First of all, we would like to express our sincere thanks to Oxfam Quebec who provided us the opportunities to carry out this analysis. We sincerely wish to acknowledge the Management Board of BYFC who had given us favourable conditions, arranging logistics and supporting us during our data collections in the commune. We would also like to thank the villagers and communal authorities who had attended our interviews and group discussions. We greatly appreciated their openness to share the precious information.
REPORT ON GENDER ANALYSIS IN FORESTRY SECTOR In Yen Son commune, Bao Yen district, Lao Cai province Lê Thị Mộng Phượng (team leader) BYFC staffs (team member) SRD project officer (team member) TFT project officer (team member) Oxfam Quebec project officer Hà Nội, May 2011 Page of 28 Acknowledgement First of all, we would like to express our sincere thanks to Oxfam Quebec who provided us the opportunities to carry out this analysis We sincerely wish to acknowledge the Management Board of BYFC who had given us favourable conditions, arranging logistics and supporting us during our data collections in the commune We would also like to thank the villagers and communal authorities who had attended our interviews and group discussions We greatly appreciated their openness to share the precious information On behalf of the team Lê Thị Mộng Phượng Page of 28 Table of Contents Acknowledgement Table of Contents Executive summary INTRODUCTION Background Objectives of the analysis METHODOLOGY Total General information of the field study area - Yen Son commune Advantages and difficulties of the analysis Advantages Difficulties THE RESULTS OF THE ANALYSIS 10 Gender in politics 10 Gender in community 10 Gender in family 11 Tradition and customs influencing on gender equality 12 Gender in agricultural and forestry production .12 Domestic violence 13 Gender in forestry sector 13 EVALUTAION OF BYFC ACTIVITIES 17 Gender in management Board of BYFC 17 Gender in Human resources in the company level 18 Gender in Human resources in the production workshop level 18 RECOMMENDATIONS 20 Reommendation to BYFC 20 ANNEXES 21 List of Abbreviations BYFC Bao Yen forest company SRD Center for sustainable rural development TFT The forest trust OQ Oxfam Quebec FGD Focus group discussion Page of 28 WU Women’s Union DARD Department of agricultural and rural development LUC Land use certificate OGB Oxfam Great Britain TOT Training of trainer Executive summary The objectives of the analysis was to find out current gender issues in Yen Son commune, Bao Yen district and to raise and increase knowledge of OQ’s partners on gender issues The analysis was also expected to provide recommendations for OQ that will help the organization better develop and mainstream gender more effectively in the project activities This analysis analyses the existing gender status of the commune with focus on gender in forestry; evaluating impacts of BYFC activities on women and men in gendered perspectives Information from this analysis has shown that men still dominate forestry sector workforce Page of 28 Their participation in this sector is regarded as main contributor to family income since they can activities (including wood and bamboo logging) that generate better income than women While women’s involvement is under-valued or unrecognized as they are involved in non-forest product collection (vegetables, herbs, mushroom …) At the same time, they have to hard with long-hour and patient tasks In the forestry service sector, women are primarily employed as hired workers or in support roles They are rarely appointed for technical or management positions Regarding capacity building in forestry sector, as gender mainstreaming has not been paid attention in the local government’s policies or plans, almost training courses were attended by men because they were family heads and expected to obtain the knowledge better than women With recommendations from the analysis, hopefully in the future, these recommendations will be implemented that will support gender equality more promoted INTRODUCTION Background Gender mainstreaming is a cross-cutting theme in all programmes/project of Oxfam Quebec as well as its partners We believe that development of a society cannot occur in a context of increasing inequality between women and men, nor without improved equity and increased participation of women Page of 28 The forestry sector is traditionally male dominated and although women’s work in that sector consumes a lot of time and energy, it generates low income It is rarely recognized, or seen as less valuable work, and depreciates their involvement as such A study on gender factors in agriculture and forestry extension conducted in 1998 in Northern Vietnam, under the VietnamFinland Forestry Sector Co-operation