 Thank you very much. We are so delighted to have all of you joining into this webinar. Ladies and gentlemen, good morning, good day, good evening. And thank you very much for accepting our invitation to join this webinar. This is a joint venture between the International Livestock Research Institute and Venture 37. It is the fourth webinar that we are having in a series that we've been doing since 2021, and we're very delighted that we have this opportunity to present today. My name is Esther Juguna-Mungai. I'm a senior scientist working on gender here at ILRI, and I'm going to be your facilitator today. So as we join, kind of feel free to use the chat function to tell us who you are, to tell us where you're joining from, and also maybe what you do at the organization. And kindly remember to mute your mic if you're not speaking. We will do that, but just in case you find that your mic is on, kindly put it off. If you have trouble hearing our presentations, kindly you can sign out and sign back in, and if the problem persists, we suggest that maybe you can talk to your tech support for that. And just to note that we are recording the session today, we would like to archive it in the ILRI website and in the Venture 37 website. So we are recording the audio, the video, and the chat, and please note that even the private chats will be visible to the organizers. We are also live tweeting, and if you want to join in the live tweets, that would be very, very great. And if you have any questions, any comments that come during the presentations, kindly feel free to raise them in the chat. We have a team that will be looking at the chat, answering them and responding on the chat, and some of those questions will also be part of the highlight of the policy discussion. So today we have a webinar that is organized into three main sessions. If I don't talk about the question and answer. We have an introduction piece that will be coming from our colleague and friend, Dr. Jomayman Juki, and she will be anchoring our conversation through an introductory piece. And we do have three case studies that are coming from Ethiopia, one from Ghana, and one that will come from India. And that will be special because it will be our entry into the policy discussion. And so that will be the lineup after we have that we will have a policy round table, where we will be discussing with Vicky and Jemima and asking questions, and the presentation will also be coming from our audience. So our webinar today is entitled women in livestock, breaking gender biases, shifting norms, how to support more women to profit from their livestock enterprise. The norms are increasingly being accepted and appreciated as a deep seated, if not the beneath the service thing that is underlying causes, the hindrances of meaningful and positive change for people, members of society. And when we talk about social norms, usually the women and girls are usually the ones that are mostly affected negatively in most of the communities. These are rules that could be informal or they could also be formal. And norms become a very important part of our conversation in research and development. And we hope that today's conversation will help us focus on women in livestock, and what some of the norms that they are dealing with in different programs in different countries and how we're making progress in that area. So it is my singular pleasure and privilege to introduce to us Dr. Jemima Manjuki. And Jemima is currently the chief at the Economic Empowerment Programme at the UN Women. She's a recognized leader of gender equality and women's empowerment, having directed global initiatives promoting women's economic empowerment. She has spent the last two years leading the UN Food Systems Summit on gender equality and women's empowerment level of change and was instrumental in establishing the coalition to make food systems work for women and girls. So Jemima, if you're able to join us kindly, this is your moment. Thank you very much Esther, and it's such a pleasure to be here. Unfortunately, I had some challenges with my sound so I'm joining you on my phone, and I hope you can hear me and you can see me. If you can just confirm that Esther before I go on. Yes, I can see you and I believe our participants can see you and we can hear you well. And sorry about that challenge. Fantastic. Fantastic. Thank you so much for having me today. And it's such a bittersweet moment for me because as you said, although I have moved to UN Women to head the Economic Empowerment work. You know my roots in livestock. Actually, I spent the better times of my career working at Iranian gender and livestock issues. So this is such an honor for me to be able to come back and actually talk to you and participate in this webinar. I wanted to address two big fundamental questions in my introductory remarks. So the first one is how we can address these structural causes of gender inequality, including norms, while at the same time making sure that we are meeting the needs and practical responsibilities of women. And the second question that I really wanted to focus on is how do we then change norms and how do we know that norms are changing. So let me start with the first one. And what I'm going to do is use some of our work at UN Women to illustrate some of the points that I'm going to make. First, the structural causes of gender inequality that we know are persistent. They are systemic. They are built into our cultures, they are built into our institutions, they are built into our politics, while at the same time making sure that