A Brief Profile of Mumiramira Village in Kabanga, Ngara District

Introduction and Location

Kagera Region: the region lies in remote north western region bordering Uganda, Rwanda and Burundi. Road access to the region is difficult, while social services are scarce in most of its rural areas. The region has relatively good climate and land for crop production. Important agro-ecological zones in the region are: the Highland; High/Medium Rainfall Perennial Banana/Coffee Production Zone and the Lowland, Medium/Low Rainfall Annual Crop Production Zone. The indigenous population is 1.6 Million people in 290,000 households, dispersed in 550 villages with densities varying from 25 to 100 persons per square Kilometer. Smallholder subsistence farming dominates the economy. Poverty and welfare data indicate that Kagera Region is among the poorest in Tanzania. Over 40 percent of the households face frequent deficiencies in staple food supply and over 80 percent are classified as poor. Major causes of poverty are: distance from the road; lack of farm inputs, credit and extension; low prices, especially for coffee; inadequate access to safe water; scarcity of fuel wood and lack of transport. 

     

The rural district of Kagera Region [Karagwe; Bukoba Rural; Muleba; Bihalamulo and Ngara] have a joint population of approximately 2,000,000 individuals living in 375,000 households. Although all live in rural districts, 20 percent of these people live in areas classified as peri-urban, with the remainder living in rural areas. Rural Kagera has a poverty rate of 31 percent; a little less than one out of three households live below the basic needs poverty line. However, as poor households are generally larger, 40 percent of the Kagera population lives in a poor household. Twenty six percent of the household in the region have access to health facility, i.e. live within 30 minutes travel from one health facility. In urban areas this proportion is significantly higher at 57 percent. In contrast in rural areas it lies very low at 19 percent.

Access to social service differs substantially between rural and peri-urban areas, the proportions of individuals using health facilities in rural areas and urban are almost identical at roughly 15 percent. Almost 57 percent of children born in the last five years were delivered at home and 43 percent in a hospital or a maternity ward. Children are more likely to be born at home in rural areas, in poor households and if they are born in Karagwe District.  

Ngara District: the district comprises of 13 percent of all households in Kagera region. The poverty rate in the district is the highest in rural Kagera after Bihalamulo and Muleba. The district is a home of 15 percent of the poor households in the region and most Ngara’s households have and average of 5.3 inhabitants. Level of livestock and land possession are comparable to the rest of the rural region. Ngara District has the second highest rate of access to health facilities in Kagera Rural. Over 30 percent of its households are located within 30 minutes of travel from the nearest health facility. Here about 40 percent of the births are delivered in the hospitals or maternity wards, while the remainder is delivered at home, which is the second lowest percentage of hospital births in Kagera rural after Karagwe.

Ngara has the best access rate to drinking water facilities. Seventy percent of the households are located within 30 minutes of travel from the nearest source of drinking water. About a third of households in Ngara District live under the basic needs poverty line. Ngara is a district with a high poverty rate compared to the rest of the region. In absolute number Ngara has 16,700 poor households. 

Mumiramira Village  

Mumiramira village form part of Rulenge Division, Bugarama ward in Ngara District, bordered by Nyarulama village, Bugarama and borders Burundi in South and West of the village, approximately half of the village land is surrounded by Burundi (Figure 2.1). Mumiramira village is formed by a total of six hamlets, namely: Murusenge; Kabanga; Mumiramira; Maragara; Mukivumu and Karamba.

Demographic Characteristics

Mumiramira village had a total of 3,629 residents, comprising of 59 percent female, the active population is less than half of the total population of which 60 percent is again women. This indicates that women form the backbone of the village economy. Now with this proportion where are the other men? This question can be answered by another study. However, the location of the village sharing border with Burundi might have impact on this, it should be known that since 1993 there was an influx of refugees in the village and this might have impact to the current population. For example some people might have left to other areas of Tanzania. More than half of the population is dependents under 17 years old, formed by 59 percent of women; however the village had only three disabled. There is a total of 122 [3 percent] ophans in the village; this is an alarming rate looking on the village population and the general economic situation. Half of the orphans are the most vulnerable children in the village, vulnerability is a situation where children have lost both parents, and they do not have any reliable relative to take care of them. 

