USAID CREATING ECONOMIC OPPORTUNITIES PROJECT GENDER INTEGRATION PLAN
Jan 2018 – Jan 2023
Submission date (Rev. 1): 11 June 2018 Contract No: 72052018C000001
TABLE OF CONTENTS Acronyms and Abbreviations ...... 1 Executive Summary ...... 3 Purpose and Methodology ...... 7 CEO Project-Level Gender Integration Strategy ...... 9 1 Component 1: Trade and investment promoted ...... 10 1.1 Analysis of Gender-Based Constraints and Opportunities ...... 10 1.2 Recommended Activities ...... 17 2 Component 2: Financial Services Mobilized ...... 19 2.1 Analysis of Gender-Based Constraints and Opportunities ...... 19 2.2 Recommended Activities ...... 24 3 Component 3: Productive infrastructure upgraded ...... 26 3.1 Analysis of Gender-Based Constraints and Opportunities ...... 26 3.2 Recommended Activities ...... 35 4 Component 4: Private Sector Capacity ...... 36 4.1 Private Sector Competitiveness increased ...... 36 4.1.1 Analysis of Gender-Based Constraints and opportunities ...... 36 4.1.2 Recommended Activities ...... 41 4.2 Workforce Development ...... 42 4.2.1 Analysis of Gender-Based Constraints and opportunities ...... 42 4.2.2 Recommended Activities ...... 48 5 Gender Integration into CEO Monitoring, Evaluation, and Learning ...... 50 6 Gender Integration into Communications ...... 51 7 Strategic Partnerships to support GAP Implementation ...... 53 8 List of selected activities for GAP Implementation ...... 54 Annex A Basic Gender Concepts ...... 59 Annex B Guatemala CEO Gender Analysis Questions ...... 61 Annex C National Level Gender Equality and Social Inclusion Context ...... 67 Annex D Legal and Policy Framework for Gender Equality In Guatemala ...... 74 Annex E Fieldwork ...... 83 Annex F Gender Equality and Social inclusion Partners in Guatemala ...... 88 End Notes ...... 99
ACRONYMS AND ABBREVIATIONS AIDS Acquired Immunodeficiency Syndrome BCC Behavior Change Communication CAIMUS Integrated Support Centers for Women Survivors of Violence CBO Community Based Organization CDCS Country Development and Cooperation Strategy CEDAW The Convention on the Elimination of All Forms of Discrimination Against Women CEO Creating Economic Opportunities CICAM Center for Research, Training and Support for Women CONAPREVI National Coordinating Office for the Prevention of Domestic Violence and Violence against Women COP Chief of Party CONMIGUAT National Coordinator for Microenterprises in Guatemala DCOP Deputy Chief of Party DEMI Defense of Indigenous Women DI Domestic investment DFS Digital Financial Services DHS Demographic Health Survey EC Economic corridors EPZ Export Processing Zone ESIA Environmental and social impact assessments FI Financial Institution FDI Foreign Direct Investment FGD Focus Group Discussion FHH Female-headed Household FPRP Fiscal and Procurement Reform Project FY Fiscal Year GAP Gender Action Plan GALS Gender Action Learning System GEM Gender Equity Model GBV Gender-based Violence GDI Gender Development Index GDP Gross Domestic Product GFP Gender Focal Point GII Gender Inequality Index GLI Gender lens investing GNI Gross National Income GOG Government of Guatemala GPI Gender Parity Sub-Index GSMA Global System for Mobile Communications HH Household HIV Human Immunodeficiency Virus ICT Information and Communications Technologies IDB Inter-American Development Bank IDI In-depth interviews IFAD International Fund for Agricultural Development IFC International Finance Corporation IM Investment Management IOM International Organization on Migration IR Intermediate Result IPE Investment promotion entity INE Institute of National Statistics INTECAP Technical Institute for Training and Productivity (Instituto Técnico de Capacitación y Productividad)
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KSC Key stakeholder committee KYC Know Your Customer LAC Latin America and the Caribbean LDC Least developed countries LGBTQI Lesbian, Gay, Bisexual, Transgender, Queer, Intersex MCC Millennium Challenge Corporation M&E Monitoring and Evaluation MEL Monitoring, Evaluation and Learning MINECO Guatemalan Ministry of Economy MNE Multinational enterprises MSM Men who have sex with men MSME Micro, Small, and Medium Enterprise MOU Memorandum of understanding NGO Non-governmental Organization PDF Project Development Fund PLWD People living with disabilities PNPDIM National Policy for the Promotion and Comprehensive Development of Women PPP Private-public partnerships SCDUR System of Urban and Rural Development Councils (Sistema de Consejos de Desarrollo Urbano Rural) SDGs Sustainable Development Goals SEZ Special Economic Zone SEPREM Presidential Secretariat for Women SG Savings Group SME Small and Medium Enterprise SMS Short Message Service SNP National Planning System (Sistema Nacional de Planificación SVET Sexual Violence, Exploitation and Trafficked Persons TFR Total Fertility Rate TVET Technical and Vocational Education and Training TWG Technical Working Group UN United Nations UNCTAD United Nations Conference on Trade and Development UNDP United National Development Program UNESCO United Nations Educational, Scientific and Cultural Organization UNRISD United Nations Research Institute for Social Development USAID United States Agency for International Development USG United States Government WHO World Health Organization WEE Women’s economic empowerment WISE Women in Small Enterprise WOE Woman owned enterprise ZOI Zone of Influence
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EXECUTIVE SUMMARY BACKGROUND The United States Agency for International Development (USAID) Guatemala Creating Economic Opportunities (CEO) Project will support economic growth, private sector development, competitiveness, and job creation in Guatemala. It will strengthen promotion of investment and trade, catalyze productive infrastructure, develop Guatemala’s workforce, and improve the business-enabling environment. A core objective of the CEO Project is to strengthen the private sector as an engine of growth to reduce poverty, improve living conditions, and create sustainable economic opportunity for Guatemalans, at home. The CEO Project will design activities to empower and include marginalized groups. High levels of gender-based inequality and violence against women are brought on by economic insecurity, a culture of machismo, and women breaking out of traditional gender roles. Grounded in USAID’s Gender Equality and Female Empowerment Policy, the CEO Project will affirm the critical role women and girls play in accelerating economic development by creating opportunities, while emphasizing household prosperity and targeting both women and men with gender empowerment messaging in media and workshops to avoid exacerbating tensions.
KEY FINDINGS AND RECOMMENDATIONS Key gender-based constraints and opportunities for achieving the desired impact across all Guatemala CEO components, and key strategic priorities for action are summarized below, organized by component. To be effective, this Gender Action Plan (GAP) must be fully integrated into the project work and M&E plan, as well as into individual component- specific work plans. COMPONENT 1: TRADE AND INVESTMENT PROMOTED Constraints
• Women, indigenous people, youth, persons living with disability, and LGBTQI populations feel excluded from discussion and decision-making about overarching development and economic strategic approaches.
• Despite national and international policies in place for workplace protection of women and other groups, poor gender equality practices and rampant harassment and discrimination in EPZs are prevalent and largely condoned by officials, particularly in the maquiladora industry.
• The emigration of Guatemalan husbands creates a complex and often burdensome situation for women remaining in the country.
• Lack of legal protections for socially excluded groups, including LGBTQI individuals and persons living with a disability (PLWD), results in their economic exclusion from work opportunity. Opportunities and Recommendations
• Regional best practices exist for gender mainstreaming and women’s economic empowerment in design, development and operation.
• Firm certification models exist in the region that have been successful in incentivizing improved industry gender equality practices.
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• Despite some failures at the national level to address human trafficking, a legal framework, tools, and resources exist to screen companies for human trafficking and labor violations. CEO will support the inclusion of gender equity and participation of vulnerable groups in public policies applicable to economic zones in their area of work and promote the use of tools in the planning and implementation of municipal programs and projects. As well, it will be critical to strengthen women, youth, indigenous people, disabled persons, and LGBTQI access and leadership involvement in business and trade associations that operate in the ECs/SEZs. COMPONENT 2: FINANCIAL SERVICES MOBILIZED Constraints
• Structural barriers and perceived bias disproportionately and negatively affect women’s and indigenous peoples’ access to credit.
• National level efforts to improve MSME productivity exclude a framework of inclusion to ensure that women, indigenous, youth, disabled and others are considered in planning.
• Despite the economic support remittances provide to families, men still exhibit high levels of control in investment and expenditure decision-making, sometimes increasing women’s economic vulnerability. Opportunities and Recommendations
• Many women’s business networks, associations, and accelerator programs exist in Guatemala, which are a valuable source of entrepreneurship promotion and employee retention.
• Mobile banking can facilitate financial inclusion when coupled with regulation and gender-aware programming.
• The overarching strategy is to increase autonomy, voice, and agency of socially excluded groups to strengthen their ability to access trainings, financial products, and; while at the same improving an enabling environment with the government, FIs, and communities to support, encourage, and demand improved access to financial services among these groups. COMPONENT 3: PRODUCTIVE INFRASTRUCTURE UPGRADED Constraints
• Poorly planned infrastructure projects may exacerbate inequities and introduce risks for people from vulnerable communities.
• Current infrastructure and transport challenges inhibits the advancement of women and indigenous peoples in education, health, and economic empowerment.
• Private-public partnerships negotiations are often missed opportunities to create incentives and leverage points to overcome gender inequalities and empower women.
• The policy and regulatory environment related to procurement in Guatemala is gender-blind, which may exacerbate gender inequalities.
• Participation of women in the male-dominated infrastructure sector is limited both in employment opportunity and community engagement.
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Opportunities and Recommendations
• In the absence of a strong policy and regulatory environment related to procurement in Guatemala, private sector procurement policies and practices may be powerful forces in supporting woman-owned MSMEs.
• Investment in improved (safe, accessible, affordable) infrastructure can benefit women’s employment and business. Key strategies to address gender equality and social inclusion within Component 3 include reducing risk and minimizing harm of infrastructure projects of exacerbating existing gender inequality and harmful gender norms, gender-based violence, and human trafficking. Strengthening of national and municipal PPP frameworks and procurement laws and processes is critical to ensure they are non-discriminatory and support women’s empowerment with specific procurement requirements, as is engaging with women, indigenous, youth, disabled, and others in a formal ongoing matter via community planning and operations & maintenance committees. Other strategic priorities include identifying and acting upon opportunities to empower women, indigenous, and youth individuals and owners of SMEs and reducing Violence Against Women because of Gender (VAWG ) by incorporating proven strategies such as relationship-level interventions, community engagement, group education with outreach to men and boys, and community mobilization to change social norms. COMPONENT 4: PRIVATE SECTOR COMPETITIVENESS IMPROVED Component 4.1: Private Sector Capacity Constraints
• Women and indigenous entrepreneurs in Guatemala face multiple external and internal barriers to formalizing their businesses, constraining their access to finance, growth, and opportunity.
• Lack of access to affordable, accessible childcare for women constrains their time for business activities.
• Gender-based violence is a key constraint to women’s entrepreneurial activities and SME growth.
• Women and indigenous SME owners perceive disproportionate challenges to accessing markets to sell their products. Opportunities and Recommendations
• Skills training is an opportunity to address ingrained cultural norms about the role of women in family, society and economy within business.
• ICT training may be used to level the playing field in business and entrepreneurship.
• Collectives and cooperatives of female entrepreneurs exist that may overcome challenges faced as individuals to formalize SMEs. Key strategies within include strengthening a gender-responsive and inclusive SME eco-system at all levels through shifts in gender norms and capacity of large enterprises, business service providers, and others to meaningfully support and work with woman-owned SMEs and indigenous entrepreneurs. As well, CEO has the opportunity to improve women, youth, indigenous, and disabled entrepreneur
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business skills and capacities to lead, innovate, use ICT platforms, and connect with large enterprises and accelerator/ incubator programs.
Component 4.2: Workforce Development Constraints
• Women and indigenous workers are more likely to be engaged in informal work, exposing them to poor labor conditions and abuse.
• Racism and pervasive stereotypes that women and indigenous persons are intellectually inferior impacts employment prospects for them.
• Persons living with disabilities and those who identify as LGBTQI face discrimination, with no legal framework providing employment protections.
• Lack of access to affordable, accessible childcare and breastfeeding support for women constrains their ability to engage in formal employment. Opportunities and Recommendations
• ICT training accompanied with efforts to improve access and user support may be used to level the playing field in accessing employment opportunities.
• Guatemala has higher than average enrollment of youth in vocational schools, which attracts a high percentage of women.
• Private firms, especially within SEZs, are well positioned to provide training and skills development. Key strategies for 4.2 include incentivizing large enterprises to invest in workforce skills development with a focus on youth, young women, indigenous people, and the disabled and strengthening partnerships between training centers, government, and large enterprises to target youth, young women, indigenous people, and the disabled to engage in on-the-job training, mentorship, and skills building. It will also be critical to partner with organizations to roll-out household and business approaches to engaging men and boys in programs that help to shift gender norms to create and enabling environment for women’s economic empowerment. Underpinning all findings and recommendations is the need for a Project-level strategic gender equality framework owned and implemented by the Guatemala CEO team, with leadership from the CEO gender specialist in implementation and monitoring. This framework includes the adaptation of Palladium strong policies around equity and inclusion to core Project policies, ongoing integration of the Gender and Inclusion advisor in project planning, implementation, and evaluation, and writing core gender and inclusion values into scopes and partnerships as appropriate over the course of implementation. Performance- and outcome-level gender equality indicators are necessary to ensure commitments to targets are met. Embedding a strong gender equality and social inclusion lens within CEO’s Communication Strategy is paramount to effective community engagement and transformative change. This analysis and CEO Gender and Gender Integration Plan are organized by the four CEO Project components. Each section contains a gender analysis followed by component-specific recommendations for activities. Each section also includes useful resources and toolkits to support implementation of suggested activities.
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PURPOSE AND METHODOLOGY PURPOSE The CEO project will reduce poverty and improve living conditions, closing gaps between Guatemala and migrant destination countries, to create a Guatemala in which “economic opportunity” exists and irregular migration is not necessary in order to find opportunities. The CEO project will work with municipalities and utilize the Sistema Nacional de Planificación (SNP) in coordination with the private sector to promote trade and investment, mobilize financial services, upgrade productive infrastructure, and improve private sector competitiveness. Through a market-led approach the CEO project will grow and expand formal businesses and employment to create income generating opportunities for Guatemalans, primarily in nonagricultural sectors. By focusing on select municipalities in five departments of Guatemala’s Western Highlands, with particular attention given to intermediate and emerging intermediate cities, as well as the department of Guatemala (area with high levels of irregular migration), CEO will benefit poor and vulnerable populations, particularly youth (15 to 24-year-olds) and indigenous persons. The CEO project’s results framework is shown in the next exhibit. The purpose of this gender analysis is to identify gender-based constraints and opportunities within each of the CEO project components. This analysis serves as the basis for the Gender Strategy aligned with the CEO project components to make actionable recommendations for strategies, activities, and M&E indicators to ensure sound gender integration for the project. In line with USAID’s inclusive development approach, the CEO Project will design activities to empower and include marginalized groups. High levels of gender-based inequality and violence against women are brought on by economic insecurity, a culture of machismo, and women breaking out of traditional gender roles. Grounded in USAID’s Gender Equality and Female Empowerment Policy, the CEO Project will affirm the critical role women and girls play in accelerating economic development by creating opportunities, while emphasizing household prosperity and targeting both women and men with gender empowerment messaging in media and workshops to avoid exacerbating tensions. METHODOLOGY Per USAID guidelines on gender analysis, the gender analysis findings guide the team in answering two key gender-related questions:
• How will the different roles and status of women and men within the community, political sphere, workplace, and household (for example, roles in decision-making and different access to and control over resources and services) affect the work to be undertaken?
• How will the anticipated results of the work affect women and men differently? The gender analysis for the CEO Project answers these questions by exploring three realms: 1) gender roles and responsibilities; 2) gender norms and expectations; and 3) access to resources, information and power. See Annex III for specific gender analysis questions across each Guatemala CEO project component. This gender analysis complies with the USAID Policy on Gender Equality and Female Empowerment (2012)1 and USAID ADS 205.2 Analysis is conducted predominantly using qualitative research methods through literature review and fieldwork. The gender analysis is used to inform development of the GAP.
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Desk Review and Stakeholder Analysis Literature review was conducted, identifying existing reports and data sources relevant to the CEO project. Priority resources included Guatemala-specific reports, research papers, recent Government of Guatemala (GOG) socio-economic data, available databases, and other donor/multilateral publications and program evaluations. This was supplemented, as needed, with regional and global information.
Primary Data Collection and Analysis Primary data collection took place in Guatemala over a three-week period (March- April 2018). Data collection planning and tool development were led by an International Gender Specialist (Atethemis). A national Guatemalan gender specialist sub-contracted by Atethemis facilitated primary data collection in Spanish and local languages in Guatemala City and five purposefully selected departments within the Guatemala CEO Zone of Influence (ZOI): San Marcos, Quiché, Quetzaltenango, Totonicapán, and Huehuetenango. Selection criteria for these departments was based representation of diverse geographic and socio-economic areas. Primary data collection was targeted to fill gaps in the literature review and provide nuance.
In-Depth Interviews (IDIs) Separate IDI guides were developed in Spanish, tailored to each stakeholder type (e.g., national government focal points, business networks and individuals, community leaders, NGOs, financial institutions, and municipal government offices, etc.). IDI guides included tailored open-ended questions to answer the gender analysis questions of interest. A total of 48 in-depth interviews (IDIs) with key stakeholders were conducted representing 78 government, NGO, and private organizations; 19 were conducted in Guatemala City and 29 across five departments within the Guatemala ZOI. Stakeholders were selected based on type, with representative stakeholders from each district. A full list of stakeholders interviewed may be found in Annex V.
Focus Group Discussions (FGDs) Focus Group Discussion (FGD) guides were also developed in Spanish, tailored to participants groups. A total of 12 FGDs were conducted within the five selected departments, with a total of 146 potential beneficiaries (approximately 50% female). Each group comprised of approximately 10 individuals. Across districts FGDs were disaggregated by age, sex, and population type to meet with segments of the population (indigenous, non-indigenous, male, female, youth, disabled, and LGBTQI). Local NGOs supported the team to recruit individuals to participate in the FGDs. The groups were facilitated by the national gender specialist in the language spoken by the FGD participants. International safety and ethical protocols were followed, including informed consent procedures. LIMITATIONS This gender analysis and action plan is based on understanding of the CEO project which has just begun and is still in the process of finalizing the final work plan and activities. As such, it is tailored to the extent possible based on the project information and plans available, but new information and project decisions should inform updating of recommendations as needed on an ongoing basis. This gender analysis and action plan draws upon existing publicly available qualitative and quantitative data and rapid fieldwork collecting qualitative information only. Some of the strategic areas of interest to CEO Guatemala has limited literature available, including gaps in data and information specific to Guatemala, and sex- and population type data gaps in particular. Gaps were filled with literature by information available from other countries in Latin America. To the extent possible, these gaps were also filled with qualitative information collected through interviews and FGDs during fieldwork.
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CEO PROJECT-LEVEL GENDER INTEGRATION STRATEGY
The USAID Gender Equality and Women’s Empowerment Policy, aligned closely to GOG national strategies and plans, expects that all development objectives integrate the following outcomes: 1) Reduce gender disparities in access to public and political decision-making spaces and positions at local and regional levels, 2) Reduce cultural acceptance of gender- based violence; and 3) Increase capability of women, girls and boys, particularly from ethnic and linguistic minority populations, to realize their rights, determine their life outcomes, and influence decision-making in households, communities and societies. The following analysis and recommendations are aligned with these USAID and GOG objectives as they directly relate to CEO project components. This Gender Action Plan (GAP) provides recommendations and suggested indicators, aligned with CEO components, based upon component-specific analysis of gender-based constraints and opportunities, informed by literature and field work within Guatemala. There is an emphasis on recommendations made from analysis and lessons learned from in-country experience. Recommendations to strengthen gender integration throughout Guatemala CEO Project are presented below at the overarching project level. The proceeding sections are organized by the four Guatemala CEO components, which contain component-specific gender analysis followed by component-specific recommended activities. Each section concludes with illustrative M&E indicators that may be integrated within project baseline surveys and other surveys, and also includes useful resources and toolkits to support implementation of suggested activities. It is critical that this GAP is owned and implemented strategically project-wide across components in a multi-component approach with full support of the Chief of Party and Deputy Chief of Party overseeing coordination within the overarching CEO project management and M&E plans. For successful implementation, all Component Leads and implementing partners must familiarize with expectations and targets related to gender equality across all components, with quarterly review of progress made and challenges in meeting set targets. GAP achievement will only come through an integrated approach with all Component Leads working together towards gender equality and integration into all relevant activities. This document is intended to be used as a tool by the CEO gender specialist to support the adaptation and integration of recommended activities into the overarching CEO annual work plans, as well as individual component detailed implementation plans, adjusting dates and targets as appropriate. PROJECT-WIDE GAP RECOMMENDATIONS An enabling environment at the project level must be created in order to facilitate implementation of component-specific recommendations. The strategic vision of the GAP is to ensure CEO equitable inclusion of gender, youth and indigenous peoples is to implement high quality, long-term strategies towards transformation for social change in the context of the creation of economic opportunities in the areas of project intervention. The overall desired result is to ensure that all annual plans and strategic actions implemented by CEO identify and promote gender equality and economic opportunities in the areas of project intervention. Further, all CEO staff and implementing partners must adopt and implement, to the full extent possible, non-discrimination practices and design activities that empower and include marginalized groups. The following are overarching project-wide GAP recommendations for the CEO gender specialist to undertake in the course of implementation:
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• Roll-out GAP findings and recommendations with all CEO staff and implementing partners
• Establish written requirements/ code of conduct for implementing partners, including non- discrimination policy addressing treatment of women, youth, indigenous people, disabled people, and LGBTQI
• Adopt procurement guidance/ principles for all CEO agreements and sub-contracts (See UN Women Mainstreaming Gender in Procurement 20173). This includes a requirement that subcontractors acknowledge and comply with the CEO Gender and Inclusion Policy as relevant to their role, and that all procurement processes be tendered without discrimination for age, sex, race, religion, sexual orientation, or other attribute, that scopes of work and evaluation criteria are sensitive to gender and inclusion issues, and that subcontractors themselves certify that they do not discriminate.
• Mainstream gender throughout the Monitoring, Evaluation and Learning (MEL) Plan, including within the baseline assessment
• Mainstream gender throughout the Communications Strategy through supporting participation of women, youth, indigenous, disabled, youth and LGBTI peoples in key project communication and coordination mechanisms like the planned Key Stakeholder Committee (KSC) and Project Development Fund (PDF) review committee through technical assistance to strengthen committee by-laws for required leadership positions, mentorship, and leadership skills training (See guidelines for stakeholder engagement from IDB and IFC4) (Y2 – Y4)
• Include gender and inclusiveness considerations in MOUs developed with enterprises in the course of implementation. Where appropriate, these may include specific targets for gender and inclusiveness.
1 COMPONENT 1: TRADE AND INVESTMENT PROMOTED
1.1 ANALYSIS OF GENDER-BASED CONSTRAINTS AND OPPORTUNITIES Trade and investment are engines for economic growth and “Women typically devote a larger development, but women and marginalized groups do not portion of their incomes than men to automatically benefit from the growth as much as they the health and education of their contribute to it. 5 Increased female or indigenous families, which enhances human employment may have positive effects on household income, capital. Therefore, addressing gender- but may not translate into gender or racial equality.6 differentiated constraints to trade can Discrimination and structural barriers faced by women and have multiplier effects in terms of the indigenous peoples can inhibit their ability to tap into overall development impact.” opportunities stemming from trade and growth. Kate Higgins, North-South Institute Structural sources of gender inequity must be addressed in order enhance the productive capacities of marginalized from Gender and free trade agreements: Best groups, including women, indigenous persons, persons living practices and policy guidance with disabilities, and LGBTQI. This includes investing in soft infrastructure of social support, education, healthcare and childcare services. Expanding implementation of labor rights, introducing non-discriminatory policies within private sector companies, and addressing gender and
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racial differentiated constraints to accessing employment, credit, business networks, market information and other opportunities can catalyze the overall economic growth of the country.7 While progress is being made, there remains a large disparity in female participation in the economy. In Latin America and the Caribbean (LAC), female participation in the labor force increased from 44.5 percent in 1995 to 52.6 percent in 2015.8 However, women in LAC are more often employed in subsistence agriculture while men tend to be employed more widely in export sectors, likely due to women’s limited access to productive inputs and weaker property rights.9 Even in export of resource and agricultural products, men dominate the sector and therefore are set to benefit more from greater openness in trade.10 For example, in the central highlands of Guatemala, women hold only 3 per cent of contracts for snow peas and broccoli, which are two of the most important export crops in the area.11 There are gender-based production patterns that reflect deeply embedded social norms, which unless addressed, will continue to limit women’s economic empowerment and equality. 12 Constraint: Women, indigenous, youth, persons living with disability, and LGBTQI populations feel excluded from discussion and decision-making regarding overarching development and economic strategic approaches.
Interviews and focus group discussions conducted for this analysis with women, youth, indigenous, persons living with a disability, and LGBTQI revealed frustrated and passionate feelings that they are left out of overarching development and economic strategic approaches nationally to meaningfully engage them. There is a pervasive sentiment that planning and decision-making is done predominantly by male ladinos or mestizos in Guatemala City, and for their benefit alone. Indigenous communities, and indigenous women in particular, feel that national level economic planning fails to take them into consideration, largely due to the patriarchal society where machismo flourishes, stigmatization against indigenous persons, language and geographic barriers, and other stereotypes.13 On a project level, one interviewee noted that exclusion of indigenous women in planning may also be attributed to lack of awareness, knowledge, and cultural sensitivity of multi-disciplinary team members. The interviewee further explained,14 “Cultural aspects are not valued as an element that contributes to the sustainability of initiatives. Many economic initiatives fail because they do not understand how the cultural element affects the dynamics of community life. For projects to be successful, they must solve the problem. This also depends on the sensitivity of the people [on project teams], and their awareness, knowledge, and recognition of the context where the actions are developed.” For example, when projects are implemented that support community economic growth initiatives and they do not take into consideration the historical and political context that limits participation of indigenous women, these projects can effectively overburden women with work, constituting a form of economic violence against women. People do not participate because they live far from the decision- making centers and live concentrated in daily survival, but other cultural factors heavily influence participation. An interviewee in San Marcos elaborated, 15 “In our communities, machismo, illiteracy, violence, intrafamily violence does not allow the participation of women. In San Marcos, men believe that women are not politically responsible and cannot develop actions for community development.“
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Constraint: Despite national and international policies in place for workplace protection of women and other groups, poor gender equality practices and rampant harassment and discrimination in EPZs are prevalent and largely condoned by officials, particularly in the maquiladora industry.
Guatemala established its first Export Processing Zones (EPZ) in the 1970s as a maquila, or textile factory. A company exporting for more than 51% of their production can be classified as a maquila, to be given tax breaks for 10 years. The maquila industry sector in Guatemala has been supported by the government for decades, which has benefitted from tax holidays. Although the industry requires respecting labor law, it has systematically been left unenforced. Labor relations in Guatemala are regulated by the Guatemalan Constitution, the Labor Code, ministerial accords, and other regulation – all guided by international labor and human rights laws. However, gross violations of human rights within the workforce are widespread.16
A maquila is a factory contracted by corporations to “Maquilas are important for this country, given the perform the final assembly and packaging of products for lack of public polices aimed at generated jobs. export, known as export processing and primarily include That explains the tolerance of abuses.” the textile industry in Guatemala. In 2011, there were Marco Vinicio Hernández, 740 maquila enterprises, six unions and three collective Defender of Worker’s Rights, contracts covering 4,600 workers out of a total of Procuraduria de los Derechos Humanos, 110,000 workers in Guatemala.17 Maquiladoras make up (Guatemala’s Ombudsman’s Office) InterPress Service, 2007 most of the formal employment for women in Guatemala. In 2007, women made up over 80 percent of the “Guatemalan women are willing to accept the maquiladora workforce. 18 Both the 201019 and 201220 precarious conditions as a survival strategy to avoid the impoverishment of themselves and their United Nations reports on Violations of Women’s Human families, but remain unprotected in the face of the Rights in Guatemala detail significant abuses within the law.” maquiladora industry. Despite some legal reforms and United Nationals Human Rights Committee. 2012. labor policies, the government of Guatemala fails to Violations of Women’s human rights in Guatemala: In ensure the enforcement of labor rights and freedom of Response to the Third Periodic Report of Guatemala association, allowing impunity of the maquiladora companies. Over 75% of the EPZ workers in Guatemala are women,21 although most are driven out of EPZs or not rehired when they reach 35 years of age, and pregnancy is often not tolerated.22 The working conditions within the Guatemalan maquiladoras are poor, below the standards set by national or international law. This includes unventilated workrooms, unsafe workshops, verbal abuse, sexual harassment and abuse, firings for pregnancy, arbitrary dismissals, forced overtime, and an inability to unionize.23 According to interviews and focus group discussions conducted for this analysis, there is consensus that women are particularly vulnerable to excessive harassment within companies nationwide.24 Despite labor policy protections, including those for pregnant and post-partum women (Constitution Article 102k and Labor Code for maternal leave Article 152), common gendered workplace violations within Guatemala’s maquiladoras include: 25
• Women are discriminated against in the hiring process, often required to reveal if they are or intend to get pregnant, sometimes subjected to physical examination.
• New mothers often face difficulty receiving their salary from maternity leave.
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• Women are often not allowed the two daily rest periods for breastfeeding required by the labor code; maquila employers frequently violate the labor code by only allowing women to breastfeed at the end of the day.
• Maquilas routinely deny women’s right to access the employee health care system, either by not enrolling her, or if she is enrolled, denying her the necessary certificates and time-off to visit a health facility.
• Extreme forms of discriminatory practices against women include corporal punishment and various forms of harassment, including sexual harassment. Article 22 of the Guatemalan Constitution protects a woman’s right to form and join a trade union, but women comprise only 2.3 percent of the membership.26 Women working in maquilas are dissuaded from unionizing as a result of maquila owners threatening to close the factory, terminating employment, preventing future employment at other maquilas, and verbal abuse.27 It is well-documented that Guatemala has not fulfilled its international obligations to ensure an effective right to work by preventing discrimination against women in the workplace. The Office of the High Commissioner for Human Rights has drawn particular attention to women’s labor rights and discriminatory practices against pregnant women in the maquiladora industries.28 The reasons for ongoing labor violations are numerous:
• Guatemalan labor authorities tend to defend and protect multinational corporations instead of controlling the labor violations in the maquilas. A worker’s attempts at exercising the right to strike are frustrated by weak law enforcement entities unwilling or unable to protect the worker’s rights.29
• Even within the formal sector, lack of law enforcement is due to poor oversight and accountability, as well as institutional inefficiencies within the Ministry of Labor. While the ministry conducts inspections to monitor compliance with labor laws, from minimum wage to maternity, enforcement is often undermined by lack of funding for comprehensive inspections and poorly trained staff; some companies refuse to allow inspectors to enter factories and review documentation. 30 There are no similar studies of enforcement in the informal sector, though there is little reason to believe conditions are better, and indeed are potentially worse, than they are in the formal sector.
• Violations are met with inadequate fines and labor courts are reluctant to use strict measures, such as increased fines or referrals to the criminal courts, to obtain compliance.31
• Impoverished women are willing to work in precarious conditions as a survival strategy to support themselves and their families.32
• Women lack of awareness of their labor rights in the maquilas, indicating need for comprehensive legal literacy programs for workers and programs targeting legal professionals and the public at large on national and international protections for women’s labor rights.33 Foreign direct investment (FDI) and gender equality
While there are clear links between women’s employment and foreign direct investment (FDI),34 women lose their comparative advantage in the long-term. Although women’s wages may undergo an absolute boost from foreign investment, it is less likely that this will result in a closing of the gender wage gap due
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to: women’s wages not improving as much as men’s; women losing their jobs to highly-qualified men; and women getting pushed down the production chain into subcontracting as the competition forces firms to continually lower costs. This contributes to less women working in foreign-vested manufacturing sectors over the long-term. The United Nations Research Institute for Social Development (UNRISD) reviewed policies globally that led to improvement of the gender equity impact of FDI in labor-intensive, export-oriented industries, the sector in which companies are most likely to be significant employers of women. Guatemala is one of the only countries where little sex-disaggregated qualitative or quantitative data exists. FDI policies often link FDI with economic growth or gender equality or both growth and equality. These may be promoted through performance requirements, incentives, labor standards and the regulation of physical capital mobility. However, it remains unclear if the use of incentives and gender equality is influential. When only linking FDI to equity, the most important intervention is for governments to holistically enhance the productive capacities of women and girls while expanding social supports available to them and their families as they enter the labor market. Structural sources of gender inequity must be addressed, including enforcing non-discriminatory practices in the labor markets and increasing the education and skills of women and girls. Such policies will not only make women more productive workers, and thus better able to draw on the potential advantages of FDI but will simultaneously redress the structural sources of gender inequities. Constraint: The emigration of Guatemalan husbands creates a complex and often burdensome situation for women remaining in the country.
The majority of national and international migrants from Guatemala are men, often leaving their wives and families behind; 70 percent of men who migrate are married.35 Although research has pointed to the importance of gender in understanding the phenomenon of migration,36 there is limited research investigating how a husband’s migration affects the social, political, economic experiences and position of women who remain in their home communities, including how remittances are handled. Existing research on migration and gender have mixed, sometimes contradictory, findings. A 2006 IOM evaluation of Latin America labor migration suggests that it “contributes to improving the situation of women,” primarily because the non-migrating female partners take up new roles and responsibilities with decreases in male authority and influence, which in turn results in increased household power and empowerment.37 However, other research shows that male migration can reinforce and exacerbate traditional gender norms and divisions of labor. For example, women may feel increased exclusion from productive networks of information and thus formal economic opportunities;38 women in charge within the private sphere of their households does not translate into prospering in a patriarchal society.39 A study on migration on women in Mexico also found that female autonomy from relying on remittances depends on the availability and accessibility of local jobs for women.40 Several studies focused on the ‘left-behind’ women in Guatemala found that the absence of men alters the power dynamics in the household, increasing the burden for women. While there are opportunities to disrupt traditional gender roles via remittances and more decision-making power, most situations reinforce patriarchal norms:
• The burden of childcare and dependent care falls squarely on women, exacerbated by the absence of her husband. This exacerbates women’s responsibilities in the absence of social support and quality child care options, hindering her ability to work or grow a business.41
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• In Jacaltenango, a rural town in highlands of Guatemala, debilitating social stigma affected ladino and Mayan women whose husbands migrated, resulting in isolation from the community, increased anxieties and health problems. This was caused by changing gender relations within the family as well as community gossip. While the women reported substantial economic benefits of remittances, they explained that it also came with loneliness, jealousies, anxieties and family relationship challenges.42
• Women in the rural highlands of Guatemala take on more decision-making in farming activities when their husbands migrate, leading to the “feminization of the agricultural sector;” however, this increase in responsibility creates significant challenges in their role as farm operators or managers. They reported receiving limited to no support from government, either due to gender discrimination or lack of perceived need due to having a migrant spouse.43
• While women in eastern rural towns of Guatemala reported fulfilling additional tasks when their husbands left, neither the nature nor the scope of these tasks challenge the deeply entrenched gender norms. Instead, the division of labor established through the husbands’ migration further reinforced gender inequalities in households and community.44
• Guatemalan women cited feelings of stress and fatigue from new or intensified roles and responsibilities, in both assuming their husband’s work and single-handedly managing the household. Women reported experiencing continued or increased control by their migrant husbands and/or in-laws, who remotely asserted authority over household affairs, management of the remittances, and their personal mobility.45 Approaches to better support women in Guatemala with migrant husbands, include targeted technical support, economic opportunities,46 and increased community social and economic support through women’s groups, childcare opportunities, and business training. Constraint: Lack of legal protections for socially excluded groups, including LGBTQI individuals and persons living with a disability (PLWD), results in their economic exclusion from work opportunity.
The country’s antidiscrimination laws do not explicitly exist for LGBTQI individuals. Therefore, LGBTQI rights groups receive reports of general societal discrimination as well as employment violations and harassment from authority institutions and police officers.47 The Guatemala Constitution also does not contain any specific clauses on discrimination towards those with physical, sensory, intellectual, and mental disabilities in employment, education, access to health care, or the provision of other state services. The law, however, mandates equal access to public facilities and provides some other legal protections. In many cases, however, the law is not enforced.48 Interviews with NGOs representing these groups and focus group discussions comprised of individuals from these groups identified ongoing work to fight for improved and strengthened policies, identifying pervasive discrimination against them, particularly in places of work. 49 Opportunity: Regional best practices exist for gender mainstreaming and women’s economic empowerment in design, development and operation.
Through in-depth studies on SEZs in eight countries, the World Bank found several common factors acting as obstacles and enablers for women’s economic empowerment. From this they developed
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recommendations in the form of a checklist for SEZ developers, managers and operators to ensure enhanced gender equality. 50 One best practice identified in Costa Rica is to increase women’s participation in unions or worker’s associations. A few companies in Costa Rica have started or supported an “Asociacion Solidarista” that functions like a credit union to share earnings and provide loans. The companies organize initiatives to support women. These associations can also be platforms to educate women on their legal rights and advocate for other social services, such as child-care provision, transportation and infrastructure.51
World Bank Women’s Empowerment Checklist for SEZ Developers 1. Does the organization have a customer charter that includes reference to gender-equality issues? 2. Does the organization have formal links with women’s organizations (business associations, women’s employee associations) for consultation and input on policy development, management, and operations? 3. Is the organization’s staff trained to handle gender issues sensitively? 4. Are women employed in the organization, especially at levels where they interact with the public and are empowered to make decisions? 5. Are institutional systems in place to collect and monitor gender-disaggregated data, and are these regularly reported on? 6. Is gender equality seen as an explicit goal of the organization? 7. Are gender-equality perspectives evident in the major policy and planning documents guiding the work of the institution? 8. Are SEZ site vacancies advertised in locations and through media as likely to be accessed by women as by men?
