A few broad HRBA-related M&E observations. The right to 'Decent Work' has perhaps seen more proactive development of qualitative and quantitative indicators than many other ESC rights not least as the map of indicators includes not only HR treaties, and related instruments but also the body of ILO Declarations, Conventions & Recommendations, ITUC Global Rights Index etc. The attached screen shot from OHCHR Human Rights Indicators Tables Updated with the Sustainable Development Goals (SDG) Indicators is broad, yet still not exhaustive.
While the array of standards available helps development programming, it also means that undertaking comprehensive M&E is onerous, given the need to combine quantitative & qualitative aspects, plus the requirement that all indicators should be disaggregated by the full human rights list of prohibited grounds of discrimination. An article by Diane Frey & Gillian MacNaughton offers a good critique of the need for HR/HRBA to decent work including M&E by linking the SDGs with ILO and human rights monitoring mechanisms A Human Rights Lens on Full Employment and Decent Work in the 2030 Sustainable Development Agenda (2016) https://journals.sagepub.com/doi/full/10.1177/2158244016649580
All this means that prioritisation is unavoidable, but once choices are made, it is important that programmes make clear what is not being measured.More generally as regards attribution of ‘impact’, the dependence on delivery of decent work programmes on factors beyond individual programmes also means that M&E frameworks such as 'contribution analysis' rather than a more narrow impact attribution perhaps are more realistic. Two (connected) aspects that require focus going forward (1) how M&E/indicators can be adapted to capture progress in informal work contexts (where participation in M&E by rights-holders is often hampered by their being time poor, less empowered etc) &
(2) M&E/Indicators that are fit-for-purpose to measure delivery of the HRBA principles of empowerment & 'active. free and meaningful participation'.
In the latter case a useful reference point is UNICEF's work measuring quality of participation by children. A wider 'cultural' shift is also necessary to advance HR based M&E (in relation to decent work, but development programmes generally). This requires M&E to be positioned more as organisational learning, rather than what can seem like a more defensive perspective, measuring progress for positive reporting to donors etc... Joachim Theis (ex UNICEF) captures well the wider HR based perspective on M&E: “Monitoring and evaluation can be undertaken for a range of purposes, including to measure impact, outputs, efficiency, effectiveness or change; to strengthen accountability; to facilitate organisational learning; to strengthen partnerships and team building; to support advocacy efforts; or to influence an organisation’s culture.” –Save the Children,Rights-based Monitoring & Evaluation (2003)
The starting point for HR based M&E (echoing Milena's point earlier) is to ensure common conceptual understanding of core concepts such as 'decent work'. Human rights based M&E not only necessitates clarity regarding the ultimate human rights objective of decent work for all of a programme's target group, but also a strong focus on HR issues of M&E methodologies, communication and methods that ensure participation of the less empowered, due process for those whose efforts are being reviewed etc. The standard features of good indicators, SMART etc are readily interpreted so as to be HR based. The acronym SPICED is particularly relevant for HR based M&E *Subjective: Informants have a special position or experience that gives them unique insights which may yield a very high return on the investigator’s time. In this sense, what may be seen by others as 'anecdotal' becomes critical data because of the source’s value.
*Participatory: Indicators should be developed with those best placed to assess them, duty-bearers and rights holders (sector personnel, Justice system ‘users’ etc).
*Interpretable& communicable: Is its meaning clear to those to be tasked with applying it?
*Cross-checked: The validity of assessment needs to be cross-checked, by comparing different indicators and progress, and by using different informants, methods, and researchers.
*Empowering:The process of setting and assessing indicators should be empowering in itself and allow groups and individuals to reflect critically on their changing situation.
*Diverse & disaggregated: There should be a deliberate effort to seek out different indicators from a range of groups, especially men and women. This information needs to be recorded in such a way that these differences can be assessed over time.
A check list by the US-based Vera Institute of Justice concerning the process of developing indicators while not presented as a HRBA checklist is very relevant, for M&E that measures not just results, but is also empowering and participatory.
*Start with the outcome, not the indicator *Measure outcomes with balanced mix of indicators *Test your indicators for their sensitivity to the changes you hope to make *Design indicators that address vulnerable groups *Avoid creating perverse incentives *Use simple & cheap *Build confidence in indicators among stakeholders *Design indicators that make sense to most people
A related issue is the need for programme M&E to be connected to organisation’s reward system, to incentivise staff and partners to critically review and improve their work, thereby reinforcing a rights-based programme approach. Internal policies and procedures should also reflect human rights principles with a view to promoting a culture of accountability, participation and equity in practice.
best regards
Patrick
Patrick Twomey BCL LLM BL - Director International Human Rights Network Glenboy House, Oldcastle, County Meath, Ireland Tel: +353 49 8542934 ptwomey@ihrnetwork.org www.ihrnetwork.org
May 11, 2021,
4:46 p.m.
Edlira Muedini
Dear Colleagues,
Please find some contribution from our practice regarding the two questions:
Question 1: What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at the systemic level?
A good monitoring system that feeds well both quantitative and qualitative impacts of our work it is needed to be in place early enough when the project starts. When I say a good monitoring system, I first mean a useful one that invites staff and related partners to use it as beneficial to their work and not just “have to use it”. A monitoring system that serves to the project not vice versa. And in order to have that, lots of efforts is required, and the improvements happens as the project evolves, we learn from doing, from failures, things we miss and then we try to introduce and make them work better for decision making and for reporting too. Saying that, I want to say that a good monitoring system is not static but is evolving and improving over time.
When it comes to monitoring decent work, I agree with lots of previous colleagues input on the clarity we should have from the very beginning on its understanding or better say common understanding among our teams, with partners and with the donor. How we identify decent work in our context? That will easy a lot the language we speak as we take decision based on monitoring data within the team or when we communicate both internally and outside the organization. Another important aspect are the tools and methods we are using to measure the decent work, which need to be part of the monitoring system and they could measure both quantitative and qualitative aspects of it.
