GEnder M&E

ii Guidelines for Integrating Gender into an M&E Framework and System Assessment
CONTENTS
Acknowledgments………………………………………………………………………………. 1
Abbreviations……………………………………………………………………………………..2
Introduction ...............................................................................................................................3
Background ...............................................................................................................................4
Gender and Health ........................................................................................................................................ 4
Gender-sensitive Monitoring and Evaluation ........................................................................................... 5
Strengthening HIS and M&E Systems through the UNAIDS 12 Components Organizing
Framework for a Functional M&E System................................................................................................ 5
Purpose of This Guidance Document.......................................................................................6
Intended Users of This Document............................................................................................7
How to Use This Document .....................................................................................................8
Steps for Integrating Gender in an M&E System Assessment .................................................9
Understanding Gender M&E Data Needs ............................................................................. 10
Integrating Gender in an Organizing Framework for a Functional National M&E System . 13
Gender Integration in the 12 Components .............................................................................. 15
People, Partnerships, and Planning ...........................................................................................................15
Collecting, Verifying, and Analyzing Data ...............................................................................................15
Using Data for Decision Making ...............................................................................................................16
Component 1: Organizational Structures with M&E Functions ..........................................................16
Component 2: Human Capacity for M&E ..............................................................................................17
Component 3: Partnerships to Plan, Coordinate, and Manage the M&E System .............................18
Component 4: National Multisectoral M&E Plan ..................................................................................18
Component 5: Annual Costed National M&E Work Plan....................................................................19
Component 6: Advocacy, Communication, and Culture for M&E .....................................................19
Component 7: Routine Program Monitoring ..........................................................................................20
Component 8: Surveys and Surveillance ..................................................................................................21
Component 9: National and Subnational Databases ..............................................................................21
Component 10: Supportive Supervision and Data Auditing .................................................................22
Component 11: Evaluation and Research ................................................................................................22
Component 12: Data Dissemination and Use .........................................................................................23
Planning an M&E System Assessment ................................................................................... 24
References................................................................................................................................ 25
Appendix 1: Gender-responsive Policy Guidance Documents ............................................... 27
Appendix 2: Gender M&E Training Materials and Courses .................................................. 28
Appendix 3: Global Gender Indicators.................................................................................... 29
Appendix 4: Applying a Gender Lens to Develop an M&E Plan ........................................... 30
Appendix 5: Ethics and Research Documents on High-Risk Vulnerable Populations ......... 32
Guidelines for Integrating Gender in an M&E Framework and System Assessment iii
ACKNOWLEDGMENTS
This guidance document was developed through consultation with a number of individuals under
the U.S. Agency for International Development (USAID)-funded MEASURE Evaluation project
and from the Zambia National HIV/AIDS/TB/STI Council (NAC). Samantha Herrera and Debra
Prosnitz were the lead authors and contributors to the development of the guidance document. Ms.
Prosnitz also supported the facilitation of the pilot-testing of this tool with the Zambia NAC.
A number of individuals from MEASURE Evaluation provided input into the development of the
gender-specific assessment questions listed in the document, including Sharon Arscott-Mills, Aubrey
Casey, Cristina de la Torre, Reeti Hobson, Lwendo Moonzwe, Susan Pietrzyk, and Kirsten Zalisk.
Abby Cannon, Kola Oyediran, and Shannon Salentine reviewed various iterations of the document
and provided valuable feedback.
Special thanks go to John Mwale, Jabbin Mulwanda, Katongo Silwizya, Ellen Mubanga, Harold
Witola, and the Zambia NAC for their work with MEASURE Evaluation to conduct a gender-
integrated assessment of NAC’s M&E system, the results of which were used to inform the
development of this guidance document.
We also thank Lynne Jennrich, Marie Mikulak, Deborah McGill, and Cindy Young-Turner for their
editing, graphics, and formatting support.
Guidelines for Integrating Gender in an M&E Framework and System Assessment 1

ABBREVIATIONS
CBO community-based organization
GBV gender-based violence
HIS health information system(s)
M&E monitoring and evaluation
MSM men who have sex with men
NGO nongovernmental organization
PEPFAR President’s Emergency Plan for AIDS Relief
STI sexually transmitted infection
TWG technical working group
UNAIDS Joint United Nations Programme on HIV/AIDS
USAID U.S. Agency for International Development
2 Guidelines for Integrating Gender into an M&E Framework and System Assessment
INTRODUCTION
This document offers concrete guidance on how organizations can comprehensively and explicitly
integrate gender in their monitoring and evaluation (M&E) systems. It describes how to make each
component of a functioning M&E system 1 gender-sensitive and provides guidance on how to assess
an M&E system to ensure that gender is fully integrated throughout the system for appropriate
collection, compilation, analysis, dissemination, and use of gender data for decision making.
This document outlines why it is important to apply a gender lens to M&E processes and structures
and contextualizes gender in an M&E system. It then walks you through how to think about gender
and address it in each of the components of an M&E system. This guide includes example gender-
specific assessment questions that can be integrated into an M&E system assessment and provides
guidance on how to plan and conduct an M&E system assessment.
This guidance document is intended for national health program and M&E managers, subnational
health program staff with M&E responsibilities, M&E officers from different agencies or
organizations, and development partners who provide M&E support to national and subnational
M&E systems.
1
This guidance is builds on the UNAIDS Organizing Framework for a Functioning National HIV M&E System.