Opportunity: Firm certification models exist in the region that have been successful in incentivizing improved industry gender equality practices.
While the traditional way of improving labor standards was through regulation, there are private sector- led approaches that demonstrate positive impacts on women’s employment and professional advancement. Gender firm certification, such as the Gender Equity Model (GEM) introduced by the Government of Mexico, is a successful tool for promoting gender equity in the private sector and has gained support from workers and private sector management. Firm certification is a process to validate and recognize gender equity actions in private firms, civil society organizations, and even public institutions. Generally, participation is voluntary and a firm’s commitments are based on a self- assessment. An impartial, independent agency, selected by the implementing agency, assesses compliance with the steps set out in the firm’s own action plan. Once the selected actions have been certified, the firms can receive a certification seal that can be used in their products and marketing campaigns. Preliminary results from an evaluation of the Mexico GEM program point towards an important reduction of gender gaps in employment, access to training, promotions, and wages. While workers indicated improved working conditions and environment, several firms anecdotally reported increased
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productivity and competitiveness. Since 2009, firm certification programs have been replicated using different modalities in Brazil, Uruguay, Argentina, Chile, Colombia, Egypt, and the Dominican Republic. 52 Opportunity: Despite some failures at the national level to address human trafficking, a legal framework, tools, and resources exist to screen companies for human trafficking and labor violations.
In 2017 the government increased its focus on suspected cases of forced labor and domestic servitude; sustained efforts to identify trafficking victims, particularly among vulnerable populations, such as working children, returning migrants, individuals in the sex trade, and children apprehended for illicit gang-related activities; and targeted prevention activities toward the most vulnerable populations, including indigenous communities.53 The Guatemala Secretariat against Sexual Violence, Exploitation, and Trafficking in Persons (SVET) revised and implemented the inter-institutional protocol for the protection and attention to victims of human trafficking in 2016 and published a compendium of resources to assist in identifying victims of trafficking. While some government officials continued to implement a protocol to identify potential forced labor victims during labor inspections in 2016, NGOs expressed concern that the Ministry of Labor did not proactively look for indicators of forced labor. In 2017 Guatemalan authorities held training sessions for labor inspectors and businesses to enhance identification and prosecution efforts. The government conducted a wide range of initiatives to educate potential victims, officials, and the public about the dangers, causes, and consequences of trafficking in 2016, including the launch of the “Blue Heart” campaign. SVET provided training to 32 businesses across the country, reaching a total of 2,195 individuals. The government worked with NGOs and international partners to launch a campaign to prevent fraudulent recruitment of migrant workers and worked with the private sector to promote policies to exclude products made with forced labor in efforts to reduce the demand for forced labor. SVET made several improvements in its shelters in 2016, including adding a computer lab for residents’ use; increasing job training opportunities for victims. The government re-launched the Inter-Institutional Committee Against Trafficking, developing a work plan, implementing protocols for victim protection, increasing prosecutors in its anti-trafficking unit, and expanding outreach to indigenous persons.
1.2 RECOMMENDED ACTIVITIES Following are preliminary recommendations to integrate gender and inclusion into planning, activities, and engagement under this component. Actual implementation will be dependent on CEO Project Work Plans, counterpart engagement, and other factors.
• Integrate gender mainstreaming guidance and protocols into technical assistance in support creation of an investment promotion entity, drawing upon a gender lens investing (GLI) approach.54, which seeks to support enterprises that: o Demonstrate gender equality throughout the value chain o Are founded or directed by women entrepreneurs o Offer products and services that have a positive impact on women and girls o Work directly or through actions to dismantle structural gender inequality
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o Address urgent human rights issues or social justice o Include women as significant investors
• Support firms receiving grants and technical assistance through training and technical assistance to adapt policies and establish mechanisms to grant contracts on non-discriminatory basis55 (see example policies for contractors and suppliers 56 57 (Y1 Q3 – Y3)
• Integrate gender analysis into Guatemalan legal and political environment analysis and sector analyses to define strategy for investment promotion
• Integrate gender analysis into the selection and development of strategies for economic corridors, ensuring social inclusion is embedded within targeting definitions (e.g., locations in need for developing employment opportunities among women, youth, indigenous, disabled, etc.), considering socio-economic and gender equality criteria when evaluating potential impact58 These might include employment, access to credit, entrepreneurship, and demographics.
• Ensure CEO Economic Corridor Strategies integrate social inclusion and gender equality, including community engagement and stakeholder engagement with NGOs representing women, youth, and disabled persons within the Corridor Key Stakeholder Committee (C-KSC) to inform the strategy and infrastructure needs assessment
• Integrate gender analysis and adopt a gender lens approach within all CEO assistance activities , including application of a gender lens approach to investment, integration of social impact assessment within pre-investment feasibility and design assistance with community engagement in prioritization of infrastructure projects, and embedding gender equality criterion within procurement and sub-contracts
• Integrate gender analysis within each value chain to identify gender-based constraints and opportunities (See framework from FAO 59 and GIZ60 and Agri-Pro Focus’ guidance for gender in agricultural value chains61)
• Embed gender analysis, including disaggregated data by sex, age, ethnicity, and disability status within local and national migration, remittance, or perception of economic opportunity analysis (See the IOM’s Global Migration Data Analysis Centre62, Global Migration Group Guidance on migration data63)
• Ensure communication dissemination to promote opportunities for job-seekers within ECs/ SEZs is done through various mediums to reach those that may face constraints related to literacy, internet connectivity, and ICT access (e.g., radio, dissemination through NGOs, and word-of-mouth)
• Evaluate the feasibility of adapting and applying gender firm certification, such as the Gender Equity Model (GEM)64
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Component 1 Key Resources (with hyperlinks)
• Gender and free trade agreements: Best practices and policy guidance (2013) • Fostering women’s economic empowerment through special economic zones (World Bank 2011) • Trade and gender opportunities and challenges for developing counties (UNCTAD 2004) • Gender justice in trade policy: The gender effects of economic partnership agreements (OECD) • Women’s economic opportunities in the formal private sector in Latin America and the Caribbean (World Bank 2010)
2 COMPONENT 2: FINANCIAL SERVICES MOBILIZED
2.1 ANALYSIS OF GENDER-BASED CONSTRAINTS AND OPPORTUNITIES Across emerging markets globally, women make up a large percentage of small and medium enterprises (SMEs) in both “Financial services can contribute to reinforcing asymmetries or exclusions that the informal and formal markets. However, the average exist in a society such as Guatemala. This is growth of woman-owned SMEs is significantly lower than the case with over-indebtedness and credit growth of those owned by men. Among factors that policies that are not suitable or accessible by contribute to this gap, including discrimination, burden of vulnerable populations. I believe that the exclusion of both gender, age, and ethnicity in household responsibilities, less access to business education, Guatemala, has very complex origins, and in etc., lack of access to finance is consistently identified as a the end represents a society that has always constraint for women entrepreneurs.65 Women face these been patriarchal. The indigenous people within increased barriers to access credit due to both structural the excluded segment are the most excluded.” and financial factors. In addition, global estimates indicate - NGO Interviewee in Guatemala, April 2018 that less than one percent of microfinance clients around the world are people living with disabilities (PLWD).66 The Guatemala Federation of Small and Medium Enterprises estimates that SMEs contribute 40 percent of GDP and 85 percent of employment.67 Development of SMEs in Guatemala will require reform and implementation of strict recommendations across the investment and financial sector. The country’s financial system lags behind in the provision of credit to the private sector, particularly for SMEs.68 Guatemala is also one of the only Latin American countries to not have a strategy for a financial education program aimed at financial literacy for students.69 In revamping the country’s financial system, there are important gender differences to consider in how women- and men- owned enterprises access and use credit, looking at the intersection of youth, disability, indigenous status, and sexual orientation. Tailoring financial services to women and indigenous entrepreneurs is crucial to harness their productive capacity. Designing financial services in ways that account for gender specific constraints, such as substituting traditional forms of collateral or by delivering financial services with innovative approaches– can increase access to savings and credit and in turn impact the growth of women-owned enterprises.70 Constraint: Structural barriers and perceived bias disproportionately and negatively affect women’s and indigenous peoples’ access to credit.
Small and medium enterprises (SMEs) with female ownership represent 30 to 37 percent (8–10 million) of all SMEs in emerging markets globally, with unmet financial needs of up to $300 billion.71 In Guatemala, male-owned businesses have greater access to formal or semi-formal sources of credit, primarily from private banks, while a higher share of female-owned firms use informal sources of credit,
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such as family and friends.72 Among firms with 5 or more employees, the main source of credit for 25 percent of female entrepreneurs is relatives and friends, while this is only the case for 7 percent of male business owners of the same size.73 While 14 percent of self-employed men have access to credit, only 7 percent of self-employed women have access. 74 An analysis of the 2010 World Bank enterprise surveys found no significant differences in access to credit between men and women in all surveyed LAC countries, including Guatemala, when measuring the percentage of working capital financed by banks to male-owned (24 percent) and female-owned (23 percent) enterprises; and the percentage of male-owned (41.5) and female-owned (46.7) firms that have a loan from a financial institution.75 However, there are many limitations in this data, as it only surveys formally registered firms with more than five employees, leaving out the majority of women and indigenous entrepreneurs in Guatemala that are more likely to be operating in the informal sector.76 However, the analysis did find that male and female entrepreneurs in the formal sector use credit very differently; women tend to use credit less often, have smaller loans, and rely more frequently on informal sources of credit. The analysis also found that female entrepreneurs tend to use credit less often, take out smaller loans, and rely on more informal sources of financing.77 This is consistent with women’s higher participation in microcredit schemes with solidarity groups that do not require a guarantee. Loans to male business owners are on average between 2.2 and 2.5 times larger than loans to female business owners.78 Women entrepreneurs also seem to exhibit higher risk aversion or fear to apply for credit, as well as less familiarity and satisfaction with larger-size credit institutions. 79 NGOs and individuals interviewed for this analysis expressed high levels of resentment among the indigenous population, who feel they have been discriminated against because of their sociocultural background. They feel that financial institutions in Guatemala standardize their services and products with complete disregard for indigenous persons. 80 Non-financial barriers can include lower rates of literacy and education, as well as increased social stigma and exclusion for entrepreneurs from these populations.81 In Guatemala, the following financial barriers inhibit women’s and indigenous person’s access to credit:
• Lack of access to formal bank accounts limits women’s ability to access formal lines of credit and savings. In Guatemala, women and the poor are less likely to have an account; in 2014, 41 percent of all Guatemalans held an account at a financial institution, compared to 35 percent of women and only 27 percent in the poorest 40 percent of Guatemalan households.82
• Lack of asset ownership is a limiting factor in accessing credit across Latin America.83 Collateral in Guatemala is needed to secure bank financing, presenting an obstacle for women and indigenous peoples with a lack of adequate assets. Only 7.8 percent of Guatemalan land owners are women,84 which inhibits women’s access to use land as collateral. When comparing the use of “hard” collateral (land or real estate) between nascent male and female business owners, in the same wealth bracket, 38 percent of male owners in the lower third bracket of wealth used hard collateral, while only 7 percent of female owners did the same. In the highest bracket, men’s use of collateral is twice that of female entrepreneurs.85 In Guatemala, women’s independent ownership of land is a significant indictor of women’s participation in agricultural export production.86 Women business owners across Latin America tend to use signed documents and movable property as the main form of guarantee, which are more limiting in terms of financing through banks and other formal sources of credit.87
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• Lack of credit history prevents women and indigenous people in accessing credit. Most banks do not record or accept loans of a certain size and don’t consider micro-credit as part of credit history, which in turn can exclude the credit history of many female or nascent entrepreneurs.88 Even when women entrepreneurs are successful in obtaining credit from a bank, the terms of borrowing loans tend to be less favorable for women.89 Studies globally show that women entrepreneurs are more likely to face higher interest rates, required to collateralize a higher share of the loan, and have shorter-term loans.90
Perceptions from the field: What is a bank’s image of a businessperson worthy of a loan?
Interviews and focus group discussions with NGOs and community members revealed strong feelings and perceptions about discrimination against women and other disadvantaged groups within the formal financial sector. One interviewee stated, “Women are viewed by banks as not being productive, not as consumers, as lacking skills, and are not favored for jobs, so loans are not extended to them.” However, anecdotal evidence suggested that women who have managed to obtain loans from the banking system have proven to be very good and responsible administrators. A person living with a disability is also someone whom those interviewed feel financial institutions discriminate against, as they are viewed as not having the capacity to repay a loan.
Women and men interviewed are of the view point that banks hold a particular image of a successful businessperson in Guatemala as a white or Mestizo Spanish-speaking man who comes from a wealthy family. They believe that this bias limits opportunities for indigenous and non-indigenous people wishing to engage with a financial institution, and that there exists little political will to change this. possibility of paying an even disabled loan or a member of the LGBTI community.
Structural challenges that disproportionately impact women in hindering their access to financial services and products include:
• Complicated and rigorous review process, which women often do not understand and find intimidating, especially if they do not speak Spanish or are illiterate. • Documents requested by the banks are reportedly in the name of men, including titles or deeds to assets One female entrepreneur elaborated,
“One of the difficulties that has happened to me is that when one wants to access a loan in a private bank or in a cooperative, women are not able to fulfill all the requirements. For example, when a property deed is requested as collateral, many times or most times the property is in the husband's name. Even if it is only 10,000 [quetzals] a woman requests, she has no collateral or has no guarantee. The other requirement is that she has formal work, and most women do not have a formal job, therefore she does not fill the requirements to access the credit.
• Regulatory barriers and discriminatory practices restrict women-led business growth. In Guatemala it is not illegal to discriminate based on gender or marital status when making credit decisions. No laws exist that prohibit discrimination based on gender in hiring or mandate equal remuneration for work of equal value.91 Constraint: National level efforts to improve MSME productivity exclude a framework of inclusion to ensure that women, indigenous, youth, disabled and others are considered in planning.
The Enhancing Micro, Small and Medium Enterprise (MSME) Productivity Project (2011) was funded through a World Bank loan and managed by the Ministry of Economy (MINECO). The objective of the project was to stimulate growth in MSMEs, particularly in the tourist and agribusiness sectors. The three components of the plan included: improving and promoting business development services, creating productive value chains, and project management and monitoring. Unfortunately, the project details little
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on its engagement and indicators for women, indigenous communities or youth. This is a missed opportunity to address systemic inequity from policies to practices. Constraint: Despite the economic support remittances provide to families, men still exhibit high levels of control in investment and expenditure decision-making, sometimes increasing women’s economic vulnerability.
In 2016, 7.5 billion US dollars were received as remittances in Guatemala, which represents nearly 10.9 percent of the country’s GDP, a record high and a 15 percent increase from 2015.92 Almost all (97 percent) of the money from remittances was sent from the US.93 According to the Guatemalan Living Standards Survey, 20 percent of all households in Guatemala receive remittances. More than a quarter of non-poor households receive remittances compared with only 16 percent of poor households and 11 percent of extremely poor households. For those who receive them, remittances comprise 20 percent of their total income per capita.94 In 2016, 71 percent of remittance recipients were women and on average 40 years of age. Within households receiving remittances, 63 percent are engaged in household work, 26 percent are involved with agriculture and livestock, 6 percent work as traders or entrepreneurs, and 2.3 percent are “Guatemala maintains high percentages of remittances, unemployed. Nearly 48 percent of the recipients mainly from the United States, which cushions the pressure [families face] due to the lack of employment. 95 reported being self-employed Half (50 percent) of However, it is recognized that remittances are family remittances were used for consumption goods (food subsistence funds that mostly serve basic needs. and clothing), though men spend slightly more in this Families receive little in remittances—they are not category than women, who spend more on health and large amounts. There are few families that invest in business or something that helps the women, since 96 education. they are the most excluded. Some parents who left Remittances are one of the most visible tangible abandoned their children as teenagers. They forgot they had daughters here and no longer send them effects of migration, although research on their impact anything.” on poverty and on gender is still limited. An impact - Interviewee in Guatemala, April 2018 study of remittances in Guatemala found that remittances reduced the level, depth and severity of poverty in Guatemala, the extent to which depends on factors at the household level.97 However, it cannot be assumed that men’s migration is a universally positive and empowering experience for their female partners, nor that all women ‘left-behind’ are struggling in isolation and subordinate male control. Rather, this reveals complex gender dynamics that play out in the management and investment of remittances at a household level. Male migrants from the highlands of Guatemala still exhibit a high level of control over household decisions, especially those related to investments, limiting women’s decision-making power over investments for remittances.98 Interviews with NGOs and individuals for this analysis corroborated this finding, with many people noting that when men migrate out women are put at a disadvantage with greater economic vulnerability, as they become the head of the household in a patriarchal society that makes it more difficult for her to access services and resources, in addition to facing judgment and discrimination. NGOs and individuals who participated in interviews and FGDs for this analysis do recognize the positive role that remittances play as family subsistence funds, which may improve the quality of life of families. However, they also recognize that families who receive remittances and prosper are those who have benefitted from technical knowledge about investments and planning for the future, which many families lack. 99
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Opportunity: Many women’s business networks, associations, and accelerator programs exist in Guatemala, which are a valuable source of entrepreneurship promotion and employee retention. “There is not much that can be done about Business networks are vital platforms for market information, innovation in the financial field, but what accesses to finances, linkages to suppliers and thus help can be done can be very linked. [But] catalyze growth. However, many trade associations and technological innovation has the capacity to chambers of commerce are typically male-dominated or retain break barriers. For example, the indigenous population has digital phones and has joined a gender bias against women. Moreover, the “machismo” the Internet. I do not say it is wonderful, but culture of deeply-rooted beliefs that masculinity is superior to this has broken impossible barriers with femininity is rampant in LAC and makes these barriers to this information. This was unthinkable 10 business opportunities and networks greater; this mindset years ago—now in the rural area there are almost 3 phones per inhabitant. dictates the traditional view on the place and role women should occupy in society, which does not include business Interviewee in Guatemala, April 2018 associations and networks.100 However, LAC has seen a growing number of women’s business associations to help women at every level build their networks, tap into new opportunities, obtain credit, improve financial literacy, and access technology. They can provide invaluable mentoring for women and increase female entrepreneurs’ awareness of other policies and programs to support their enterprises.101 Pairing trainees during training sessions or providing mentoring, business counseling and coaching services can encourage social interaction, networking, and opening to investment channels. (See Annex VI for a full list of networks, associations, and accelerator programs). Opportunity: Mobile banking can facilitate financial inclusion when coupled with regulation and gender-aware programming.
Guatemala stands out in the region with their coverage of physical financial touch-points (branches, ATMs and agent banks) within all the country’s regions and municipalities.102 However, coverage does not necessarily translate to access. Digital platforms (online and mobile) for financial services are increasingly used to reach people who are otherwise excluded from the traditional financial system. Global System for Mobile Communications (GSMA) defines mobile banking as a tool that enables both transactional and non-transactional services, including visualizing financial information from a mobile phone,103 while the World Bank defines mobile money accounts as limited services that can be used without an account at a financial institution. Therefore, mobile and online banking can provide a more convenient and affordable approach for banking and financial services. In 2014, nearly 60 percent of Guatemalans did not have an account at a financial institution, mostly women (65 percent) and people living in poverty (73 percent).104 In 2012, IFC released a scoping report on mobile money in Guatemala. Telecom giants Tigo and Claro, who together own more than 75 percent of the mobile market in Guatemala, partnered with Banrural Bank to launch the first mobile money solutions in the country.105 In 2015, 1.2 million accounts and credit lines in Guatemala were affiliated with mobile services. However, the majority of accounts were concentrated in the municipality of Guatemala City, followed by the North region in the departments of Alta Verapaz and Baja Verapaz.106 This coverage illustrates that the rural, less populated municipalities are still currently excluded from the mobile financial system in Guatemala.107
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In 2014, while there was an estimated 106 percent mobile phone penetration in Guatemala, the internet penetration remained low around 20 percent.108 The gender gap of mobile phone ownership is 8% in rural areas in Guatemala compared with 3 percent in urban areas, and the gap for mobile internet use is 13 percent in both rural and urban areas.109 Closing the digital financial inclusion gap between men and women’s mobile money use must also focus on gender equality in technology use. A strong regulatory ecosystem is essential for the development of a digital financial market. However, according to GSMA, Guatemala is missing the enabling regulatory environment to fully embrace the potential of mobile technology for financial inclusion.110 Guatemala is the last country in the region that has not yet adopted a law for mobile money regulation.
Best practices: Making mobile money more accessible for women To accelerate financial inclusion for women through mobile money services, it is important to ensure that they services are accessible, affordable, usable, safe and relevant for women — and that women have the skills and confidence to use them.
• Adopt flexible agent regulation to ease access to mobile money agents for women • Use tiered Know Your Customer (KYC) to make it easier for women to sign up for mobile money • Use tiered KYC to make it easier for women to sign up for mobile money and to streamline the registration process. • Allow innovative products that are particularly relevant for women such as the use of mobile money for international remittances or government payments • Ease collateral requirements for women • Check affordability as women are often more price sensitive than men since they tend to earn less and have less control over household income • Boost women’s financial literacy Scharwatt, C. (August 24, 2017). Closing the gender gap in mobile money. A regulatory and policy outlook [Blog post]. Retrieved from https://www.afi-global.org/blog/2017/08/closing-gender-gap-mobile-money-regulatory-and-policy-outlook
2.2 RECOMMENDED ACTIVITIES Following are preliminary recommendations to integrate gender and inclusion into planning, activities, and engagement under this component. Actual implementation will be dependent on CEO Project Work Plans, counterpart engagement, and other factors. The overarching strategy is to increase autonomy, voice, and agency of socially excluded groups to strengthen their ability to access trainings, financial products, and; while at the same improving an enabling environment with the government, FIs, and communities to support, encourage, and demand improved access to financial services among these groups. Specific recommendations include:
• Consider adapting a Gender Marker for FI’s to self-assess their work on gender to compare with others in the country (See high level work on gender tracking and markers111)
• Embed select gender equality/social inclusion eligibility and selection criteria for prospective partner financial institutions and companies and into internal guidelines for evaluating opportunities and designing support (e.g., existence of gender equality/social inclusion policy; presence of women/traditionally excluded groups in company leadership; track record on
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percentage of financial service product recipients who are women/indigenous SME owners, existence of products that meet needs of women, indigenous, youth, and other SME owners)
• Embed in support to INFOM’s improvement of financial services available to municipalities development of a gender equality strategy and targeting of financing for underserved women entrepreneurs/ indigenous entrepreneurs
• Address financial inclusion within knowledge and capacity support via FI Capacity Development Strategy and Action Plans, as well as within forums, for partner organizations in the finance sector
• Embed social and gender analysis within detailed market analysis of financing for construction, including commercial viability of credit mechanisms for public and low-income housing
• Support FIs with technical support and tools to disaggregate all data by sex, age, disability, and ethnicity, including loan applications, loan approvals, sizes, bank accounts, savings accounts, etc. to inform analysis of the reach of their products (See Chapter 5 of IFC Recommendations 112)
• Through mapping and market engagement, identify woman-friendly, indigenous-friendly, youth- friendly grant organizations, angel investors, impact investors, venture capital, private equity, NGOs, and other entities to link to high growth potential SMEs owned by these groups, embedding questions within surveys of prospective partners (See Strategic Partnerships)
• Actively include women’s and indigenous groups in convening stakeholder workshops in ECs with actors from the financial sectors, to determine how best to support women and families in financial planning to utilize remittances
• Develop list of global, national and local business networks, associations and resources aimed at supporting women, youth, disabled, LGBTQI employees and entrepreneurs; disseminate through appropriate communications and channels to reach target groups (See example for LGBTQI networks113 and women’s networks114)
• Ensure outreach for bidders’ conferences includes targeted outreach to woman-owned and indigenous owned SMEs, through channels such as women’s business networks and NGOs working with these populations
• Include in reviews of business enabling environment and the formalization process for enterprises focus groups with SMEs owned by women, indigenous, and other disadvantaged groups (See LAC specific guidelines for transition to formalization from Global Fairness 115, ILO116,117, and ITC 118).
• Host women- and indigenous-specific SME owner “pitch” workshops, with emphasis on building confidence to pitch to equity investors (Y1)
• Support funds that belong to women (eg: Sofia Fund, Founding Women Fund, ProMujer, Alliance of Cooperative Women of Guatemala) by hosting networking events and conferences to bring together fund managers, venture capitalists, existing accelerators, and women’s business networks (See recommendations from page 20 from the European Institute for Gender Equality’s good practices for women’s entrepreneurship119)
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• In targeting of remittance recipients for financial literacy training and outreach, overlay with family outreach/ engagement to ensure family acceptance of the remittance recipient to participate in trainings and improve decision-making of remittance recipients over investments of funds
• Support FIs technical support and tools to conduct gender analysis of their products, utilizing their own quantitative data collected (e.g. do they have flexible agent regulations to ease access to mobile money agents? Do they use a tried “Know Your Customer” approach to make it easier for women to sign up for mobile money and streamline the registration process? Are products relevant for women, such as use of mobile money for international remittances or government payments? Are collateral requirements eased? Are products affordable? Is financial literacy extended as a compliment to products? Are products and mobile apps available in indigenous languages?) 120
Component 2 Key Resources (with hyperlinks)
• Financial inclusion of excluded segments: Learning from experience delivery of financial services to persons with disabilities (2014) • Financial education and inclusion in Latin America and the Caribbean programs of central banks and financial superintendencie (2014) • Women’s economic opportunities in the formal private sector in Latin America and the Caribbean (World Bank 2010) • The state of food and agriculture 2010–11 (FAO. 2011) • Strengthening access to finance for women-owned SMEs in developing countries (IFC 2011) • Regulatory Approaches to mobile financial services in Latin America (AFI 2014) • Promoting women’s economic independence and entrepreneurship good practices (2015) • Bridging the gender gap: Promoting women’s financial inclusion: Tools and guidance from the AFI network (AFI 2017)
3 COMPONENT 3: PRODUCTIVE INFRASTRUCTURE UPGRADED
3.1 ANALYSIS OF GENDER-BASED CONSTRAINTS AND OPPORTUNITIES The Government of Guatemala (GOG) invests less than 1 percent of GDP into public infrastructure, among the lowest in Latin America and other emerging markets.121 Investments in productive infrastructure such as roads, railways, airports, energy networks, telecommunications, housing, water and sanitation are seen as high economic return in order to stimulate private sector economic activity. These core infrastructure services have a particular effect on women and other marginalized populations, including indigenous, youth, and disabled peoples, in both their private and public lives. Research finds that lack of roads and other transport infrastructure constrain the ability of women more than men to perform routine, household activities as well as generate income.122 In the Women Entrepreneur Cities Index, Dell’s assessment of a city’s ability to attract and support high-potential women entrepreneurs, transportation is a key evaluation criterion.123 Transportation in particular has the potential to drastically impact the quality of life, safety and security of women, as well as influence their productivity and economic empowerment. In a country tackling high rates of violence, safe and reliable public spaces and transportation is fundamental to mitigate risks for women, girls, and indigenous peoples, as well as socially excluded populations such as persons living with a disability and LGBTQI individuals. Guatemala’s struggle with crime and violence imposes a burden on the country’s development; the economic cost of crime was equivalent to 10 percent of GDP in 2014.124 Poor infrastructure can be both a cause and catalyst for
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crime and violence, which disproportionately affects certain “USAID must ask: Who uses the communities, including the urban poor and the historically infrastructure? For what purposes? marginalized. More women than men in Guatemala cite How is it funded? What impact will reluctance to use public transport and spaces for fear of it have on individuals, households, violence or harassment. For example, women are dropping and communities? Infrastructure is out of vocational night schools in increasing numbers, due to not gender-neutral; men, women, fears for personal safety after dark.125 Investing in public and vulnerable populations use works of roads and transport have high potential to benefit infrastructure differently. women; prioritizing projects in energy and electricity can Therefore, it affects daily lives of also contribute to gender-based violence (GBV) prevention both men and women creating and contribute to female empowerment.126 different economic opporunities Investments in productive and gender-responsive and resource allocations (internal infrastructure that increase access to services for the poor, citation omitted).” women, girls, disabled and other marginalized peoples would O’Neil, D., Renzi, D., McDermott, A., & Atanassova, A. lower logistics costs, improve competitiveness and create 2015. Building a safer world: Toolkit for integrating GBV prevention and response into USAID energy and 127 employment that would benefit these communities. infrastructure projects. Retrieved from USAID agency Measuring gendered outcome indicators for infrastructure website such as time savings in women’s commute, frequency of trips https://www.usaid.gov/sites/default/files/documents/1865 /FINAL_GBV_EI_Toolkit_Aug2015.pdf. to health clinics, income changes in female or indigenous workers and entrepreneurs will strengthen the evidence based for successful approaches in the country.128 Infrastructure planning within SEZs that engages women in the planning process promotes productivity of women by prioritizing gender-responsive infrastructure such as creation of SEZ-level social services, transportation, housing, schools and childcare spaces.129 However, infrastructure planning and prioritization that excludes women, indigenous persons, and people living with disabilities runs a high risk of exacerbating existing inequalities, causing harm and safety risks, and building infrastructure that is not fit-for-purpose. Constraint: Poorly planned infrastructure projects may exacerbate inequities and introduce risks for people from vulnerable communities.
Investing in infrastructure can have great benefits for both social and economic development. For instance, in Peru, a road improvement project that consulted with local women reported several positive outcomes for women: increased mobility (77%), greater safety in travel (67%) and improvements in income (43%). Women’s involvement in planning and operation and maintenance (O&M) committees can also facilitate additional opportunities in the transport sector and support media campaigns to address social norms constraining women’s mobility.130 However, the across the globe, the infrastructure sector typically has gender-neutral policies and planning in infrastructure projects.131 Gender-neutral policies fail to take into account the unique uses and different benefits or constraints imposed by infrastructure facilities and services on various groups, depending on gender, age, physical ability, and economic and social class.132 These groups have different access to and use of infrastructure facilities and services, which then affect patterns of labor and lifestyle, including employment and labor participation. Without adequate considerations of the context and impact of infrastructure projects, existing inequalities can be exacerbated and potential harm introduced for individuals from vulnerable groups. 133 This includes increased risk of, and vulnerability to, sexual
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violence and human trafficking, exploitation, and harassment within communities, as well as reinforced barriers to social, economic and political opportunities.134 Examples of consequences of projects failing to consider the needs of different groups of people in infrastructure planning include:
• Poorly-lit and designed public toilet blocks where women are harassed and assaulted135
• WASH projects where flooding forces women, men, boys and girls to walk in areas that are unsafe, exposing them, especially women and girls, to violence136
• Lack of pedestrian pavements and crossings increase risk of road vehicle accidents for women and children, who are more likely than men to walk or use public transport137
• Inadequate lighting in streets, especially on paths frequented by women and children (transport to night schools or childcare) increase risk of violence138
• Poor design of public transport stops and location with long walking distances from people’s homes increase rates of violence for women139
• Poor design of electrification projects that do not consider lighting of public spaces and thus expose women and girls to GBV and threaten the safety of women, men, boys and girls140
• Lack of integrated transport routes whereby transport stations are located away from key services such as schools, health centers, resulting in long walking time for women, in turn a barrier for enhanced economic empowerment141
• Lack of paved secondary roads in rural areas can enhance barriers for women to access job opportunities and markets142
• Sexual harassment on or near construction sites when a few women engineers or construction workers join a male-dominated industry143 A World Bank review of a decade and a half of infrastructure investment tracked the use of gender integration methods in over 1,200 projects and found that in addition to an upward trend in gender mainstreaming, consultation was the most commonly used method – yet still was used in only 17 percent of projects. However, only 2 percent of projects reviewed articulated a gender equality component in their project objectives and budget.144
Interviewees and community members reported that “Women are the last in the government's priorities some positive progress has been made to open local to create social infrastructure that allows leisure and spaces for women’s participation and working toward medical care spaces. Often [the government] does reducing violence and participating in community not implement what they want. For example, if women ask for health service infrastructure and men oversight and monitoring committees. However, the ask for a football field, surely the men’s project is the vast majority of community members and NGOs who one that is going to be built. It is important to define participated in interviews and focus group discussions who the service is meant for—women or men—in for this analysis reported that they are of the viewpoint the operation of the infrastructure services.” that women are the very last in line for the - Interviewee for gender analysis in Guatemala, April government’s priorities to create social infrastructure 2018 and are often left out of planning and design processes. Some reported that women fear to inquire about planning within municipalities, for fear of reprisal. Women reported that their infrastructure priorities include improved living conditions for families within their municipalities, improved medical care
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facilities, and improved public facilities for leisure activities. Community members and NGOs reported that they want to ensure that the voices of women, youth and indigenous peoples are heard and valued within planning, monitoring, and operation and maintenance committees for infrastructure projects, from which they currently feel excluded. They made specific suggestions, including: 145
• Guarantee a percentage of women in decision-making positions
• Allow space and opportunity for young people to submit proposals for infrastructure they value, including those that for recreation activities
• Guarantee that indigenous peoples are part of decision-making committees, particularly when works are being carried out in communal territories, in a forum that connects with their cultural identity to build their confidence and esteem while honoring their cultural heritage
Best Practices for gender mainstreaming in infrastructure sector
Gender should be considered in all infrastructure sectors (water and sanitation, energy, transportation, urban development, etc.) and in all aspects of the project cycle (planning, construction, operation and management, maintenance, etc.).
In all cases, women, youth, PLWD, and LGBTQI persons should be considered important stakeholders, end- users, and labor force candidates for construction projects. Key best practices include but are not limited to:
• Consultation (meetings, boards, surveys)
• Representation in municipal planning committees
• Women’s participation on project committees (for construction or project maintenance)
• Gender awareness training for infrastructure sector decision-makers and workers
• Gender quotas in construction procurements focused on SMEs
Jacobson, J., Mohun, R. & Sajjad, F. 2016. Infrastructure: A Game Changer for Women’s Economic Empowerment. Retrieved from: http://www.sddirect.org.uk/media/1353/infrastructure-womens-economic-empowerment-scoping-report.pdf
Constraint: Current infrastructure and transport challenges inhibits the advancement of women and indigenous peoples in education, health, and economic empowerment.
In Guatemala City, about two million people (two thirds of the city’s population) ride the bus every day. For many, it is not a safe journey, especially for women and girls.146 Women refer to high levels of violence as a threat that prevents them from traveling for household chores and work, particularly after dark. Out of the 1,500 complaints the Association of Transport Users in Guatemala receives annually about passenger abuse, more than a third of them involve the sexual harassment of women and girls.147 In a 2014 survey of male and female assault victims from the last two months nationally, 62 percent of victims were assaulted on the street, nearly 20 percent on public transportation, and around 5% in the market.148 The Guatemalan Development Foundation found that Guatemala spent the equivalent of nearly eight percent of its GDP, or $6.7 billion USD, on costs related to violence, interpreted as economic impact of crime in Guatemala.149
Lack of roads and road quality is a major bottleneck to progress in Guatemala.150 Poor infrastructure, especially in road works, exacerbates the isolation felt by poor indigenous communities in the north and
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northwest highlands. Rural indigenous communities are less connected (physically and digitally) and further away from vulnerability-reducing services. In some rural areas in the highlands, women reported spending four hours collecting wood for their households. Lack of paved roads also decreases the access to local markets and employment, specifically for youth and women in indigenous communities.151 Where there are paved, well-maintained roads this is correlated with access to other services such as communication infrastructure (telephone connection and post-offices), and the presence of more banks, police stations, and fire stations. 152 Infrastructure also has direct implications on healthcare across all communities; 50 percent of Guatemalans who attended a health clinic for an accident or health issue traveled by foot and 28 percent used public transportation. The percentage traveling by foot is higher in the rural north and northwest, likely due to poor infrastructure and further distances to reach health clinics.153 These barriers are a primary cause for three-fold rates of maternal mortality rates among indigenous women compared to non-indigenous women.154 Constraint: PPP negotiations are often missed opportunities to create incentives and leverage points to overcome gender inequalities and empower women.
Public Private Partnerships (PPPs) are increasingly used to overcome government constraints for lack of public funds. In support of their national economic strategy, the Government of Guatemala, with support from programs such as USAID’s Guatemala CEO Project, plan to increase the PPPs in the next five years. 155 Latin America is seeing a surge of interest and investment in infrastructure, especially through financing projects through PPPs.156 In many LAC countries, project planning is outsourced to the private sector through unsolicited bids, which poses a challenge to encourage private sector investment in mainstreaming. A report by the IFC found the four main gendered impacts of PPPs in infrastructure are women’s time, economic activity and resources, health and safety, and planning, policy and decision- making. Clear policies and guidelines around gender equality in infrastructure can encourage private sector decision-makers to account for these factors; however, there remain gaps in translation to practice and monitor these ‘trade-offs.’157 It can also be challenging to target (and measure) impact on women and marginalized communities, given that the private sector may prioritize financial and economic, rather than social, returns on their investment.158 Strengthening the business case for gender mainstreaming in PPPs may better enable decision-makers to support a gender-aware investment strategy.159 There are opportunities to provide technical assistance to national and municipal governments to negotiate innovative PPP contracts to help eliminate gender inequities and promote women’s economic empowerment. Support can focus on eliminating gender biases from legal frameworks governing PPPs, developing gender-specific affordability analysis, and setting out service quality standards for private firms to ensure that women’s needs are met.160 Some global best practices for integrating gender into PPP management and negotiations include:161
• Embedding women’s economic empowerment into contract clauses, performance standards or social safeguard mechanisms.
• Ensuring that policy and legislation recognizes the diverse needs, constraints and opportunities of both women and men.
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• Encouraging the partnership with non-profit organizations (NGOs) and civil society organizations within the PPP can bring about other approaches and methods for improving employment and empowerment.
