Monthly Archives: March 2017

Ten Videos on Evidence and Policy

Here are a few of our favourite videos featuring researchers, policymakers and practitioners all over the world discussing key issues in evidence-informed policy: what it is, what the challenges are, and how to address them. Got more to share? Please tell us in the comments! 1 What is EIPM? Here Louise Shaxson of the Overseas Development Institute’s Research and Policy in Development programme draws on her experience with the Department of Environment, Food and Rural Affairs to explain the concept of evidence-informed policy making, highlighting the role of processes within public institutions: “you can have the best evidence in the world but if you put it through poor processes you won’t get good evidence informed policy making”. At INASP we see these processes as a complex set of structures, relationships and behaviours within public institutions that shape how evidence is gathered, synthesised, appraised and communicated to inform policy. 2) Getting … Continue reading

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5 ways of adapting the Evidence-Informed Policy Making Toolkit training for your participants – Experiences from GIMPA

Dr. Patrick Tandoh, lead facilitator from GIMPA

Image: Dr. Patrick Tandoh, lead facilitator from GIMPA Back in January, the Ghana Institute of Management and Public Administration (GIMPA) held a three day pilot of the EIPM Toolkit under their School of Public Service and Governance (SPSG), with support from Ghana Information Network for Knowledge Sharing (GINKS). The Toolkit is an adaptable suite of resources to support capacity building of civil servants and parliamentary staff in gathering, appraising and communicating evidence to inform policy making. So far, it’s been used in Ghana, Zimbabwe, Uganda and Sudan. Having observed the training, Faaria Hussain (INASP’s Programme Officer for the Evidence-Informed Policy Making team) lists five ways GIMPA adapted the Toolkit to ensure learning was maximized for their participants. Feedback from both participants and facilitators: Dr. Kingsley Agomor and Dr. Patrick Tandoh, show that the training was successful, covering relevant content and as a result, GIMPA are considering rolling out the Toolkit … Continue reading

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Transforming teaching and learning in East Africa

Students at Mzumbe University

Young people have a vital role to play in development, and universities are important sites to nurture their skills and to harness that energy for social change (as I blogged about last week). But there is work to do to realize this potential. In East Africa, the rapid growth of universities (there are now 45 universities in Uganda – and many smaller training institutions, compared to just one university 50 years ago at Independence). A huge expansion in student places – coming after many years of under-investment in infrastructure, learning resources and in academic staff – has had a serious impact on quality. In neighbouring Kenya, a recent audit by the Commission for University Education has revealed the extent of the problem. The content of many courses is out of date, the styles of teaching reflect the ‘chalk and talk’ mode of lecturing, and in many institutions there are few incentives … Continue reading

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Critical skills for change: universities, young people and learning

Young people have a vital role to play in their countries’ development. There are now 1.8 billion young people (between the ages of 10 and 24, 2014 UN figures)  — out of a global population of 7.3 billion — and nine out of 10 of them live in developing countries. This makes youth a vital dimension of development policy and practice, and more and more, the role of young people is being recognized. In a speech last year, the UN Deputy Secretary General put it clearly: “Young people must be recognized for who they are: agents of change whose contributions will bring benefits both to themselves and to society”. A set of institutions that have long known the potential of young people are universities. It’s through university study that young people can develop the knowledge, skills, ideas and attitudes that will enable them to contribute to their societies and economies, and also through … Continue reading

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Turning the gender lens inwards: INASP’s Gender Audit

INASP staff demonstrating their commitments to being gender inclusive on IWD.

Blog post by Ruth Bottomley, Senior Programme Manager, Research Development and Support, INASP

Over the last few years there has been growing recognition within INASP that a commitment to incorporating gender considerations in our work is critical to meeting our mission to support individuals and institutions to produce, share and use research and knowledge, which can transform lives. This commitment to gender equity is clearly outlined in the INASP Strategy, but putting the commitment into practice can be challenging.

We realized that an important step towards helping us to meet this commitment was to turn the gender lens on ourselves to see how well we are addressing gender issues in our work. To do this, we decided to conduct a gender audit of our programmes over a period of six months in 2016.

We wanted the audit to:

  • explore how effectively the particular needs of men and women are accounted for in INASP programmes.
  • identify the gaps and challenges that need to be addressed.
  • enhance staff understanding of the importance of gender issues in the work that we do.
  • result in recommendations and guidance that could help to ensure that gender can be mainstreamed practically and effectively in current and future programme work.

