This publication on 'Opportunity for Capacity Change' attempts to profile the distinct features of human resource development approach followed by the GTZ Capacity Building – Ministry of Women Development Project (CB-MoWD) and illustrates learning experiences and knowledge application of the trained community that has evolved into the organized group of Alumni Network. Capacity building aims at transforming the mainstream through changes in individuals' attitudes and competencies and institutional practices and culture in favor of seeking gender equitable results. The first part of the publication introduces the GTZ CB-MoWD Project and gives an overview of the approach being pursued for capacity enhancement. It also outlines different training courses offered over a period of four years to the Ministry of Women Development, Women Development Directorates/Departments and selected staff of key federal ministries. The profiles of the training program describe course objectives, training contents, learning methodology and feedback from the participants that were documented by the Project as a follow up of the training activities. Learning anecdotes suggest a good degree of consciousness and varied level of practice and advocacy at work by the trained community. The second part covers the reflections and learning experiences of the selected trained community based on a set of questions and interactions related to understanding of concepts, relevancy to and application at work, ability to make changes within a given sphere of influence , and institutional challenges and key measures to effect change for gender equality. Moving forward and making strategic choices on human resource investment depend upon what we learn from the initiatives and experiences and how we seek inspiration from the demonstrated practice to engage differently in achieving institutional change for gender equality. Given this perspective, the third part of the publication presents synthesis of learning outcomes and lessons learnt based on review and analysis of capacity change approach and reflections from the trained officers. Learning outcomes elaborate on diversified learning niche, building synergies and alliances, knowledge practice and policy influence, access to knowledge resources and introducing non-traditional approach towards capacity change as key results of capacity change efforts. Lessons learnt exemplify; significance of conceptualizing context specific, process oriented and transformatory training courses based on mechanisms of tracking changes to enhance training processes; and impact of applying new learning dimensions to maximize knowledge, leveraging gender consciousness to empower individuals and carving spaces for application of gender analytical skills. Cultivating gender allies, institutionalizing learning and seeking leadership support and accountability are advocated as factors contributing to capacity change. As we continue to step up our efforts to promote institutional change for gender equality with human resource development as one of the key measures, so we hope that this publication will provide critical insights on way forward for the Ministry of Women's Development to capitalize on demonstrated value of institutionalizing gender knowledge and practice.
Aliya Sethi
GTZ CB-MoWD Project
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