we really are addressing the critical realities of women and girls today, because one of the things that I keep saying, and especially now sitting at the UN and at the UN agency, that's responsible world that has demanded for gender equality and the empowerment of women and girls, is to really ask, you know, it's to realize the urgency of what we need to do. The women and girls around the world cannot wait anymore. I have persistently said women and girls are doing their part, and we as agencies, we as changemakers really need to do our part to make sure that systems work for women and girls. So how do we address them these long term systemic issues while making sure that we are still prioritizing the needs and priorities of women and girls. And there are four key areas that I think we need to be, we need to be working on alongside each other. The first one is on strengthening women's voice and agency. Often we say that women's voices are not present, whether we're talking about lifestyle policies, whether we're talking about broader food systems policies and processes. The women's voices are not present, but we actually know women are speaking, you go to communities, women are very clear about what their priorities are, they're very clear about what their needs are, but those voices are not always heard. So how do we ensure that women's voices are actually heard, that they are being heard in the right places, that those voices are magnified in a way that we can no longer ignore them. One of the things that I was very passionate about and that I spent a lot of my time working on the last couple of years, couple of months, about 18 months is the UN Food Systems Summit. And I'm sure a lot of you that are listening heard about the UN Food Systems Summit and the processes leading up to the UN Food Systems Summit. And one of the things that we were really keen to make sure we do is ensure that women's leadership, women's voices are heard and are present in food systems organizations that are really playing a critical role in governing food systems. And so we started what's called the Global Food 50-50 and the Global Food 50-50 is an accountability mechanism to hold food systems organizations accountable. And I mean, and here I use organizations very liberally to mean any organization, whether government, private sector, company, donor agency that is dealing with food systems. And there's accountability mechanism. It's an index we launched the first one during the Food Systems Summit in September last year. It looks at four key issues around gender equality in food systems organizations. First is the leadership. Who are the leaders in these food systems organizations? And our first report actually showed only 6% of the leaders, CEOs, board chairs in food systems organizations are women from low and middle income countries. We're doing really, really poorly in terms of women's leadership. The second area that we then looked at is the policies. How many policies do organizations have policies around parental leave, around the things that are important for women, around equal pay for work of equal value. And the third area was on the outcomes that these organizations have. Are they collecting data on the impacts they have on women and girls? And the fourth area really just looking at the overall commitment of the organization to gender equality is it highlighted in their strategic plans, in their goals, in their visions that gender equality and empowerment of women is a critical area. So this is around building women's agency and building women's voice. We hope that through these accountability mechanisms that food systems organizations can actually remain true to what they're saying around the importance of gender equality in food systems. The second area, I talked about four key areas. The second area is on increasing access to resources. And this is usually where a lot of focus has been, you know, making sure women have information, they have skills. We will have case studies today showing how organizations, how partners are increasing access to livestock vaccines and other resources. It's making sure women have access to finance and not just finance, but finance that actually works for them. That's designed to meet their needs and priorities. The third area is on policies and institutions because we have to have this overarching legal framework that is actually supportive of women and girls, but also making sure that our institutions, whether those are governance institutions, marketing institutions, cooperatives, any institutions that are operating within the food systems space, but they actually are responsive to the needs and priorities of women that their processes, their legal bearing actually allows for women's participation, engagement and benefits. And the fourth area, which is the topic of this particular webinar is on changing harmful gender and social norms. And we know how critical this is that the norms around what women and girls are, what is their place in society, what they can do and cannot do, what they can own and cannot own, what is their place, where their voices are allowed, where they're not allowed. All those issues then impact on women directly, but they also impact on food security. So fundamental questions around why women producing food or land that they do not do not own, what are the barriers and we know those barriers are both legal barriers, they're both policy barriers, legal framework barriers, but a lot of them are also social non barriers around what women are allowed to own and not own. One of the