| Organization's name: | Environment and Rural Development Foundation |
| Organization's acronym: | ERuDeF |
| Former Name(s): | // |
| Headquarters address | |
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| Address: |
Civil Society Building, Co-Cathedral Road, Buea, South West Region of Cameroon Buea Cameroon |
| Phone: | (+237)674-796-946 |
| Fax: | N/A |
| Email: | administration@erudef.org |
| Web site: | www.erudef.org |
| Organization type: | Non-governmental organization |
| Languages: |
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| Areas of expertise & Fields of activity: |
Gender Issues and Advancement of Women:
Sustainable Development:
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| Geographic scope: |
National
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| Country of activity: |
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| Millennium Development Goals: |
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| Mission statement: | |
| Year established (YYYY): | 1999 |
| Year of registration (YYYY): | 1999 |
| Organizational structure: | Structure of ERuDeF in annotated form 1.0. Board of Trustees, these members play mainly advisory rule for the the organization. 2.0. UK Board 3.0. Executive Office: The office of the president /CEO has a Secretariat made up of (the Chief of Staff, Policy and Legal Affairs, and Professional Development office). Directly under the office of the president/CEO are the seven undermentioned offices headed by vice presidents. 3.1. Office of the Senior Vice President in charge of Operations & Programs. This office has the tasks to create and institute an organizational culture, ensuring that total quality is reached across the organization, creating and managing the ERuDeF online map using the Web-GIS platform. 3.2. Office of Vice President in charge of Training & Education, This office has the duty to develop and grow leading providers in Africa in terms of research and science-based training characterized by innovation and leadership. 3.3. Office of Vice President in charge of Finance & Internal Control, Develop a financial management system for the organization, and ensure the development and implementation of an Audit and Internal Control Policy and the validation and implementation of the organizational annual operational budget. 3.4. Office of Vice President in charge of Women, Gender & Humanitarian Services, It supports Women & Gender and Humanitarian programs in Cameroon. CAWI is one of the leading women’s organizations in Cameroon engaged in sustainable development with a particular focus on women and gender & humanitarian issues. 3.5. Office of Vice President in charge of Science, Research & Technical Services, Lead the scientific division of the organisation into one of the top science-based organisation in Africa. 3.6. Office of Vice President in charge of Strategy, Partnerships & Sustainability has the duty of leading the organization’s efforts to raise reserves to support the global efforts of the organization 4.0. Office of the Executive Director has 06 departments under its control as seen below: 4.1. The Department of Finance has four programs namely: Budget Unit, Policy Development Unit, Accounting Unit, and Audit Unit. The department seeks to optimise performance through maximum effectiveness, efficiency, and productivity in the management of fluidity and liquidity. 4.2. The Department of Forestry has four programs namely Community forestry, