersalike around the question of land rushes (especially after the 2007-2008 land rush) often framed as âland grabsâ (see Oya 2013b, Dieng 2017), and their implications for local communities. This âglobal land rushân,emerged in the turbulent context of socioeconomic and political transformations. While the drivers, scale and actors in this renewed interest in land (and labour) are still contested, a body of knowledge interested in its differentiated impact and outcomes, as well as political reactions to these deals, is still growing (Hall et al 2015). It is important for us to consider however that land deals âdo not occur in a socio-economic or political vacuumâ (Oya 2013b: 1550). They are interventions connecting capital with labour with previous and ongoing dynamics of place-making resulting in uneven, unfinished processes of social change. Not only do land deals re-shape the places in which they
occur, they are also an expression of capitalist expansion across the globe. Feminist, postcolonial and decolonial scholars have contributed to acknowledging that mainstream models with their limited interpretation of âthe economicâ are grounded in gendered cultural values and norms, though the recognition of this has been late and partial (Barker et al 2003, Pollard et al 2011, Zein-Elabdin 2016).
This article compares two case studiesÂč: an export horticulture estate and a scheme funded by an international financial institution in communities based in the delta of the river, in Northern Senegal. These communities are experiencing the boom of commercial horticultural farming and rural labour markets after the 2007-2008 land rush whose effects sediment with and build on previous dynamics of social differentiation. In this article, I challenge the tendency to over-focus on either narratives emphasizing dualisms such as âinsiders vs outsidersâ or prioritising economic (and gendered) outcomes of âland grabsâ.
âRead the full article here
Bread & Butter Series #6: If Another World is Possible…
Bread & Butter Series #6: If Another World is Possible…
Womenâs ways lead us to the solutions the planet and the people need
Peasant and working-class women in Africa bear the brunt of climate-destroying âdevelopmentâ projects which grab, pollute and destroy their natural resources, undermine cultural and historical ties to territories, exploit their labour (paid and unpaid), and violate their bodies and health. And women form the core of struggles to defend the land, lives, livelihoods and future of their families and communities. Their struggle is one that defends a way of life and an existence that cannot be replaced. This is their development alternative. Yet, women have limited voice and authority in decision- making about development at all levels of society. We note the ways in which African peasant and working-class women care for, replenish and reproduce nature and humans.
This article by Margaret Mapondera, Trusha Reddy and Samantha Hargreaves examines the ecological and climate crisis as a critical dimension of the manifold threats facing the planet and most of its peoples today.
Read the article here
Bread and Butter #5: Legal Literacy as Integral to Rural Womenâs Land Rights
Bread and Butter #5: Legal Literacy as Integral to Rural Womenâs Land Rights
The concept of land is one that has been described as the cornerstone of economic development. According to Odeny (2013), land is one asset that farmers, pastoralists and other communities base their livelihoods. Land is also a significant component of business assets, which play significant role in business investment strategies. Thus, securing land rights can have a profound impact on economic development of any group of people.
This study situates land located in rural areas as both a means of agricultural production, livestock rearing and a place for gathering natural products that play an important role in local economies such as woodcutting, wild harvesting, grazing, fishing and hunting inter alia. In most cases, particularly among indigenous people, land is a source of identity and cultural heritage.
Read the second article in the second series here:
Legal Literacy as Integral to Rural Womenâs Land Rights
2020 Grantee Recognition Survey
2020 Grantee Recognition Survey
As a feminist organisation, AWDF continuously strives to support the growth and long-term sustainability of women-led organisations. Since 2013, we have been conducting grantees Recognition surveys annually to identify achievements and recognition of grantees we have supported two years prior to the survey. This is part of our monitoring, evaluation and learning activities.
The 2020 grantee recognition survey covers grantees who received US$ 5000 and over in grants in 2018. Online survey questionnaires were sent via Google forms to 54 organisations in 18 countries in Africa and the Middle East (41 organisations in 11 Anglophone countries, 13 organisations in 6 Francophone Countries and 1 bilingual country).
Click here to read the RECOGNITION SURVEY REPORT
Grantee Profile: 1-in-9 Campaign – Renewed Focus on the Other Eight
Grantee Profile: 1-in-9 Campaign – Renewed Focus on the Other Eight
The year was 2006. HIV-activist Fezekile Ntsukela Kuzwayo, known to the public only as Khwezi, faced off against Jacob Zuma, then the deputy-president of South Africa, in court. She had accused him of rape. She stood her ground amidst death threats from Zumaâs supporters, harassment from the ANC Womenâs League and widespread torment from the ruling party. She was not alone in her stand. The 1-in-9 Campaign was born during this particularly turbulent, triggering time in South Africa. Zuma, who would go on to become President of South Africa, was acquitted on the charges against him. The organisation, however, continued to support survivors of sexual violence in navigating the social landscape and the criminal justice system. According to popularly cited statistics, one in three women will experience sexual violence in her lifetime. According to the South African Medical Research Council, only one in nine rapes are reported to authorities. It was, initially, the latter group that the organisation supported.
Mpumi Mathabela is the 1-in-9 Campaign coordinator. She says despite the impact they were making through their work within the criminal justice system, there came a day when they realised that that was not enough. âOur name is a statistic from that time period – the time of Zuma and Khwezi – and it was a work that was incredibly impactful. We got to a point where when people did not see us outside court they would call and ask where we were.â More needed to be done.
âOnly one in nine women report their rape to the police. So one woman reports. One woman we go to court with. One woman we push for the justice system to do its job. One woman. Just one in nine.â
Sheshakes her head. âBut what about the other eightâŠâ The question hangs in the air as the magnitude of the statement sinks in.