things that I really enjoyed about working at Aeolian, working on livestock is we used to say livestock is probably one of the biggest assets that in a lot of communities women are actually allowed to own, whether that's poetry, whether that's small ruminants with that large livestock. So it's really an important pathway for women's access to assets. So those are the four key areas that I think we really need to be focusing on. One thing I would like to say about these four key areas is we need to work on them alongside each other, as I mentioned. The reason why women's voices are unheard in communities, in legal processes has to do with norms. So you cannot actually strengthen the voices of women without also addressing the norms that govern the spaces where women's voices need to be heard. Increasing access to resources, if we need women to have land, a lot of those barriers are legal, as I said, and social norms barriers. So we cannot really increase women's access to land, women's access to finance without addressing norms and without addressing policies. One of the best illustrations that I use to show the connections between these things is around the work we do at UN Women on care. And at the moment, we are working with ILO on a joint program on addressing using what we call the 5R framework, reducing, recognizing, redistributing, the numerating and representing when it comes to care work. This is a very good illustration that some of this work, we really need to approach it from a very, very holistic perspective. So in terms of recognizing and redistributing care work. We are working very much at the policy level to get governments to actually include universal care, the provision of universal care as part of their macroeconomic policies, as part of their fiscal policies, so providing them with tools to actually assess the cost of providing universal care, but also to look at what are the benefits that accrue to a country by providing universal care, because the provision of universal care is not just a cost to government, but it is actually a revenue stream, because what governments then do is they create care jobs, they integrate care into the formal economy with substantive changes to their GDPs, because they basically expand the employment base. So these are very practical tools that then you're working with about 30 governments around the world actually to show that there is, it makes economic sense to include issues of care in their macroeconomic policies. So that's the recognition, but also the redistribution bit of unpaid care, because you're then redistributing the care work between individuals and the state. The second thing in terms of increasing access to resources is reducing care work, and this is where access to technologies, access to services is critically important. And then we have added to us to the care framework, one to look at the agency, the representation of domestic care workers in policies, and this sort of takes us into the realm of not just unpaid care work but paid care work, because we also know that even within formal employment, paid care work is still not considered decent jobs, the policies that are governing it, the pay structure is still not what it should be. So there we're talking a lot about representation and how domestic workers, care workers should be represented in policy processes. And of course then talking about the norms bit of it, how do you use men as champions of change to redistribute to redistribute care work within households to have more equity sharing of care work within within households and not just care work but also the domestic, domestic work that's so important for the survival of communities, survival of households and countries. So this four-way framework of strengthening women's voice and agency, increasing access to resources, addressing policies and institutions, and addressing social norms is really a framework that can be applied across any context to can apply it to a livestock context I have just applied it to the context of addressing unpaid care work. And my expectation is that as organizations we start looking at social norms from a holistic perspective that even as we address social norms, we're not addressing social norms as an end in itself but we are addressing social norms so that we strengthen women's voice and agency so that we increase women's access to resources and rights and their rights to resources and that we improve their livelihoods. So the second question I said I would address is on how we change norms and I think I know our case studies today are going to address that so I won't dwell too much on that. But I did want to leave without saying this and mainly because it really is a research organization and other research organizations represented here have a critical role to play in helping us measure social norm change when do we know that norms have changed. I think that remains a critical question for you all we are measuring this using individual changes in attitude, but we want to be able to tell what is that tipping point for when norm change happens in a way that it doesn't they do not reverse back. Do we need to get to a critical mass of individual people that actually change their attitudes towards gender equality? Is it our institutions reforming in ways that even the norms within institutions are favorable to women? So I guess the next phase of research for you all is particularly thinking about how do we change norms at scale, but also how do we know that norms have changed? How do we get to that critical point when we start