Programme, found that the roles, responsibilities and access to and control over agriculture-forest resources are often different for men and women, according to their traditional roles and division of labour Women had fewer opportunities than men to receive extension services, participate in training courses and have access to credit Activities for increasing women’s income were not available The study concluded that consideration of gender issues is crucial when developing an efficient and effective extension system to respond to farmers’ needs in agriculture and forestry Since February 2011, Oxfam Quebec has collaborated with Center for Sustainable Rural Development (SRD) and The Forest Trust (TFT) and Bao Yen Forestry Company (BYFC) in implementing the Integrated Forest Management Project in Bao Yen district, Lao Cai province This project supports Oxfam-Québec’s new Gender Justice policy, adopted in Feb 2010, especially our second commitment regarding the support to partners for the implementation of organizational and developmental policies and practices that will foster gender equality and the advancement of women's and girls’ rights Within the framework of the mentioned project, the consultant provided working days for gender analysis in forestry sector She worked as team leader and facilitated the questionnaire review sessions Objectives of the analysis • • • • Identify gender issues or situations in Yen Son commune that represents the ethnic and socio-economical diversity of Bao Yen district, Lao Cai province Build partners’ capacity, with respect to gender issues, by involving them in the gender analysis process Ensure ownership of the partner on the gender component of the project Assess recent impact of BYFC activities on men and women (both their staffs and hired workers/villagers) Receive recommendations from the analysis to better integrate gender in the project activities Page of 28 METHODOLOGY With a view to increasing partners’ knowledge on gender, this analysis was carried out by trainees (who already participated in the training organized in Mar.2011) and SRD, TFT, and OQ project officers In pursuing this objective, following methodology was applied: • The facilitator refreshed contents of the training on gender basic concepts introduced in March 2011 • There was a review session for participants to access the relevance of developed questionnaires to their localities Then participants were seriously coached to how facilitate and collect data from the interviews/FGDs • The FGDs and interviews facilitated by participants were led by the consultant and project officers of SRD, TFT, and OQ • At FGD and interview completion, a debriefing was organized to collect data and information from the interview conductors Information and data were collected from in-depth interviews and FGDs attended by 04 following groups: (i) In-depth interviews with Vice director, some staffs of BYFC, vice chairman of communal People’s committee, and agricultural extension officer (ii) FGDs with WU staffs at village level (iii) FGDs with communal authorities: chairman of People’s committee, agriculture extension officer, legal officer, WU officer, village heads, and judicial officer (iv) FGDs with hired workers/farmers in which they were separatedly divided into male and female groups Number of participants (FGDs and in-depth interview) Table 1: Number of participants taking part in the FGDs and interviews Kinh ethnic Tày ethnic Total Men Wom en men women men women FGD 29 12 17 0 12 17 Interview 11 10 Total 40 22 18 14 17 Types of group In analyzing the data and information, following issues were addressed: • Analyzing gender division of labor at family level and forestry production level Page of 28 • Analyzing the access, control over, and benefit (of men and women) from forestry products and forestry production • Analyzing policies of the local government regarding to land-use planning and forest protection • Analyzing influenced factors on gender equality • Analyzing BYFC activities (focusing on contracts with hired workers) with regards to gender • Analyzing secondary information and data provided by the commune (mainly about social-economic situation) General information of the field study area - Yen Son commune Yên Sơn is a mountainous commune with 4.0 km far from the district center This commune covers an area of 2,649ha of which 2,045.7ha is forestry land There are ethnic minorties living in the commune, including Kinh, Day, Muong, Dzao, H’Mong, Nung, and Tay Each ethnicity has their own characteristics that contribute to diversified and mutli-cultural activities Yên Sơn has population of 2,225 (equal to 517 households) There are unequal population density within the villages, approximately 70 persons per km2 People at working ages