Gender equality in research and innovation Official Development Assistance (ODA)
Source: data.gov.uk (2021-06-01)

BEIS: Official Development Assistance (ODA). These documents set out what the Department for Business, Energy and Industrial Strategy (BEIS) aims to achieve through our funding.
The Gender equality in research and innovation document sets the funding context and a framework for consistency across delivery partners. It provides a minimum standard that must be reached to ensure compliance with the International Development (Gender Equality) Act 2014.

May 2021 
Gender Equality in 
Research and Innovation 
Official Development 
Assistance (ODA)

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
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Gender Equality in Research and Innovation Official Development Assistance (ODA) 
3 
Contents 
Overview _______________________________________________________________ 4 
1. 
Introduction _________________________________________________________ 5 
Purpose and Scope _____________________________________________________ 5 
Legal requirements on gender equality for all UK ODA spending bodies ____________ 5 
BEIS’ Commitment to Gender Equality in R&I ODA ____________________________ 6 
2. 
Gender Equality Context _______________________________________________ 7 
Background ___________________________________________________________ 7 
Gender equality in Research and Innovation for International Development __________ 9 
3. 
Policy Implementation ________________________________________________ 12 
Summary ____________________________________________________________ 12 
Implementation of Gender Equality Policy and Compliance _____________________ 13 
i. 
Delivery Partners and the devolved delivery model _______________________ 13 
ii. RODA (ODA Reporting Levels) ______________________________________ 14 
iii. 
Gender Equality Policy Compliance Products _________________________ 15 
iv. 
Gender Equality Policy Products required at each RODA Level ___________ 21 
Monitoring, Evaluation and Reporting and Learning ___________________________ 22 
4. 
BEIS Assurance Process ______________________________________________ 23 
5. 
Training and Guidance _______________________________________________ 23 
6. 
Expectations for Delivery Partners as grant-giving organisations _______________ 24 
7. 
Annexes ___________________________________________________________ 25 
Annex 1 – Equality Impact Assessment and Guidance Template _________________ 25 
Annex 2 - Research and Innovation ODA: Gender Equality Framework ____________ 30 
Annex 3 – Gender Equality Statements (Guidance for Applicants) ________________ 37 
Annex 4 – Gender Equality Statement Assessment Guidance ___________________ 41 
Annex 5 – Gender Equality Action Plan and Template _________________________ 52 
Frequently Asked Questions _____________________________________________ 56 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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Overview 
This document details BEIS’ policy on gender equality in the context of Research and 
Innovation Official Development Assistance (R&I ODA) and sets out how it is implemented 
through the delivery of R&I ODA funded activities. 
It describes the key principles that define the department’s approach to gender equality in 
research and innovation for international development; how tackling gender inequality can 
support Research and Innovation (R&I) objectives both at Fund and project level; and the 
requirements for Delivery Partners. 
It also introduces the use of a Gender Equality Framework as best practice standard, 
designed to aid consistency in how gender equality is considered across BEIS Delivery 
Partners. This Framework defines a minimum standard that must be reached to ensure 
compliance with the International Development (Gender Equality) Act 2014 and provides 
guidance on how to increase ambition beyond compliance.  
The roles and responsibilities for all UK organisations involved in the delivery of these 
Funds are also set out within this document, along with details of the processes that define 
assurance and compliance both at BEIS and Delivery Partner level. The BEIS R&I ODA 
budget allocation letter to each Delivery Partner makes clear the mandatory requirement to 
adhere to BEIS’ policy on gender equality in all R&I ODA spend, and includes additional 
detailed guidance documents that are not provided here, for use by Delivery Partners, 
applicants and grant awardees. 
 
 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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1. Introduction 
Purpose and Scope  
This document sets out how BEIS ensures that all its International Research and 
Innovation (R&I) collaboration with developing countries, funded through Official 
Development Assistance (ODA), is compliant with the International Development Act 
(Gender amendment) 2014 and is used to deliver research and innovation outcomes in a 
way that can contribute to reducing gender inequalities. 
The policy applies to all activities funded by BEIS R&I ODA1, (currently the Newton Fund 
and the Global Challenges Research Fund (GCRF)), as well as all administration related 
to those funded activities.   
This does not mean that programmes must have gender equality as their primary 
objective, or that a specific gender-focussed programme must be designed or delivered, 
but rather that all BEIS R&I ODA programmes must address their key challenges in a 
gender-sensitive way.   
In tandem to this, our approach aims to promote a culture of equality, diversity and 
inclusion through all R&I ODA spend, at all levels, and across all bodies responsible for 
the delivery of the funds and associated research outcomes. 
Legal requirements on gender equality for all UK ODA 
spending bodies 
In 2014, the UK parliament amended the International Development Act 2002 to introduce 
the promotion of gender equality in the provision of ODA. The amendment requires that all 
ODA spending bodies must consider whether the proposed assistance will reduce poverty 
in a way which is also likely to contribute to reducing gender inequality.  
The International Development (Gender Equality) Act 20142, states: 
“…the Secretary of State shall have regard to the desirability of providing development 
assistance that is likely to contribute to reducing poverty in a way which is likely to 
contribute to reducing inequality between persons of different gender.”  
 
1 Refer to https://www.newton-gcrf.org/ for details of BEIS spend through Research and Innovation (R&I) 
ODA. 
2 International Development (Gender Equality) Act 2014 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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As all BEIS R&I ODA spend through the Newton Fund is directly governed by the 
International Development Act, all Newton funded activities must be fully compliant with 
the Gender Equality amendment to the Act.  
R&I ODA spend under through GCRF is governed by the Science and Technology Act 
1965 and Higher Education and Research Act 20173. However, it is still ODA spend and is 
therefore administered in the spirit of the International Development Act and the Gender 
Equality amendment. GCRF activities should therefore also give due consideration to how 
proposed activities will contribute to reducing gender inequality in the same way as for the 
Newton Fund.  
BEIS’ Commitment to Gender Equality in R&I ODA 
Beyond legal compliance, BEIS recognises the important role that research and innovation 
can play in supporting improved gender equality in partner countries. Consideration of 
gender equality in ODA-funded research and innovation is a priority if we are to achieve 
the goals of poverty reduction, economic development and welfare of developing 
countries.  
Alongside this, it is also incumbent on the research and innovation sector to tackle 
instances of underrepresentation, differential needs and systemic disadvantage to improve 
the relevance of research and innovation findings, to support inclusion, to reduce the 
impact of bias and ultimately, to contribute to reducing inequalities between genders. It 
should not be assumed that the impact of new technologies and knowledge production will 
have equal benefit or positive effects for everybody, and it is important that the research 
and innovation sector considers this alongside ensuring that there are equal opportunities 
to access and participate in the research and innovation process itself.  
BEIS is committed to ensuring that through our research and innovation ODA funding, 
inequality is not perpetuated; that the different rights and needs of all genders are 
recognised and addressed; and that people of all genders share the benefits of research 
and innovation projects. 
 
 
 
3 Science and Technology Act 1965 and Higher Education and Research Act 2017 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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2. Gender Equality Context 
Background 
Gender is a social scientific term used to describe shared social ideals of femininity and 
masculinity, associated behavioural expectations and relations between sexes. These 
shared ideals vary across organisations, countries, communities, legislative and cultural 
boundaries. Gendered attitudes and behaviours are (re) produced at multiple levels – in 
individuals’ identities, and expectations, in social, economic, and political institutions, and 
in wider society and culture. Variations across shared ideals can lead to inequalities 
between genders, where people from certain genders may be excluded or disadvantaged 
in terms of accessing and benefiting equally with other genders from economic, political, 
and societal resources and opportunities.   
Promoting gender equality is about shaping a shared future, creating opportunities for 
people of different genders worldwide to be safe and to live with dignity and to contribute 
to their country’s growth, economy, and wellbeing. This will build new markets and trading 
partnerships for the Global Britain of the future and contribute towards global security to 
make the UK a safer and more prosperous country for its own citizens, as well.  
Global evidence confirms that higher levels of gender equality in countries are associated 
with gains in income, economic growth, and competitiveness in those countries. Gender 
equality does not mean that everyone must be the same, but that access to opportunities 
for people are neither constrained by nor dependent on their gender identities or 
expressions. People of different genders should have the right to define for themselves the 
objectives of their development and to seek outcomes which are not necessarily identical 
to those of other genders.   
Key Gender Definitions 
Gender refers to the roles, behaviours, activities, and attributes that a given society 
at a given time considers appropriate for people of each gender.  
Gender equality: the state of being equal in status, rights and opportunities, and of 
being valued equally, regardless of gender identity and/or expression.  
Gender-specific: relating to research specifically about a gender issue. 
Gender-sensitive: relating to gender being considered in the research but where it is 
not a central aspect of the research. Gender-sensitive research sets out to ensure, 
where possible, that it does not perpetuate a damaging gender dynamic, (or is at the 
very least aware of that damaging dynamic but cannot influence it and must work 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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within it for the sake of the project) or ensure that gender relationships in the context 
of a specific research project are not made any worse. 
Gender responsive: gender responsiveness refers to outcomes that reflect an 
understanding of gender roles and inequalities and which aim to encourage equal 
participation and equal and fair distribution of benefits. 
Gender inequality can be a significant driver of sexual exploitation, abuse, and 
harassment, which can have not only lifelong effects for individuals but also 
intergenerational effects on entire communities. Equality among all genders can improve 
peace and stability in the long term, creating a level playing field on which people of 
different genders can operate equally and helping those suffering from systemic 
disadvantages because of their gender identities and expressions to escape a life of 
poverty and indignity. 
Ultimately, gender equality is part of a broader goal to ensure no one is left behind and 
that everybody – irrespective of their age, disability, race, religion, ethnicity, location, 
sexual orientation, gender identity or expression, or any other identity characteristic – 
enjoys equality of opportunities, human rights, and development outcomes.  
Gender definitions in the local context 
Careful consideration must be given to the way in which people or groups of people 
are categorised by gender. The language used to define proposed calls for research 
and other activities can result in categories being assigned to people based on 
colonial or Anglophone definitions of groups of people that do not translate accurately 
at local levels in different countries. This can lead to misunderstandings of the lived 
experience of people in different cultural, communal, and ecological contexts. There 
are a range of people and communities that live between the categories of, for 
example, rural and urban, formal and informal workers, male and female, internal or 
international migrants, abled and disabled, and numerous other distinctions that are 
considered very differently at a local level in different countries than they may be 
through the lens of academic language in a UK context.  
Bidders and assessors should aim to recognise the range of categories that exist at 
local levels, and researchers should endeavour to explain and translate local context 
to the furthest extent possible in addressing the challenges between categories of 
people that may not have a direct equivalent in British English. 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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Gender equality in Research and Innovation for International 
Development 
Research that does not take account of gendered divisions in roles and experiences can 
lead to interventions and technologies which inadvertently fail to meet the needs of all 
genders, or which negatively impact on them. Furthermore, dissemination strategies, 
which do not take account of existing hierarchies and associated gendered asymmetries in 
access to technology, can also replicate or exacerbate existing gender inequalities in 
access to knowledge and technology. 
Drivers of change that can foster gender equality (alongside diversity and inclusion) vary 
within sectors and organisations, as well as regional and national contexts. Common 
drivers include: the ‘business case’ (increased productivity, staff retention, reputation); 
ethical and human rights arguments; and legal or regulatory provisions. The role of the 
researcher and funder can also be an important driver of change. Staying informed 
(beyond diverse and inclusive teams) can support the efficacy of research and innovation 
from the gendered implications of health studies to racialised bias in technology 
innovations; improving work/life balance to boosting professional capabilities of persons of 
different genders; implementing gender-equal organisational structures to integrating 
gender equality dimensions in research and teaching; fostering ethical research and 
innovation to increasing research, innovation and economic outputs. 
Carrying out research should include careful consideration of context-specific gender and 
equality challenges. This may include, for example, a research project that fails to consider 
testing the impact of certain types of medication on women as well as men, or an area of 
research that fails to consider the gender dynamics of a community before testing a 
programme designed to reflect the gender dynamics of a very different kind of community.  
Given the scope of the international research and innovation landscape, these factors 
mean that a wide range of identities, cultures and interactions may be considered through 
a gender equality, diversity and inclusion lens. 
Existing socio-economic inequities should also be considered and assessed in the 
research design, which means that tackling these issues may require new ways of 
thinking. When gender and equality assumptions are not considered they can introduce 
bias into research and undermine the utility of knowledge production and new innovations. 
They can also exacerbate existing inequalities which are inconsistent with a ‘do no harm’ 
approach.  
Incorporating gender equality, and broader equality, diversity and inclusion considerations 
into research and innovation should take account of the hierarchies, roles and social 
relations between people of different genders. Without doing so, it risks having a negative 
impact on inequality. Where innovation and new technology is concerned, new innovations 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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may inadvertently have unequal impacts on persons of different gender, further 
exacerbating inequalities.  
It should be noted that tools and best practices developed for the integration of gender 
equality into development projects, may not be directly relevant for research purposes 
across multiple disciplines. These may include relationships between scientific research, 
lab-based research and end-users; the integration of gender inequality in (scientific) 
research and the challenges of multi/interdisciplinary research. Existing tools could be 
adapted to consider these different contexts and settings and reconfigured according to 
the aims and design of the research project.  
The requirement to consider gender equality in R&I ODA helps to break down gendered 
assumptions in perspectives of society. Both research and policy practitioners, across all 
disciplines, should be aware that gender equality is a specialist, social scientific expertise 
and it would be wrong to assume that all social scientists can supply gender equality 
expertise. Researchers should also be mindful of the time required to conduct 
interdisciplinary research.  
Understanding how and why it is important to consider gender equality perspectives in the 
design and application of research and innovation should enable researchers to conduct 
accurate analysis of dynamics that are relevant to their discipline and research subject. 
This could include an understanding of how gender equality functions at different levels in 
society (individual, household) and across domains (research, economy, politics) which 
can lead to significant adaptations in research methodologies. 
Why include gender equality considerations in research and innovation? 
- 
If relevant gender issues are missed or poorly addressed, research and 
innovation outputs may be potentially biased with negative impacts on gender 
equality.  
- 
Excellence in research and innovation requires a gender responsive component. 
- 
Equal opportunities attract diverse and top-level researchers/innovators which 
improve team performance and delivery. 
- 
A consideration of gender equality can contribute to higher quality, impactful, 
practical and sustainable research/innovation. 
- 
Socially and culturally responsive research/innovation is inclusive. 
- 
The inclusion of formerly absent new gendered research questions adds novelty. 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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- 
Gender sensitivity enhances the societal relevance of the knowledge outputs and 
sharing, technologies and innovations, and contributes to the creation of outputs, 
goods and services better suited to potential markets and beneficiaries. 
 
