 So, I'll start. Welcome everybody to this peer-to-peer training session on no climate justice without gender justice. I'm glad that the gender scene has been discussed already in quite a lot of sessions. I hope that this session will be a nice either reminder, refresher or that you will learn other things from us and that we will learn things from how to work on the intersection of climate justice and gender justice from you. So, I'm Aurelie Seynos from Care International and I'm a senior technical advisor on adaptation and I have been because gender equality is at the center of care strategy. It is also centered in our own strategy. Sorry for the sound. So, I'm really glad to have you there and I'm here today with Joy from Care Bangladesh and Mim also from Care Bangladesh. Joy, I let you introduce yourself to your participant. Hi everyone. Myself is Joy. I work for Care Bangladesh Humanitarian and Resilience Program. So, I'm actually leading the climate change team here in the Bangladesh portfolio. So, yeah, the picture you see in the background, I mean in the slide, is from the Uganda CBA when I was in Uganda. I mean, I attended the Uganda event. So, thank you very much for attending this session. We are looking forward to listen and learn from you. Thank you, Joy. And Mim is also with us but she's experiencing internet issues. So, Mim, are you able to introduce yourself? Hi Aurelie, can you hear me? Yes, we can. Okay. Hi everyone. This is Umi Mim Mohsin from Care Bangladesh. I work as a program associate at the Humanitarian and Resilience Program. I wanted to welcome you all. Let's have a great one and a half hours of learning. Thank you. Thank you, Mim. So, how we have structured the session. So, we'll do like a short welcome exercise to get to know each other a bit better and have a kind of an icebreaker. And then we'll have a quiz moment to discuss why gender justice is crucial to building climate resilience for all. So, I hope it will be interactive and we are looking to hear also from you during that quiz exercise. So, it's not only responding on mental matter. And then we'll jump in on how to really integrate gender into CBA work into community based adaptation, and really going from gender sensitive work to gender transformative. And then we'll talk a bit more about participatory vulnerability analysis and how we integrate gender into that. And also we'll hear firsthand from Joy in particular about how we have been working on that in Bangladesh. And that will be also time for question and answers during the presentation and also common suggestions to also hear from you on how you've been doing that, or the problems that you might have experienced while integrating gender justice issues into your climate work. Hopefully it will be interactive and we'll have a chance to really discuss that together as it is a peer to peer training session and not really like a teaching session. And we'll have approximately one hour and a half together. So, first to get to know each other, I'll let the floor to me so that she facilitates a small exercise with us on on that if connection allows. Yes. So, first of all, I would like for us to just, I know we have been using zoom for the last three or four days to participate. So, I know we have been using zoom for the last three or four days to participate in the CBA 15 conference. So, hopefully it won't be unusual exercise. So, are we familiar with anointed option. I mean, of course, ma'am, please go ahead. So, when you, when we use the anointed button, we can find the option in the bottom half or upper half of your zoom app, where we have mute start video share option and participants option. There you can see a view option, and we can see anoint at the top. Can everyone see. Yes. Tell me if there's, if anyone can't find it. All right. So, you will see the anointing tools and there we have to choose a stamp. We can choose either star hard or tick button. I think we can have that option in the web as well. Yes. And people who are on the web, if they can't find the annotate, then you can just put the responses in the chat and that will work just fine. No worries. All right. And then we can choose the, I hope we have everyone chosen anointing button. Then we can go to the next slide. So in the next slide, we have a little bit preparation to make. We have the time to take tea or coffee. So I would like to ask your preference. What would you like? Would you like tea or would you like coffee? You can use the anointing button to direct or if you don't like either, you can anoint in the below. I see one person does not like either tea or coffee. I see mostly people prefer coffee only for like tea. All right. The coffee club has won. We can go to the next slide please. And there are more coffees in the chat box as well. Yes. All right. So let's see how much our training session is balanced. Is it biased to women or men or is there anyone who is a non-binary here? All right. I think we have mostly women participants today. That's great. Thank you for the mail, participants for giving us a chance. I mean, that's not great. Actually, I'll differ. I mean men not taking interest in this session is not good. It's not good, I'll say. I mean, that's already found an inherent problem. Yeah. We'll talk more about how to engage men in the session later on, but that's indeed a good point, Joy. So let's move on to the next question then. For our next question, we are asking you what you think about your expertise on climate change. Do you think you are a newbie or do you think you are an expert? Can we get some stars and tick marks on where you think your expertise lies? Great. There's a great mix of expert and newbies. So mostly we are just trying to learn. So I think we are on the middle path. We need a little bit of nudging. Maybe our colleagues are being polite. That could be the case as well. Thank you early. We can move on to the next slide. Now this question is a bit complex. What do you think your expertise on gender is? I think it's a very vague question, but what's your take on your expertise? All right. Here we are mostly newbies or I think our colleagues are again being a bit shy or mostly we are here to learn. So let's go to the next slide. Thank you very much, Mim. I guess it was just a small exercise so that some people didn't know about this annotate function. So at least they start learning something and that's great. And also because we are 2026, it's difficult to get to know each other very quickly. We have an idea of who is in the room and it's always helpful and hopefully at the end we can also see each other faces. So I can also put again my video on while talking. So now we'll go into the subject. So the idea is to first in this part discuss why gender justice is crucial to building climate resilience for all and maybe having like for some it will be a refresher if you're already like an expert on the topic or not that newbie. For others, there will be more information. It's really a peer-to-peer training exercise after each question will take time to discuss the answer and if you disagree, if you have like other thoughts, if you want to add something, then please feel free to jump in, raise your hands, your virtual hands, and then we'll give you the floor so that it's an exchange because we know that climate change is complicated, gender is complicated. So the intersection of both is also not an easy subject. So let's start. So we'll use Mentimeter. So I'll ask everybody to go to menti.com and then you can enter the code that I'm putting here in the chat box. So I'll just stop sharing that screen and we'll share Mentimeter screen so that we can all work on that. Let's check. I see some people are starting to join and I'll just share my screen. Normally, you're able to see it, but you can stay on your own screen, right, if you prefer. No need to go back to the Zoom. I see you can really stay on your menti.com if you're following from your computer as well. And for those who can, then it can be easier to follow on your phone than on your computer. I see we have already like 12 people who has joined. We are 26, so maybe a few other people are still joining in. And you're the unicorn, that's fine. My daughter would have loved to be the unicorn as well, I think. Is everybody able to join because I can only see 12 people on Mentimeter, 13 now. So I give you a few more seconds to join. 15, we are almost there. Good. Let's start then. So there is a timer on the question and the first one is what is gender equality. Is it equal rights, responsibilities and opportunities of women and men? Is it the fair treatment of women and men according to their respective needs? Or does it correspond to roles, behaviors, attributes considered appropriate for women and men? You still have 10 seconds to answer. The faster you are, the more points you get. Times great. Most of you got the right answer. I think so that's nice to see. Indeed, the first response was gender equality. The second one was related to gender equity. And the last one is the definition of gender. Sorry, it's not the official one because it needs to be shorter for like Mentimeter, but it's the idea behind it. And maybe we can share with you the link of the official definition, especially from UN women. But there are maybe one thing that I would want to highlight. The confusion between gender equality and gender equity is quite high and it's normal and often happening. So I'm not surprised that some of you have chosen the second answer. But what is maybe important to say is that most organizations have kind of moved away from the gender equity concept. Because indeed in that concept, there are already like social norms that will decide what is equitable for women or for men. And so really most organizations are aiming for gender equality. And so I'll just move on to like a short illustration of that. But basically gender inequality is the first image on the left. Then gender equity would be the second image where someone has been given like the little one has been given another box to be higher and to see above the barriers. So gender equality is really about removing the barriers that different people are facing so that everybody can enjoy equal rights, equal opportunities. So I think this idea of removing the barrier like in the photo is very, very important in gender equality work and I think we'll discuss it quite a lot. And I hope it will drive our conversation forward. Maybe one additional comment I hear quite a lot about the gender equity part is that in that image, sometimes it's very criticized because you can see that in the image in the center, the men, I guess it's a man on the left has no box left and it has been kind of given to the little one on the right. And indeed, the idea of gender equality is that everybody will shrieve and you're not taking something from someone. It's just thanks to gender equality then everybody will be better. And I think it's also an important message so that everybody can be engaged. Of course, there are some powers that needs to be left or given away so that everybody can have joint decision making or that women can have more poor in places where they don't have that. But yeah, indeed, that's why like gender equality is driven most most organization now and gender equity has been left out a bit. I hope it's helpful because there are quite a lot of confusion. So not sure if someone wants to jump in I see someone in the chat. Yeah. Someone wants to comment or is not clear about a concept before we move on. I see Melvin is also sharing some images. I see a question from Julia what would the fence represent in this image if it applies to everyone. I guess, but it just mean like the barriers exist for everyone, but some are able not to. It's, it's not impeding their rights or opportunities so the barriers exist but then it applies only to some people because they are in that images because the person is too little. Yeah, I think it's helpful addition, but those images are only illustration right so they are not not perfect but hopefully it answers your point. I had a really there about the image. Sorry about the image. I just shared it's it's the tree image I'm not sure if you know it's it's all it also goes to justice. And I like that addition of justice because we're not starting from an equal playing field so you need like to support that tree as well in order to help. In any case, a woman or it could be someone from an ethnic minority as well depending on the context. So yeah, I would add that one as well. Yeah, I can't because I'm sharing my screen I can't open it and then show it without like mixing everything up but I have seen it and encourage like other people to look at it as well indeed as you said. We are not starting from the same point so very important for for gender justice and climate justice. Great. I leave the floor to I don't see any other like ends up or anything let me know. If I'm showing the response. Yeah, okay. I'm not sure why it has moved on to the next question. And that is dict. So sorry but joy maybe you can comment on the answer already. Oh really. What was it done. Okay, so yeah, so I mean, only one has said 70%. So actually, it was 70%. So, so the women and girls are actually more vulnerable than you easily think it reveals that. You see, so we are you I'm sure all of you are very much interested and keep an eye on and very much focused the way women and girls are, I mean, more impacted than by the disasters climatic shocks. So, still, I can see that, you know, most of you have answered your picked like one for 70%. I mean, how many for 30% and 50% can you know early. Yeah, I'm just showing them. Yeah, it's just like, maybe I'm just like checking as people have been a because I think people have not been able to like answer the question because it went too fast for some reason, even if we tested it yesterday. So have you been able to answer people better on the call. So okay, I mean, let me shed some light, I'm sure guys you will agree and would like also like to listen from you. So one is of course during the disaster is very much common that there is a mobility restriction for women and girls, because they sometimes you know and also they do not have the access to early morning system as men do, and they are actually not the decision maker. Whenever even if you do evacuation decision, you have to agree and mostly women have to get sort of the permission or the nod from men. And we have seen cases where men have, you know, evacuated and taken shelter and women are kept. I mean, they're there in the house because they because they think otherwise no one is there. The essentials, the cost of things will be lost. So, you know, they are being exposed. That's that's one thing. And there are there are other areas of looking at this because we have seen from from experience. For example, if you look at Bangladesh, of course things have changed just drastically 1991 we had a cyclone. It was devastating. We lost like 138,000 people. And of them, 90% were women and girls. So of course there are a lot of resources, you know, that's all we understood that the things I have just discussed. This was common. There is other thing. There are the social thing. Sometimes women and girls do not learn how to swim. So that happened during tsunami as well. And then, then we found, we found that there are, there are like, you know, people, you know, there's, there's a very pathetic story, I would say, one father, you know, she was holding on, he was holding on to his daughter and son. And then, you know, when he, when he lost all his, all his strength and he thought that he cannot hold on to both of them. He actually let the daughter off. I mean, let her, let her go. And she died, of course, you know, and then he said that he has to hold on to the son because the son will carry on to the family line. You see, I mean, this is how people think. Of course, I am talking a time three decades ago and things have changed because of gender responsive disaster management system in Bangladesh. Remember, even a, even a much stronger cyclone in 2007, that is called Sidor, that, that, you know, that cost lives of 3000 people. You see, the number of dead has been brought down. And also, you know, the male-female death ratio has also come down from, you know, it's now like one is to five. It was like, you know, say, before it was just 