• Following national and government guidelines to budget a minimum of 0.05% to focus on women, girls, and the elderly. Constraint: The policy and regulatory environment related to procurement in Guatemala is gender-blind, which may exacerbate gender inequalities.
The procurement market comprises 10 to 15 per cent of the GDP of developed countries and up to 30 to 40 per cent of the economies of least developed countries (LDCs).162 Therefore, public procurement has great potential to either exacerbate existing inequalities or to promote gender equality and women’s empowerment. Across the globe, procurement reform for gender equality is calling for governments to review the rules and practices that have largely excluded women-owned enterprises (WOEs).163 While there is a need for more transparent procurement policies to eradicate corruption, the rules and regulations put in place to ensure value for money must also take into account how they can inadvertently restrict women-owned enterprises (WOEs).164 Given that WOEs in Guatemala primarily fall into the micro, small and medium sized enterprises (MSMEs), reducing the size of tenders would favor women businesses. Reasons for historical exclusion of woman-owned MSMEs from the market are many, including insufficient access to information or understanding about tender processes and ability to meet requirements and be compliant. Further, gender equality is not integrated as an explicit category into Guatemala’s national procurement framework, nor as a preferential clause. The 2017-2019 USAID-funded project on Fiscal and Procurement Reform Project (FPRP) in Guatemala includes activities to increase the utilization of Guatemalan SMEs in government procurement, although does not appear to include any gender-specific indicators, representing a missed opportunity to address inequalities.
Global best practices to support an equitable and inclusive government procurement policy and regulatory environment
• “Revive, formulate, if necessary, and implement policies, including business, commercial and contract law and government regulations, to ensure they do not discrimination against micro, small and medium-sized enterprises owned by women in the rural and urban areas.” The Platform for Action from the 1995 UN Fourth Conference on Women in Beijing (Section F2. 166 (h)) http://www.un.org/womenwatch/daw/beijing/pdf/Beijing%20full%20report%20E.pdf) • Create ‘set-asides’ or forms of preferential treatment for certain populations, such as enterprises owned by women, people living with disabilities or indigenous peoples. One promising innovation is the introduction by national, local or municipal governments requiring that firms bidding for procurement contracts disclose information about their gender pay equity. Casier, L.; Huizenga, R. Perera, O, Ruete, M & Turley, L. 2015. International Institute for Sustainable Development. Implementing Sustainable Public Procurement in Latin America and the Caribbean. • Develop better monitoring systems for public and private procurement with gender-differentiated data available on contractors. Kirton, R. M. 2013. Gender, Trade and Public Procurement Policy. Retrieved from http://thecommonwealth.org/sites/default/files/news-items/documents/Gender, Trade and Public Procurement Policy.pdf
Chile is a leading example in the Latin American context that underwent comprehensive reform of their procurement policies to target SMEs owned by women. The share of women participating in the public procurement system reached a record high in the region at 36.5 percent of total participants in 2016.165 Part of this reform included the launch of an electronic platform called ChileCompra with an aim of making public procurement more accessible to SMEs, including WOEs. This online platform has addressed many common barriers that MSMEs, face including: difficulty in meeting requirements of very large contracts, lack of access to information, limited skills, experience, and time to prepare bids, and
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cumbersome bureaucracy.166 Additionally, Chile’s achievement is credited to expansion of the training and certification for WOEs and support for formation of women’s associations.167 Constraint: Participation of women in the male-dominated infrastructure sector is limited both in employment opportunity and community engagement.
The traditional roles assigned to men give them greater decision-making power within planning and decision-making nationally and locally, as well as greater employment opportunity.168 Across the globe, the infrastructure sector has a male-dominated labor force.169 In Guatemala, 0.1% of all construction workers are women,170 and indigenous women make up only 12.2% of those women.171 Combined with traditional gender roles, procurement mechanisms for contracting technicians and engineers for construction often block the participation of women, indigenous persons, young people, and persons living with a disability.172 Opportunity: In the absence of a strong policy and regulatory environment related to procurement in Guatemala, private sector procurement policies and practices may be powerful forces in supporting woman-owned MSMEs.
Contracts, bids, and requests for proposals (RFPs) are opportunities for mainstreaming gender equality within infrastructure projects. However, these documents often do not provide specific clauses and requirements for clear enforcement. Contracts are a legal mechanism that can be used to enforce specific and agreed upon measures to work toward gender equality and women’s empowerment. Like anything in a contract—the more specific and actionable requirements are for hiring women, engaging with communities, or setting aside contracts for local female-owned small businesses—the greater likelihood of this actually being done.173
Private firms may be required or have incentive in the “Support the private sector, including transnational contracting processes to incorporate gender and racial and national corporations, to adapt policies and equality within sub-contracts. Clauses may require establish mechanisms to grant contracts on non- gender competence and considerations within the discriminatory basis.” competitive tender bid, as well as inclusion of criteria for The Platform for Action from the 1995 UN Fourth the evaluation of proposals and monitoring of the Conference on Women in Beijing (Section F4. 177 implementation.174 For example, UN Women (a)) (http://www.un.org/womenwatch/daw/beijing/pdf/Beijin encourages suppliers to include information regarding g%20full%20report%20E.pdf) the percentage of women: 1) employed in the supplier’s organization; 2) in executive and senior positions; and 3) shareholders. Such data can be used as criteria within the evaluation of tenders, as well as for statistical purposes.175 The private sector at times needs to be nudged into action. Some best practices for improving private sector commitment to procurement from women-owned businesses are as follows: 176
• Establish corporate policy and top corporate management support
• Develop a corporate supplier development plan for women-owned businesses
• Establish comprehensive internal and external communications
• Identify opportunities for women-owned businesses in strategic sourcing and supply chain management
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• Establish comprehensive supplier development process
• Establish tracking, reporting and goal-setting mechanisms
• Establish a continuous improvement plan Opportunity: Investment in improved (safe, accessible, affordable) infrastructure can benefit women’s employment and business.
Improved infrastructure supports women’s economic empowerment (WEE) in many ways. Investing in infrastructure priority sectors, including energy, WASH, transport, affordable serviced land and housing and ICT will jump start women’s economic empowerment.177 Investing in infrastructure has the potential to transform women’s involvement in planning, policy and decision-making to ensure that investment leads to improved infrastructure that can have potentially transformative impacts:178
• Reduces the time women spend on unpaid work and care, freeing up time for productive work;
• Increases investment in social infrastructure - health, education, and care services – critical for a healthy and productive workforce.
• Increases women’s physical mobility leading to improved access to markets, goods, services and jobs;
• Expands market activity and new job opportunities for women in formal and informal sectors, including in traditionally male-dominated sectors;
• Increases and stabilizes workers’ incomes by improving productivity and access to customers and suppliers for existing enterprises; and
• Reduces exposure to risk of gender-based violence and other health and safety risks that disproportionately affect women and impact on their economic participation. In the Guatemalan highlands, access to clean drinking water is limited. Water, while plentiful, is often polluted, with 90% of water resources identified as heavily contaminated,179 affecting the health of the population and costing women time and money in seeking out clean water. Electrification is limited in some departments in Guatemala. Clean and accessible drinking water saves women time in securing water and time in caring for sick children and family members, while electrification improves productive working hours. Women entrepreneurs are disproportionately disadvantaged when it comes to transportation infrastructure:
• Women spend a higher share of their income on transportation costs than men, eroding their profits and reducing their abilities to invest in their businesses and other productive activities.
• Long commutes limit women’s ability to take formal or higher paying jobs because they are not compatible with their care duties.180
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• Limited mobility contributes to restricted knowledge of market prices and bargaining power, which again often lead women to sell their products to middlemen who take a large share of profits. Sound planning and investment in improved infrastructure that prioritizes women’s safety and economic empowerment is paramount to economic growth. Examples of gender-aware infrastructure investments include:
• In an innovative and multi-faceted approach to tackle the violence, sexual abuse, extortion and bribery that can take place on buses in Guatemala City, the government with various partners (Cities Alliance, Transparency International, Acción Ciudadana and its partner, the Guatemalan Ombudsman for Human Rights) piloted an online platform called Transporte Seguro. The application collects reports by victims and witnesses in the pilot communities by phone calls, text-messages, online, in-person and post mail. Launched in July 2016, data is showing that reports are making immediate and systemic changes in the transportation sector and collect important data on those who remain affected and vulnerable to unsafe transportation.181
• Training and campaigns on gender sensitization and sexual harassment in public spaces compliments transportation infrastructure. In Delhi, with rates of harassment on public transportation nearly double that of Guatemala City, trainings for over 3,500 bus drivers and conductors on gender discrimination and sexual harassment was conducted. This was able to address ‘deep-rooted beliefs’ that sanction violence against women and was perceived by the women participants to make public transport safer.182
Gender-aware infrastructure promotes productivity in SEZs Transportation scheme for workers, El Salvador A garment factory in El Salvador contracted 12 buses to provide free transportation to its employees. The company reported benefits for both workers and company: 1) women workers have more reliable, safer transportation and more net income to provide for their families; 2) the company spent less money on taxes and benefits—assuming that a transportation stipend would otherwise be paid to workers—and more reliable production schedules as a result of punctual shift changes.
Satellite factories located near rural villages, Jordan
A satellite factory program in Jordan brought their zone status factories to workers by establishing factories in rural areas that hire almost entirely Jordanian women. These factories are established through a public-private partnership whereby the Jordanian government provides incentives and financial support, including zone status, for enterprises to locate a factory in rural villages and to provide four months’ on-the-job skills training for Jordanian women. The program also provides transportation from the factory to the workers’ communities and includes intensive community outreach to women and their families to encourage uptake of job opportunities. The five satellite factories currently employ 1,200 Jordanian women.
(The World Bank. 2016. Fostering Women’s Economic Empowerment through Special Economic Zones
Retrieved from: http://documents.worldbank.org/curated/en/657561468148771219/pdf/727040WP0Box370sez0and0women0global.pdf)
Firms and factories in SEZs globally have identified options for getting women workers to the workplace in more safe, reliable and affordable ways. This includes subsidizing costs of transportation, providing buses or locating offices or factories closer to where workers live. There is evidence that the companies can benefit from the increased punctuality of workers, enhanced productivity, reduced absenteeism and turnover, higher levels of control and security. 183
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3.2 RECOMMENDED ACTIVITIES Following are preliminary recommendations to integrate gender and inclusion into planning, activities, and engagement under this component. Actual implementation will be dependent on CEO Project Work Plans, counterpart engagement, and other factors. Key strategies to address gender equality and social inclusion within Component 3 include:
• When working with the GOG and other stakeholders to strengthen national and municipal PPP frameworks, procurement laws, and processes, include activities to ensure they are non- discriminatory and support women’s empowerment with specific procurement requirements
• To reduce Violence Against Women because of Gender (VAWG), incorporate proven strategies such as relationship-level interventions, community engagement, group education with outreach to men and boys, and community mobilization to change social norms184 Specific recommendations include:
• Incorporate gender considerations into Environmental and Social Impact Assessments (ESIAs) and mitigation plans for infrastructure projects to ensure stakeholders take into account gender- differentiated impacts of the project design, operations and maintenance185 186 187
• Include questions in municipal capacity evaluations to assess capacity to engage with constituents to prioritize infrastructure projects and embed social impact assessment in municipal planning
• Support municipalities with tools and technical capacity to mainstream gender in municipal planning, including gender-sensitive budgeting and development of municipal-level gender and community engagement plans188 (See USAID’s Toolkit for Integrating GBV Prevention and Response into USAID Energy and Infrastructure Projects)
• Incorporate sensitivity to women and other disadvantaged groups’ needs when scheduling community engagement and public forums
• Support municipalities and national government to improve monitoring of procurement systems and contracts 189
Component 3 Resources with Hyperlinks
• The power of procurement: How to source from women-owned businesses (UN Women 2017) • Building a safer world: Toolkit for integrating GBV prevention and response into USAID energy and infrastructure projects (USAID 2015) • Transport: A game changer for women’s economic empowerment (SD Direct 2017) • Infrastructure: A game-changer for women’s economic empowerment - Submission to the UN Secretary-General’s High Level Panel on Women’s Economic Empowerment Working Groups (SD Direct 2017) • Gender Issue Guide. Urban Planning Guide (UN Habitat 2012) • Making urban development work for women and men: Tools for task teams (World Bank 2010) • Gender-response PPP legal and contractual framework (World Bank) • Energy Sector Management Assistance Programme: The Community Development Toolkit (2005) • Guidelines on consultation and stakeholder engagement in IADB projects (IADB 2013) • Empowering Women through Public Procurement (International Trade Center 2014) • Mainstreaming Gender in Road Transport: Operational Guidance for World Bank Staff (World Bank Group 2010)
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4 COMPONENT 4: PRIVATE SECTOR CAPACITY
4.1 PRIVATE SECTOR COMPETITIVENESS INCREASED 4.1.1 ANALYSIS OF GENDER-BASED CONSTRAINTS AND OPPORTUNITIES Guatemala is seeing a rise in entrepreneurship throughout the country but has a long way to go in supporting this ecosystem. Only 12 percent of Guatemalans start a business, and Guatemala ranks in the bottom half of the 62 countries measured in the 2015 Global Entrepreneurship Monitor (GEM) data, coming in last for entrepreneurial finance and government policies supporting business start-up and growth.190 Guatemala is ranked 16th out of 20 countries The landscape for women’s entrepreneurship in Guatemala is even surveyed in overall environment for female more unfavorable, as one of the least developed ecosystems in LAC. entrepreneurs due to low performance in the The female-to-male “Total Entrepreneurship Activity” ratio in categories of entrepreneurial business Guatemala is 0.7 compared to an 0.8 average across the countries in environment and education and skills. LAC. Similarly, only 45 percent of Guatemalan women perceive Economist Intelligence Unit. 2013. Women’s opportunities for enterprises compared to 80 percent of Guatemalan Entrepreneurial Venture Scope (WEVentureScope) Index and Report 2013. Multilateral Investment Fund. 191 men. Only five of 33 organizations supporting Guatemalan https://www.eiu.com/public/topical_report.aspx?campaignid entrepreneurs have a special focus or program for female =WEVentureScope2013 entrepreneurs, and only three focus on youth.192 To enhance women’s participation in the entrepreneurial ecosystem, attention needs to be paid to skills development and training. Women need formal technical training to manage their business effectively. Across the globe, women still lag behind in skills development programs and on-the-job training, particularly in technical and management-related fields. The International Trade Centre found that only 4 percent of participants in the Centre’s trainings globally for export services were women, despite woman-ownership of 75 percent of service sector enterprises.193 Lower levels of attendance or inclusion may be the result of women’s family responsibilities and/or access to business networks.194 Constraint: Women and indigenous entrepreneurs in Guatemala face multiple external and internal barriers to formalizing their businesses, constraining their access to finance, growth, and opportunity.
SMEs make up the majority of firms in the world; however, a large portion do not operate within the formal sector.195 Out of the 420 to 510 million SMEs worldwide, only 9 percent are formal SMEs, excluding micro-enterprises.196 In Guatemala, SMEs contribute 40 percent of GDP and 85 percent of employment, 197 and informal firms contribute between 35 SMEs account for 40% of country’s GDP and and 47 percent of production.198 85% of employment, as of 2009. Due to high rates of poverty and limited access to labor - Guatemalan Federation of SMEs, as reported in The Economist. 2013. Women’s Entrepreneurial markets in Guatemala, indigenous peoples and women have a Venture Scope. strong incentive for informal entrepreneurship.199 There are some SMEs that do not pursue formality by choice, determining that the time and payments required to meet the legal requirements are cost-prohibitive or detrimental to growth. For example, in Bolivia women entrepreneurs associate formalization with more frequent visits from perceived corrupt government officials; therefore, they avoid formal business registration fearing vulnerability to corruption and bribery.200 Women and indigenous enterprise owners in Guatemala face similar bureaucratic barriers, compounded by historical distrust of the government
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and social and economic exclusion. While regulations and operations for formalization can be improved, a system of clearly communicated benefits and incentives are also required to encourage formalization.201 Integration of SMEs into value chains can broaden their access to markets and lead to increased productivity through access to better technology, information, credit, and external services. Unless there is a sustained and comprehensive approach for assisting women and indigenous owned SMEs into formalization, the benefits for integration will be lost for these populations, thus exacerbating current economic disparities. The main obstacle that affects SME growth in Guatemala is the integration of SMEs into value chains, followed by inadequate infrastructure and policies to support SMEs, which impede their participation in global supply chains.202 Informality is a main barrier for integration of SMEs into large enterprises’ supply chains in Guatemala, especially for women-owned SMEs.203 For fear of being discovered, an informal SME “cannot advertise its products, create business linkages with established companies that require a certain formality in commercial transactions or become a supplier in the public sector, and will face difficulties in accessing financing amongst others obstacles.”204 Ensuring that women-owned enterprises benefit from supply chain models requires the government to address underlying systemic factors that serve as barriers to gender equality and women’s empowerment for SMEs.205 The Ministry of Economy (MINECO) MSME policy does not directly address or support female- or indigenous-owned enterprises. However, MINECO offers basic business development services to SMEs via 11 regional centers where more than 30,000 entrepreneurs (58%) took advantage of these services between 2008 to 2010, indicating high demand for such services.206 Lastly, four sectors were proposed in 2010 for SME development in Guatemala, including forestry/ wood processing, agribusiness (fresh fruits and vegetables), and tourism sectors to deepen SME participation. Supporting female entrepreneurship in these areas, rather than traditional sectors, is crucial to maximizing the benefit of women-owned SMEs in growing global supply chains. 207 NGOs and community members interviewed as part of this gender analysis also identified these sectors as those best aligned with their interests and skill sets and where they would most benefit from development, training, exchange, business plan development and financing, product quality, product packaging, and project management support, particularly for indigenous and afro-descendant communities. 208
Large enterprises and governments can support formalization by helping to integrate women-owned SMEs into global supply chain models led by larger enterprises. Some of these best practices for Latin America include:
• Foster an enabling environment through integrated and comprehensive approaches • Complement national policies with subnational strategies • Implement impact assessment methodologies • Improve understanding of SME conditions and the requirements of multinational enterprises (MNEs) • Encourage participation of large enterprises in the provision of services (e.g., managerial skills and quality/ service improvement) for SMEs in their value chains • Support large enterprises to leverage and complement government efforts International Labour Organization. 2016. Formalization of SMEs in supply chains in Latin America: what role for multinational enterprises?
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Constraint: Lack of access to affordable, accessible childcare for women constrains their time for business activities.
Guatemalan women have, on average, three children, the highest fertility rate in LAC,209 and family and household responsibilities typically fall disproportionately on women’s shoulders. This remains a constraint for women in Guatemala, especially for those in low-income, female-headed households and in urban areas. Improving access and affordability of quality childcare and other family-oriented services will help lift constraints for formalization for women, especially poor, urban and female-headed households in Guatemala.210 This obstacle of childcare affects female entrepreneurs in Guatemala; having young children negatively impacts sales in women-owned firms. For households with no children under the age of 5, female-owned firms have 62 percent lower sales than male-owned firms. However, the gap increases to 87 percent if there are young children in the household. The responsibility of caring for children falls on women, negatively affecting their enterprise.211 Interviewees expressed that it is well-known that women face time burdens due to their housework and childrearing, and if this is to be overcome so they may pursue entrepreneurial opportunities, men must be sensitized. 212 Constraint: Gender-based violence is a key constraint to women’s entrepreneurial activities and SME growth.
GBV was cited as a key obstacle to entrepreneurship across interviewees and community members within all five departments included in this analysis, and with great intensity in San Marcos and Quiché. Machismo, the patriarchal construct and unequal power relations that pervades Guatemala’s social systems results in submission of women, economic dependence on their husbands, physocological violence, and femicide.213 In a country with pervasive machismo culture, high rates of femicide and gender-based violence, it is important to consider both the positive and negative relationship between women’s economic empowerment and domestic violence. While economic empowerment may make women less vulnerable to domestic violence due to their increased contribution to the household, it may also have the opposite effect. As an unintended consequence, women’s empowerment programs that shift gender norms within a household may increase the likelihood of abuse, whether physical, sexual or economic. While this relationship is difficult to measure and predict, there is anecdotal evidence in Guatemala that women struggle with these dynamics. In Guatemala, women withdrew from an income generation project in the highlands because their husbands were uncomfortable with women spending several hours each week outside the house with men who were not family relations.214 Women entrepreneurs in a business training program in Guatemala also reported negative household dynamics; more than two-thirds must request permission from their husband to attend the trainings.215 In cultures with poor gender equality and women’s mobility such as Guatemala, resistance to female employment and "My husband was my main obstacle [to entrepreneurship can come from husbands, fathers, brothers, growing my business]. When my husband died, I felt free and I began to train and 216 sons and even other women. The patriarchal ideologies develop my own products and my shape norms around a women’s role in every aspect of life in enterprise." Guatemala. A UN representative in Guatemala reported that - Female SME owner interviewed in “80 percent of men believe that women need permission to leave Guatemala April 2018 the house, and 70 percent of women surveyed agreed.”217 Infidelity and jealousy are two reasons that men feel justified
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to deprive a woman of her independence, accompanied by a sense that her body belongs to him, as noted by men and women who particpated in focus group discussions for this analysis. The belief persists that violence against women is an accepted part of women’s life and experience, reinforced and socialized within churches and schools.218 Best practices for tackling these dynamics include integrating these topics in private sector programs and incorporating men, boys and families. There are many frameworks for integration of men and boys into programs for gender equality, economic empowerment,219 and GBV prevention.220 Several programs in Guatemala are targeting both women and their husbands so they do not see these initiatives as a threat, including Oxfam’s WISE program221 and the Agora Partnerships. Fostering partnerships between companies, firms and other private sector entities with organizations that can conduct trainings should be a priority. For example, Oxfam is working with Center for Research, Training and Support for Women (CICAM) to provide training on prevention of GBV within their business training activities to help generate “buy-in” and reduce backlash for women (See Chapter IX Strategic Partnerships and Annex VI. Partners for more information). Constraint: Women and indigenous SME owners perceive disproportionate challenges to accessing markets to sell their products.
Community members who participated in focus group discussions for this analysis cited lack of access to local and international markets as a key constraint to starting and growing small enterprises. Indigenous women, in particular, consider their socio-cultural characteristics as a specific reason for having difficulty accessing markets. Indigenous women have historically fought to combat racism, noting that it is very evident that doors open for others, but not for indigenous women. They feel that they must make double or triple efforts to demonstrate their capacity to develop entrepreneurial projects. Indigenous women in San Marcos expressed the need to combat racism as a disease that marginalizes and emotionally harms people. 222 Compounding this, because most of their businesses are informal, women and indigenous entrepreneurs they are not able to patent or trademark their markets. This puts them at a disadvantage in the commercialization of their products, and they view large textile companies able to hire cheap labor as a key competitor. Further, they lack the information and skills to develop sound marketing strategies. One interviewee noted, "Although they have worked the earth all their life and they produce handicrafts made with different types of fabrics, when they sell them they lose because they do not know how to negotiate a fair price for the products with the final buyer.“ 223 Interviewees cited the importance of special economic zones and fairs as spaces where women-owned and indigenous-owned entrepreneurs can be supported and market their products. There is interest in incorporating values of their Mayan ancestors in bio-degradable packaging and nutritious foods aligned with current trends and market demand for green products. The MOLOJ fair is one that supports women entrepreneurs to showcase their products in a space organized for the purpose of commerce co-existing with cultural exchange with textiles and food. 224 Opportunity: Skills training is an opportunity to address ingrained cultural norms about the role of women in family, society and economy within business.
Deep-rooted structural inequities, a history of human rights violations, and traditional cultural norms for women and indigenous women in Guatemala has a significant and negative impact on the barriers these populations face in developing SMEs within a thriving in the economy. These gendered and racial power
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structures can limit productivity and the ability to improve their situation through economic empowerment. 225
While these barriers are true globally, even in places like the Silicon Valley,226 the “machismo” mindset pervasive in Latin America poses enormous challenges for economic equality of women and men workers and entrepreneurs.227 Through business and skills training, as well as private sector capacity initiatives, there are direct opportunities to address and shift these traditional norms.228 Mixed business development and skills training for both men and women should involve awareness raising activities and gender sensitization for male employees and entrepreneurs.229 Not addressing these issues using such a platform misses the opportunity to help foster a more supportive environment for women entrepreneurs.230 Within the entrepreneurial ecosystem and other workplaces, sensitizing men can ensure that increased prosperity of women does not lead to detrimental power imbalances. It can generate more acceptance that equal pay for women and men is paramount for business If the output of women in Latin growth.231 America equaled that of men, the Opportunity exists within Guatemala to partner with region’s gross domestic product organizations in the community for sensitization within would increase by 17 percent. families to help shift norms and barriers for women, Equal participation of women is particularly around the division of labor for household good for the economy, good for responsibilities and decision-making. Evidence shows that men and women – but must decision-making participation within the family corresponds include sensitization around with women’s decision-making ability in public.232 To gender and women. identify areas where skills development and training for Reported at 2015 World Economic women entrepreneurs, women producers, and women-led Forum. Stepp, L. 2015. Economic status export firms is required, UN United Nations Conference of Women affected by “Machismo” on Trade and Development (UNCTAD) suggests that a ‘gendered value chain analysis’ is necessary.233 Opportunity: ICT training may be used to level the playing field in business and entrepreneurship.
Basic information and communication technologies (ICT) are necessary to function in an economy, particularly when entering the formal sector. ICT has the potential to benefit entrepreneurs no matter what their business. Across the world there is a gender gap in Internet access, mobile phone ownership, and digital skills.234 However, women, particularly indigenous women, face more barriers to accessing technologies in Guatemala. Only 41 percent of indigenous youth know how to use a computer, compared to 63 percent of non-indigenous youth; and 98 percent of those in high economic status have internet access compared to only 25 percent of those in low economic status.235 There is also a significant gap between the use of technologies in male-owned and female-owned business, especially in the early phases of the business. 236 ICT innovations, including mobile banking, have significant potential to enhance women’s ability to grow their business. It is critical in facilitating access to finance (savings and credit), as well as information and new markets. Accessing real-time market information online has enormous power to level the playing field for women entrepreneurs, enabling them to overcome traditional gender-based constrainers, from access to business associations to physical mobility.237 Using technologies and data becomes increasingly important as businesses integrate into global value chains, with enhanced demands on timing and
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product quality.238 Particularly for women entrepreneurs, enhanced digital skills and access to Internet have promising consequences to catalyze enterprise growth. 239 In particular, it can provide women entrepreneurs with access to worldwide e-business channels, which can be operated 24 hours a day from home in real-time.240 Opportunity: Collectives and cooperatives of female entrepreneurs exist that may overcome challenges faced as individuals to formalize SMEs.
Women, especially indigenous women, face great limitations to incorporate or establish their own MSMEs. The cultural heritage that has historically relegated women to the subservient domestic sphere and put them at a disadvantage impacts women’s ability to formalize and grow their businesses. Women and indigenous entrepreneurs perceive financial risk in the process of formalizing the business; with cumbersome procedures they may fail to complete the entire process, wasting time and money along the way. Interviewees reported facing long and tedious processes within bureaucratic systems. However, improved access to land has more recently made it easier for women to organize themselves, to manage their own businesses, and access training and technical assistance. One organization interviewed noted that, "Collective enterprises have been organized, improving their ability to offer standardized products. There is already a group in our community that not only sells handicrafts at retail outlets locally, but now they already receive purchase orders from abroad." Interviewees cited that some companies have created an economic subsidy fund for women, whereby a group of 10 women may receive a small loan (15,000 quartzales) at low interest rates to support marketing and commercialization of their products.241 Cooperatives continue to be the mechanism of association most used by women, in the absence of adequate organizations or business networks of indigenous women that promotes SMEs and entrepreneurship. One interviewee from an NGO stated, "I believe strongly in the cooperative movement. The cooperative model gives options to include young people, indigenous women or anyone who may be excluded. It gives opportunities for access to credit and employment. The cooperative gives opportunity to work in association with others that is otherwise too difficult as an individual." 4.1.2 RECOMMENDED ACTIVITIES Following are preliminary recommendations to integrate gender and inclusion into planning, activities, and engagement under this component. Actual implementation will be dependent on CEO Project Work Plans, counterpart engagement, and other factors. Key strategies within 4.1 (private sector competitiveness increased) include strengthening a gender-responsive and inclusive SME eco-system at all levels through shifts in gender norms and capacity of large enterprises, business service providers, and others to meaningfully support and work with woman-owned SMEs and indigenous entrepreneurs. As well, CEO has the opportunity to improve women, youth, indigenous, and disabled entrepreneur business skills and capacities to lead, innovate, use ICT platforms, and connect with large enterprises and accelerator/ incubator programs. Activity recommendations for 4.1 include:
• Host a woman-owned firm and SME forum/event, inviting women’s business associations and networks, to discuss specific challenges faced by them as part of sector and sub-sector level constraints and opportunities analysis
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• Provide targeted assistance and TA to woman-owned SMEs to become pitch-ready for participation in domestic trade events
• Include inclusion and gender equality considerations in Anchor Firm selection and strategic planning criteria (e.g., gender equality policy already in place or willing to formulate; history/ track-record of working with woman-owned SMEs and indigenous persons, etc.)242
• Incorporate gender and social inclusion requirements and guidance into BDSP subcontracts, grants and templates for RFAs and grant agreements
• Build technical capacity of business development services providers to remove unconscious bias, target woman-owned SMEs, young women, and integrate confidence and leadership training into curriculum (Y1)
• Ensure entrepreneurship accelerators with which CEO works include those that are sensitive to constraints faced by women and indigenous entrepreneurs, youth, and disabled; perhaps one accelerator should be explicitly focused on support for such entrepreneurs (Y1)
• To the extent feasible, encourage and support anchor firms to collect and report on sex- disaggregated and gender descriptive business data collection (e.g., technical capacity, tools) 243
• Embed knowledge training within business skills training on the benefits and incentives of SME formalization to shift perceptions and change desire of informal SMEs to formalize 244 (Y2)
• In simplification of formalization procedures, support GOG to identify solutions that remove constraints especially faced by woman-owned SMEs, such as exploring ICT platforms 245 (Y2)
• Embed gender-responsive business development training into capacity building of business development service providers, including improved capabilities to deliver confidence and leadership skills training 246
• Actively seek opportunities to connect female- and youth-owned SMEs and entrepreneurs with female business leaders and mentors through accelerator/ incubator programs
• Support formation/strengthening of SME networks within and across ECs, hosting networking events and learning exchanges with an emphasis on events for women and youth entrepreneurs
• Consider development of the tourism sector, supporting a “brand” for Guatemala and linking eco-tourism endeavors to SMEs and entrepreneurs providing tourism-related goods and services, per community member suggestions during this analysis
4.2 WORKFORCE DEVELOPMENT 4.2.1 ANALYSIS OF GENDER-BASED CONSTRAINTS AND OPPORTUNITIES Guatemala has a substantial youth bulge in the population; in 2014, nearly 60 percent of the population was under the age of 24 years old.247 The economy needs to grow 3 percent annually to maintain the stability of the labor market. Guatemala will continue to experience growing rates of internal and external migration if it cannot grow its domestic markets and sectors, which in turn requires a pipeline of educated human capital.248
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Men’s average wages However, limited access and poor quality of public and secondary have remained 22 education has produced a workforce with inadequate skills; on average 249 percent higher than a Guatemalan worker has only seven years of schooling. women’s in Guatemala Additionally, gender and racial discrimination, cultural traditions, lower education and skills and the lack of opportunities often leave women for the last decade. unemployed, or with traditional unpaid, family-based work.250 Danish Trade Council for Improved education, vocational skills training, and business International Development and development are crucial to enhance the productive capacities of youth, Cooperation. 2015. Labor Market Profile: Guatemala indigenous and female populations for employment and entrepreneurship to keep up improve economic growth in Guatemala. Vocational and technical training is a critical platform to help level the playing field for youth as well as historically marginalized populations in Guatemala, including women and indigenous, to tap into the opportunities arising from increased trade and investment. Opportunities for technical training for women and indigenous entrepreneurs include financial literacy, ICT training to bridge the digital divide, and workplace-based training to support internal promotion and retention. Constraint: Women and indigenous workers are more likely to be engaged in informal work, exposing them to poor labor conditions and abuse.
Guatemala has the highest rates of informal employment in the Latin American and Caribbean (LAC) region, with more than seven out of 10 Guatemalans working in the informal market.251 As of, 2004 found informal workers comprised 75 percent of the labor force in Guatemala.252 Women are more likely to work in the informal sector than men, with 71 percent of female workers engaged in the informal sector compared with 62 percent of male workers.253 Informal work is often more poorly paid and offers no benefits or protections, making informal workers even more vulnerable. While there are various structural inequities and financial sector constraints that steer these populations into the informal sector, there are also some preferences for the flexibility that the formal labor market is often unable to provide. 254 In Latin America, informality continues to represent, on average, over 50 percent of the economically active population, representing the main vehicle for employment for the working poor, women, and indigenous communities.255 Across Latin America and Guatemala, informality affects certain population groups and sectors more than others. Higher rates of informality are observed amongst women, youth and indigenous peoples and observed in construction (68 percent) and commerce, restaurants and hotels (55 percent).256
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Constraint: Racism and pervasive stereotypes that women and indigenous persons are intellectually inferior impacts employment prospects for them.
According to NGOs and community members “The private sector is conditioned by the productive interviewed for this analysis, there is a pervasive performance, which their growth depends on. But stereotype in Guatemala that men are more intelligent they must generate better strategies to give job than women deemed as intellectually inferior, and opportunities to people without bias for being a woman or being young. If we are performing the same therefore men should be extended opportunities for functions, they must pay the same. The growth of the studies and job opportunities. Gender roles and private sector should not only be focused on responsibilities also that determine men as dominant commercial productivity, but also on the generating decision-makers extends from the home into public improved quality human resources with skills that can and commercial spheres, where women may not be as empower the local commercial market.” valued in management and leadership positions. - Female interviewee (April 2018) People interviewed for this analysis perceive that although women are slowly participating more in the economy, very few reach top-level management and leadership positions. Civil society organizations working towards strengthening women’s equal rights to pursue economic opportunities within companies are plentiful, reflecting current gaps in policy and practice that leave women lagging behind and suffering from a gender pay gap. 257 Additionally, interviewees are skeptical of companies’ ability to meaningfully implement supposed gender equality strategies. Several cited that companies’ approaches to gender integration does not achieve equity of women, and in some cases may do more harm. One NGO stated, "For example, a company may say that women can take on other roles, so they have women fill traditional roles like serving coffee or cleaning and kitchen work and they call that gender equality." Another NGO reported, 258 "Companies design their own strategies to integrate women. A beverage company told the women to deliver cans and the company paid them with bags of groceries . But they must generate better strategies so that they give job opportunities to people without distinction of being a woman, or because they are young. Because if they are performing the same functions, they must be paid the same. There must be legal frameworks to regulate the participation of women in companies..“ Indigenous people, and indigenous women in particular, face discrimination and racism that impacts their employment opportunity. Indigenous women who participated in focus group discussions asserted that mestizos are typically chosen over them for job opportunities. Indigenous women cite lack of training, Spanish language skills, and discrimination as reasons they are left behind.259 National and international guarantees supporting indigenous women's access to employment are not yet realized, in the absence of an entity to enforce compliance. Interviewees reported that indigneous people are often prohibited from wearing their traditional clothing or from using ther mother tongue at places of employment. One indigenous woman elaborated, 260 "In my case, in order to work in the bank I had to remove my traditional clothing. In three interview phases, in one they asked me to remove my traditional clothing, saying it was their company policy. I decided it was not worth it, to have to discuse who I am or become something I am not.“
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Coffee Company in Huehuetenango Promoting Women and Youth Empowerment
In Barillas, Huehuetenango a coffee coop (ASOBAGRI) interviewed described their approach to women’s and youth empowerment embedded within their business model:
• They view young people as promising entrepreneurs and the best human resource potential whom require training and guidance to succeed. The company has an agreement with INTECAP to provide training to a group of 25 young people. • The company provides 20 scholarships for young people, and they currently have another 2 graduates in administrative management that will require them to study abroad. • They have 97 young people in a coffee producers cooperative working with developing skills in roasting coffee with the goal of entering supermarkets to open more employment opportunities. • They work with 1,500 people through ASOBAGRI, out of which there are more than 300 women who have participating for over 5 years. They were a pioneer in Guatemala to work exclusively with an all women’s group, who they discovered produced higher value coffee than that produced by men, and able to fetch higher prices in markets in the US and Japan. • The company created a women's commission and are members of the gender association in the fair trade market, comprised of approximately 21 organizations within the consortium. Women in the coffee cooperative own their own land and receive revenue from their coffee. The income women earn through this cooperative has improved the quality of life for these women's families. • The company signed an agreement with the hospital of Santa Cruz Barillas, creating a program called “Health Women of Coffee.” The program goal is to prevent, avoid, and control different diseases, including cancer. “When there is a will to empower women and youth, there is no excuse not to. The entrepreneur is clear about what s/he wants, her/his dreams and aspirations. ASOBAGRI is an association that was born under community principles and that is why it has not lost sight of the basic needs of women, youth and the community.”
Constraint: Persons living with disabilities and those who identify as LGBTQI face discrimination, with no legal framework providing employment protections.
The challenge for people living with disabilities is also great. One NGO stated, "Society is unaware of disability challenges because there is no public policy or solid entity to ensure that people with disabilities have access to em ployment." NGOs are working to support laws that uphold the dignity of persons living with disabilities, seeking policy mechanisms policy at the national level, including quotas for participation of people in companies and institutions. 261 People who identify as LGBTQI are also not protected from employment discrimination. Within their communities they often have to migrate or flee from their neighborhoods due to the stigmatization, hatred, and violence that they face. This creates instability within their ability to secure and retain employment. In addition, for persons who were born male and adopt female names, they face discrmination and stigmatization in hiring processes when their name does not match the Personal Identification Document (DPI), excluding them from participating in work spaces. 262
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Constraint: Lack of access to affordable, accessible childcare and breastfeeding support for women constrains their ability to engage in formal employment.