are 1,124 (equivalent to 50% of total population) Of this number, agricultural laborers account for 86,8% (976 workers) Information on forestry employment is not available Advantages and difficulties of the analysis Advantages During the course of the analysis, following advantages were observed: • Full support from OQ, TFT, SRD, Management board and staffs of BYFC • Direct participation and effective coordination of 10 BYFC staffs who took part in the analysis process, including: Hoàng Văn Cương, Phạm Xuân Quý, Nguyễn Trịnh Thái Ninh, Nguyễn Khắc Hậu, Hoàng Thị Yên, Lương Xuân Bách, Nguyễn Văn Toàn, Phan Văn Nhạc, Phạm Quốc Đảm, Lê Tiến Hân • Full support from Yen Son commune authorities to organise the field meetings with the local participants Difficulties • Short time of the analysis has limited the team to explore further information at other aspects (social issues, other minorities, ) • Necessary secondary information was insufficient, such as education Statistic information was not disaggrated Page of 28 • The analysis conducted in parallel with the election preparation, leading to unvailability of some communal officers • The gender basic concept training and gender analysis were not organised back-to-back, as a results, some participants forgot what they have learnt (from gender basic concept training) • Participants were not familiar to facilitate group discussions or how to better raise questions in the interviews • As Yen Son commune was in the progress of ‘cultural commune’ selection, the consultant team had difficulties in exploring such sensivitve information as domestic violence, social evils (In order to be certified as ‘cultural village’, there should be no domestic violence or similar issues happening in villages, this made the authorities fairly undisclosed the information) Page of 28 THE RESULTS OF THE ANALYSIS Gender in politics Female proportion in management positions (30%) was slightly higher comparable to other communes However, women remained holding less important positions such as WU staff, Population and Family Planning staff, judical staff, ect Meanwhile other managing seats were appointed for males such as chairman of People’s committee, People’s Coucil, “In comparison with other communes, the numbers of women in our management boards was quite high, around 30% In the past, the rate was very low Recently, we paid particular attention in building women’s capacities, recruiting women to replace some positions that were previously predominant by men like agricultural extention staff, judical staff, However, women’s positions were still less important than men For future plan, we already designed some quotas, built their specialty capacities to promote them at higher level, hopefully we will have women in People’s commiitee or People’s coucil as leaders ” (Male, Age: 50, education degree: 7/10- communal authority group) The explanation was that high-degree holder women migrate to work and the remaining women hold lower degree than men There are few famle members in the communal Communist Party Moreover, attention to build women’s capacities has not been significantly paid “The reason why we lack of female officials was that we have not sufficiently paid attention to build women’s leadership capacities to be recognised for manament posts In the past there was also a female vice chairwoman of communal Peole’s Committee but she already retired.” (Male, Age: 50, education degree: 7/10- communal authority group) Gender in community The analysis information indicated that men are heads and representatives for both in family and community issues Ex: Men are the person to sign contracts with BYFC or attending community events/activities “All the contracts were entitled the family heads who are male (up to 90%) Communal authorities often send invitations of meetings, loans/credit related-activities to the family heads instead of other members.” (Female-male group) “Regarding to community activities, either women or men can participate in weddings or funerals but husbands will act as representatives while women’s involvement are considered as additional attendances or to support logistics only.” (Local authority group) Concerning about roles of women and men in community, men would engage in important issues/activities that required leadership and decision-making (meetings on village convention/regulations) while women involved more in ffinance - related activities Page 10 of 28 Gender in land use planning In 2004, in collaboration with Hanoi Agriculture of University, the commune planned the land use, which was revised in 2010 The information of land use plans were disseminated and puplicly listed In land use planning – related meetings, women accounted for 50% - 70% in some other communes During land-use planning