KAMPALA,UGANDA – The World Bank, in partnership with the Ministry of Finance, Planning, and Economic Development, has conducted an Inclusion and Non-Discrimination (IND) training for technical officers from the Public Investment Management PLUS (PIM PLUS) project implementation units.
The training seeks to strengthen inclusiveness and guard against discrimination across development projects under the PIM PLUS operation.
PIM PLUS is a flagship reform under the Public Finance Management Reform Strategy. It focuses on transforming Uganda’s public investment landscape by strengthening public investment and asset management. The project is currently supporting the implementation of NDP IV and the Tenfold Growth Strategy through improved project preparation, budgeting, execution, and asset maintenance.
As a public service delivery-focused operation, PIM PLUS is required to uphold Inclusion and Non-Discrimination standards enshrined in international human rights treaties to which Uganda is a signatory.
The training emphasized the need to prevent marginalization and uphold human dignity across all projects.
“Inclusion is not merely a policy requirement by the World Bank, but it is a fundamental human rights principle in all operations. All projects must be inclusive. Every individual, regardless of gender, age, disability, ethnicity, religion, or socio-economic status, deserves equal opportunity and dignity in the share of project outcomes, goals, and objectives,” said Gertrude Basiima, Acting Assistant Commissioner, Projects Analysis and Public Investment Department at the Ministry of Finance.
Basiima added that inclusion and non-discrimination are central to effective service delivery and sustainable development. She said all PIM PLUS implementing partners must create safe and respectful environments where vulnerable groups are recognized and diversity is valued.
The World Bank training team urged participants to disseminate inclusion and non-discrimination information to all stakeholders, including frontline staff and contractors.
Participants were also advised to regularly review and improve project-level Grievance Redress Mechanisms, and to ensure that Grievance Redress Committees remain active and responsive. The team further reminded officers to include inclusion and non-discrimination clauses and language in all project communications, such as contracts and Terms of Reference.