When it comes to the qualitative aspects of our impact, I want to share some good experiences we at Helvetas went through during 2019 through an exercise on Outcome Harvesting process for some of our SDC youth employment projects on the Western Balkans. The exercise was focused on the ICT portfolios of these projects and it aimed to identify, formulate, verify, and make sense of the outcomes of our initiatives with an open focus that goes beyond project frameworks and objectives by looking at qualitative aspects such as attitudes, behavior changes, etc. in the targeted systems, as well as trying to identify how the project contributed to these changes. For the ones who are interested more can be found here https://beamexchange.org/uploads/filer_public/77/83/77836774-acf7-447f-a950-dfed8075baab/outcome_harvesting.pdf or in the following blog https://www.helvetas.org/en/switzerland/how-you-can-help/follow-us/blog/inclusive-systems/capturing-change
Question 2: How can we prevent unintended effects on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
The outcome harvesting exercise also reinforced our knowledge on how to look, reflect and document on the unintended positive effects of our work, things we did not plan but that evolved quicker during the project implementation as new opportunities. When it comes to prevent unintended effects on the qualitative aspects of employment, I believe here there are three main aspects to consider: (i) a well-defined and flexible for adaptation monitoring system which has a common understanding among parties involved (implementers-partners-donor); (ii) as Milena was mentioning a predefined analysis on potential risk and mitigations, and (iii) a space for learning, testing/risk taking-reflection and sharing/learning. that also requires a flexibility and good understanding among implementers/organizations- Project managers and their teams- as well as donors.
And I would like to conclude with a nice expression I got in one of MRM trainings- MRM it is complicated, but it depends! I think there is a lot of true in it. It is complicated as is a system always in development, it can be very complex and requires a lot of adaptability and right sizing that serves to our purposes and it is not just a nice to have or better is not attractive to work on the latest. And it depends a lot on what we want from it, how we plan and use it for our purposes, as well as of the system partners we are supporting, because the final goal should be making the system working beyond our support and that includes also monitoring aspects of the partners we are supporting.
Thank you and best regards, Edlira
Edlira Muedini Project Manager “RISIAlbania” A project of the Swiss Agency for Development and Cooperation SDC Rr. Ismail Qemali, P.18, H.3, Ap.15 Tirana, Albania Tel.:+355(0)42248527 Mob.:+355(0)682050045 Email: [Hidden email] <mailto:[Hidden email]> Web: www.risialbania.al <http: www.risialbania.al=""> Skype: edlira07
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May 11, 2021,
3:22 p.m.
[Hidden email]
Dear colleagues
Thank you for your valuable inputs which I am reading with much interest.
Regarding the two questions below we would like to share the following practice and experiences:
Question 1: We recommend to establish a clear results framework and criteria on how to measure and report on decent work. We also recommend to create a common understanding with implementing partners on our concept of “decent work” and what it implies. Our understanding of “decent work” (for TA projects) is based on the ILO concept (see framework agreement ILO-Switzerland). However, we also have other multilateral partners, such as the IFC, who have developed their own understanding of what decent work implies. We promote an exchange among their m&e experts for a common understanding of decent work and its measurement. Our own monitoring of decent jobs is based on the Dispatch 2021-2024 for which we have developed a storyline and a results framework as a basis for monitoring and reporting. “Income opportunities due to innovative private-sector initiatives” is one of the two target outcomes in SECO-WE’s storyline and results framework for the Dispatch 2021-2024. The target outcome is aligned with SDG 8 on decent work and economic growth. Decent work is, among others, measured with two standard indicators: SI 13 Number of jobs created or retained or improved and SI 14 Number of persons benefitting from measures for improved working conditions (developed in close cooperation with the ILO Lab). We just had our first round of results reporting on our storyline under the Dispatch 2021-2024. Quite a few of our projects do report on SI 13 and some on SI 14. However, it is still early for clear statements and lessons on decent work.
Question 2: To prevent unintended effects on qualitative aspects of employment, it is important to identify possible unintended effects and possible mitigation measures in the risk analysis. It is also important to define clear criteria for decent work and to monitor them regularly. In projects with a focus on creating decent jobs or “upgrading” jobs to become more decent, this can be done by integrating specific objectives and indicators in logframes and monitoring systems. For other projects, social risks through job creation should be monitored as part of the overall risk monitoring.
Kind Regards Milena
Von: [Hidden email] <[Hidden email]> Im Auftrag von Roman Troxler Gesendet: Dienstag, 11. Mai 2021 09:03 An: SDC Decent Work <[Hidden email]> Betreff: [decentwork] E-discussion Decent Work – third topic: Monitoring and Reporting
Good morning everyone (and good afternoon to our colleagues in Asia)!
After a very intense and productive debate last week, we have not yet received any contributions on our third topic, Monitoring and Reporting of Decent Work.
I would therefore like to invite you again to share your ideas on the following two aspects by today (or tomorrow morning at the latest):
> Question 1: What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at the systemic level?
> Question 2: How can we prevent unintended effects on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
Tomorrow at noon CEST we will officially close the e-discussion. Therefore we look forward to your last contributions and an inspiring debate today.
Best regards, Rebecca, Sabrina and Roman (the facilitator team of the Decent Work e-discussion)
Am 10.05.2021 um 12:58 schrieb Rebecca Suhner <[Hidden email] <mailto:[Hidden email]>>:
Dear colleagues,
Thank you very much for your insightful contributions during the second topic of the e-discussion: Operationalizing Decent Work. In a short video <https: posts="" romantroxler_employmentandincome-fchr-decentwork-activity-6797472500969177088--w1l="" www.linkedin.com="">, the key takeaways of this discussion during the last days are summarized.