BACKGROUND
Gender and Health
The recognition of the important role gender plays in health has increased in the past several
decades. Gender inequities are associated with poor health outcomes, such as gender-based violence
(GBV), lower maternal healthcare utilization, and higher maternal mortality [3]. The influence of
gender inequalities on reproductive health outcomes has been well documented, including how they
contribute to high unmet contraception needs globally [3]. GBV has been documented to result in
or lead to a number of health consequences, such as injuries; increased risk of sexually transmitted
infections (STIs), including HIV; negative birth outcomes, including miscarriage, stillbirth, preterm
delivery, and low birthweight babies; and various mental health issues, such as depression and post-
traumatic stress disorder [4,5,6]. Gender inequity is also a major driver of the AIDS epidemic. In
sub-Saharan Africa, women constitute 58 percent of the people living with HIV, highlighting the
greater burden placed on women [7]. People who are at the greatest risk for acquiring HIV are
young women 15–24 years of age, men who have sex with men (MSM), sex workers, and injecting
drug users [8,9]. Most of these high-risk populations face gender-specific challenges that compound
or intersect with their risks. For example, transgender women are 48 times more likely to have HIV
than other people of reproductive age [10]. This evidence is pushing the need to develop health
strategies and interventions that address gender inequities and gender-related drivers of care seeking
and access to health services.
Several U.S. Government policies and strategies on gender have recently been developed and
adopted to guide international development programming. Some examples are the Global Health
Initiative Principle on women, girls, and gender equality that aims to address gender-related
inequities and disparities that disproportionately compromise the health of women and girls; the
USAID Gender Equality and Female Empowerment Policy; the President’s Emergency Plan for
AIDS Relief (PEPFAR) Gender Strategy; and the newly launched DREAMS Initiative [11,12,13,14].
The Joint United Nations Programme on HIV/AIDS (UNAIDS) has made one of its main goals to
eliminate gender inequalities, and it has developed a strategy specifically to end infections in
adolescents [15]. USAID’s Gender Equality and Female Empowerment Policy, in particular,
mandates gender analysis for all country strategies and projects and requires gender integration
across policy, planning, and learning processes for project design and M&E [12]. With these
important shifts in program design and interventions comes the need to adapt and align our M&E
systems and, more broadly, country health information systems (HIS) to capture data needed to
track implementation progress in gender strategies, to assess their effectiveness, and to inform how
best to continue to implement gender-sensitive health interventions and programs.
Gender-sensitive M&E is one way to help ensure that programs are designed to be gender-sensitive
and capable of measuring progress and achievements toward addressing gender inequities in health
[1]. Many countries, however, do not yet have well-integrated gender M&E systems, mainly because
of a lack of demand for this information. As a result, the relationship that gender norms and
inequalities have to health (including HIV epidemics) and their influence on health has remained
largely invisible.
Gender-Sensitive Monitoring and Evaluation
Gender-sensitive M&E can provide evidence that raises awareness of differential health status,
healthcare utilization and access, health outcomes, and gender inequalities. It can also be used to
advocate change and to address gender dimensions in health. Gender-sensitive M&E considers what
data are collected, how and by whom they are collected, and how data are analyzed, interpreted,
reported, disseminated, and used. For data collection, it is important to consider country- and
context-specific gender indicators and data disaggregated by sex and age. Data disaggregated by sex
can provide insights into gender differentials in knowledge, behavior, access to service and its
utilization, and health outcomes. Age also often plays a significant factor in these differentials. For
example, adolescents and young women account for one in four new HIV infections in sub-Saharan
Africa, and young women 15 to 24 years are twice as likely to be infected with HIV as young men of
the same age group. Consequently, it’s important to determine what information should be collected
and reported by sex, by age, and by both sex and age.
Strengthening HIS and M&E Systems through the UNAIDS

12 Components Organizing Framework for a Functional M&E System
HIS provide information for decision making to improve health outcomes. M&E data are key
components of an HIS, and recently there has been greater emphasis on increasing accountability in
M&E systems and alignment with health sector M&E plans. Efforts are being made to strengthen
and align M&E systems with national M&E plans. Tools such as the UNAIDS Organizing
Framework for a Functional HIV Monitoring and Evaluation System and its accompanying 12
Components Monitoring and Evaluation System Strengthening Tool provide guidance on how to
build and strengthen these systems [16,17].
The UNAIDS Organizing Framework for a Functional National HIV Monitoring and Evaluation
System was designed to guide the development of one national HIV M&E system—a move that was
deemed necessary to ensure a comprehensive, efficient response to a country’s HIV epidemic. The
framework outlines 12 components that are important to a functional national HIV M&E system
and describes benchmark elements necessary for each component. The framework is intended to be
used as a checklist for planning and implementing an M&E system over time, but it can also be used
in M&E training and technical guidance [16].
The following guidance on how to integrate gender in a national M&E system broadens the scope of
the UNAIDS framework to be applicable to all health areas and builds on the benchmark elements
to specifically integrate gender in an M&E system.

PURPOSE OF THIS GUIDANCE DOCUMENT
This document provides concrete guidance for organizations on how to comprehensively and
explicitly integrate gender in their M&E system. 2 It describes how to make each component of a
functioning M&E system gender-sensitive and provides guidance on how to assess the
organization’s M&E system to ensure that gender is fully integrated throughout the system for
appropriate collection, compilation, analysis, reporting, dissemination, and use of gender data for
decision making. It is intended to serve as a companion guide to the UNAIDS Organizing
Framework for a Functional HIV M&E System and accompanying 12 Components M&E System
Strengthening Tool. While the UNAIDS framework and tool are HIV-specific, this guide is intended
to be used more broadly across all health areas, and thus it is easily adaptable for any health area.
This document lays out the reasons why it is critical to integrate gender in an M&E system. This
integration is essential, given the shift in many countries to mainstream gender strategies in the
delivery of health services and interventions. A country’s M&E system must align with health
services and interventions to capture the information required to track the health program’s progress
and effectiveness.
2While this guidance document focuses on an organization’s M&E system, the guidelines are also applicable to a country’s broader HIS
because organization-specific M&E systems form a key component of a country’s HIS.
INTENDED USERS OF THIS DOCUMENT
This guidance document is for use by national health program and M&E managers; subnational
health program staff with M&E responsibilities, such as provincial- or district-level program and
M&E staff; agency and organization M&E officers; and development partners that provide M&E
support to national and subnational M&E systems. This supplement to the UNAIDS framework
and tool focuses on how M&E systems capture, compile, analyze, and disseminate important
information on gender and health to broadly assess the capacities of a country’s M&E system.

HOW TO USE THIS DOCUMENT
This document guides users in the integration of gender in existing M&E capacity and system
assessments. It outlines the importance of applying a gender lens to M&E and contextualizes gender
in an M&E system, and then it guides users through a list of gender-specific assessment questions to
address gender in each of the 12 M&E system components.
The next section lists specific steps for integrating gender in your M&E assessment, followed by a
section on planning for an M&E system assessment (page 24).
STEPS FOR INTEGRATING GENDER IN AN M&E SYSTEM
ASSESSMENT
We recommend that you review the Steps to Integrate Gender in an M&E Assessment
UNAIDS Organizing Framework for a 1. Review the UNAIDS Organizing Framework for a
Functional HIV M&E System for a broader Functional HIV M&E System.
understanding of the 12 components of a 2. Review the sections in this document on
functional M&E system. The sections on understanding gender data needs and
understanding gender data needs and integrating gender in the organizing framework.
integrating gender in the organizing 3. Gather and review country-specific documents
framework for a functional M&E system in that address gender and health.
this document build on the UNAIDS 4. Review available M&E system assessment tools.
framework. 5. Select the M&E system assessment tool that best
fits your needs and begin tailoring it to your
As you go through these two sections, country and health-sector context.
consider the specific sociocultural context of 6. Select and adapt gender-specific elements
the country where you work. It is important from this document to include in your
assessment tool.
to consider the possible dimensions that
gender has on health in your country, what is 7. Finalize your gender-integrated assessment tool.
important to program implementers and

policymakers, and where and how you will
get this information. You should also review your country’s national health strategic plans to ensure
that you capture data to track the progress your program is making toward meeting specific gender
strategies.
Next, gather and review country-specific documents that address gender and health. These
documents could include ministry of health gender or equity policies, adolescent and maternal health
policies, guidance on integrating women and youth in governance activities, strategies to address
women in the HIV response, or reports on the Convention on the Elimination of All
Discrimination against Women. Consulting an in-country gender expert 3 may help to quickly
identify relevant policies, strategies, and documents.
Finally, review available M&E assessment tools to choose the best match to your context and needs.
We suggest the UNAIDS 12 Components M&E Systems Strengthening Tool; the World Health
Organization Health Metrics Network document, Assessing the National Health Information
System: An Assessment Tool [18]; and the MEASURE Evaluation Monitoring and Evaluation
Capacity Assessment Tool, known as MECAT [19, 20]. Review these tools one component at a
time. For each component, review the gender-specific assessment elements in Section 2 of this
document. Select or adapt elements to help you provide a clearer picture of the capacity of your
M&E system to be gender responsive. Add the relevant parts of the tools you review and tailor them
for use in your country.
3A gender expert may be someone with formal education and training on gender concepts and gender mainstreaming. Experience and
dedication to work on gender issues may also qualify someone as a gender expert.