  

Table 1. Population in Mumiramira Village

Population Group	Men	Women	Total	Percentage of Women
Total Population	1488	2141	3629	59%
Active population	491	750	1241	60%
Dependants [below 17 years old]	902	1296	2198	59%
Disabled	3	3	6	50%
Orphans	65	57	122	47%
Most Vulnerable Children	27	35	62	56%

Source: Mumiramira Village Council January 2008

  

Village Administration

According to the Local Government Authority regulation of the United Republic of Tanzania, every village is supposed to have its own government headed by the Village Chairman and the Village Executive Officer. They are responsible to the Village Council with 25 members representing all hamlets in the village (Table 2). 

Table 2. Members of the Village Council

Description	Men	Women	Total	Percentage of Women
Total Number of members	18	7	25	28%
Elected members	18	7	25	28%
Members under special seats	-	-	1	-
Committees’ Chairpersons	3	-	3	-
Committee’s Secretaries	3	-	3	-

Source: Mumiramira Village Council January 2008

The Village Council had a total of 25 members as per Local Government Regulations, where by women comprise only 28 percent, which is below the required standard of 30 percent for each and every policy and legal body in Tanzania. None of the women is either a chairperson person or a Secretary of one of the Village standing committees. Different from other village and urban centres of Tanzania, there is no other political party in Mumiramira, other than the ruling party Chama cha Mapinduzi [CCM].   

 Education in Mumiramira Village

Despite the fact that the total area of the village is not known, it is beyond reasonable doubt that general the village is relatively big. In this line Mumiramira has two primary schools namely Mumiramira Primary School located at the centre of the village and Mukivumu Primary school in the respect hamlet, but saving other hamlets around. Mumiramira primary school has a total of 9 teachers, comprising one female teacher. There are more girls than boys among the pupils by 53 percent and only four pupils passed for form one in 2007. Registration for standard one for 2008 intake was 71 pupils comprising 51 percent girls. Mukivumu Primary school in the Table 2.3 has a more or less similar situation. Here there are 6 teachers one of them is a female; female students comprise 50 percent of the total, less to that of Mumiramira, and it is encouraging that 23 pupils passed standard seven examinations in 2008, among them 78 percent were female. The total registration for standard one stood at 51 percent for girls.

Making comparison between the two schools it is encouraging that Mukivumu primary school had a better performance in 2007, against Mumiramira. It is unfortunate that the reasons behind this good performance are not known. All in all the general situation of the school and number of teachers need special care since the ratio of student per teacher is 1:80 for Mumiramira and 1:88 for Mukivumu Primary school. This shows that almost another half of teachers is required to satisfy the required needs of 1 teacher for 45 pupils (1:45) [Table 3].   

Table 3. Primary Education in the Village

MUMIRAMIRA PRIMARY SCHOOL
Description	Men	Women	Total	Percentage of women
Number of Teachers	8	1	9	11%
Number of pupils	341	380	721	53%
Number of pupils passed 2007	3	1	4	25%
Registration of standard one 2008	35	36	71	51%
MUKIVUMU PRIMARY SCHOOL
Number of Teachers	5	1	6	17%
Number of pupils	263	264	527	50%
Number of pupils passed  2007	5	18	23	78%
Registration of standard one 2008	28	23	51	45%

Source: Mumiramira and Mukivumu Primary Schools

In addition to the present education situation in the village it is important to look on the vital statistics in education. In total for both schools the deficit is extremely high as opposed to the availability.  The deficit in classrooms is by 61 and 69 percent for Mumiramira and Mukivumu Primary Schools, while for teachers the proportional of deficit is 89 percent for Mumiramira and 85 percent for Mukivumu. The only item with relatively low deficit compared, is a number of desks for both primary schools [standing at 46 and 48 percents for Mumiramira and Mukivumu respectively], at the same time Mumiramira also had a lowest deficit on pit latrines 10 percent compared to deficit of 83 percent for Mukivumu. In this line there is a need of supporting this village in one way or another for the aim of improving education situation and facilities in the village.

Table 4. Vital Statistics in Education Mumiramira Village                  

MUMIRAMIRA PRIMARY SCHOOL
Description	Requirement	Available	Deficit	Percentage of Deficit
Number of classrooms	18	7	11	61%
Number of teachers’ houses	18	2	16	89%
Number of desks	240	130	110	46%
Number of pit latrines [toilets]	84	8	76	10%
MUKIVUMU PRIMARY SCHOOL
Number of classrooms	13	4	9	69%
Number of teachers’ houses	13	2	11	85%
Number of desks	157	81	76	48%
Number of pit latrines [toilets]	23	4	19	83%

Source: Mumiramira and Mukivumu Primary Schools

 Health Situation in the Village

Outpatient services in the village are provided at the dispensary, located within the village, it was reported that the dispensary is vital in the village, specifically for Mother and Child Health, children less than five years old, pregnant mothers and vaccination.  The dispensary had only two staff, a clinical officer and a nurse attendant may be a guard even if it is not mentioned in the Table 2.5. The average number of outpatient per day was mentioned to be 15 persons, excluding pregnant mothers and children less than five years coming for vaccination and weighing services.