process, top-down approach was applied, which has limited villagers’ involvement There were only some steps (like planning on the maps) carried in households allowing more men’s participation “There were dicussion among the couples of how to use or cultivate the land but men are the final decision makers.” (Land management officer) Gender in agriculture and forestry training There was few training on forestry organised in our commune, since 2005, only training on cinnamon and Acacia auriculiformis plantation were organized in 2005 and 2008 respectively Men benefited more from the training, making up 70% Traditionally, the training often enrolled fewer women than men who were regarded as family heads and also invited and expected to sign contracts “Cinamon plantation project funded by the province was introduced in 2008 Men were invited to sign the contract and to attend training If men were not available, women can replace, however, participants were almost men, accounting for 70%”(Male, age 45, education degree: 10/10) The training was claimed to be very theoretical and not participatory While women were normally less knowledgeable than men and busy with housework so they often let their husbands to attend the training “The training was very theoretical and crowded Women were not familiar communicating with such many peoples, they were also very shy, many of them are not fluent at Kinh (Vietnamese) language (H’Mong particular), so they hesitant to take part in the training.”(Man, age 50, education degree: 10/10) Regarding BYFC’s training, the training and coaching sessions were usually organized backto-back, which were highly appreciated by participants as they found the knowledge understandable Female propotion in the training changed seasonally, more men at crop seasons and more women at non-crop time as men looked for job outside their homes “We often organise training and coaching (or farmer-field school) together in the fields Therefore, either men or women can practise and apply what they have learnt However, male and female proportions of these activities depends on training organisation timing.” (Male staff of BYFC) Gender in benefiting forestry products Men were mainly in charge of exploiting and also benefiting forest products while women picked up non-wooden forest products (bamboo, medicine, vegetables, ) The table below showed more details on this situtation Page 14 of 28 Table 2: Gender in accessing and benefiting forest products Activity Men Home % Sell % consumption Wood exploitation Bamboo 90% Young bamboo Mushroom Medicine Cooking wood Vegetable 20% 40% 50% 30% 20% 100 % 100 % 20% Women Home consumption Sell 10% 100% 80% 100% 100% 100% 100% 40% 80% 60% 50% 60% 70% 100 80% % [Source: Group discussion by female farmer group) 10% 100% 100% 40% 90% 60% 100% The figures demonstrated that men tended to sell their exploited wood for cash Although men only focused on some items of wood products (mainly wood and bamboo), these products were costly higher than the ones women picked up Compared OGB gender analysis conducted in 2005, there was a tendency of ‘market-oriented’, farmers intended to sell what they exploited from the forests and apparently, their products were less valued Gender in forest protection According to BYFC leaders, there were activities contracted with villagers: ‘lump-sum forest plantation’ and ‘lump-sum forest protection’ Regarding to forest protection, the security guard teams were set up with men only Forest owners also signed contracts with family heads/men for forest protection In order to be selected for ‘lump-sum forest protection’, by the program 661 and 327 hired workers should meet following criteria: i) Male dominant worker households; ii) Availability as always; iii) High accountability Then the village meetings would be organised to select successful households Such criteria has prevented the involvement of female-headed households It was revealed that community and communal authorities relied on men’s capacity of forest protection more than women, meaning that more opportunities will be given to men “Women are not believed to be capable of protecting forests They are weak, scare of iilegal loggers, and regularly accompanied by police securities for safe reason Wome are not expected to protect forests In the past, women were selected to the protection team but they failed to perform their tasks, they were busy with housework and lacked of time Women are only able to participate if there are both men and women in the security guard teams.” “There were 17 households, of which 16 men signed contracts and registering for lump-sum forest protection (for the program 661 with 50,000/ha/year) Either men or women could sign the contracts, every family members will participate in forest Program 661: issued on 29th Jul.1998 to cover million hecta of new forests Program 327: Covering every bare mountains and hills by green trees Page 15 of 28 protection but only men will patrol the forest 100% team leaders of BYFC protection teams are men.” When participating in forest protection, women’s involvement were considered limited “There are some other forms of forest protection that women can joint, like preventing cattle from getting into the forests (not to destroy young forests in particular) but they cannot prevent iilegal loggers, it was very dangrous for them so men have to take this task.” Gender in forest plantation Table 3: Gender in forest plantation Activity Men % Women % Decision making to receive the 60% contracts 90% Signing the contracts 40% Contacting with BYFC 90% 10% Particiting the training Receiving salary from BYFC 30% 90% 70% 10% Managing the salary/income from BYFC Land preparation Receiving trees Planting forest Forest caring: watering, weeding, fertilising Patroling forest 10% 90% 30% 50% 50% 30% 70% 50% 50% 70% 90% 10% 10% Who works more and why? Women: who would provide consultaton to men Men: They are family heads/representatives Men: better at dealing with issues if any Women: direct producers Men: better at calculation, contract owners Women: better at managing how money spent Women: more hard-working Both men and women Both men and women Women: more hard-working Men: have more time and stronger (Source: male and female group) The table has presented the difference in forest planting Men were in charge of more important tasks (correspondance with suppliers, forest patrol, ) while women were engaged more in long-hour tasks (caring, watering, training, ) Men tasks were recorgnised as managing or coordinating responsibilities and women’s tasks were considered as implementing ones It can be seen that labor allocation in forest plantation fairly depended on characteristics of gender, men and women relationship “Gender division of labour in forest plantation remains traditional, men such heavy taks as land preparation, exploitation but their working hours may be fewer as they spend more time for breaks (tea, smoking, ) while women can other tasks as men (planting, caring, harvesting) but women are supposed to be responsible for patient and long-hour tasks, like watering, weeding, ” (Male and female group) Page 16 of 28 There was an interesting finding that in the case of men migrated to work, almost women would attend BFYC forest-related meetings Therefore, when signing the contracts with BYFC, husbands would consult with their views Given this fact, women might have better opportunities to enhance their positions “There are more women taking part in our forest-related meetings as men work outside their homes/villages Therefore, there are mutual agreements among themselves in signing the contracts with BYFC, which will facilitate our contracts’ process” (Female and male group) Gender in accessing to market The interviews showed that having opportunities to travel, to work outside homes and to communicate with many people have enabled men to better access market information Reproductive tasks (housework, child care, ) has limited women’s access to this information Moreover, women are not very interested in market information “Market information, particularly forest market, is more accessable to men as they are not fully engaged in of housework, child care, They have more time and more chances to contact to different people while women usually stay at homes Men are mainly repsonsible for selling value products (wood, bamboo) (Male and female group) EVALUTAION OF BYFC ACTIVITIES Gender in management Board of BYFC Management board includes male leaders: director and vice directors Men hold almost leaderships and only women are positioned at (01) Head of financing division and (02) managers of production divisions According to BYFC leaders, as the company lacked of female forest-specialised staffs, they could not promote women to management positions On the other hands, being a female staff, women will have to interrupt their contracts at their maternity leaves, then they are considered not suitable for leader seats No Table 4: Management positions of the company Sex Position Male Female Director Vice director Office heads Managersof production divisions Managers of processing divisions Total Page 17 of 28 “Our company is a forestry company whose sector is male dominant So for we haven’t had enough key female staffs to promote We have promoted women as production team leaders, and we appointed men for production managers who are working in harsh conditions that women cannot take over.” (Male, age: 53) In the future, the company will have difficulties recruiting female staffs as there is a tendency that women will not