A high-quality workplace childcare center can serve as a strong non-fiscal incentive for women and thus increase employee retention. In some countries, there are laws requiring provision of workplace childcare. In Bangladesh, a law directed at the textile manufacturing industry states that companies must have a “children’s room” for every 40 female workers with children under 6 years of age. However, a study found that this was not effective – the services provided were inadequate (no or poor staff), inaccessible (requires transportation) or culturally unacceptable. Introduction of laws and requirements of this nature require extensive stakeholder engagement with both companies/ employers and men and women who are current or potential workers to design plans for social safety nets that are fit-for-purpose.
The World Bank. 2011. Fostering women’s economic empowerment through special economic zones.
In Guatemala, families rely heavily on informal childcare, such as extended family or other informal caregivers. However, women who migrate to cities or to work in SEZs may not have families nearby and finding nonfamily childcare can be expensive, inconvenient or culturally inappropriate.263 Access to subsidized childcare is associated with increases in the number of hours spent in market work and, in developing countries, with access to formal employment. In Guatemala, lack of access to childcare pushes women into more poorly paid, minimally protected informal employment, where mothers can have flexible schedules.264 Addressing needs for childcare can help steer women towards more formal employment opportunities.265 Interviewees cited that the implementation of day care centers within companies has greatly contributed to developing the female workforce, where the cost for implementation is far lower than that of high turn-over. 266 An assessment of female-headed household in Guatemala City identified a need for more affordable, accessible and higher quality childcare options for working mothers. Over 40 percent of mothers surveyed working in the slums of Guatemala City were caring for their children themselves while working, while more educated mothers were more likely to choose formal daycare if it was conveniently located. A quarter of the children of the working mothers surveyed in Guatemala City were in formal, privately run daycare, which can be expensive.267 An evaluation of a government- sponsored daycare (Hogares Comunitarios) found that their beneficiary mothers had more regular salaried - and possibly more stable - employment than mothers who use other childcare arrangements, which often results in higher wages and a larger number of employment benefits. Their children also had improved diets.268 Interviewees highlighted the utility of some companies that have dedicated lactation spaces for breastfeeding mothers to support working mothers. 269 Opportunity: ICT training accompanied with efforts to improve access and user support may be used to level the playing field in accessing employment opportunities.
"Nowadays, recruitments in companies have been modernized. With technology, now you have to apply for a job online, which requires you to have access to technology, know how to use the technology, and to understand how to fill out an application online. The technological boom generates greater competitiveness in the labor market, while it also results in growing inequality. What has been lost is a human element of listening to and interacting with a person.” - Interviewee April 2018
Basic information and communication technologies (ICT) are necessary to function in an economy, particularly when entering the formal sector. ICT has the potential to benefit workers no matter their occupation. Across the world there is a gender gap in Internet access, mobile phone ownership, and digital skills.270 However, women in Guatemala, particularly indigenous women, face more barriers to accessing technologies. Only 41 percent of indigenous youth know how to use a computer, compared to
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63 percent of non-indigenous youth; and 98 percent of those in high economic status have internet access compared to only 25 percent of those in low economic status.271 Interviews and focus group discussions as part of this analysis corroborated this finding, identifying concern among community members that they are being left behind with increased use of modern technology that they are not able to use or access. In addition, there is a perception that social media networks are more commonly used for job recruitments, which tend to exclude more disadvantaged populations, including indigenous populations272 Supporting ICT programs to build the skills of marginalized communities can help bridge this digital divide. 273 Access to ICTs can enable unemployed women to access employment. Studies from South Africa found that the introduction of mobile phone coverage in rural areas was associated with a 15% increase in employment, with most of the effect due to increased employment by women; this was attributed to reduced costs of job search. They also found a significant shift away from agriculture into self-employment and waged employment.274 Opportunity: Guatemala has higher than average enrollment of youth in vocational schools, which attracts a high percentage of women.
While primary school enrollment in Guatemala has seen growth since 2000, secondary school enrollment is much lower than the LAC's regional average. As a direct consequence, Guatemala has a very high ratio of pupils in vocational training to all pupils in secondary education (28 percent), which is significantly higher than the LAC’s average. From 2001 to 2011, the number of vocational students in Guatemala almost doubled from 156,000 to 313,000, 51 percent of whom are women.275 However, there is no data available on the quality of the training, student satisfaction or employment status of graduates. Guatemala has received recognition for its public vocational programs for youth and has a strong vocational/technical training program for women, as an alternative to university education.276 It is introduced in upper-secondary education in both rural and urban areas, with more girls than boys enrolled. It is a model for women’s access to non-traditional fields, while still integrated within the public education systems. The Ministry of Labor and Social Welfare’s Technical Institute for Training and Productivity, Instituto Técnico de Capacitación y Productividad (INTECAP), is Guatemala’s main vocational training institution, which oversees the technical and vocational training, and the National Coordinator for Microenterprises in Guatemala (CONMIGUAT) whose scope includes entrepreneurs in indigenous and vulnerable groups. INTECAP provides training for around 200,000 persons yearly and offers around 200 different courses on three different levels (after six grade level from primary education, persons with third cycle education level, and higher levels such as in-service firm management). There are a wide range of other public and private institutions of vocational training (see Annex VI). In urban zones the private institutions are prioritized by youth, while the INTECAP is more commonly used in rural areas.277 One NGO interviewed argued that within the ZOI INTECAP is the only institution with a presence, and few youths have access because the courses must be paid and the youth, making enrollment cost prohibitive. In that sense, technical education is limited and there are no young people with skills to be prepared for any job field. Other interviewees criticized training workshops and vocational training programs, citing limited options for women in non-traditional careers typically dominated by men.
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Opportunity: Private firms, especially within SEZs, are well positioned to provide training and skills development.
In addition to vocational trainings offered by institutions and universities, firms are well positioned to build training programs for their employees. Particularly in female-intensive industries, promoting trainings to “up-skill” existing workers and encourage promotion from within would likely disproportionately benefit female workers in companies where they represent the majority of low- and unskilled workers.278 This is a best practice for encouraging promotions and management training for women. Effective private company policies and programs to promote from provide time and cost benefits for the company. However, company-led trainings to help workers advance from within is not found in practice within SEZs, given that many companies fear that training their workers will encourage them to leave and find another position. A strategy to overcome this dilemma is to ensure that training is generally more widespread across companies, making it less appealing for workers to switch companies post-training. Governments and SEZs can support this by creating subsidized programs in zones and promoting their uptake among zone investors through incentives.279
Successful Promotion-from-within- policies in Costa Rica
Corporate training to enable promotion from within
Professional development programs are common in enterprises in Costa Rica. For example, some companies have internal training centers, called “company universities.” One electronics manufacturer has a training model that includes new employee training and on-the-job production-line training, as well as training and onsite coaching by clients. This company also has an internship program with a local university for second-year university engineering students. The company provides its employees with a few hours of paid time off per week to continue their studies (28 percent of employees are currently studying) and provides free weekly English classes for employees at the supervisor level and above.
Government incentives
The free zone law states that (a) a company in the free zone that trains small and medium enterprise (SME) suppliers to become part of the company’s supply chain receives a discount through a fiscal credit, (b) the National Learning Institute (INA) offers free specialized technical training and English courses to workers in free zones upon demand by companies, and (c) the government is committed to ensuring that universities and technical institutes include curricula that match the needs of the workforce of companies in free zones.
4.2.2 RECOMMENDED ACTIVITIES Following are preliminary recommendations to integrate gender and inclusion into planning, activities, and engagement under this component. Actual implementation will be dependent on CEO Project Work Plans, counterpart engagement, and other factors. Key strategies for 4.2 include incentivizing large enterprises to invest in workforce skills development with a focus on youth, young women, indigenous people, and the disabled and strengthening partnerships between training centers, government, and large enterprises to target youth, young women, indigenous people, and the disabled to engage in on-the-job training, mentorship, and skills building. It will also be critical to partner with organizations to roll-out household and business approaches to engaging men and boys in programs that help to shift gender norms to create and enabling environment for women’s economic empowerment.
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Activity recommendations for 4.2 include:
• Embed within anchor firm engagement the issue of workforce challenges and constraints they face specific to gender, age, disability status, and sexual orientation,
• Coordinate with other USG programs and partners focusing on interventions for the reform and capacity building of the technical vocational education in secondary schools (See Guatemalan programs from Millennium Challenge Corporation280 and GOPA281)
• Identify opportunities to embed gender equality training (including sexual harassment and knowledge about international/ national labor laws) into MOUs and work plans with partner firms
• In advancing workforce development efforts with anchor firms and other private sector partners, ensure job profile, competencies, and job advertisements are gender neutral and encourage women, youth, indigenous, disabled, and applicants from other disadvantaged groups to apply
• Collaborate with women’s business associations, networks, and NGOs to conduct outreach in promotion of job fairs to attract diverse participants
• Support institutional capacity building of actors conducting vocational and technical training to mainstream gender and social inclusion with tools and TA through: 1) curriculum implementation (e.g. per requirements under Decree 81-2002, Ley Educativa contra la discriminación) 2) monitoring of programs and graduates 3) outreach of students (e.g., challenging “traditional” work for men/ women and gender norms; rolling out GALS or WISE approaches to shift norms/ acceptance of women/ men working in non-traditional jobs) (See 282 and OECD recommended indicators for TVET programs283)
• Work with TVET partners to develop skills and entrepreneurship program curricula with an emphasis on capabilities of female, youth, disabled, indigenous workforce in targeted sectors284)
• Explore viability to support training centers in industries of interest expressed by persons living in CEO Project target geographies (e.g., tourism; agribusiness; agroforestry and processing into artisanal crafts; manufacturing; textiles and clothing production; confectionary; bee-keeping and honey processing)
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Component 4 Key Resources (with hyperlinks) • Recommendation concerning technical and vocational education and training (UNESCO 2015) • What works for gender equality and women’s empowerment – A review of practices and results evaluation synthesis (IFAD 2017) • Women’s economic empowerment and inclusive growth: Labour markets and enterprise development (IDRC 2012) • Expanding women's employment opportunities: Informal economy workers and the need for childcare (ILO 2007) • Empowering women entrepreneurs through Information and Communications Technologies: A practical guide (UNCTAD 2014) • Policies for the formalization of micro and small enterprises (ILO 2014) • Measuring women’s economic empowerment in private sector development: Guidelines for practitioners (2014) • Working with men and boys to end violence against women and girls: Approaches, challenges, and lessons 2015 • Formalization of SMEs in supply chains in Latin America: What role for multinational enterprises? (ILO 2016) • Toolkit for integrating GBV prevention and response into economic growth projects (USAID 2014) • Ready to Measure: Twenty indicators for monitoring SDGs (Data2X 2017) • Handbook on Women-owned SMEs
5 GENDER INTEGRATION INTO CEO MONITORING, EVALUATION, AND LEARNING It is important to integrate learning about gender equality and social inclusion throughout all monitoring and evaluation activities, beyond output-oriented “bean counting” to inform sound annual project planning and redirect resources as required based on findings. Actions to integrate gender into project M&E implantation may include:
• Disaggregate all indicators about people and income by sex, age, disability status, and ethnicity
• Integrate gender equality and social inclusion into surveys and studies to measure women’s empowerment over the life span of the project.
• Integrate gender analysis into the learning agenda to ensure qualitative and quantitative data collected during baseline, midterm, and endline integrate findings and inform decision-making.
• Build project staff, partners, and implementing partner gender capacity for quality assurance, backed by needed tools including gender-responsive monitoring and evaluation (M&E) tools and gender-disaggregated targets.
• To the extent impact is tracked at the household level, ensure the unit of measurement for indicators is appropriate, particularly for household types. Use the HH level indicators that identify (1) HH with male and female adults; (2) HH with at least one male adult and no female adult, (3) HH with at least one female adult and no male adults, and (4) HH with children and no adults, rather than the biased and misleading standard ‘male-headed vs. female-headed’ households. Given the interdependence of women’s economic and social roles, it is important to measure both economic and social (well-being) outcomes to understand women’s economic empowerment. It is also important to measure both individual and household effects, considering the broader context of women’s well-being in the household. As such, the ‘what’ and the ‘how’ of an evaluation matter equally: “what” refers to the outcomes measured while “how” to the evaluation design. Complementary qualitative work is important to understand the “why” behind quantitative results, which can be useful for project staff.285
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6 GENDER INTEGRATION INTO COMMUNICATIONS Indigenous people, women, youth, disabled, and LGBTQI groups who participated in focus group discussions for this analysis communicated a high level of dissatisfaction with how they are engaged by both municipal governments and development projects. These groups feel that they are historically socially, politically, and economically excluded. Some groups expressed dismay that in the past development projects have extracted information from them, but they never received results or findings, nor did they ever see tangible benefits to people like them within their communities from such projects. It will be important for the CEO Project to prioritize ongoing engagement with those consulted, both through distribution of findings of this analysis, as well as all studies and analyses moving forward throughout the project. Ultimately, the owners of this document and other studies engaging communities are those entities and individuals who provided their time and information and must be involved in validation of these documents.286 The Communications Strategy must emphasize community engagement throughout all components, particularly where consultation activities occur to inform planning and decision-making related to policies, infrastructure planning, and other planning that directly impacts the lives of women, men, and cross-sections of socially excluded groups within each department. Identifying community focal points within each department in the ZOI (both male and female, as well as representatives of youth, indigneous, persons living with disabilities, and LGBTQI) will be important to establish an ongoing relationship for communication thorughout the project. Before any intervention it is important to prepare a mapping of actors and organizations at the local level who represent these various groups to meaningfully engage with them. 287 It is important that Project publications / communications not accentuate or reinforce gender and social roles and stereotypes that reinforce inequalities. Messages should be modified and tailored for recipients, contextualized for Mayan people and in Mayan languages as appropriate.1 In descriptive language and visual depictions of stakeholders within communication materials, it is critical to avoid stereotypes of women, youth, indigenous persons, people living with a disability, and LGBTQI persons. Rather, each communication material and message should be viewed as an opportunity to challenge existing stereotypes and biases, depicting a person with a disability exceling in a job, or a woman or indigenous person making a managerial decision or portrayed as an entrepreneur. Words and pictures are powerful avenues to help transform people’s biases. This is particularly important in broad communication and messaging aimed at changing entrepreneurs’ perceptions about SME formalization and registration. For example, language and pictures must speak to these various groups, addressing the specific barriers they each face, while also showcasing and depicting the benefits specific to them. Women, indigenous, youth, and disabled entrepreneurs face unique barriers in business formalization, thus messaging must be targeted and strategic. Given the high rates of GBV, sexual harassment, and femicide that pervades in Guatemala and presents a significant constraint to economic growth, communication materials and messages must be viewed as key opportunities to weave in messaging to address these issues. This is particularly relevant in
1 Huehuetenango languages: mam, q’anjob’al, chuj, akateko, aguakateko, Popti’; San Marcos languages: sipakapense, mam: Quiché languages: k’iche’, sakapulteko, uspanteko; Totonicapán languages: k’iche’, Quetzaltenango languages: mam y k’iche’ (Decreto 19- 2003; Ley de Idiomas Nacionales).
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communication and messaging to remittance senders and recipients given the power imbalances that often leave female remittance recipients in a vulnerable position with little power over how remittances are invested. The success of incorporating these messages will influence the success of how remittances are invested in entrepreneurial activities. Due to the limited education of women in rural areas, opportunities for Internet availability and information and technology communication (ICTs) lay the foundations for flexible and accessible economic opportunities in the areas of CEO intervention for the women. Therefore, the Communication Strategy must include "messages that promote the use of ICTs and the benefits in the field of economics for women and youth with cultural relevance." However, since disproportionate numbers of female, young, indigenous, and poor people in Guatemala have access to ICTs, it is important to ensure that such messaging coincides with improved access or access points to connect these people to ICTs. Communications should be tailored to reach indigenous and rural communities, where many forms of media are limited:
• Establish relationships with interpreters who may facilitate community engagement activities within each department.
• Radio stations remain a major form of communication for information and culture, in Guatemala.288 Platforms should include networks of smaller stations, such as Ixchel Radio, the only community station in Sumpango Sacatepequez.
• Utilizing networks for stations such as Indigenous Women in Community Radio Network can help targeted dissemination to indigenous women and communities.289
• Radio programming should be offered in Mayan languages such as K’iche’ (890,596 speakers), Q’eqchi’ (716,101 speakers), Kaqchikel (444,954 speakers), and Mam (477,717 speakers), as well as other indigenous languages.290 Existing tools may be drawn upon to support gender integration and social inclusion within the CEO Communications Strategy:
• International Organization for Migration (IOM) has a toolkit for gender mainstreaming communication content, channels and context, with a focus on migration.291
• The ILO developed mass-media training material for small enterprises. The material was first developed in Latin America, where experiments are being undertaken in Colombia (radio), Mexico (television), Peru (video), Brazil (photostrips), Costa Rica (audio-slides) and Argentina (radio-programmed instruction for rural producers). A similar training scheme for small enterprises by radio, classes and correspondence has also been designed for island economies in the South Pacific.292
• Voces de mujeres: historias que transformen (Women’s voices: Stories that transform) is a multi- media project that highlights the often-unheard stories of women that are left out of mainstream media.293
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7 STRATEGIC PARTNERSHIPS TO SUPPORT GAP IMPLEMENTATION Below is a list of entities with which CEO may consider collaboration in implementing the CEO Gender Action Plan. A full list of organizations and entities working with women, indigenous persons, youth, persons living with disabilities, and LGBTQI may be found in Annex VI.
• Ministry of Labor and Social Welfare: Coordinate to enforce the Labor Code and the Constitution as it pertains to women’s rights in the workplace.
• Ministry of Economy (MINECO): Coordinate to stimulate growth of economy including through business development services to women-owned and indigenous SMEs.
• Technical Institute for Training and Productivity, Instituto Técnico de Capacitación y Productividad (INTECAP), an institute of the Ministry of Labor and Social Welfare: Coordinate with Guatemala’s main vocational training institution which oversees technical and vocational training. INTECAP provides training for around 200,000 persons yearly and offers around 200 different courses on three different levels (after six grade level from primary education, persons with third cycle education level, and higher levels such as in-service firm management).
• Guatemala Secretariat against Sexual Violence, Exploitation, and Trafficking in Persons (SVET): Coordinate to increase protection from forced labor and human trafficking.
• Inter-Institutional Committee Against Trafficking: Coordinate to increase protection for women and girls from forced labor and human trafficking.
• Fiscal and Procurement Reform Project (FPRP) 2017-2019: Explore partnerships with this USAID-funded project that includes activities to increase the utilization of Guatemalan SMEs in government procurement, although does not appear to include any gender-specific indicators.
• Laborlink (See: https://www.mylaborlink.org/): Consider digital platforms such as Laborlink that allows companies to assess direct worker feedback to improve worker well-being in a measurable way that drives business results.
• Guatemala Federation of Small and Medium Enterprises: Coordinate to promote women- owned SMEs.
• National Coordinator for Microenterprises in Guatemala (CONMIGUAT): This group’s scope includes entrepreneurs in indigenous and vulnerable groups.
• Association of Transport Users in Guatemala: Potential partner to prevent GBV on public transport and to improve public transportation for women and indigenous persons.
• Hogares Comunitarios: Connect with Hogares Comunitares, government-sponsored daycares, to support beneficiary mothers in working.
• Ixchel Radio: Communications strategy should include networks of smaller stations, such as Ixchel Radio, the only community station in Sumpango Sacatepequez.
• Indigenous Women in Community Radio Network: Consider partnering and utilizing this network to help targeted dissemination to indigenous women and communities.
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• Voces de mujeres: historias que transformen (Women’s voices: Stories that transform): Consider collaboration with this multi-media project that highlights the often-unheard stories of women that are left out of mainstream media.
8 LIST OF SELECTED ACTIVITIES FOR GAP IMPLEMENTATION COMPONENT 1 TRADE AND INVESTMENT PROMOTED
1.1 • Integrate gender mainstreaming guidance and protocols into technical assistance in support creation of an investment promotion entity, drawing upon a gender lens investing (GLI) approach.
1.2 • Support firms receiving grants and technical assistance through training and technical assistance to adapt policies and establish mechanisms to grant contracts on non- discriminatory basis
1.3 • Ensure CEO Economic Corridor Strategies integrate social inclusion and gender equality, including community engagement and stakeholder engagement with NGOs representing women, youth, and disabled persons within the Corridor Key Stakeholder Committee (C-KSC) to inform the strategy and infrastructure needs assessment
1.4 • Integrate gender analysis within each value chain to identify gender-based constraints and opportunities
1.5 • Embed gender analysis, including disaggregated data by sex, age, ethnicity, and disability status within local and national migration, remittance, or perception of economic opportunity analysis
1.6 • Ensure communication dissemination to promote opportunities for job-seekers within ECs/ SEZs is done through various mediums to reach those that may face constraints related to literacy, internet connectivity, and ICT access (e.g., radio, dissemination through NGOs, and word-of-mouth)
1.7 • Evaluate the feasibility of adapting and applying gender firm certification, such as the Gender Equity Model (GEM)
COMPONENT 2 FINANCIAL SERVICES MOBILIZED
2.1 • Embed select gender equality/social inclusion eligibility and selection criteria for prospective partner financial institutions and companies and into internal guidelines for evaluating opportunities and designing support (e.g., existence of gender equality/social inclusion policy; presence of women/traditionally excluded groups in company leadership; track record on percentage of financial service product recipients who are women/indigenous SME owners, existence of products that meet needs of women, indigenous, youth, and other SME owners)
2.2 • Embed in support to INFOM’s improvement of financial services available to municipalities development of a gender equality strategy and targeting of financing for underserved women entrepreneurs/ indigenous entrepreneurs
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2.3 • Embed social and gender analysis within detailed market analysis of financing for construction, including commercial viability of credit mechanisms for public and low- income housing
2.4 • Support FIs with technical support and tools to disaggregate all data by sex, age, disability, and ethnicity, including loan applications, loan approvals, sizes, bank accounts, savings accounts, etc. to inform analysis of the reach of their products
2.5 • Actively include women’s and indigenous groups in convening stakeholder workshops in ECs with actors from the financial sectors, to determine how best to support women and families in financial planning to utilize remittances
2.6 • Ensure outreach for bidders’ conferences includes targeted outreach to woman-owned and indigenous owned SMEs, through channels such as women’s business networks and NGOs working with these populations
2.7 • Include in reviews of business enabling environment and the formalization process for enterprises focus groups with SMEs owned by women, indigenous, and other disadvantaged groups
2.8 • Support funds that belong to women (eg: Sofia Fund, Founding Women Fund, ProMujer, Alliance of Cooperative Women of Guatemala) by hosting networking events and conferences to bring together fund managers, venture capitalists, existing accelerators, and women’s business networks
2.9 • In targeting of remittance recipients for financial literacy training and outreach, overlay with family outreach/ engagement to ensure family acceptance of the remittance recipient to participate in trainings and improve decision-making of remittance recipients over investments of funds
2.10 • Support FIs technical support and tools to conduct gender analysis of their products, utilizing their own quantitative data collected
COMPONENT 3 PRODUCTIVE INFRASTRUCTURE UPGRADED
3.1 • When working with the GOG and other stakeholders to strengthen national and municipal PPP frameworks, procurement laws, and processes, include activities to ensure they are non-discriminatory and support women’s empowerment with specific procurement requirements
3.2 • Incorporate gender considerations into Environmental and Social Impact Assessments (ESIAs) and mitigation plans for infrastructure projects to ensure stakeholders take into account gender-differentiated impacts of the project design, operations and maintenance
3.3 • Include questions in municipal capacity evaluations to assess capacity to engage with constituents to prioritize infrastructure projects and embed social impact assessment in municipal planning
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3.4 • Support municipalities with tools and technical capacity to mainstream gender in municipal planning, including gender-sensitive budgeting and development of municipal- level gender and community engagement plans
3.5 • Incorporate sensitivity to women and other disadvantaged groups’ needs when scheduling community engagement and public forums
3.6 • Support municipalities and national government to improve monitoring of procurement systems and contracts
4.1 PRIVATE SECTOR COMPETITIVENESS INCREASED
4.1.1 • Host a woman-owned firm and SME forum/event, inviting women’s business associations and networks, to discuss specific challenges faced by them as part of sector and sub- sector level constraints and opportunities analysis
4.1.2 • Provide targeted assistance and TA to woman-owned SMEs to become pitch-ready for participation in domestic trade events
4.1.3 • Include inclusion and gender equality considerations in Anchor Firm selection and strategic planning criteria (e.g., gender equality policy already in place or willing to formulate; history/ track-record of working with woman-owned SMEs and indigenous persons, etc.)
4.1.4 • Ensure entrepreneurship accelerators with which CEO works include those that are sensitive to constraints faced by women and indigenous entrepreneurs, youth, and disabled; perhaps one accelerator should be explicitly focused on support for such entrepreneurs (Y1)
4.1.5 • To the extent feasible, encourage and support anchor firms to collect and report on sex- disaggregated and gender descriptive business data collection (e.g., technical capacity, tools)
4.1.6 • Embed knowledge training within business skills training on the benefits and incentives of SME formalization to shift perceptions and change desire of informal SMEs to formalize (Y2)
4.1.7 • In simplification of formalization procedures, support GOG to identify solutions that remove constraints especially faced by woman-owned SMEs, such as exploring ICT platforms (Y2)
4.1.8 • Embed gender-responsive business development training into capacity building of business development service providers, including improved capabilities to deliver confidence and leadership skills training
4.1.9 • Actively seek opportunities to connect female- and youth-owned SMEs and entrepreneurs with female business leaders and mentors through accelerator/ incubator programs
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4.1.10 • Support formation/strengthening of SME networks within and across ECs, hosting networking events and learning exchanges with an emphasis on events for women and youth entrepreneurs
4.2 WORKFORCE DEVELOPMENT
4.2.1 • Identify opportunities to embed gender equality training (including sexual harassment and knowledge about international/ national labor laws) into MOUs and work plans with partner firms
4.2.2 • In advancing workforce development efforts with anchor firms and other private sector partners, ensure job profile, competencies, and job advertisements are gender neutral and encourage women, youth, indigenous, disabled, and applicants from other disadvantaged groups to apply
4.2.3 • Collaborate with women’s business associations, networks, and NGOs to conduct outreach in promotion of job fairs to attract diverse participants
4.2.4 • Support institutional capacity building of actors conducting vocational and technical training to mainstream gender and social inclusion with tools and TA through: 1) curriculum implementation 2) monitoring of programs and graduates 3) outreach of students (e.g., challenging “traditional” work for men/ women and gender norms; rolling out GALS or WISE approaches to shift norms/ acceptance of women/ men working in non-traditional jobs)
4.2.5 • Work with TVET partners to develop skills and entrepreneurship program curricula with an emphasis on capabilities of female, youth, disabled, indigenous workforce in targeted sectors)
4.2.6 • Explore viability to support training centers in industries of interest expressed by persons living in CEO Project target geographies (e.g., tourism; agribusiness; agroforestry and processing into artisanal crafts; manufacturing; textiles and clothing production; confectionary; bee-keeping and honey processing)
5 GENDER INTEGRATION INTO CEO MONITORING, EVALUATION, AND LEARNING
5.1 • Disaggregate all indicators about people and income by sex, age, disability status, and ethnicity
5.2 • Integrate gender equality and social inclusion into surveys and studies to measure women’s empowerment over the life span of the project.
5.3 • Integrate gender analysis into the learning agenda to ensure qualitative and quantitative data collected during baseline, midterm, and endline integrate findings and inform decision-making.
6 GENDER INTEGRATION INTO COMMUNICATIONS
6.1 • Establish relationships with interpreters who may facilitate community engagement activities within each department.
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6.2 • Radio stations remain a major form of communication for information and culture, in Guatemala. Platforms should include networks of smaller stations, such as Ixchel Radio, the only community station in Sumpango Sacatepequez.
6.3 • Utilizing networks for stations such as Indigenous Women in Community Radio Network can help targeted dissemination to indigenous women and communities.
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ANNEX A BASIC GENDER CONCEPTS Sex The classification of people as male or female. At birth, infants are assigned a sex based on a combination of bodily characteristics including: chromosomes, hormones, internal reproductive organs, and genitalia.
Gender A socially defined set of roles, rights, responsibilities, entitlements, and obligations of females and males in societies. The social definitions of what it means to be female or male vary among cultures and change over time. Gender identity is an individual’s internal, personal sense of being male or female. For transgender people, their birth-assigned sex and their own internal sense of gender identity do not match. Gender equality Concerns women and men, and it involves working with men and boys, women and girls to bring about changes in attitudes, behaviors, roles, and responsibilities at home, in the workplace, and in the community. Genuine equality means more than parity in numbers or laws on the books; it means expanding freedoms and improving overall quality of life so that equality is achieved without sacrificing gains for males or females. Gender equity Gender equity is the process of being fair to women and men. To ensure fairness, measures must often be available to compensate for historical and social disadvantages that prevent women and men from otherwise operating on an equitable basis, or a "level playing field." Equity leads to equality. Gender-based Violence Violence that is directed at an individual based on his or her biological sex, gender identity, or perceived adherence to socially defined norms of masculinity and femininity. It includes physical, sexual, and psychological abuse; threats; coercion; arbitrary deprivation of liberty; and economic deprivation, whether occurring in public or private life. Gender-based violence takes on many forms and can occur throughout the life cycle. Types of gender-based violence can include female infanticide; child sexual abuse; sex trafficking and forced labor; sexual coercion and abuse; neglect; domestic violence; elder abuse; and harmful traditional practices such as early and forced marriage, “honor” killings, and female genital mutilation/cutting. Women and girls are the most at risk and most affected by gender-based violence. Consequently, the terms “violence against women” and “gender-based violence” are often used interchangeably. However, boys and men can also experience gender-based violence, as can sexual and gender minorities. Regardless of the target, gender-based violence is rooted in structural inequalities between men and women and is characterized by the use and abuse of physical, emotional, or financial power and control. Gender Analysis Gender analysis refers to the systematic gathering and analysis of information on gender differences and social relations to identify and understand the different roles, divisions of labor, resources, constraints, needs, opportunities/capacities, and interests of men and women (and girls and boys) in a given context. USAID requires that the findings of a gender analysis are used to inform the design of country strategic
plans, Assistance Objectives, and projects/activities. A gender analysis can be conducted at: the macro level, analyzing socio-cultural, economic, health, or demographic trends and legal policies and practices at the national or regional level; and/or at the micro level, examining gender relations, roles, and dynamics at the community or household level within the context provided by the macro analysis. Taking a macro or micro focus depends on the purpose for which the analysis is being undertaken. For example, a gender analysis conducted to inform a country strategic plan will most likely assess the issues from a broader, more macro level, whereas a gender analysis conducted for the design of a project/activity may look at the issues from both a macro and micro perspective. Gender Assessment A gender assessment involves carrying out a review, from a gender perspective, of an organization’s programs and its ability to monitor and respond to gender issues in both technical programming and institutional policies and practices. USAID Missions often carry out a gender assessment of their portfolio
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to determine whether gender issues are being effectively addressed in Mission-supported programs and projects. A gender assessment is a very flexible tool, based on the needs of the Mission, and may also include a gender analysis at the country level. If a gender analysis is included in a gender assessment, this meets the ADS requirements. If a gender assessment reviews the internal policies and practices of the operating unit (e.g., USAID Mission), this is very similar to a gender audit. A gender audit addresses not only gender in programming issues but also in the practices and policies of the Mission as a whole, such as human resource issues, budgeting, and management, to provide a comprehensive picture of gender relations at several levels within the organization. Findings from a gender assessment have been used, for example, to inform a country strategic plan or a Development Objective and/or develop a Mission Gender Plan of Action or a Mission Order on gender. Gender Gaps A gender gap represents the disproportionate difference between the sexes in attitudes and practices. A gender gap can exist in access to a particular productive resource (for example land), in the use of a resource (for example credit), or levels of participation (such as in government).
Gender-based Constraints Gender-based constraints are factors that inhibit either men's or women's access to resources or opportunities of any type. They can be formal laws, attitudes, perceptions, values, or practices (cultural,
institutional, political, or economic). Some examples include:
• Customary laws dictating that only men can own land is a constraint on agricultural production since it can prevent women from producing or marketing or obtaining credit. • A law that prevents pregnant teenagers from attending school is a gender-based constraint since it disadvantages girls relative to boys in obtaining an education. • An HIV/AIDS program that is located in an ante-natal clinic is a gender-based constraint if men are reluctant to get tested in this setting. Gender Integration Gender integration involves identifying and then addressing gender differences and inequalities during program and project planning, design, implementation, monitoring, and evaluation. Since the roles and relations of power between men and women affect how an activity is implemented, it is essential that project and activity planners address these issues on an ongoing basis. USAID uses the term gender integration in planning and programming. Conducting a gender analysis and/or gender assessment is the first step for ensuring successful gender integration into programs and policies.
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ANNEX B GUATEMALA CEO GENDER ANALYSIS QUESTIONS
Gender Roles and Gender Norms and Access to Resources, Responsibilities Expectations Information and Power
Component 1: Trade and Investment Promoted What positions do women vs. What are barriers for female, What is the capacity of the men hold within the sector youth, and indigenous, disabled, national government, (national level economic and Lesbian, Gay, Bisexual, municipalities, and private boards) and within Special Transgender, Queer, Intersex sector partners to mainstream Economic Zones (SEZs)? How (LGBTQI ) stakeholder gender within investment does this vary by indigenous representation and leadership in criteria, contracts, and status? How can the CEO the planning and coordination in monitoring? project help and support the CEO project? At the champions at these levels for national-level investment greater gender equity? promotion entity (IPE)? At the municipal level? At the five special economic zones (SEZs) and within the business and trade associations?
How do traditional gender How do gender norms and What barriers do indigenous roles limit women’s, indigenous expectations influence how people and youth face in women’s, and youth’s ability to women vs. men (including accessing and gaining support access formal sector job indigenous and youth) for employment or business opportunities? participate in, and benefit from, creation? available networking and job opportunities?
How do current economic How may perceptions of What barriers exist for women, policies promote or inhibit women business owners, indigenous persons, youth, women, and particularly including indigenous women disabled and LGBTQI to gain indigenous women, in accessing business owners influence their equitable access to and support formal sector employment? access to markets within the from business and trade How do policies support or SEZs? associations within each SEZ? remove workplace barriers for
disabled persons, LGBTQI , or other socially excluded groups
What are effective strategies How do current policies within What barriers exist for women that safely increase partner financial institutions to have equitable access to opportunities for employment hinder or promote gender market information? How can and leadership positions for equity and social inclusion? the content and/or channels of women, youth, and indigenous dissemination be improved to What are the impacts of persons within the SEZs? reach more women, youth, and internal and external migration indigenous employees and Which sectors and value chains entrepreneurs? are women, youth, indigenous,
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and disabled persons currently on household relationships and How does gender-based working in, or have skills that violence? violence, including sexual may be developed? harassment in the workplace and domestic violence at home, What are the impacts of impact women entrepreneur’s migration (internal and external, ability to markets or women and at the national and local laborer’s job retention? Vice levels) on job opportunities for versa, how does women access women, youth, disabled, to markets and employment LGBTQI , and others? impact gender-based violence (positive or negative)?
Component 2: Financial Services Mobilized What biases exist among formal financial institutions against How do men and women’s How well are existing formal female vs. male borrowers? roles and responsibilities affect and informal financial products Indigenous borrowers? Youth their ability to benefit from (e.g., savings accounts, checking borrowers? Disabled services provided by financial accounts, loans, etc.) and borrowers? LGBTQI institutions (FIs)? What services meeting the needs of borrowers? examples exist of innovative male, female and indigenous strategies for FIs to better What are effective strategies to entrepreneurs? And in fostering support women, youth and train business owners in not but entrepreneurship among indigenous peoples in accessing only recruitment of women and youth, especially within these services? indigenous peoples, as well as indigenous communities? disabled, but creating a safe,
supportive atmosphere for these employees for thrive?
How does gender-based How and by whom are violence, including sexual remittances currently utilized harassment in the workplace What barriers do women vs. or invested within households, and domestic violence at home, men face in accessing formal particularly within indigenous impact women entrepreneur’s financial products and services households? How do these ability to access finance? Vice (e.g., micro-credit, loans, and decisions relate to traditional versa, how does women access savings)? What additional roles and responsibilities? How to finance impact gender-based barriers to indigenous women, do remittances effect gender- violence? youth (15-24), disabled, and based violence, and vice versa? How might structural barriers LGBTQI face? What are the needs and faced by women, youth, What are potential barriers priorities of youth, especially indigenous or disabled peoples faced by women vs. men in indigenous youth, in utilizing impact their ability to access accessing and benefiting from and benefiting from available financial and business mobile banking services? What financial products and services? educational programs? How can constraints do indigenous, Disabled? these services be tailored to the youth (15-24), and disabled needs of these communities?
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What types of financial literacy populations face in accessing programs (e.g., financial planning and using mobile technology? and budgeting, saving, and the How do risk management productive use of one’s financial systems account for social resources) are available for exclusions and gender-based indigenous women, youth, violence as a risk? indigenous, disabled, and others? What barriers do they What is the capacity of FI face in accessing these operational units to serve the programs? needs of female—owned-SMEs, including indigenous women? What is their capacity to serve remittance recipients, including indigenous women, youth, and the disabled? What are barriers and opportunities within Guatemala for gender-lens social impact investors and venture capitalists seeking to invest capital in high growth potential SMEs, including those owned by indigenous women or youth?