The main cause of deaths in the village is Malaria; according to available statistics the disease at the dispensary had caused 9 deaths in 2007.  This figure is only for the reported cases they might be other deaths caused by the same but not reported to the health facility. The most killer disease of children less than five years old is malnutrition, where it was shown as causing deaths to a total of 50 children half female and male in 2007 alone. The general health can be said to be not so good because Malnutrition is killing many kids in the village, the figure of 50 children in the area with a population of less than 4,000 people is real significant. More girls have given vaccination than boys; 199 girls compared to only 36 boys; this is incredible, under normal circumstances it can not be possible. There is a need of looking on this matter. If this is the case, therefore many boys are not brought to the health facility for vaccination and why is so? Or more than three quarters of the village new born are girls! There is a need of looking in details on this information, otherwise misconception is created. This is important because, this CNA exercise aim to study opportunities and problems associated with provision of water and health services and the economic situation and activities; therefore, a clear understanding of any doubt is relevant.

Table 5. Health Statistics the Village

Descriptions	Female	Male	Total
Number of Clinical Officers	1	-	1
Number of nurses and or Attendants	-	1	1
Number of outpatient per day	-	-	15
Vital Statistics in Diseases [Causes of Deaths in order]
Malaria	5	4	9
Coughing	-	-	-
Diarrhea	-	-	-
Malnutrition  ( deficient)	25	25	50
Health and Children
Malnutrition (deficient)	25	25	50
Vaccination	36	199	235

Source: Mumiramira Dispensary January 2008

Religious Institutions

There are four religious institutions in the village, namely: Roman Catholic; Seventh Day Adventists; Pentecostal and Islam. No mention was made in relations to the proportional of this believers to the total village population or which denomination or sects has more believers, compared to the either the village population or the total number of believers in the village.   

  Livestock in the Village

Villagers at Mumiramira are mixed farmers cultivating crops and keeping livestock. Village data base at Mumiramira shows that there are 221 Cattle in the village, in 2007. However, there is no data on Sheep; Chicken and Goats which for sure can be seen all over the village. According to village data no dairy cattle are available in the village; common diseases for animals were also not mentioned. 

  

 Microfinance and Non-Farming Activities

Despite the fact that majority of villagers are farmers growing crops and sometime keeping livestock, some of them are involved in other non farming activities. However, there is no any type of microfinance institution in the village in whatever form.  For those few involved in businesses, hence the village has as a result there are three small shops; one weekly market and a total of 8 local beer bars and pubs, commonly known as Club or Pombe Shops.  

[SOURCE: Extracted from a consultancy report titled " Water, Health and Economic Activities Profile. Profile for Mumiramira Village". KNCL and GAD Consult. 2008]

February – March 2008

Engendering the Zanzibar Association of the Disabled

Introduction

Perhaps it is still relevant to pose the question as to “why do we need to engender our organisations?” Why should UWZ work on engendering its activities, its vision, mission, decision making process, recruitment process, personnel development, delivery of projects and programmes, as well as its organisational culture and image? Why should the staff be flexible and ready to learn about gender and other cross cutting issues? There are obviously numerous questions that in my view are still crying for answers among some of the UWZ staff and membership.

My short exposure to the staff during this consultancy enabled me to get a glimpse on whom among the staff and management is open and friendly towards gender and other cross cutting issues, who appear to be pushed, who muffles their opposition, and, who is outright antagonistic and belligerent towards such issues. Such situations should not surprise anybody because it is quite common for most people to have scant knowledge about gender and therefore harbour indifference, fear or disgust for yet another workload!

According to UDP’s Caren Levy’s “Web of Institutionalization”, in order for gender mainstreaming to be effective, it should touch on 13 areas of concern. The web’s 13 areas of concern in mainstreaming of gender relate to the community representation structures, e.g., women and men's experiences and interpretation of their reality; pressure of political constituencies; representative political structures; political commitment; those relating to the administrative organs, e.g., resources; policy and planning; mainstreaming , delivery of projects or programmes; and the third relate to knowledge development, e.g., research; theory building and methodology).

