David WoffordVice President, Public-Private Partnerships

HIM is an approach to men’s (and women’s) empowerment for improved health (including family planning).

For businesses, it is also:

A program using gender to improve the effectiveness of existing or planned workplace health activities.

A public-private partnership that leverages resources for key public health issues.

In brief:Training peer educators in “gender” knowledge and skills to influence their peers to help reflect on negative social norms and adopt healthy behaviorsIncreasing gender sensitivity of health staff and linking company health education to health servicesTaking a holistic approach to health – integrating of HIV, family planning etc.

HIM takes the best of: Proven “community-based” gender

programs – Project H, Raising Voices, and Men as Partners AND

Integrates expertise in reproductive health/family planning and Meridian’s workplace program experience

TO address the needs of companies & workplaces and communities.

1. Designed to be adaptable to specific company needs and resources

2. HIM fits into company systems – training trainers, using existing staff, capacity building etc.

3. Takes a business-case approach4. Addresses gender without the jargon5. Gender+ = Incorporates best practices in

many areas (FP, M&E, workplace design, supportive supervision)

Many good health education programs fail to address the effect of cultural beliefs on men’s behavior

Companies are not getting as much out their investments in workers’ health because of this failure

Company peer educators lack the tools and knowledge to addressing men’s cultural beliefs and behaviors

Core Curriculum blending:◦ Gender skills/knowledge◦ Health knowledge (RH/FP/HIV/Child health)◦ Participatory outreach skills

Linkages/improvements to health services Other critical elements

◦ Capacity building:Strong supervision – focused on mentoring,

supportOngoing skills development for PEsCompany management ability to

maintain/expand program on its own

Data collection & analysis – by and for PHEs

M&E: “feedback loops” among PEs, Health Providers and the community

0

5

10

15

20

25

30

35

40

45

JAN FEB MAR APR

# of condoms

# of educationalsessions

# of referrals

# of family planningdiscussions

Piloted at Unilever Tea Tanzania (2008) and replicated at Unilever Tea Kenya (2010

Piloted in French in Guinea at Soguipah (Palm oil company) (2001)

Incorporated into multiple company peer education programs in Kenya through partnership with GBC Health, including◦ Rongai Workshop & Transport (260 employee

trucking company)◦ Several coffee associations

ESD found changes in:

Productivity of peer educators

Use of health services Individual behavior Family Relations The workplace

What has been the results of HIM?

“I always thought I was right. I treated her as a worker rather than a spouse. I have changed my behaviors towards my wife. I have began consulting her in family matters, sharing domestic responsibilities.”

Unlever Peer Educator

“We want to eliminate that some of the jobs are to be done by women; some of the jobs to be done by men. We want to share” Unilever Manager

“If such kinds of things were seen 10 years ago… They would think that the wife went to the doctor to get Limbwata – the medicine that makes a woman totally control a man… But now things have changed. A baby could be crying and the wife is cooking. A man nowadays can choose either of the two tasks to help -- the cooking or help with the baby…”Unilver Tea Plucker

David Wofford d.wofford@meridian-group.com 202-997-1516