Component 3: Productive Infrastructure Upgraded What are effective strategies to What are effective strategies to What are strategies to ensure promote diverse participation ensure the voices of women, men, women and indigenous (including women, youth, youth and indigenous peoples peoples have equitable indigenous, disabled) in are heard and valued within the opportunities to benefit from community engagement to plan infrastructure oversight labor, direct and indirect and prioritize infrastructure committees, including operation services from for construction? projects? & maintenance committees? Also for targeting male, female and indigenous-owned SMEs for How do traditional roles and How are indigenous men and procurement of supplies and responsibilities inhibit women’s women, youth, and the disabled equipment? ability to engage in operational engaged as leaders within and oversight committees, municipal government? What How does infrastructure including operation & influence do they have over planning take into account maintenance committees, for developing local and plans? people with special needs and infrastructure projects? considerations, including access What is government capacity to for disabilities and reducing risk How must oversight and mainstream gender into of gender-based violence? grievance mechanisms for financing strategies, implement infrastructure projects be gender budgeting, and How do municipalities integrate accessible to youth, women, incorporate a gender lens into gender into their planning and budgeting processes? What is
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and indigenous persons, sustainable infrastructure their capacity do integrate including screening for violence? projects? gender into prioritization of infrastructure projects and What government laws and planning? requirements exist to ensure gender is mainstreamed into How is gender equality and environmental management and women’s empowerment impact mitigation plans for currently mainstreamed in infrastructure projects? What is government procurement the capacity of government to processes? How does mainstream gender into their procurement and private public Environmental and Social partnerships (PPPs) negotiate Impact Assessments (ESIAs)? embed gender equality principles, including preferences for women?
Component 4: Private Sector Competitiveness Improved
Component 4.1: Private Sector Capacity How might the formalization of Where are there champions for What barriers exist to increase women-owned enterprises lead women, youth and indigenous women, including indigenous to a higher burden for women peoples at both the sector and women, in meaningful and with respect to other firm level within each SEZ? influential decision-making roles household and economic Women’s or indigenous at companies? On corporate responsibilities? How can persons business organizations boards? As business leaders? women entrepreneurs be best or networks? How can they What are best practices for supported in this transition? help foster an enabling supporting women and environment to support and What role do women, including indigenous owned SMEs in retain diversity in the indigenous women, play as expanding and improving their workplace? business development service business? providers? As business leaders? What constraints to men vs. What are effective strategies to As corporate board members women face in formalizing build capacity of more women and managers? How does the SMEs, including differential to assume leadership roles in presence or lack of female role access to resources, costs, and SMEs? models impact upcoming female sexual harassment? and young entrepreneurs? What are ways that larger What additional financial/ private sector enterprises best How do stereotypical male and economic risks may women and support gender equity and female roles help or hinder indigenous employees or social inclusion within SMEs? women taking on non- entrepreneurs in face in the Within each step of the value traditional leadership roles process of formalization of the chain? within business and men taking business and what strategies can on non-traditional caring roles be used to mitigate these risks? What gender-based barriers within their families? How does exist for women SME owners What are effective strategies to migration impact this? to connect with the gender equity and social government and government inclusion through the transition programs, including sexual
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of business formalization, from harassment and biases? How microenterprises to small can this be overcome? enterprises and from small to What are women’s, indigenous medium sized enterprises? women’s, youth, and disabled What are the differentiated barriers to accessing and using incentives and disincentives for technology that can help them women, indigenous, women, formalize and grow their youth, and the disabled to businesses? formalizing a business? What are effective strategies to What is the corporate and improve equitable access to workplace culture among large business data and market enterprises in Guatemala? What intelligence for women, men, kinds of gender equitable and indigenous peoples? workplace policies and
procurement practices exist to create a supportive environment for female employees and SME suppliers?
Component 4.2: Workforce Development
What consequences might girls What are innovative strategies What programs currently exist and indigenous youth face in to increase the active at universities and technical and participating in educational and recruitment and participation of vocational education and vocational training programs, young women and indigenous training (TVET) institutions that including violence? youth for job competency target youth, indigenous programs? women, and the disabled for job How might expanded training opportunities, including in male- and education of women or What barriers exist within dominated programs? indigenous youth for formal private sector enterprises to business employment affect recruiting diverse personnel, What are best practices of firms traditional roles and including indigenous women, to support and retain women responsibilities? How can any youth, disabled, and LGBTQI? and indigenous youth in the negative unintended workplace? Disabled persons? What are the harmful or helpful consequences be mitigated? (Mentorship programs, attitudes do fathers, mothers, refresher training, zero- What are the gender-based and other family members have tolerance sexual harassment barriers for out-of-school youth about young women policies and other family- for participation in jobs skills, participating in training and friendly workplace policies, etc.) job readiness training, employment opportunity internships, apprenticeships, and outside their home? What is the capacity of private entrepreneurship? sector firms across priority value chains to target and What are women’s time and develop skills for youth, with a care constraints in accessing focus on targeting skills gap for
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technical support, training, and indigenous young women, services? disabled, and others? What is the current capacity and resources of the government and partners to map skills and skills gap of indigenous women, youth, disabled, and others to match market needs in various sectors and value chains?
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ANNEX C NATIONAL LEVEL GENDER EQUALITY AND SOCIAL INCLUSION CONTEXT
C.1 COUNTRY-LEVEL OVERVIEW Gender inequality is a pervasive development challenge that must be addressed in order to unlock economic opportunity. Women face violence, discrimination, and poverty. They often lack decision- making authority in their own households and access to decision-making bodies in their communities and countries. Women have less access to healthcare and education and earn less money than men for equal work. Ultimately, gender inequality limits the full potential of women, men, girls and boys within their communities and society. And it is costly. Twenty-eight trillion dollars could be added to the global GDP by 2025, if women’s economic participation matched men’s.294 The Gender Development Index (GDI) reflects gender inequalities in health, education and command over economic resources. Guatemala’s GDI of 0.959 ranks the country in the second out of five tiers in the world. Another metric, the Gender Inequality Index (GII), measures reproductive health, empowerment, and economic activity. Guatemala had a GII of .494, ranking the country 113 out of 159 countries in 2015.295 In Guatemala, the Human Development Index, which measures national development through health education and income level was .581 in 2012, but dropped even lower to .483 in rural and indigenous areas.296 INDIGENOUS PEOPLES The indigenous population in Guatemala consists of 23 Mayan groups and one non-Mayan group. According to the 2001 government census, the indigenous groups make up 43 percent of the total population.297 However, according to indigenous peoples’ representatives, the true figure is closer to 60 percent.298 They live throughout the country, especially in the highlands. While Spanish is the official language of Guatemala, the 2003 National Law of Languages recognizes 23 indigenous languages.299 This law requires that all national provisions and policies be translated into these languages, and all public institutions to provide services in these languages.300 While 93 percent of the population speaks Spanish, 31 percent speak the most common four indigenous languages: K'iche (spoken by 8.7 percent), Q'eqchi (7 percent), Mam (4.6 percent) and Kaqchikel (4.3 percent). 301 Guatemala has a long history of discrimination against indigenous populations in general and women in particular. Women, children and indigenous peoples disproportionately suffered atrocious human rights violations during the 36-year armed conflict from 1960 to 1996. It is estimated that more than 200,000 people were victims of arbitrary executions and forced disappearance as a result of political violence, out of which 83 percent were members of the indigenous Mayan population.302 Although the Government of Guatemala adopted the UN Declaration on the Rights of Indigenous Peoples in 2007, the country’s indigenous population continues to face substantial challenges and inequities with respect to employment and income, health outcomes, political participation and access to education.303 ECONOMIC PRODUCTIVITY AND LABOR Globally, 10.7 percent of the world’s population lives on less than US$1.90 a day304, compared to 12 percent of the population in Guatemala.305 Guatemala has a GNI per capita (Atlas method) of US $3,790.306 More than half of the country’s population lives below the national poverty line and 23
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percent live in extreme poverty. Concentrated in rural areas, more than 74 percent of Guatemalans living in poverty are indigenous.307
Guatemala’s population is 15.4 million people with a labor force of 6.6 million.308 While agriculture employs more than 31 percent of the labor force, it only represents 11 percent of Gross Domestic Product (GDP).309 In Guatemala 3 out of every 4 of agricultural workers are poor, and 1 out of every 4 is extremely poor.310 Nearly 91 percent of agricultural workers in Guatemala are indigenous.311 According to the Institute of National Statistics (INE), 69 percent of the working population in work in the informal sector of the economy. In the rural areas, almost 8 out of 10 workers are informally employed.312 This represents primarily the indigenous population who face greater economic vulnerability as a result of lacking basic labor benefits. In fact, it is estimated that 64 percent of indigenous women do domestic chores without pay, leaving them without access to credit, land or other productive resources.313 As of 2016, the total unemployment rate was 2.4 percent.314 For youth ages 15 to 24, 7.5 percent of the female labor force is unemployed compared to 3.6 percent of the male labor force.315 The labor market illustrates the unequal economic relations between men and women. According to the INE, the male labor force participation is 83 percent compared with 40 percent of women. More than 80 percent of women working as household employees without legal or social protection are indigenous. According to the 2015 Global Gender Gap Report women’s earned income was 56 percent that of men, and women on average received 64 percent of men’s salaries for comparable work. Many women engaged in agricultural work and often reported receiving less than 50 percent of a man’s salary for similar work. 316 There is even greater disparity among rural and indigenous women.317 Further, UN Women reports that women dedicate 6.1 hours of their day to non-compensated labor that contributes to the family’s wellbeing and society´s development and 7.5 hours to paid labor. This contrasts with men who dedicate 2.6 hours to non-compensated labor and 8.6 hours to paid labor, demonstrating the productivity constraint of domestic labor for women.318 There are also gendered divisions across industries. The agricultural sector is male dominated, as 88 percent of formal laborers in the sector. Women are more formally visible in commerce, manufacturing, education, and social work.319 MIGRATION Migration has long been a dominant feature of Guatemalan life, though migration patterns have shifted over time. However, there is a critical data gap in sex-disaggregated data on migration in Guatemala. Guatemala’s 36-year civil war caused thousands of political refugees to flee to Mexico, the United States, and Canada. In contrast to the migration in this period, post-war Guatemalan migrants have been mostly labor migrants, leaving for improved economic opportunities abroad or reuniting with family already living internationally.320 Although the majority of Guatemalan migrants are historically working-age males, the number of female migrants is rising.321 Women migrants face violence, sexual assault and human trafficking and double discrimination as both women and migrants.322 They have more health problems in transit and at their destination.323 Since 2011, there has been an increasing number of unaccompanied children from Guatemala migrating to the United States.324 According to a Gallup poll in 2015, 6.4 percent of adult respondents in Guatemala reported plans to permanently move to another country in the next 12 months.325 An International Organization of Migration (IOM) survey on migration found that the main causes to migrate in the next 12 months were to seek employment (31 percent) or other economic reasons (24.2 percent), family reunification (18.6
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percent), due to discrimination based on their sexual identity (2.4 percent), insecurity (1.7 percent), problems with the gangs (1.2 percent) and other violence (0.5 percent).326 HUMAN TRAFFICKING As of 2017, Guatemala is on the Tier 2 Watch List of the US State Department Trafficking in Persons Report.2 Guatemala is a source, transit, and destination country for men, women, and children subjected to sex trafficking and forced labor. Guatemalan men, women, and children are subjected to forced labor within the country, often in agriculture or domestic service, and in the garment industry, small businesses, and similar sectors in Mexico, the United States, and other countries. Out of the 484 victims identified in 2016, at least 395 were women and girls, compared with a total of 456 in 2015; and 89 victims of trafficking were men and boys, a decrease from 174 in 2015. In 2015, 135 children were removed from forced child labor.327 Guatemalan women, girls, and boys are exploited in sex trafficking within the country and in Mexico, the United States, Belize, and other foreign countries, while commercial sexual exploitation of Guatemalan children by foreign tourists from Canada, the United States, and Western Europe, and by Guatemalan residents persists. Women and children from other Latin American countries and the United States are exploited in sex trafficking in Guatemala. Some Latin American migrants transiting Guatemala en route to Mexico and the United States are subjected to sex trafficking or forced labor in Mexico, the United States, or Guatemala. 328 EDUCATION AND LITERACY Girls’ education and empowerment is essential to promote social development and expand economic development.329 Globally, 90 percent of girls and boys complete primary school, compared to Guatemala, where 68 percent complete primary school. At the secondary school level, 48 percent of boys and 44 percent of girls complete their education in Guatemala.330 While indigenous peoples generally have less schooling than nonindigenous peoples throughout Latin America, differences are greatest in Guatemala, where indigenous adults have less than half the schooling of nonindigenous adults (2.5 years of education compared with 5.7 years).331 The disparities at early levels have an impact on the last stage of education; only 7.8 percent of the economically active population had access to tertiary education.332 Throughout the world, it is estimated that approximately 10 percent of people over the age of 15 are illiterate, and nearly two-thirds of them are women.333 In Guatemala, women in general are disproportionately more illiterate (24 percent) than men (13 percent).334 However, further disaggregated statistics show high levels of social exclusion for indigenous peoples. In 2011 the illiteracy rate among indigenous women was 48 percent and men 25 percent, compared to 19 percent of non- indigenous women and 11 percent of men.335 DEMOCRACY AND GOVERNANCE Representative political participation and leadership are necessary for democracy to function and support thriving economies. According to the Global Gender Gap Report, Guatemala ranks 105 out of 144 countries on women’s political empowerment.336 With meager representation in government, women and indigenous groups lack the opportunity speak up for their rights.
2 Tier 2 means that the Government of Guatemala does not fully meet the minimum standards for the elimination of trafficking; however, it is making significant efforts to do so.
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Today, women hold 24 percent of parliament seats worldwide,337 compared to only 14 percent in Guatemala.338 In the 2011 national elections, women won only 18 of the 158 seats in the Guatemalan Congress while indigenous people held 22 seats. However, a mere three seats went to indigenous women. In 2012, a woman was elected to the Vice-presidency for the first time, but women remain underrepresented at the ministerial level. In the executive branch, only three women direct the 12 ministries.339 At the local level, there were only 7 women elected as mayors of the 333 municipalities. NUTRITION AND FOOD SECURITY Under nutrition and malnutrition of women affect women’s health, but they also have grave repercussions for their families and households, and the next generation. Poor nutrition of the mother during pregnancy often leads to intrauterine growth restriction and underdeveloped cognitive functioning in the child, as well as other lifelong consequences for a child’s physical and mental development.340 Today, 11 percent of the global population faces food insecurity.341 The agriculture sector in Guatemala is challenged by its rugged terrain and unreliable water sources. Guatemala is one of the ten countries most vulnerable to climate change and natural disasters because of its geographic position, mountainous and volcanic nature.342 This impact on poor crop yields in turn contributes to poor nutrition and health outcomes. Globally, 22.9 percent of children are stunted, or short for their age, a sign of under nutrition or malnutrition.343 In Guatemala, 48 percent of children under the age of five are stunted and 13 percent are anemic.344 Chronic under nutrition is attributed to high rates of poverty, food insecurity, inadequate hygienic environments, structural problems of inequality and exclusion, and also insufficient child stimulus and care. The most vulnerable are the Mayan communities who live in the highlands, where stunting affects almost 70 percent of children under five. 345 REPRODUCTIVE HEALTH AND HIV The global maternal mortality ratio is 216 deaths per 100,000 live births,346 compared to 88 in Guatemala in 2015.347 The global infant mortality rate is 30.5 deaths per 1,000 live births,348 compared to 24 in Guatemala.349 The global under-five mortality rate is 41 deaths per 1,000 live births,350 compared to 29 in Guatemala.351 Almost half of Guatemala’s population is under the age of 19, making it the youngest population in Latin America.352 Guatemala also has the highest population growth rate in Latin America,353 likely because of the large reproductive-age population and a Total Fertility Rate of 3.0 births per woman.354 Fifty-five percent of sexually active, never-married women, and 26 percent of married women, aged 15–19 have an unmet need for contraception, meaning they wish to avoid having a pregnancy in the next two years but are not practicing contraception.355 Furthermore, abortion is criminalized in Guatemala and access to emergency contraception is limited, forcing victims of all forms of sexual violence, including incest, to carry their pregnancies to term.356 Guatemala’s indigenous women have the poorest access to basic social services, including health and education. 357 In 2013, it was found that the maternal mortality ratio was three times higher for indigenous women.358 The high level of maternal mortality is due to several factors, such as the lack of health centers, and their inaccessibility, in addition to the lack of culturally appropriate services, thus women generally turn to traditional healers and give birth in precarious conditions.359 According to UNAIDS estimates from 2016, there are 46,000 people living with Human Immunodeficiency Virus (HIV), of which only 65 percent know their status and 36 percent currently accessing antiretroviral therapy. While there is a .5 percent prevalence of HIV in the general population, it is 1.6 percent among sex workers, 8 percent for men who have sex with men (MSM), and 22.2 percent among transgender people. In the total population, the top three causes of mortality in
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Guatemala are lower respiratory infections, heart disease, interpersonal violence, which has remained consistent since 2010. 360
Gender-Based Violence Worldwide, one in every three women has experienced GBV in her lifetime.361 Despite efforts at the national level to reduce the incidence of violence, more than 18 percent of women aged 15-49 years have experienced intimate partner physical and/or sexual violence at least once in their lifetime.362 In 2013, there were 31,836 reports of violence against women and 198 reports of femicide, the killing of a women or girl on account of her gender.363 Guatemala has the third highest rate of femicide in the world, ranking only behind El Salvador and Jamaica.364 GBV is underreported and official statistics only reflect a small percentage of the actual crimes of violence against women in Guatemala.365 Even once crimes are reported, the legal system and policies fail to hold perpetrators of violence accountable; the conviction rate for femicide in 2014 was only 1-2 percent.366 In 2015, the legal marital age in Guatemala was raised from 14 to 18, but the country continues to have one of the highest rates of child marriage in Latin America.367According to UNICEF in 2017, 6 percent of women age 20-24 were married before they were 15 years old and 30 percent before they were 18 years old.368 The practice is even high among poorer, indigenous and rural communities.369 Girls who marry before they turn 18 are more likely to experience domestic violence and exploitation.370
Disability Compared to able-bodied persons, persons with disabilities have less access to education, poorer health outcomes, lower levels of employment, and higher poverty rates. This holds true in Guatemala, and is further compounded by dimensions of gender and racial discrimination.371 The WHO estimates that 16 percent of adults and 5 percent of children worldwide are living with a disability, with similar prevalence rates for girls and boys.372 However, among adults, 12 percent of women aged 18 or over have at least one severe functional limitation compared to 8 percent of men.373 In Guatemala, it is estimated that 10 percent of the population live with a disability and that a third of all households include at least one person with a disability.374 Prevalence of disability increases with age; 5 percent of children under 18 years have a disability compared to 10 percent of adults age 18 to 49 and 24 percent of adults over 50 years old.375 Across all age groups, prevalence among women is higher; in the total population 11.8 percent of all females and 8 percent of males live with disability.376 Due to issues with mobility and stigma, there is low educational attainment among Guatemalan youth with disabilities. Many children with disabilities experience multiple factors of exclusion and discrimination, more profound in populations such as those from afro-descent or indigenous girls with a disability in poor, rural areas.377 Approximately 15 percent of the girls and 20 percent of the boys with disabilities had completed primary school and less than 5 percent of attended secondary school.378 Moreover, findings highlight that with disabilities are less likely to be attending schools (69 percent) compared to girls without disabilities (84 percent) while no such difference was observed among boys. 379 Only 15 percent of people with disabilities in Guatemala are estimated to have an income; 13 percent are occupied within the informal sector and only 2 percent are engaged in formal employment according to the National Council for the Attention to People with Disabilities.380 Moreover, a report by National Institute of Statistics found that 66 percent of the persons with disabilities are indigenous, despite making up 40 percent of the population.381 There is no umbrella or national civil society platform for the disabled peoples. While the disability movement is rather fragmented there are also a substantial
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number of smaller civil society organizations at departmental level (see partnerships and Organizations section).
LGBTQI Worldwide, homophobic attitudes combined with lack of adequate legal protection makes lesbian, gay, bisexual, transgender, queer and intersex people (LGBTQI) people victims of human rights abuse. People that identify as LGBTQI face discrimination at school, work, and even among their own families, severely impacting their ability to lead productive lives. While homosexuality is not illegal in Guatemala,382 there are no laws to prohibit discrimination on the basis of sexual orientation or gender identity, making LGBTQI people vulnerable in areas such as employment, education, housing, healthcare, banking, etc.383 There is no recognition of same-sex marriages in Guatemala.384 Reporting and recording of statistics for violence against members of the LGBTQI community is poor. In 2012, one survey found that 72 percent of LGBTQI individuals report experiencing violence against their rights to health, work and education.385 While the incidence of HIV is decreasing in the overall population, it continues to increase for certain risk groups including transgender women, MSM and sex workers. 386
C.2 STRATEGIC PRIORITY ALIGNMENT WITH GOG ON GENDER EQUALITY PRIORITIES USAID and the GOG are aligned in strategic priorities to reduce gender disparities in access to, control over and benefits from resources; to reduce GBV and mitigate its harmful effects on individuals; and to increase women and girls’ capabilities to influence decision-making in society. Both USAID and the GOG are working toward integrating responses to GBV across sectors, including in policies and activities designed to address climate change. The figure below highlights the USAID strategic alignment on the left with GOG’s on the right, demonstrating the strategic context of how Guatemala CEO can support concurrent USAID and GOG gender equality goals.
• The passage of the National Policy for the Promotion and USAID aims to Comprehensive Development of Women 2008-2023 reduce gender disparities in access (PNPDIM) aims to improve women’s empowerment and to, control over, their access to resources and opportunities in all areas and benefits from across public life, education, health access, marriage and resources, wealth, family environment, as well as the economic, political and opportunities, and cultural arena. services
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• The GOG has established several political institutions and mechanisms established specifically to support women through gender and development policies. This includes the USAID seeks to Presidential Secretariat for Women (SEPREM) that advises increase capability of and coordinates public policies to support to the women and girls to development and promotion of women in Guatemala, and realize their rights, the Special Cabinet for Women (GEM). determine their life • The Defense of Indigenous Women (DEMI) focuses on outcomes, and advancing the comprehensive rights of indigenous women. influence decision making • These institutions underwent further capacity building through the UN-funded Joint Program entitled “Strengthening the institutional environment for the advancement of women in Guatemala” from 2008-2011. 387
• The GOG shows their commitment to addressing violence against women with the 2008 passing of the landmark National Femicide Law, which includes enhanced legal processes to support GBV survivors and convict perpetrators. USAID is determined to reduce GBV and its harmful • The GOG established several agencies to help implement effects on individuals the laws against GBV, including the Special Prosecutor for Crimes against Women, the National Coordinating Office for the Prevention of Domestic Violence and Violence against Women (CONAPREVI), and government-run Integrated Support Centers for Women Survivors of Violence (CAIMUs).
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ANNEX D LEGAL AND POLICY FRAMEWORK FOR GENDER EQUALITY IN GUATEMALA Guatemala has multiple policies and programs in place on gender to support women in exercising their rights. However, influential traditional and cultural beliefs and practices hinder implementation of gender equality frameworks. Guatemala ratified many international conventions addressing gender equality and created strategies to further gender equality. On a national level, the Parliament has passed legislation and forged national plans to further gender equality.
D.1 INTERNATIONAL CONVENTIONS AND AGREEMENTS In 1982 Guatemala ratified the Convention on the Elimination of all Forms of Discrimination against Women (CEDAW). Guatemala ratified various international conventions and agreements, signaling political commitment to achieving gender equality.
Major Convention/ Key Gender/Project-Related Articles/ Points Agreement • SDG 1 No poverty: Elimination of poverty in all of its forms by 2030. 2030 Agenda for Sustainable • SDG 2 Eliminate hunger: Eliminate hunger and malnutrition by 2030. Development and • SDG 5 Gender equality: Ending all forms of discrimination against women and Sustainable girls. Development • SDG 10 Reduced inequalities: Promote economic inclusion. Goals (SDGs) 2015 • SDG 13 Climate action: Adapt to and mitigate climate change. • The Declaration acknowledges that men and women are not the same but insists on their right to be equal before the law and treated without Universal discrimination. Declaration of Human Rights • The articles apply equally to women and men. The rights enshrined in the (1948) Declaration include the right to education, the right to equal pay for equal work, the right to health, and the right to influence and develop society. Article 2 contains provisions against discrimination based on sex. Convention on the • CEDAW is an international bill of rights for women that focuses on the Elimination of All following: non-discrimination; women’s rights in the public sphere; the economic Forms of and social rights of women; and women’s equality in marriage and family life, as Discrimination well as equality under the law. Guatemala ratified CEDAW in 1982.388 against Women • CEDAW established the Committee on the Elimination of Discrimination against (CEDAW)(1981) Women and the states parties’ reporting procedure. Convention on the • CEDAW’s optional protocol includes a communications procedure that allows Elimination of All individual women, or groups of women, to submit claims of violations of rights Forms of protected under the Convention to the Committee. Guatemala became a Discrimination signatory to the protocol in 2000. Against Women • The Protocol also creates an inquiry procedure enabling the Committee to and its Optional initiate inquiries into situations of grave or systematic violations of women’s Protocol (2000) rights.
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• The ICCPR is a key international human rights treaty that provides a range of protections for civil and political rights. The Covenant commits its parties to The International respect the civil and political rights of individuals, including the right to life, Covenant on Civil freedom of religion, freedom of speech, freedom of assembly, electoral rights and Political Rights and rights to due process and a fair trial. Guatemala ratified the ICCPR in 1992. (ICCPR) (1966) • Article 2.1 requires that the rights be recognized without distinction of any kind based on sex. • Article 3 requires that women equally enjoy the rights enshrined in the ICCPR. • The ICESCR commits parties to work toward granting economic, social, and cultural rights (ESCR) to the Non-Self-Governing and Trust The International Territories (colonies) as well as individuals, including labor rights, the right to Covenant on health, the right to education, and the right to an adequate standard of living. Economic, Social Guatemala ratified the ICESCR in 1998. and Cultural Rights • Article 3 highlights that the rights in the ICESCR apply to both men and (ICESCR) (1966) women. • Article 12 includes the right to control one’s health and body, including reproduction. International Labour • The Convention is one of the eight ILO fundamental conventions that aims for Convention No. equal pay for equal work for men and women. States parties may achieve this 100 Convention through legislation, introduction of a system for wage determination and/or Concerning Equal collective bargaining agreements. Guatemala ratified Convention No. 100 in Remuneration for 1961. Men and Women • Article 1 states that women and men shall receive equal pay for equal work. Workers for Work • Article 2 states that each member shall ensure that the principle of equal pay for of Equal Value equal work is applied to all workers. (1951) • The regional convention led by the Organization of American States (OAS) Inter-American established a milestone policy that defined violence against women as any act or Convention on the conduct, based on gender, which causes death or physical, sexual or Prevention, psychological harm or suffering to women, whether in the public or private Punishment and sphere. Eradication of • It helped set up monitoring mechanisms that allow any individual or group to Violence against appeal to the Inter-American Commission on Human Rights about state Women (1994) violations of their duties to protect women. Most Latin American states have ratified the treaty; Guatemala ratified in 1995. • The Convention is an international human rights treaty intended to protect the rights and dignity of persons with disabilities. Guatemala ratified the Convention Convention on the in 2009. Rights of Persons • Rights specific to the Convention include: accessibility including information with Disabilities technology, to live independently and be included in the community (Article (2008) 19), to personal mobility (article 20), habilitation and rehabilitation (Article 26), and to participate in political and public life, and cultural life, recreation and sport (Articles 29 and 30).
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American Convention • The Convention did not enter into effect until 1978. It outlines the civil and on Human Rights political rights of all individuals, while Article 26 commits states to progressive (1969) realization of economic, social and cultural rights.
D.2 NATIONAL LAWS AND POLICIES After the end of 36-year strife in the country, Guatemala made great strides during the 1990s in reforming and modifying their laws and codes to recognize women and men’s equal rights, including specific language regarding gender equity in their constitution.389 Preceded by several laws focused on domestic violence, the landmark Law Against Femicide was passed in 2008. The Law expanded the definition of violence against women and officially recognized feminicide as a punishable crime. However, challenges remain due to insufficient funding allocated to implementation as well as lack of clearly defined institutional responsibilities.
Laws & Policies Key Gender-Related Articles/ Points
• Title II, Chapter II stipulates the social rights of all citizens under the national constitution. It guarantees the equality of men ad women and ensures the protection of indigenous rights. Section III further highlights the rights of indigenous communities, promoting their culture and customs as well as protecting their rights to native agricultural land. Article 102 highlights equality of labor and equal pay between women and men. Constitution of • Concerning the right to property, there are provisions for marriage settlements the Republic of (articles 116, 121, 125), community of property (article 122) and separation of Guatemala (1985, amended 1993) property (article 123). • Section 8, Article 102 protects workers and the conditions they work in. It includes regulation of the conditions for women workers, especially for pregnant women. It also forbids the employment of children less than 14 years of age subject to exceptions provided by the law. It also includes "equal wages for equal work performed under equivalent working conditions, and equal conditions of seniority and efficiency."
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Laws & Policies Key Gender-Related Articles/ Points
• The policy was developed by the Presidential Secretariat for Women (SEPREM), a body with the status of a State Ministry to promote the comprehensive development of women. This plan focuses on measures and policies to help institutionalize the advancement of women. It has nine components: Economic Development, Land and Housing, Education, Comprehensive Health, Violence against Women, Labor, Legal Equity, Institutional Mechanisms for the Advancement of Women and Sociopolitical Participation. These components National Policy for correspond to the areas of special concern of the Fourth World Conference on the Promotion Women. and Integral • It highlights sociopolitical participation as a principle focus for the advancement Development of of women in Guatemala. It proposes reforms to the Electoral Affairs and Women 2008- Political Parties Act to establish parity between men and women, including a 2023 (PNPDIM) mandatory quota system for both women and indigenous people in political parties. • The Equal Opportunities Plan attached to PNPDIM sets out legal and administrative reforms to guarantee quality between men and women, between indigenous and mestizo women. It established mechanisms to certify identify documents of indigenous women (Mayan, Gariduna, Xinka and mestizo women) in order to register and promote their participation in decision making and voting. • Preceded by the Law to Prevent, Sanction, and Eradicate Domestic Violence (1996) and the Law for the Dignity and Comprehensive Promotion of Women Act on Femicide (1999). This law officially recognized femicide as a punishable crime and included and Other Forms a more comprehensive definition of violence against women than in any previous of Violence against laws. Women (2008) • The law identifies four types of violence: femicide (Article 6), physical/sexual violence (Article 7.1), psychological abuse (Article 7.2) and economic violence (Article 8). These articles outline the prosecution process and prison terms for committing each crime. • Signed by the government of Guatemala and the guerrillas of the Guatemalan National Revolutionary Unity, this agreement committed the Guatemalan state to implement a series of constitutional reforms recognizing indigenous peoples' Agreement on the collective rights. Identity and Rights • This included the right to be subject to their customary law, the right to bilingual of Indigenous education, and protections for indigenous lands. Many of these terms were Peoples (1995) adapted into reforms for the Guatemalan Constitution in 1998. • The agreement also recognized the particular vulnerability of indigenous women to double discrimination. The agreement defines sexual harassment against indigenous woman as an offense and also established the Office for the Defense of Indigenous Women’s Rights.
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Laws & Policies Key Gender-Related Articles/ Points
• The policy’s main objective is to respond to the demands and needs of young people in Guatemala in ten arenas: education, work and productivity, health, recreation, violence prevention, housing, environment, gender equality, multiculturalism and participation and citizenship. This is policy replaced the National Policy for previous National Youth Policy 2010-2015. Youth 2012-2020 • Chapter 1, Section 11 focuses on gender equality and mainstreaming gender into (2010) the other arenas affecting youth. Enhanced focus throughout the document is given to indigenous populations and women in rural areas. • Chapter II, Section 3 focuses on public policies for improving coverage and access of services for indigenous youth throughout the country. • This law became the legal framework for Guatemalan women to ensure their Law of rights and promote women at all levels of economic, political and social life in Dignification and Guatemala. Promotion for • The articles in this law include procedures and mechanisms to secure women’s Women (Decree rights in various areas: family life, education, health and work (Articles 6-16), 7-99, 1999) sphere of culture and media (Articles 19-21), economic and political power (Articles 22-23). • The code includes principles of non-discrimination for employment. Article 14 prohibits discrimination based on gender, race, religion, political beliefs and economic situation. The code recognizes the concept of equal pay for equal work and make it illegal to discrimination between married and single women. • Several articles protect pregnant and post-partum women in the workplace. Article 153 governs accommodations for breastfeeding mothers, Article 154 Guatemala Labor governs the wages for maternity leave or respite periods for breastfeeding Code (2011) mothers, and Article 155 requires adequate daycare of employers with more than 30 female workers. • Article 139 describes rural women as “helpers” of the male agricultural workers, rather than workers.390 • The Guatemala Civil Code gave male spouse the authority to deny his wife the right to engage activities outside of the home, until amended in 1998.
• This law prohibits the transport, retention, harboring, or reception of persons for the purposes of exploitation, including forced prostitution, sexual Law against exploitation, forced labor or services, begging, slavery, illegal adoptions, or Sexual Violence, forced marriage, in addition to other prohibited purposes Exploitation, and Trafficking in • This law also established a Secretariat Against Sexual Violence, Exploration and Persons (2009) Trafficking and put in place procedures for repatriate of tracked victims who were taken out of the country
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Laws & Policies Key Gender-Related Articles/ Points
National Policy on Job Creation and Safe, Decent, • Information not publicly available Quality Employment • Passed by the National Council of Attention to the Guatemalan Migrant and the National Migrant Commission, this law partially repeals the Law on Migration (Degree 95-98). The law recognizes and ensures the right to migrate and focuses on the human and legal rights of the migrant and their families.
Migration Code • The law recognizes pull factors for migration from the country as economy (2016) opportunities, but covers little on the push factors, which can include but not limited to lack of access to education, health services, political instability, social unrest, industrial misuse of land, climate change, urban violence, intra- family violence and discrimination based on sexual orientation and gender. 391
• However, beyond this broad mention, the code does not include specifics on gender, youth, or indigenous people.
Guatemala Government • Information not publicly available Procurement Law
• This Act incorporated the concept of ownership for couples that are Land Trust Fund married or in the de-factor union and individual ownership for single women. Act (Decree No. • Article 47 established a 10-year period in which single women heads of 24, 1999) household and widows seriously affect by the armed conflict (1960-1996) would be given priority in the granting of land.
• This policy supports cleaner and more efficient production in all sector sin National Cleaner order to improve the country’s competitiveness and environmental Production Policy sustainability. It calls for clean and more efficient technologies in industry, (Government mainstreaming of this concept into other programs. agreement No. 258, 2010) • This policy, however, does not mainstream gender, youth, or indigenous rights.
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Laws & Policies Key Gender-Related Articles/ Points
• This policy lays out the principles for national climate change adaptation and Climate Change mitigation. It aims to reduce the vulnerabilities of Policy • Increase public awareness including knowledge and technology transfe. A (Government primary goal is to greenhouse gas emissions through actions related to forest agreement No. and agriculture management, waste management, energy production and 329, 2009) consumption, financial mechanisms and the carbon market.
• This policy, however, does not mainstream gender, youth, or indigenous rights.
Ministry of • Developed with support from FAO, IFAD, UN Women and WFP, this is the Agriculture, first ever commitment from the Ministry of Agriculture, Livestock and Food Livestock and to systematically mainstream gender work across all its projects. Food’s Institutional Policy • Special emphasis was given to integrated rural development, food security for Gender and nutrition programs. Equality and Strategic Implementation Framework 2014- 2023
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D.3 NATIONAL STRATEGIES AND PLANS
Strategies & Plans Key Gender-Related Articles/ Points
• This is the Government of Guatemala’s National Development Plan, with the primary goal of halving poverty in the country by 2032.
• The plan aligns with the Sustainable Development Goals, particularly to address disparities between women and men’s access to education, employment and political representation.
• The Plan recognizes the systematic vulnerabilities of women, National Development youth, indigenous peoples, migrants and those in rural areas and Plan K’atun: Our priorities these grounds in the of social, political, economic Guatemala 2032 spheres.
• Select indicators and priorities highlight the inclusion of women, particularly indigenous women of Mayan, Xinca and Garifuna: supporting women in skills for economic and business ventures such as production, administration, marketing, communication, micro-entrepreneurs (page 53); developing decision making for health (page 54, 63); guarantee economic autonomy of women and participation of youth in national economy (page 93).
• Supported by the World Bank and IADB, this program was designed to promote productivity and job creation in rural areas in Guatemala.
• The program aims to support broad-based rural growth Rural Economic through enhancing competitive linkages, promote by private Development Program entities. A key goal is also to enhance indigenous participation in (2005) National the national economy. 392
• A key indicator of the program was to suppose women and women headed households’ 34% of the direct beneficiaries were women and 90% were indigenous.