seeing large scale norm change? We cannot do this a village at a time. We are not going to be able to do this a woman at a time. We've got to figure out how we do this at scale. Thank you so much for having me and back to you Esther. Thank you so much for giving us such powerful opening remarks and asking very critical question. And for the case studies that we have, I'm sure we are going to get some of the answers to some of the questions and some of the questions that we don't handle, I think we'll come back to them during the policy discussion. Our first case study is on the public-private partnership for artificial insemination delivery, female AI technicians experience in Ethiopia that will be presented to us by Consolata, Kavisha. And I'm very honored and happy to introduce Ms. Consolata who is working as a monitoring evaluation and learning manager at Venture 37 and she is based in Tanzania. Consolata kindly take it away. Thank you very much. As has been introduced, we're presenting a case of female AI technician experience in Ethiopia and our public-private partnership project. Next slide please. Well, the paid project was initiated as a means to improve animal production and performance in terms of male production and productivity in Ethiopia. So that was the rationale for the launching of the project in Ethiopia. And also, one of the strategy was also to address the challenge of fewer women AI technicians who are providing services. Next slide please. Well, the project has three components and was founded by Bill and Melinda Gates, was implemented in two countries, Tanzania, it ended in October 2020 and in Ethiopia and it's ending this year, November. The project's main goal was to address the AI technician performance, increase family demand for AI services, and also improve production of semen. With all this in mind, the project was addressing, was reaching about 150 women AI technicians and also plan to train over 80,000 women farmers to adopt and use AI services. In Ethiopia before the start of the project, we had only about 2% of the AI technician who are women. And by the end of the project, we were able to train and equip over 118% women AI technician, which now we contributed to over 275% of the AI technician base in Ethiopia. The potential base for the women AI technician who remain active is over 50%. And the top performer AI technician is able to perform about 125 insemination per month compared to the male AI technician, the top performer who is doing less than that. And to date, as I'm presenting over 12,000 improved decalves has been born resulting from the work done by women AI technician. Next slide please. So, today I'll be presenting to you with her consent, a store from one of the best performer women AI technician by name, Demacage. She joined the project at 19 years old, just after graduating high school, she was an ambitious girl who grew up in a male dominated society. But when she saw an opportunity for this job of becoming a women AI technician, she was ambitious and she applied for the post. At the end now when the selection was being done, Demacage was almost the last one to apply. She was the 957th applicant and she came up the first one as the selection was run based on her qualification and other merits. So, unfortunately, when the results were out, the second person who was a male was not happy that a woman was selected to be trained as AI technician. So, he filed a complaint that artificial inseminations deliver work is for men, no woman is supposed to do that, but Demacage now has to fight for her position. She went ahead and called the bureau who are doing the selection for the AI technician to be trained and presented her case and lucky enough she was listened and now she was considered for the training. Next slide please. Now for Demacage to be a good AI technician performer, her journey was not easy. She was getting some comments like this is a male job, like becoming an AI technician as a female is a shame to the community. And also, how comes a woman can do AI technician, but all these did not make Demacage not to push hard to become a best performer as a female AI technician. Also, some of the strategies that helped her to be successful was now when she started engaging with farmers and from the training that was provided to her through the project. All this built her confidence and skills and how she should approach farmers to get a good and positive attitude from them. Now with all this, the farmers that she got the cows inseminated by her, when the cows became pregnant now they started becoming the ambassadors for her work. And also some farmers went ahead and thought like, now she's a woman AI technician when my cow is inseminated by her, I'll get a female calf. So all this was now some of the things that made or easier her pathway to become a successful woman AI technician. Next slide please. Well, today Demacage has a successful woman AI technician, she has a message to other woman AI technician who are struggling to achieve their best in the field. She's telling them not to be ashamed of their job and they should be following the procedures to achieve best results. Now the results will now set them in the field. Also she want to tell the woman farmers that they are the one who take care of the cows so they should inform other farmers and their husband about the AI services and the success about AI services. Next slide please. What do we learn as a project as we implemented this, this project that the program should understand the gender barriers at program design and also