UNDERSTANDING GENDER M&E DATA NEEDS
M&E provides the data needed to (1) plan, coordinate, and implement health programs; (2) assess
the effectiveness of health programs; and (3) identify areas for program improvement. Gender plays
an important role in health and therefore, a gender perspective is essential in planning, assessing, and
improving health programs, and in designing and implementing M&E systems.
Different programs integrate gender in What Do We Mean When We Talk about Gender?
different ways, and it’s important to Sex is the biological classification of males and
understand how a particular program females, determined at birth based on biological
addresses gender integration. After you characteristics [1].
assess how your program integrates gender, Gender is a culturally defined set of economic,
then you can better understand your M&E social, and political roles, responsibilities, rights,
data needs. Figure 1 shows the gender entitlements, and obligations associated with being
female and male, as well as the power relations
continuum that the Interagency Gender between and among women and men, and boys
Working Group developed. The gender and girls. The definition and expectations of what it
continuum is a conceptual framework of means to be a woman or girl and a man or boy, and
approaches used to understand gender in the sanctions for not adhering to those expectations,
vary across cultures and over time, and often
context of program development and
intersect with other factors, such as race, class, age,
implementation. and sexual orientation [2].
Figure 1 shows that policies, programs,

approaches, and interventions are either gender-blind or gender-aware.
Gender-blind refers to a lack of consideration of gender, such as how gender norms and unequal
power relations affect the achievement of project objectives or how project objectives may impact
gender.
Gender-aware refers to a recognition or examination of a culturally defined set of roles, duties, rights,
responsibilities, and accepted behaviors associated with being male and female, and the power
relations among women and men, and girls and boys. The continuum of gender awareness has four
categories:
• Gender-exploitative describes programs or policies that intentionally or unintentionally

reinforce or take advantage of gender inequalities and stereotypes, or that implement an
approach that exacerbates inequalities.
• Gender-accommodating describes programs or policies that acknowledge gender, but work
around gender differences and inequalities. Although this approach may result in short-term
benefits and realization of outcomes, it does not attempt to reduce gender inequality or
address the gender systems that contribute to differences and inequalities.
• Gender-sensitive describes policies, programs, or interventions that more explicitly address the
culturally defined roles, duties, rights, responsibilities, and accepted behaviors that are
associated with being male and female. It also describes policies and programs that consider
the power relations among women and men, boys and girls.
• Gender-transformative describes approaches that strive to examine, question, and change
underlying conditions—the norms and power imbalances—to reach health and equity
objectives.
Figure 1. The gender continuum, from exploitative to transformative
Source: Figure adapted from the Interagency Gender Working Group. Available at www.igwg.org/training.
The UNAIDS Organizing Framework document outlines an approach to assess the critical data
elements that an M&E system needs to capture. When a public health problem is identified, the
framework provides a series of questions to guide an appropriate response. From that response, the
framework guides you through steps to determine if your program is working as planned and having
the intended impact. These questions also help you assess whether your M&E approach is gender-
sensitive. Figure 2 shows an example of how to apply a gender lens to an HIV program using the
same approach.

Figure 2. Applying a gender lens to a public health questions approach to developing an M&E system: an HIV program example
Source: Adapted from the UNAIDS Organizing Framework for a Functional HIV M&E System
INTEGRATING GENDER IN AN ORGANIZING FRAMEWORK FOR
A FUNCTIONAL NATIONAL M&E SYSTEM
A gender-sensitive M&E system is essential for health programs to be able to address the many-
faceted gender dimensions in the health field. The data that result from an effective gender-sensitive
M&E system produce evidence-based information to guide program decisions that address
differential health status, healthcare utilization and access, and gender inequalities. Ensuring that
M&E frameworks and approaches are gender-sensitive requires an assessment with a focused
gender lens applied to all M&E system components. The UNAIDS Organizing Framework for a
Functional National M&E System focuses on 12 components (Figure 3).
The components in Figure 3 are shown as three rings. The outer ring represents the people,
partnerships, and planning required to support data collection and system processes. The middle
ring represents the mechanisms used to collect, verify, analyze, and transform data into useful
information. The inner ring represents the central purpose of an M&E system—to disseminate data
for use in program decision making.
The UNAIDS framework makes it clear that the 12 components are not 12 sequential steps to build
an M&E system, but rather that all 12 components are essential for an M&E system to function
effectively. An assessment of the M&E system can identify missing components or gaps that need
improvement and help prioritize the areas that need work first. A similar approach is required to
ensure that the M&E system is gender-sensitive. Certain aspects may need to be in place before
work can begin on other aspects. For example, one of the first priorities is to ensure that an
organization’s human resources have the capacity to undertake gender-sensitive M&E. Another
priority is to engage with local stakeholders at each level of the system to understand how
components in the system interact and influence one another. Their input can help inform the M&E
system design and improve the overall M&E system.

Figure 3. Organizing framework for a functional national M&E system: 12 components
Source: UNAIDS, 2008
GENDER INTEGRATION IN THE 12 COMPONENTS
This section describes the application of a gender lens in an M&E system, specifically in the 12
components. It also lists gender-specific questions that could be included in an assessment of a
national M&E system.
People, Partnerships, and Planning

Gender integration in an M&E system begins by ensuring that gender is addressed in organizational
policies and procedures. It also requires dedicated M&E human resources with the knowledge and
competencies required to collect, verify, analyze, report, and use gender data. Gender stakeholders’
participation contributes to the development of a national M&E plan and work plan that have
gender integrated fully across all M&E processes. Organizations also need to create a culture for
using gender-sensitive data to inform their programs.
Six of the 12 framework components that capture the functions of people, partnerships, and
planning in an M&E system are Component 1, organizational structures with M&E functions;
Component 2, human capacity for M&E; Component 3, partnerships to plan, coordinate, and
manage an M&E system; Component 4, a national multisectoral M&E plan; Component 5, an
annual costed national M&E work plan; and Component 6, advocacy, communications, and culture
for M&E.
Collecting, Verifying, and Analyzing Data

A national M&E system relies on mechanisms for collecting data needed to inform programming.
The system requires data to inform the types of services and interventions that are needed and to
assess how effectively those services and interventions are being implemented, if they are being
accessed and used, how effective they are in accomplishing program objectives, and what their
overall impact is on health status. These mechanisms used to collect data through routine program
monitoring, surveys, and evaluations and research need careful review for alignment with the
national strategic plan. They also need to be kept updated to ensure they are gender-sensitive and
that they capture gender data specified in the M&E plan.
Five of the 12 components that collect, verify, and analyze data for use in program design and
decision making are Component 7, routine program monitoring; Component 8, surveys and
surveillance; Component 9, national and subnational databases; Component 10, supportive
supervision and data auditing; and Component 11, evaluation and research.