Public Policy on Human Trafficking and • Re-directs and focuses the State’s actions and budget to prevent the Comprehensive and combat human trafficking based on the best interest of the Protection of Victims child, non-discrimination, protection and attention to victims. and the National Plan
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Strategies & Plans Key Gender-Related Articles/ Points of Strategic Action (2007-2017)
Alternative Development of the • Information not publicly available Indigenous Agriculture and Campesina
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ANNEX E FIELDWORK A total of 48 interviews were carried out in Guatemala, from 19 to 27 March and from 1 to 27 April, 2018, representing a total of 78 organizations across youth, indigenous peoples, indigenous and non- indigenous women, people living with disabilities, and LGBTQI. A total of 19 interviews took place in Guatemala City, while 29 interviews were held in 5 departments of Guatemala: San Marcos (4), El Quiché (4), Huehuetenango (5), Quetzaltenango (8) and Totonicapan (6). The table below details the interviews held in Guatemala. Interviews and focus groups discussions conducted (19 Mar – 27 Apr 2018)
Organización Cargo Fecha CIUDAD DE GUATEMALA (NIVEL NACIONAL) LÍDERES DE LOS COMPONENTES 1 CEO-USAID GUATEMALA Rubén Morales Monroy. Líder del componente 2. Promover la 19 de prestación de servicios financieros marzo 2 CEO-USAID GUATEMALA Ricardo Santa Cruz. Líder del Componente 4: competitividad 19 de mejorada del servicio privado marzo 3 CEO-USAID GUATEMALA Arnold Lowenthal: Líder del componente 1. Promoción del 19 de Comercio y la inversión marzo 4 CEO-USAID GUATEMALA Lucrecia Beatriz Ruiz. Lideresa del Componente 3: Infraestructura 19 de marzo ORGANIZACIONES DE MUJERES INDÍGENAS 5 Asociación Política de Mujeres María Marta Rocché (Directora Ejecutiva) 19 de Mayas MOLOJ marzo 6 Asociación Q'uqumatz (AQ’) Lorenza Laynes (Representante Legal) 20 de marzo 7 Instituto Chi Pixab' Magdalena Ixquiactap (Coordinadora) 23 de marzo ORGANIZACIÓN DE MUJERES LADINAS/MESTIZAS 8 Mujeres transformando el Meeylin Mejía López (Responsable de incidencia) 21 de Mundo (MTM) marzo 9 Fundación Sobrevivientes Berta Aída Batres (Directora Ejecutiva) 21 de marzo ASOCIACIÓN DE MUJERES JÓVENES LADINAS 10 Asociación de Abogadas Teresa Macario Algua (Socia) 23 de Chomijá marzo 11 Proyecto Miriam Guatemala Elizabeth Cabrera (Coordinadora) 26 de marzo LGTBI 12 Hombres transformación Alex Castillo (Coordinador) 20 de marzo 13 Activista de LGTBI (Fernando Fernando Us (Coordinador) 20 de Us) marzo PERSONAS CON DISCAPACIDAD (No indígena) 14 Asociación Guatemalteca de Mario René Lemus (Presidente) 23 de Discapacidad Visual marzo
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Organización Cargo Fecha 15 Fundación Guatemalteca para Carmen Lucía Guerrero (Coordinadora de Cooperación) 22 de Niños con Sordoceguera marzo FUNDAL 16 Asociación de Capacitación y Sonia Aldana (Responsable de capacitación) 27 de Asistencia Técnica en marzo Educación y Discapacidad ASCATED SOCIOS Y ALIADOS DEL PROYECTO (no indígena) 17 Fundación para el Desarrollo Jorge Benavides (Director ejecutivo) 19 de abril de Guatemala. FUNDESA. 18 Secretaría Presidencial de la José Rodríguez. (Asesor del Despacho) 23 de abril Mujer. SEPREM. 19 Ministerio de Economía Claudia del Águila (Viceministra) 27 de abril MINECO. DEPARTAMENTO DE SAN MARCOS 20 Dirección Municipal de la Edelmira L. Reina de León (Directora) 3 de abril Mujer DMM 21 Organización de Mujeres Gladys Estéfana Velázquez 3 de abril Triunfadoras 22 Organización productos de Claudia de León (participante) 2 de abril limpieza 23 Organización de productoras Esperanza Gabriela Aguilar 2 de abril de Medicina Natural 24 Jóvenes por el Cambio Esteban Josué Ruiz (Coordinador) 4 de abril 25 Municipalidad de San Marcos Héctor M. López V.(Delegado alcalde) 2 de abril 26 Amanda Díaz Oficina municipal de la Niñez y Juventud (Coord) 2 de abril 27 Jóvenes por el cambio y Nancy Yamira Roblero (miembra de Jóvenes por el cambio) 2 de abril deportista 28 Coordinadora de Desarrollo Edwin de León (Coordinador) 2 de abril Productivo Integral CODEPRI 29 Asociación de Proyectistas Moisés Gómez Velázquez (Miembro) 2 de abril Profesionales para el Desarrollo APRODESA 30 Consejo municipal de Moisés Gómez Velázquez (Miembro del COMUDE) 2 de abril Desarrollo Urbano y Rural COMUDE 31 Coordinadora de Desarrollo Gregorio Roblero Morales (Coordinador) 2 de abril Productivo Integral CODEPRI 32 Asociación Vamos por el Mario Roberto López de León (Miembro y miembro de ADIMAM) 2 de abril Desarrollo/Asociación de Municipalidades del San Marcos. DEPARTAMENTO DE EL QUICHÉ 33 Asociación Unidos para el Nicolasa Ruiz Che' 6 de abril Desarrollo Comunitario
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Organización Cargo Fecha 34 Junta Municipal de Mujeres, Lía Mendoza Vicente (Junta Municipal de mujeres) 6 de abril Municipalidad 35 Coordinadora de Viudas de Sebastiana Aquino Mejía (Miebro de CONAVIGUA) 6 de abril Guatemala CONAVIGUA 36 Consejo Comunitario de Reina López (Tesorera del COCODE, Presidenta del Comité de 6 de abril Desarrollo COCODE Mujeres) 37 Asociación Cultural Matilde de León (Miembro de Junta Directiva) 6 de abril Guatemalteca 38 Asociación del Desarrollo Manuela Ramírez Ventura (Presidenta) 6 de abril Comunal de la Mujer 39 Centro de Paz Bárbara Ford Irma García (Directora Administrativa) 6 de abril 40 Cáritas Arquidiocesanas Carlos Morales Ventura (Director Administrativo) 5 de abril 42 Consejo de Juventudes Mayas Maria Elena Pixcar (Coordinadora) 5 de abril Xincas y Garífunas 43 Universidad de San Carlos de Ángel Sincal Urizar (Universidad de San Carlos) 5 de abril Guatemala 44 Red de Jóvenes de Cunén Rosa Marta (Red de jóvenes de Cunén) 5 de abril 45 Coalición de Jóvenes por Eulalio Laynes (miembro) 5 de abril Quiché 46 Comité Europeo para la Luisa Romualda Acevedo Mejía (beneficiaria de CEFA) 5 de abril Formación y la Agricultura CEFA DEPARTAMENTO DE HUEHUETENANGO 47 Dirección Municipal de la Griselda Sontay (Directora) 10 de abril Muer de Barillas, Huehuetenango 48 Asociación Barillense de Baltazar Francisco (Gerente General) 10 de abril Desarrollo ASOBAGRI 49 Asociación K'amal B'e Marta Guarchaj Macario (Directora) 7 de abril 50 Asociación de Tejedoras del Natividad Ordoñez Maldonado (ATIMAJ) 7 de abril Pueblo Mam 51 Colectivo Maya Mam Floridalma Sales Hernández (miembra) 7 de abril 52 Miembro del Proyecto Winaq Feliciana Ortiz Ordoñez 7 de abril 53 Consejo Comunitario de German Jerónimo Ramírez 9 de abril Desarrollo COCODE DEPARTAMENTO DE QUETZALTENANGO 54 Organización Kajib' No'j (no Orquidia Jeanet Sánchez (Miembra de la Org) 12 de abril indígena) 55 Asociación de Mujeres con Corina de León (Representante) 13 de abril Discapacidad de Qeutzaltenango 56 Coordinadora Departamental, José Chan (Coordinador) 13 de abril Programa Rompiendo Límites 57 Empresa de infromática Omar Ordoñez (coordinador) 13 de abril
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Organización Cargo Fecha 58 Fundación Guatemalteca para Flor de María Pisquiy (Directora de FUNDAL) 13 de abril Niños con Sordoceguera FUNDAL, Quetzaltenango 59 Asociación de cooperación María Roberta Ramírez Tzoc (Directora de CDRO) 12 de abril para el desarrollo rural de occidente 60 Grupo Apoyo Xela LGTBI Dany López (Presidente de Junta Directiva) 12 de abril 61 Asociación 4 Guardianes Helcon López (Miembro) 12 de abril (Diversidad Sexual) 62 Organización de Vidas Andrea Díaz (Coordinadora) 12 de abril Paralelas 63 Red gay latino Isaí Vela (Representante) 12 de abril 64 Asociación de Servicios Deysee Maribel Cotom Ixcoy 12 de abril Comunitarios ASEC 65 Asociación Pro Agua del María Juana Hernández Gómez (Directora General) 12 de abril Pueblo 66 Asociación de la Juventud Diego Ernesto Policarpio (miembro) 12 de abril 67 Asociación Mujer Tejedora del Irma Queme Chay (Directora Administrativa) 12 de abril Desarrollo AMUTED 68 Sociedad maya el Adelanto Daniel Matul Morales 12 de abril DEPARTAMENTO DE TOTONICAPÁN 69 Mesa Coordinadora Alenandra Elizabeth Velázquez Vázquez (encarg de programa) 17 de abril Departamental de Mujeres Ajtikonelab' 70 Eje ambiental APRISCO Antonia Xuruc Barreno (Coordinadora) 17 de abril 71 Restaurante Momostipán Miguel Ángel Ambrocio (Empresario) 16 de abril 72 Empresarialidad Rural de Paulina Silveria Aguilar (Empresarialidad Rural) 16 de abril CDRO 73 Consejo Comunal, líder José Gonzalo Puac (Líder del CC) 16 de abril comunitario 74 Secretaría de Obras Sociales Julia Barreno (Representante) 16 de abril de la Esposa del Presidente SOSEP 75 Organización de arte del Marta Batz (Participante) 16 de abril bordado y tejido 76 Fraternidad de Presbiterales María Lucas (Miembro) 17 de abril Mayas
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A total of 12 focus group discussions were held with 146 individuals in 5 departments of Guatemala: San Marcos, El Quiché, Huehuetenango, Quetzaltenango, and Totonicapan. The table below details the purposefully selected age, sex, and population type of the purposefully selected participants within each department, identifying the number of people who participated in each group and the date it was held.
Persons Young Adult Living with Focales/Deptos. Women Young Men Women Adult Men LGBTQI a Disability San Marcos 8 (2 April) 10 (2 9 (2 April) April)
Huehuetenango 11 (9 10 mixed 9 (9 April) April) M/F (7 April)
Quiché 10 (5 5 (5 April) 12 (6 April) April)
Quetzaltenango 17- 2 F, 2 12- 7F, 5- T, 13 M M (13 (13 April) April)
Totonicapán 18 mixed 16 (16 M/F (16 April) April)
TOTAL 29 32 38 18 17 12
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ANNEX F GENDER EQUALITY AND SOCIAL INCLUSION PARTNERS IN GUATEMALA
F.1 WOMEN’S GROUPS, INCLUDING BUSINESS NETWORKS AND ASSOCIATIONS • El Grupo Guatemalteco de Mujeres (GGM): Their Mission is to strengthen the strategies of empowerment and various intervention for women, including financial, technological, material support. (http://ggm.org.gt/ ; [email protected]; 2250-0235 y 2230-2674)
• Encuentro por Guatemala (EG)
• Mujeres Iniciando en las Américas (MIA): Seeks to increase awareness of the mistreatment of women in Guatemala, improve their socio-economic conditions, remove gender bias in the Guatemalan government, promote educational programs to reduce domestic violence and femicide and promote equal treatment for women. (http://miamericas.org/?page_id=6)
• Alianza de Mujeres Rurales: (http://alianzademujeres.net/)
• Fundación Namaste Guatemaya (Las Gravileas): Based in Antigua, founded by the Asociación para la Cooperación Educativa (ACOE, founded in 1976) to provide intensive technical training, while incorporating personal development, to rural women living in poverty who wish to dedicate themselves to the production and commercialization of artisan products, in order to compete in both local and international markets. (https://namastedirect.org/)
• Service Centers for Women Entrepreneurship (CSEM – Centros de Servicios para los Emprendimientos de las Mujeres): Network of centres providing technical and financial services for women entrepreneurs, is sponsored by the United Nations Development Fund for Women (UNIFEM) in association with Guatemalan institutions.
• Women Empowered Initiative (PCI): (https://www.pciglobal.org/womenempowered/)
• Centre for Women’s Research, Training and Support (CICAM – Centro de Investigación, Capacitación y Apoyo a la Mujer): Contributes to women´s economic empowerment by providing business development programs that increase the business cash flow of low-income women (http://cicam.org.gt/ ; Coordinadora General; 22381746, 22381798, 23351866/56; [email protected], [email protected])
• Asociación Política de Mujeres Mayas (MOLOJ): (Juanita Batzibal, Coordinadora General, 22540386, [email protected]; Coordinadora Nacional de Mujeres Mayas, Garifunas y Xinka; Norma Sactic, Coordinadora Gral., 22540386, 53149064, [email protected])
• CONMAGAXI: Collective for indigenous women that promotes the articulation and coordination of public policies in Guatemala
• Convergencia Cívica Política de Mujeres (CONVERGEMUJERES): Non-profit civil organization, created in February 1994, as a non-traditional body that promotes the political participation of women from diversity, pluralism and equity. They stimulate the participation of women in different organizations of the community, as well as in decision-making instances, through an active exercise of citizenship as voters, social lightnesses, political activists, dignitaries
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or public officials. Its general objective is to promote and support the active participation of women in socio-political processes and situations. (http://www.gloobal.net/iepala/gloobal/fichas/ficha.php?entidad=Agentes&id=30551&opcion=desc ripcion#ficha_gloobal ; Carmen López, Coordinadora, 2473-5626, 5205-5485, 24722547-1, [email protected], [email protected]
• Fundación Sobrevivientes: (Berta Aida Batres, Directora; 2230-4222, 22519931; [email protected])
• Unión Nacional de Mujeres Guatemaltecas (UNAMG): Mission is to strengthen the critical participation of women, their organization and political action as citizens, in an articulated way with other social movements at a national and international level. http://unamg.org/ ; Maya Alvarado, Directora; 22304851, 22306049,51570488; [email protected], [email protected]; Luz Méndez, Vicepresidenta Junta Directiva, 22304851, 22306049, [email protected])
• Mujeres transformando el Mundo: Non-profit association composed of a multidisciplinary team with a high degree of expertise in case litigation and comprehensive attention to women, girls and adolescents survivors of sexual violence and violence against women in present and during the internal armed conflict. (http://www.mujerestransformandoelmundo.org/en ; Paula Barrios, Coordinadora, 22213030, [email protected]
• Majawil Q'ij (“El Nuevo Amanecer”): Has more than 3,000 members and helps women in situations of violence and poverty. They support the enforcement of criminal justice sensitive to gender and women, through a strategic litigation of cases we challenge the justice system, focused improving the processes of violence and discrimination against women. (María Morales, Presidenta, 24396301, 57892305, [email protected])
• Fundación Guatemala: Organization consolidated in its administrative structure and human resources, with an internal functioning based on the ethical principles that give life to feminism as a basis for promoting necessary changes for equality between women and men. (http://fundaguatemala.blogspot.co.uk/ ; Maité Rodríguez, Coordinadora, 24753470, 24743743; Alma Yolanda Nuñez, 57892488, [email protected])
• Colectivo-Casa Artesana: (Andrea Barrios, Directora, 2251-2015, [email protected]; [email protected])
• Colectivo para la Defensa de los Derechos de las Mujeres (CODEFEM): Feminist, non- profit, secular and apolitical organization that promote the enforcement of rights of indiengeous women: Xincas, Garifunas, and Mestizas. (http://codefem.org/wp/ ; Patricia Pinto, Maria Isabel Grijalba, Patricia Quel, Directora Ejecutiva, 2020-1145; 2238-4549, [email protected], [email protected])
• Grupo Guatemalteco de Mujeres -GGM: (Giovana Lemus, Dinorah Gramajo, Coordinadora Ejecutiva, Coordinadora, 22500235, [email protected]; [email protected])
• Programa de Articulacion Politica / La Cuerda: (Paula Del Cid, Coordinadora, 2232- 8873)
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• Mas Mujeres, Mejor Politica: (Ana Silvia Monzón, Coordinadora, 58760081, [email protected])
• Red de Mujeres por la Construcción de la Paz (REMUPAZ): (Alicia Muñoz Ruiz, Presidenta y Representante, 22514700, Consuelo Esquivel, 52001267, [email protected])
• Sector de Mujeres: Network of 33 organizations in Guatemala, focused on building a powerful movement for all women. They are also a member organization of the Global Women’s March. Sector de Mujeres works in a multi-sectoral way, linking groups that work on a variety of issues, including indigenous and peasant women’s groups, lesbian rights organizations, artisans, and women’s health groups. They are especially focused on the struggle for territory rights. (Martha Godinez, Coordinadora, 5554-0430, [email protected])
• Asociación Mujer Vamos Adelante –(AMVA): The Vamos Adelante Project provides education, health and nutrition services to the poor in more than 24 villages in the region of Esquintla, Guatemala. (http://www.vamosadelante.org/ ; Julia Mercedes Asturias, Directora, 23392149)
• Grupo de Mujeres Mayas Kaqla: (Hermelinda Magzul Patal, Directora Ejecutiva, 24739689, 58396122, [email protected] / [email protected])
• Movimivento de Mujeres Indígenas Tzununija: (Juana Mulul, Coordinadora, 22301253
• Asociación de Mujeres ¨Alas de Mariposas: (Lorena Robles, Directora, 23621818, [email protected];[email protected]; Asuceli Rodas Guerra, 23621818, 30339825, [email protected])
• Asociación Mujeres en Solidaridad (AMES): The mission is to contribute to the integral development and validi//ty of women's rights, which implements its own model of promotion and defense of rights, across citizenship, labor, sexual and reproductive health, safety and security (free of violence), and the fight against racism. Programs include training, advocacy, support services and accompaniment of women and young people in the individual and collective areas of urban, marginal urban and rural communities. (http://amesguate.blogspot.co.uk/ ; Rosa Escobar, Directora, 22545437, 42115482, [email protected])
• Asociación Colectivo de Mujeres Nuestra Voz: Dedicated to the empowerment of women to exercise their full citizenship through training, accompaniment programs and promotion of political participation. It is focused on individual and collective leadership by strengthening skills, technical, methodological and political capacities at all levels. (http://www.nuestravoz.info/ ; Victoria Cumes Jochola, Coordinadora General, 22537390, 40563705, [email protected])
• Movimiento Cívico Mujeres Villa Nueva: (Ingrid Arredondo, Presidenta, 66311481)
• Mujeres Amatitlanecas Organizadas: (Jessika López, Coordinadora, 54884249)
• Asociación de Mujeres Gente Nueva (AMUGEN): (Margarita Ortiz, 54645893, [email protected])
• Asociacion Pro Mujer Villa Nueva: (Vilma Donis, Coordinadora, 66311481)
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• Mujeres Amatitlanecas Organizadas: (Jessika López, Coordinadora, 5488 4249)
• Colectivo Voces de Mujeres: Based in Guatemalan City, a collective that began as a broadcast radio program (Radio Universidad 92.1 FM). It is made up of women from diverse professions, identities, experiences and trades to exercise of the right to expression, historically denied to women, and systematically banned in Guatemala. (María Dolores Marroquín, 22327291, [email protected] ; www.vocesdemujeres.com)
F.2 INDIGENOUS RIGHTS GROUPS • Mayan Languages Academy: Created in 1990, this autonomous organization conducts research to stimulate and support the development of indigenous languages, implements educational development programs, and publishes bilingual articles, dictionaries, and books (https://almg.org.gt/)
• Guatemalan Indigenous Development Fund (FODIGUA): Created in 1994, the Fund works towards the cultural, political, social, environmental, and economic development of the Mayan, Garifuna and Xinca peoples. Its line of work is mostly focused on training indigenous peoples to participate in politics. The organization also compiles a database from each community on issues like science, art, and technology.
• Office for the Defense of Indigenous Women (DEMI): Founded in 1999, this office was created to defend and promote the rights of indigenous women, with the goal of eliminating all forms of violence and discrimination against them. It promotes indigenous women’s political development and conducts trainings and awareness campaigns on the rights of indigenous women.
• Presidential Commission against Racism and Discrimination (CODIRSA): Created in 2002, this organization advances policies to eliminate racial discrimination. The Commission’s main activities include initiatives around: a) the elimination of economic racism; b) training on racism and discrimination prevention; c) elimination of legal racism; and d) elimination of institutional racism. However, the organization does not promote affirmative action.
• Indigenous Affairs Unit: Created in 2012, the office is part of Guatemala’s judicial system. The Unit has four main objectives: a) to implement policies of access to justice for indigenous peoples; b) to spread the use of 22 indigenous languages across the judiciary system; c) to train public officials regarding indigenous rights; and d) to coordinate with indigenous authorities to advance judicial pluralism.
F.3 DISABILITY RIGHTS GROUPS • El Consejo Nacional de Personas con Discapacidad (CONADI): Governmental agency with the purpose to coordinate, advice and implement the national disability policy for the integration and social inclusion of persons with disabilities on equal terms. (http://conadi.gob.gt/web/)
• Asociación Central de Ciegos de Guatemala (ACCG): Member of the World Blind Union and Latin American Blind Union, providing support and training in ICT and Braille among other activities
• Asociación Nacional de Ciegos de Guatemala
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• Asociación Guatemalteca de Personas con Discapacidad Visual
• Asociación de Sordos de Guatemala (ASORGUA): Formed in 1994, member of the World Federation of the Deaf and proide program for the members, including education, health, economic training
• Asociación de Personas con Discapacidad y Vida Independiente (PAVIDI): Formed in 2010 and promotes independent living for persons with disabilities.
• Guatemalteco (COPAG): Supports enhanced quality of life and the integration and social, economic and political equality of persons with disabilities through awareness raising, advocacy and the creation of spaces for its members.
• Personas Productivas Con Discapacidad (ASODISPRO) focuses on labor rights and opportunities using a web platform to link persons with disabilities with companies and employers. It is also a spot for information particularly for persons that recently are facing disabilities.
• Colectivo Vida Independiente de Guatemala Colectivo: Supports their members with and without disabilities to promote structural change through analysis, reflection, debate, education and research with the aim to strengthen the social, political and economic participation of persons with disabilities.
• Grupo ProJusticia: (Joaquin Monterroso, 4215 2338, [email protected])
• Comité Pro Ciegos Noe Hinestroza, 5610 4610, [email protected]
• Asociación Guatemalteca por el Autismo Karen Gudiel, 4013 7221, [email protected]
• Comité Pro Ciegos y Sordos de Guatemala: (Marielos de Rueda, 5203 2171, [email protected])
• IACOPONI: Maribel Escobar, 5361 7381, [email protected]
• Maestria Discapacida USAC: (Ronald Solis, 5918 8392, [email protected]
• Instituto Neurologico de Guatemala; Gabriela Castillo, 3485 5275, [email protected])
• FUNDAL: dedicated to people with deaf, blindness and multiple disabilities, who are often denied the opportunity to develop their potential and occupy the rightful place as active members of their society. (http://www.fundal.org.gt/ ; Carmen Lucia Guerrero, 4513 7042, [email protected])
• Artes Muy Especiales: (5696 4218, [email protected])
• Asociacion Guatemalteca de Emprendedores con discapacidad visual: (Jose Estuardo Tello, [email protected])
• ACC de Guatemala: Gabriel Escobar, [email protected]
• Asociacion Asperger Guatemala: (Igor Gomez, [email protected])
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• Fundacion Waybi / Centro Educativo Waybi: (Lourdes Galindo de Henry, 4036 844, [email protected])
• Rosa Azul: Ingrid Odett Lee, 4217 8840, [email protected]
• Fundacion Rozas Botran: Ana Clarissa Rozas Botran de Ochoa, 5895 0405, [email protected]
• Ministerio la fuerza de los frágiles: (Telma Regina Cajas, 54246783, [email protected])
• Inclusión Down 502: (Regina Vargas de Imeri, 42178840, [email protected])
F.4 LGBTQI RIGHTS GROUPS • Organización de Apoyo a una Sexualidad Integral frente al SIDA (OASIS): Guatemala City-based organization supporting LGBTQI rights nationally. (http://www.gloobal.net/iepala/gloobal/fichas/ficha.php?entidad=Agentes&id=29357 ; [email protected], 22329028)
• Colectiva de Lesbianas y Mujeres Bisexuales Liberadas (LESBIRADAS)
• Grupo Rompiendo Fronteras and Colectivo de Amigos Travestis (CATS)
• Hombres Trans – transformación: Alex Castillo, 5018 0631, [email protected]
• ODASA: Gaby Guga Castillo, 5926 5150, [email protected], [email protected]
• Mujeres Lesbianas: Patricia Vargas, 5988 5650, [email protected]
• Colectiva de Lesbianas Liberadas; Claudia cevedo, [email protected]
• Lambda Franklin Morales; [email protected]
• Observatorio de Salud Reproductiva (OSAR) Mirma Montenegro, 2362-3572
• SOMOS: (Twitter: https://twitter.com/somos_gt ; Marco Vinicio Loarca, 4232 3029, [email protected], [email protected])
• Organización Mujeres en Superación (OMES): Rosa Adriana López Carrillo, 22322919, [email protected]; [email protected]
• Red Nacional de Diversidad Sexual y VIH de Guatemala (REDNADS): (https://www.facebook.com/red.nacional; Carlos Romero Prieto, 22303111, [email protected])
• Reinas de la Noche: (Stacey Vasquez, 4125 9411, [email protected]; [email protected]
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• ODISCEA: Organization dedicated to the empowerment of the lesbian community Guatemalan community. (Sesia Guzmán, 4139 4263, [email protected])
F.5 YOUTH ORGANIZATIONS • Asociación para el Desarrollo Sostenible de la Juventud (ADESJU): (https://adesju.wordpress.com/ ; https://www.facebook.com/Asociaci%C3%B3n-Para-el- Desarrollo-Sostenible-de-la-Juventud-130288017040702/)
• Asociación Civil Paz Joven Guatemala: A national organization led by young people with presence in 60 municipalities of the country called municipal chapters. They provide spaces for participation so that adolescents and young people can be trained and strengthened to carry out political advocacy in the areas of decision-making at the local and national levels. Their network is made up of 6oo volunteers who carry out actions in favor of our communities. (María Luisa Méndez, 22515986, [email protected] ; https://pazjoven.org/)
• Jóvenes contra la Violencia: Organization of young people to prevent youth violence through creative proposals and actions that sensitive and motivate Guatemalan youth, especially for communities at risk. (http://www.jovenescontralaviolencia.org/Guatemala/Guatemala Julissa Guerra, 23600738, [email protected])
• Coordinadora Estudiantil Universitaria de Guatemala (CEUG): Encourages citizen participation of students through interuniversity dialogue. Also, generate critical analysis of the national political situation to channel the demands and based on them promote comprehensive and articulated proposals. (Samuel Pérez Álvarez, 56327578, [email protected] ; https://www.facebook.com/1442761806040623/photos/a.1442792776037526.1073741827.14427 61806040623/1442792762704194/ ; [email protected])
• Vivan los Jovenes: The foundations of the Vivan Los Jóvenes Association are the Peace Accords, signed on December 29, 1996 in Guatemala. These determine the thinking and will at the national level of the movement and the particular goals that express what to do of Vijoven in the Guatemalan context. Added to this, other important and important agreements such as the Fiscal Pact, The Millennium Goals, The Agenda for Economic and Social Growth with a Long- term Vision are the basis of our work in Guatemala. (http://vivanlosjovenes.org/ ; Josue Puluc Perez, 5967 113, [email protected])
• Fundación para la Juventud (FUNDAJU)
• Sociedad Civil para el Desarrollo de la Juventud (SODEJU): An institution of service and social commitment with children and youth, whose efforts are directed in general to contribute to the construction of peace and democracy. Founded in 1995, it is focused on young people and professionals, around the problems of children and youth, and the importance for the development of any society. (http://www.sodeju.org/ ; Víctor Hugo Gudiel Saravia, 2253 2838, [email protected], [email protected])
• Alianza Joven: Alianza Joven is a Guatemalan non-profit association made up of Guatemalan Rotarians and Entrepreneurs, focused on the Prevention and Reduction of Violence through its 17 outreach centers. (http://www.alianzajoven.org/ ; [email protected], Caja Ludica, 2221 1537, [email protected], [email protected])
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• Red de Jovenes para la Incidencia: Their work and programs are developed from several thematic axes: Human Rights, Sexual and Reproductive Rights, Sexuality, Feminism, Youth Perspective, Integral Education in Sexuality, Health, Sexual and Reproductive Health, Modern Contraceptives, Pills of Emergency Contraception (PAE), Violence, Sexual Violence, Forced Pregnancies, and Forced Maternity and Early Unions. (http://incidejoven.org/ ; [email protected])
• Somos Jovenes Diversos: (Marco Vinicio Loarca, 42323029, [email protected])
• Red de Jóvenes Voluntarios por los DDHH y la Prevencion del VIH (5076-5356, [email protected])
• Colectivo Jóvenes de Guatemala: Group of young people dedicated to political participation in our country. (https://www.facebook.com/ColectivodeJovenesGuatemala/; 54837679, [email protected])
• Asociacion de Investigacion Desarrollo y Educacion Integral (IDEI): Founded in 1994 to advocate for the human development of the population in Guatemala through health, education, and applied research based on strong community participation, gender equality, human rights and cultural respect with the diverse populations. (https://www.asociacionidei.org/; Jose Yac 4003 2626, [email protected])
F.6 TRAINING CENTERS, INCUBATORS, AND ACCELERATORS • Agora Partnerships: Based in Washington D.C., Nicaragua, and Mexico, works with Latin American entrepreneurs who focus on businesses that address social and environmental challenges. Their flagship program is a 6-8 month accelerator program built around a cohort in a specific industry or theme. They also strive to have gender balance in their cohorts by fundraising and providing scholarships for their Accelerate Women Now (AWN) program. They also work to connect their accelerator companies with impact investors. Their first cohort started in 2011 and they have had Guatemalan entrepreneurs amongst their cohort participants. (www.agorapartnerships.org)
• Campus Tec: Physical campus in Guatemala City focused on technology startups (hardware, software, apps, gaming, etc.). It is meant to serve as a Silicon-Valley office park in the heart of Guatemala City and can accommodate up to 100 businesses. They have a full-service offering for the physical needs of tech companies and also offer incubation and acceleration services to companies on campus and virtually. Campus Tec was started in 2010. (www.tec.com.gt)
• Centros de Emprendimiento de la Ciudad de Guatemala: This initiative translates to Entrepreneurship Centers of Guatemala City. It is an initiative from the mayor’s office that aims at creating participation, gathering, collaboration and learning spaces for entrepreneurs with a business idea. These spaces are focused on helping the entrepreneur find out whether there is a practical business or not in his or her idea. At the same time it is a space for idea generation and interrelationships among entrepreneurs. They provide free workshops and mentoring services. (www.emprendedoresmuniguate.com)
• Eslabon: For-profit incubator/accelerator consultancy (founded in 2012) that focuses on entrepreneurship, offering clients a two-month program of customized workshops to catalyze new ideas and create business models. (http://www.eslabon.gt); Acts as an incubators for SMEs
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and entrepreneurs in Guatemala, through direct advisory services and workshops ; http://www.eslabon.gt/ ; Facebook: https://www.facebook.com/eslabongt
• Impact Hub Guatemala: Located in Antigua and opened in 2014. Similar to Impact Hubs across the world, it is part innovation lab, part business incubator, and part community center. It offers its members an ecosystem of resources and collaboration opportunities to grow impact. Pomona Impact was active in bringing Impact Hub to Antigua. (www.impacthubantigua.com)
• Heuristica: Acceleration program housed in Universidad Francisco Marroquín (open to the public) that has three different boot camp offerings: entrepreneurial boot camp, social entrepreneurship boot camp, and teens boot camp. The program includes feedback, networking, mentorship and connecting to investors. There is a competitive application process and a fee paid to the university for participation; www.heuristica.ufm.edu
• Chamba: Collaborative co-working space that sells memberships to entrepreneurs for the right to work out of the Chamba office located in Guatemala City. In addition, it offers office hours with mentors, business accelerator programs, and hosts a variety of entrepreneurship- oriented events such as hackathons and lectures. It invests 100% of profits generated out of the co-working business into projects that support the local entrepreneurial ecosystem. (www.chamba.com.gt)
• Alterna Impact: Based in Quetzaltenango, Alterna provides a series of offerings for creating social enterprises. This includes customized services for social entrepreneurs; commercializing opportunities and launching businesses with their in-house entrepreneurial capability (effectively incubating new ventures); and fostering the ecosystem, which includes mentoring, events and advocacy. They have links to the Alterna Foundation in Berkeley, an organization that supports community innovation hubs. Alterna was founded in 2010. (www.alternaimpact.org)
• Women’s Alliance for Knowledge Exchange: (http://www.wakeinternational.org/guatemala)
• Associacion de la Pequena y Mediana empresa (ASOPYME): Supports business development of associates through business training programs and use of technology, generates opportunities through the business platform, carrying out alliances, events and promotional and advertising activities; and supports entrepreneurship and telework with an alternative to the scarcity of traditional jobs. (http://asopyme.org/sitiox1/)
• Byoearth: Mission is to imporove the living conditions of Guatemalan populations, by integrating women into productive chains, produce and market organic goods and promote the process of vermin-culture as a mechanism to transform waste into benefits for humanity and the planet. (http://byoearth.com)
• Emprende U: For-profit company offering products to support entrepreneurs in Guatemala.
• Fundación Fundasistemas: (http://fundasistemas.org/index/)
• Fundación Namaste Guatemaya: (https://namastedirect.org/)
• Kirzner Entrepreneurship Center (UFM): The Kirzner Entrepreneurship Center is part of the School of Economic Sciences of Universidad Francisco Marroquín. It is a hub for many entrepreneurship activities. They focus on education, research, and helping create the
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entrepreneurial ecosystem. They are a part of the Global Entrepreneurship Monitor consortium. Notable ecosystem activities include the Heuristica Accelerator Program (featured), and hosting a series of events featured in the events section of this report including: Global Entrepreneurship Week and related activities, First Tuesday Guatemala, Startup Weekend events, and the IE International Venture Days tour with IE Business School. (www.fce.ufm.edu/kec/centro-de-emprendimiento-kirzner/)
• Media Splash: Platform to provide resources on Guatemala for local, international and nascent entrepreneurs. (http://www.mediasplash.co/startup-guide-guatemala-comunidad-de- emprendedores/)
• Founder Institute: Platform with a list of resources and 200+ links for entrepreneurs in Guatemala. (https://fi.co/insight/the-guatemala-startup-ecosystem-canvas-a-list-of-200- startup-resources-in-guatemala)
• Oxfam Women in Small Entreprise(WISE): (http://wee.oxfam.org/wise)
• Pomona Impact: Provides two co-working spaces for entrepreneurs in Guatemala City. (http://pomonaimpact.com/)
• National Program For Competitiveness in Guatemala (PRONACOM): (https://www.pronacom.gt/ ; [email protected])
• Root Capital: Offers financial training programs for entrepreneurs and businesses in Central America. (https://rootcapital.org/)
• Swisscontact: Acts as a catalyst in project implementation by fostering a sustainable environment for entrepreneurship and facilitating access to information, skills and markets. (http://www.technoserve.org/blog/accelerating-impact-for-entrepreneurs ; Kurt Schneider, Country Director; [email protected])
• Technoserve: Launched “Impulsa Tu Empresa” as a collaboration with partners to provide comprehensive support to entrepreneurs, with a focus on youth and women entrepreneurs. (http://www.technoserve.org/blog/accelerating-impact-for-entrepreneurs)
• Universidad InterNaciones: Center of higher education of world quality for its academic excellence, which facilitates the integral formation of the being, which fosters the search for truth, beauty and good, which promotes the development of intelligence, thought, creativity and of the will to anticipate the challenges presented by the current society and its projections towards the future. (http://uni.edu.gt/)
• Voices Vitales: https://www.vitalvoices.org/get-involved/chapters/
• Guatemala EPVEN
• Service Centers for Women Entrepreneurship: http://www.adelmorazan.org/index.php/proyectos/csem.html0
• Women’s Alliance for Knowledge Exchange (WAKE): Launched ‘tech2empower’ to support women entrepreneaurs and women owned entreprises in Guatemala In 2017, hosted
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the first ever “Women in Tech” forum in Antigua with Impact Hub. (http://www.wakeinternational.org/guatemala)
• Vision Guatemala: Branch of Vision Guatemala supports programs to empower women through productive social entrepreneurship. They provide mentorship and coaching for women to growth their enterprises and customized learning tools for their needs. (https://vision- guatemala.org/en/programs/women-empowerment)
• The Learning Group: Offers a Masters in Entrepreneurship (in conjunction with the Universidad San Pablo), executive education courses, and an annual entrepreneurship summit. (www.thelearningroup.com)
• Universidad Rafael Landivar: Offers courses, fairs, and activities through its program “Emprendedores URL” housed in the business school. The university also hosts events linked to Startup Weekend. The university also conducted the feasibility study for Oxfam’s WISE program. (www.url.edu.gt/PortalURL/Principal_01.aspx?s=221)
• Universidad del Valle de Guatemala: Has multiple campuses, two with “Centro de Emprendedores en Accion” which have offered courses, and incubation and acceleration services. They also are the named university partner in Guatemala for the Goldman Sachs’ 10,000 Women Program. (www.altiplano.uvg.edu.gt/cea/ www.campussur.uvg.edu.gt/crea_uvg.html)
• Pro-Mujer: Leading Latin American organization for the development of women, not yet operating in Guatemala but in Argentina, Bolivia, Mexico, Nicaragua and Peru. (https://promujer.org/)
• Center for International Private Enterprise (CIPE): Helps develop the entrepreneurial vision for youth in Guatemala. It is a national network of community development groups, working towards stimulating a democratic culture in Quetzaltenango to promote private initiatives and innovative. Projects seek to motivate youth to explore economic opporunities and creative talents. (https://www.cipe.org/projects/guatemala/)
• Federación Interamericana Empresarial (FIE): FIE promotes the commercial exchange between MSMEs and the world market as a development strategy and poverty reduction. They also promote the exchange of business and cultural values between the leaders. (http://fiepymes.com/)
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END NOTES
1 USAID Gender Equality and Female Empowerment Policy (2012): https://www.usaid.gov/sites/default/files/documents/1865/GenderEqualityPolicy_0.pdf
2 USAID ADS 205: https://www.usaid.gov/ads/policy/200/205
3 UN Women. n.d. Gender-responsive procurement. Retrieved from: http://www.unwomen.org/en/about-us/procurement/gender-responsive- procurement
4 Inter-American Development Bank. 2017. Meaningful Stakeholder Consultation. Retrieved from: https://publications.iadb.org/bitstream/handle/11319/8454/Meaningful-Stakeholder-Consultation.pdf?sequence=3
5 The World Bank. 2007. Private Sector Development and Gender: Briefing notes. Retrieved from: http://siteresources.worldbank.org/INTGENDER/Resources/Gender_PSD_Feb07.pdf
6 Kirton, R. M. 2013. Gender, Trade and Public Procurement Policy. Retrieved from http://thecommonwealth.org/sites/default/files/news- items/documents/Gender, Trade and Public Procurement Policy.pdf
7 Higgins, K. 2013. Gender and free trade agreements: Best practices and policy guidance. Retrieved from http://www.nsi-ins.ca/wp- content/uploads/2013/03/2013-Gender-and-FTAs-Best-Practices-and-Policy-Guidance.pdf
8 International Labor Organization. 2016. Women at Work. Retrieved from: http://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/-- -publ/documents/publication/wcms_457317.pdf
9 Doss, C. Food and Agriculture Organization. 2011. The role of women in agriculture. Retrieved from: http://www.fao.org/docrep/013/am307e/am307e00.pdf
10 UN Trade and Development Board. 2016. Trade as a tool for the economic empowerment of women. Retrieved from http://unctad.org/meetings/en/SessionalDocuments/ciem8d2_en.pdf
11 Higgins, K. 2013. Gender and Free Trade Agreements : Best Practices and Policy Guidance Retrieved from http://www.nsi-ins.ca/wp- content/uploads/2013/03/2013-Gender-and-FTAs-Best-Practices-and-Policy-Guidance.pdf
12 UN Trade and Development Board. 2016. Trade as a tool for the economic empowerment of women. Retrieved from http://unctad.org/meetings/en/SessionalDocuments/ciem8d2_en.pdf
13 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
14 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
15 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
16 Human Rights Watch. n.d. International Standards and Guatemalan Law. Retrieved from: https://www.hrw.org/reports/2002/guat/guat0102A.jude-02.htm#P356_50863
17 Danish Trade Council. 2014. Guatemala Labour Market Profile 2014. Retrieved from: https://od.dk/sites/default/files/undervisning/arbejdsmarkedsprofil_0.pdf
18 Benítez, I. 2007. Labour rights mean little in maquila factories. Retrieved from: at http://ipsnews.net/news.asp?idnews=38886.