 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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3. Policy Implementation 
Summary 
The International Development (Gender Equality) Act 2014 requires that the Secretary of 
State for BEIS must consider how all R&I ODA will contribute to reducing gender inequality 
before assistance is provided. This means that the process of compliance needs to be 
integrated throughout the programme management cycle, including at the initial design 
and investment allocation stages, and before any funds are disbursed.4 
Therefore, all calls/competitions for research programmes funded by the Newton Fund or 
GCRF must be designed by Delivery Partners in line with R&I ODA gender equality 
objectives and demonstrate that they have meaningfully yet proportionately considered the 
impact of the intervention on persons of different gender.  
Similarly, BEIS’ evaluation of budget allocations to Delivery Partner Programmes, and 
Delivery Partner evaluations of all applications to calls for research, must also demonstrate 
that they have considered the impacts on gender in a proportionate and meaningful way. 
The International Development (Gender Equality) Act 2014 does not mean that all R&I 
ODA funded programmes and projects must prioritise gender interventions or include 
gender objectives in all activities. It means that BEIS, Newton Fund and GCRF Delivery 
Partners, together with their downstream grant applicants and beneficiaries delivering 
ODA programmes/calls, must first meaningfully consider the impact of an intervention or 
activity on reducing inequality between persons of different gender, and secondly 
demonstrate that they have done so.   
Clear evidence of compliance must be provided at the outset before any funds are 
disbursed, at the levels outlined below: 
• for BEIS (Level B) 
• for Delivery Partners, an Equality Impact Assessment (EIA) must be produced for 
each call/competition designed (Level C) 
• for applicants, a separate Gender Equality Statement must be produced that will 
accompany their bid for research, and this statement will be assessed by the 
awarding Delivery Partner. Decisions on whether a research bid should be 
considered fundable will be dependent on whether the gender equality statement 
meets compliance standards, as set out in detail later in this document (Level D). 
 
4 The Gender Equality policy applies at all Levels of Activity as set out in the RODA hierarchy, detailed on 
page 11. 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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BEIS has developed a Gender Equality Framework, specific to this policy, with 
assessment criteria to guide Delivery Partners in making this evaluation, and to ensure 
consistency of approach in how compliance is assessed within the proposals. Some 
programme/activity may be expected to be more gender neutral than others, some are 
inherently more likely to have positive and/or negative impacts, and for others the impacts 
may not be known at the outset, so it is therefore essential that a clear narrative is 
provided in the gender equality statement detailing how impacts will be assessed and what 
measures will be taken to adapt or cease any programmes that it subsequently transpires 
have negative consequences for gender equality. 
While the Secretary of State is ultimately accountable, it is the responsibility of all those 
involved in the management, award, and disbursement of the funds to understand the 
implications of the Act and how to ensure and monitor compliance. 
Summary Box 
- 
Compliance with BEIS policy is mandatory and non-negotiable. 
- 
BEIS Gender Equality policy applies to all Newton Fund and GCRF 
calls/programmes, not just those with a specific gender focus. 
- 
Funding from BEIS to Delivery Partners is conditional on Delivery Partners 
meeting the minimum requirements for gender equality compliance. 
- 
All those involved in the management, award and disbursement of the funds are 
responsible for understanding the implications of the International Development 
(Gender Equality) Act 2014 and how to ensure and monitor compliance. 
Implementation of Gender Equality Policy and Compliance 
i. 
Delivery Partners and the devolved delivery model 
BEIS R&I ODA funds are managed internally within BEIS to ensure robust scrutiny and 
oversight. BEIS follows FCDO best practice in funding international development research; 
the BEIS devolved delivery model and approach is tailored appropriately to align with BEIS 
resources, the type of funds delivered5 and the Delivery Partners with whom we work.  
Both GCRF and Newton Fund programmes are delivered through trusted Delivery 
Partners, though the delivery pathway is different for each fund. Whilst Delivery Partners 
may have their own organisational gender equality policies, this policy defines how gender 
equality should be considered within the context of BEIS R&I ODA spend only and is 
 
5 ODA bilateral and global programmes delivering fund specific objectives for Newton Fund and GCRF with 
Delivery Partners who have expertise in grant management, subject matter and technical specialisms. 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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designed to ensure that all proposed activities meet a minimum standard for compliance 
with the International Development (Gender Equality) Act 2014.  It is the responsibility of 
BEIS R&I ODA Delivery partners to ensure compliance with this policy.  
Our Delivery Partners are:  
• UK Research and Innovation (and the constituent Research Councils, Innovate UK 
and Research England)6 
• British Council 
• British Academy 
• The Met Office 
• The Royal Society 
• The Academy of Medical Sciences 
• The Royal Academy of Engineering 
• UK Space Agency 
 
ii. 
RODA (ODA Reporting Levels) 
BEIS’ R&I ODA gender equality policy applies to all ODA spending bodies, and to all 
activities funded by BEIS R&I ODA (currently the Newton Fund and the GCRF), as well as 
to all administration related to those funded activities.   
BEIS R&I ODA spend is reported through the RODA7 system (‘Reporting ODA’) system. 
Diagram 1 describes the reporting levels. 
BEIS’ Gender Equality policy must therefore be applied at all RODA levels from B, C, and 
D, throughout the process, and from budget allocation to award. 
In addition, consideration must be given to reducing gender inequalities before assistance 
is provided, i.e., before any spend is disbursed. Evidence of consideration at each point in 
the investment journey, before any funds are awarded at level B, C or D must therefore be 
recorded accordingly. 
 
6 UKRI will coordinate the approach for all its constituent bodies, as per their agreement with BEIS. 
7 RODA is structured such that data can be captured across a range of Delivery Partners who all work in 
slightly different ways. Data is organised in a parent-child relationship through 4 levels, A,B,C and D, and 
activities in each level must have a parent in the preceding level. 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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Diagram 1: RODA Reporting levels 
 
iii. 
Gender Equality Policy Compliance Products  
This section introduces the key products to be used in ensuring compliance with gender 
equality throughout the programme management cycle. The following section (section iv.) 
details how these products will be applied at the various RODA Levels. 
Equality Impact Assessments (EIAs) 
An EIA is an evidence-based approach designed to help organisations ensure that their 
policies, practices, events and decision-making processes are fair and do not present 
barriers to participation or disadvantage any protected groups from participation. This 
covers both strategic and operational activities. The EIA looks to ensure that any adverse 
impacts on protected characteristics (here, the focus is gender equality) are identified and 
actions identified to remove or mitigate these. EIAs are fluid documents which can be 
changed and added to as call/competition development advances.  
The completion of an EIA is required by both BEIS (at the budget allocation stage/when 
BEIS reviews new programme bids submitted by Delivery Partners) and by Delivery 
Partners (after funding approval from BEIS and when details of individual 
calls/competitions are designed).  
Delivery Partners are responsible for ensuring calls/competitions for both GCRF and the 
Newton Fund comply with the International Development (Gender Equality) Act 2014 and 
are designed in line with BEIS’ R&I ODA gender equality policy and are therefore required 
to produce an EIA for each call/competition and other GCRF and Newton Fund activities, 
such as workshops.  