We are now continuing the discussion with a final block of questions concerning the Monitoring and Reporting of Decent Work. As usual, you can reply to one of these questions or address all of them. Please make a brief reference to your project context when replying to these questions – and please really try to be short and precise! You can also add links to project summaries or factsheets if available.
> Question 1: In the course of the last few days, we have learned that a large number of SDC programs are already making significant contributions to the various substantive elements of Decent Work. What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at the systemic level?
> Question 2: Now that we have a better understanding of the elements of Decent Work, how can we prevent unintended effects of SDC projects particularly on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
We are looking forward to your contributions and learnings.
Best regards Rebecca, Roman and Sabrina (the facilitator team of the Decent Work e-discussion)
—————— Footer: further information on the Decent Work e-discussion
So, how does this e-discussion work? The facilitator team will steer the discussion by launching a topic for discussion to the dgroup members every second day: > 3-5 May: Stocktaking, learning from interesting projects that substantially contribute to the decent work substantive elements > 5-10 May: Operationalizing, how can we improve our efforts for decent work? > 10-12 May: Monitoring/reporting, good practice in monitoring impacts, incl. decent-work aspects at systemic level How do I participate in the e-discussion? What do I need to do if I don't want to participate? > Please have a look at the technical guidelines (here: https://dgroups.org/?lrr8d210.2 <https: ?url="https%3A%2F%2Fdgroups.org%2F%3Flrr8d210.2&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=vQEmHulJMKTNmYmUQ5QpcTz5DFXkglXsfnUafh6TSxU%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), where you find all necessary information. > Please note that when you reply to a message everyone in the group will receive it. This is a great opportunity to share our ideas and experiences. > You may want to change your dGroup email notification preferences to «immediately" (or «daily" or «weekly", if you are too busy to actively follow the discussion). To do so login to dGroups (http://dgroups.org <https: ?url="http%3A%2F%2Fdgroups.org%2F&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=3Fnr4y2fk9bR9lX11iMoen4VX3EDWqncXiqYYTYIbtw%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), click on "My account" and then on "Preferences", and change the notification preferences.
We will summarize the participants' contributions and disseminate the key points and results of discussions when sharing new guiding questions for the discussion. Additionally we will complement the input paper with findings of the e-discussion after concluding the joint learning exercise.
We invite you to regularly visit the thematic Shareweb page, where you find the above mentioned input paper and additional readings: https://www.shareweb.ch/site/EI/Pages/Content/Profiles.aspx?SmartID=4535&item1=Decent%20Work <https: ?url="https%3A%2F%2Fwww.shareweb.ch%2Fsite%2FEI%2FPages%2FContent%2FProfiles.aspx%3FSmartID%3D4535%26item1%3DDecent%2520Work&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778793544%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=xGEq9IdYAVdhJwHwehDBZBjG8uG3%2F6JKEBcCtnFgtl4%3D&reserved=0" eur02.safelinks.protection.outlook.com="">
Rebecca Suhner Expert Team Inclusive Economic Development
Federal Department of Foreign Affairs FDFA Swiss Agency for Development and Cooperation SDC Division Latin America and the Caribbean
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May 11, 2021,
7:03 a.m.
Roman Troxler
Good morning everyone (and good afternoon to our colleagues in Asia)!
After a very intense and productive debate last week, we have not yet received any contributions on our third topic, Monitoring and Reporting of Decent Work.
I would therefore like to invite you again to share your ideas on the following two aspects by today (or tomorrow morning at the latest):
> Question 1: What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at the systemic level?
> Question 2: How can we prevent unintended effects on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
Tomorrow at noon CEST we will officially close the e-discussion. Therefore we look forward to your last contributions and an inspiring debate today.
Best regards, Rebecca, Sabrina and Roman (the facilitator team of the Decent Work e-discussion)
Am 10.05.2021 um 12:58 schrieb Rebecca Suhner <[Hidden email] <mailto:[Hidden email]>>:
Dear colleagues,
Thank you very much for your insightful contributions during the second topic of the e-discussion: Operationalizing Decent Work. In a short video <https: posts="" romantroxler_employmentandincome-fchr-decentwork-activity-6797472500969177088--w1l="" www.linkedin.com="">, the key takeaways of this discussion during the last days are summarized.
We are now continuing the discussion with a final block of questions concerning the Monitoring and Reporting of Decent Work. As usual, you can reply to one of these questions or address all of them. Please make a brief reference to your project context when replying to these questions – and please really try to be short and precise! You can also add links to project summaries or factsheets if available.
> Question 1: In the course of the last few days, we have learned that a large number of SDC programs are already making significant contributions to the various substantive elements of Decent Work. What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at the systemic level?
> Question 2: Now that we have a better understanding of the elements of Decent Work, how can we prevent unintended effects of SDC projects particularly on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
We are looking forward to your contributions and learnings.
Best regards Rebecca, Roman and Sabrina (the facilitator team of the Decent Work e-discussion)
—————— Footer: further information on the Decent Work e-discussion
So, how does this e-discussion work? The facilitator team will steer the discussion by launching a topic for discussion to the dgroup members every second day: > 3-5 May: Stocktaking, learning from interesting projects that substantially contribute to the decent work substantive elements > 5-10 May: Operationalizing, how can we improve our efforts for decent work? > 10-12 May: Monitoring/reporting, good practice in monitoring impacts, incl. decent-work aspects at systemic level How do I participate in the e-discussion? What do I need to do if I don't want to participate? > Please have a look at the technical guidelines (here: https://dgroups.org/?lrr8d210.2 <https: ?url="https%3A%2F%2Fdgroups.org%2F%3Flrr8d210.2&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=vQEmHulJMKTNmYmUQ5QpcTz5DFXkglXsfnUafh6TSxU%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), where you find all necessary information. > Please note that when you reply to a message everyone in the group will receive it. This is a great opportunity to share our ideas and experiences. > You may want to change your dGroup email notification preferences to «immediately" (or «daily" or «weekly", if you are too busy to actively follow the discussion). To do so login to dGroups (http://dgroups.org <https: ?url="http%3A%2F%2Fdgroups.org%2F&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=3Fnr4y2fk9bR9lX11iMoen4VX3EDWqncXiqYYTYIbtw%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), click on "My account" and then on "Preferences", and change the notification preferences.