19 United Nationals Human Rights Comittee. 2010. Violations of women’s human rights in Guatemala: Recommendations for the List of Issues to the Guatemalan Government. Retrieved from: http://tbinternet.ohchr.org/Treaties/CCPR/Shared%20Documents/GTM/INT_CCPR_NGO_GTM_100_8951_E.pdf
20 United Nationals Human Rights Committee. 2012. Violations of women’s human rights in Guatemala: In Response to the Third Periodic Report of Guatemala. Retrieved from: http://tbinternet.ohchr.org/Treaties/CCPR/Shared%20Documents/GTM/INT_CCPR_NGO_GTM_104_8960_E.pdf
21 International Trade Union Confederation. 2011. Annual survey of violations of trade union rights. Retrieved from: http://www.ohchr.org/Documents/Issues/FAssociation/Responses2012/other_contributions/World-ITUC_2011_Annual_Report.pdf
22 Ibid.
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23 International Labor Organization. 2000. Discrimination: Targeting migrant workers and women. Retrieved from: http://www.ilo.org/public/english/dialogue/sector/techmeet/tmlfi00/tmlfir.htm#_Toc488740560.
24 Interviews and FGDs conducted with NGOs and community members to inform this gender analysis. March- April 2018.
25 International Labor Organization. 2000. Discrimination: Targeting migrant workers and women. Retrieved from: http://www.ilo.org/public/english/dialogue/sector/techmeet/tmlfi00/tmlfir.htm#_Toc488740560.
26 International Trade Union Confederation, 2009 Annual Survey of violations of trade union rights – Guatemala. Retrieved from: http://www.unhcr.org/refworld/docid/4c52caea11.html.
27 Ibid.
28 General Assembly Human Rights Council, Working Group on the Universal Periodic Review: Guatemala, ¶24 (2008) UN Doc. A/HRC/WG.6/2/GTM/2, available at http://www.unhcr.org/refworld/docid/4858ef1e0.html.
29 International Trade Union Confederation, 2009 Annual survey of violations of trade union rights - Guatemala, 11 June 2009, available at: http://www.unhcr.org/refworld/docid/4c52caea11.html.
30 United Nationals Human Rights Committee. 2010. Violations of women’s human rights in Guatemala: Recommendations for the List of Issues to the Guatemalan Government. Retrieved from:
31 United Nationals Human Rights Committee. 2010. Violations of women’s human rights in Guatemala: Recommendations for the List of Issues to the Guatemalan Government. Retrieved from:
32 United Nationals Human Rights Committee. 2012. Violations of women’s human rights in Guatemala: In Response to the Third Periodic Report of Guatemala.
33 United States Department of State Bureau of Democracy, Human Rights and Labor. 2016. Country Reports on Human Rights Practices for 2016: Guatemala. Retrieved from: https://www.state.gov/documents/organization/265802.pdf
34 Ouedraogo, Rasmane and Elodie Marlet. “Foreign Direct Investment and Women Empowerment: New Evidence on Developing Countries” ”
35 IOM, 2004, “Survey on the Impact of Family Remittances on Guatemalan Homes, Working Notebooks on Migration 19, IOM Guatemala, Guatemala City.
36 Sabbagh, Jocelyn. 2007. What remittances can’t buy: the social costs of migration and transnational gossip on women in Jacaltenago, Guatemala. Retrieved from: http://fau.digital.flvc.org/islandora/object/fau%3A1335/datastream/OBJ/view/What_remittances_can_t_buy.pdf
37 Hughes, C. 2011 Those left-behind: Impacts of migration on Guatemalan women. Retrieved from, http://www.focal.ca/en/publications/focalpoint/463-june-2011-christine-hughes Google Scholar
38 Ramírez, C, Domínguez, M, & Morais, JM. Crossing Borders: Remittances, gender and development. United Nations International Research and Training Institute for the Advancement of Women. INSTRAW, 2005.
39 Garrard-Burnett, V. “Aftermath: Women and Gender Issues in Post conflict
Guatemala.” U.S. Agency for International Development: Center for
Development Information and Evaluation. Washington, September 2000.
40 Sabbagh, Jocelyn. 2007. What remittances can’t buy: the social costs of migration and transnational gossip on women in Jacaltenago, Guatemala. Retreieved from: http://fau.digital.flvc.org/islandora/object/fau%3A1335/datastream/OBJ/view/What_remittances_can_t_buy.pdf
41 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
42 Sabbagh, J. 2007. What remittances can’t buy: the social costs of migration and transnational gossip on women in Jacaltenago, Guatemala.
43 The World Bank. 2015. Women in agriculture. The impact of male out-migration on women’s agency, household welfare and agriculture productivity in Guatemala [Report No: AUS9147]. Retrieved from: https://openknowledge.worldbank.org/bitstream/handle/10986/22386/final0study0paper.pdf?sequence=5&isAllowed=y)
44 Menjívar, C. & Agadjanian, V. Men’s migration and women’s Lives: Views from rural Armenia and Guatemala. Social Science Quarterly. Vol. 88, 2007. doi:10.1111/j.1540-6237.2007.00501.x
45 Hughes, C. 2011. Those left-behind: Impacts of migration on Guatemala women. Retrieved from: http://www.focal.ca/en/publications/focalpoint/463-june-2011-christine-hughes%20Google%20Scholar
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46 The World Bank. 2015. Women in agriculture. The impact of male out-migration on women’s agency, household welfare and agriculture productivity in Guatemala [Report No: AUS9147]. Retrieved from: https://openknowledge.worldbank.org/bitstream/handle/10986/22386/final0study0paper.pdf?sequence=5&isAllowed=y
47 United States Department of State Bureau of Democracy, Human Rights and Labor. 2016. Country Reports on Human Rights Practices for 2016: Guatemala. Retrieved from: https://www.state.gov/documents/organization/265802.pdf
48 https://www.state.gov/documents/organization/265802.pdf
49 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
50 The World Bank. 2011. Fostering women’s economic empowerment through special economic zones. Retrieved from: http://documents.worldbank.org/curated/en/657561468148771219/pdf/727040WP0Box370sez0and0women0global.pdf
51 The World Bank. 2011. Fostering women’s economic empowerment through special economic zones. Retrieved from: http://documents.worldbank.org/curated/en/657561468148771219/pdf/727040WP0Box370sez0and0women0global.pdf
52 The World Bank. 2010. Women’s economic opportunities in the formal private sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
53 US State Dept (2017). Trafficking Persons Report. June 2017. https://www.state.gov/documents/organization/271339.pdf
54 World Bank Group. n.d. Applying a Gender Lens throughout the Project Cycle. Retrieved from: http://ppp.worldbank.org/ppp/ppp- sector/gender-impacts-ppps/gender-lens-project-cycle/applying-gender-lens-throughout-project-cyc
55 Latin American and Caribbean Economic System. 2015. Public procurement as a tool for development in Latin America and the Caribbean. Retrieved from:
http://www.sela.org/media/268509/public-procurement-as-a-tool-for-development-in-lac.pdf
56 Bolton Metropolitan Borough Council. Integrating equality and diversity into procurement: Guidance for Contractors and Suppliers. Retrieved from: http://www.bolton.gov.uk/sites/DocumentCentre/Documents/Integrating%20equality%20and%20diversity%20into%20procurement.pdf
57 Wigan Council. n.d. Equality and diversity in procurement. Retrieved from: https://www.wigan.gov.uk/Docs/PDF/Business/Council- Procurement/guidanceforcontractorsandsuppliers.pdf
58 The World Bank. 2011. Fostering women’s economic empowerment through special economic zones. Retrieved from: http://documents.worldbank.org/curated/en/657561468148771219/pdf/727040WP0Box370sez0and0women0global.pdf
59 FAO. 2016. Developing gender-sensitive value chains: A guiding framework.
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60 Reemer, T; Makanza, M. Gender Action Learning System: Practical Guide for Transforming Gender and unequal power relations in value chains. Retrieved from: https://www.oxfamnovib.nl/Redactie/Downloads/English/publications/150115_Practical%20guide%20GALS%20summary%20Phase%201- 2%20lr.pdf
61 AgriProFocus. 2014. Practical toolkit to integrate a gender perspective in agricultural value chain development. Retrieved from: https://agriprofocus.com/upload/ToolkitENGender_in_Value_ChainsJan2014compressed14152032301426608317.pdf
62 International Organization on Migration. n.d. The Global Compact on Migration and the SDGs: The Data Challenge [PowerPoint]. Retrieved from: https://unstats.un.org/unsd/demographic-social/meetings/2017/new-york--egm-migration-data/Session%202/Session%202%20IOM.pdf
63 Global Migration Group. 2017. Handbook for improving the production and use of migration data for development. Retrieved from: https://reliefweb.int/sites/reliefweb.int/files/resources/Handbook%20for%20Improving%20the%20Production%20and%20Use%20of%20Migration %20Data%20for%20Development.pdf
64 The World Bank. 2011. Fostering women’s economic empowerment through special economic zones. Retrieved from: http://documents.worldbank.org/curated/en/657561468148771219/pdf/727040WP0Box370sez0and0women0global.pdf
65 International Finance Corporation. 2011. Strengthening Access to Finance for Women-Owned SMEs in Developing Countries. Retrieved from: https://www.ifc.org/wps/wcm/connect/a4774a004a3f66539f0f9f8969adcc27/G20_Women_Report.pdf?MOD=AJPERES
66 Access Assist. 2014. Financial inclusion of excluded segments: Learning from experience delivery of financial services to persons with disabilities. Retrieved from: http://inclusivefinanceindia.org/uploads-inclusivefinance/publications/1044-1004-FILE.pdf
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67 The World Bank. 2010. SME development in Guatemala : let 10,000 firms bloom : Executive summary. Retrieved from: http://documents.worldbank.org/curated/en/718641468283161938/pdf/542420v10ESW0G0e0only0900BOX358360B.pdf
68 The World Bank. 2010. SME development in Guatemala : let 10,000 firms bloom : Executive summary. Retrieved from: http://documents.worldbank.org/curated/en/718641468283161938/pdf/542420v10ESW0G0e0only0900BOX358360B.pdf
69 CEMLA. 2014. Financial Education and Inclusion in Latin America and the Caribbean Programs of Central Banks and Financial Superintendencie. Retrieved from: http://www.cemla.org/PDF/otros/2014-10-Financial-Education-Inclusion-LAC.pdf
70 Argidius Foundation. 2015. Enabling Small Enterprise Development: Identifying Service Providers: Guatemala. Retrieved from: https://www.argidius.com/wp-content/uploads/2016/01/Guatemala_Mapping.pdf
71 IFC. n.d. IFC and gender. Retrieved from http://www.ifc.org/wps/wcm/connect/b15e00004f36efc49cb8de032730e94e/AM2014_IFC_Issue_Brief_Women+and+Business.pdf?MOD=AJPER ES
72 The World Bank. 2010. Women’s Economic Opportunities in the Formal Private Sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
73 The World Bank. 2010. Women’s Economic Opportunities in the Formal Private Sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
74 Food and Agriculture Organization (FAO). 2011. The State of Food and Agriculture 2010–11. Women in Agriculture: Closing the Gender Gap for Development. Retrieved from: http://www.fao.org/3/a-i2050e.pdf
75 The World Bank. 2010. Women’s Economic Opportunities in the Formal Private Sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
76 Hallward-Driemeier, M. 2013. World Bank’s enterprise survey capturing gender [PowerPoint]. Retrieved from: https://unstats.un.org/unsd/gender/Events/5.../Session%206_World%20Bank.ppt
77 The World Bank. 2010. Women’s Economic Opportunities in the Formal Private Sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
78 The World Bank. 2010. Women’s Economic Opportunities in the Formal Private Sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
79 he World Bank. 2010. Women’s Economic Opportunities in the Formal Private Sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
80 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
81 Value for Women. 2018. Understanding Structural Barriers & Hidden Bias in Access to Credit for Women-Led Businesses. Retrieved from: https://policy-practice.oxfamamerica.org/static/media/files/REPORT_OXFAM_GUATEMALA_3-web_gMpm7nD.pdf
82 Demirguc-Kunt, A., Klapper, L., Singer, D., & Van Oudheusden, P. 2015. The Global Findex Database: Measuring financial inclusion around the world (Policy Research Working Paper 7255). Retrieved from http://documents.worldbank.org/curated/en/187761468179367706/pdf/WPS7255.pdf#page=3
83 The World Bank. 2010. Women’s Economic Opportunities in the Formal Private Sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
84 FOOD AND AGRICULTURE ORGANIZATION (FAO). 2016. GIVING WOMEN IN GUATEMALA A VOICE IN FOOD SECURITY AND NUTRITION. RETRIEVED FROM: HTTP://WWW.FAO.ORG/IN-ACTION/GENDER-EQUALITY-GUATEMALA/EN/
85 The World Bank. 2010. Women’s Economic Opportunities in the Formal Private Sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
86 The World Bank. 2011. World development report 2012: Gender equality and development. Retrieved from: https://siteresources.worldbank.org/INTWDR2012/Resources/7778105-1299699968583/7786210-1315936222006/Complete-Report.pdf
102 | Guatemala CEO Gender Action Plan (2018 - 2 0 2 3 )
87 The World Bank. 2010. Women’s Economic Opportunities in the Formal Private Sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
88 World Bank. 2013. Women, Business and the Law 2014 Removing Restrictions to Enhance Gender Equality. Retrieved from: http://wbl.worldbank.org/~/media/WBG/WBL/Documents/Reports/2014/Women-Business-and-the-Law-2014-Key-Findings.pdf?la=en
89 International Finance Corporation. 2013. Closing the Credit Gap for Formal and Informal Micro, Small, and Medium Enterprises. Retrieved from: https://www.ifc.org/wps/wcm/connect/4d6e6400416896c09494b79e78015671/Closing+the+Credit+Gap+Report- FinalLatest.pdf?MOD=AJPERES
90 International Finance Corporation. 2011. Strengthening Access to Finance for Women-Owned SMEs in Developing Countries. Retrieved from: https://www.ifc.org/wps/wcm/connect/a4774a004a3f66539f0f9f8969adcc27/G20_Women_Report.pdf?MOD=AJPERES
91 World Bank. 2016. Women, Business and the Law 2016: Removing Restrictions to Enhance Gender Equality.
92 International Organization for Migration. 2017. Migration Data Portal [ Interactive Database]. Retrieved from: http://gmdac.iom.int/migration- data-portal
93 Banco de Guatemala. 2017. Guatemala: Ingreso de Divisas por Remesas Familiares
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94 National Institute of Statistics (INE). 2014. Encuesta nacional de condiciones de visa: ENCOVI 2014. Retrieved from: https://www.ine.gob.gt/sistema/uploads/2016/02/03/bWC7f6t7aSbEI4wmuExoNR0oScpSHKyB.pdf
95 International Organization for Migration. 2017. Guatemala Remittances - 97 Percent from USA: IOM Study [Press Release].
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96 United NationsI NSTRAW 2007. Remittances, Working Paper 4. Retrieved from: http://www.uninstraw.org/en/publications/working- papers/working- paper-4-remittances/download.html
97 “Adams, R. 2004. Remittances and Poverty in Guatemala. Policy Research Working Paper; No. 3418. Retrieved from: https://openknowledge.worldbank.org/handle/10986/13996 License: CC BY 3.0 IGO.”
98 The World Bank. 2015. Women in agriculture. The impact of male out-migration on women’s agency, household welfare and agriculture productivity in Guatemala [Report No: AUS9147]. Retrieved from: https://openknowledge.worldbank.org/bitstream/handle/10986/22386/final0study0paper.pdf?sequence=5&isAllowed=y
99 Interviews and FGDs conducted with NGOs and community members to inform this gender analysis. March- April 2018.
100 Stepp, L. 2015. Economic Status of Women Affected by “Machismo”. Retrieved from: http://www.borgenmagazine.com/economic-status- women-affected-machismo/
101 Higgins, K. 2013. Gender and Free Trade Agreements : Best Practices and Policy Guidance Retrieved from http://www.nsi-ins.ca/wp- content/uploads/2013/03/2013-Gender-and-FTAs-Best-Practices-and-Policy-Guidance.pdf
102 Alliance for Financial Inclusion. 2014. Regulatory Approaches to Mobile Financial Services in Latin America. Retrieved from: https://www.afi-global.org/sites/default/files/publications/afi_lac_special_report_en_annex_low_res.pdf
103 GSMA. n.d. Mobile Money Programme. Retrieved from: https://www.gsma.com/mobilefordevelopment/programmes/mobile-money/
104 The World Bank. 2015. The Global Findex Database 2014 Measuring Financial Inclusion around the World. Retrieved from: http://documents.worldbank.org/curated/en/187761468179367706/pdf/WPS7255.pdf#page=3
105 Simon, Pascal. 2012. IFC mobile money scoping country report : Guatemala (English). IFC mobile money scoping country reports. Washington, DC: World Bank Group. http://documents.worldbank.org/curated/en/745781468030340104/IFC-mobile-money-scoping-country-report- Guatemala
106 CentralAmericaData. 2016. Mobile Banking Growing in Guatemala. Retrieved from: https://www.centralamericadata.com/en/article/home/Mobile_Banking_Growing_in_Guatemala
107 Alliance for Financial Inclusion. 2014. Regulatory Approaches to Mobile Financial Services in Latin America. Retrieved from: https://www.afi-global.org/sites/default/files/publications/afi_lac_special_report_en_annex_low_res.pdf
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108 https://www.iconsolutions.com/wp-content/uploads/2017/07/43841-Guatemala-White-Paper-WEB.pdf
109 GSMA. 2018. Connected Women: The Mobile Gender Gap Report 2018. Retrieved from: https://www.gsma.com/mobilefordevelopment/wp-content/uploads/2018/03/GSMA_The_Mobile_Gender_Gap_Report_2018_Final_210218.pdf
110 Alliance for Financial Inclusion. 2014. Regulatory Approaches to Mobile Financial Services in Latin America. Retrieved from: https://www.afi-global.org/sites/default/files/publications/afi_lac_special_report_en_annex_low_res.pdf
111 United National Development Group. 2013. Financing for Gender Equality and Tracking Systems: Background Note. Retrieved from: https://undg.org/wp-content/uploads/2017/03/UNDG-Gender-Equality-Marker-Background-Note-Final-Sep-2013.pdf
112 International Finance Corporation. 2011. Strengthening Access to Finance for Women-Owned SMEs in Developing Countries. Retrieved from: https://www.ifc.org/wps/wcm/connect/a4774a004a3f66539f0f9f8969adcc27/G20_Women_Report.pdf?MOD=AJPERES
113 Stonewall. n.d. Global LGBT Employee Network Groups. Retrieved from: https://www.stonewall.org.uk/sites/default/files/global_network_groups.pdf
114 Scottish Government. 2013. Women’s employment support networks and resources.
Retrieved from: http://www.employabilityinscotland.com/media/288664/6_-_women_s_employment_support_networks_and_resources.pdf
115 Global Fairness. n.d. Roadmap to Economic Formalization. Retrieved from: http://www.globalfairness.org/SiteArchives/downloads/PILAR_Roadmap_Eng.pdf
116 International Labour Organization, Regional Office for Latin America and the Caribbean. 2014. Policies for the formalization of micro and small enterprises. Retrieved from:
http://www.ilo.org/wcmsp5/groups/public/---americas/---ro-lima/documents/publication/wcms_318208.pdf
117 International Labour Organization. 2014. Transition to Formality in Latin America and the Caribbean. Retrieved from: http://www.ilo.org/wcmsp5/groups/public/---americas/---ro-lima/documents/publication/wcms_314469.pdf
118 International Training Centre. 2015. Transition to the formal economy in Latin America and the Caribbean. Retrieved from: http://www.ilo.org/wcmsp5/groups/public/---americas/---ro-lima/documents/genericdocument/wcms_490793.pdf
119European Institute for Gender Equality. 2015. Promoting women’s economic independence and entrepreneurship Good Practices. Retrieved from: http://cite.gov.pt/pt/destaques/complementosDestqs/Ec_indep_entrep_EIGE.pdf
120 International Finance Corporation. 2011. Strengthening Access to Finance for Women-Owned SMEs in Developing Countries. Retrieved from: https://www.ifc.org/wps/wcm/connect/a4774a004a3f66539f0f9f8969adcc27/G20_Women_Report.pdf?MOD=AJPERES
121 Flamini, V & Iulia Teodora, J. 2017. More and Better Infrastructure in Guatemala. Retrieved from: http://www.imf.org/external/np/blog/dialogo/022817.pdf
122 Agénor, P & Canto, O. 2013. Access to Infrastructure and Women’s Time Allocation: Evidence and a Framework for Policy Analysis. Retrieved from: http://www.ferdi.fr/sites/www.ferdi.fr/files/publication/fichiers/wp45_web_janvier2014_0.pdf
123 Dell. 2017. Women Entrepreneur Cities Index 2017. Retrieved from: http://www.dell.com/learn/us/en/uscorp1/women-powering- business#campaignTabs-2
124 Institute for Economics and Peace. 2015. Global Peace Index 2015: Measuring Peace, its Causes and its Economic Value. Retrieved from: http://economicsandpeace.org/wp-content/uploads/2015/06/Global-Peace-Index-Report-2015_0.pdf
125 Fraser, E; Viswanath, K & MacLean, L. 2017. Violence against and girls: Infrastructure and Cities: Briefing Paper. Women Retrieved from: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/620485/Infrastructure-Cities-briefing-note.pdf
126 O’Dell, K, Peters, S and Wharton K (2014) Women, Energy and Economic Empowerment: Applying a Gender Lens to Amplify the Impact of Energy Access https://dupress.deloitte.com/dup-us-en/topics/social-impact/women-empowermentenergy-access.html
127 Flamini, V & Iulia Teodora, J. 2017. More and Better Infrastructure in Guatemala. Retrieved from: http://www.imf.org/external/np/blog/dialogo/022817.pdf
128 Mohun, R. R., & Biswas, S. 2016. Infrastructure: A game-changer for women’s economic empowerment. Retrieved from http://www.sddirect.org.uk/media/1332/icedinfrastructurefull-paper-20161130173941.pdf
129 The World Bank. 2016. Fostering Women’s Economic Empowerment through Special Economic Zones
Retrieved from: http://documents.worldbank.org/curated/en/657561468148771219/pdf/727040WP0Box370sez0and0women0global.pdf
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130 Jacobson, J., Mohun, R. & Sajjad, F. 2016. Infrastructure: A Game Changer for Women’s Economic Empowerment. Retrieved from: http://www.sddirect.org.uk/media/1353/infrastructure-womens-economic-empowerment-scoping-report.pdf
131 Mohun, R. R., & Biswas, S. 2016. Infrastructure: A game-changer for women’s economic empowerment. Retrieved from http://www.sddirect.org.uk/media/1332/icedinfrastructurefull-paper-20161130173941.pdf
132 World Bank Social Development Department. 2010. Making infrastructure work for men and women: A review of World Bank infrastructure projects (1995-2009). Retrieved from: http://siteresources.worldbank.org/EXTSOCIALDEVELOPMENT/Resources/244362- 1265299949041/6766328-1270752196897/Gender_Infrastructure2.pdf
133 Gaynor, C. Jennings, M. n.d. Annex on Gender and Infrastructure. Retrieved from: https://wedc- knowledge.lboro.ac.uk/docs/research/WEJR7/Guest_-_PPPI_Gender_Annex.pdf
134 World Bank Social Development Department. 2010. Making infrastructure work for men and women: A review of World Bank infrastructure projects (1995-2009). Retrieved from: http://siteresources.worldbank.org/EXTSOCIALDEVELOPMENT/Resources/244362- 1265299949041/6766328-1270752196897/Gender_Infrastructure2.pdf
135 O’Neil, D., Renzi, D., McDermott, A., & Atanassova, A. 2015. Building a safer world: Toolkit for integrating GBV prevention and response into USAID energy and infrastructure projects. Retrieved from USAID agency website https://www.usaid.gov/sites/default/files/documents/1865/FINAL_GBV_EI_Toolkit_Aug2015.pdf.
136 Ibid.
137 UN-HABITAT. 2013. Planning and Design for Sustainable Urban Mobility: Global Report on Human Settlements 2013. Political Science.
138 World Bank Group. 2010. Mainstreaming Gender in Road Transport: Operational Guidance for World Bank Staff. Retrieved from: http://documents.worldbank.org/curated/en/669831468330934298/pdf/569540NWP0Tran10Box353751B01PUBLIC1.pdf
139 Uteng, TP. 2011. World Development Report 2012: Gender Equality and Development. Gender and Mobility in the Developing World. World Bank. Retrieved from: http://siteresources.worldbank.org/INTWDR2012/Resources/7778105-1299699968583/7786210- 1322671773271/uteng.pdf
140 O’Neil, D., Renzi, D., McDermott, A., & Atanassova, A. 2015. Building a safer world: Toolkit for integrating GBV prevention and response into USAID energy and infrastructure projects. Retrieved from USAID agency website https://www.usaid.gov/sites/default/files/documents/1865/FINAL_GBV_EI_Toolkit_Aug2015.pdf.
141 Uteng, TP. 2011. World Development Report 2012: Gender Equality and Development. Gender and Mobility in the Developing World. World Bank. Retrieved from: http://siteresources.worldbank.org/INTWDR2012/Resources/7778105-1299699968583/7786210- 1322671773271/uteng.pdf
142 World Bank Social Development Department. 2010. Making infrastructure work for men and women: A review of World Bank infrastructure projects (1995-2009). Retrieved from: http://siteresources.worldbank.org/EXTSOCIALDEVELOPMENT/Resources/244362- 1265299949041/6766328-1270752196897/Gender_Infrastructure2.pdf
143 O’Neil, D., Renzi, D., McDermott, A., & Atanassova, A. 2015. Building a safer world: Toolkit for integrating GBV prevention and response into USAID energy and infrastructure projects. Retrieved from USAID agency website https://www.usaid.gov/sites/default/files/documents/1865/FINAL_GBV_EI_Toolkit_Aug2015.pdf.
144 World Bank Social Development Department. 2010. Making infrastructure work for men and women: A review of World Bank infrastructure projects (1995-2009). Retrieved from: http://siteresources.worldbank.org/EXTSOCIALDEVELOPMENT/Resources/244362- 1265299949041/6766328-1270752196897/Gender_Infrastructure2.pdf
145 Interviews and FGDs conducted with NGOs and community members to inform this gender analysis. March- April 2018.
146 Cities Alliance. 2017. New Reporting tool is making transportation safer for resident of Guatemala city. Retrieved from: http://www.citiesalliance.org/accion-ciudadana
147 Bevan, Anna-Claire. 2011. Guatemalan women hail single-sex buses
Retrieved from https://www.theguardian.com/world/2011/oct/14/guatemala-city-women-single-sex-buses
148 National Institute of Statistics (INE). 2014. Encuesta nacional de condiciones de visa: ENCOVI 2014. Retrieved from: https://www.ine.gob.gt/sistema/uploads/2016/02/03/bWC7f6t7aSbEI4wmuExoNR0oScpSHKyB.pdf
149 Pachino, E. 2013. Insight Crime [News article]. Insecurity Cost Guatemala $6.7 Billion Last Year: Study. Retrieved from: https://www.insightcrime.org/news/brief/guatemala-spent-67-billion-on-insecurity-study/
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150 National Institute of Statistics (INE). 2002. Encuesta nacional de condiciones de visa: ENCOVI 2000. Profile of Poverty [Spanish]. Retrieved from: https://www.ine.gob.gt/sistema/uploads/2014/01/15/v8ukWQ78M4VJrnYqyN2oCumMy1GiBzaf.pdf
151 National Institute of Statistics (INE). 2002. Encuesta nacional de condiciones de visa: ENCOVI 2000. Profile of Poverty [Spanish]. Retrieved from: https://www.ine.gob.gt/sistema/uploads/2014/01/15/v8ukWQ78M4VJrnYqyN2oCumMy1GiBzaf.pdf
152 National Institute of Statistics (INE). 2002. Encuesta nacional de condiciones de visa: ENCOVI 2000. Profile of Poverty [Spanish]. Retrieved from: https://www.ine.gob.gt/sistema/uploads/2014/01/15/v8ukWQ78M4VJrnYqyN2oCumMy1GiBzaf.pdf
153 National Institute of Statistics (INE). 2002. Encuesta nacional de condiciones de visa: ENCOVI 2000. Profile of Poverty [Spanish]. Retrieved from: https://www.ine.gob.gt/sistema/uploads/2014/01/15/v8ukWQ78M4VJrnYqyN2oCumMy1GiBzaf.pdf
154 Stollak, I; Valdez, M, Rivas, K, & Perry, H. 2016. Global Health Science Practice. Retrieved from: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4807753/
155 Government of Guatemala. 2017. Government of Guatemala Annual Report. Retrieved from: http://pages.uoregon.edu/aweiss/intl422_522/2017%20Guatemala%20report.pdf
156 Garcia-Kilroy, C; Rudolph, H. 2017. Private Financing of Public Infrastructure through PPPs in Latin America and the Caribbean. World Bank. Retrieved from: https://openknowledge.worldbank.org/bitstream/handle/10986/26406/114418-WP- LACRegionalInfrastructureFinanceReportFINALFINAL-PUBLIC.pdf?sequence=8&isAllowed=y
157 Adam Smith International. 2016. Gender Equality Advisory Services for Infrastructure Programs: Gender Review. Retrieved from: http://dfat.gov.au/about-us/publications/Documents/infrastructure-programs-gender-review.pdf
158 Jacobson, J., Mohun, R. & Sajjad, F. 2016. Infrastructure: A Game Changer for Women’s Economic Empowerment. Retrieved from: http://www.sddirect.org.uk/media/1353/infrastructure-womens-economic-empowerment-scoping-report.pdf
159 Adam Smith International. 2016. Gender Equality Advisory Services for Infrastructure Programs: Gender Review. Retrieved from: http://dfat.gov.au/about-us/publications/Documents/infrastructure-programs-gender-review.pdf
160 Mohun, R. R., & Biswas, S. 2016. Infrastructure: A game-changer for women’s economic empowerment. Retrieved from http://www.sddirect.org.uk/media/1332/icedinfrastructurefull-paper-20161130173941.pdf
161 Chaar, D. 2016. Women empowerment in public private partnerships. Higher Council for Privatization. Retrieved from https://www.unece.org/fileadmin/DAM/ceci/documents/2016/PPP/Forum_PPP-SDGs/Presentations/Diala_El_Chaar-Women_Empowerment.pdf
162 Kirton, R. M. 2013. Gender, Trade and Public Procurement Policy. Retrieved from http://thecommonwealth.org/sites/default/files/news- items/documents/Gender, Trade and Public Procurement Policy.pdf
163 Chatham House. Gender-smart procurement policies for driving change https://www.chathamhouse.org/sites/files/chathamhouse/publications/research/Gender-smart%20Procurement%20-%2020.12.2017.pdf
164 International Trade Center. 2014. Empowering Women through Public Procurement. Retrieved from: http://www.intracen.org/uploadedFiles/intracenorg/Content/Publications/Women%20procurement%20guide-final-web.pdf
165 International Trade Center. 2014. Empowering Women through Public Procurement. Retrieved from: http://www.intracen.org/uploadedFiles/intracenorg/Content/Publications/Women%20procurement%20guide-final-web.pdf
166 Casier, L.; Huizenga, R. Perera, O, Ruete, M & Turley, L. 2015. International Institute for Sustainable Development. Implementing Sustainable Public Procurement in Latin America and the Caribbean.