interventions that programs are intending to do should focus on women participation, understanding that women play the key role in livestock management and uptake of technology. Also women are more resilient and strive for results based performance. Thank you very much. Thank you so much for that wonderful presentation. We now move from Ethiopia and crossover to Ghana, where we will get our second case study on transforming the vaccine delivery system for chickens and goats in Ghana, what approaches and what benefits for women. I'm privileged to be presenting to amazing women. One is Agnes Loriba who is a team leader at care in Ghana working on food and water systems and climate change portfolio, and she's also the interim head of programs for the country office. We also have Sherifa, sorry about that, who is a 24 year old veterinary technician in one of the districts where she's working under the project, and they're going to be sharing with us the experience with norms that they are working with in western, in Upper West region of Ghana. Welcome Agnes. Thank you very much Esther for the introduction. I think you have introduced research projects already transforming the vaccine delivery system for chicken and goats in Ghana, what approaches and what benefits for women. The team has questioned this project, the women rare project. So this on this project we are in a consortium with Ilri cow tribe technology, which is a Ghanaian based social enterprise, providing digitalized lesson delivery services to farmers in rural locations. This is a project under the livestock vessel innovation fund, funded by IDRC Global Affairs Canada, and the Gates Foundation. We are researching into understanding what it takes to transform the vessel delivery system, such that vessel delivery benefits both female livestock keepers and female animal health service providers in rural Ghana. This project is implemented in the East region of Ghana, specifically into the streets, the Boko West and the Pusigah, the streets. We've been implementing this project since 2019, and it runs till March 2023. We can go to the next slide please. So on this project and related to the team for this webinar today, we are working on three specific objectives, and one of these objectives really sets well with a team for this webinar. And the second objective for the project, we are researching into identifying the capabilities of women that need to be supported as in building capacity, and then also understanding the gender norms. That affects both livestock keepers and then women who work as service providers in the sector to ensure that vessel service delivery benefits all. And over the past three years working on this project engaging communities and stakeholders, there are three key norms that have come up that we will be discussing during this webinar this afternoon. The first is the institutional norm related to hiring of female vets and positioning them in such rural districts or rural locations where there's need. So for this norm, we look at how even females gets interested and motivated to get trained as vet technicians and how at the institutional level we ensure that they are positioned in the right locations to enable service delivery to female farmers. There are also norms related to the female vet's ability to interact so these norms affects female vet's ability to interact with both male and female farmers. And then the third key norm is also related to restrictions around female farmers ability to interact in the livestock market, interact as in the ability to sell livestock directly and even also to purchase. And these affect their motivation to invest in livestock production. So my colleague Sherifa will speak a bit more about how these norms affect her day to day life as a vet technician. And so on the on the next slide we can go to the next slide. So on the next slide on the slide. We are just sharing a bit around. Let's go back to the to the previous slide. Yes, so sharing a bit around how we have been addressing these three key norms I have highlighted. So over the first related to availability of female vets and how we understand the value of having females active and benefiting in this sector. As a project we have invested in recruiting and posting to female vet technicians through CalCrype the private vet company we have as a member of the consortium. Influenced by the principle of the project that having female vets would potentially increase access to vassals by female livestock keepers and so we needed to have female vets on the ground to be able to test this and use the evidence to engage governments to invest better in having female vets on the ground. On social norms in the communities. We have used the social analysis and action approach which is a community. We have used the social analysis and action approach by working with men, women, traditional leaders to question, reflect and take some actions on norms that have been determined to negatively affect community members and in this case, we have specific examples related to women's ability to market. So we have such dialogues and sessions in communities, bringing on both both men and women and working with communities to question these norms. Building in these reflective sessions, examples from similar locations nearby about the empowering effect of women's ability to engage in the livestock markets and what that means for women's motivation and profitability and empowerment. So in this case we have used specific examples about women being able to market their pace in neighboring locations and