The areas where changes in gender relations should be monitored in an organisation like UWZ could include:

• §  in the delivery of programmes and projects (the way in which the process of programme or project formulation and implementation in UWZ is gender aware);
• §  in experiences and interpretation of reality (how the male and female villagers or groups with disabilities in community are affected by development interventions in their communities);
• §  pressure within political constituencies (or how political constituencies take up interests on gender relations in various development issues such as policies for people with disabilities or with special needs);
• §  in representative political structure (how political structures in UWZ or outside represent various gender interests and how disabled male and female members of UWZ or the community are represented within the structures);
• §  political commitment (whether various organisations for the disabled, or other special interest parties have committed themselves to integrating gender issues into the various development activities they advocate for).

Other areas of concerns are the:

• §  allocation of resources (whether financial resources have been set aside in budgets for addressing specific gender related issues in the communities such as loans to disabled women, and income generating training for the same);
• §  in policies (reflection of gender issues in policies for organisations and other institutions working with persons with disabilities based in the district);
• §  in procedures (whether procedures for administration and management associated with the running of day to day activities in UWZ or likewise organisations and institutions are gender aware e.g., terms of reference or financial proposals mentioning gender aspects and concerns);
• §  in mainstreaming the location of responsibility for gender issues (that a team or a group of persons are made responsible for integrating gender issues in various units or departments);
• §  in staff development (whereby the working environment in an organisation like UWZ is expected to be supportive to gender needs of both its female and male staff as  regards training, recruitment and promotions);
• §  in methodology (the extent to which methods applied in UWZ programmes (e.g., animation or participatory approaches applied in formulation of various steps in development activities in the field and organisation incorporate gender aspects);
• §  in theory building; and lastly,
• §  in research (how gender issues are adhered to in all research activities within UWZ or sister organisations or departments as regards feasibility studies and evaluations).

It is through addressing each of the above elements that an organisation like UWZ can achieve gender mainstreaming in earnest. However, it is obvious that, to date, UWZ has displayed an imperative for addressing women‘s issues. However, recent evaluations (e.g., evaluation conducted in June 2004 by Mr. Jabulani Manombe Ncube – from DIS, Mr. Phillimon Simwaba – from DIS, and Mr. Omar J. Ame), and reviews have increased pressure on the organisation to take a more comprehensive approach of addressing gender relations rather than just focusing on women in isolation. It is partly due to such demands that this consultancy has evolved.

Overview on Gender Mainstreaming in UWZ

Awareness creation on women’s rights and gender issues has been one of the main gender interventions undertaken by UWZ. Other interventions by UWZ have included: behaviour change through provision of training on human rights and gender issues; sensitisation of communities on gender rights of women with disabilities; and, the economic empowerment of women with disabilities.

Besides meeting the above interventions, UWZ has also achieved the creation of gender indicators for monitoring whether changes in gender relations are being effected. The main type of gender indicators that have been developed included: indicators for measuring rights of all target groups; indicators for measuring the increase in involvement of women with disabilities in decision making forums, as well as in all programmes; and, indicators for measuring the number of self reliance activities that have been initiated by women with disabilities. Moreover, the organisation has a women and gender programme, and has appointed a Gender programme officer to lead it.

Gender Baseline Survey

A recent baseline survey by Ms. Stella Marenga from Training Center for Development Cooperation (TCDC), which was commissioned so as to collect information on gender mainstreaming so as to inform and help in monitoring of UWZ programmes, showed that there were a series of inadequacies embedded in some of the elements of UWZ. Ms. Marenga’s consultancy report (submitted in August 2003), observed that gender imbalances were evident even in membership proportions. For instance, male domination was vivid in all levels of the organisation (organisational membership, executive committee membership, programme staff, and executive director) except for district committees.

The consultancy was commissioned with the following objectives in mind. It was engaged so as to: determine the number of women with disabilities participating in decision making at local and national levels; find out knowledge, attitudes and practice hindering women with disabilities; and establish or assess indicators for future programme evaluation on gender mainstreaming.  The consultancy was ultimately aimed at determining strengths and weaknesses in programme strategies as regards empowerment of women with disabilities into managing independent lives.