Retrieved from: https://www.iisd.org/sites/default/files/publications/iisd-handbook-ingp-en.pdf
167 Chatham House. Gender-smart procurement policies for driving change https://www.chathamhouse.org/sites/files/chathamhouse/publications/research/Gender-smart%20Procurement%20-%2020.12.2017.pdf
168 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
169 Mohun, R. R., & Biswas, S. 2016. Infrastructure: A game-changer for women’s economic empowerment. Retrieved from http://www.sddirect.org.uk/media/1332/icedinfrastructurefull-paper-20161130173941.pdf
170 INE (Instituto Nacional de Estadística, Guatemala). 2013. Encuesta Nacional de Empleo e Ingresos [National Survey of Employment and Income] ENE 2-2013. Retrieved from https://www.ine.gob.gt/sistema/uploads/2014/03/31/FgOv66TWENVfJi9VjxHWmvnTTTqSzdXr.pdf
171 INE (Instituto Nacional de Estadística, Guatemala). 2013. Encuesta Nacional de Empleo e Ingresos [National Survey of Employment and Income] ENE 2-2013. Retrieved from https://www.ine.gob.gt/sistema/uploads/2014/03/31/FgOv66TWENVfJi9VjxHWmvnTTTqSzdXr.pdf
172 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
106 | Guatemala CEO Gender Action Plan (2018 - 2 0 2 3 )
173 UN Women. n.d. Gender-responsive procurement. Retrieved from: http://www.unwomen.org/en/about-us/procurement/gender-responsive- procurement
174 Chatham House. Gender-smart procurement policies for driving change https://www.chathamhouse.org/sites/files/chathamhouse/publications/research/Gender-smart%20Procurement%20-%2020.12.2017.pdf
175 UN Women. n.d. Gender-responsive procurement. Retrieved from: http://www.unwomen.org/en/about-us/procurement/gender-responsive- procurement
176 Chin, K. 2017. The power of procurement: How to source from women-owned businesses. Retrieved from http://www.unwomen.org/- /media/headquarters/attachments/sections/library/publications/2017/the-power-of-procurement-how-to-source-from-women-owned- businesses-en.pdf?la=en&vs=237
177 Infrastructure and Cities for Economic Development. 2017. Infrastructure: A game-changer for women’s economic empowerment - Submission to the UN Secretary-General’s High Level Panel on Women’s Economic Empowerment working groups [Briefing note]. Retrieved from http://www.sddirect.org.uk/media/1366/iced-briefing-note-infrastructure-a-game-changer-for-wee.pdf
178 Ibid.
179 Burnett-Stuart, M. 2017. Guatemala: Building a water law from below. Retrieved from http://ohrh.law.ox.ac.uk/guatemala-building-a-water- law-from-below/
181 Cities Alliance. 2017. New Reporting tool is making transportation safer for resident of Guatemala City. Retrieved from: http://www.citiesalliance.org/accion-ciudadana
182 Mohun, R. R., & Biswas, S. 2016. Infrastructure: A game-changer for women’s economic empowerment. Retrieved from http://www.sddirect.org.uk/media/1332/icedinfrastructurefull-paper-20161130173941.pdf
183 The World Bank. 2011. Fostering women’s economic empowerment through special economic zones. Retrieved from: http://documents.worldbank.org/curated/en/657561468148771219/pdf/727040WP0Box370sez0and0women0global.pdf
184 Fulu, E., Kerr-Wilson A., & Lang, J. 2014. Effectiveness of interventions to prevent violence against women and girls: A summary of the evidence. Retrieved from http://www.whatworks.co.za/documents/publications/4-effectiveness-of-interventions-to-prevent-violence-against- women-and-girls/file
185 USAID. 2015. Toolkit for Integrating GBV Prevention and Response into USAID Energy and Infrastructure Projects. Retrieved from: https://www.usaid.gov/sites/default/files/documents/1865/FINAL_GBV_EI_Toolkit_Aug2015.pdf
186 New South Wales Government. 2017. Community and Stakeholder engagement: Draft Environmental Impact Assessment Guidance Series June 2017 Retrieved from: http://www.planning.nsw.gov.au/~/media/Files/DPE/Guidelines/guideline-6-draft-community-and-stakeholder- engagement-2017-06.ashx
187 Inter-American Development Bank Environmental Safeguards Unit. 2013. Guidelines on Consultation and Stakeholder Engagement in IDB Projects. Retrieved from: https://publications.iadb.org/bitstream/handle/11319/5801/Guidelines%20on%20Consultation%20and%20Stakeholder%20Engagement%20in%20I DB%20Projects%20.pdf?sequence=3
188 USAID. 2015. Toolkit for Integrating GBV Prevention and Response into USAID Energy and Infrastructure Projects. Retrieved from: https://www.usaid.gov/sites/default/files/documents/1865/FINAL_GBV_EI_Toolkit_Aug2015.pdf
189 Chin, Keric. UN Women. 2017. The power of procurement: How to source from women-owned businesses. Retrieved from: http://www.unwomen.org/-/media/headquarters/attachments/sections/library/publications/2017/the-power-of-procurement-how-to-source- from-women-owned-businesses-en.pdf?la=en&vs=237
190 Global Entrepreneurship Monitor. 2016. Monitor Global de emprendimiento: Guatemala 2015-2016 [Spanish]. Retrieved from: http://www.gemconsortium.org/country-profile/67
191 Global Entrepreneurship Monitor. 2016. Monitor Global de emprendimiento: Guatemala 2015-2016 [Spanish]. Retrieved from: http://www.gemconsortium.org/country-profile/67
192 Aspen Network of Development Entrepreneurs. 2015. Guatemala’s Entrepreneurship Ecosystem. Retrieved from: http://c.ymcdn.com/sites/www.andeglobal.org/resource/resmgr/Docs/Mapa_Guatemala_-_English_07_.pdf
193 ITC (International Trade Centre), UNCTAD (United Nations Conference on Trade and Development), and WTO (World Trade Organization). 2007. Innovations in Export Strategies: Gender Equality, Export Performance and Competitiveness; The Gender Dimension of Export Strategy. Retrieved from: www.intracen.org/WorkArea/DownloadAsset.aspx?id=57618
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194 Higgins, K. 2013. Gender and Free Trade Agreements : Best Practices and Policy Guidance Retrieved from http://www.nsi-ins.ca/wp- content/uploads/2013/03/2013-Gender-and-FTAs-Best-Practices-and-Policy-Guidance.pdf
195 OECD. 2004. Promoting entrepreneurship and innovative SMEs in a global economy. Retrieved from: http://www.oecd.org/cfe/smes/31919278.pdf
196 International Labour Organization. 2016. Formalization of SMEs in supply chains in Latin America: what role for multinational enterprises? Retrieved from: http://www.ilo.org/wcmsp5/groups/public/---ed_emp/---emp_ent/---ifp_seed/documents/publication/wcms_533197.pdf
197 The World Bank. 2010. Guatemala SME Development in Guatemala Let 10,000 Firms Bloom [Report No. 54242-GT]. Retrieved from: http://documents.worldbank.org/curated/en/718641468283161938/pdf/542420v10ESW0G0e0only0900BOX358360B.pdf
198 The World Bank. 2010. Guatemala SME Development in Guatemala Let 10,000 Firms Bloom [Report No. 54242-GT]. Retrieved from: http://documents.worldbank.org/curated/en/718641468283161938/pdf/542420v10ESW0G0e0only0900BOX358360B.pdf
199 Danish Trade Council. 2014. Guatemala Labour Market Profile 2014. Retrieved from: https://od.dk/sites/default/files/undervisning/arbejdsmarkedsprofil_0.pdf
200 The World Bank. 2010. Women’s Economic Opportunities in the Formal Private Sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
201 Global Fairness. n.d. Roadmap to Economic Formalization. Retrieved from: http://www.globalfairness.org/SiteArchives/downloads/PILAR_Roadmap_Eng.pdf
202 The World Bank. 2010. Guatemala SME Development in Guatemala Let 10,000 Firms Bloom [Report No. 54242-GT]. Retrieved from: http://documents.worldbank.org/curated/en/718641468283161938/pdf/542420v10ESW0G0e0only0900BOX358360B.pdf
203 The World Bank. 2010. Guatemala SME Development in Guatemala Let 10,000 Firms Bloom [Report No. 54242-GT]. Retrieved from: http://documents.worldbank.org/curated/en/718641468283161938/pdf/542420v10ESW0G0e0only0900BOX358360B.pdf
204 Valenzuela, M.; Di Meglio, R.; Reinecke, G. (2006) De la Casa a la Formalidad. Experiencias de la Ley de Microempresas Familiares en Chile. Oficina Internacional del Trabajo, Santiago.
205 BSR. 2016. Women’s Empowerment in Global Value Chains A Framework for Business Action to Advance Women’s Health, Rights, and Wellbeing. Retrieved from: https://www.bsr.org/reports/BSR-Report-Womens-Empowerment-Supply-Chains.pdf
206206 Economist Intelligence Unit. 2013. Women’s Entrepreneurial Venture Scope (WEVentureScope) Index and Report 2013. Multilateral Investment Fund. Retrieved from: https://www.eiu.com/public/topical_report.aspx?campaignid=WEVentureScope2013
207 The World Bank. 2010. Guatemala SME Development in Guatemala Let 10,000 Firms Bloom [Report No. 54242-GT]. Retrieved from: http://documents.worldbank.org/curated/en/718641468283161938/pdf/542420v10ESW0G0e0only0900BOX358360B.pdf
208 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
209 Central Intelligence Agency. 2018. The world factbook: Guatemala. Retrieved from https://www.cia.gov/library/publications/the-world- factbook/geos/gt.html
210 Heymann, S. Jody, Alison Earle, and Amresh Hanchate. 2004. Bringing a Global Perspective to Community, Work and Family: An Examination of Extended Work Hours in Families in Four Countries.” Community, Work and Family 7 (2): 247–72. Retrieved from: https://www.tandfonline.com/doi/abs/10.1080/1366880042000245506
211 The World Bank. 2010. Women’s Economic Opportunities in the Formal Private Sector in Latin America and the Caribbean. Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPPOVANA/Resources/840442- 1260809819258/Book_Womens_Economic_Opportunities.pdf
212 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
213 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
214 Root Capital. 2014. Improving Rural Livelihoods: A Study of Four Guatemalan Coffee Cooperatives. Retrieved from: https://info.rootcapital.org/guatemalan-coffee-study
215 Bolis, M. 2015. “First, do no harm” in supporting women’s economic empowerment. Retrieved from: https://politicsofpoverty.oxfamamerica.org/2015/09/first-do-no-harm-in-supporting-womens-economic-empowerment/ 108 | Guatemala CEO Gender Action Plan (2018 - 2 0 2 3 )
216 Wulfhorst, E. Reuters. 2017. Success for women entrepreneurs in poor countries means enlisting men: activists Retrieved from: https://www.reuters.com/article/us-women-rights-business/success-for-women-entrepreneurs-in-poor-countries-means-enlisting-men-activists- idUSKCN11M2H9
217 Guinan, J. 2015. Nearly 20 years after peace pact, Guatemala's women relive violence. CNN. Retrieved from: https://edition.cnn.com/2015/04/02/world/iyw-guatemala-gender-violence/
218 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
219 Markel, E. 2014. DCED. Measuring Women’s Economic Empowerment in Private Sector Development: Guidelines for Practitioners. Retrieved from: https://www.enterprise-development.org/wp-content/uploads/Measuring_Womens_Economic_Empowerment_Guidance.pdf
220 USAID. 2015. Working with Men and boys to end violence against women and girls: approaches, challenges, and lessons. Retreievd from: https://www.usaid.gov/sites/default/files/documents/1865/Men_VAW_report_Feb2015_Final.pdf
221 Hughes,C; Bolis, B; Fries, F; & Finigan,F. 2015. Women's economic inequality and domestic violence: exploring the links and empowering women. Retrieved form: https://policy-practice.oxfam.org.uk/publications/womens-economic-inequality-and-domestic-violence-exploring-the- links-and-empowe-560892
222 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
223 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
224 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
225 Kirton, R. 2013. Gender, Trade and Public Procurement Policy. Retrieved from http://thecommonwealth.org/sites/default/files/news- items/documents/Gender, Trade and Public Procurement Policy.pdf
226 Ozkazanc-Pan, B. Muntean, S. 2018. Working towards (in) equality: Women Entrepreneurs in Technology. Gender, Work & Organization Journal. Retrieved from: https://onlinelibrary.wiley.com/doi/full/10.1111/gwao.12225
227 Stepp, L. 2015. Economic status of Women affected by “Machismo”. Retrieved from: http://www.borgenmagazine.com/economic-status- women-affected-machismo/
228 Henning, K., Bahrinipour, M., Hildebrand, R., & Sattelberger, J. 2016. Gender equality: Vocational training can serve as a central lever. Retrieved from https://www.kfw-entwicklungsbank.de/PDF/Download-Center/PDF-Dokumente-Development-Research/2016-08-31- EK_Gender-und-Berufliche-Bildung_EN.pdf
229 The World Bank. 2011. World development report 2012: Gender equality and development. Retrieved from: https://siteresources.worldbank.org/INTWDR2012/Resources/7778105-1299699968583/7786210-1315936222006/Complete-Report.pdf
230 Unilever Chief Sustainability Office. 2017. Opportunities for Women: Challenging harmful social norms and gender stereotypes to unlock women’s potential. Retrieved from: https://www.unilever.com/Images/unilever-opportunities-for-women_tcm244-500987_en.pdf
231 Danish Trade Council for International Development and Cooperation. 2015. Labor Market Profile: Guatemala. Retrieved from: http://www.ulandssekretariatet.dk/sites/default/files/uploads/public/PDF/LMP/LMP2015/lmp_guatemala_2015_final_version.pdf
232 Unilever Chief Sustainability Office. 2017. Opportunities for Women: Challenging harmful social norms and gender stereotypes to unlock women’s potential. Retrieved from: https://www.unilever.com/Images/unilever-opportunities-for-women_tcm244-500987_en.pdf
233 ITC (International Trade Centre), UNCTAD (United Nations Conference on Trade and Development), and WTO (World Trade Organization). 2007. Innovations in Export Strategies: Gender Equality, Export Performance and Competitiveness; The Gender Dimension of Export Strategy. Retrieved from: www.intracen.org/WorkArea/DownloadAsset.aspx?id=57618
234 International Federation of Library Associations and Institutions. 2017. Development and Access to information: 2017. Retrieved from: https://da2i.ifla.org/sites/da2i.ifla.org/files/uploads/docs/da2i-2017-chapter5.pdf
235 Aguilar Umaña, Isabel. 2012. PNUD: Informe Nacional de Desarrollo Humano. Guatemala: Un país de oportunidades para la juventud? Retrieved from: http://www.gt.undp.org/content/dam/guatemala/docs/publications/UNDP_gt_INDH2011_2012.pdf
236 Global Entrepreneurship Monitor. 2016. Monitor Global de emprendimiento: Guatemala 2015-2016 [Spanish]. Retrieved from: http://www.gemconsortium.org/country-profile/67
237 UNCTAD. 2013. Empowering Women Entrepreneurs through Information and Communications Technologies: A Practical Guide
Retrieved from: http://unctad.org/en/PublicationsLibrary/dtlstict2013d2_en.pdf
238 Mohun, R., & Biswas, S. 2016. Infrastructure: A game-changer for women’s economic empowerment. Retrieved from http://www.sddirect.org.uk/media/1332/icedinfrastructurefull-paper-20161130173941.pdf
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239 The World Bank. n.d. Female entrepreneurship: Program guidelines and case studies. Retrieved from http://siteresources.worldbank.org/EXTGENDER/Resources/FemaleEntrepreneurshipResourcePoint041113.pdf
240 Hilbert, Martin. 2011. Digital gender divide or technologically empowered women in developing countries?
Retieved from: http://www.martinhilbert.net/DigitalGenderDivide.pdf
241 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
242 International Labour Organization. 2016. Formalization of SMEs in supply chains in Latin America: what role for multinational enterprises? Retrieved from: http://www.ilo.org/wcmsp5/groups/public/---ed_emp/---emp_ent/---ifp_seed/documents/publication/wcms_533197.pdf
243 International Labour Organization. 2016. Formalization of SMEs in supply chains in Latin America: what role for multinational enterprises? Retrieved from: http://www.ilo.org/wcmsp5/groups/public/---ed_emp/---emp_ent/---ifp_seed/documents/publication/wcms_533197.pdf
244 International Labour Organization, Regional Office for Latin America and the Caribbean. 2014. Policies for the formalization of micro and small enterprises. Retrieved from:
http://www.ilo.org/wcmsp5/groups/public/---americas/---ro-lima/documents/publication/wcms_318208.pdf
245 UNCTAD. 2014. Empowering Women Entrepreneurs through Information and Communications Technologies: A Practical Guide. Retrieved from: http://unctad.org/en/pages/PublicationWebflyer.aspx?publicationid=875
246 The World Bank. 2011. Fostering women’s economic empowerment through special economic zones. Retrieved from: http://documents.worldbank.org/curated/en/657561468148771219/pdf/727040WP0Box370sez0and0women0global.pdf
247 Central Intelligence Agency. 2018. The world factbook: Guatemala. Retrieved from https://www.cia.gov/library/publications/the-world- factbook/geos/gt.html
248 World Bank, 2011. Mejores Empleos en Guatemala. El Rol del Capital Humano, Retrieved from: http://siteresources.worldbank.org/GUATEMALAINSPANISHEXT/Resources/Mejores_empleos_en_Guatemala__Banco_Mundial.pd
249 Danish Trade Council. 2014. Guatemala Labour Market Profile 2014. Retrieved from: https://od.dk/sites/default/files/undervisning/arbejdsmarkedsprofil_0.pdf
250 Danish Trade Council. 2014. Guatemala Labour Market Profile 2014. Retrieved from: https://od.dk/sites/default/files/undervisning/arbejdsmarkedsprofil_0.pdf
251 International Labor Organization. 2012 Labour Overview: Latin America and the Carbbean. Retrieved from: http://www.ilo.org/wcmsp5/groups/public/---americas/---ro-lima/documents/publication/wcms_213162.pdf
252 International Labor Organization. 2012 Labour Overview: Latin America and the Carbbean. Retrieved from: http://www.ilo.org/wcmsp5/groups/public/---americas/---ro-lima/documents/publication/wcms_213162.pdf
253 National Institute of Statistics (INE). 2002. Encuesta nacional de condiciones de visa: ENCOVI 2000. Profile of Poverty [Spanish]. Retrieved from: https://www.ine.gob.gt/sistema/uploads/2014/01/15/v8ukWQ78M4VJrnYqyN2oCumMy1GiBzaf.pdf
254 Salazar-Xirinachs, JM. 2017. Unemployment and the Informal Economy – Key Challenges for Women in Latin America. Retrieved from: http://www.ilo.org/americas/oficina-regional/direcci%C3%B3n-regional/WCMS_546757/lang--en/index.htm
255 Global Fairness. n.d. Roadmap to Economic Formalization. Retrieved from: http://www.globalfairness.org/SiteArchives/downloads/PILAR_Roadmap_Eng.pdf
256 ILO (2014b) Thematic Labour Overview: Transition to Formality in Latin America and the Caribbean.
ILO Regional Office for Latin America and the Caribbean, Lima.
257 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
258 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
259 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
260 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
261 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
262 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
110 | Guatemala CEO Gender Action Plan (2018 - 2 0 2 3 )
263 The World Bank. 2011. Fostering women’s economic empowerment through special economic zones. Retrieved from: http://documents.worldbank.org/curated/en/657561468148771219/pdf/727040WP0Box370sez0and0women0global.pdf
264 Heymann, S. Jody, Alison Earle, and Amresh Hanchate. 2004. Bringing a Global Perspective to Community, Work and Family: An Examination of Extended Work Hours in Families in Four Countries.” Community, Work and Family 7 (2): 247–72. Retrieved from: https://www.tandfonline.com/doi/abs/10.1080/1366880042000245506
265 International Labor Organization. 2007. Expanding women's employment opportunities: Informal economy workers and the need for childcare. Retrieved from: http://www.ilo.org/travail/whatwedo/publications/WCMS_145652/lang--en/index.htm
266 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
267 International Food and Policy Research Institute. 2003. Guatemala City: a focus on working women and childcare. Retrieved from: http://www.eldis.org/vfile/upload/1/document/0708/DOC13263.pdf
268 International Food and Policy Research Institute. 2003. Guatemala City: a focus on working women and childcare. Retrieved from: http://www.eldis.org/vfile/upload/1/document/0708/DOC13263.pdf
269 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
270 International Federation of Library Associations and Institutions. 2017. Development and Access to information: 2017. Retrieved from: https://da2i.ifla.org/sites/da2i.ifla.org/files/uploads/docs/da2i-2017-chapter5.pdf
271 Aguilar Umaña, Isabel. 2012. PNUD: Informe Nacional de Desarrollo Humano. Guatemala: Un país de oportunidades para la juventud? Retrieved from: http://www.gt.undp.org/content/dam/guatemala/docs/publications/UNDP_gt_INDH2011_2012.pdf
272 Interviews and focus group discussions with NGOs and male and female community members for this analysis. March- April 2018.
273 The World Bank. n.d. Female entrepreneurship: Program guidelines and case studies. Retrieved from http://siteresources.worldbank.org/EXTGENDER/Resources/FemaleEntrepreneurshipResourcePoint041113.pdf
274 Kabeer, Naila. 2012. Women’s economic empowerment and inclusive growth: labour markets and enterprise development. Retrieved from: https://www.idrc.ca/sites/default/files/sp/Documents%20EN/NK-WEE-Concept-Paper.pdf
275 Danish Trade Council for International Development and Cooperation. 2015. Labor Market Profile: Guatemala. Retrieved from: http://www.ulandssekretariatet.dk/sites/default/files/uploads/public/PDF/LMP/LMP2015/lmp_guatemala_2015_final_version.pdf
276 Economist Intelligence Unit. 2013. Women’s Entrepreneurial Venture Scope (WEVentureScope) Index and Report 2013. Multilateral Investment Fund. Retrieved from: https://www.eiu.com/public/topical_report.aspx?campaignid=WEVentureScope2013
277 Danish Trade Council for International Development and Cooperation. 2015. Labor Market Profile: Guatemala. Retrieved from: http://www.ulandssekretariatet.dk/sites/default/files/uploads/public/PDF/LMP/LMP2015/lmp_guatemala_2015_final_version.pdf
278 Månsson, A. B., & Färnsveden, U. 2012. Gender and skills development: A review background. Retrieved from http://www.ungei.org/files/UNGEI_Gender_and_Skills_Print_v1_3.pdf
279 The World Bank. 2011. Fostering women’s economic empowerment through special economic zones. Retrieved from: http://documents.worldbank.org/curated/en/657561468148771219/pdf/727040WP0Box370sez0and0women0global.pdf
280 Millennium Challenge Cooperation. 2015. Guatemala Threshold Program. Retrieved from: https://www.mcc.gov/where-we- work/program/guatemala-threshold-program
281 GOPA. 2018. GOPA launches MCC-funded technical and vocational education and training project.
Retrieved from: https://www.gopa.de/en/news/gopa-launches-mcc-funded-technical-and-vocational-education-and-training-project
282 Unilever Chief Sustainability Office. 2017. Opportunities for Women: Challenging harmful social norms and gender stereotypes to unlock women’s potential. Retrieved from: https://www.unilever.com/Images/unilever-opportunities-for-women_tcm244-500987_en.pdf
283 OECD. 2013. Indicators of skills for employment and productivity: A conceptual framework and approach for low-income countries. Retrieved from: http://www.oecd.org/g20/topics/development/indicators-of-skills-employment-and-productivity.pdf
284 United Nations Educational, Scientific and Cultural Organization (UNESCO). 2015. Recommendation concerning technical and vocational education and training (TVET). Retrieved from: http://portal.unesco.org/en/ev.php- URL_ID=49355&URL_DO=DO_TOPIC&URL_SECTION=201.html
285 Knowles. 2015. Monitoring and Evaluation Guidelines for Women’s Empowerment Programs. http://www.womeneconroadmap.org/sites/default/files/Monitoring%20and%20Evaluation%20Guidelines.pdf
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286 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
287 Findings from interviews and FGDs conducted as part of this gender analysis in 5 departments of Guatemala. March- April 2018.
288AlJazeera. 2018. Why is community radio in Guatemala important? Retrieved from:
https://www.aljazeera.com/indepth/features/community-radio-guatemala-important-180213083009392.html
289 Cultural Survival. 2018. Female Power: The new voices of indigenous central American radio. Retrieved from: https://www.culturalsurvival.org/news/female-power-new-voices-indigenous-central-american-radio
290 Avila, R., Gutiérrez Valdizán, A. 2013. Mapping Digital Media: Guatemala. Retrieved from https://www.opensocietyfoundations.org/sites/default/files/mapping-digital-media-guatemala-20140115.pdf
291 International Organization for Migration. 2015. Gender and communication toolkit. Retrieved from: https://www.iom.int/sites/default/files/about-iom/gender/IOM-Gender-and-Communications-Toolkit-2015.pdf
292 http://www.fao.org/docrep/s8380e/s8380e0c.htm
293 Voces de mujeres. 2017. Voces de mujeres 2017 [YouTube video]. Retrieved from https://www.youtube.com/watch?v=tYfLYkWZGsA
294 Woetzel, J., Madgavkar, A., Ellingrud, K., Labaye, E., Devillard, S., Kutcher, J., Manyika, J. Krishnan, M. (2015). The power of parity: How advancing women’s equality can add $12 trillion to global growth. Retrieved from https://www.mckinsey.com/global-themes/employment- andgrowth/how-advancing-womens-equality-can-add-12-trillion-to-global-growth
295 UNDP. 2016. Human development report for everyone: Guatemala. Retrieved from http://hdr.undp.org/sites/all/themes/hdr_theme/country- notes/GTM.pdf
296 Food and Agriculture Policy Decision Analysis. 2014. Socio-economic context and role of agriculture [Fact Sheet]. Retrieved from http://www.fao.org/3/a-i4124e.pdf
297 UN Women. n.d. Guatemala. Retrieved from http://lac.unwomen.org/en/donde-estamos/guatemala
298 Minority Rights Group International. 2014. Guatemala. Retrieved from http://minorityrights.org/country/guatemala/
299 Muñoz, N. Interpress Service. 2003. Guatemala: New Law Recognises Indigenous Languages. Retrieved from: http://www.ipsnews.net/2003/05/guatemala-new-law-recognises-indigenous-languages/
300 Muñoz, N. Interpress Service. 2003. Guatemala: New Law Recognises Indigenous Languages. Retrieved from: http://www.ipsnews.net/2003/05/guatemala-new-law-recognises-indigenous-languages/
301 The Central Intelligence Agency. 2018. The world factbook: Guatemala. Retrieved from https://www.cia.gov/library/publications/the-world- factbook/geos/gt.html
302 Bartrop, P. R., & Leonard, J. S. 2014. Modern genocide: the definitive resource and document collection. Retrieved from https://books.google.co.uk/books?id=JB4UBgAAQBAJ&pg=PA886&lpg=PA886&dq=83+percent+of+these+victims+were+members+of+the+indi genous+Maya+population&source=bl&ots=ySLT90dHJl&sig=BfceGF43Psb7zZjOFqJ8VUiq54c&hl=en&sa=X&ved=0ahUKEwib4qb19dnZAhUG7x QKHUnhCIMQ6AEIPTAD#v=onepage&q=83 percent of these victims were members of the indigenous Maya population&f=false
303 Minority Rights Group International. 2014. Guatemala. Retrieved from http://minorityrights.org/country/guatemala/
304 The World Bank. n.d. Poverty. Retrieved from http://www.worldbank.org/en/topic/poverty/overview
305 Feng, J., Hiraga, M., Kashiwase, H., Maeda, H., Prince, W., Serajuddin, U. 2016. The little data book on gender. Retrieved from https://openknowledge.worldbank.org/bitstream/handle/10986/23436/9781464805561.pdf
306 The World Bank. 2016. GNI per capita, Atlas method. Retrieved from https://data.worldbank.org/indicator/NY.GNP.PCAP.CD?locations=GT
307 Tetzagüic, S., & de Jesus, M. (2016). Identidad indígena en un mundo globalizado: La experiencia de Guatemala. Retrieved from https://www.vanderbilt.edu/lapop/insights/050211.PELAbulletin-en.pdf
308 The Central Intelligence Agency. 2018. The world factbook: Guatemala. Retrieved from https://www.cia.gov/library/publications/the-world- factbook/geos/gt.html
309 Ibid
310 Inter-American Commission on Human Rights. 2015. Situation of human rights in Guatemala. Retrieved from http://www.oas.org/en/iachr/reports/pdfs/guatemala2016-en.pdf 112 | Guatemala CEO Gender Action Plan (2018 - 2 0 2 3 )
311 Comité de Desarrollo Campesino (CODECA). 2013. Situación laboral de trabajadores/as agrícolas en Guatemala: Síntesis del estudio sobre las condiciones laborales de trabajadores agrícolas en las fincas. Retrieved from https://www.servindi.org/pdf/situacion_laboral.pdf
312 Instituto Nacional de Estadística. 2003. Caracteristicas de la poplacion y de los locales de habitacion censados. Retrieved from https://www.ine.gob.gt/sistema/uploads/2014/02/20/jZqeGe1H9WdUDngYXkWt3GIhUUQCukcg.pdf
313 Inter-American Commission on Human Rights. 2015. Situation of human rights in Guatemala. Retrieved from http://www.oas.org/en/iachr/reports/pdfs/guatemala2016-en.pdf
314 The Central Intelligence Agency. 2018. The world factbook: Guatemala. Retrieved from https://www.cia.gov/library/publications/the-world- factbook/geos/gt.html
315 Ibid
316 Gender gap report
317 Instituto Nacional de Estadística. 2014. Encuesta Nacional de Condiciones de Vida. Retrieved from https://www.ine.gob.gt/sistema/uploads/2016/02/03/bWC7f6t7aSbEI4wmuExoNR0oScpSHKyB.pdf
318 UN Women. n.d. Guatemala. Retrieved from http://lac.unwomen.org/en/donde-estamos/guatemala
319 Danish Trade Council for International Development and Cooperation. 2015. Labor Market Profile: Guatemala. Retrieved from: http://www.ulandssekretariatet.dk/sites/default/files/uploads/public/PDF/LMP/LMP2015/lmp_guatemala_2015_final_version.pdf
320 Jonas, S. 2013. Guatemalan Migration in Times of Civil War and Post-War Challenge.
Retrieved from: https://www.migrationpolicy.org/article/guatemalan-migration-times-civil-war-and-post-war-challenges
321 Ibid.
322 UNFPA. (2018, April 9). Five reasons migration is a feminist issue [News]. Retrieved from https://www.unfpa.org/news/five-reasons- migration-feminist-issue
323 Ibid.
324 Jonas, S. 2013. Guatemalan Migration in Times of Civil War and Post-War Challenge.
Retrieved from: https://www.migrationpolicy.org/article/guatemalan-migration-times-civil-war-and-post-war-challenges
325 International Organization for Migration. 2017. Migration Data Portal [ Interactive Database]. Retrieved from: http://gmdac.iom.int/migration- data-portal
326 International Organization for Migration. 2017. Guatemala Remittances - 97 Percent from USA: IOM Study [Press Release].
Retrieved from: https://www.iom.int/news/guatemala-remittances-97-percent-usa-iom-study
327 US State Dept (2017). Trafficking Persons Report. June 2017. https://www.state.gov/documents/organization/271339.pdf
328 Ibid.
329 United Nations. n.d. Gender equality: Why it matters [Fact sheet]. Retrieved from http://www.un.org/sustainabledevelopment/wp- content/uploads/2016/08/5_Why-it-Matters_GenderEquality_2p.pdf
330 UNICEF. 2013. At a glance: Guatemala. Retrieved from https://www.unicef.org/infobycountry/guatemala_statistics.html
331 Kelly Hallman Sara Peracca et al, “Indigenous girls in Guatemala: Poverty and Location”, in Maureen Lewis and Marlaine Lockheed (eds.), Gender and Schooling: Case Studies from the Developing World, Washington DC, Center for Global Development, 2007, pp. 145-176.
332 Orozco, M., & Valdivia, M. n.d. Educational challenges in Guatemala and consequences for human capital and development. Retrieved from http://www.thedialogue.org/wp-content/uploads/2017/02/Educational-Challenges-in-Guatemala-and-Consequences-for-Human-Capital-and- Development.pdf
333 UN Women. 2015. Progress of the world’s women 2015-2016: Trasnforming economics, realizing rights. Retrieved from http://progress.unwomen.org/en/2015/pdf/UNW_progressreport.pdf
334 The World Bank. n.d. World Bank Open Data [Interactive Database]. Retrieved from https://data.worldbank.org/
335 UN Women. n.d. Guatemala. Retrieved from http://lac.unwomen.org/en/donde-estamos/guatemala
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336 World Economic Forum. 2016. The global gender gap report 2016. Retrieved from http://reports.weforum.org/global-gender-gap-report- 2016
337 World Economic Forum. 2016. The global gender gap report 2016. Retrieved from http://reports.weforum.org/global-gender-gap-report- 2016
338 UN Women. n.d. Guatemala. Retrieved from http://lac.unwomen.org/en/donde-estamos/guatemala
339 Ibid
340 De Schutter, O. 2013. Gender equality and food security: Women’s empowerment as a tool against hunger (Report No. RPT135782-3). Retrieved from http://www.fao.org/wairdocs/ar259e/ar259e.pdf
341 FAO, IFAD, UNICEF, WFP, & WHO. 2017. The state of food security and nutrition in the world 2017: Building resilience for peace and food security. Retrieved from http://www.fao.org/3/a-I7695e.pdf
342 https://www.usaid.gov/what-we-do/global-health/nutrition/countries/guatemala-nutrition-profile#nutritionsituation
343 World Health Organization. n.d. Global database on child growth and malnutrition [Online interactive database]. Retrieved from ata.worldbank. org/indicator/SH.STA.STNT.ZS
344 Food and Agriculture Policy Decision Analysis. 2014. Socio-economic context and role of agriculture [Fact Sheet]. Retrieved from http://www.fao.org/3/a-i4124e.pdf
345 World Food Programme. 2018. Guatemala. Retrieved from http://www1.wfp.org/countries/guatemala
346 UNICEF. 2018. Maternal mortality fell by almost half between 1990 and 2015 [Web page]. Retrieved from https://data.unicef.org/topic/maternal-health/maternal-mortality/
347 World Health Organization (WHO). n.d. Global Health Observatory Data. Guatemala: country profiles. Retrieved from: http://www.who.int/gho/countries/gtm/country_profiles/en/
348 The World Health Organization. n.d. Global Health Observatory (GHO) data. Retrieved from http://www.who.int/gho/child_health/mortality/neonatal_infant_text/en/
349 The World Bank. n.d. World Bank Open Data [Interactive Database]. Retrieved from https://data.worldbank.org/
350 World Health Organization (WHO). n.d. Global Health Observatory Data. Guatemala: country profiles. Retrieved from: http://www.who.int/gho/countries/gtm/country_profiles/en/
351 The World Bank. n.d. World Bank Open Data [Interactive Database]. Retrieved from https://data.worldbank.org/
352 The Central Intelligence Agency. 2018. The world factbook: Guatemala. Retrieved from https://www.cia.gov/library/publications/the-world- factbook/geos/gt.html
353 Ibid
354 The World Bank. n.d. World Bank Open Data [Interactive Database]. Retrieved from https://data.worldbank.org/
355 Guttmacher. 2014. Sexual and reproductive health of young women in Guatemala. Retrieved from https://www.guttmacher.org/fact- sheet/sexual-and-reproductive-health-young-women-guatemala
356 Center for Reproductive Rights. n.d. Guatemala’s Abortion Provisions [Web Page]. Retrieved from http://www.reproductiverights.org/world-abortion-laws/guatemalas-abortion-provisions
357 UNICEF. 2017. Report to the 16th session of the UN Permanent Forum on indigenous issues. Retrieved from http://www.un.org/esa/socdev/unpfii/documents/2017/16-session/un-agencies/UNICEF_Response.pdf
358 Ministerio de Salud Pública y Asistencia Social. 2015. Encuesta nacional de salud materno infantil (ENSMI) 2014-2015. Retrieved from https://www.ine.gob.gt/images/2017/encuestas/ensmi2014_2015.pdf
359 Ibid
360 Institute of Health Metrics and Evaluation. 2016. Global Burden of Disease. Retrieved from: http://www.healthdata.org/guatemala
361 World Health Organization. 2013. Global and Regional Estimates of Violence Against Women. Retrieved from http://www.who.int/reproductivehealth/publications/violence/9789241564625/en/
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362 Ministerio de Salud Pública y Asistencia Social. 2015. Encuesta nacional de salud materno infantil (ENSMI) 2014-2015. Retrieved from https://www.ine.gob.gt/images/2017/encuestas/ensmi2014_2015.pdf
363 Report of the United Nations High Commissioner for Human Rights on the Activities of her office in Guatemala, January 13, 2014. U.N. DOC A/HRC/25/19/Add.1
364 Small Arms Survey. 2012. Femicide: A global problem, small arms survey. Retrieved from http://www.smallarmssurvey.org/about- us/highlights/highlight-rn14.html
365 Ibid
366United States Department of State Bureau of Democracy Human Rights and Labor. (2014). Country reports on human rights practices: Guatemala 2014 human rights report. Retrieved from https://www.state.gov/documents/organization/236904.pdf
367 Equality Now. 2014. Protecting the girl child: Using the law to end child, early and forced marriage and related human rights violations. Retrieved from https://www.equalitynow.org/sites/default/files/Protecting_the_Girl_Child.pdf
368 UNICEF’s State of the World’s Children (2017)
369 Equality Now. 2014. Protecting the girl child: Using the law to end child, early and forced marriage and related human rights violations. Retrieved from https://www.equalitynow.org/sites/default/files/Protecting_the_Girl_Child.pdf
370 UNICEF. n.d. Child protection from violence, exploitation and abuse. Retrieved from https://www.unicef.org/protection/57929_58008.html
371 Japan International Cooperation Agency (JICA). 2006. Human rights on the people with disability in Guatemala. Retrieved from http://gwweb.jica.go.jp/km/FSubject0601.nsf/03a114c1448e2ca449256f2b003e6f57/f1692ec3188fd280492572f9002bdfcc/$FILE/Human Rights of the People with Disability in Guatemala.pdf
372 World Health Organization. 2011. World report on disability. Retrieved from http://www.who.int/disabilities/world_report/2011/report/en/
373 UN Department of Economic and Social Affairs. 2015. Global status report on disability and development (Unedited version). Retrieved from http://www.un.org/esa/socdev/documents/disability/2016/GlobalStatusReportonDisabilityandDevelopment.pdf
374 International Centre for Evidence in Disability (ICED). 2016. Guatemala National Disability Study. Retrieved from http://www.cbm.org/Guatemala-National-Disability-Survey-ENDIS--524831.php
375 Ibid
376 Ibid
377 Ibid
378 Sida. 2014. Disability rights in Guatemala. Retrieved from https://www.sida.se/globalassets/sida/eng/partners/human-rights-based- approach/disability/rights-of-persons-with-disabilities-guatemala.pdf
379 Ibid.
380 Japan International Cooperation Agency (JICA). 2006. Human rights on the people with disability in Guatemala. Retrieved from http://gwweb.jica.go.jp/km/FSubject0601.nsf/03a114c1448e2ca449256f2b003e6f57/f1692ec3188fd280492572f9002bdfcc/$FILE/Human Rights of the People with Disability in Guatemala.pdf
381 Instituto Nacional de Estadística. 2003.cteristicas de la poplacion y de los locales de habitacion censados. Retrieved from https://www.ine.gob.gt/sistema/uploads/2014/02/20/jZqeGe1H9WdUDngYXkWt3GIhUUQCukcg.pdf
382 Merlo, T., & Murali, S. 2012. Human Rights Violations of Lesbian, Gay, Bisexual, and Transgender (LGBT) People in Guatemala: A Shadow Report. New York City. Retrieved from https://www.outrightinternational.org/sites/default/files/IGLHRC Shadow Report Guatemala 2012.pdf
383 Ibid
384 Ibid
385 Ibid
386 Lempiainen, M. 2011. In Guatemala, HIV infections rise for women [Article]. The Interdependent. Retrieved from http://www.theinterdependent.com/110606/in-guatemala-hiv-infections-rise-for-women
387 http://mptf.undp.org/factsheet/project/00067146Strengthening the Institutional Environment for the Advancement of Women in Guatemala
388 United Nations of Human Rights, Office of the Commissioner. n.d. View the ratification status by country or by treaty.
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Retrieved from: http://tbinternet.ohchr.org/_layouts/TreatyBodyExternal/Treaty.aspx?CountryID=70&Lang=EN
389 FAO, IFAD, ILC, (2004a). Rural Women’s Access to Land and Property in selected Countries. Progress Towards Achieving the Aims of the Convention on the Elimination of All Forms of Discrimination against Women. Retrieved from http://www.landcoalition.org/pdf/cedawrpt.pdf
390 Verite. n.d. Research on Indicators of Forced Labor in the Supply Chain of Coffee in Guatemala. Retrieved from: https://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?referer=https://www.google.co.uk/&httpsredir=1&article=2780&context=globaldocs
391 Wirtz, N. 2017. Global Americans. Climate change and migration in Guatemala: Second in our series. Retrieved from: https://theglobalamericans.org/2017/05/climate-change-migration-guatemala-second-series/
392 World Bank. n.d. Improved Income Opportunities for Thousands of Rural Producers in Guatemala. Retrieved from: http://www.worldbank.org/en/results/2016/02/17/improved-income-opportunities-for-thousands-of-rural-producers-in-guatemala
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