Monthly Corner
IDH Publication, 2026
Gender-Based Violence (GBV) is not just a social issue, it’s a systemic challenge that undermines agricultural value chains.
In rural and isolated areas, GBV threatens women’s safety, limits their economic participation, and weakens food security. When women cannot work safely, entire communities lose resilience, and businesses lose productivity. Climate resilience strategies that overlook gendered risks leave communities exposed and women vulnerable.
Ending GBV is essential for building equitable, sustainable, and climate-resilient agri-food systems; and it’s not only a human rights imperative, but also central to climate adaptation and economic stability.
The good news? Solutions work. Programs like the Women’s Safety Accelerator Fund (WSAF) demonstrate that addressing GBV can enhance productivity and strengthen workforce morale and brand reputation. Safe, inclusive workplaces aren’t just good ethics, they’re smart business.
Gurmeet Kaur Articles
Luc Barriere-Constantin Article
This article draws on the experience gained by The Constellation over the past 20 years. It is also a proposal for a new M&E and Learning framework to be adopted and adapted in future projects of all community-focused organisations.
Devaka K.C. Article
Sudeshna Sengupta Chapter in the book "Dialogues on Development edited by Prof Arash Faizli and Prof Amitabh Kundu."
Events
Vacancies
- We’re Hiring: National Evaluation Consultant – Bangladesh
UN Women is recruiting a National Evaluation Consultant (Bangladesh) to support the interim evaluation of the Joint Regional EmPower Programme (Phase II).
This is a great opportunity to work closely with the Evaluation Team Leader and contribute to generating credible, gender-responsive evidence that informs decision-making and strengthens programme impact.
📍 Location: Dhaka, Bangladesh (home-based with travel to project locations)
📅 Apply by: 24 February 2026, 5:00 PM
🔗 Apply here: https://lnkd.in/gar4ciRr
If you are passionate about feminist evaluation, gender equality, and rigorous evidence that drives change (or know someone who is) please apply or share within your networks.
- Seeking Senior Analyst - IPE Global
About the job
IPE Global Ltd. is a multi-disciplinary development sector consulting firm offering a range of integrated, innovative and high-quality services across several sectors and practices. We offer end-to-end consulting and project implementation services in the areas of Social and Economic Empowerment, Education and Skill Development, Public Health, Nutrition, WASH, Urban and Infrastructure Development, Private Sector Development, among others.
Over the last 26 years, IPE Global has successfully implemented over 1,200 projects in more than 100 countries. The group is headquartered in New Delhi, India with five international offices in United Kingdom, Kenya, Ethiopia, Philippines and Bangladesh. We partner with multilateral, bilateral, governments, corporates and not-for-profit entities in anchoring development agenda for sustained and equitable growth. We strive to create an enabling environment for path-breaking social and policy reforms that contribute to sustainable development.
Role Overview
IPE Global is seeking a motivated Senior Analyst – Low Carbon Pathways to strengthen and grow its Climate Change and Sustainability practice. The role will contribute to business development, program management, research, and technical delivery across climate mitigation, carbon markets, and energy transition. This position provides exceptional exposure to global climate policy, finance, and technology, working with a team of high-performing professionals and in collaboration with donors, foundations, research institutions, and public agencies.
Are gender-transformative evaluations in conflict situations different from similar evaluations in other settings?
Gender-transformative evaluations seek to assess impact of policies, programmes and projects on transforming gender and other social relations. They adopt transformative evaluation methodologies and methods, are done people with gender expertise, and findings are fed back to marginalized women and men.
Are gender-transformative evaluations in conflict situations different from similar evaluations in non-conflict settings? Does the evaluator have to keep specific aspects in mind?
In this blog I share some insights that I would like to share from gender-transformative evaluations in Sri Lanka (during conflict), Nepal (conflict and post conflict), Sudan (conflict) and Afghanistan (conflict) in times of conflict.
• Share objectives of evaluation strategically: Conflicts can be gender-neutral, gender-regressive to gender-transformative. It is important to not share the transformative orientation of evaluation in situations of ‘regressive’ conflicts. Stating openly with men community leaders that one has come to the village to assess how far conflict response/recovery has led to women’s empowerment may not work. Instead it may be better to explore what how women have benefitted through response/recovery activities, what they think about it and what is the direction to go.
• Individual interviews are very important. Remember that people on either side of the conflict may be present in focus group discussions and this may lead to conflicts in group discussion which are not to do with gender issues, or one party not taking part in the discussion. Hence supplementing with individual interviews is very important. For example, one woman shared in individual interview that her husband was killed by the army as he was believed to be a terrorist. The group would not support her livelihood activity believing she was also one, and shunned her. When she was in the Focus Group Discussion she did not share the same.