specialise in this sector This may cause gender imbalance in forestry sector “Frankly, even we would like to promote women to important positions, we have few choice as there are hardly female students applying to Forestry university If any, after university graduation, they will look for stable jobs in cities or change their career objectives.” (Male, age: 53) Gender in Human resources in the company level The company has 24 permanent staffs of which are female (33,3%) Women are often assigned for less dynemic and traveling tasks meanswhile men take over higher-paid jobs and having opportunities for promotion “Female staffs are usually oppointed for stable and ‘lighter’ jobs with less travel As free of housework, men will take field-based positions or with frequent travel to the fields They will be built their speciality capacities and receiving higher income than women.”(Male, age 53) Gender in Human resources in the production workshop level The workshops involve 270 hired workers of which 141 have long-term contracts (52%) and 129 is seasonal/short-term contracts Women account for 40% As the short-term contracts only last for 3-6 months, the hired workers will not be paid for insurance Maternity leave: this leave is complied with Law on Labour, women will take paid-months of maternity leaves If the child is sick, they also take paid-leaves Annual training: training on working skill improvement, safety at works, labour hygience, and fire regulation are annualy organised for all staffs This is madatory activity for both male and female staffs Annual technial Initiative contests: yearly contests are openly organised for both men and women So far, only men have participated as there are few female staffs in technical divisions Recruitment: Sex allocation is noted in this process Other divisions can receive either men or women but strong preferance will be given to men for technicial division which requires frequent travel and base in the field if required Division of labour: the model is traditionaly allocated, men heavey tasks because they are stronger (working with machines, cutting wood, producing chopsticks, ) women lighter tasks as they are more patient and skilled (sorting out chopsticks, ) Page 18 of 28 Remuneration: male and female staffs are equally paid according to their responsibilities Vacation: 7-day vacation is annualy organised for staffs (man/woman 50:50) In order to decide who will be sent to this vacation, there is a yearly staff selection to choose the most outstanding staffs for the holidays BYFC activity impacts on women and men: Many hired workers acknowledged that since working for the company, women have become more confident and skilled The spirit of working team has enabled women improve their capacities, their understanding and knowledge about forestry sector They are better aware of the importance to protect the forest Page 19 of 28 RECOMMENDATIONS • More gender equality training and gender analysis should be organised, focusing on characteriestics of Dzao, H’Mong ethnic minorities • Organise gender training/gender awareness raising for agriculture and forestry extension officer of DARD • Organise gender training of trainers (TOTs) for BYFC staffs then they can be able to develiver training at village level • When contracting with villagers, BYFC should sign with both wife and husband to ensure their equal benefits from the contract/BYFC activities • Organise gender training for head villages and communal authorities so that they will be able to integrate gender in their socio-economic development plans • Raise awareness and promote gender equality and domestic violence prevention Reommendation to BYFC • Opportunities and conditions should be created and offered to women so that they can participate in the contest “Promoting initiatives on technology in forestry sector” organised by BYFC The participants can be divided into a mix ‘male-female’ groups for men and women equally take part in • More women should be appointed/recruited to management boards Female workers should be more offered opportunities/priorities Ex: according to Law on Labor, fitting rooms should be built for female workers • If possible, pay attention to set up forest protection delegations with those who are nex-to-door to make sure that they remain their availability and quickly spread the information among one another • Mainstreaming some Laws, including Law on Labor, Law on family and marriage, Law on domestic violence prevention, and gender equality awareness into BYFC activity plans • Organising annual health check-up for both male and female staffs Page 20 of 28 ANNEXES Annex 1: Questionnaire for FGDs and interviews This is a set of questionnaire that was accordingly separated to different parts for each FGD/interview QUESTIONNAIRE