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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It is the responsibility of BEIS to assess and score all EIAs submitted by Delivery Partners. 
This assessment will be undertaken at the same time Delivery Partners’ programme bids 
are scored. Detailed guidance on EIAs and a suggested template is included at Annex 1. 
An EIA should be factored into the process as early on as other considerations such as 
budget, call/competition negotiation, etc. It is the responsibility of both BEIS and Delivery 
Partners to ensure this documentation is stored securely and appropriately. It is also the 
Delivery Partners’ decision as to whether these are published online. 
Call/Competition Document Statements 
All GCRF and Newton Fund calls/competitions must incorporate the following statement, 
making clear the commitment to gender equality in BEIS R&I ODA funds: 
“Official Development Assistance provided by Delivery Partners complies with the 
requirements of the International Development (Gender Equality) Act 2014 which states, 
the “desirability of providing development assistance that is likely to contribute to reducing 
poverty in a way which is likely to contribute to reducing inequalities between persons of 
different gender.” 
In addition, Delivery Partners must make clear in all call/competition documentation the 
requirement to submit a Gender Equality Statement, and that this must be provided as a 
separate document alongside their research bid which will be assessed by the awarding 
Delivery Partner. Decisions on whether the research bid should be considered fundable 
will be dependent on whether the Gender Equality Statement meets compliance 
standards8 (Level D) as set out in detail later in this document. BEIS have developed a 
standardised template for Gender Equality Statements in order to be able to consistently 
assess impact across Delivery Partners. Delivery Partners must therefore provide this 
template to all applicants as part of all call documentation.9  
Furthermore, where gender equality is the principal theme, or is central to the main 
objectives, of any proposed research, Delivery Partners must make clear in all 
call/competition documentation that, for successful applicants, a Gender Equality Action 
Plan must be submitted. Successful applicants (beneficiaries) are those whose Gender 
Equality Statements have met or exceeded the minimum score10 for compliance, and 
whose research has been approved and considered fundable.  
Detailed call/competition guidance, and template documents for the above statements, can 
be obtained from the BEIS R&I ODA Programme Management Office (PMO). 
 
8 Compliance is deemed to have been reached where an applicant achieves a score of 3 or more in their 
Gender Equality Statement – see following sections. 
9 Gender Equality Statement templates for applicants can be obtained from the BEIS R&I ODA PMO. 
10 In cases where gender equality is central to the main objectives of the proposed research, applicants 
should aim to achieve a score of above the minimum for compliance in their Gender Equality Statement, 
unless there is a clear justification as to why this cannot be achieved. 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
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Gender Equality Statements  
Gender Equality Statements are intended to capture how “meaningful yet proportionate” 
considerations on gender equality can be addressed through the research programme or 
project being proposed. 
Delivery Partners are required to make it mandatory for all applications to Newton and 
GCRF calls/competitions to include a Gender Equality Statement that outlines how 
applicants have taken “meaningful yet proportionate consideration as to how the project 
will contribute to reducing gender inequalities” as required by the International 
Development (Gender Equality) Act 2014. These statements must show that the 
applicants have proportionately and meaningfully considered how their project is likely to 
reduce inequalities between persons of different gender throughout the design of the 
project, implementation of the project and impact. They must acknowledge where there is 
potential for direct or indirect impact on people of different genders as a result of their 
project, should it be funded. Guidance for applicants on producing a Gender Equality 
Statement is provided at Annex 2. 
A sufficient Gender Equality Statement will provide sufficient answers to the outlined 
criteria the applicant is required to address. They will acknowledge where there is potential 
for direct or indirect impact on people of different genders as a result of their project, and 
how their project will contribute to reducing gender inequality during/throughout its design, 
implementation and impact, should it be funded. Delivery Partners will recognise that some 
projects may have less impact on gender and gender relations. In such a case, applicants 
should thoroughly justify when they believe their project will have minimal impact on 
gender equality. A sufficient Gender Equality Statement will identify how it can enhance 
inclusion of all genders within a community and address issues of under-representation. 
Due regard should be given to the specifics of the proposed research and/or innovation 
and the statement must therefore be tailored accordingly. 
Gender Equality Framework 
BEIS has developed a ‘Gender Equality Framework’ (refer to Annex 3) as a tool for use 
in assessing both Equality Impact Assessments and Gender Equality Statements. The 
Framework sets out how gender equality-focused objectives and activities should be 
considered to ensure compliance with the International Development (Gender Equality) 
Act 2014, and its design helps to ensure that there is coherence and standardisation in 
how gender equality considerations are assessed, how “compliance” is determined, and 
also in how increasing levels of ambition beyond compliance can be identified. The design 
also aligns with the approach to gender equality in ODA adopted across other government 
departments.  
BEIS will refer to the Framework when assessing all EIAs (submitted by Delivery Partners) 
for compliance on gender equality. Similarly, Delivery Partners will refer to the Framework 
when assessing all Gender Equality Statements submitted by applicants. 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
18 
The Framework highlights three types of entry points to support gender equality, the 
economic empowerment of persons of different gender, the reduction of discrimination and 
inequalities based on gender, and the promotion of inclusive growth through ODA-funded 
research and innovation activities.  
It also sets out three increasing levels of ambition that projects can adopt and examples of 
‘what good looks like’ at each level. Minimum Standard is the starting point (focused on 
due diligence, do no harm, risk mitigation, meeting the basic needs of persons of different 
gender, and reducing discrimination and inequalities based on gender), increasing to a 
more ambitious Empowerment approach (which aims to increase economic opportunities, 
capabilities and choices for meeting practical needs of people of all genders), to achieving 
Transformative Change (which seeks institutional change and addresses the systemic 
barriers to the economic empowerment of persons of different gender and 
the discrimination of groups based on their gender).  
The Framework is based on an approach that has been adopted in other government 
departments and depending on the context, it recognises that the most appropriate and 
realistic focus may be at Minimum Standard or Empowerment level, whilst Transformative 
change may be more complex and longer-term (requiring political will), but a more 
sustainable process for greatest impact.  
For compliance, applicants must demonstrate in their Gender Equality Statements that 
their proposed activities meet the minimum standard (as defined in the Framework) in 
terms of how they have considered gender, but applicants are also encouraged to 
demonstrate how they could build on these foundations with greater ambition. 
The Framework aims to help Delivery Partners ensure that ODA funded proposals include 
activities that meet the threshold for minimum compliance to the International 
Development (Gender Equality) Act 2014, while also providing the flexibility for applicants 
to demonstrate how greater levels of ambition can be achieved. Applicants should think of 
gender and potential gender issues in a way which corresponds in size, scale and impact 
of their project. Their answers should have meaning and be serious, important and/or 
worthwhile.  
For specific gender-themed research/activity, or where gender is central to the main 
objectives of the proposed research/activity, Delivery Partners should look for evidence of 
greater ambition as characterised in the Framework as ‘Empowerment’ or ‘Transformative’ 
activity when assessing Gender Equality Statements. Similarly, at design stage when 
developing calls/competitions, Delivery Partners should align with the ‘Empowerment’ and 
‘Transformative’ levels of ambition for activity/research with a specific gender equality 
theme or main objective. 
 
 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
19 
Gender Equality Statement Assessment and Scoring Matrix 
BEIS has produced guidance for Delivery Partners on how to assess Gender Equality 
Statements. This guidance should be considered alongside the Gender Equality 
Framework which sets out the minimum criteria for compliance with the International 
Development (Gender Equality) Act 2014. (Refer to Annex 4 for guidance on scoring 
statements). 
Delivery Partners must assess each Gender Equality Statement that is submitted with 
each research bid, and statements must be assessed independently from the research 
proposal using the scoring matrix.  
As the social contexts surrounding research proposals are key to ensuring robust 
outcomes and clear routes to positive development impact, Delivery Partners must take 
into consideration the score awarded for the Gender Equality Statement 
when assessing the overall research proposal. 
The intention is not that every proposal primarily aims to address gender inequality, but 
that Delivery Partners must be satisfied that all applicants have evidenced the 
consideration of gender in the context of their research proposal, can clearly define 
intended impacts and identify mitigations where appropriate, and demonstrate that they 
have met the required standards for compliance, as described in the Gender Equality 
Framework.  
Initial Gender Equality Statement checks will be carried out by Delivery Partners; 
statements which do not meet eligibility (i.e. do not cover all criteria outlined for the Gender 
Equality statement), may be returned for amendment before progressing further. Delivery 
Partners reserve the right to reject a proposal where the Gender Equality Statement has 
not been sufficiently considered with no attempt to address the Gender Equality Statement 
criteria.   
Panellists will be asked to comment on the appropriateness of the applicant’s Gender 
Equality statement as part of the assessment criteria. The Panel should take the strength 
of the Gender Equality Statement into consideration when scoring the proposal. In cases 
where this demonstrates insufficient consideration of gender equality, a potential barrier to 
delivering impact, and/or if there is potential for the proposed research and innovation to 
exacerbate inequalities, the Panel’s score should be reduced to reflect this. 
Should the Panel consider that gender has been appropriately considered within the 
proposal, but the Gender Equality Statement is insufficient, it is at the Panel’s discretion to 
make funding conditional on a sufficient revised Gender Equality Statement being 
submitted. This is only applicable in cases where it is deemed that the Gender Equality 
Statement could be amended to make it sufficient without requiring significant changes to 
the proposal. 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
20 
The degree of consideration of gender equality should be proportionate depending on the 
context and type of programme/activity and the resources available, and Delivery Partners 
should exercise professional judgement on the degree of regard that is appropriate.  
Any research/activity should not be funded where the minimum standard for compliance 
has not been met (i.e., a score of 3).  
In cases where gender equality is a key theme or main objective in the proposed research 
or activity, successful applicants (beneficiaries whose research proposal is considered 
fundable and whose gender equality statement has met compliance standards) will be 
required to complete a Gender Equality Action Plan.  
Gender Equality Action Plans  
Where gender equality is the principal theme, or is central to the main objectives, of any 
proposed research, Delivery Partners must mandate that for successful applicants, a 
Gender Equality Action Plan be submitted. Successful applicants are those whose Gender 
Equality Statements have met or exceeded the minimum score11 for compliance, and 
whose research has been approved and considered fundable.  
Gender Action Plans are intended to provide greater detail and clarity on the proposed 
gender-related activities, the intended outcomes, how the beneficiary proposes to deliver 
the activities and how the impact of these activities will be measured and reported on in 
order to demonstrate success.  
Successful applicants must use the Action Plan to demonstrate that they have the requisite 
social development/ gender expertise and relevant experience on their team to deliver the 
outcomes proposed. They should also demonstrate how they would respond to gender 
considerations through detailing their approach and methodology.  This should 
include how they will review and resource downstream suppliers with the necessary skills 
and expertise on their teams.  Further guidance and template can be found at Annex 5. 
Gender Equality Action Plan Scoring Matrix 
Delivery Partners are required to assess Project Action Plans submitted by applicants in 
cases where the research or proposed activity has gender equality as a key theme or main 
objective. Guidance on assessing and scoring Action Plans can be obtained from the BEIS 
R&I ODA PMO. 
 