The desired output of the consultancy was supposed to include: recommending effective strategies to address identified gender gaps for the strategic plan period of 2002-2006; and, determining potential strategies for reducing the gender gaps. The baseline survey report showed the following findings:

Findings on Conceptual framework on gender inequalities and disabilities

1. No link between gender and disabilities.
2. Disabilities affect both women and men equally.
3. Women with disabilities encounter double discrimination.
4. Women with disabilities are poorer, denied education, face difficulties in acquiring employment, and encounter stigma due to societal attitudes.
5. Women are the main carers of children with disabilities.
6. Most people with disabilities are poorer.
7. Main challenge is getting men to care for children with disabilities.
8. There is need to sensitize communities to be more receptive on women in leadership.
9. Need to strategize for more women to vie for leadership.

 Findings on Women in leadership and decision making

1. Women were active in leadership at all levels of the organisation. For instance, in the UWZ national congress: out of 10 district committee chairpersons 2 were women; out of 10 secretaries, 5 were women; out of 10 treasurers, 6 were women; out of 30 members, 18 were women; and, thus out of the 60 national congress members, 31 were women.
2. Women representatives were found to be better at reaching other women, better at highlighting women’s issues, and less prone to discriminating against other women.
3. Among the 4 main constraints on women’s involvement effective in leadership were: education; exposure; roles (preoccupation with livelihoods); and attitudes (poor community acceptance to women leaders).

Findings on Knowledge, attitudes and practices regarding gender inequalities and disability

1. Women with disabilities are invisible.
2. Stigmatization of development disabilities as the most sensitive.
3. Women with disabilities face problems with marriage and relationships.
4. Women with disabilities face greater risk in being sexually abused than other women.
5. Gender based violence as the highest risk factor for women with disabilities.
6. Women with disabilities face risks on abuse from dishonest outreach workers.
7. Men with disabilities more than twice likely to get employment than women with disabilities.
8. Women with disabilities receive lower wages than their male compatriots.
9. People with disabilities seen as being with too much trouble.
10. Employers have to make office and premises more accessible to people with disabilities.

 Findings on Gender and disability in education and health

1. Most parents are reluctant to educate their disabled children. Discrimination of girls very common.
2. Zanzibar has very few special education units (10 set up for a maximum 10 disabled pupils each). The units are grossly under-utilised.
3. Nearly 69% of teachers working with special education in Zanzibar are female.
4. Only 40% of the 218 children with disabilities attending special schools are female.
5. Stereotypes abound on women with disabilities as being asexual.
6. Women with disabilities experience poor reproductive health information.
7. Biases abound in IEC materials where only physical disabilities are looked at.
8. Key challenge is in addressing attitudes of service providers in the health sector.
9. Need to promote acceptance of the sexuality of women with disabilities.

 Findings on Mainstreaming gender and disability in UWZ

1. Very little mainstreaming has taken place because gender issues and disability issues are addressed separately. There is a general absence of policies on people with disabilities in most organisations or sectors.
2. Women with disabilities rarely employed in other sectors, organisations or agencies.
3. Women are harder to recruit into the organisation than men. Only 45% of the 4446 members are women (2429).
4. Difficult to tell how much information is disaggregated by sex.
5. Loan training programme is dominated by women (60%).
6. Women made only 9 out of 30 people allocated loans in Pemba as of July 2003.
7. Women with disabilities exploited by some men as means of getting loans.
8. Income generating should also empower women in order to avoid risks for gender based violence.
9. Weak involvement of men in the CBR programme.
10. Absence of records on gender awareness training for UWZ staff.
11. More involvement of women in micro-credit training programmes.
12. Level of gender awareness is generally lower in Pemba than in Unguja.
13. Civic education seminars were the single most significant achievement of the women and gender programme.
14. There is no gender policy in UWZ.
15. Disproportionate focus on women rather than change in gender relations.
16. Too much emphasis on practical rather than strategic gender needs.

 Main Recommendations from the Gender Baseline Study

q  All future studies in UWZ should mainstream gender.

q  Gender disaggregating information collected for monitoring purposes.

a)      Women in leadership and decision making

• q  Promote women to take leadership in community and national positions.
• q  Women’s leadership should focus on levels and positions held by women.
• q  Removing barriers to women’s participation in leadership positions.

b)     Community Perceptions (KAP)

• q  Giving priority the protection of women with disabilities from sexual and gender based violence.
• q  Making women with disabilities more visible in daily engagements.
• q  Reducing stigma associated with disability.

c)      Education and Health

• q  Harmonizing different policies so that they compliment each other.
• q  Monitoring the enrolment and dropout of children with disabilities.
• q  Increasing provision of reproductive health services to women with disabilities.
• q  Sensitizing health professionals on special needs of women with disabilities.