• Use transformative methods which grapple with feelings: Happiness mapping- entails capturing happiness level before the intervention began and at the time of evaluation- throws a lot of insights on change if any and reasons for change. Story telling on discrimination and exercise on shifts in confidence and security are other methods that could be used.
• Examine women in which side of the conflict is benefitting and in leadership positions: During conflict, it is necessary to see if practical and strategic gender interests of women- of both sides- are being addressed equitably in camps for internally displaced. Effectiveness of violence prevention mechanisms need to be assessed. In post conflict situations, it is necessary to see which women are benefitting. I have come across peace committees where majority are women from majority community, and ethnic minorities were neglected. Implementation of UN Resolution 1325 has to also be assessed in post conflict situations. Recovery funds were meant for livelihood of women from ethnic minority group, but half their land was taken away by the majority.
• Assessing retributive justice: In post conflict situations assessing retributive justice is a must. If there has been violence against women by either sides justice has to be secured- and this needs assessment.
• Evaluation team should ideally consist of women from both sides of conflict: This is essential as there is a ‘trust deficit’ in conflict settings and in case one is going to a region dominated by one community it is important to have a woman facilitator from that community. At the same time ensuring the safety of the other evaluator is important
• Be gentle when one interprets: Change takes time in conflict/post conflict situations; hence women coming to meetings without fear could be a transformative indicator, while in a normal context it may not. One also has to remember whether the conflict is progressive, regressive or neutral while interpreting.
Ultimately evaluations in normal situations have to address whether inequalities and human rights violations are reducing, norms on masculinities are changing and vulnerability to conflict is reducing!
Feedback welcome
Ranjani.K.Murthy
Add a Comment
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Comment by Ranjani K.Murthy on September 7, 2016 at 11:20
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Rituu thanks for your questions....
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Dear Mary
Thanks for your comments
I totally agree that the principle 'do no harm' should be maintained. I do believe that separate meetings should be held with women and men, then they be brought together. One person from women's groups should sum up what was discussed in the women's meetings. I feel gender training is required for both men and women. Often women are told about their rights. This is necessary, but norms internalised by women and men both have to be challenged in all settings. Best Ranjani
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Dear Rituu
In some countries (e.g Nepal) women of all ages were interested in peace building. It was in a sense a transformative conflict challenging social hierarchies. In a few countries- regressive conflicts- young women would not be allowed to take part in peace processes by family and community leaders. By transformative I mean processes and outcomes in egalitarian conflicts, but in a long regressive conflict evaluations cannot change outcomes much! Best Ranjani
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Comment by Rituu B Nanda on September 6, 2016 at 23:14
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I loved your sharing because I enjoy learning from experiences. I had two questions:
- What about the age of women? Which age group is harder to engage in peace building?
- How do you foster ownership in transformative evaluation? What do you mean by transformation in this context? is the evaluation process transformative or you are measuring the intervention?
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Comment by Mary Nderitu on September 6, 2016 at 18:10
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Good piece Ranjani.your question is valid "Are gender-transformative evaluations in conflict situations different from similar evaluations in other settings?" Yes, an add on is that when carrying out the gender-transformative evaluation there is need to use an approach of Do No Harm - this helps define how to handle(plan) the complexity of the conflict environment. It will heighten our awareness and our conscious role to know how to engage intergroup relationship. Participating in Somalia evaluation the environment and clan issues take centre stage, thus when engaging both men and women together the women agree with the men but separately they speak up and share. While it true that capacity building is done for both on gender, most men trained will agree in the meeting but in practice a woman falls back to her role in the society.
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Comment by madhumita sarkar on September 5, 2016 at 10:28
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THank You Ranjani, this is really useful. I faced problems in Beirut because of the control of religious leader in camp settings.
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Rani Mohanraj thanks!
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Dear Madhumita
One thing I want to say is that there is need for greater sensitivity about not having evaluations around Ramzan in general and in conflict settings in particular.
Once I had to go to a country where more than half were fasting, I tried to negotiate changes in dates. It was not possible. Muslim women and men were tired during interviews. Tempers rose between different factions . Non participant interviews were not possible.
If control of religious leaders was high during/outside conflict situations the organisation brought the women to office for discussion. However, where vulnerability to conflict was lower, the elected leaders were met and they spoke to the religious leaders
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Thank you for sharing your experiences. The strategies are extremely useful and definitely need to be adopted during evaluations in humanitarian crisis settings. I wanted to know if from your experience gathered in these different countries if cultural and religious consideration is also important? how would an evaluator address the issue of control by religious leaders ?
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Comment by Rani Mohanraj on September 3, 2016 at 7:16
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Dear Ranjani,
Good strategies suggested.
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