 
11 In cases where gender equality is central to the main objectives of the proposed research, applicants 
should aim to achieve a score of above the minimum for compliance in their Gender Equality Statement, 
unless there is a clear justification as to why this cannot be achieved. 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
21 
iv. 
Gender Equality Policy Products required at each RODA Level 
Table 1 indicates the expected workflow of the programme cycle and details which Gender 
Equality Products are required at each ODA reporting level in order to demonstrate policy 
compliance. 
Table 1. 
RODA 
Level 
Workflow and Gender Equality Products Required  
Level B 
- 
BEIS confirms budget allocation to Delivery Partners 
- 
Delivery Partner applies to BEIS to fund new programme 
- 
Delivery Partner produces an EIA at RODA Level B Programme for each new 
programme funded 
- 
EIA is assessed by BEIS and scored (at RODA Level B) for each new 
programme, with documents held by both BEIS and Delivery Partner. 
- 
The Gender Equality Framework should be used as a reference tool when 
assessing Level B EIAs. 
Level C 
- 
Delivery Partner designs call/competition 
- 
Delivery Partner produces an EIA (RODA Level C) for all calls, workshops, 
activities etc. (based on earlier EIA at RODA Level B for each programme) to 
evidence consideration of the impact each programme/call is likely to 
contribute to reducing gender inequality. Delivery Partners should make their 
assessment (at RODA Level B) available to potential applicants to each call 
as part of the call documentation/criteria. 
- 
Delivery Partners must use the standard Gender Equality Statement template. 
This should be completed in line with the criteria set out in the Gender 
Equality Framework.  
- 
Gender Equality Statements should include how Delivery Partners will assess 
gender as part of applications, peer review, panel meeting and evaluation 
criteria. Statements will be held by Delivery Partners and be made available to 
BEIS for audit. 
- 
Delivery Partner issues call to invite applications, inviting all applicants to 
supply a Gender Equality Statement with their bid.  
- 
Calls/competitions must include the standard statements on gender equality 
requirements as detailed earlier.12 
Level D 
- 
Applicant designs project. 
 
12 Refer to page 12, under “Call/Competition Document Statements”. 
 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
22 
- 
Applicant produces a Gender Equality Statement as part of their project 
application. 
- 
Applicant’s Gender Equality Statement is assessed (RODA Level D) and 
scored by the Delivery Partner for each new activity funded, with documents 
held by both Delivery Partner and Applicant, and made available for to BEIS 
for audit. 
- 
The Gender Equality Framework should be used as a tool for assessing 
Level D Gender Equality Statements. 
For successful level D Applicants with gender-themed Level D activity only: 
- 
Applicant produces a Gender Project Action Plan for the gender-themed 
project based on earlier Gender Equality Statement (at RODA Level D). Action 
Plans should be assessed by Delivery Partners using the Action Plan Scoring 
Matrix. 
Monitoring, Evaluation and Reporting and Learning 
To ensure that the gender equality commitments set out in this Gender Policy are being 
achieved, BEIS will monitor gender equality at each fund level (B, C and D, as defined in 
Section 3.ii of this document) and at each stage of the fund process (from applications 
through to impacts).  
Separate guidance will be developed and shared with Delivery Partners on key 
performance indicators (KPIs) for monitoring gender equality, and on the processes and 
timetables for collecting and reporting KPI data.   
BEIS will use gender equality KPI data to review progress towards the Gender Policy 
objectives, helping to inform recommendations for any additional actions which may be 
required to meet these. Gender equality KPI data will be published in the fund Annual 
Reports.   
 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
23 
4. BEIS Assurance Process 
The BEIS ODA Assurance Team will conduct sample checks quarterly throughout the year 
as part of routine compliance and assurance protocols. The Team will request samples of 
gender equality outputs from Level B to Level D along with the relevant assessment and 
scoring documentation to check for both standardisation in approach to scoring and 
compliance to the International Development (Gender Equality) Act 2014. 
 
 
5. Training and Guidance 
Formal training in implementing BEIS’ approach on implementing and assessing gender 
equality compliance in R&I ODA will be provided to all staff working to deliver the Funds, 
including BEIS policy staff, the BEIS ODA Management Team and Delivery Partners. 
Training will be provided through practical workshops twice a year with gender and 
inclusion specialists. 
A continuous process of shared learning will take place throughout the year via the BEIS 
R&I ODA Delivery and Learning Group, Best Practice Workgroups and Delivery Partner 
Gender Workgroups. 
For templates and detailed guidance on policy implementation, assessment and 
compliance, refer to the Annex section. Additional guidance and templates can be 
obtained from the BEIS R&I ODA Management Team. 
 
 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
24 
6. Expectations for Delivery Partners as 
grant-giving organisations 
BEIS R&I ODA funded activities take place in a wide variety of geographical and cultural 
settings, within a wide variety of regulatory, statutory, and legislative frameworks. Gender 
Equality policies and approaches here need to be particularly responsive to context and to 
historical power imbalances between and within countries, and between and within groups 
and organisations engaged in research and innovation activities. The expectations for 
Delivery Partners laid out here are intended to provide clarity regarding what BEIS would 
consider an ‘ideal’ approach to implementing gender equality best practice within funded 
activities. BEIS acknowledges that not all elements of these expectations may be 
appropriate for all Delivery Partners and the organisations with which they routinely work. 
BEIS commits to working with Delivery Partners to improve policies and approaches and 
to apply the principles and expectations outlined in this policy with sensitivity to 
organisational, historical, and cultural context. 
BEIS expects Delivery Partners to ensure that the minimum standard for compliance on 
gender equality is met through all its R&I ODA funded research. However, the Gender 
Equality Framework summarises increasing levels of ambition that researchers can aim to 
achieve. Delivery Partners should assess their current approaches to ensure they meet 
the minimum standard but are encouraged to build on these foundations with greater 
ambition. Depending on the sector and/or context, Delivery Partners/applicants may 
recognise that the most appropriate and realistic focus may be at Minimum Standard or 
Empowerment level, whilst Transformative change may be more complex and longer-term 
(requiring political will) but will result in a more sustainable process for greatest impact.  
All documentation, including EIAs, call/competition documents, applicants’ Gender 
Equality Statements, Gender Equality Action Plans, and all assessment and scoring 
documents, must be stored appropriately for audit and assurance purposes. It is the 
Delivery Partner’s responsibility to ensure that documentation is stored securely and 
appropriately.  
In relation to reporting, there is the expectation that BEIS and all Delivery Partners will act 
with integrity and be transparent and accountable in relation to their gender equality and 
reporting. 
 
 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
25 
Annexes13 
Annex 1 – Equality Impact Assessment and Guidance 
Template 
Equality Impact Assessment Guidance and Template 
This document provides guidance when completing an Equality Impact Assessment (EIA). 
A suggested EIA template has been included (note: this is subject to change based on 
consultation and feedback with Delivery Partners). 
What is an Equality Impact assessment (EIA) and why do we need to complete one?  
An equality impact assessment (EIA) is an evidence-based approach designed to help 
organisations ensure that their policies, practices, events and decision-making processes 
are fair and do not present barriers to participation or disadvantage any protected groups 
from participation. This covers both strategic and operational activities.  
The terms ‘policy’, ‘programme’, or practice as used throughout this document, covers the 
range of functions, activities and decisions for which your organisation is responsible, 
including for example, strategic decision-making, arranging strategy & funding panels, 
conferences, training courses and employment policies.  
The EIA will help to ensure that:  
• we understand the potential effects of the policy by assessing the impacts on 
different groups both external and internal  
• any adverse impacts are identified and actions identified to remove or mitigate them  
• decisions are transparent and based on evidence with clear reasoning.  
 
When might I need to complete an EIA?  
The EIA should be done when the need for a new ODA programme (RODA level B) is 
identified for BEIS ODA funding, or when an existing one is reviewed. Depending on the 
type of ODA programme advice can be sought from either your HR team, your Equality, 
Diversity and Inclusion team, your Peer Review Policy team or their equivalents.  
 
13 Note: All guidance and templates are subject to revisions and amendments following consultation with 
Delivery Partners. 
 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
26 
In addition, an EIA should form part of any new ODA related policy, event or programme 
activity and be factored in as early as one would for other considerations such as risk, 
budget or health and safety.  
Who is responsible for completing and signing off the EIA? 
Depending on the nature of the policy, event or funding activity, the responsibility of who 
should complete the assessment, who should be consulted, and who should sign off the 
EIA will vary. Ultimate responsibility on whether an EIA is required and the evaluation 
decision(s) made after completing the EIA lies with the Senior Responsible Officer, budget 
holder, project board or the most relevant senior manager. Further advice is available from 
BEIS ODA Fund Managers. 
Building the evidence, making a judgement  
In cases of new ODA related policy, event or programme activity, there may be little 
evidence of the potential effect on protected characteristic groups. In such cases you 
should make a judgement that is as reliable as possible. Consultation will strengthen these 
value judgements by building a consensus that can avoid obvious prejudices or 
assumptions.  
Consultation  
Consultation can add evidence to the assessment. Consultation is very important and key 
to demonstrating that organisations are meeting the equality duties, but it also needs to be 
proportionate and relevant. Considering the degree and range of consultation will 
safeguard against ‘groupthink’ by involving a diverse range of consultees. These are the 
key considerations, to avoid over-consultation on a small policy or practice and under-
consultation on a significant policy or an activity that has the potential to create barriers to 
participation.  
Valuing Differences 
EIAs are about making comparisons between groups of employees, service users or 
stakeholders to identify differences in their needs and/or requirements. If the difference is 
disproportionate, then the policy or programme may have a detrimental impact on some 
and not others.  
Evaluation Decision  
There are four options open to you:  
1. No barriers or impact identified, therefore activity will proceed.  
2. You can decide to stop the policy or programme at some point because the 
evidence shows bias towards one or more groups  

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
27 
3. You can adapt or change the policy or programme in a way which you think will 
eliminate the bias, or  
4. Barriers and impact identified, however having considered all available options 
carefully, there appear to be no other proportionate ways to achieve the aim of the 
policy or practice (e.g. in extreme cases or where positive action is taken). 
Therefore, you are going to proceed with caution with this policy or practice 
knowing that it may favour some people less than others, providing justification for 
this decision.  
In most cases, where disproportionate disadvantage is found by carrying out EIAs, 
policy/programmes/practices are usually changed or adapted. In these cases, or when a 
change has been justified you should consider making a record on a project risk register.  
A suggested EIA template is below. Note: this template will change following consultation 
with Delivery Partners and for now, should only be used as illustrative guidance. 
 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
28 

Gender Equality in Research and Innovation Official Development Assistance (ODA) 
29 
 
 