Using Data for Decision Making
The last component in the framework, Key gender stakeholders in health programs are
Component 12, is data dissemination and gender experts; women’s organizations; youth
use. The core purpose of an M&E system is groups; lesbian, gay, bisexual, and transgender
to capture data that will be used for organizations; and organizations that represent
beneficiary populations targeted for specific health
evidence-based policy and program decision areas, such as people living with HIV and AIDS, sex
making. To ensure that stakeholders use that workers, men who have sex with men, and people
data, the information needs to be targeted who are gender nonconforming.
and disseminated in a format that is useful
and actionable. This requires assessing
stakeholder data needs, including those of key gender stakeholders. By including mechanisms that
capture data on gender differentials and other aspects of gender inequalities, M&E systems can help
track progress and assess the effectiveness of health programs to address gender inequities.
Mechanisms are also needed for gathering evidence—in the form of policies, strategies, and program
reports—to demonstrate how gender data have been used for decision making.
Component 1: Organizational Structures with M&E Functions

Gender needs to be considered in an organization from two main perspectives: first, its policies and
procedures; and second, its human resources.
Gender-responsive policies and procedures need to guide organizational structure and function. For
example, it is important to provide equal opportunities for M&E professional development and
growth for men and women alike and to strive for a balanced representation by sex at different
levels of the organization. To achieve equity in an organization, an assessment is needed to
determine the proportion of positions held by men and by women at different levels. The results will
indicate any differences that need to be addressed to ensure gender equity and guide setting targets
for recruitment or professional development to balance gender representation. Policies also need to
ensure that M&E staff are treated equally and receive the same benefits. Appendix 1 provides
information and resources on gender-responsive policies.
From the human resources perspective, it is essential that M&E staff have capacity in gender M&E.
To ensure this, the M&E unit should have at least one gender expert or gender focal point who can
provide oversight to continuously and strategically apply a gender lens to M&E processes and
practices.
Following is a list of gender-specific elements related to M&E organizational structures:
Policy level:
• Organization’s values and ethics statements specify gender equity as a goal.

• Gender-responsive policies are in place within the M&E unit.
• There is a policy in place or evidence of effort by the organization to work toward gender-
equitable representation among staff at all levels.
• The organization’s standard operating procedures or protocols specify including gender in
routine mechanisms for M&E planning and management within the M&E unit.
Human resources level:
• At least one staff member within the M&E unit is a gender expert or appointed gender focal
point.
• At least one staff member of the M&E unit has a job description that includes a focus on
gender M&E issues
Component 2: Human Capacity for M&E

Gender-sensitive M&E necessitates an M&E workforce that has gender expertise and a broad
understanding of the importance of assessing gender differentials and inequities in their work.
Institutionalizing gender expertise as a necessary M&E skill is essential. All M&E staff should
understand why gender is important in health and M&E. At the national level, the M&E training
curricula should be gender-inclusive. Appendix 2 lists resources for M&E gender-related training
materials and courses. Staff with gender M&E skills and expertise should be recruited in M&E units
and existing staff should be trained on gender M&E. Regular workforce development and capacity
building should take into account the importance of gender; workforce development plans and
human capacity building plans at the organization or unit level should, therefore, include gender-
integrated M&E.
Following is a list of gender-specific elements related to human M&E capacity:
• Gender M&E is among the M&E skills and competencies required of M&E unit staff.
• The nationally endorsed M&E training curriculum is gender-sensitive and specifically covers
the following elements:
o Methods: gender-sensitive methods and sampling
o Data collection: sex-disaggregated data, gender indicators, and complex measures of
attitudes and social norms
o Data analysis and interpretation: understanding how gender can influence health
outcomes
o Data reporting, dissemination, and use: gender data are collected, disseminated, and
used to make evidence-informed decisions and gender data appear in reports and
products
• M&E unit staff have skills and competencies to collect, analyze, report, and use gender data
and data disaggregated by sex.
• M&E unit staff includes at least one person skilled in data collection among special, high-risk
populations, such as MSM, sex workers, or migrants.
• Gender M&E knowledge and skills are incorporated in the workforce development plan.

• Resources are allocated for gender M&E capacity-building in the costed human capacity-
building plan.
• Gender M&E specialists able to build M&E capacity are included in the national database of
trainers and technical assistance providers.
Component 3: Partnerships to Plan, Coordinate, and Manage the

M&E System
Including gender experts and other key gender stakeholders as members in the national M&E
technical working group (TWG) helps ensure that a gender lens is used to plan, coordinate, and
manage the national M&E system, specifically health area-specific M&E systems. These experts and
stakeholders need a path to contribute to planning and managing the M&E system in a meaningful
way. Their consultation is particularly needed at key stages in the development and planning of
national M&E strategies and activities. Input from these key stakeholders in the design and
implementation of a gender-sensitive M&E system can help define measures of success. Their
advice can help ensure that useful data are collected for programmatic decision making at different
levels of the M&E system and for different users of the data. They also can encourage local
ownership and use of the data.
Following is a list of gender-specific elements related to partnerships for the M&E system:
• The national M&E TWG includes at least one gender expert.
• The terms of reference for the national M&E TWG specify that M&E processes and
documents need to be reviewed to ensure the integration of gender.
• A national inventory of M&E stakeholders includes key gender stakeholders.
Component 4: National Multisectoral M&E Plan

The objectives of the national M&E plan should be explicitly linked to the national health strategy
or national strategic plan to ensure that relevant data are collected to track implementation of the
plan and progress toward its objectives and goals, including addressing key populations and gender
inequalities generally and in specific health sectors. The national M&E plan and its indicators should
adhere to explicit global and national technical standards and agreed best practices. Among these
best practices are data disaggregation by sex and age and measurement of other indicators to capture
information on gender-related barriers to access health prevention and treatment services, gender
norms that influence health seeking and risk behaviors, and other indicators that reveal gender
differentials. Appendix 3 lists resources and links to validated gender indicators.
At least one gender expert—ideally one who participates in the M&E TWG—should be involved in
the development of the national M&E plan. The gender expert can provide input to ensure that
gender is included in all components of the M&E plan and coordinate a review of the M&E plan by
key gender stakeholders. Appendix 4 provides guidance on how to incorporate gender in the
different components of an M&E plan.
Following is a list of gender-specific elements related to the national M&E plan:
• An assessment of the information needs of key gender stakeholders has been conducted.
• Gender experts and key gender stakeholders are consulted in the development of the
national M&E plan.
• The national M&E plan integrates gender across the different M&E processes to collect,
compile, analyze, report, and use data.
• The national M&E plan includes indicators to measure progress on gender-specific health
strategies and interventions and includes gender indicators and indicators disaggregated by
sex and age.
Component 5: Annual Costed National M&E Work Plan