The audit process

  1. Recruiting expertise: Fitting a gender audit into our busy day to day working lives was the next challenge. We decided that the best way to do it was to recruit a consultant to lead the work (in fact we had two excellent consultants who worked with us) and to use participatory methods which would involve INASP staff and some of our associates and partners to ensure sensitization and buy-in to the audit process as it proceeded. The very term, “gender audit” can appear confronting, and so we were keen to ensure that the process was conducted in a non-threatening, inclusive and explanatory way, which enabled all involved to raise any concerns and to build their own understanding and awareness.
  2. Facilitate organizational participation: Although we are a relatively small organization, we have three programme teams and three cross-cutting teams, plus a senior management group and several associates based in different countries who support our work. We also wanted to ensure that the perspectives of our partners were included in the process. To get the participation of all of these different actors required an internal coordination process which was provided by our Gender Working Group. This working group was established in 2015 and comprises representatives from across the organization. The group worked closely with the consultants, and acted as the main information channel regarding the audit process to the rest of the staff, the associates and partners.
  3. Develop an audit framework: The methodology for the audit was developed by the consultants in consultation with the Gender Working Group, and included the development of an audit framework identifying the main areas of enquiry, a document review, and focus group discussions and individual interviews with staff, partners and associates. Workshops were held with the staff both to introduce the audit process, to provide some gender sensitization, and to present and discuss the findings.

 Putting the recommendations into action

The audit provided recommendations across different areas of our work. Specifically, the audit recommended that we build on our existing good practices around gender equality, by:

  1. Encouraging shared responsibility for mainstreaming gender throughout the organization,
  2. Building opportunities for capacity building and knowledge sharing on gender both within our organization and our networks,
  3. Ensuring contextual gender analysis in programme planning and inception,
  4. Integrating gender dimensions into our existing Monitoring and Evaluation, capacity development and communications work.

The findings and recommendations were presented and discussed with the staff during the final workshop at the end of the process, and the Gender Working Group, with support from the consultants and in liaison with their respective teams, developed short, medium and longer term action plans based on the recommendations. The short-term action plan covers a six-month period from October 2016 – March 2017 and includes “quick-wins” in terms of relatively easy actions that can be implemented to boost our gender work and profile. The medium term plan is currently being developed and will lay out the key actions for the next year. The action plan progress is monitored by the Gender Working Group on a quarterly basis and the key milestones are included within the INASP Operational Plan.

It is clear that the focus on gender over the last year has boosted our knowledge and confidence regarding gender issues, and there has been a marked positive shift in thinking across the organization. Our own expertise is developing in how to address gender issues within our programme design, in our discussions with partners, and in the way we think and conduct our everyday work.

Some reflections

This gender audit was a first for INASP. Some of the reflections on the process gathered through the staff workshops and Gender Working Group discussions are as follows:

  • Having the support of INASP senior managers and our donors, DFID and Sida, was essential to enabling us to conduct the audit and to feel confident that we would be able to take the recommendations forward.
  • It was important that all INASP staff were involved in the audit process and understood the aims and objectives. The workshops and focus group discussions enabled INASP staff to be involved in the process actively, without taking too much time away from other work. The focus group discussions were particularly effective in enabling people to engage and feel comfortable to raise concerns and opinions.
  • Having external consultants facilitate the process was beneficial as they had the expertise to address any sensitivities and difficult conversations that emerged during the process.
  • The Gender Working Group served an important role as both the main internal liaison group with the consultants, and as the liaison with the different teams. The group continues to play a key role in advancing the gender work within INASP through the action plans.

The gender audit has given all of us in INASP a platform on which to build our future programme work with regards to gender, so that we can really begin to act on our commitment of promoting equity and addressing issues of power within the research and knowledge system. This process also helped us to think about how to approach gender issues with partners. ■

Find out more about how INASP supports gender mainstreaming in higher education.

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Low representation of women in academic publishing is only a reflection of lack of opportunities

Dr Sabina Bhattarai addressing an international conference on dermatology, 2016.