d)     Mainstreaming Gender within UWZ

• q  Creating a gender policy and guidelines.
• q  Gender disaggregating all UWZ data and information.
• q  Advocacy of rights for women with disabilities.
• q  Gender sensitisation seminars for communities.
• q  Training more women for income generating activities
• q  Promoting new vocations for women with disabilities.
• q  Enabling UWZ staff to deal with gender issues.
• q  Creating gender focal points.

e)      Gender mainstreaming Indicators for UWZ

• q  Presence of gender disaggregated data.
• q  Number or proportion of UWZ sister organisations addressing gender issues for women with disabilities.
• q  Number or proportion of women with disabilities actively involved in UWZ.
• q  Number or proportion of leadership positions held by women in UWZ.
• q  Number or proportion of businesses started by women with disabilities.
• q  Degree of change in perceptions in livelihoods of women with disabilities.
• q  Number or proportion of loans given to women with disabilities.
• q  Increase in proportion of men partaking in care of children with disabilities.
• q  Presence of information on dropout rates for children with disabilities.
• q  Presence of data on gender based violence towards women with disabilities.
• q  Proportion of staff who have attended gender sensitisation training.
• q  Presence of policies and guidelines on gender mainstreaming in UWZ.
• q  Existence of gender focal points in UWZ.

In sum, the Gender Baseline Survey has managed to capture a vast number of the key observations on the status of gender mainstreaming in the current setup within UWZ.  The above highlighted points therefore sum up the context, the challenges, the achievements and the measures that need to be effected in order to make the field more level for people with disabilities. It is hoped that these findings and observations shall be useful in designing appropriate strategies and guidelines. 

Nevertheless, the ToR for this consultancy had directed that analysis of the hereunder areas be also undertaken in order to inform the strategy design process. It is thus imperative that be done.

Analysis of 2005/2006 Operational Plans, Objectives, Activities and Indicators for Gender Mainstreaming

The consultant got hold of the Draft UWZ Strategic Plan 2005-2006 document dated 27^th August 2004, as a version named as the 3.2.  The draft plan consists of the following main sections:

• q  History of UWZ.
• q  Justification for UWZ’s Strategic Review.
• q  Factors shaping UWZ’s Strategic Plan.
• q  Strategic Direction.
• q  Resources Required.
• q  Appendix.

This analysis shall try to identify the gender issues mentioned in the draft document as well as those missed by the process. It is obviously the latter that are of strong interest to this consultancy’s ToR.

 History of UWZ.

This section managed to mention that UWZ was started in 1985 under the management of both genders, and that it deals with equalization of opportunities and development. However, the section fails to underscore the fact that whatever hardships faced by people with disabilities, women experience additional disadvantages.

  Justification for UWZ’s Strategic Review.

This section deals with the necessity for changes as instructed by the strategic review process. But adds that some of these changes were difficult to effect because of various reasons such as unclear guidelines for injecting the changes, negative impact to the livelihood of some of the stakeholders, under estimation on logistical requirements for some of the changes, and, difficulties anticipated in measuring impact on peoples with disabilities by some of the tools. Although the section says that the process for consultation of the actors and stakeholders was participatory, this does not guarantee that gender aspects were squarely mainstreamed.

Factors shaping UWZ’s Strategic Plan.

On external and internal factors shaping the plan, the following factors were stated as influential: the UN rights based approach, the African Decade on full participation, equality and empowerment of people with disabilities; UN standard rules on equalization of opportunities for persons with disabilities. Influential external factors from within Zanzibar were identified as:  Zanzibar policy on Disability; Zanzibar Women Protection & Development Policy; Zanzibar policy on Survival, Protection and Development of Children; Zanzibar Poverty Reduction Programme; Zanzibar HIV/AIDS Strategic Plan; and, the Zanzibar Labour laws Review exercise. Similarly it was added that alliances with NGOs such as ZANAB, CHAVIZA, ZAPDD added to their influencing the plan. Funding was another key influence to this plan.

On influential factors from within the UWZ, the main influence was from the internal evaluation done in June 2004. This evaluation which involved the management, staff, national and all district leaders, was said to have identified the following key issues in the respective programmes which have a bearing on gender balanced development:

1. Advocacy Programme

• q  Choice of focus topics does not mention whether gender is considered as a valid topic. This is lamentable to say the least.
• q  On targeting of policies and legislation, there is no specific focus on especially those policies and legislation which dis-empower women disproportionately in comparison to men.
• q  Advocacy strategy does not state how it addresses or promotes gender balance. Missing gender in the strategy creates a major weakness in it.
• q  Sensitisation activities do not state specifically whether they regularly place gender on the agenda.