1000 men, 700, 1000 women, 71 of them died during the earlier cycle. And so now of the people who are exposed, men and women, the death ratio or have actually sort of narrowing down. So that's, things have improved, but I know a lot of, a lot of the things we still need to do. That's, you know, depends, I mean, how we work with them, when, how you engage with them. And also, you know, sometimes, you know, it also, it also depends, you know, who is exposed. You know, the exposure is so important and, and the challenges are even more, even more for women and households. So yeah, so these are, these are some of, some of our, our insights and I'd like to hear from you guys. I mean, what do you think? I mean, why is that? And are you things, are you, do you see things from a different perspective? How are the things in your community, in your country or, or whatever country you work? Anyone from, from, from you guys, please, any thoughts, insights? Anyone? Can you hear me? We can hear you, Joy. I think maybe we'll, people will be less shy when sharing example of what they've been doing. Okay, so let's, let's move on to the next question. Maybe on, on the point of like, for example, number of deaths by disaggregated by female and male, not that still quite a lot of people are not disaggregating the data. So that's why, why it's not like that available and we have been using like all data, because it's not always easy to get those data. Yeah. Yeah, you know, some of them didn't see the question at all. So, you know, I mean, couldn't. Yeah. Yeah, exactly. So let's, let's move on to the next question. Hopefully, I'm not quite, why is that? Sorry for this, like, it was meant to matter. I'm not sure why the answers is already presented. So maybe we'll just just discuss the answers. Sorry for that, guys. It's less interactive. But you know, I mean, I mean, so any of you, I mean, of course, you know, of course, this is what it happens. So whenever this out migration of male, you know, of course, there are many ways women are impacted. So here, the options are decreased workload, decreased risks of expulsion and sexual violence. And another option was increased autonomy and decision making power. So I'd rather like to listen from any of you. I mean, especially our one of our women participant. How do you look at things? I mean, why does it happen like this? So you see, the correct answer is a pretty much positive thing. The outcome of a negative thing about migration of men mostly happen, you know, usually men take the migration decision. And in many cases, they just leave the leave the women and family behind. And sometimes they do not actually care. I mean, they do not send money or cannot send money, whatever. So so there can be many implications. And I see that one of the implications, which is actually should correct here is increased autonomy and decision making power. So this is a positive outcome of a negative thing. So, can anyone shed light on this. Anybody. I see Zina. My name is Zina. So regarding this issue, I have a little observation that I was working with a community in Ramakalinga forest. So that when I was taking information from the men. And after that I was moving to the woman for asking them and taking their decision about forest management and other things. And I noticed that men are saying to me that woman doesn't know anything. They don't know anything. And I, they were very older men, you know, and as a student when I was there, so it was a very challenge for me to say to them that no, I think this woman knows something. So then I told them that no, they also know about this management of forest or they have some issues. So I'm going to talk with them. So when I eventually go to the woman and talk to them, they didn't say anything. They said we don't know about the management and then I was so surprised and so hard-backing that people are also there. They are saying that these women don't know anything and it was proven that they actually don't know about the management of forest management. Then I realized what actually what is the reason because I think that when their man is present, the woman, they don't get that like chance to take the decision for the family and they don't also put themselves on the position that they have the quality to take the decision. And that is my observation that the woman, their mindset was the reason and when there is no man in the family, you know, then they have to take that or everything on their shoulder and move on. So that is the, that is the opportunity created by negative way that men are not there and they are taking that. Yeah, I mean, I mean, that's, that's very interesting observation, Jeena. So you are talking about Kalinga, right? Part of India. No, Reema Kalinga in Malavi Bajir. Oh, it's Kalinga. It's in Bangladesh. Okay. So yeah. So that's, that's, that's very interesting. So Jeena, yeah. So this happens. I mean, any other, any other thoughts or examples from other parts of the world? I see Melvin has. Yes, Melvin, please. Go ahead. Yeah, thank you. I think Nupama was first. So maybe you can go first Nupama and then I'll follow. Thank you Melvin. Hello, everybody. I'm on Nupama from Nepal. And where we walk and we walk for, we work in the hilly regions of our country and almost more than 90% of male are the migration, they migrate to India for the job. And the women who are living at the community, they have to decide, like, although they lack some emotional support, but they have increased the workload because the men are out of the house, they need to do out hold course and household course as well. So, while we go to the community, we can see that the women they now can, not only they can decide for their family, they are also deciding and giving the decisions for the community as well. Either it is being the community, the community activities that are being interpreted by the projects, or that is also in the case of their family as well. And these cases have shown that it has really increased the decision power within the family and within the community they walk. And they are, they are also representing in many, many common institutionals, like they are increasing their leadership powers, they are raising their voice, and they are working in collaborations with government as well. So there are many examples that can lead to this example as well. So yeah, I mean, I mean, that's, that's good examples. So yeah, I mean, after 2015 earthquake, you know, I was in Nepal for two weeks, you know. So I found families, I found families with no male members or no young male members because they are working outside in India or in the Middle East. So yeah, so that's, that's a whole different story. I mean, not only that because Nepal is also missing agricultural workforce because young men are outside. That's another challenge for Nepal as well. So yeah, I mean, I have seen young and older women, you know, they're they're actually taking care of their family. And during those tough days, actually, mobile network was not there. So they had to take all the responsibilities and decisions. And then they had to even fetch for support from national international agencies. So yeah, I mean, I mean, it's, it's, you know, whenever there's a hard time we have seen in the, you know, across the world is the women, the women who take their share responsibility who keep, keep their cool and actually actually, you know, move, move along. And let all move along. So still, I'm there with them. I mean, people say, I mean, male say that they don't know anything just what we heard a minute ago. So yeah, so, so these are inherent issues. Melbourne, please. Yeah, thank you. I think the response to this question is really context specific. So apparently, it had some positive impacts in the cases you just shared. But I think there are also numerous cases where that is not necessarily the case. I know, for example, in Southwest Bangladesh where water logging happens frequently or sometimes it just remains throughout the year. Men tend to migrate to the cities and women and children are often left behind. And it has exposed them, especially during emergencies to sexual harassment. But it also leaves them