FOR GENDER ANALYSIS Name: Age: Sex: Position: Minority: Village: Tradition and customs influencing on gender equality Have you ever heard about Law on gender equality? If yes, which sources? Are there any customs in your villages that have influences on gender equality? Has the implementation of Law on gender equality faced with any difficulties? Do you acknowledge that Law on gender equality are beneficial to your villagers What about female proportion in local management boards, is it higher or lower than male? Why? Are important positions in the state organisation dominantly occupied by men or women? Why? Which policy should be issued to create opportunities and favourable conditions for women to have seats in the local management positions? How to increase female proportion in village and commune management boards.? Forestry projects in Yen Son commune Is there any forestry projects in this commune for years backward? 10 How did men and women benefit from that project? 11 Who (men or women) was invited to attend project training? What was the difference, please explain? Access and benefit from forestry products: Gender in benefiting from forestry products Activity Male Men % Home consumption Wood logging Bamboo Young bamboo Mushroom Herbs Wood collecting Vegetable … Sell Women Female Home consumption Sell Page 21 of 28 Roles of women and men in protecting forests: 12 13 14 15 What are forest protection activities in your commune, please specific? Who (men or women) are more engaged in protecting forest? Why? How many current forest protection team? Who are team leaders – men or women? Why? How many participants in each team and percentage of men and women? Fire forest prevention: 16 Are the exercises on fire forest prevention annually organized? Are men or women involved more these activities? Why? 17 If the forest is on fire, men or women will participate in fire extinguishment? Why? 18 Do men or women more access to information on fire prevention? Why? Please specific information channels of village/commune on fire prevention 19 Do men or women often attend forest – related meetings? Why? Please mention about proportion Protecting forest by lump-sum contracts 20 Will women or men represent their families to sign the contracts? Why? 21 Do women or men manage income from protecting forest? Why? 22 Are there any difference between ethnic groups in managing and spending their income? ACCESS TO SERVICES RELATED TO FORESTRY DEVELOPMENT Training to transfer science technology in forestry production: 23 24 25 26 27 28 29 30 31 Do women or men usually participate in forestry training? Why? Please specific percentage of women and men Where were the training organized? How many participants in each training? Which languages (minority or Vietnamese) the trainer delivered? What about training approach? One-way approach or training with coaching (including practice in fields), please specific? Are the training contents illustrated by visual tools? What are difficulties of women and men in participating forestry training? Bank loans for forestry development Do women or men sign contracts of bank loans (through AgriBank)? Why? How women and men borrow capitals from WU and FU? Who decides to manage or spend the money? Why? What are difficulties of women and men in borrowing money for forestry production? Page 22 of 28 Market information 32 33 Are men or women more knowledgeable about market? Why? How men and women access to market and sell their forestry products, who is better? Why? Contracting with BYFC: In your family, who (wife or husband/man or woman) is responsible for signing contracts with BYFC? Who goes to BYFC to receive fees/salaries of the contracts? Who often communicates with BYFC? Why? Who often attend forestry training organised by BYFC? Why? How forest-related tasks are allocated to each family members 34 35 36 37 38 Activity Men % Women % Both M &W Who does more and why? Decision making to plant for BYFC Signing contracts Communicating with BYFC Attending BYFC training Receiving salaries from BYFC Managing the salaries Doing forest-related activities (watering, weeding, fertilizing, …) Preparing land Receiving seeds Planting forest Patroling in forest 39 40 41 42 Are there any jobs that both women and men can but women will receive higher salary or vice versa? If yes, why? Concerning growing forests, are there any discrepancy between female and male hired workers? Regarding planting forests, are there any difficulties facing men or women? If yes, please specific? Do you have any recommendations that enable women and men equally benefit, access, and control over forest resources? EVALUATION ON BYFC ACTIVITIES 43 Working for the company as hired worker, what would you say about BFYC forestrelated activities having impacts on men