2. CBR Programme

• q  The selection of skilled volunteers should also include them being selected on a criteria that upholds gender balance and gender awareness.
• q  Establishment of community funds for children with disabilities.
• q  Empowerment of youth with disabilities.
• q  Development of a clear CBR strategy.

3. Membership Development Programme

• q  Larger membership (gender balanced proportions should be mentioned).
• q  Cost sharing (gender effects should be considered here, most women have meager incomes or sources thereof).
• q  Monitoring tools (they should be able to follow-up on gender differences, whether women are not being further inconvenienced).
• q  Computerized data base (which gives either a sex and or gender disaggregated sets of information).

4. Training & Income Generation Programme

• q  Strategies for integration of PwDs in loan schemes and vocational training
• q  Business related training.
• q  Phasing out of direct administration of training and production workshops.

5. Women & Gender Development Programme

• q  Strengthening women with disabilities through election or representation in different leadership positions.
• q  Development of a gender & HIV/AIDS policies and guidelines.
• q  Changing WGDP into Gender Programme.

6. UWZ  General Matters

• q  Roles and tasks of the leadership and management at national and district levels
• q  Criteria for elected leaders, terms of leadership, roles of different structures.
• q  Human development plan for UWZ.
• q  Mission of UWZ member’s vis-à-vis other DPOs.

7. Strategic Direction.

• q  Full an effective and equal enjoyment of all human rights and fundamental freedoms by persons with disabilities. (The aim and mission are devoid of any particular mention of a gender specific problem within persons with disabilities. This is contrary to observations made elsewhere).
• q  Three major issues to be mainstreamed by UWZ are mentioned as being: gender, poverty reduction and HIV/AIDS prevention.
• q  Five key areas for UWZ in 2005/06 were stated as being: governance, facility development management, advocacy, membership development and training, and, community based rehabilitation. (It is evident that women and gender has been relegated into an issue rather than a key intervention area).
• q  (On key areas and related activities, only HIV/AIDS and sometimes gender, from among the major issues identified in the plan, have been directly associated with the key areas. Poverty reduction does not appear at all. Moreover, gender appears only in association to membership development and training).

  Analysis of UWZ Reports and Data Base Programmes

An evaluation report conducted in June 2004 (by Mr. Jabulani Manombe Ncube – from DIS, Mr. Phillimon Simwaba – from DIS, and Mr. Omar J. Ame – Policy Dialogue & Advocacy, from NGO Resource Center), shows that the UWZ had made commendable achievements as regards creation of awareness among government actors on issues pertaining to people with disabilities. This includes mainly increasing visibility of such issues. It was therefore suggested that UWZ should henceforth focus on consolidating these achievements through strengthening its structures and building partnerships. In addition it was urged that economic empowerment of the membership was vital, but challenging. Sourcing out of economic endeavours was seen as a more effective path, especially in regards to training and micro-credit activities. However other main observations included: 

• q  Need for a shift to a rights based approach from focusing mainly on disabled peoples, into promoting the development of peoples with disabilities.
• q  Assuming a result based approach to management.
• q  Increasing the interface with its grassroots.
• q  Focusing more on human rights and especially the rights of peoples with special needs.
• q  Narrowing the activity base and increasing connectedness among them.
• q  Increasing modernization of the working environment.
• q  Promoting more engagement of the membership, as well as retention, and their commitment.

• q  Besides ensuring that the policy on people with disability is implemented, it was urged that UWZ should also deepen understanding of specific needs of disability categories.

The evaluation singled the following improvements:

• the need for reducing ambitious planning at the operational level;
• need to reduce pressure for performing too wide a range of activities with minimum effectiveness;
• more meetings between junior staff on what works best, why how, etc;
• developing an agreed set of values among the staff so that professionalism is enhanced, and development of a set of organisational values that are to be upheld in its practices, culture and norms;
• Need for UWZ to represent a wider cross section of disabilities in its governance board.

• q  Nevertheless, this consultant sees that it is crucial that the suggested values shall without failure include gender awareness, and an operational knowledge of basics of gender mainstreaming.
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• q  It is obviously commendable that in paragraph 3.32 (page 11), the evaluation states that “Whatever programmes are to be designed in relation to the Mission and Vision, mainstreaming of gender, poverty reduction and HIV/AIDS prevention should be integral. This will tend to reinforce the overall impact of UWZ”.