Gender Equality in Research and Innovation Overseas Development Assistance 
30 
Annex 2 - Research and Innovation ODA: Gender Equality 
Framework  
Research and Innovation ODA: Gender Equality Framework 
Purpose: The Gender Equality Framework is a tool to help BEIS Research and Innovation 
(R&I) Official Development Assistance (ODA) fund Delivery Partners to assess EIAs and 
Gender Equality Statements and identify the level of ambition from applicants for ODA-
funded activities that are aimed at advancing gender equality. It sets out how gender 
equality-focused objectives and activities should be considered to ensure compliance with 
the International Development (Gender Equality) Act 2014. The design of the Framework 
helps to ensure that there is coherence and standardisation in how Delivery Partners each 
assess gender equality and identify what constitutes “compliance”. The design also aligns 
with the approach to gender equality in ODA adopted in other government departments. 
It aims to help Delivery Partners ensure that proposals/applications for funding 
include activities that meet the threshold for compliance to the International Development 
(Gender Equality) Act 2014 while also demonstrating how greater levels of ambition can 
be achieved. 
Applicants of successful bids, where gender is the main theme or focus of the 
research/activity, must provide a Gender Equality Action Plan to detail actions that 
integrate Gender across programme/project cycle and set out how these actions will be 
implemented and measured, including addressing barriers/opportunities. The awarding of 
funding is not conditional on the completion of an action plan. 
Entry points and levels of ambition: The Framework highlights three types of entry 
points to support gender equality, the economic empowerment of persons of different 
gender, the reduction of discrimination and inequalities based on gender, and the 
promotion of inclusive growth through ODA-funded research and innovation activities.  
It also sets out three increasing levels of ambition that projects can adopt and examples of 
‘what good looks like’ at each level.  Minimum Standard is the starting point (focused on 
due diligence, do no harm, risk mitigation, meeting the basic needs of persons of different 
gender, and reducing discrimination and inequalities based on gender), increasing to a 
more ambitious Empowerment approach (which aims to increase economic opportunities, 
capabilities and choices for meeting practical needs of people of all genders), to 
achieving Transformative Change (which seeks institutional change and addresses the 
systemic barriers to the economic empowerment of persons of different gender and 
the discrimination of groups based on their gender).  
This Framework is based on an approach that has been adopted in other government 
departments and depending on the context, it recognises that the most appropriate and 
realistic focus may be at Minimum Standard or Empowerment level, whilst Transformative 

Gender Equality in Research and Innovation Overseas Development Assistance 
31 
change may be more complex and longer-term (requiring political will), but a more 
sustainable process for greatest impact. For compliance, 
projects/activities must demonstrate that they meet the minimum standard, but applicants 
are encouraged to demonstrate how they could build on these foundations with greater 
ambition.  
Definition of Gender Equality (for the purposes of this document): Gender is a social 
scientific term used to describe shared social ideals of femininity and masculinity, 
associated behavioural expectations and relations between sexes. For the purposes of this 
Framework, and in the international development context, BEIS assumes gender equality 
to relate to people of all genders, and groups that are discriminated against, or face 
inequalities, based on their gender. This definition is based on the OCED definition for the 
DAC Gender Equality Marker and the definition used by the FCDO.  
Summary background: The Gender Framework was conceptualised by Caroline Moser 
(2016) and developed and adapted for FCDO’s ICED Programme (Infrastructure and 
Cities for Economic Development) in 2017. It builds on cutting edge thinking and best 
practice in development and has also been taken up by other UKAid/multi-donor 
programmes, including for example, the UK Prosperity Fund. The Framework is regarded 
as a model for best practice in the ODA space on gender equality and as a model to be 
applied in various contexts across UK government departments.  
Proportionate and meaningful: applicants should think of gender and potential gender 
issues in a way which corresponds in size, scale and impact of their project. Their answers 
should have meaning and be serious, important and/or worthwhile. 
 
Gender Equality Framework  
Summary Diagram 
 

Gender Equality in Research and Innovation Overseas Development Assistance 
32 
 
Gender Equality Framework  
Minimum Standard   
(minimum standard = compliance)  
‘Do no harm’ plus meeting ‘Basic Needs’  
Empowerment  
‘Minimum Standard’ plus ‘Practical needs’  
Transformative Change  
‘Empowerment’ plus ‘Practical and Strategic’ 
needs  
Programmes/projects address due 
diligence, risks, basic needs and 
vulnerabilities of persons of different 
gender  
Programmes/projects build 
assets, capabilities and opportunities 
for persons of different gender  
Programmes/projects address unequal 
power relations and seek systemic 
institutional, legal and societal changes  
Applicants must supply an IDA 
(gender)14 compliance statement as part of 
the application in response to the call (both 
GCRF and Newton Fund). Statement should 
summarise how gender equality has been 
considered, and measures 
integrated, throughout the proposal.  
  
Key criteria to address for minimum 
standard for compliance: 
Applicants must demonstrate a proportionate 
and meaningful understanding of the below:  
- 
Ensuring that measures are in place to 
ensure equal and meaningful 
opportunities for people of different 
genders to be involved throughout the 
In addition to Minimum level:  
  
Programme/project approach is more 
ambitious (goes beyond IDA (gender 
quality) compliance, risk mitigation and 
monitoring) to proactively address practical 
needs and opportunities to:  
  
- 
Increase productive employment 
opportunities for persons of 
different gender  
- 
Improve size/ profitability of 
enterprises led by persons of different 
gender.  
In addition to Minimum standard and 
Empowerment levels:   
  
Programmes/projects take targeted action and 
provide strategic support to remove systemic 
barriers to inclusive growth and challenge 
power imbalances that prevent participation in 
by persons of different gender, contribution to 
& benefits from economic growth. Programmes 
address persistent gaps/constraints and:  
 
- 
Promote and advocate on protective 
legal, regulatory & policy frameworks to 
support female and vulnerable workers 
 
14 International Development (Gender Equality) Act 2014 

Gender Equality in Research and Innovation Overseas Development Assistance 
33 
Minimum Standard   
(minimum standard = compliance)  
‘Do no harm’ plus meeting ‘Basic Needs’  
Empowerment  
‘Minimum Standard’ plus ‘Practical needs’  
Transformative Change  
‘Empowerment’ plus ‘Practical and Strategic’ 
needs  
project. This includes the development of 
the project, the participants of the 
research and innovation and the 
beneficiaries of the research and 
innovation.  
- 
The expected impact of the project 
(benefits and losses) on persons of 
different gender, both throughout the 
project and beyond, or a justification as to 
why their project will not have an impact 
on these groups.  
- 
The impact on the relations 
between persons of different gender, 
and people of the same gender. For 
example, changing roles and 
responsibilities in households, society, 
economy, politics, power, etc.  
- 
The avoidance of or mitigation of any 
risks and unintended negative 
consequences on gender 
equality, and the monitoring of these.  
- 
The measurement of any relevant 
outcomes and outputs, with data 
- 
Increase their access & control 
over economic assets.  
- 
Recognise and take care & household 
responsibilities into account as a major 
constraint to the economic participation of 
persons of different gender.  
- 
Increase individual agency & decision-
making power (with choices, knowledge, 
skills & info) of persons of different 
gender  
- 
Supported by Gender mainstreaming with 
some institutional change  
- 
Meaningful participation and engagement 
of poor people, persons of different 
gender and excluded groups throughout 
programme/project cycle, in design, 
implementation, MEL, decision-making, 
representation, and beneficiary 
feedback.   
   
(e.g. health & safety, equal pay, tackling 
sexual harassment, decent work).  
- 
Challenge social norms around economic 
participation of persons of different 
gender and their ability to access 
resources & employment. Role model 
workplace change for social norm change 
at scale.  
- 
Tackle discriminatory 
attitudes, behaviours and practices.   
- 
Amplify collective voice & 
action of persons of different 
gender around economic participation & 
rights (e.g. provide support/ training to 
build orgs to collectively bargain for 
improved services/working conditions).  
- 
Support local organisations to negotiate 
and participate in innovative benefit-
sharing schemes (e.g. resettlement 
design, land title for persons of different 
gender).  
 
- 
Urban: Representation of persons of 
different gender & gender-discriminated 

Gender Equality in Research and Innovation Overseas Development Assistance 
34 
Minimum Standard   
(minimum standard = compliance)  
‘Do no harm’ plus meeting ‘Basic Needs’  
Empowerment  
‘Minimum Standard’ plus ‘Practical needs’  
Transformative Change  
‘Empowerment’ plus ‘Practical and Strategic’ 
needs  
disaggregated by age and sex (where 
disclosed).  
  
 
Key inception actions   
- 
Gender Analysis – to understand gender 
equality issues in relation to the 
sector/context.   
- 
Gender Impact Assessment – to 
understand impact of interventions 
(benefits & losses) on persons of 
different gender  
- 
Consideration of Risk  
1) Risk Matrix: to identify Gender risks & 
unintended negative consequences to 
avoid, mitigate & monitor.  
2) Risk 
mitigation: including implementation of 
social & environmental sustainability 
performance standards; social 
safeguards.  
groups (incl people with disabilities and 
youth) on city governance & planning 
decision making bodies  
- 
Infrastructure: Contractual mechanisms in 
construction, operation & maintenance 
(e.g.  participation of persons of different 
gender through quotas). Accessible 
design standards for people with 
disabilities.  
- 
Trade 
Facilitation/Anticorruption: Raise governm
ent officials’ awareness on 
barriers for persons of different gender – 
integrate into guidelines, regulatory 
reform, systematic engagement with 
representative organisations. Safe 
whistle-blowing procedures.  
- 
Skills/Business Env: Affirmative action in 
skills upgrading, support for enterprises 
owned by persons of different gender.  
- 
Recognise, redistribute & reduce 
household & caring responsibilities/ 
unpaid labour.   

Gender Equality in Research and Innovation Overseas Development Assistance 
35 
Minimum Standard   
(minimum standard = compliance)  
‘Do no harm’ plus meeting ‘Basic Needs’  
Empowerment  
‘Minimum Standard’ plus ‘Practical needs’  
Transformative Change  
‘Empowerment’ plus ‘Practical and Strategic’ 
needs  
- 
Implementing partners are confident 
interventions will do no harm and not 
worsen discrimination/gender inequality.  
- 
Addresses basic needs of persons of 
different gender.  
- 
Minimal institutional change to support 
sustained gender equality, empowerment 
of persons of different gender, and wider 
social inclusion.  
- 
Sex, age, geographical location, and 
income quintile disaggregated data & 
(KPI) indicators where possible for 
programme/projects/projects 
& logframes (disability data where 
possible).   
- 
Information Sharing: Accurate, timely 
information shared with stakeholders 
through range of communication methods 
appropriate for context and target 
audience.  
- 
Codes of Conduct: Staff and partners 
have signed and been trained on the 
organisation’s code of conduct with 
respect to gender discrimination and 
- 
Gender mainstreaming with institutional 
change.  
- 
Social accountability mechanisms for 
quality service delivery, incl grievance 
and redress mechanisms (for non-
compliance with performance standards, 
worker exploitation, resettlement).  

Gender Equality in Research and Innovation Overseas Development Assistance 
36 
Minimum Standard   
(minimum standard = compliance)  
‘Do no harm’ plus meeting ‘Basic Needs’  
Empowerment  
‘Minimum Standard’ plus ‘Practical needs’  
Transformative Change  
‘Empowerment’ plus ‘Practical and Strategic’ 
needs  
have general safeguarding policies in 
place.  
- 
Stakeholder and Community engagement 
Plan: Consultation with persons of 
different gender, poor and gender-
discriminated groups, Civil Society 
Organisations (incl Disabled People’s 
Organisations and Persons of different 
gender’s Rights organisations), SMEs.   
 