quite vulnerable in terms of food security and just in terms of capital. And so I think it really is context specific. So I would be a bit wary in making this a very definite, definite answer. Yeah. Good observation. Thank you. So we can move along. Next question early now. I hope so. I hope so. Let's, let's try to move on to question four. Which is not happy ring. I don't know. I don't know what's happening with the question. I'm sorry. Okay, so we'll just move on to like globally some of the barriers to women. I'm sorry with the, the ekep with mental matter. That's, yeah, we tested it, it worked just fine yesterday, but that's how it is. The last question was really about some of the barriers to adaptation for women. And as Melvin just said, it's global figures. So the reality will differ from places to places. So that's really important to, to remember. But globally, only between 10 or 20% of land orders are women. They also receive less agricultural extension services in most places, and also have less access to credit. And I think it's important to highlight here because indeed those problems issues might have a very significant impact on the possibilities for women to take on adaptation option that are available to others. But some men might face the same issue right so indeed we'll talk more about the, the really the need for a strong gender analysis and vulnerability analysis that takes into account. Disaggregated data, but indeed that's the reality worldwide. And so that's attention point to look at when doing a vulnerability analysis. Land access access to extension services access to credit and the reality is very different for men and women. So, I, yeah, that's a few example, right. We also like the question was also about the time spent on household food preparation by women. That is generally up to 85%. Comfort to men so indeed the fact that they are spending a lot of time on household food preparation can prevent them to have more time to walk on adaptation test adaptation option or like go to some like training from agricultural extension services. So, indeed, that's that are important things to to recall. So, globally. What we are discussing in care is that we are talking about a double injustice there is the first climate injustice that lies in the fact that people who are living in poverty are the most affected by climate change and have limited resources to face extreme and increasingly unpredictable weather situation. And there are gender inequalities that comes on top of that, and that can limit the opportunities and resources for for women and girls, but also from from some for some men and boys and we we have not put a slide on intersect and intersectionality, but it has been discussed in other session of CBA but indeed the gender inequalities intersect with other factors of discrimination such as ed news, disabilities, age, etc. Indeed, it needs to be looked at in a more inclusive way. And those two injustice have an impact on the level of vulnerability, the resources and the adaptation option that people of all gender have access to. And the other thing is that the community based adaptation work or the adaptation option that are proposed also have an impact a differentiated impact on people. So it's also something that we need to look at in our programming. So that's what we'll be discussing in the second part of our session. And maybe someone wants to jump in. Let's get at stage before we move on to the second part. I don't see any ends up so we'll just we'll just move on. Stephen, do you want to just just a very quick mention I'm working for friendship and during in Bangladesh was also we're talking a lot about Bangladesh but it's one of the most exposed country to climate change. Just to mention a study that was made by IID last year or no in 2019 about how households in Bangladesh are spending too much. And there is also an insight about female headed households spent three times more as a share of their income than households headed by men. So it means that these households headed by women are really facing climate disasters always and always depending on aid and relief. And so if you don't do don't improve their economic ability to face climate change, they will always depend on relief and they cannot reach resilience. And friendship has put a very interesting program to shift from aid and relief dependence to more resilience in improving their income. So it's really important to work on that aspect as well improving the income of women, especially there. I will put the link to the study. Yeah, I did it say. Thank you. I really like this study because it's really, really, really interesting. Yeah, yeah, I think that the list can belong to the unfortunately of saying that can prevent women to adapt. And so thank you for sharing an additional link that can inspire us to really be careful when we are carrying analysis and we'll discuss it a bit again after but that's that's very important point so thanks. Thanks for the additional resources. We'll just move on. We'll try to move on to the second part. I'm sure that Mentimeter will not work again for the next question, but we'll do otherwise that's fine. So as I told you in the very beginning. So the idea of the second part is really to move on to like what we can include in our CBA community based adaptation work so that it becomes gender sensitive or gender transformative. And so I'll just move on to next slide. If it are you able to on your Mentimeter, we are asking you what activities you need to integrate in CBA programs and project to make them gender sensitive or gender transformative. Normally on your Mentimeter you should be able to input something there. Like, yeah, ideas of things that you have been integrated in your programming in your CBA programming so that they become gender sensitive or gender transformative. And we'll discuss a bit more what is gender sensitive and transformative afterwards, but I see Melvin saying it's working again so thank you Melvin. But I can't see any success stories, just strategy and framework. Any other ideas from others advocacy at high level will give you a couple of minutes to input what you've been doing. Tail it specifically to what women say they need context analysis gender analysis. Right mention safe spaces. Women that adaptation models advocacy at local level and at local to national level and ensuring women participation. Okay. I think that's good. Good ideas already internal reflection how are we doing with our colleagues in our space prison report women only dialogues workshop spaces. Not that we will like we will share with all of you the results right they will be accessible will post them on Slack. So, so that if you need ideas about how to integrate gender you can also come back to that. So, and we will comment on it right so no worries but according to case gender quality framework that you might not be familiar but you can try to guess to be gender transformative CBA project to the work on building agency transforming structures and what is the last, last one, changing laws, changing relation, building women's skills, or changing social norm. I see some answers coming in. There are a few more changing laws, social norms. I think most of you have answered so I'll just like. Yeah, sorry. Okay, so the right answer for care is changing relations that the one that nobody took. But that's that's totally fine. And indeed, I'll just show the graph where we are presenting our framework. And it's also a matter of like what sometimes but indeed, most of, of programs starts with building agency which does correspond for us to building the skills of women but also of men depending on the analysis that has been done. And so most programming will, will often take care, at least in care, take care of that part really trying to focus on women's specific needs, men's specific needs and responding to those needs. And changing relation for us it's really on, we talked a little bit about the fact that there was not so many men in, in the list of participants, but changing relationship is really ensuring that men and more globally poor older are supportive and are trying to engage in gender equality dialogues