Resources—human, physical, and financial—are necessary to implement an M&E work plan
successfully. Ensuring that the work plan is gender-sensitive consequently necessitates resources that
are specifically committed to collect, compile, analyze, report, disseminate, and use gender data,
including data disaggregated by sex and age and data that are specific to high-risk populations.
As with the development of the national M&E plan, at least one gender expert should be included in
the team that develops the national M&E work plan. This gender expert must understand M&E
concepts and processes to provide appropriate guidance on the M&E work plan’s development. The
gender expert can coordinate, consult, and seek review of the work plan with key gender
stakeholders.
Following is a list of gender-specific elements related to the national M&E work plan:
• Adequate resources have been allocated and are available to collect, analyze, report,
disseminate, and use gender data, including data disaggregated by sex and age.
Component 6: Advocacy, Communication, and Culture for M&E

Gender M&E can provide evidence that raises awareness of differential health status and gender
inequalities, and it can be used to advocate change. It is important that national health strategic plans
describe the relationship and importance of gender and health and discuss what strategies and
interventions are being implemented to address and improve gender differentials and inequities. Like
the national M&E plan and work plan, national strategic plans should also aim to include key gender
stakeholders in the consultation and development of the plan.
The national communication strategy should explicitly reference how gender data related to health
will be disseminated and used. Gender M&E champions should be identified in the ministry of
health and national coordinating agencies, such as the national HIV and AIDS body, the national
malaria control program, and other ministries that work in health. They should help advocate the
inclusion of gender strategies in strategic plans and encourage gender-related M&E that can collect,
analyze, disseminate, and use gender data to track progress and effectiveness of gender strategies.

Following is a list of gender-specific elements related to advocacy, communication, and culture for
M&E:
• A gender champion4 in the ministry of health and other national coordinating agencies
works to promote the collection, analysis, dissemination, and use of gender data.
• The national strategic plans describe the relationship between gender and health outcomes
and include gender-specific strategies for addressing gender differentials and inequities.
• The national M&E system’s information products, such as reports, website content, and
graphics, offer information about gender and health.
Component 7: Routine Program Monitoring

The routine HIS needs to collect data that provide information on gender differentials in the
demand for, access to, and use of health services. Data collection tools, data analysis, and
dissemination and reporting mechanisms all need to include gender data and data disaggregated by
sex and age.
Nongovernmental organizations (NGOs) and community-based organizations (CBOs) are

important implementing partners in many health areas, and they are also key contributors of routine
health data. These organizations need clear guidance and strong linkages between their programs
and the national HIS to ensure that gender data are collected and fed into the national HIS. When
an NGO or CBO is the primary provider of prevention and treatment services for marginalized or
hard-to-reach populations, routine monitoring typically collects standardized but specific indicators
on these special groups. It is important to capture data from these organizations to feed them into
the national M&E system, which requires that they receive guidance, standardized gender-sensitive
reporting forms, and training on gender M&E.
Following is a list of gender-specific elements related to routine program monitoring:
• National guidelines exist that document procedures to collect, compile, analyze, and report
gender data in the HIS, including facility- and community-based data.
• Guidelines for implementing partners have been developed and disseminated to document
program procedures for collecting, compiling, analyzing, and reporting gender data.
• Standardized reporting forms collect gender data on sex and age.
• National-level indicators are reported by sex and age.
• Routine monitoring reports include information on gender differentials, such as data
disaggregated by sex or other gender indicators.
4A gender champion does not necessarily have the training or expertise of a gender expert. A gender
champion understands gender and the gendered dimensions of health. A gender champion has the
passion and ability to advocate and influence change.
Component 8: Surveys and Surveillance
Data from surveys and surveillance activities can provide information on knowledge, behaviors, and
coverage of health interventions in the broader population, including those who may not be
accessing prevention and treatment services and are consequently not captured in routine
monitoring data. Surveys and surveillance are, thus, important ways to gather information about
populations who do not or cannot access routine health services or who have specific characteristics
or needs that are not captured in routine reporting. Gathering data from these often marginalized
populations is important for understanding the gender dimensions or context of specific health
issues, such as a country’s HIV epidemic. More research on and better understanding of the
relationship between gender and specific health outcomes are needed.
Some important skills and capacities are necessary to survey special populations and to capture data
on sensitive topics, such as GBV. First, important ethical considerations need to be observed to
ensure safety and confidentiality of these special populations. For example, in the case of HIV,
identifying high-risk populations, such as MSM or sex workers, can result in stigma and violence,
and therefore extreme care must be taken in determining where and how such populations are
approached and in ensuring their safety and confidentiality. Specific methodological skills are also
required, including a knowledge of different sampling techniques to reach special populations and an
ability to implement them. Collecting data on sensitive topic areas, such as GBV, requires specialized
training. Appendix 5 lists relevant resource documents.
Surveys are one method often applied in evaluation and research (Component 11). The gender
integration guidance and assessment elements described here are applicable to Component 11.
Following is a list of gender-specific elements related to surveys and surveillance:

• Surveys and surveillance collect data on sex and age differentials, as appropriate.
• Surveys collect data on important gender dimensions related to health, such as gender norms
and expectations, roles and responsibilities, access to and control over resources and
information, decision making on health and sexual relationships, healthcare seeking
behaviors by sex, and GBV.
• Surveys or surveillance are conducted to assess marginalized or special, high-risk
populations.
Component 9: National and Subnational Databases

Existing national and subnational databases should be set up to capture data components that are
outlined in the national health M&E plan. This includes gender data and data disaggregated by sex
and age. It must also be possible to collect data disaggregated by sex and age and aggregate them up
through each administrative level of the data collection system.
Following is a list of gender-specific elements related to national and subnational databases:
• National and subnational databases capture data disaggregated by sex and age.