Gender Equality in Research and Innovation Overseas Development Assistance 
37 
Annex 3 – Gender Equality Statements (Guidance for 
Applicants) 
Guidance for applicants 
All applicants to Newton Fund and GCRF calls must submit a Gender Equality Statement 
with their application. It is expected that some projects will have less impact on gender and 
gender relations and professional judgement of the applicants should be exercised to 
ensure appropriate consideration of the context and intended aims of the project. 
Applicants are able to reference other parts of their application within this statement, if 
relevant.  
Applicants are required to address the below criteria, with an understanding that, 
depending on the nature of their research and innovation, not all questions will be 
applicable.  
Criteria to address while considering gender impact:  
• Have measures been put in place to ensure equal and meaningful opportunities for 
people of different genders to be involved throughout the project? This includes the 
development of the project, the participants of the research and innovation and the 
beneficiaries of the research and innovation.  
• The expected impact of the project (benefits and losses) on people of different 
genders, both throughout the project and beyond.  
• The impact on the relations between people of different genders and people of the 
same gender. For example, changing roles and responsibilities in households, 
society, economy, politics, power, etc.  
• How will any risks and unintended negative consequences on gender equality be 
avoided or mitigated against, and monitored?  
• Are there any relevant outcomes and outputs being measured, with data 
disaggregated by age and gender (where disclosed)? 
 
In addition, applicants must provide, or provide evidence that they have given 
consideration to the following key inception actions: 
• Gender Analysis – to understand gender equality issues in relation to the 
sector/context/country. 
• Gender Impact Assessment – to understand impact of interventions (benefits & 
losses) on persons of different gender  
• Consideration of Risk  

Gender Equality in Research and Innovation Overseas Development Assistance 
38 
Risk Matrix: to identify Gender risks & unintended negative consequences to 
avoid, mitigate & monitor.  
Risk mitigation: including implementation of social & environmental sustainability 
performance standards; social safeguards.  
• Implementing partners are confident interventions will do no harm and not worsen 
discrimination/gender inequality.  
• Addresses basic needs of persons of different gender.  
• Minimal institutional change to support sustained gender equality, empowerment 
of persons of different gender, and wider social inclusion.  
• Gender disaggregated data & (KPI) indicators where possible for 
programme/projects/projects & logframes  
• Information Sharing: Accurate, timely information shared with stakeholders through 
range of communication methods appropriate for context and target audience.  
• Codes of Conduct: Staff and partners have signed and been trained on the 
organisation’s code of conduct with respect to gender discrimination and 
have general safeguarding policies in place.  
• Stakeholder and Community engagement Plan: Consultation with persons of 
different gender, poor and gender-discriminated groups, Civil Society Organisations 
(incl Disabled People’s Organisations and Persons of different gender’s Rights 
organisations), SMEs. 
 
Things to consider:  Incorporating gender equality into international development 
research and innovation projects 
Understanding gender and gender equality  
• Have you understood that your concepts of gender norms, roles and values may 
vary across members of your project team, research and innovation participants 
and beneficiaries?  
• Have you understood the different norms and values of gender depending on the 
context of your research and/or innovation?  
• Equal opportunities and meaningful contributions  
• Is there (or is there a plan to work towards) a gender balance in the project team at 
all levels? If not, why?  
• Are there equal opportunities for persons of different gender in the recruitment of 
the project team?  

Gender Equality in Research and Innovation Overseas Development Assistance 
39 
• Are all members of the project team involved in the design and delivery of the 
research and/or innovation in a way that is providing equality of opportunity for 
people of different genders and across intersecting axes of difference15?  
 
Research and innovation content  
• If the research and/or innovation involves humans or human physiology, has the 
relevance of gender to the research question and/or innovation topic been 
analysed?  
• Have you considered the impact on the relations between people of different 
genders, and of the same gender? For example, changing roles and responsibilities 
in households, society, economy, politics, etc.?  
• If the research and/or innovation involves human participants or human physiology, 
is there a gender balance? If not, why?  
• Have you reviewed literature and other sources (such as expertise/networks within 
the local context) relating to gender differences in the research and/or innovation 
field?  
• Have you considered how to disaggregate any data you collect by gender?  
 
Dissemination and impact of your research  
• Have different outcomes, outputs and impacts of the research and/or innovation 
been identified based on gender and gender differences?  
• Have you considered how you will disseminate your research and/or innovation in a 
way that is gender responsive? For example, the use of gender-impartial language. 
 
“Mainstreaming” gender considerations: Including Gender in your Project Proposal  
Consider discussing gender throughout your proposal, rather than just in the Gender 
Equality Statement.  
• Gender sensitive language is an easy way to show you have thought about gender 
throughout your application. If you are using general, inclusive phrases such as 
‘local communities’, ‘beneficiaries’ ‘research participants’, make it clear what the 
 
15 Intersecting axes of difference, or, intersectionality, are terms used to refer to ‘the interconnected nature of 
social categorisations such as race, class, and gender as they apply to a given individual or group, regarded 
as creating overlapping and interdependent systems of discrimination or disadvantage’ – Oxford Dictionary  
 

Gender Equality in Research and Innovation Overseas Development Assistance 
40 
composition of these groups are. For example, ‘the men, women and children in the 
local community will benefit from the outputs of the project’.  
• Showcasing equality of opportunities for all members of the project team is also an 
effective way to illustrate how you have considered gender equality in your 
proposal.  
• Explaining why, for example, you have chosen to use female organs or tissue in 
your research and innovation, is a good way to illustrate how you have considered 
gender and differences between genders whilst developing your research and 
innovation questions and activities.  
• Consider the possible gendered outcomes: where and to whom the benefits will be 
experienced. 
 
Including gender in your project is a great way to illustrate Interdisciplinarity 
• By reflecting on gender issues within the content and context of your research, 
there is a great opportunity to foster collaboration between scientists and gender 
experts. For some research and innovation projects, it can also be beneficial to 
illustrate how you are incorporating elements of social science in your project. 
• Consider whether the effectiveness and the successful implementation of your 
research and innovation may benefit from including gender expertise throughout the 
duration of the project. 
 
Some research and innovation will be more gender-impartial  
• Not all research and innovation will have equal impact on people of different 
genders. Some research and innovation is specifically targeted at people of a 
specific gender or includes studies on physiology of a certain gender –and that’s ok! 
Considering gender does not mean you can’t do gender specific studies! 
• Being gender sensitive in your research and innovation is intended to minimise 
potential barriers throughout the project cycle and to prevent any unforeseen 
negative consequences for people of different genders. It will allow you to examine 
how you can be more inclusive and maximise the impacts of your research and 
innovation. 
 
 

Gender Equality in Research and Innovation Overseas Development Assistance 
41 
Annex 4 – Gender Equality Statement Assessment 
Guidance 
Research and Innovation (R&I) ODA Gender Equality Statements -– Gender Equality 
Statement Assessment Guidance for Delivery Partners  
1. 
This document provides guidance for Delivery Partners on how to assess gender 
equality statements. This guidance should be considered alongside the Gender 
Equality Framework which sets out the minimum criteria for compliance with the 
International Development (Gender Equality Act). 
2. 
Delivery Partners must assess each Gender Equality Statement that is 
submitted with each research bid, and each statement must 
be assessed independently from the research proposal using the scoring matrix as 
outlined below.   
3. 
As the social contexts surrounding research proposals are key to ensuring robust 
outcomes and clear routes to positive development impact, Delivery Partners must 
take into consideration the score awarded for the Gender Equality Statement 
when assessing the overall research proposal.  
4. 
The intention is not that every proposal primarily aims to address gender inequality, 
but that Delivery Partners must be satisfied that all applicants have evidenced the 
consideration of gender in the context of their research proposal, can clearly define 
intended impacts and identify mitigations where appropriate, and demonstrate that 
they have met the required standards for compliance, as described in the Gender 
Equality Framework.  
5. 
Initial Gender Equality Statement checks will be carried out by Delivery Partners; 
statements which do not meet eligibility (i.e. do not cover all criteria outlined for the 
Gender Equality statement), may be returned for amendment before progressing 
further. Delivery Partners reserve the right to reject a proposal where the Gender 
Equality Statement has not been sufficiently considered with no attempt to address 
the Gender Equality Statement criteria.   
6. 
Panellists will be asked to comment on the appropriateness of the applicant’s 
Gender Equality statement as part of the assessment criteria. The Panel should 
take the strength of the Gender Equality Statement into consideration when scoring 
the proposal.  
7. 
In cases where an applicants’ Gender Equality Statement demonstrates insufficient 
consideration of gender equality, a potential barrier to delivering impact, and/or if 
there is potential for the proposed research to exacerbate inequalities, the Panel’s 

Gender Equality in Research and Innovation Overseas Development Assistance 
42 
score should be reduced to reflect this. Any research/activity should not be funded 
where the minimum standard for compliance has not been met (i.e. a score of 3).  
8. 
Should the Panel consider that gender has been appropriately considered within the 
proposal, but the Gender Equality Statement is insufficient, it is at the Panel’s 
discretion to make funding conditional on a sufficient revised Gender Equality 
Statement being submitted. This is only applicable in cases where it is deemed that 
the Gender Equality Statement could be amended to make it sufficient without 
requiring significant changes to the proposal. 
9. 
The degree of consideration of gender equality should be proportionate depending 
on the context and type of programme/activity and the resources available, and 
Delivery Partners should exercise professional judgement on the degree of regard 
that is appropriate.  
10. 
For research or activity where gender equality is a key theme or the main objective, 
applicants should aim to achieve a score higher than 3 in their Gender Equality 
Statement, which corresponds to greater ambition (‘Empowerment’ or 
‘Transformation’) in the Gender Equality Framework.  
11. 
Delivery Partners should note that while greater ambition on gender equality is 
encouraged in all research bids, applicants whose research does not primarily aim 
to address gender equality will not be penalised for a score of 3 versus 4 or 5 on 
their Gender Equality Statement. 
12. 
In cases where gender equality is a key theme or main objective in the proposed 
research or activity, successful applicants (i.e. beneficiaries whose research 
proposal is considered fundable and whose gender equality statement has met 
compliance standards) will be required to complete a Gender Equality Action Plan.  
 
 

Gender Equality in Research and Innovation Overseas Development Assistance 
43 
Scoring Matrix  
The below scoring matrix should be used in assessing Gender Equality Statements from 
applicants on the basis of gender equality compliance. This matrix should be used in 
conjunction with the Gender Equality Framework with the above points taken into 
consideration. 
Any proposals for research/activity where the associated Gender Equality Statement does 
not meet the minimum standards for compliance (a score of 3), must not be funded. 
Score  Rating  
Description   
0   
Unacceptable   
Non-compliant   
Does not meet requirements. Gender (the differentiated and 
intersectional experiences of persons of different gender) is 
not considered in the research project; not even in its 
conceptualisation or its rationale. Gender Blind/ gender 
neutral.  
  
There is little or no evidence that the research might contribute 
to a local gender priority, a key development policy or strategy, 
or an emerging area that might demand solutions in the 
foreseeable future. Needs assessments and justification for 
the work are absent or unconvincing.  
  