We will summarize the participants' contributions and disseminate the key points and results of discussions when sharing new guiding questions for the discussion. Additionally we will complement the input paper with findings of the e-discussion after concluding the joint learning exercise.
We invite you to regularly visit the thematic Shareweb page, where you find the above mentioned input paper and additional readings: https://www.shareweb.ch/site/EI/Pages/Content/Profiles.aspx?SmartID=4535&item1=Decent%20Work <https: ?url="https%3A%2F%2Fwww.shareweb.ch%2Fsite%2FEI%2FPages%2FContent%2FProfiles.aspx%3FSmartID%3D4535%26item1%3DDecent%2520Work&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778793544%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=xGEq9IdYAVdhJwHwehDBZBjG8uG3%2F6JKEBcCtnFgtl4%3D&reserved=0" eur02.safelinks.protection.outlook.com="">
Rebecca Suhner Expert Team Inclusive Economic Development
Federal Department of Foreign Affairs FDFA Swiss Agency for Development and Cooperation SDC Division Latin America and the Caribbean
<image001.png> This e-mail may contain trade secrets or privileged, undisclosed or otherwise confidential information. If you have received this e-mail in error, you are hereby notified that any review, copying or distribution of it is strictly prohibited. Please inform us immediately and destroy the original transmittal. Thank you for your cooperation.
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May 10, 2021,
10:57 a.m.
Rebecca Suhner
Dear colleagues,
Thank you very much for your insightful contributions during the second topic of the e-discussion: Operationalizing Decent Work. In a short video <https: posts="" romantroxler_employmentandincome-fchr-decentwork-activity-6797472500969177088--w1l="" www.linkedin.com="">, the key takeaways of this discussion during the last days are summarized.
We are now continuing the discussion with a final block of questions concerning the Monitoring and Reporting of Decent Work. As usual, you can reply to one of these questions or address all of them. Please make a brief reference to your project context when replying to these questions – and please really try to be short and precise! You can also add links to project summaries or factsheets if available.
Ø Question 1: In the course of the last few days, we have learned that a large number of SDC programs are already making significant contributions to the various substantive elements of Decent Work. What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at the systemic level?
Ø Question 2: Now that we have a better understanding of the elements of Decent Work, how can we prevent unintended effects of SDC projects particularly on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
We are looking forward to your contributions and learnings.
Best regards Rebecca, Roman and Sabrina (the facilitator team of the Decent Work e-discussion)
—————— Footer: further information on the Decent Work e-discussion
So, how does this e-discussion work? The facilitator team will steer the discussion by launching a topic for discussion to the dgroup members every second day: > 3-5 May: Stocktaking, learning from interesting projects that substantially contribute to the decent work substantive elements > 5-10 May: Operationalizing, how can we improve our efforts for decent work? > 10-12 May: Monitoring/reporting, good practice in monitoring impacts, incl. decent-work aspects at systemic level How do I participate in the e-discussion? What do I need to do if I don't want to participate? > Please have a look at the technical guidelines (here: https://dgroups.org/?lrr8d210.2 <https: ?url="https%3A%2F%2Fdgroups.org%2F%3Flrr8d210.2&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=vQEmHulJMKTNmYmUQ5QpcTz5DFXkglXsfnUafh6TSxU%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), where you find all necessary information. > Please note that when you reply to a message everyone in the group will receive it. This is a great opportunity to share our ideas and experiences. > You may want to change your dGroup email notification preferences to «immediately" (or «daily" or «weekly", if you are too busy to actively follow the discussion). To do so login to dGroups (http://dgroups.org <https: ?url="http%3A%2F%2Fdgroups.org%2F&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=3Fnr4y2fk9bR9lX11iMoen4VX3EDWqncXiqYYTYIbtw%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), click on "My account" and then on "Preferences", and change the notification preferences.
We will summarize the participants' contributions and disseminate the key points and results of discussions when sharing new guiding questions for the discussion. Additionally we will complement the input paper with findings of the e-discussion after concluding the joint learning exercise.
We invite you to regularly visit the thematic Shareweb page, where you find the above mentioned input paper and additional readings: https://www.shareweb.ch/site/EI/Pages/Content/Profiles.aspx?SmartID=4535&item1=Decent%20Work <https: ?url="https%3A%2F%2Fwww.shareweb.ch%2Fsite%2FEI%2FPages%2FContent%2FProfiles.aspx%3FSmartID%3D4535%26item1%3DDecent%2520Work&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778793544%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=xGEq9IdYAVdhJwHwehDBZBjG8uG3%2F6JKEBcCtnFgtl4%3D&reserved=0" eur02.safelinks.protection.outlook.com="">
Rebecca Suhner Expert Team Inclusive Economic Development
Federal Department of Foreign Affairs FDFA Swiss Agency for Development and Cooperation SDC Division Latin America and the Caribbean
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May 12, 2021, 10:20 a.m.
Patrick Twomey
A few broad HRBA-related M&E observations. The right to 'Decent Work' has perhaps seen more proactive development of qualitative and quantitative indicators than many other ESC rights not least as the map of indicators includes not only HR treaties, and related instruments but also the body of ILO Declarations, Conventions & Recommendations, ITUC Global Rights Index etc. The attached screen shot from OHCHR Human Rights Indicators Tables Updated with the Sustainable Development Goals (SDG) Indicators is broad, yet still not exhaustive.