and action. And that's, there is a lot of activities we could put under that. So I think it's a very important part of the work that we could include in in CBA work and we'll give a bit more example just after from our care Bangladesh office and transforming structure within transforming structures we are in the in care, including all the work that needs to be done to transform the laws change the laws and the social norms. And so, within that, all the advocacy activities that you have highlighted will fall under that. And so that's the three pillar and we are checking, we can share like after the session we can share additional tools but indeed we have a gender marker where we are checking if all our projects including our climate change project are checking the different like our working on the different pillars to make sure that we are going from a gender sensitive project that generally focus on building agency to a more transformative project where we are trying to ensure equal relationship. And also an enabling environment that is supportive of gender equality. So it might mean like including gender into climate change laws or climate change policies etc. So, I'll just give the floor to to joy and I will share again my the PowerPoint so that indeed you can give more example about what's being done in Bangladesh on on that. So let me go back. And then you can ask all all your question after the presentation. So, thank you early. So, yeah, so this particular example is from one of our projects in Bangladesh. Actually, it was a multi country project but Bangladesh was one of the focus country. It was funded by Prince Albert Foundation. And it was. We call it weather in falls. So in name has some significance. Basically, we wanted to provide solutions to farmers, particularly women. The problems the challenges they're facing because of the erratic rainfall pattern due to climate change. So, that's how it was named. So we supported like more than 6000 farmers in in in 20 villages of Bangladesh, and we particularly followed an approach, which is called, which is called super super men say no is sustainable profitable equitable and resilient. You see, that's sustainable profitable equitable that's equitable is very much important for our discussion, because that's what we're really focusing. That's where we can bring on the gender discussion in that into the table. So, yeah. So, and in doing so, what we did, you know, you look at the perspective, so perspective is, of course, Bangladesh has, you know, in the overall farming 46% of the women are actually contributing and the world for the among the overall farming population. And, but you know, apart from that 77% of the women you know they're they're like working from down to dust. So, still is the man who are called farmers and when you talk about women, they're like you know, at best we can call them helpers. In Bangladesh, they're the helpers, they are not really the farmers, but you see they're actually working like male in the fields and not only in in in plowing but also in harvesting, you know, storing, and even marketing but they do not have any right to They have, you know, they're not even called farmers. Joey, we can't hear you anymore. You heard me. Yeah, now that it is going ahead. So, you see that so there are like barriers so I mean what could be the biggest. So if you look at the barriers over the world and it can vary from society to society to even in a, in a single country, but these are mostly similar similar in the sense, you know when you talk about burden of work. You know, you'll find a special in Bangladesh and in the particular reason in India, and young subcontinent, you know, most of the women's you know they work more than eight hours a day, and that's absolutely unpaid labor. So they're they're they're working. And of course they're that work so much on household chores you know that they have less free time than than than men to involve in economic activities, although they're supporting farming activities. As I said, they are not recognized as farmers they're they're just helpers. Yeah, I know. So, and only only a few percent of them, especially in Bangladesh only 4% of women have ownership in land. So that's very critical. So when you do not have ownership on land. So you do not have naturally do not have access to access to credits, because in most of the cases, the credits are tied to land. They want they want lands as collateral for for credits in most of the countries and as the law says that so that when women have do not have any right on land. So naturally they're they're they're marginalized and they're deprived from inputs even if they get a chance to do something. So, in terms of extension agents in many countries, there are you know in a very extensive agricultural extension departments, people working in the field providing support to farmers. But you know, since women are not the landowners, they do not have access, you know, you know, and and those extension services are actually heavily male stuffed. So because of the social social, you know, taboo of things, usually sometimes not really sometimes usually women are less not really comfortable to interact with these male extension workers. That's one of other barriers. So that's, that is also something I mean, how you recruit people, you also need to have me, you know, keep an eye. I mean, what are you, what do you want to do when you want to provide any type of extension services to people, whether it's agricultural livestock or anything. So, I mean, you need to target people and you need to recruit people accordingly. So these are male dominant group of people who are providing the extension services. So, yeah, and since they do not have any right on land, they since they are they're only regarded as as helpers, they're, you know, they cannot have any, they cannot make any decision in terms of what to do, how to do, when to sell or what to sell, let alone any right on on on the on the income from from the farming. So, and yeah, and and when when we are banadesh or other countries, they will have been there are many, many plans like for example, we have this climate change generation plan, but this hardly being integrated in in policies and actions. So, yeah, the picture you're looking at you see that they we have, we have been actually building agency already already explained you how gender empowerment framework works for care. We build agency, we build agency to be capacity to them on many aspects with with with the flood tolerant varieties. We also, I mean, engage them with in a way made the made a group that we had many different approaches one of them is farmers with that so different group of women the exchange views. I mean, they're their challenges their successes, the techniques they're using so that that has the you know they share their views and learn from each other and feel like they're they're also contributing to for the overall welfare of the society, not only for for themselves so it also filled an empowered. So we actually through the women, we actually introduced the third crop from for them that crop was in this case the third crop was mustard. So, so that is also some sort of transformation in terms of, you know, production, because that that gave them, you know, more resource to work with for the next season. So, yeah, and the all sorts of capacity building you see the army compost you know, they did through this, you know that is also environmental aspects so with more production of vermicost compost in the in their community, people, you know, I know shifted away from using chemical of chemical fertilizer to garbage compost. So that's, that's something very organic introduced within the community community. Next piece. So yeah, I mean, when when you work, work for to to to change gender relations. There's one major thing you have to do, you have to actually look at the gender relations so you have to actually you are looking to redefine gender roles. And that is so important, because without that we cannot ensure equitable distribution. I mean, whether it is agricultural or family duties. So what we did in this particular project. We did a gender gap analysis