Demonstrates a poor understanding of the potential impacts of 
the work on gender inequalities. No mention of IDA (Gender), 
gender equality or the economic empowerment of persons of 
different gender.  The proposal maintains gender inequalities 
and does not include any specific measure to reduce 
inequalities even though it provides an opportunity to do 
so.  High potential for the proposed research 
to exacerbate gender inequalities, concerns about the ability to 
deliver ODA impact.  Does not comply or insufficient info to 
demonstrate understanding, commitment, capability or suitable 
methodology, with little or no evidence to support response. 
No evidence of expertise on team.   
  
Fundamental and significant changes would need to be made 
to the Gender Equality Statement in order to reach 
compliance; Delivery Partners must consider whether there 
are any aspects of the research 
proposal itself that inherently hinder the delivery of gender 
quality outcomes or inadvertently exacerbate gender 
inequalities before offering the applicant opportunity to 

Gender Equality in Research and Innovation Overseas Development Assistance 
44 
Score  Rating  
Description   
revise their gender equality statement (should the research 
proposal score highly).  
  
1   
Major reservations   
Non-compliant   
Major reservations within response.    
  
There is little or no evidence that the research might contribute 
to a local priority, a key development policy or strategy, or an 
emerging area that might demand solutions in the foreseeable 
future. Needs assessments and justification for the work are 
absent or unconvincing.  
  
The proposal maintains gender inequalities and does not 
include any specific measure to reduce inequalities even 
though it provides an opportunity to do so; or very limited 
evidence to support recognition or understanding of IDA 
(Gender) compliance, gender equality 
and the empowerment of  persons of different gender, 
tokenistic reference to gender equality; potential to risk 
exacerbating gender inequalities; no due diligence, 
understands gender in terms of consultation 
with particular gender groups only and community liaison; not 
integrated into any of the key areas of the programme design, 
team expertise or methodology.  
  
2   
Minor reservations   
(borderline compliant;
 a revised statement 
could 
be sought, conditions 
depending; would 
expect 
improvements)   
  
  
Minor reservations with some limited evidence to support 
response.    
  
There is some evidence that the research might contribute to a 
local priority, a key development policy or an emerging area 
that might demand solutions in the foreseeable future. A focus 
on this area of work at this time appears sufficiently justified.  
  
Gender is considered in the research project’s rationale, but is 
not an operative concept in the design and methodology.  
  
Applicant refers to IDA compliance; approach focuses on 
avoiding harm (minimum compliance approach) but ad hoc, 
not convincing, some reference to sex disaggregated data; 
commitment to social and gender analysis as part of diagnostic 

Gender Equality in Research and Innovation Overseas Development Assistance 
45 
Score  Rating  
Description   
and design stage; but limited staff/ expertise/ budget and days 
to ensure proper due diligence (commissioning in) not part of 
an integrated team – ad hoc approach; gender seen as the 
gender expert’s responsibility rather than everyone’s 
responsibility. Limited consultation. Not part of core team. High 
risk of evaporation.    
  
OR If the Gender Equality Statement is lacking information but 
the Panel members deem the statement and proposed 
activities on a whole as likely to reach compliance if revised.  
  
The applicants have not clearly considered the criteria for 
minimum compliance or the responses are lacking detail.  
The proposal appears to describe a research methodology and 
design that is sensitive to gender inequalities, however this 
has not been clearly articulated in the gender equality 
statement.  
  
The applicants have not clearly articulated all potential 
negative impacts. Where there are potential negative impacts 
some mitigations have been identified or mitigations are not 
sufficiently described.   
  
The Gender Equality Statement could be amended to make it 
sufficient without requiring significant changes to 
the research proposal.  
  
A score of 2 should be given to applicants whose gender 
equality statements could be revised with feedback. However, 
revisions must not end up being so extensive as to impact 
significantly on the research proposal. The opportunity to 
revise the Gender Equality statement should be offered before 
the peer review stage.  
  
Revised gender equality statements must reach score 3 - 
compliance before research proposals can be considered 
fundable and announced.  
  
   
   
   

Gender Equality in Research and Innovation Overseas Development Assistance 
46 
Score  Rating  
Description   
3   
Good   
COMPLIANCE – 
good due diligence, 
gender equality 
considerations 
well integrated & 
potential to support 
empowerment ops.  
  
Compliance goes 
beyond “do no 
harm” and research p
roposals should 
aim for poverty-
reducing outcomes th
at are likely to 
contribute to 
reducing gender 
inequality.  
Satisfies the requirements and demonstrates ability and 
evidence to deliver a gender sensitive 
and IDA (Gender) compliant approach.   
  
There is good evidence that the research might contribute to 
an important local priority, a key development policy or 
strategy, or an emerging area of some significance that might 
demand solutions in the near future. A focus on this area of 
work at this time has been well justified.  
  
Gender is considered in the research project’s rationale, 
project design and methodology. Data is disaggregated by 
gender, and gender is also considered in the composition of 
the research team and reviewers.  
  
Applicants have good recognition of and response to the 
International Development (Gender Equality) Act 2014 
compliance requirements as set out in the Gender Equality 
Framework; gender equality and the empowerment of persons 
of different gender is well integrated across main parts 
of proposal. Clear that research methodology and design are 
sensitive to gender inequalities. Consideration given 
to MEL requirements and staffing including expertise & 
methodology.  
 
- 
Gender equality analysis at design; review of the gender 
dimensions of sector interventions; consideration and 
understanding of the details required in the Action Plan to 
support integration, should their bid be successful.  
- 
Commitment to risk identification, management and 
mitigation on gender issues   
- 
Gender integrated into programme approach with 
disaggregated results; strong focus on increase access 
to employment, assets, labour force 
participation of persons of different gender; some limited 
focus on addressing systemic barriers to economic 
empowerment of persons of different gender;   
- 
References to MEL (that will be further clarified in the 
action plan should the bid be successful) that 
demonstrate understanding of the need for sex 

Gender Equality in Research and Innovation Overseas Development Assistance 
47 
Score  Rating  
Description   
disaggregated data, KPIs which measure gender 
outcomes; commitment to monitor contribution to 
reducing gender inequality and to supporting economic 
empowerment of persons of different gender.  
- 
Good use of participatory approaches in planning and 
design with stakeholder engagement plan & voice & 
accountability mechanisms including of gender-
specific organisations and businesses.  
- 
Sound gender expertise on the team; some 
demonstration that gender is integral 
to team design with consideration 
of accompanying budget   
- 
Sound methodology on how they will deliver not just 
what.  
- 
There are no obvious negative impacts on gender 
equality. Where there are potential negative impacts 
appropriate mitigations have been identified  
  
The Gender Equality statement does not require additional 
amendment or clarification to be deemed compliant. 
Research proposals assessed as fundable can be 
announced with the Gender Equality Statement as 
presented.  
   
4   
Excellent – above 
compliant.  
EMPOWERMENT  
good due diligence   
Gender equality 
considerations fully 
integrated   
Likely to support 
institutional & 
transformative chang
e   
   
Satisfies the requirement in full and demonstrates excellent 
understanding and evidence in proposed methodology and 
ability to deliver quality. Inspires confidence.    
There is good evidence that the research is already 
recognised as having the potential to address a critical local 
priority, a key development policy or strategy or an important 
emerging area that is highly likely to demand solutions in the 
near future. A focus on this area of work at this time puts the 
researchers at the cutting edge of an active and/or important 
field of work.  
  
Examines, analyses, and builds an evidence base to inform 
long-term practical changes in structural gender power 
relations and norms, roles and inequalities. Gender-
transformative research should lead to sustained change 
through action (e.g. partnerships, outreach).  

Gender Equality in Research and Innovation Overseas Development Assistance 
48 
Score  Rating  
Description   
Full recognition of and convincing response to IDA (Gender) 
compliance requirements. Gender equality 
and the empowerment of persons of different 
gender dimensions are integrated across the bid demonstrated 
by:-  
- 
Social/ gender / inclusion analysis at design and 
diagnostics; review of the gender dimensions of sector 
interventions, gender action plans as a management 
tool etc   
- 
Risk management refers to IDA (Gender) compliance & 
identifying, managing and monitoring gender impact and 
potential negative impacts/ unintended outcomes;    
- 
social, environmental and child safeguarding measures 
in place to manage risk (esp relevant to major 
infrastructure / future cities/energy)    
- 
Integrated into programme approach & results; 
recognises systemic barriers including social norms; in 
addition to job opportunities/ skills upgrading of 
persons of different gender, also supports an economic 
equality approach e.g. addressing discrimination in 
the work place, gender pay gap etc   
- 
MEL makes reference to sex disaggregated data, KPIs 
which measure gender outcomes; commitment to 
monitor contribution to reducing gender inequality and to 
supporting economic empowerment of persons of 
different gender  
- 
Excellent stakeholder engagement 
throughout programme cycle, beneficiary feedback, 
complaints V & A mechanism – e.g. gender-
specific organisations, business reps, poor, excluded 
groups; supports collective action and leadership 
development; genuine citizen accountability   
- 
Staffing / expertise includes social development/ gender 
expertise – of sufficient seniority; across key sectors; 
senior management/ TLs / other team members can 
demonstrate experience in an integrated 
gender approach   
- 
budgets and staff allocation sufficient to 
mainstream gender   

Gender Equality in Research and Innovation Overseas Development Assistance 
49 
Score  Rating  
Description   
- 
Equal opportunities HR policy and balanced team 
of people of all genders    
- 
Strong & convincing methodology on how they will 
deliver   
 
Scores in this category will be for research 
proposals designed to address gender-specific themes, or 
where gender is the primary aim. In these cases, gender 
equality statements will by default need to 
consider requirements to deliver the proposed gender 
outcomes in much more detail. 
 
Refer to the Gender Equality Framework for further guidance 
on ‘Empowerment’ change, and below under “issues to 
consider”.  
5  
TRANSFORMATION
  
Met and 
exceeded complianc
e and empowerment. 
Fully transformative 
change sought. 
Requires gender to 
be a focus of the 
research.  
  
  
As above for 4 but proposals go beyond in seeking institutional 
change and address the systemic barriers to the economic 
empowerment of people of all genders and the discrimination 
of groups based on their gender.  
  
Scores in this category will be for research 
proposals designed to address gender-specific themes, or 
where gender is the primary aim. In these cases, gender 
equality statements will by default need to 
consider requirements to deliver the proposed gender 
outcomes in much more detail. 
 
Refer to the Gender Equality Framework for further guidance 
on ‘Transformative’ change, and below under “issues to 
consider”.  
  
