Skip to main content

Tag: diversity and inclusion

Empowering women in Zanzibar: the transformative impact of amaranth farming

Mariam Salim with amaranth grain that is ready to harvest from her vegetable field. (Photo: World Vegetable Centre)

On Pemba Island, part of Tanzania’s Zanzibar archipelago, more women are engaging in vegetable production and value addition, bolstering household nutrition and income security. This movement is significant in areas where modern agricultural technology and awareness of nutrient-rich crops like amaranth—a vegetable high in fiber, protein, and essential micronutrients—are limited.

Mariam Salim, who lives in Mjini Ole village on Pemba Island, is among the women embracing amaranth cultivation. Along with 272 other farmers, 53% of whom are women, she attended a three-day training course on vegetable cultivation and value addition. Funded by the United States Agency for International Development (USAID), through CIMMYT under the Southern Africa Accelerated Innovation Delivery Initiative (AID-I) project, and implemented by the World Vegetable Center, the training covered good agricultural practices, as well as the cultivation and processing of grain amaranth into flour.

The training equipped Mariam with essential knowledge and skills to enhance her agricultural productivity and livelihood.

Sowing seeds for success

Participants received seed kits containing eight varieties of nutritious traditional African vegetables, including African eggplant, African nightshade, amaranth, cowpea, and Ethiopian mustard. Farming a diverse range of crops supports food security and improves community nutrition.

During the training, Mariam realized the potential of growing grain amaranth for seed production. “I discovered that I could produce my own seeds and amaranth flour,” she said. “This opened up new opportunities for me to take control of my farming practices and increase my self-sufficiency.”

Seed production is a vital part of sustainable agriculture, enabling farmers like Mariam to boost productivity, diversify crops, and adopt climate-smart practices. By venturing into seed production, Mariam not only gained a valuable skill but also contributed to conserving and propagating important crop varieties within her community.

Mariam now sells seeds to other farmers, providing her with a new income source while supporting the broader agricultural community by facilitating access to quality seeds. Since the training in July 2023, Mariam has harvested 150 kg of seeds, selling them per kilogram (kg), earning US $450 and enhancing her household income security.

Healthy choices for communities

As the first woman in her community to undertake such an endeavor, Mariam is inspiring other women to explore new farming and food processing opportunities. Through the AID-I project on Zanzibar Island, more than 500 women have started home gardening to access quality vegetables for family consumption and business purposes, introducing new crop varieties and increasing household vegetable consumption.

This light bulb moment underscores the transformative power of education and knowledge-sharing initiatives under AID-I. By providing farmers with information on vegetable grain production and value addition, the project fosters self-reliance and innovation in sustainable farming practices.

Mariam’s detailed description of her seed production process highlights her dedication to agricultural innovation and community health. “It takes three months to harvest seeds, so I must be patient and committed to nurturing healthy crops,” she said. “I must also be precise in caring for the seeds through harvesting, drying, tapping, and sifting.”

The World Vegetable Center promotes home gardening among women. More than 500 participants actively cultivate and process vegetables into nutrient-dense packs. By growing their own vegetables, these women access nutritious food for their families, generate income from surplus produce, and improve health and well-being within the community.

Mariam Salim’s light bulb moment came during a training session on amaranth grain, where she recognized the potential of producing her own seeds. (Photo: World Vegetable Center)

Everyone is welcome! Building an inclusive and respectful workplace at CIMMYT: our 2030 vision and commitment

CIMMYT’s strategy integrates gender equity and social inclusion into all areas of its research and operations. Organizational values of excellence, integrity, and teamwork guide CIMMYT’s mission of innovation and agrifood systems transformation.

“We believe that access to food is a human right that must be provided to everyone regardless of identity markers,” said CIMMYT’s Director General, Bram Govaerts. “CIMMYT was founded in a time of great need to prevent hunger. Today, we remain tasked with ensuring that nutritious food is available to everyone. Our mission explains our commitment to social inclusion.”

Aligned with CGIAR and CIMMYT’s Framework for Gender, Diversity, and Inclusion (GDI) and the United Nations (UN) Sustainable Development Goals, CIMMYT established a Gender Equity and Social Inclusion (GESI) Steering Committee. This committee tracks progress and champions the implementation of the GESI Action Plan, aiming to close gender and diversity gaps and foster inclusivity in all our activities.

“CIMMYT is a diverse, multicultural space that benefits from varied talents and perspectives. Our collective workforce is dedicated to creating an inclusive environment. It’s rewarding to see the results of our efforts, and I am proud to be part of this journey,” said Director of the Genetic Resources Program, Sarah Hearne.

CIMMYT joins the international community in recognizing June as a month to celebrate diversity and raise awareness on issues impacting communities based on identity. CIMMYT reiterates its commitment to implementing its GESI Action Plan under one main principle:

  • CIMMYT is a non-discriminatory place for all. Our code of conduct does not tolerate treating individuals less favorably because of their sex, racial or ethnic origin, religion or belief, disability, age, or sexual orientation.

Aide Molina, GESI champion and research associate, added, “The GESI initiative is a crucial starting point. While change takes time, starting is key. As an international institution, CIMMYT leads in both technological and social aspects. Declaring itself a ‘non-discrimination zone’ sets a powerful example for other institutions to follow.”

Achieving greater inclusion requires consistency and effort, and 2024 is not different. Our collective commitment includes ensuring that our current policies and initiatives are inclusive and supportive in accordance with local regulations.