so gender gap analysis is another tool, of course, you know, many of the agencies use that so gender, and with that we also formed a gender action plan. Our women, our participants they worked they engaged with male, and they actually sort of found together what are the type of activities, especially the family, family role about the household activities that they can share with their spouse share means you know that the spouse especially the you know the male take more responsibility instead of women. So if you look at the info, info graph there. So there are those two activities. So if you can, if you pick any of them, you know, anything. So, for example, boiling petty, so that's preparing. So, so before when so we found that only 27% to just 2% of the role was being taken by male. So, and for for for feeding cow. So you see it was previously it was 78% for male only 22% of the activities or roles are being taken care of by women. But so we engaged with them because we, we just didn't impose them that they basically work together and agreed that the males are going to take more responsibilities for these household activities. So through that gender action plan, you know, after working for nine months after three quarter, what he found that the overall role distribution for family activities rose from 22% to 67% as a huge, huge change of relations, you know, change. So that when this can happen in the household. So you see, one of the major thing we did that we sort of co created this, we didn't actually tell that you need to do this. Basically, it is, it is between the spouses. Basically, it is the family decision who does what there is nothing called males job or females job or touch and judge job. So we are human being we can do anything you know it's it's we are equally capable. So what it did through this exercise, you know, our women, the women of what the rainfall groups, they gained on an average two to four hours a day. You know, so, so that is that is that was huge bonus for them, because then they use that hours to do is for example homestead gardening farming activities, vermicomposting those income generating activities. So, so this is how we can change generations, you know, through through a generation plan. Of course, it has to be co created. Next one please. Yeah. So, transforming structure. So we say we talked about agency. We talked about changing relations. Now we talk about the top pillar of the empowerment framework. So that is transforming structure. So you know, through our activities and what there are few things few things happen. So one is of course, since they have the capacity they are earning already, and they're decision making for already you know that it was visible and they shared that they, they can now suggest their spouse. This is how to do this is what to do. So the decision in terms of sending their children to school, marrying of the daughter or not, those major things. And then, and we could establish some very important linkages which we, which I discussed at the beginning that they do not have agro climate services, the extension services. We know that they are already demonstrating their capacity. And of course we engaged with the service providers. So we brought them together, and they are one of the major recipients like male counterparts for the services, what the agricultural extension departments are providing in that in the in the area. So, you know, you know, we also give them ID cards. So you know about one of the she's this agree ID cards is being provided to millions of farmers. And but if you look at the numbers you know, those are 90% of them are even no more than 90% of them are male. So we introduced that so these women are given agree ID cards. So we have seen we have, we have seen that this is possible. This is possible when you work alongside a community, and also government, especially local government. So it's not something unachievable. This is a possible to achieve these changes using a very planned structure, but you have to actually work on the three pathways. You have to work for transforming the structure, changing relations. And of course, you have to be a agency. So, so this is how we did it in how the rain falls. Next. So, you know, we have some policy recommendations, of course, you know, that's very obvious. But you know, sometimes it's more about enacting new for more. I mean, implementing policy rather than enacting new policies, because in more often or not you will find that there are actually public policies but those are not being implemented. So one is of course, we want recognition of women for farmers and of course if there are tar gendered farmers of course they need recognition as well. So we but we want some changes in the policy there are many good things in the policy, but we have to say male and female farmers, just not farmers. Sometimes, you know this common name that doesn't help us. If you really want to work to capacitate women farmers or women as a whole or and give them their, their deserved recognition, we have to actually give them the name the identity that they are also farmers. So that's why the female farmers thing has to be in the policy document and in the strategy documents. So one of the things you know that that we believe that that we have to firstly accept that there are gender discrimination, unless we accept the problem we can't bring any solution. So yeah, and once we accept that, then you can find out what are the inherent issues in a particular community in a particular service provider that are stopping us or barring them to provide equitable services, if not equal services. It's not even me. So sometimes, you know, you know, so it's important that we recognize those issues. And then, then, you know, as I said, there could be many policies like Bangladesh has this, they call it CC gap climate change generation plan. The purpose of this, this is not a separate plan or strategy per se. This is actually something through that document the government emphasize that everything every department, every service provider has to integrate this action plan, the recommendation, the way they provide services that they were the rich people the way they look at the problems. But this has not happened. Of course, you know, it's not easy. They are like, like, you know, like we heard that male saying that they do not understand anything that they are, you know, dumb. So when there are those taboos when there are those, you know, inherent beliefs are inherently injected, you know, patriarchy, thinking genomics in the society is not easy. So we have to be really work hard on this. You know, we need to push push the society, we need to engage with men because without engaging with men, we cannot bring the changes. Sometimes we work in silo we work, we focus fully on women and do not engage with men. And then there is no chance because, you know, the male, they feel like, you know, an insecure. What's going on? What are they talking with my wives? What are they talking with my daughters? But if you engage them, and one of the best way I said, you know, usually fathers are very affectionate to their daughters, irrespective of whatever startup the society he belongs to. So if you bring on the issues and tell him or explain him how his daughters or daughter or daughters are going to be marginalized, undermined, then, you know, it is easier for you to nudge them. That's one of the easier plus I would say, I would say, and that really works, you know, because they are the love their daughters mostly in most cases. So, yeah. And so that's what we did in what the rainfall and bring brought the changes. Of course, it's only a part of Bangladesh society, say, you know, country of 180 million. So we can't say that we need that much. But this is something which, which is replicable, we believe. And of course, and it can be adopted in any parts of the world, we believe. So this is, this is something and also we'd like to hear from you and I think we can now discuss on this experience where the rainfall experience in Bangladesh, and also get a few examples from you. Thank you, Jay, for for the presentation and indeed we have like a few minutes for