providing opportunity for communities to learn from these experiences and taking action from these examples. We do also have dialogues with male and female vet technicians. We do understand that before we get to the level of having the number of female vets that are needed in the system. We also need the male vet technicians to be aware and take very conscious action related to the norms and how they affect their service delivery and targeting of female livestock keepers. So at this point we will hear from Sharifa Tijani who is a vet technician on the projects. Due to Sharifa's location she's not able to present live but we do have a video recording of her presentation and she's online and is happy to respond to any specific questions. I am a woman with male technician working in Boku West District in the Upper East Region of Ghana. I'm not mostly posted by government to search locations. I was hired privately by the woman rep project. I've been working on the project for the past two years. I realized that beside my skills there were cultural needs that I had to overcome. Most farmers, especially men, didn't trust that I could restrain a lot of us near them. I also quickly learned that men and women in these communities believe that if a woman was misread and she got into the good crowd or the chicken pain, the animals were going to die and the eggs wouldn't hatch. Cultural norms in this community bared women from taking livestock to the trading centers. They sold their livestock only to their husbands or male relatives. Women were not interested in fascinating their livestock because they had limited control over the income from the sales of the livestock. Without reaching women farmers, then my wife wouldn't attain the equality and empowerment goal we were hoping for. The project supported us by having gender dialogue sessions with men and women questioning these cultural beliefs and acting community members to reflect on those norms, their negative outcome and how the community would support change. I am observing some positive change in my daily work. I am accepted as a female veterinary technician a lot more now than in the beginning. Men and women farmers call me to go and visit their goats or chicken and pay for their services. I have not had an incident where animals died because I went into a crowd or a pain during my menstruation. I have witnessed men supporting and allowing their wives to bring their goats for vaccination in the evening and because I'm a woman vet, there were no fears of sexual harassment of their women. I have heard of some parents who are now encouraging their daughters to study the specialized in veterinary. I feel happy in my role in contributing to shifting norms as these community changes their beliefs. I trust that we are seeing small changes that will one day be a big change in the role of women vets will be a lot more prominent and appreciated. Thank you. Thank you so much Agnes and Sherifa for that presentation from Ghana and now we are shifting gears a little bit and we are going to be inviting Vicky. We are so privileged to have Vicky with us in the panel and Vicky is coming to us from the Gates Bill and Melinda Gates Foundation, agriculture development team. And she is responsible for the women's empowerment portfolio. And in addition to managing grants aimed at empowering women in farming households and agribusinesses. She works closely with foundation teams for nutrition, crops, livestock, markets, data and policies so we are so happy to have you Vicky kindly take it away. Well thank you Esther and thank you Jemima and the whole Ilri team. I'm thrilled to be here. Empowering women and livestock value change is a very high priority in our agriculture team as you're hearing from many examples here today. And we work closely with Ilri on a number of initiatives in this space and solving for breaking the biases that hold back the lives of women and girls is of course a top priority of our entire foundation. And I wanted to share with you a small story I was in a meeting with Bill Gates, few years ago and he he challenged us he was like, you know, how do we get these norms to change. You know, how do we get those productivity outcomes, income outcomes, nutrition outcomes when when the social norms hold, you know, make it challenging. And I started telling him about this great example we had in Bihar, India, where we were working with women's goatory to the point where he sent us film crew to film this project and next slide. I wanted to play this for you it's three minutes, but I do think we're out of time. So I just want to encourage you all to get online and see this beautiful film about the Pashusakis though the women who provide animal healthcare services to land less women's goats in Bihar, India. Next slide. And from the point of view of policy, you know, and implications of learning and how to take this all to scale, I would say one of the key points is partnership. We've partnered with Galvmed for the curriculum with Hester and Brilliant Biopharma to help us solve the video, the vaccine value chains with the NARS to bring in the improved Bucks, and through the market analysis the next step is not only to have healthcare delivery through these amazing women, but also to establish a woman run goat meat company because there is huge demand for black Bengal goat meat. Next slide. So, how do we know if we're shifting the social norms or not. There was a slide before. And I just want to say that we track very carefully. One of the norms that had to change very quickly was mobility women in these