• q  On governance and management (3.33-3.39), the evaluation report suggested the creation of a deputy director position, it is herein hoped this shall be one of those areas where an opportunity shall arise for creating gender balance. The suggested Administrative Secretary position should also face similar considerations.
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• q  In the staff capacity and human resource development (3.40-3.51); it is evident that the Gender & Women Development programme officer was one of the least targeted as regards training or capacity building. Was this accidental or intentional? Is this a manifestation of gender discrimination? While all other programme officers have had more than three exposures in structured training events, she had had only two opportunities (workshops in Dar Es Salaam). Other staff has traveled beyond the Tanzanian borders to foreign countries!
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• q  On Organisational Structure(3.52), proposal was suggested on a Cross Cutting Issues Dimension which was to comprise of HIV/AIDS, Poverty Reduction and Gender.  However, not much is elaborated on how this cross cutting issues shall be operationalised.
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• q  On the rights based approach(3.62-3.68), although it is suggested as a way of strengthening UWZ’s support and advocacy base beyond only the disabled, it however fails to bring fourth the critical links of rights as enshrined in the country’s constitution, or in CEDAW, and other charters and conventions as deemed proper. The focus in this evaluation was mainly on policy level advocacy but with little inference to gender based elements.
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• q  As concerns results based approach to management - management by results (3.69-3.75), the main suggestion herein is for creation of a monitoring, evaluation and assessment unit at UWZ. Not much is mentioned as to whether this unit shall also make close monitoring on whether cross cutting issues are adhered to effectively in each programme. It is imperative that mention is made of identifying variables or indicators that shall check how these cross cutting interests are faring.
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•  q  On effectiveness (3.86-3.91), the evaluation queried whether for instance the Gender & Women Development Programme should focus on gender relations rather than women. It does so as if it is a matter of this or that! This underlines how the evaluation misunderstands gender relations and how this impact on women. These two are integral.  In most communities, if gender relations between men and women are poor, women suffer more often than men. Since gender relations are based on power and how it is distributed between the male and female members of a household, community, society and nation, sensitivity and competition is inevitable. Since most traditions dictate against women, in most cases they fall short. That is why; one has to look at both.

Analysis of UWZ Policies and Constitutions

A copy of the UWZ Constitution was provided to this consultant for analysis. The copy seemed to be incomplete, in the sense that it had no cover, nor any of the official final touches that indicate a final version of a document. Nevertheless, it is still a version that deserves comments and analysis. The observations made this consultant include:

• q  The introduction (Section 2) was too preoccupied with defining what is meant by disabilities as well as handicap and other terms. Although the introduction touches on discrimination and some forms of exclusion, there is little or no mention on gender based relationship or discrimination and oppression. A great deal of focus is on physical obstacles, and insufficient mention of the social and relationship based hindrances.
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• q  In Section 3, although situation analysis in most documents mentions that discrimination is higher for women and girls with disabilities than men and boy. None of this information is used and thus not forthcoming in the constitution’ mission statement nor in its “sifa kuu za umoja”.
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• q  None of the sub-paragraphs in this Section touch on gender differences. This is a major weakness, because the impact and effect of various vices on women and men is not exactly similar.
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• q  Section 4 deals with membership. There are 3 categories that are identified, but nothing about gender or sex balance in the membership. Since men are better attuned to joining organised groups than women, there is a need to mention gender balance as a forceful aim in each form or category of membership.
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• q  On the section dealing with the structure of the organisation, Section 5, the number of members is sometimes mentioned for some of the levels; it would have been useful to include details on proportions of men and women as a standard measure.
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• q  Many organisations stipulate a qualifying representation ratio between men and women as a guiding measure for ensuring that gender balance will be achieved. This not only guarantees that both sexes will be equally heard, but it also safeguards women with disabilities into getting their voices in person into every forum.
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• q  Similarly Section 5 fails to assign any of the committees and other leadership units or forum with the obligation of addressing discrimination across sex lines. All persons with disabilities are treated as amorphous. Discrimination and other forms of deprivation are treated as equally experienced between men and women. This is obviously a major oversight.
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• q  In sum, the constitution is gender blind; it misses completely any gender differences and does not try to address any such differences at all. It assumes that the situation is equally similar for both male and female peoples with disabilities, while reality proves this as not the case. The question here is: if reality states that differences abound, why does this constitution denies the fact? This raises the question as to whether this constitution was made in a hurry by persons who had scant knowledge and or awareness about gender differences and their impact on how men and women are assisted or prevented from benefiting from opportunities and other situations of advancement around them.