• National and subnational databases are updated to capture gender indicators that are
included in the national M&E plan.
Component 10: Supportive Supervision and Data Auditing

Ideally all staff involved in the collection and reporting of health data understand the importance of
collecting and using gender data, but this is most important for staff who are responsible for
analyzing and using data for decision making. Health facility M&E staff and supervisors are often
already overstretched, and they are not directly responsible for data analysis. Thus, it may not be a
priority to build their knowledge and capacities specific to gender M&E beyond a basic
understanding of the importance of assessing gender in health. Supervisors at the district and
regional levels, however, need to have an understanding of what data are collected for initial analysis
and local decision making and why the information is important. District and regional supervisors
should understand the important elements of M&E systems and the value of capturing gender
dimensions of health through routine data systems. National-level supervisors need to reinforce this
through their supervision and mentorship activities at regional and district levels.
Following is a list of gender-specific elements related to supportive supervision and auditing:
• Review of appropriate data disaggregation is included in the protocols for auditing routine
health service data.
• Supervisors understand the importance of collecting data disaggregated by sex and age for
the assessment of gender differentials in demand for, access to, and use of healthcare
services.
Component 11: Evaluation and Research

A gender lens should be applied to all research and evaluation studies. This implies ensuring
appropriate ethical approval procedures and standards, applying gender-sensitive methods, and
capturing data that provide information about gender or that answer specific questions about the
relationship between gender and health outcomes.
A prioritized national health research agenda should include biomedical, social sciences, and
operational research. A gender lens should be applied to all research methods, and research
questions specific to gender should be considered in each area. Evaluations should consider how
outcomes and impacts of interventions, programs, or policies differ across populations.
Ethical approval procedures and standards must address marginalized and other special populations,
particularly those most at risk or vulnerable. Mitigating risk and ensuring confidentiality are
particularly important among vulnerable populations. Different sampling and data collection
methods may be necessary for special populations. Guidance on evaluation and research standards
for special populations should be developed and shared across M&E units and with implementing
partners. This includes standards and procedures for surveys (Component 8), a method often used
in evaluation and research. Appendix 5 lists examples and additional resources on ethics and
considerations in conducting research on populations at higher risk of exposure to HIV.
Following is a list of gender-specific elements related to evaluation and research:
• The national research agenda includes research questions that address gender and health.
• The national committees that approve and coordinate health research and evaluation include
at least one gender expert each and seek consultation with key gender stakeholders to
develop the national research agenda.
Component 12: Data Dissemination and Use

Gender data to inform health programming are important for health providers and managers in their
decision making. They need the information to guide them in the best ways to address the varying
needs of women, men, girls, boys, gender nonconforming people, and key populations.
Data dissemination should include key information about data analysis and a context to help
interpret indicators, particularly for gender indicators. If analysis of data disaggregated by sex shows
no differences by sex, it may not be necessary to discuss sex results in reports or other products;
however, it is still important to describe the analyses to specify that differences by sex were assessed.
An assessment should be conducted to determine the key data users, to ensure that beneficiaries and
other key stakeholders including gender stakeholders are considered, and to understand the specific
data needs of each user. An important step in this assessment is to work with data users and decision
makers to help them understand the importance of gender and how gender influences and affects
health outcomes. A standard format for reporting data to capture gender information and
appropriate data disaggregation by sex and age should be developed and used. Data dissemination
should be targeted at key decision makers and inclusive of gender stakeholders. Interpretation and
use of data for decision making requires an understanding of how to interpret gender data and
differentials by sex and age and the kinds of conclusions and actions that can be drawn from the
data.
Following is a list of gender-specific elements related to data dissemination and use:

• Information products, such as reports, briefs, and presentations, that are disseminated by the
organization highlight or include gender differentials and other gender data.
• Guidelines for the dissemination and use of data address how to present gender data,
including data disaggregated by sex and age.
• Data are disseminated or dissemination is planned to key gender stakeholders.
• Evidence exists of gender data being used to revise national health program interventions,
strategies, work plans, and policies.
• Gender data are used to revise the program strategies, work plans, or policies of
implementing partners.
• Gender data are used to inform the national research agenda.

PLANNING AN M&E SYSTEM ASSESSMENT
An M&E capacity or system assessment is best carried out through a participatory workshop with
key M&E stakeholders from the focus health sector and other key stakeholders, including gender
stakeholders. The assessment workshop is a participatory exercise to identify strengths and
weaknesses in the current M&E system and to develop recommended actions for improvements. As
such, the workshop is best incorporated in the national strategic planning process for your health
sector, followed closely by your health sector’s M&E planning [21]. The timing of the workshop
needs to be planned carefully, to ensure that the dates encourage participation and do not conflict
with other planning meetings that lead up to national strategic planning processes.
The assessment workshop will likely require three to four days. The workshop should have an
introductory session on gender, to ensure that all participants have a shared understanding of the
concept of gender, the importance of addressing gender inequities in health programs, and the
requirements for gender-sensitive programming and gender-sensitive M&E. This introduction will
provide a clearer understanding of the importance of assessing gender aspects of the M&E system
and ensure a common understanding of the gender-specific assessment questions.
The last day of the workshop should focus on prioritizing key gaps identified and drafting an action
plan to address those gaps. The workshop should emphasize that gender M&E data should be used
to improve national health policies and programs and that M&E system assessment findings should
be used to strengthen or improve policies, organizational structure, and M&E systems and
capacities. The workshop should also reinforce the idea that findings can be used to develop
capacity strengthening plans (such as targeted training for M&E staff) for refining data collection
and reporting systems, and to provide a review of policies and plans for data dissemination and use.
Additional guidance on assessment workshop preparation, implementation, and follow-up are
available from UNAIDS [21].
REFERENCES
1. MEASURE Evaluation. (2014). M&E of gender and health programs [PowerPoint slides].
Chapel Hill, NC: MEASURE Evaluation, University of North Carolina. Retrieved from
https://www.cpc.unc.edu/measure/resources/training/materials/m-e-of-gender-and-health-
programs.html.
2. World Health Organization (WHO). (2009). Integrating gender into HIV/AIDS programmes in
the health sector. Geneva, Switzerland: WHO. Retrieved from
http://apps.who.int/gender/documents/gender_hiv/en/index.html.
3. Head, S.K., Zweimueller, S., Marchena, C., & Hoel, E. (2014). Women's lives and challenges:
Equality and empowerment since 2000. Rockville, MD: ICF International. Retrieved from
http://www.popline.org/node/578869.
4. Ahmed S., Koenig ,M.A., & Stephenson, R. (2006). Effects of domestic violence on perinatal
and early-childhood mortality: Evidence from north India. American Journal of Public Health,
96:1423-1428. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/16809594.
5. Koenig M.A., Stephenson, R., Acharya, R., Barrick, L., Ahmed, S., & Hindin, M. (2010).
Domestic violence and early childhood mortality in rural India: Evidence from prospective data.
International Journal of Epidemiology, 39:825-833. Retrieved from
http://www.ncbi.nlm.nih.gov/pubmed/20444839.
6. WHO. (2014 [updated 2016]). Violence against women: Intimate partner and sexual violence
against women [Fact sheet No 239]. Geneva, Switzerland: WHO. Retrieved from
http://www.who.int/mediacentre/factsheets/fs239/en/.
7. Joint United Nations Programme on HIV/AIDS (UNAIDS). (2014). Global statistics [Fact
sheet 2014]. Geneva, Switzerland: UNAIDS. Retrieved from
http://www.unaids.org/en/resources/campaigns/2014/2014gapreport/factsheet.
8. WHO. (2016). Gender, equity and human rights. Geneva, Switzerland: WHO. Retrieved from
http://www.who.int/gender-equity-rights/en/.
9. UNAIDS. (2014). The gap report. Geneva, Switzerland: UNAIDS. Retrieved from
http://www.unaids.org/en/resources/campaigns/2014/2014gapreport/gapreport/.
10. Baral, S.D., Poteat, T., Stromdahl, S., Wirtz, A.L., Guadamuz, T.E., et al. (2013). Worldwide
burden of HIV in transgender women: A systematic review and meta-analysis. The Lancet
Infectious Diseases, 13:214-222. Retrieved from
http://www.thelancet.com/journals/laninf/article/PIIS1473-3099(12)70315-8/abstract.
11. U.S. Global Health Programs. (2014). Principles. Washington, DC: U.S. Global Health
Programs. Retrieved from https://www.ghi.gov/principles/index.html#.Vy0b8oQrJaQ.
12. U.S. Agency for International Development (USAID). (2012). Gender equality and female
empowerment policy. Washington, DC: USAID. Retrieved from