“Our leadership team has to be proactive in integrating an inclusion lens into our research and operations and also address the needs of inclusion and equality for all, considering local contexts,” said Govaerts.

CIMMYT has made notable strides in gender parity and inclusion, for example, female hiring rates have increased from 21% in 2020 to 43% in 2023.

“We’ve made significant progress in better serving smallholders and creating a non-discriminatory working culture that promotes innovation,” said Govaerts. “Our transformation must be intersectional. While this is continuous work, we must accept that some populations are still left behind. It’s our job to bring them in. Everyone is welcome; CIMMYT is a non-discriminatory place for all!”

A sense of belonging: fostering gender equality and social inclusion in agricultural research

Efforts to improve gender equality and social inclusion are under the spotlight in many workplaces around the world. At CIMMYT, where values of Excellence, Integrity, and Teamwork guide the organization through its 2030 Strategy, commitment to shaping a more inclusive workplace is changing the face of scientific research.

In alignment with the CGIAR Gender, Diversity and Inclusion (GDI) Action Plan for 2023-2024 to achieve gender parity goals, CIMMYT has implemented multiple initiatives to make improvements across its workstreams and geographical locations.

“This is the start of a journey to harness and empower talent from across CIMMYT’s employee base,” said Director General, Bram Govaerts. “Starting with the actions outlined below, CIMMYT aims to become a leader in promoting gender equality and social inclusion in agricultural research and development.”

Empowering women

At CIMMYT, our commitment to gender equality is reflected in our global workforce. During the first half of 2023, women represented one in every three staff members. Across all roles, the current hiring rate for women is 43% in 2023 compared to 21% in 2020, with a particularly positive trend in regional offices, where the percentage has increased from 24% in 2021 to 43% in 2023. Annual improvements are also visible in the number of internationally recruited female staff, as 46% of these roles are filled by women in 2023, compared to 19% in 2022.

In our headquarters in Mexico, there is no major gender gap above 10%, even at the highest level, and 35-40% of employees are women. 50% of the members of the senior leadership team are women, with a significant number of women from diverse backgrounds forming part of our broader management structure. Progress is also visible in our regional offices. In Kenya and Türkiye, 43% and 40% of team members are women respectively, with both countries reaching the CGIAR target of 40/40/20 parity. For the first time, women represented at least 20% of employees in Bangladesh and Nepal in 2023.

However, we recognize there are still areas where CIMMYT must improve gender parity. While the overall gender balance continues to improve, the proportion of women working at CIMMYT globally rests at 32.5%, which is a statistic that can be increased. Gender gaps exceeding 10% can be observed in India and Nepal, where efforts are bridging gaps and forming environments where talent knows no gender.

Advancing equality by region

The impressive diversity of our workforce is one of our greatest strengths, and CIMMYT always seeks new ways to champion its people. As a global organization with presence in 88 countries, benefits are tailored to each region to target the specific needs of employees in each locality.

  • The creation of a Gratuity and Provident Trust Fund in Bangladesh, fostering gender equality by providing equal opportunities for financial stability and growth.
  • Standardized benefits in India, such as a uniform transport allowance and upgraded housing allowance that ensures fair financial benefits for all employees regardless of job grade.
  • Enhanced food coupons and savings funds for employees in Mexico, as well as an after-school program for the children of colleagues working at the headquarters.
  • Responding to economic challenges in Pakistan with a 20% general salary increase, a bonus of US $400, and the introduction of a gender-neutral transport allowance.
  • An increased allowance for children’s education in Zimbabwe.

In addition, Flexible Work Arrangements (FWA), parental leave, disability access improvements, and translation services showcase CIMMYT’s dedication to equality and inclusion.

Fulfilling careers for all

Investing in our people means ensuring that learning opportunities are equally accessible to all, empowering employees to reach their maximum capabilities. “We actively work to foster a culture and environment where all staff feel confident sharing their perspectives, their contributions are highly valued, and they see a path for growth within the organization,” said Deputy Director of Human Resources, Jean-Flavien Le Besque.

In 2023, 1,189 staff members participated in 431 training courses, with the number of participants increasing by nearly 23% in the same year. Additional e-learning opportunities available in both English and Spanish provide opportunities for professional development in health and safety, communications, personal efficiency, and critical thinking, all which aid staff with the development of valuable skills. These online courses supplement regular training on teamwork, hostile environment awareness, and diversity, equity, and inclusion.

The CIMMYT Academy also plays a significant role in training staff to be future leaders. In 2022, 52 students enrolled into the Academy; 52% of these students are women, underscoring CIMMYT’s commitment to developing everyone’s talent. Staff can also access a Tuition Grant scheme to pursue a higher-level degree.

Next steps

While these initiatives have strengthened gender equality and social inclusion at CIMMYT, further efforts are required to achieve true equity in all corners of the organization. These projects so far are just a glimpse into ongoing work to achieve the CGIAR GDI aims and will be built upon using employee feedback and specialist expertise.

“These successes are just the start of our pledge to ensure CIMMYT is inclusive and safe for all,” said Associate Scientist and Cropping Systems Agronomist, Mazvita Chiduwa. “We want to be an organization that is renowned not just for scientific excellence, but also for the way we champion all groups to reach the best of their ability, thrive in the workplace, and enjoy a positive work-life balance.”