any question or reflection. The participants. And maybe I'll also after I'll just post on on on Slack, a methodology that we have been careful social analysis and action where it really highlight that the changes needs to come first from an organization so like staff, men and women needs to be really like trained on gender they need to question their own stereotype, so that then they are able to facilitate properly any social norms and and and relation change. And that's, yeah, very important point I think for us all to remember we all have stereotypes. And so we need to be aware of those so that we can walk with them and and also carry out great gender transformative work. So any, any question I haven't seen any, I see a question in the child from Marcella do Bangladesh female farmers in general accept their perceived role of helpers or are they aware of this injustice. Yes, yes, they do, they do. So that's how you know, so you have to really make them aware of their role I mean the, how much they're doing you know, sometimes you know, they, they, they accept it, and not, not really Gleefully I would say the sort of thing that that's their fate, but we have to make a case that's not really their fate. So we can change things can be changed. So yeah, Marcella you want to speak as well. Yeah, please go ahead. Please do not go ahead. I really like the policy recommendation you have made that recognition and the gender sensitive services. So I'm working with friendship and I'm working in the in the river isle and so I deprive from all the services. So it is the recognition of women role it I feel like the women, they are the heroes at like not now they are working for their families for like 1000 and 100 years is not a new thing that they're looking at their own that recognition of their work was missing and I don't know why because the men of their hierarchy or that open their mindset or they have their voices. So to me they are the heroes and they have been since as you recommend as a policy, I feel like that. Yes, there is a trauma actually or therefore it's happening for a long time that when I talk with the women in the river isle and they say they don't see the net for days of going to the toilet. They they they were worried about their height and share with about the harassment destroyed there and Zina times. I'm sorry because it's getting it's getting a lot. Yeah, it's breaking a lot. But so maybe if you can like type in the the the remaining of your story, but I think what I teach like at least what we have here is like women are heroes and that indeed like inequalities have been happening for 1000 years and then there is a need to really like break down that that history and patriarchy. So hopefully I'm like translating well what you've been trying to say and I'm sorry if it's not true to your exact words. And I see a comment from Ashmeet as well. She has very good stories from their project on breaking the stereotype for mitigating their risk to disaster. So if you have that documented please do share link Ashmeet because we will put everything together from what people have shared. As we need to believe there are a lot of very good example out there that we can all learn from so I see Stefan you have like my open safe you want to jump in as well. Yeah, yeah, since I'm also with friendship I can maybe add some some information from friendship with what Zina was saying and just mentioning that confidence is really important for the women. Confidence in themselves and a lot of the work of friendship is about empowerment of the women in remote communities. Zina was talking about the river in the islands in northern Bangladesh. And I will just tell you the story of the first time I went to Bangladesh. We went to an island where friendship was still not working. And it was amazing how so we were several, you know, friendship stuff from Bangladesh and several people from Europe. And all the women were hiding, you know, behind the houses that did not come to us. They were really hiding and really shy. I came there. I went there two years after that, after two years of work of friendship in this village. And it was very surprising how then at that time the men who at the first time were coming to us and were doing all attention on them. The second time they were the second time I went there after two years of work with friendship with the women women then came more. Yeah, they just came to us and there was no problem and the men were just not there anymore. They were just working and they did not care about our presence. So you I could really see a shift in confidence in empowerment of the women because they they receive like links with the government services. They receive adult learning literacy and everything to make them more confident and we in one in another village we also see a woman who was so confident that then she was elected at the local regional elections. So it was really it's a really an achievement. We can really see the difference of how these women are empowered. And we also use the some charge theaters to raise awareness on social problems, domestic violence and so on. So yeah, just I just wanted to mention this, this examples on how you can really change the mentalities quite quickly. Yeah, thank you, Stefan is it's inspiring, I guess. And also to see indeed like it's building agency and empowerment and leadership, and at the same time working with the other so that they accept this change and they support it and even like, for example, voting for a woman as part of like official election so that's really nice to hear because we are a bit late I'm I'm obliged to move on. We wanted to share like, like a bit about gender sensitive ability analysis, we have said that it needs to be at the heart and at the start of every project so I'll just like take five minutes to to go around that. We have a tool in care for participatory vulnerability analysis it's called the CVCA and we can share the link with you as well in the chat box. And it was developing in 2009 so pretty, yeah 10 years ago, and we have revised it so that it integrates better gender consideration so that's why we will just focus on that. And what it means but there are different things to pay attention to when doing participatory vulnerability analysis and you want to integrate gender. First is about gender sensitive facilitation and I think it's very important to so that woman can participate to plan and set up the session when they are available. And eventually, if they are constrained about mobility issue, for example, or if they are constrained about, for example, when it's being done in the day, then making sure that everybody can participate equally and adjust according to that. There is also a lot of attention to pay to the skills of the facilitation team, and sometimes also of gender of the facilitation team so that all groups feel comfortable sharing their experience. And sometimes men might be more comfortable with a man and women with a woman in terms of facilitation, but it depends on areas, right. Then specific questions for session and then we'll go into more into that just after and the composition of the groups. And someone raised that in previous ideas for how to integrate gender in CBA work, but safe space is important. All participants need to be safe, feel safe in those exercises and we need to value their knowledge. Sometimes it means that we also need to adjust the pace of the session so that we have enough time for people that might need more time to express themselves to just at that time. So this is very important and language language and visuals are also important because we might be using complicated words that sometimes have no translation in local language. So it's really important to take some time to to work on that beforehand. So that's a few things for gender sensitive facilitation and in areas where women, like because sometimes we just look at how many women have participated in the exercise and we say okay, it's half half so we've ticked a box but in it we need active participation and so all those tips are important. And sometimes we even need to do like some pre-work on confidence with some women's group so that when