While the array of standards available helps development programming, it also means that undertaking comprehensive M&E is onerous, given the need to combine quantitative & qualitative aspects, plus the requirement that all indicators should be disaggregated by the full human rights list of prohibited grounds of discrimination. An article by Diane Frey & Gillian MacNaughton offers a good critique of the need for HR/HRBA to decent work including M&E by linking the SDGs with ILO and human rights monitoring mechanisms A Human Rights Lens on Full Employment and Decent Work in the 2030 Sustainable Development Agenda (2016) https://journals.sagepub.com/doi/full/10.1177/2158244016649580
All this means that prioritisation is unavoidable, but once choices are made, it is important that programmes make clear what is not being measured.More generally as regards attribution of ‘impact’, the dependence on delivery of decent work programmes on factors beyond individual programmes also means that M&E frameworks such as 'contribution analysis' rather than a more narrow impact attribution perhaps are more realistic.
Two (connected) aspects that require focus going forward
(1) how M&E/indicators can be adapted to capture progress in informal work contexts (where participation in M&E by rights-holders is often hampered by their being time poor, less empowered etc) &
(2) M&E/Indicators that are fit-for-purpose to measure delivery of the HRBA principles of empowerment & 'active. free and meaningful participation'.
In the latter case a useful reference point is UNICEF's work measuring quality of participation by children.
A wider 'cultural' shift is also necessary to advance HR based M&E (in relation to decent work, but development programmes generally). This requires M&E to be positioned more as organisational learning, rather than what can seem like a more defensive perspective, measuring progress for positive reporting to donors etc...
Joachim Theis (ex UNICEF) captures well the wider HR based perspective on M&E:
“Monitoring and evaluation can be undertaken for a range of purposes, including to measure impact, outputs, efficiency, effectiveness or change; to strengthen accountability; to facilitate organisational learning; to strengthen partnerships and team building; to support advocacy efforts; or to influence an organisation’s culture.” –Save the Children,Rights-based Monitoring & Evaluation (2003)
The starting point for HR based M&E (echoing Milena's point earlier) is to ensure common conceptual understanding of core concepts such as 'decent work'. Human rights based M&E not only necessitates clarity regarding the ultimate human rights objective of decent work for all of a programme's target group, but also a strong focus on HR issues of M&E methodologies, communication and methods that ensure participation of the less empowered, due process for those whose efforts are being reviewed etc.
The standard features of good indicators, SMART etc are readily interpreted so as to be HR based. The acronym SPICED is particularly relevant for HR based M&E
*Subjective: Informants have a special position or experience that gives them unique insights which may yield a very high return on the investigator’s time. In this sense, what may be seen by others as 'anecdotal' becomes critical data because of the source’s value.
*Participatory: Indicators should be developed with those best placed to assess them, duty-bearers and rights holders (sector personnel, Justice system ‘users’ etc).
*Interpretable& communicable: Is its meaning clear to those to be tasked with applying it?
*Cross-checked: The validity of assessment needs to be cross-checked, by comparing different indicators and progress, and by using different informants, methods, and researchers.
*Empowering:The process of setting and assessing indicators should be empowering in itself and allow groups and individuals to reflect critically on their changing situation.
*Diverse & disaggregated: There should be a deliberate effort to seek out different indicators from a range of groups, especially men and women. This information needs to be recorded in such a way that these differences can be assessed over time.
A check list by the US-based Vera Institute of Justice concerning the process of developing indicators while not presented as a HRBA checklist is very relevant, for M&E that measures not just results, but is also empowering and participatory.
*Start with the outcome, not the indicator
*Measure outcomes with balanced mix of indicators
*Test your indicators for their sensitivity to the changes you hope to make
*Design indicators that address vulnerable groups
*Avoid creating perverse incentives
*Use simple & cheap
*Build confidence in indicators among stakeholders
*Design indicators that make sense to most people
A related issue is the need for programme M&E to be connected to organisation’s reward system, to incentivise staff and partners to critically review and improve their work, thereby reinforcing a rights-based programme approach. Internal policies and procedures should also reflect human rights principles with a view to promoting a culture of accountability, participation and equity in practice.
best regards
Patrick
Patrick Twomey BCL LLM BL - Director
International Human Rights Network
Glenboy House, Oldcastle, County Meath, Ireland
Tel: +353 49 8542934
ptwomey@ihrnetwork.org
www.ihrnetwork.org
May 11, 2021, 4:46 p.m.
Edlira Muedini
Please find some contribution from our practice regarding the two questions:
Question 1: What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at
the systemic level?
A good monitoring system that feeds well both quantitative and qualitative impacts of our work it is needed to be in place early enough when the project starts. When I say a good monitoring system, I first mean a useful one that invites staff and related partners to use it as beneficial to their work and not just “have to use it”. A monitoring system that serves to the project not vice versa. And in order to have that, lots of efforts is required, and the improvements happens as the project evolves, we learn from doing, from failures, things we miss and then we try to introduce and make them work better for decision making and for reporting too. Saying that, I want to say that a good monitoring system is not static but is evolving and improving over time.
When it comes to monitoring decent work, I agree with lots of previous colleagues input on the clarity we should have from the very beginning on its understanding or better say common understanding among our teams, with partners and with the donor. How we identify decent work in our context? That will easy a lot the language we speak as we take decision based on monitoring data within the team or when we communicate both internally and outside the organization. Another important aspect are the tools and methods we are using to measure the decent work, which need to be part of the monitoring system and they could measure both quantitative and qualitative aspects of it.