Dr Sabina Bhattarai is an Associate Professor and Vice Principal at Kathmandu Medical College, Sinamangal and Editor-in-Chief, Nepal Journal of Dermatology, Venereology & Leprology. The Journal is published in NepJOL, supported by INASP. We asked her about her experience in journal publishing in Nepal and the challenges she faces as a female journal editor.

– Interview by Thakur Amgai

When and how did you get into research and academic publishing?

 I have been doing research for a long time now. It’s part of my job. All professionals in medical fields do research as part of their job. Apart from the regular medical practice of consulting patients and providing them treatment advice, I am also a teacher in a medical school, which requires me to do more research. Writing and editing is my passion. I remember enjoying writing even as a child. I used to participate and be awarded in writing contests at school. Perhaps, that’s the reason that my teachers and friends recommended me whenever opportunities to publish wall magazines, chart papers, or bulletins came up. This continued and even flourished when I passed high school and joined university. And here I am now – editing a professional journal.

That sounds very inspiring. How is it that you got such good opportunity as a female child at that time in a country where many parents marry off their daughters before they turn 18?

I was lucky in that matter. I was born and I grew up in central Kathmandu’s Baneshwar area in an educated liberal family. I got the same equal opportunity as my brother for education. My mother was a scientist at Nepal Agriculture Research Council. She always encouraged me to study. I got the best of education available in Nepal at that time. It was much later in life that I witnessed the unbelievable discrimination and harsh life girls were facing in the country.

Could you tell me about your current work in research publication and how you got there?

Currently, I am an Associate Professor of Dermatology & Venereology and Vice Principal at Kathmandu Medical College, Sinamangal. That’s my full time occupation. Apart from that, I am the Editor-in-Chief of Nepal Journal of Dermatology, Venerealogy & Leprology. We have formed a society of Dermatology, Venereology and Leprology in Nepal, of which I am a member. The society publishes this journal. I have been its chief editor for eight years now. Before that I used to contribute to it actively.

What challenges do you face as a female editor-in-chief of the journal?

There are challenges that all journal publishers in Nepal face irrespective of gender. I have experienced that external mobility is a bit challenging especially at odd hours.  Having to go to the printing press and sit behind the layout designer looking for errors on the copy for long hours is not an easy job. But this challenge would be there even for a male.  Being a female hasn’t affected the process and output of the journal in anyway.

In general women face a lot of challenge in workplaces in Nepal. However, the situation is quite the opposite where I work. Unlike many other academic institutions women are in the majority at Kathmandu Medical College. Both men and women at KMC are very supportive here.

Do you think that the gender roles in Nepalese society hinder women from coming forwards and succeeding in their academic career?

Of course! It is not just the academic career ̶ women in general face challenges in everyday life. I also face challenges despite being privileged and receiving equal opportunities in terms of my education and upbringing. For example, once I was driving on the road and a bus hit my car from behind and ran away. Although the bus driver had caused the accident, he would not accept fault. When he finally had to accept after eyewitness accounts he said, “how would someone who must have been doing dishes drive well?” That is the kind of perception of some men in the society even today.

Do you think the representation of women on editorial boards is changing?  

There are very few women engaged in academic publishing but a lot has changed lately. You can see three of the top positions of the country – president, speaker of the house and the chief justice – are women. And 33% of the MPs are women. All women need is opportunity and a little bit of confidence.

I believe that an environment of collaboration and sharing among women writers and editors would benefit all. At present even the few women writers and editors in this industry are working on their own without any support.

Do you see gender bias in the composition of editorial boards in journals published in Nepal? 

Of course, there are a low number of females in editorial boards of all journals (with a few exceptions). However, this bias did not originate at academic publishing level. It is just a proportional representation of other areas. What I mean is, the ratio of female to male who complete further studies is low. Then, the ratio of female to male who work in this industry is low. So, the number of women in journal publishing is proportional to the number of educated women in Nepal but disproportional to their total population.

What can an international institution like INASP do to promote career of female researchers?

Organizations like INASP could help bring women together on a platform to facilitate sharing and learning, which would ultimately help raise awareness and increase their confidence.

I have taken part in an INASP workshop on publishing earlier and have found it to be very useful. If there is an opportunity, I would love to be a part of INSAP gender programmes in Nepal which would help enhance career of female researchers/editors as we definitely need to have more representation of women in academic publishing and of course it is not that you cannot work as well as men, it’s just a matter of opportunity.

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