the meetings come then they feel comfortable enough to speak. So it really depends on how things are going on in a community. In the CVCA we have had it like two specific gender tool like all the tools are integrating question about like needs to collect disaggregated data, but those two tools are really looking at some of the things that we've that can shape gender inequalities. The first tool is daily clock where we are looking at how the different tasks of the day are split up between men and women and especially what what a day look like for women. In terms of in times of crisis climate related crisis and in normal times and and looking at how this daily clock is changing. And the other tool is pile sorting where we are asking who is taking the decision on most important things so it could be men, women or it could be a joint decision. And we same thing we are looking at decision making in normal times and decision making when there is a climate related shocks or stresses it could be drought or floods, depending on the on on the area and the most likely shocks and stresses. So, you can look at the tool right but at least it gives you an idea of specific community tool that we are using. And they are good starting points. Because for example we have used it in Bangladesh, we have used both tools and especially the daily clock and the daily clock was one of the starting point for the discussion about who is doing what in the household and how we can share the burden of all those tasks, because women it indeed were like having no spare time during the day, whereas like men at three to five hours. So, and within the guide we also have like specific when we have collected the data then after for the analysis we have specific gender related question to guide the analysis. The idea is to make sure that in all our analysis we make sure that we are lighting specific impacts for women and men, and also how women and men are responding differently to the different climate risk. We also make sure that we are integrating the specific capacities of men and women. And also the different buyers they are facing. And the last point that we have discussed a little bit less during the session is really to see what option are available to support adaptation, while also advancing gender equality so making sure that the adaptation option that we are proposing are really also empowering women accessible to women and not increasing burden for women, etc. So, or having impact on gender based violence for example so that's also very important. It's not only what are the differentiated impact but also what are the impacts on gender equality of our own adaptation work. So that's for the gender analysis I went very quickly because we were running out of time but I like, if you have any question on that. I think we will be happy to answer like them in writing or on Slack we can go on with the discussion. And just the last last slide kind of a summary of what we said. We have a publication that tries to summarize what we need to integrate in our CBA work into to make it gender transformative and we kind of divided it in six, six main action. We discussed integrating gender responsive and transformative interventions that helps to build agency to transform structure and change relation. We also like talked about investing in context specific analysis that integrate gender, and the four other thing that we haven't like we didn't have time to do everything in one hour and a half but that are more related to the project cycle is making sure that you have a theory of change a gendered theory of change and you have related objective on on gender for your CBA work, because we think it's very important and it will also drive the efforts of your project that you make sure that you have indicators that help me to changes in gender equality in relation or between men and women or what we said about like leadership, or we have, like for example in care one of our compulsory indicator global indicator is about a number of women that are able to take part into formal or informal decision making, making spaces. That you also, you need to also be careful about your plan and budget for gender expertise, because even if you have people that sensitize on gender if they don't have time and budget to really apply it might be complicated. But if you integrate gender training into the life of the project because, as we say the changes begin with us. And so we need to really question our own stereotype, if we want to work on gender in the best way possible and gender equality so yeah those are very short summary of what needs to be integrated we hope it's helpful. It can be used like as kind of a checklist. And we have a gender marker so if some of you are interested we can share more resources because we have like some videos around the marker. So hopefully it's helpful and we just wanted to like say thank you and maybe answer a few last question from from you before closing. Stefan, I see your mic. I'm sorry. I think I speak too much. Actually it's not a question is maybe a call to all the participants here. You know, there is COP26 in November. And I think gender climate justice and gender equality should be at the top of their agenda. And I said their agenda the organizers. You know that gender balance is not at all a reality within this COP negotiations. So I think civil society organizations should really bring that topic to the top so we at Friendship strongly believe that we have something to show and prove to all the policymakers and deciders at the COP26. So we would like to be part of. So we will be attending the COP26 and we would like to be part of a conference of our session or a workshop to show the climate solutions and the gender inclusivity gender inclusion. So if one of you is ready to partner with us or invite us or whatever is that it's just a call to to action to to to make it happen. Thank you. Thank you, Stefan. I think yeah, we need to get the like get a small group from the gender people in the CBA conference and there is a Slack channel so hopefully like those who are interested can join its gender and intersection intersectionality, sorry. And maybe in terms of links to COP26 there is a campaign called She Changes Climate. So maybe if like people are interested they can also look at that. We know that. Yeah, so great. Is there anyone else who wants to share something. I don't see any. Any answer. So Joy do you want to say a last last word we before we close. Yeah, thank you early and thank you everyone. I mean, I mean, as early as telling you know it's really a so much a broad thing and so much, you know, not really possible to cover the pertinent aspects within one and a half hour. And actually we, I'm sure that we miss a lot of your insights, but I'm sure also sure that we'll meet somewhere or meet somewhere because these days are days of emitting. So yeah, if there is a COP who knows we'll meet some of you there. So it's great to have your insights and there is one no one single solution or knows one single way, how we can deal with this issue. And of course there is a framework, but actually you have to adopt the framework I mean there the frameworks are fine but you have to actually adopt it. But also, when you adopt it, I know I'm not saying that we need to we should compromise, we need to adopt according to the challenges, not to compromise. So that's my last thing. Let's not compromise with this gendered relations. Thank you very much to and if everybody agrees we can try to have a small like and and photo if you can open your cameras, all of you and I just like I see like some people have already left but we can take a last photo and and just like yeah call it an end. Okay, I see most people have often still a few missing. Yeah, no problem for those who don't does not have a camera. Okay, so I can't 123 and then we can smile 123. Thank you everybody and we hope sorry for like finishing late we hope you've enjoyed it and yeah, we would have liked to cover so much more. But yeah, maybe for the next session. There is another session from CDK and at 5pm UK time on gender as well if if some people have missed it. So, thank you very much. Thank you.