https://www.usaid.gov/documents/1870/fact-sheet-gender-equality-female-empowerment-
policy.
13. The President's Emergency Plan for AIDS Relief (PEPFAR). (2013). Updated gender strategy.
Washington, DC: PEPFAR. Retrieved from
http://www.pepfar.gov/reports/guidance/genderstrategy/index.htm.
14. PEPFAR. (n.d.) DREAMS: Working together for an AIDS-free future for girls and women.
Washington, DC: PEPFAR. Retrieved from
http://www.pepfar.gov/partnerships/ppp/dreams/.
15. UNAIDS. (2015). Empower young women and adolescent girls: Fast-tracking the end of the
AIDS epidemic in Africa. Geneva, Switzerland: UNAIDS. Retrieved from
http://www.unaids.org/en/resources/documents/2015/JC2746.
16. UNAIDS. (2008). Organizing framework for a functional HIV monitoring and evaluation
system. Geneva, Switzerland: UNAIDS and UNAIDS Monitoring and Evaluation Reference
Group. Retrieved from https://www.cpc.unc.edu/measure/resources/tools/hiv-
aids/organizing-framework-for-a-functional-national-hiv-monitoring-and-evaluation-system.
17. UNAIDS. (2010). 12 components monitoring and evaluation system strengthening tool. Geneva,
Switzerland: UNAIDS and UNAIDS Monitoring and Evaluation Reference Group. Retrieved
from
http://www.unaids.org/sites/default/files/sub_landing/files/2_MERG_Strengthening_Tool_1
2_Components_ME_System.pdf.
18. WHO. (2008). Assessing the national health information system: An assessment tool. Version
4.00. Geneva, Switzerland: Health Metrics Network, WHO. Retrieved from
http://apps.who.int/iris/handle/10665/43932.
19. MEASURE Evaluation PIMA & Ministry of Health Division of Diseases Surveillance and
Response. (2013). Report on the baseline assessment of capacity for monitoring and evaluation.
Nairobi, Kenya: MEASURE Evaluation PIMA.
20. MEASURE Evaluation PIMA & Ministry of Health Division of Malaria Control. (2013).
Baseline assessment to establish the existing capacity of the Division of Malaria Control to
undertake monitoring and evaluation functions. Nairobi, Kenya: MEASURE Evaluation PIMA.
21. UNAIDS. (2009). 12 components monitoring & evaluation system assessment: Guidelines to
support preparation, implementation and follow-up activities. Geneva, Switzerland: UNAIDS.
Retrieved from
http://www.unaids.org/sites/default/files/sub_landing/files/1_MERG_Assessment_12_Comp
onents_ME_System.pdf.
APPENDIX 1. GENDER-RESPONSIVE POLICY GUIDANCE
DOCUMENTS
The following list of guidance documents provides links to additional information.
Australian Government, Workplace Gender Equality Agency. (2014). Developing a workplace

gender equality policy. Sydney, Australia: Workplace Gender Equality Agency. Retrieved from
https://www.wgea.gov.au/sites/default/files/Characteristics-of-a-Gender-Equality-policy.pdf.
Kring, S. A. & Kawar, M. (2009). Guidelines on gender in employment policies. Geneva,

Switzerland: Employment Policy Department, International Labour Office. Retrieved from
http://www.ilo.org/wcmsp5/groups/public/---
ed_emp/documents/instructionalmaterial/wcms_103611.pdf.
United Nations Entity for Gender Equality and the Empowerment of Women (UN Women).
(2012). Promoting gender-equitable institutional cultures and practices. New York, NY: United
Nations Women. Retrieved from http://www.endvawnow.org/en/articles/221-promoting-gender-
equitable-institutional-cultures-and-practices.html.
Government of Newfoundland and Labrador, Women’s Policy Office. (n.d.) Planning for gender
equitable employment. St. Johns, Newfoundland: Women’s Policy Office, Government of
Newfoundland and Labrador. Retrieved from
http://www.exec.gov.nl.ca/exec/wpo/genderbased/equitableemploy.pdf.

APPENDIX 2. GENDER M&E TRAINING MATERIALS AND
COURSES
The following list of training materials provides links to additional information.
M&E of Gender and Health Programs

http://www.cpc.unc.edu/measure/training/materials/m-e-of-gender-and-health-programs.html
M&E of Constructive Men’s Engagement Programs

http://www.cpc.unc.edu/measure/training/materials/CME
M&E of Gender-Based Violence Prevention and Mitigation Programs

http://www.cpc.unc.edu/measure/training/materials/gbv
The following list of training courses provides links to additional information.
Gender M&E
http://www.globalhealthlearning.org/course/gender-m-e
M&E Guidelines for Sex Workers, Men Who Have Sex with Men, and Transgender Populations–
Service Delivery Level
https://training.measureevaluation.org/node/84
M&E Guidelines for Sex Workers, Men Who Have Sex with Men, and Transgender Populations–
National Level
https://training.measureevaluation.org/node/87
APPENDIX 3. GLOBAL GENDER INDICATORS
The following list of resources provides links to additional information on gender indicators.
Compendium of Gender Equality and HIV Indicators

http://www.cpc.unc.edu/measure/publications/ms-13-82
Demographic and Health Surveys. Modules that Address Domestic Violence, Women’s Status, and
Female Genital Cutting
http://dhsprogram.com/topics/gender-Corner/index.cfm
Family Planning and Reproductive Health Indicators Database

http://www.cpc.unc.edu/measure/prh/rh_indicators/crosscutting/
Under “cross-cutting indicators,” see “Women and Girls Status and Empowerment,” “Service Deliver: Gender
Equity and Sensitivity,” and “Male Engagement in Reproductive Health Programs.”
Gender Scales
http://www.c-changeprogram.org/content/gender-scales-compendium/index.html
Knowledge 4 Health IGWG Gender and Health Toolkit

http://www.k4health.org/toolkits/igwg-gender
UNAIDS HIV Indicator Registry

http://www.indicatorregistry.org/
Violence Against Women, Gender Compendium

https://www.cpc.unc.edu/measure/publications/ms-08-30

APPENDIX 4. APPLYING A GENDER LENS TO DEVELOP AN M&E
PLAN
The following table describes how to apply a gender lens to the development of each
component of an M&E plan.
M&E Plan Component Gender Lens Application