communities often do not leave their household, and this constrains all market interaction. And so we have built in the pro way into the annual outcome surveys. So we are tracking and we can see slowly, slowly, carefully. This is five years results that women's mobility is changing. Each of the Pashusakis is providing services to 120 to 200 different households. Next slide. And very importantly, is, are they improving their, their incomes. And this is almost never collected in a lot of livestock investments are women's incomes improving. It's hard work to collect this data, but we can see gradual increases the incomes are still fairly small. But in these homes. And this is in many cases the second largest source of income in these households, and it will grow as the meat company gets established next slide. And the gold standard to whether or not we know the social norms are shifting our course are women's decision making. And as you can see here are is are do they have more decision making over the benefits of that income, over the value chain, and this is very important to track. Next slide. So, basically, for policymakers and investors, some of the lessons that we are learning is first of all, recognize women's priorities as market opportunities. All too often poor women's animals are not a priority for market investments. For example, in Bihar landless women's goats are not we're not recognized as a priority for any veterinary services. The Department of animal husbandry had nothing for these women's animals. And we also vice versa recognize market opportunities as opportunities for women. What I really like about the case studies that we just saw is that not only are women seen as clients for livestock services but as the service providers for livestock services. And this gets to my second point, we need to solve not only for women's equitable participation and livestock opportunities but for their equitable value capture, their income, their profit, their revenue. We have to be tracking these together to do that well of course you have to do some really solid gender analysis. Livestock value chains offer women some of their best options for income and for diversification when livestock are integrated with their horticulture or their agroforestry or their cropping. It really increases their resilience in times of shock. And so this is essential. And it's some of the best outcomes for nutrition. So we can't assume the nutrition. We're learning this we're finding that women may be producing the birds and producing the eggs producing the goats the dairy, but not consuming it, because they still can't afford it. They produce it and they sell it to meet other needs. And we need to get the production up to a level where they're not only selling to meet their basic needs, but also have enough to consume. And to get there, we have to bundle. We need to have the technical, the financial, the markets work, and the social norms work. So in our Pashus sake example for we have a whole women's rights women's empowerment NGO tied in with the markets training so they get technical training and animal health but they also get the women's empowerment and women's rights training right alongside it and we find that's the combination that makes a transformative difference. And how do we get there. We get there by investing in innovative partnerships so private sector alone usually can't deliver the kinds of outcomes and social norm changes we want to see but they're essential for sustainability and scale. But when we partner them with an NGO that does have that community relationship that has the toolkit for working on the gender sensitive gender issues with both the men and women, then we find powerful change. And we've got to document that of course by sex, age, income and the other intersectionalities as relevant to each context. In our driver scale, we, we find it very valuable to start with women's groups, women's platforms and then partner up with the private sector of government, and to be patient to set realistic timelines. And I'm going to end with a note to say how difficult this is and how challenging is as well as this program is going and be hard. The COVID pandemic just hit so very hard our project manager died of COVID as a frontline worker and the young woman who is the Pashus sake that stars in the film I really would love for you to go and see that. With the lockdown, their mobility was restricted, they couldn't get the income and therefore their families started to go hungry. The government made some food subsidies available. And as the pressure sake went to collect the food subsidy that she was absolutely entitled to. She was beaten. And she was beaten so badly they broke her leg. And I'm happy to say she has healed. She's back out there. She's delivering the services again, but it was just a very hard reminder how challenging this work is and therefore I just want to say, everyone here, and there's a lot of you here today. Everyone here, we need to be as an intentional as we can. This is hard work. Thank you and back to you. Thank you so much Viki and you end with a very strong message there. And so sorry to hear about the loss of some of the project administrators in India and this is the reality of the challenge and the situation that we're in. And even to imagine that somebody is beating up a woman and breaking her leg. Those are maybe indications of norms that are also challenging. Because we have had a lot of policy messages from your talk and a lot of policy messages from Jamaica. Maybe I'm going to skip my questions and I