When it comes to the qualitative aspects of our impact, I want to share some good experiences we at Helvetas went through during 2019 through an exercise on Outcome Harvesting process for some of our SDC youth employment projects on the Western Balkans. The exercise was focused on the ICT portfolios of these projects and it aimed to identify, formulate, verify, and make sense of the outcomes of our initiatives with an open focus that goes beyond project frameworks and objectives by looking at qualitative aspects such as attitudes, behavior changes, etc. in the targeted systems, as well as trying to identify how the project contributed to these changes. For the ones who are interested more can be found here https://beamexchange.org/uploads/filer_public/77/83/77836774-acf7-447f-a950-dfed8075baab/outcome_harvesting.pdf or in the following blog https://www.helvetas.org/en/switzerland/how-you-can-help/follow-us/blog/inclusive-systems/capturing-change
Question 2: How can we prevent unintended effects on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
The outcome harvesting exercise also reinforced our knowledge on how to look, reflect and document on the unintended positive effects of our work, things we did not plan but that evolved quicker during the project implementation as new opportunities. When it comes to prevent unintended effects on the qualitative aspects of employment, I believe here there are three main aspects to consider: (i) a well-defined and flexible for adaptation monitoring system which has a common understanding among parties involved (implementers-partners-donor); (ii) as Milena was mentioning a predefined analysis on potential risk and mitigations, and (iii) a space for learning, testing/risk taking-reflection and sharing/learning. that also requires a flexibility and good understanding among implementers/organizations- Project managers and their teams- as well as donors.
And I would like to conclude with a nice expression I got in one of MRM trainings- MRM it is complicated, but it depends! I think there is a lot of true in it. It is complicated as is a system always in development, it can be very complex and requires a lot of adaptability and right sizing that serves to our purposes and it is not just a nice to have or better is not attractive to work on the latest. And it depends a lot on what we want from it, how we plan and use it for our purposes, as well as of the system partners we are supporting, because the final goal should be making the system working beyond our support and that includes also monitoring aspects of the partners we are supporting.
Thank you and best regards,
Edlira
Edlira Muedini
Project Manager
“RISIAlbania”
A project of the Swiss Agency for Development and Cooperation SDC
Rr. Ismail Qemali, P.18, H.3, Ap.15
Tirana, Albania
Tel.:+355(0)42248527
Mob.:+355(0)682050045
Email: [Hidden email] <mailto:[Hidden email]>
Web: www.risialbania.al <http: www.risialbania.al="">
Skype: edlira07
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May 11, 2021, 3:22 p.m.
[Hidden email]
Thank you for your valuable inputs which I am reading with much interest.
Regarding the two questions below we would like to share the following practice and experiences:
Question 1: We recommend to establish a clear results framework and criteria on how to measure and report on decent work. We also recommend to create a common understanding with implementing partners on our concept of “decent work” and what it implies. Our understanding of “decent work” (for TA projects) is based on the ILO concept (see framework agreement ILO-Switzerland). However, we also have other multilateral partners, such as the IFC, who have developed their own understanding of what decent work implies. We promote an exchange among their m&e experts for a common understanding of decent work and its measurement.
Our own monitoring of decent jobs is based on the Dispatch 2021-2024 for which we have developed a storyline and a results framework as a basis for monitoring and reporting. “Income opportunities due to innovative private-sector initiatives” is one of the two target outcomes in SECO-WE’s storyline and results framework for the Dispatch 2021-2024. The target outcome is aligned with SDG 8 on decent work and economic growth. Decent work is, among others, measured with two standard indicators: SI 13 Number of jobs created or retained or improved and SI 14 Number of persons benefitting from measures for improved working conditions (developed in close cooperation with the ILO Lab). We just had our first round of results reporting on our storyline under the Dispatch 2021-2024. Quite a few of our projects do report on SI 13 and some on SI 14. However, it is still early for clear statements and lessons on decent work.
Question 2: To prevent unintended effects on qualitative aspects of employment, it is important to identify possible unintended effects and possible mitigation measures in the risk analysis. It is also important to define clear criteria for decent work and to monitor them regularly. In projects with a focus on creating decent jobs or “upgrading” jobs to become more decent, this can be done by integrating specific objectives and indicators in logframes and monitoring systems. For other projects, social risks through job creation should be monitored as part of the overall risk monitoring.
Kind Regards
Milena
Von: [Hidden email] <[Hidden email]> Im Auftrag von Roman Troxler
Gesendet: Dienstag, 11. Mai 2021 09:03
An: SDC Decent Work <[Hidden email]>
Betreff: [decentwork] E-discussion Decent Work – third topic: Monitoring and Reporting
Good morning everyone (and good afternoon to our colleagues in Asia)!
After a very intense and productive debate last week, we have not yet received any contributions on our third topic, Monitoring and Reporting of Decent Work.
I would therefore like to invite you again to share your ideas on the following two aspects by today (or tomorrow morning at the latest):
> Question 1: What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at the systemic level?
> Question 2: How can we prevent unintended effects on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
Tomorrow at noon CEST we will officially close the e-discussion. Therefore we look forward to your last contributions and an inspiring debate today.
Best regards,
Rebecca, Sabrina and Roman
(the facilitator team of the Decent Work e-discussion)
Am 10.05.2021 um 12:58 schrieb Rebecca Suhner <[Hidden email] <mailto:[Hidden email]>>:
Dear colleagues,
Thank you very much for your insightful contributions during the second topic of the e-discussion: Operationalizing Decent Work. In a short video <https: posts="" romantroxler_employmentandincome-fchr-decentwork-activity-6797472500969177088--w1l="" www.linkedin.com="">, the key takeaways of this discussion during the last days are summarized.
We are now continuing the discussion with a final block of questions concerning the Monitoring and Reporting of Decent Work. As usual, you can reply to one of these questions or address all of them. Please make a brief reference to your project context when replying to these questions – and please really try to be short and precise! You can also add links to project summaries or factsheets if available.
> Question 1: In the course of the last few days, we have learned that a large number of SDC programs are already making significant contributions to the various substantive elements of Decent Work. What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at the systemic level?
