Assessing, Promoting and Meeting Sanitation Demands
Component C3 addresses assessing, raising and meeting urban people’s demands for various forms of improved sanitation, solid waste management and waste water disposal/storm water drainage.
Broad approaches are:
Consumers in central areas are encouraged to connect to and pay for centrally (city) planned, built and managed services (sewerage, solid waste services and drainage) which are gradually expanded to unserved city sections;
The city assists consumers in outlying and/or poor communities to plan, build, operate, maintain and manage communal solutions for excreta disposal, wastewater disposal, drainage and/or solid waste management.
The ISSDP approach includes special provisions for making centrally managed services more accessible for poor households and for giving local leaders and women and men a say in the local planning.
Local Capacity Building and Strategy Development
Gender in Programme Management
Although the project has no gender equality policy, the concept is well understood and informally practised. In employing consultants and staff, attention is paid to obtaining a good balance of male and female staff. A limitation for consultants is that s/he is minimally available for one month per trip. National staff is not hired part-time. This had initially a negative effect for both men and women staff, many of whom had to continue part-time teaching jobs. The current staffs do not have such obligations. An overview of the current staff composition is given in Table 2.
The table shows that for foreign as well as Indonesian staff, there are far fewer professional women than men. Among the foreign staff and consultants, the ratio is 14:3, for the Indonesian professional staff this is almost identical with 13: 3. Only for the secretarial and other support staff the ratio is 3:4. The highest levels of Indonesian staff are the co-manager (male) and the assistant-manager (female). One of the six city facilitators is also female. Not included in the table are Indonesian short term consultants.
Besides the need to be available for at least four weeks, a limiting factor in getting female national consultants for community aspects including gender and poverty is the lack of professionals in community development who have expertise in sanitation, hygiene and gender. For recruiting sector professionals who include gender expertise in their baggage, ISSDP does not yet use national or international networks such as the Gender and Water Alliance or Siyanda or the alumni of post-graduate gender and water/ health education of e.g. Wageningen University, the Royal Tropical Institute and the London School of Hygiene and Tropical Medicine. Gender and Development networks in Indonesia are Forum Komunikasi Wanita & Ekonomi, Koalisi Perempuan Indonesia and Aliansi Merah Putih, but none are specific for gender in water and environment related development.
Labour conditions are equal for women and men. One female staff member, who indicated that she does not feel comfortable travelling to the field alone, travels with a male colleague. National staff of both sexes get some opportunities for work-related training, e.g. in the courses on facilitation (in communities) and moderation (in workshops, etc.) from WASPOLA. This includes members of the secretarial staff, but there is no systematic policy. Staff who study in their spare time make individual arrangements to attend lectures and do exams. Career development and change opportunities depend on the Indonesian employers from whom staff are hired, e.g. MLD. Male and female staff can both spend work time at home when this is more efficient, e.g. for report writing, or needed, e.g. when children fall ill in the expectation that this will not reflect negatively on their work performance.
Table 2. Male and female staff and consultants in IDSSP by July 2007