and women (generating income, having opportunities to join community activities, raising awareness, etc.) Page 23 of 28 44 45 46 47 48 49 50 51 52 Forest planting task is more suitable to men or women? Why? With current workshop stations (paper, wood, and chopstick manufacturing,…) are there more men or women in these stations (or who can these tasks)? Why? Does the company have any policies/ regulations for separate men or women? If yes, please specific? Are there any activities/tasks that the company motivates women to participate? Since working for the company, how women would say about their improvement/change? According to you, what should the company to allow both men and women equally benefit from forest activities? Do you have any suggestions/recommendations to BYFC current activities? Do you have comments on current policies/regulations of the company to men and women (benefit package, leaves,…) Are there any solutions/actions that the local authorities should take to allow both men and women equally benefit, access and control over forest resources? Page 24 of 28 Annex 2: List of participants for FGD and individual interview (5 list) List 1: List of local authorities participating in FGD (10 participants) Address Name Sex Ethnic No Male Tày Hoàng Viết Chứ Yên Sơn, Bảo Yên, Lào Cai Female Tày Hà Thị Viện Yên Sơn, Bảo Yên, Lào Cai Male Tày Hoàng Văn Cương Yên Sơn, Bảo Yên, Lào Cai Female Tày Nông Thị Rét Yên Sơn, Bảo Yên, Lào Cai Male Tày Bàn Tài An Yên Sơn, Bảo Yên, Lào Cai Male Tày Phạm Xuân Quý Yên Sơn, Bảo Yên, Lào Cai Female Tày Nguyễn Thị Mỹ Yên Sơn, Bảo Yên, Lào Cai Female Tày Giàng Thị Hoa Yên Sơn, Bảo Yên, Lào Cai Female Tày Nguyễn Ngọc Lan Thương Nguyễn Thị Đảm Yên Sơn, Bảo Yên, Lào Cai Female Tày Yên Sơn, Bảo Yên, Lào Cai Page 25 of 28 List 2: List of WU staffs at village level participating in FGD (4 participants) Address Name Sex Ethnic No Female Tày Hoàng Thị Kiền Bản Bát 2, Yên Sơn, Bảo Yên, Lào Cai Female Tày Hoàng Thị Chi Bản Lự, Yên Sơn, Bảo Yên, Lào Cai Female Tày Nông Thị Siếu Bản Bát 1, Yên Sơn, Bảo Yên, Lào Cai Female Tày Hoàng Thị Bường No List 3: List of male hired workers participating in FGD (8 participants) Address Name Sex Ethnic Male Bản Bát, Yên Sơn, Bảo Yên, Lào Cai Male Tày Lưu Văn Giang Bản Bát, Yên Sơn, Bảo Yên, Lào Cai Male Tày Hoàng Văn Niệm Tày Nông Đức Yên Bản Bát, Yên Sơn, Bảo Yên, Lào Cai Male Tày Nông Văn Sáng Bản Bát 2, Yên Sơn, Bảo Yên, Lào Cai Bản Bát, Yên Sơn, Bảo Yên, Lào Cai Male Tày Nông Đức Đô Hoàng Văn Thách Bản Bát, Yên Sơn, Bảo Yên, Lào Cai Male Tày Bản Bát, Yên Sơn, Bảo Yên, Lào Cai Page 26 of 28 Male Nông Đức Thanh Tày Bản Bát, Yên Sơn, Bảo Yên, Lào Cai Male Tày Nông Đức Đông Bản Bát, Yên Sơn, Bảo Yên, Lào Cai List 4: List of female hired workers participating in FGD (7 participants) Address Name Sex Ethnic No Female Tày Hoàng Thị Sến Bản Bát 2, Yên Sơn, Bảo Yên, Lào Cai Female Tày Vi Thị Ương Bản Bát 2, Yên Sơn, Bảo Yên, Lào Cai Female Tày Dương Thị Vẻn Bản Bát 2, Yên Sơn, Bảo Yên, Lào Cai Female Tày Hoàng Thị Ngay Bản Bát 2, Yên Sơn, Bảo Yên, Lào Cai Female Tày Dương Thị Thương Bản Bát 2, Yên Sơn, Bảo Yên, Lào Cai Female Tày Nông Thị Quyên Bản Bát 2, Yên Sơn, Bảo Yên, Lào Cai Female Tày Hoàng Thị Cát Bản Bát 2, Yên Sơn, Bảo Yên, Lào Cai List 5: List of participants taking part in individual interviews (11 participants) No Name Hoàng Văn Cương Sex Male Ethnic Tày Position Organisations/Address Vice President of Yên Sơn commune, Bảo Page 27 of 28 Phạm Xuân Quý Male Tày commune Yên, Lào Cai Administrative staff in Yên Sơn commune, Bảo Land registry Yên, Lào Cai Division of agricultural and Nguyễn Trịnh Thái Ninh Male Kinh Officer rural development Bảo Yên, Lào Cai Nguyễn Duy Nghiệp Male Kinh Vice director BYFC Male Kinh Workshop manager BYFC Female Kinh Head of worker group Workshop station 1A, 1A BYFC Male Kinh Marketing Staff Marketing division, BYFC Male Kinh Staff, worker team Workshop station 4, BYFC Male Kinh Head of worker team Workshop station 2, BYFC Phạm Quốc Đảm Male Kinh Technical staff Lê Tiến Hân Male Kinh Technical staff Nguyễn Khắc Hậu Hoàng Thị Yên Lương Xuân Bách Nguyễn Văn Toàn Phan Văn Nhạc BYFC, (in charge for Xuan Thuong commune) 1 Workshop station 1, BYFC Page 28 of 28 ... final decision makers.” (Land management officer) Gender in agriculture and forestry training There was few training on forestry organised in our commune, since 2005, only training on cinnamon... remained happening and getting more serious in H’Mong and Dao ethnic minorities However, the analysis team had difficulty exploring in- depth information on this issue as Yen Son commune is in. .. plantation Table 3: Gender in forest plantation Activity Men % Women % Decision making to receive the 60% contracts 90% Signing the contracts 40% Contacting with BYFC 90% 10% Particiting the training