âWhat happens to the other eight? Are they silent?â
The answer, she says, is of course not. âThey are simply speaking out in their own ways. We have progressed from working with that one in the criminal justice system to branching out to the other eight too. This is our shift. We are reintroducing and redefining feminist movement building, but we are not just focusing on the one woman who makes it to court anymore.â
To read the rest of this incredible profile and see how 1 in 9 is helping impact the lives of survivors, click here.
Evidence Based Prevention of Violence Against Women Convening Report: Building African Feminist Momentum
Evidence Based Prevention of Violence Against Women Convening Report: Building African Feminist Momentum
The rates of violence against women have reached pandemic levels across the world. It is estimated that 1 in 3 ever-partnered women above the age of 15 have, at some point in their lives, experienced some form of physical or sexual interpersonal violence. In some parts of Africa, the prevalence rate is almost double that of the global average at 65.6%Âč. The far-reaching physical, emotional and economic impact of this violence on the lives of African women cannot be overstated. However now, more than ever before, bringing violence against women to an end is a tangible possibility.
At this critical moment, there has been a shift to focus on evidence-based prevention of this violence against
women with programmes producing quantifiable results that reflect the magnitude of their impact in this area.
African feminists – and the political lens with which they approach the issues – have been essential to prevention work, pioneering efforts to bring violence fuelled by gender inequality and patriarchal power to an end. With international interest in this field growing, AWDF saw the need to convene African practitioners and donors to look at ways of galvanising the efforts of African feminists operating at every level to advance the work and even more firmly establish African feminism as the centre.
To read the rest of the report click this link.
Grantee Profile: Gender Links – Don’t Get Angry, Get Smart
Grantee Profile: Gender Links – Don’t Get Angry, Get Smart
Gender Links – for equality and justice
From the outside, the unassuming red-brick house in Johannesburgâs southern suburbs does not look like much. From the street, it would be near impossible to guess that these are the offices of one of Southern Africaâs leading womenâs rights organisations. Gender Links is a small organisation with a large footprint, with over 600 partners in ten countries, all working towards the promotion of womenâs rights in the region. Gender Links CEO Colleen Lowe Morna is no stranger to advocacy work. She started her career as a journalist specialising in gender and development. After South Africaâs first democratic elections in 1994, she became an advisor on gender and institutional development. âWe like to say we work from the grassroots all the way up to the elephant,â she laughs. This approach is necessary, says Morna. âThe main challenge working in the gender space is the reality gap. There is a marked difference between constitutions, legislation, policy and the lived realities of women.â
Morna says it is widely accepted that it is difficult to see the results and impact of gender justice work on paper. Gender Links, however, might be an exception to this. From work with grassroot organisations to policy change at state level, the sheer scope and breadth that Gender Links operates on is hard to
comprehend.
âGender Links acts as a big sister to smaller organisations, who are in turn empowered to mentor others,â she explains. âOur work is to build the capacity of our little sisters.â While the stories of individual stories of women who have benefitted through Gender Links programmes are significant, the organisationâs impact is also evident in its numbers. The Gender and Governance programme, spearheaded by Gender Links, has put gender on the local government agenda. There are now 432 councils in ten countries recognised as Centres of Excellence for Gender in Local Government. These local councils have committed to work towards 50/50 representation at local government level, while furthering gender responsive budgeting and service delivery. These councils cover a population of around 40 million people, approximately 34% of the population in the ten countries they are located in. âWe canât just start talking about representation of women in government at a national level in parliament,â
Morna explains. âBut itâs also not enough to talk about representation among local government councillors. We need to look at womenâs political participation as a whole. That includes the committees that deal with water and sanitation and housing and all other things.â
To read the rest of this incredible profile, please click here
AWDF Grantee Recognition Survey 2019
AWDF Grantee Recognition Survey 2019
African Womenâs Development Fund (AWDF) is a Pan-African grant making organisation that funds local, national and regional autonomous womenâs rights organisations in Africa and the Middle East, that are working towards the promotion and realisation African Womenâs Rights. Since the beginning of its operation in 2001, AWDF has awarded grants and provided technical support to over 1,340 womenâs organisations in 43 out of the 54 countries in Africa and since 2017 in 2 countries in the Middle East. As part of the methods AWDF employs to assess the impact her grantees have made and are still making in the lives of women in their various project areas and on the continent at large, an annual Grantee Recognition Survey is conducted. This forms part of AWDFâs monitoring, evaluation and learning instruments. The survey seeks to identify achievements of past grantees, and highlight those whose partnership with AWDF contributed to said awards or recognitions. It also serves as a way of following up with grantees whose grants have ended.
The AWDF grantees are doing a tremendous job in line with AWDFâs vision of having âA world where all African women live in peace, with dignity and justice and where there is equality and respect for womenâs rightsâ. This is through their tireless efforts of fighting for social justice in their communities,
contributing to the improved living conditions of beneficiaries and also increase recognition and inclusion of womenâs rights issues in the development agenda at various levels.These genuine efforts have earned them recognition, awards and influence in their localities / communities, countries, the continent and beyond. The survey showcases the recognition / awards of AWDFâs grantees and also highlights the role AWDF played. These awards / recognitions come in different forms and AWDF seeks to systematically track and document such recognitions / awards annually. For the 2019 Grantee Recognition Survey, questionnaires were sent through Google forms to 61 organisations in 22 countries (48 organisations in 16 Anglophone countries and 13 organisations in 6 Francophone Countries) who were awarded with grants of US$5,000 and above in 2017. The sections below present the findings gathered from the responses received.