> Question 2: Now that we have a better understanding of the elements of Decent Work, how can we prevent unintended effects of SDC projects particularly on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
We are looking forward to your contributions and learnings.
Best regards
Rebecca, Roman and Sabrina
(the facilitator team of the Decent Work e-discussion)
——————
Footer: further information on the Decent Work e-discussion
So, how does this e-discussion work?
The facilitator team will steer the discussion by launching a topic for discussion to the dgroup members every second day:
> 3-5 May: Stocktaking, learning from interesting projects that substantially contribute to the decent work substantive elements
> 5-10 May: Operationalizing, how can we improve our efforts for decent work?
> 10-12 May: Monitoring/reporting, good practice in monitoring impacts, incl. decent-work aspects at systemic level
How do I participate in the e-discussion? What do I need to do if I don't want to participate?
> Please have a look at the technical guidelines (here: https://dgroups.org/?lrr8d210.2 <https: ?url="https%3A%2F%2Fdgroups.org%2F%3Flrr8d210.2&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=vQEmHulJMKTNmYmUQ5QpcTz5DFXkglXsfnUafh6TSxU%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), where you find all necessary information.
> Please note that when you reply to a message everyone in the group will receive it. This is a great opportunity to share our ideas and experiences.
> You may want to change your dGroup email notification preferences to «immediately" (or «daily" or «weekly", if you are too busy to actively follow the discussion). To do so login to dGroups (http://dgroups.org <https: ?url="http%3A%2F%2Fdgroups.org%2F&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=3Fnr4y2fk9bR9lX11iMoen4VX3EDWqncXiqYYTYIbtw%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), click on "My account" and then on "Preferences", and change the notification preferences.
We will summarize the participants' contributions and disseminate the key points and results of discussions when sharing new guiding questions for the discussion. Additionally we will complement the input paper with findings of the e-discussion after concluding the joint learning exercise.
We invite you to regularly visit the thematic Shareweb page, where you find the above mentioned input paper and additional readings: https://www.shareweb.ch/site/EI/Pages/Content/Profiles.aspx?SmartID=4535&item1=Decent%20Work <https: ?url="https%3A%2F%2Fwww.shareweb.ch%2Fsite%2FEI%2FPages%2FContent%2FProfiles.aspx%3FSmartID%3D4535%26item1%3DDecent%2520Work&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778793544%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=xGEq9IdYAVdhJwHwehDBZBjG8uG3%2F6JKEBcCtnFgtl4%3D&reserved=0" eur02.safelinks.protection.outlook.com="">
Rebecca Suhner
Expert Team Inclusive Economic Development
Federal Department of Foreign Affairs FDFA
Swiss Agency for Development and Cooperation SDC
Division Latin America and the Caribbean
Freiburgstrasse 130, 3003 Berne, Switzerland
[Hidden email] <mailto:rebecca.suhner@eda.admin.ch>
www.deza.admin.ch <http: www.deza.admin.ch="">
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May 11, 2021, 7:03 a.m.
Roman Troxler
After a very intense and productive debate last week, we have not yet received any contributions on our third topic, Monitoring and Reporting of Decent Work.
I would therefore like to invite you again to share your ideas on the following two aspects by today (or tomorrow morning at the latest):
> Question 1: What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at the systemic level?
> Question 2: How can we prevent unintended effects on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
Tomorrow at noon CEST we will officially close the e-discussion. Therefore we look forward to your last contributions and an inspiring debate today.
Best regards,
Rebecca, Sabrina and Roman
(the facilitator team of the Decent Work e-discussion)
Am 10.05.2021 um 12:58 schrieb Rebecca Suhner <[Hidden email] <mailto:[Hidden email]>>:
Dear colleagues,
Thank you very much for your insightful contributions during the second topic of the e-discussion: Operationalizing Decent Work. In a short video <https: posts="" romantroxler_employmentandincome-fchr-decentwork-activity-6797472500969177088--w1l="" www.linkedin.com="">, the key takeaways of this discussion during the last days are summarized.
We are now continuing the discussion with a final block of questions concerning the Monitoring and Reporting of Decent Work. As usual, you can reply to one of these questions or address all of them. Please make a brief reference to your project context when replying to these questions – and please really try to be short and precise! You can also add links to project summaries or factsheets if available.
> Question 1: In the course of the last few days, we have learned that a large number of SDC programs are already making significant contributions to the various substantive elements of Decent Work. What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at the systemic level?
> Question 2: Now that we have a better understanding of the elements of Decent Work, how can we prevent unintended effects of SDC projects particularly on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
We are looking forward to your contributions and learnings.
Best regards
Rebecca, Roman and Sabrina
(the facilitator team of the Decent Work e-discussion)
——————
Footer: further information on the Decent Work e-discussion
So, how does this e-discussion work?
The facilitator team will steer the discussion by launching a topic for discussion to the dgroup members every second day:
> 3-5 May: Stocktaking, learning from interesting projects that substantially contribute to the decent work substantive elements
> 5-10 May: Operationalizing, how can we improve our efforts for decent work?
> 10-12 May: Monitoring/reporting, good practice in monitoring impacts, incl. decent-work aspects at systemic level
How do I participate in the e-discussion? What do I need to do if I don't want to participate?
> Please have a look at the technical guidelines (here: https://dgroups.org/?lrr8d210.2 <https: ?url="https%3A%2F%2Fdgroups.org%2F%3Flrr8d210.2&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=vQEmHulJMKTNmYmUQ5QpcTz5DFXkglXsfnUafh6TSxU%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), where you find all necessary information.
> Please note that when you reply to a message everyone in the group will receive it. This is a great opportunity to share our ideas and experiences.
