Content with Safeguard B B2.4 .

B2.4.1. Policies, laws and regulations on gender equality

Gender equality is recognised in the Constitution^[1] as well as in the Law on Gender Equality (2006)^[2] and in a range of other policies, laws and regulations. Gender equality is expected to be addressed and respected throughout the implementation of the National REDD+ Programme^[3] and Provincial REDD+ Action Plans.

The Law on Gender Equality (2006) outlines the overall goals, principles, policy and measures to promote gender equality and eliminate discrimination on the grounds of gender^[3]. State agencies, political organisations, and social and professional organisations are expected to strive to meet these goals, to educate their members and to take additional measures, including the establishment of social welfare establishments and support services^[4].

In order to achieve the goals laid out in the Gender Equality Law, the National Strategy on Gender Equality (2011-2030)^[5] includes more specific objectives and targets for enhancing gender equality in Viet Nam including:

Number of women holding key leadership positions in 60% of all state management agencies and local administrations at all levels by 2025, and 75% by 2030;
Number of paid women employees will increase to 50% by 2025 and 60% by 2030;
Percentage of women working in the agricultural sector amongst all employed women will decline to below 30% by 2025 and will be less than 25% by 2030.

The Land Law (2013) also states that land use rights and property such as houses and other land-attached assets are the joint property of husband and wife and the full names of both husband and wife must be recorded in the certificate of land use rights and ownership unless otherwise agreed^[6].

According to the Law on Promulgation of Normative Legal Documents (2015), gender equality issues must be integrated into legal documents and considered during impact assessments^[7^]. Decree 48/2009/ND-CP providing for measures to assure gender equality, requires gender equality issues to be included in the elaboration of legal documents and details further measures to promote gender equality, including information and education, elaboration of new legislation and identifies budgetary sources to fund these activities^[8].

The Ministry of Labour, Invalids and Social Affairs is the State Management Agency for the Law on Gender Equality (2006) and the National Strategy on Gender Equality (2011-2020).

[1] The Constitution of Viet Nam (2013), Article 26

[2] The Law on Gender Equality (2006), Article 6

[3] NRAP 2017

[3] The Law on Gender Equality (2006), Articles 4, 6, 7 & 19

[4] The Law on Gender Equality (2006), Article 31

[5] National Strategy for Gender Equality 2021-2030 available at https://english.luatvietnam.vn/resolution-no-28-nq-cp-dated-march-03-2021-of-the-government-on-promulgation-of-the-national-strategy-on-gender-equality-in-the-period-of-2021-203-199301-doc1.html.

[6] The Land Law (2013).

[7] The Law on Promulgation of Normative Legal Documents (2015), Articles 5, 35, 69 & 87.

[8] Decree No. 48/2009/ND-CP providing for measures to assure gender equality details further measures to promote gender equality, Article 1 and Articles 4-14.

B2.4.2. National REDD+ Programme benefits, risks and measures related to gender equality

Principle 1.4 of Viet Nam's National REDD+ Programme (NRAP, 2017)^[1] states that the REDD+ activities should address the drivers of deforestation and forest degradation, as well as forest governance issues, gender considerations and REDD+ safeguards, ensuring the full and effective participation of relevant stakeholders, including women. National guidelines^[2] on the development of Provincial REDD+ Action Plans also ask provincial planners to evaluate the potential social and environmental benefits and risks in implementing identified REDD+ activities, including impacts on vulnerable groups such as women, children, the elderly, the poor, and ethnic minorities.

The 2017 assessment of potential benefits and risks arising from the implementation of National REDD+ Programme^[1] policies and measures includes a range of benefits and risks related to gender. In particular, consideration should be given to ensuring equitable participation of women in land use planning processes and environmental impact assessments, and in benefit sharing.

A number of measures to reduce risks and enhance benefits related to gender equality have been identified through REDD+ planning processes at the national and subnational levels. The 2017 assessment suggested the following measures to contribute to gender equality:

Decision support tools for integrated land use planning and consultation processes for strategic environmental assessment/environmental impact assessment should integrate social parameters to avoid or mitigate access and use restrictions and loss of productive assets and livelihoods. Special attention should be given to the inclusion of the poorest communities, ethnics minorities and gender issues into these processes;
Clear guidelines should be developed and implemented for interventions related to collaborative forest management, non-timber forest product businesses and livelihoods, including for example: social impact screening and surveys; free, prior and informed consultation and gender-sensitive methods; and beneficiary selection and participation guidelines to ensure selection of poor households, women, and other stakeholder groups.

An example at the subnational level is the Gender Action Plan of the Emission Reductions Program covering six provinces in Viet Nam's North-Central Region, which forms part of its Environmental and Social Management Framework. The objective of the Gender Action Plan is to promote women’s participation in the program, share in the benefits, and maximise gender equality, and it includes gender specific indicators to monitor outcomes and impacts^[3].

[1] NRAP 2017, Decision No 419/QD-TTg dated 5/4/2017.

[2] Annex 2: Steps for PRAP Development, MARD Decision No. 5414/2015/QD-BNN-TCLN.

[3] Forest Carbon Partnership Facility (FCPF) Carbon Fund. Emission Reductions Program Document (ER-PD). Date of Submission: 5 January 2018

B2.4.3. Outcomes for gender equality linked to REDD+

Gender in the agriculture, forestry and rural development sector nationally

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Forest protection contracts issues to female-headed households

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Participation in REDD+ design by gender o Participation in REDD+ implementation by gender

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Participation in REDD+ implementation by gender

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B2.4.4. Outcomes for gender in the agriculture, forestry and rural development sector nationally

The following information relates to trends in the gender equality nationally across some relevant aspects of the agriculture, forestry and rural development sector. These figures provide some insight into progress in the implementation of Viet Nam’s policies, laws and regulations on promoting gender equality.

Gender development index in provinces

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Number of employees in the agriculture, forestry and fisheries sector, 2016, 2020 and 2021

Year	Total employees	Male	Female
2016 ^[1]	223,151,000	110,686,000	112,466,000
2020^[^2]	177, 246 000	90,739,000	86,507,000
2021 ^[^2]	142,623,000	77,104,000	65,519,000

[1] General Statistics Office of Viet Nam. 2018. Gender Statistics in Viet Nam 2016. https://www.gso.gov.vn/default_en.aspx?tabid=515&idmid=5&ItemID=18903

[2] General Statistics Office of Viet Nam. 2021 Gender Statistics in Vietnam report 2021 https://www.gso.gov.vn/wp-content/uploads/2023/04/Thong-tin-gioi-VN-2021_final.pdf

Average monthly earnings per employee in the agriculture, forestry and fisheries sector, 2010, 2016 and 2021

Year	Average	Male	Female	Female earnings as % of male
2010 ^[1]	1,826	1,996	1,539	77.1%
2016 ^[1]	3,316	3,692	2,580	69.9%
2021 ^[^2]	4,701	5,288	3,643	68.9%