Program Overview, Description
Problem Statement Describe norms and known gender differentials
that influence, affect, or relate to the specific
health outcomes that the program addresses.
Conceptual Framework, Theory of Change Demonstrate the effect and influence resulting
from addressing gender norms and gender
differentials on health outcomes.
Goals and Objectives List program goals and objectives and clearly
state expected results from integrating gender in
the program or addressing gender differentials
or norms. Goals and objectives should be
specific, measurable, appropriate, realistic, and
time-based.
Description of Interventions Describe how gender norms or known gender
differentials in knowledge or access to care will
be addressed in program strategies and
interventions.
Monitoring Plan
Performance Indicators Include data disaggregation by sex and age on
indicator reference sheets.
List gender performance indicators relevant to
the program.
Data Sources and Reporting Systems Identify data sources for gender indicators,
considering the requirements for data
disaggregated by sex and age.
Set up data reporting systems to collect
information for gender indicators and data
disaggregated by sex and age.
Data Quality Checks and Audits Ensure that data quality checks and audits
include a review of gender indicators and data
disaggregation by sex and age.
Data Analysis Ensure that the data analysis plan explains the
process for gender data analysis.
Data Use and Dissemination Plan Identify stakeholders, including key gender
stakeholders, in the data use and dissemination
plan. Identify recipients of shared program data.
Explain how identified stakeholders will use
gender data. Describe the plan to disseminate
gender data to stakeholders over the life of the
program.
Evaluation Plan
Evaluation Questions Ensure that gender-specific questions are
included in the comprehensive list of evaluation
questions, such as understanding the gender
M&E Plan Component Gender Lens Application
differentials in outcomes of interest to the
program, assessing the effectiveness of gender
strategies on health outcomes of interest to the
program; and assessing the influence of gender
norms on specific health outcomes or health
status measures.
Planned Evaluations List different planned program evaluations and
how gender will be incorporated or gender
measures will be assessed in evaluations.
Sharing and Disseminating Evaluation Ensure that the evaluation dissemination plan
Results identifies stakeholders, including key gender
stakeholders, who will receive the evaluation
findings and how the findings will be used (for
example, to inform policy and program design).
M&E Plan Implementation
Detailed Implementation Plan Include a description of gender-specific data
collection, compilation, analysis, reporting, use
and dissemination tasks; a timeline for the tasks;
the person(s) responsible; and associated costs.
Roles and Responsibilities Identify key personnel and focal points who will
collect, compile, analyze, report, use, and
disseminate gender data.

APPENDIX 5: ETHICS AND RESEARCH DOCUMENTS ON KEY
POPULATIONS
The following list of ethics and research documents provides links to additional
information.
UNAIDS. (2011). Guidelines on surveillance among key populations. Geneva, Switzerland:

UNAIDS. Retrieved from
http://www.unaids.org/sites/default/files/en/media/unaids/contentassets/documents/epidemiolo
gy/2011/20110518_Surveillance_among_most_at_risk.pdf
Foundation for AIDS Research (amfAR), International AIDS Vaccine Initiative (IAVI), Johns
Hopkins University – Center for Public Health and Human Rights (JHU-CPHHR), & United
Nations Development Program (UNDP). (2013). Best practices guidance in conducting HIV
research with gay, bisexual, and other men who have sex with men (MSM) in rights-constrained
environments. New York, NY: IAVI. Retrieved from
http://www.undp.org/content/undp/en/home/librarypage/hiv-aids/best-practices-guidance-in-
conducting-hiv-research-with-gay--bis.html.
Wendler, D. & C. Grady. (ca. 2010). Ethical issues in research with special populations. Washington
DC: National Institutes of Health. Retrieved from http://www.bioethics.nih.gov/research/special-
populations.shtml.

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ii Guidelines for Integrating Gender into an M&E Framework and System Assessment

Guidelines for Integrating Gender in an M&E Framework and System Assessment 1

CBO community-based organization

GBV gender-based violence

HIS health information system(s)

M&E monitoring and evaluation

MSM men who have sex with men

NGO nongovernmental organization

PEPFAR President’s Emergency Plan for AIDS Relief

STI sexually transmitted infection

TWG technical working group

UNAIDS Joint United Nations Programme on HIV/AIDS

USAID U.S. Agency for International Development

Guidelines for Integrating Gender in an M&E Framework and System Assessment 3

Strengthening HIS and M&E Systems through the UNAIDS

Guidelines for Integrating Gender in an M&E Framework and System Assessment 5

Guidelines for Integrating Gender in an M&E Framework and System Assessment 7

important to program implementers and

Guidelines for Integrating Gender in an M&E Framework and System Assessment 9

Figure 1 shows that policies, programs,

• Gender-exploitative describes programs or policies that intentionally or unintentionally

Figure 1. The gender continuum, from exploitative to transformative

Guidelines for Integrating Gender in an M&E Framework and System Assessment 11

Guidelines for Integrating Gender in an M&E Framework and System Assessment 13

Source: UNAIDS, 2008

People, Partnerships, and Planning

Collecting, Verifying, and Analyzing Data

Guidelines for Integrating Gender in an M&E Framework and System Assessment 15

Component 1: Organizational Structures with M&E Functions

Following is a list of gender-specific elements related to M&E organizational structures:

• Organization’s values and ethics statements specify gender equity as a goal.

Human resources level:

Component 2: Human Capacity for M&E

Following is a list of gender-specific elements related to human M&E capacity:

Guidelines for Integrating Gender in an M&E Framework and System Assessment 17

Component 3: Partnerships to Plan, Coordinate, and Manage the

• The national M&E TWG includes at least one gender expert.

Component 4: National Multisectoral M&E Plan

Component 5: Annual Costed National M&E Work Plan

Component 6: Advocacy, Communication, and Culture for M&E

Guidelines for Integrating Gender in an M&E Framework and System Assessment 19

Component 7: Routine Program Monitoring

Nongovernmental organizations (NGOs) and community-based organizations (CBOs) are

Following is a list of gender-specific elements related to routine program monitoring:

Following is a list of gender-specific elements related to surveys and surveillance:

Component 9: National and Subnational Databases

Following is a list of gender-specific elements related to national and subnational databases:

Guidelines for Integrating Gender in an M&E Framework and System Assessment 21

Component 10: Supportive Supervision and Data Auditing

Following is a list of gender-specific elements related to supportive supervision and auditing:

Component 11: Evaluation and Research

Component 12: Data Dissemination and Use

Following is a list of gender-specific elements related to data dissemination and use:

Guidelines for Integrating Gender in an M&E Framework and System Assessment 23

Guidelines for Integrating Gender in an M&E Framework and System Assessment 25

Australian Government, Workplace Gender Equality Agency. (2014). Developing a workplace

Kring, S. A. & Kawar, M. (2009). Guidelines on gender in employment policies. Geneva,

Guidelines for Integrating Gender in an M&E Framework and System Assessment 27

M&E of Gender and Health Programs

M&E of Constructive Men’s Engagement Programs