> You may want to change your dGroup email notification preferences to «immediately" (or «daily" or «weekly", if you are too busy to actively follow the discussion). To do so login to dGroups (http://dgroups.org <https: ?url="http%3A%2F%2Fdgroups.org%2F&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=3Fnr4y2fk9bR9lX11iMoen4VX3EDWqncXiqYYTYIbtw%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), click on "My account" and then on "Preferences", and change the notification preferences.
We will summarize the participants' contributions and disseminate the key points and results of discussions when sharing new guiding questions for the discussion. Additionally we will complement the input paper with findings of the e-discussion after concluding the joint learning exercise.
We invite you to regularly visit the thematic Shareweb page, where you find the above mentioned input paper and additional readings: https://www.shareweb.ch/site/EI/Pages/Content/Profiles.aspx?SmartID=4535&item1=Decent%20Work <https: ?url="https%3A%2F%2Fwww.shareweb.ch%2Fsite%2FEI%2FPages%2FContent%2FProfiles.aspx%3FSmartID%3D4535%26item1%3DDecent%2520Work&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778793544%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=xGEq9IdYAVdhJwHwehDBZBjG8uG3%2F6JKEBcCtnFgtl4%3D&reserved=0" eur02.safelinks.protection.outlook.com="">
Rebecca Suhner
Expert Team Inclusive Economic Development
Federal Department of Foreign Affairs FDFA
Swiss Agency for Development and Cooperation SDC
Division Latin America and the Caribbean
Freiburgstrasse 130, 3003 Berne, Switzerland
[Hidden email] <mailto:rebecca.suhner@eda.admin.ch>
www.deza.admin.ch <http: www.deza.admin.ch="">
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May 10, 2021, 10:57 a.m.
Rebecca Suhner
Thank you very much for your insightful contributions during the second topic of the e-discussion: Operationalizing Decent Work. In a short video <https: posts="" romantroxler_employmentandincome-fchr-decentwork-activity-6797472500969177088--w1l="" www.linkedin.com="">, the key takeaways of this discussion during the last days are summarized.
We are now continuing the discussion with a final block of questions concerning the Monitoring and Reporting of Decent Work. As usual, you can reply to one of these questions or address all of them. Please make a brief reference to your project context when replying to these questions – and please really try to be short and precise! You can also add links to project summaries or factsheets if available.
Ø Question 1: In the course of the last few days, we have learned that a large number of SDC programs are already making significant contributions to the various substantive elements of Decent Work. What are your recommendations and good practices in monitoring quantitative and particularly qualitative employment impacts, as well as capturing the aspects of Decent Work at the systemic level?
Ø Question 2: Now that we have a better understanding of the elements of Decent Work, how can we prevent unintended effects of SDC projects particularly on the qualitative aspects of employment (i.e. rights at work)? What would be needed to effectively anticipate such effects and mitigate these risks?
We are looking forward to your contributions and learnings.
Best regards
Rebecca, Roman and Sabrina
(the facilitator team of the Decent Work e-discussion)
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Footer: further information on the Decent Work e-discussion
So, how does this e-discussion work?
The facilitator team will steer the discussion by launching a topic for discussion to the dgroup members every second day:
> 3-5 May: Stocktaking, learning from interesting projects that substantially contribute to the decent work substantive elements
> 5-10 May: Operationalizing, how can we improve our efforts for decent work?
> 10-12 May: Monitoring/reporting, good practice in monitoring impacts, incl. decent-work aspects at systemic level
How do I participate in the e-discussion? What do I need to do if I don't want to participate?
> Please have a look at the technical guidelines (here: https://dgroups.org/?lrr8d210.2 <https: ?url="https%3A%2F%2Fdgroups.org%2F%3Flrr8d210.2&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=vQEmHulJMKTNmYmUQ5QpcTz5DFXkglXsfnUafh6TSxU%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), where you find all necessary information.
> Please note that when you reply to a message everyone in the group will receive it. This is a great opportunity to share our ideas and experiences.
> You may want to change your dGroup email notification preferences to «immediately" (or «daily" or «weekly", if you are too busy to actively follow the discussion). To do so login to dGroups (http://dgroups.org <https: ?url="http%3A%2F%2Fdgroups.org%2F&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778783586%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=3Fnr4y2fk9bR9lX11iMoen4VX3EDWqncXiqYYTYIbtw%3D&reserved=0" eur02.safelinks.protection.outlook.com="">), click on "My account" and then on "Preferences", and change the notification preferences.
We will summarize the participants' contributions and disseminate the key points and results of discussions when sharing new guiding questions for the discussion. Additionally we will complement the input paper with findings of the e-discussion after concluding the joint learning exercise.
We invite you to regularly visit the thematic Shareweb page, where you find the above mentioned input paper and additional readings: https://www.shareweb.ch/site/EI/Pages/Content/Profiles.aspx?SmartID=4535&item1=Decent%20Work <https: ?url="https%3A%2F%2Fwww.shareweb.ch%2Fsite%2FEI%2FPages%2FContent%2FProfiles.aspx%3FSmartID%3D4535%26item1%3DDecent%2520Work&data=04%7C01%7CSabrina.Wuermli%40helvetas.org%7C54b7bd62f21e46dfb67008d9137dade5%7C060d649d2c9344d28200a3eb9f3c4160%7C0%7C0%7C637562252778793544%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=xGEq9IdYAVdhJwHwehDBZBjG8uG3%2F6JKEBcCtnFgtl4%3D&reserved=0" eur02.safelinks.protection.outlook.com="">
Rebecca Suhner
Expert Team Inclusive Economic Development
Federal Department of Foreign Affairs FDFA
Swiss Agency for Development and Cooperation SDC
Division Latin America and the Caribbean
Freiburgstrasse 130, 3003 Berne, Switzerland
[Hidden email] <mailto:rebecca.suhner@eda.admin.ch>
www.deza.admin.ch <http: www.deza.admin.ch="">
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