  
   
Issues to consider when assessing bids and whether they present a convincing 
narrative, a convincing team structure and methodology (these are indicative only)   
• Gender Equality analysis and statistics of the country/ sector context 
and clear linkages to the proposed intervention? Have they identified 

Gender Equality in Research and Innovation Overseas Development Assistance 
50 
the barriers that persons of different gender face to accessing economic 
opportunities and or benefiting from the intervention?   
• The expected impact of the interventions (benefits and losses) on persons of 
different gender, big business vs SMEs. How evenly will the benefits be spread? If 
not clear, is it clear how they will assess this information as part of inception, design 
review for due diligence?   
• Is there any discussion of gender norms at household, community, institutional or 
wider societal levels and how these will be impacted by the intervention, or 
how these act as barriers to the economic participation and productivity of persons 
of different gender? This should include any consequences for changes in 
status, power and influence between persons of different gender, or other 
groups discriminated on based on gender. and any significant changes anticipated 
in their roles, responsibilities and expectations.   
• For minimum compliance does the intervention take steps to ensure no harm is 
done and that inequality is not worsened?  Does it address the immediate, practical 
needs of persons of different gender?   
• How will any risks and unintended negative consequences be identified, avoided or 
mitigated against, and monitored? Consider specific risks, including gender-
based violence; reinforcing and or worsening existing stereotypes and the unpaid 
household/care burden; social safeguards, including child protection, sexual 
harassment and exploitation, modern forms of slavery.    
• For empowerment: does the intervention support the economic opportunities of 
persons of different gender and increased access to assets, resources, skills and 
knowledge? Are there positive benefit flows and outcomes for people of all 
gender?   
• For transformation: does it address the underlying, systemic barriers that contribute 
to the persistent gaps that prevent many persons of different gender face 
in accessing opportunities? For example, will policies, regulations and institutions 
be more gender and people centred and more responsive and accountable to the 
different needs of people of all gender, including those who are poor and from 
gender-discriminated groups? Will it increase decision-making, leadership, 
collective action and ability to act on economic decisions for persons of different 
gender? Will it address discrimination and systemic disadvantage that persons of 
different gender and gender-excluded groups face?    
• Are relevant outcomes and outputs being measured, including through results, data 
and analysis disaggregated by gender and where appropriate different social 
identities (e.g. race, IDelivery Partners, ethnicity)?    
• Stakeholder and participation plans and engagement: how meaningful are these 
plans? Consultative, once-only at the beginning, or integrated periodically across 
the programme or mainstreamed for state citizen engagement with proper voice 

Gender Equality in Research and Innovation Overseas Development Assistance 
51 
and accountability mechanisms and involvement in decision- making. Who is 
included? Gender-specific organisations and business representatives, informal 
sector? SMEs & businesses owned by gender-discriminated groups? Workers of all 
genders at different levels?  

Gender Equality in Research and Innovation Overseas Development Assistance 
52 
Annex 5 – Gender Equality Action Plan and Template 
Gender Equality Action Plans for Research and Innovation ODA Funded Projects  
Where gender equality is a key theme or main objective in any proposed research or 
activity, successful applicants (i.e. beneficiaries whose research proposal is considered 
fundable and whose gender equality statement has met compliance standards) will be 
required to complete a Gender Equality Action Plan to support their Gender Equality 
Statement.   
Gender Action Plans are intended to provide greater detail and clarity on the proposed 
gender related activities, the intended outcomes, how the beneficiary proposes to deliver 
the activities and how the impact of these activities will be measured and reported on in 
order to demonstrate success.  
Successful applicants must use the Action Plan to demonstrate that they have the requisite 
social development/ gender expertise and relevant experience on their team to deliver the 
outcomes proposed. They should also demonstrate how they would respond to gender 
considerations through detailing their approach and methodology.  This should 
include how they will review and resource downstream suppliers with the necessary skills 
and expertise on their teams.    
This guidance provides an adaptable suggested format for a Gender Equality Action Plan. 
The Action Plan should provide a clear roadmap (with activities, indicators, timelines and 
responsibilities) for achieving the stated outcomes and should be aligned to the 
appropriate level of ambition in the Gender Equality Framework above the minimum 
standard (‘Empowerment’ or ‘Transformation’). 
The Action Plan should ideally consist of two main sections: an accompanying narrative 
(A), and project/activity level action plan tables (B) that set out the specifics of how the 
activities will be delivered.  
A. Guide for accompanying narrative for Gender Equality Action Plans  
• Executive Summary (Including project rationale, global/country background related 
to gender inequality and sector/intervention/workstream, summary of key findings)  
• Supplier/Delivery partner approach to gender integration   
• Method of gender analysis and impact assessment  
• Results (Risks/Mitigation and Proposed Activities/Opportunities according to level of 
ambition)  
• Prioritisation Table and Recommendations  
• MEL (proposed MEL framework including indicators and baseline information)   

Gender Equality in Research and Innovation Overseas Development Assistance 
53 
• Resourcing (including team structure, technical inputs, time/days and ways of 
working)  
• Gender Equality Action plan tables – see B. 
 
B. Project/activity Action Plan Table  
The following project/activity table should be informed and shaped by the Gender Analysis 
and initial Impact Assessment with engagement with relevant stakeholders and 
beneficiaries and added to the end of the narrative plan.  
It is recommended that agreement on prioritisation of gender components 
is undertaken with workstream leads/teams during the design phase in order to embed 
activities into the overall research programme design (including the 
overarching Logframe and Theory of Change) and reflect estimated budgeting 
requirements (including adequate gender expert/s time). Plans may include a mix 
of gender targeted and mainstreamed interventions. Prioritisation of activities should 
consider potential for achieving highest gender equality impact versus spreading 
efforts too thinly. In design and delivery, it will be important to strengthen 
mechanisms to identify, monitor and mitigate unintended harm and risks.    
The activity-level table should include details of the Minimum Standard actions related to 
specific project level activities (i.e. what activities will be undertaken that demonstrate the 
minimum standard). It should also include details of empowerment 
and transformative ambition opportunities and related activities where they have been 
agreed to be taken forward.  The table should be completed as far as possible at the initial 
stage and then reviewed/updated at appropriate intervals. 
Programme dimension 
(overall research proposal)  
  
Activity 
(What)  
Gender  
related 
indicators 
and targets  
Timeline  
(When)  
  
Responsibility
 (Who)  
Resources 
required (No. 
of technical 
days for 
Gender spec
ialist input)*  
Gender 
equality analysis completed and 
applied in programming (with 
plans to refresh and update at 
intervals)  
  
  
  
  
  
  
Realistic level of 
ambition identified   
  
  
  
  
  

Gender Equality in Research and Innovation Overseas Development Assistance 
54 
Active stakeholder & beneficiary 
engagement (including women 
& excluded groups)   
Beneficiary 
feedback mechanisms in place  
  
Regular information sharing 
and inclusive communication te
chniques  
  
  
  
  
  
High-quality, relevant and 
sufficient gender expertise  
  
Suppliers: Adequate resourcing 
of 
appropriate gender expertise, g
ender champions in place, 
capacity building plans and 
training, gender related learning 
and performance objectives  
  
Implementing partners: gender 
expertise, guidance, 
gender management and 
oversight processes in 
place from supplier  
  
  
  
  
  
Active gender equality/Do No 
Harm risk monitoring 
& mitigation  
  
Compliance to safeguarding 
policies and codes of conduct 
for supplier and 
implementing partners  
   
  
  
  
  
  
VFM approach with gender -
mainstreamed indicators  
  
Gender-related 
budget, the spend on gender te
chnical expertise 
  
  
  
  
  

Gender Equality in Research and Innovation Overseas Development Assistance 
55 
and gender targeted interventio
ns  
Gender integrated into 
monitoring, reporting & 
evaluation, with disaggregated 
data & indicators  
  
Logframe and Theory of 
Change 
captures gender indicators  
  
Gender inputs into Annual 
Reviews, learning products and 
supplier/delivery partner 
governance processes.  
  
  
  
  
  
 
 
 

Gender Equality in Research and Innovation Overseas Development Assistance 
56 
Frequently Asked Questions 
Why only gender? Why are other characteristics not targeted?  
The purpose of this policy is to ensure that ODA funding is compliant with the IDA (Gender) and that 
it is provided in a way that is ‘likely to contribute to reducing poverty in a way which is likely to 
contribute to reducing inequality between persons of different gender’. The focus of this is gender 
as opposed to broader characteristics. 
However, BEIS recognises that inclusive research and innovation extends beyond gender to include 
other characteristics. Not only is it seen as best practice, to insure inclusive research and 
innovation, but it is also considered as the ‘right thing to do’. Intersectionality between gender and 
other characteristics, such as race or age, is also something to be mindful of. For example, men in 
certain classes may have different experiences, requirements and needs compared to men in other 
classes. Being considerate to other characteristics and intersectionality is important to ensure 
excellent research, which is of high quality, impactful, implementable and sustainable. Being 
considerate to other characteristics and intersectionality is important to ensure excellent research 
and innovation, which is of high quality, impactful and implementable and sustainable. In the future, 
BEIS may consider whether to expand this policy to cover broader characteristics and 
intersectionalities. 
 
Is gender just about women?  
Gender equality is about ensuring the voices and needs of everyone, regardless of the gender a 
person may identify as. Historically, gender equality has been referred to as ‘women’s issues’ as 
women have been the driving force behind gender equality policies with the focus being on 
enhancing the power and autonomy of women. However, to achieve gender equality, the full 
participation of all genders is needed. Considering gender is more about understanding local 
gender dynamics rather than focusing on women, especially for international development research 
and innovation. Recognising gender norms, identifying missed opportunities and looking for ways to 
work with all spans across all genders, rather than just focussing on women.  
 
Gender isn’t relevant to my project, nor is it a priority. How can I provide a Gender Equality 
Statement?  
When designing and delivering international development research and innovation in a way that is 
impactful and sustainable, almost all decisions made already consider local context and dynamics – 
including gender – whether explicitly or not. If your research and innovation involves a project team 
made up of people, involves research participation, involves human samples, benefits people, 
impacts on people’s lives, etc., then gender is relevant to your project. By providing a Gender 
Equality Statement, you can demonstrate how you have shown meaningful consideration to gender 
within their project. However, It is expected that some projects will have less impact on gender and 
gender relations and professional judgement of the applicants should be exercised to ensure 
appropriate consideration of the context and intended aims of the project. However, It is expected 
that some projects will have less impact on gender and gender relations and professional 

Gender Equality in Research and Innovation Overseas Development Assistance 
57 
judgement of the applicants should be exercised to ensure appropriate consideration of the context 
and intended aims of the project.  
What are some of the barriers to achieving Gender Equality and how might these be 
mitigated?  
Within your proposal, you should try to identify any potential barriers to achieving gender equality 
and put measures in place to mitigate these. Although some barriers may be more relevant or 
specific to the field the proposed project is in, the local context of the research and innovation 
and/or the practices used, there are some common potential barriers. For example, no costs built in 
for care costs which may be incurred as a result of a researcher/innovator travelling overseas with a 
dependent when undertaking fieldwork, having an external advisory board without a gender 
balance, unequal or non-proportional representation of voices or participation for people of different 
genders. Identifying potential barriers from the offset, allows project teams to consider how to 
mitigate or monitor these, for example, ensuring costs associated with caring duties are costed into 
the application (often costs that tend to be borne by female researchers/innovators), setting targets 
for representation of underrepresented genders/improving representation of all genders and 
protected characteristics in your proposal, collecting information on the gender of research 
participants, the particular market you are addressing etc.  
 
 

Gender Equality in Research and Innovation Overseas Development Assistance 
58 
 
 
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