will share them with you maybe in another opportunity. And I want to welcome Alessandra to give us a two minute wrap up. And the question that I'm asking Alessandra is, what do you hear when you listen to this case studies when you listen to Jamaica when you listen to Viki. And I just to mention that Alessandra is my team leader here at Ilrish is the one that is leading the gender team. So, Alessandra, what are you hearing. Thank you so much. And I, hi everybody. I'm super excited to be here and to be listening to all these incredible experiences. So what I've heard, I've heard that the livestock sector is offering an incredible amount of opportunities for women in to get out of poverty and improve their nutrition security. And we also know that women are two thirds of the poor livestock keepers. But then again what you've seen is that women do a lot of the work and that when it is about, you know, getting the benefits they really enjoy those benefits. So I've heard that when women try to get into livestock business specifically they basically enter a male space with very strong norms that discriminate against women. This happens at recruitment. So in both case studies we've seen that both women and men have the same degree, their vets. However in Ghana, there were no women in the public system as vets in the regions where we work. And in Ethiopia only 2% of AI technicians were women. So, women seem to really need to fight for their job. I thought it was incredible the story of them a catch who actually she had she had won the position and then somebody said that, you know, this is a job for men is not a job for women. And she really had to fight to get her job and you know she was very courageous to do so and she found support. And also what I find striking is that a lot of these norms are rarely so you know clearly spelt out that you can pinpoint them very often they are subtle and very hard to you know to identify and to publicly condemn. But I also see that women in livestock business face a lot of challenges when they get into the job itself so once they have overcome the difficulties of getting the job, then they face more norms in the job. So, they face norms from colleagues and the client so we heard again from Sharifa that the farmers generally believe that women cannot restrain animals. And as a bet of course that is a problem. And also the belief that mistreating women will actually, you know, if they enter a pen that will kill the animals so you know real challenges to performing effectively as a bet. I've also seen like in the case of that they need to really super perform to be able to be accepted in the job you know she had to really go well beyond the normal performance for people to actually trust her. But I also heard a lot about what we can do, and that's I think very important and very encouraging. Because at a community level, we can look for opportunities to exploit and leverage the existing norms. So, if women farmers are discouraged from interacting with male vets, well perfect let's hire women vets who can interact with women farmers as again in the case of Sharifa. And I've also seen that engaging communities and decision makers intentionally to really question and change these norms is an effective strategy for equitable value capture as Vicky was saying. And I've also heard that it is very important that we also address the systemic discrimination so go beyond the communities but also work with policymakers and the structural discrimination. And Jemima talked about creating accountability mechanisms for organization and institutions in food systems for gender equality, of course, the universal care being part of fiscal policies, but also systems to guarantee equal access to and control over access resources and of course the need to engage men at all levels as agents of change and as you know, practical agents of, you know, social dynamics and gender norms. So what I think is beautiful to see is that change is needed and change is possible. I've seen the increase 275% increase in women AI technicians that Consolapa mentioned incredible. And I've also seen the statistics that Vicky shared on decision making on mobility on income. And finally, I've also seen Sharifa saying that she's become a model for future generations. And she also are talking about being a vet as a possible future for their daughters so wonderful messages of hope wonderful messages to you know really of things we can do in practice and engage with and of course more research needed to be done to understand better how norms change and how do we monitor that change. So again, thank you so much very inspiring presentations. Look forward to continue in the discussions and the work together. Thank you so much. Thank you, Esther. Thank you so much Alessandra for that great summary. And I apologize to all of us that we've gone over by one minute and I kindly want to request to your patients even as we thank our presenters for taking their time to organize their thoughts to give us slides and to give us really wonderful words. There is a lot that we can do together and I think this is a conversation we should have again and again the issues of social norms integral to our social and gender transformative work. I thank my colleagues who prepared in this webinar, and all the ones that have signed in as participants without you we would not have had the successful meeting. Thank you so much for being part of this evening. Have a great evening and all the best as you finish your day or as you start your day. Have a great evening. Thank you so much.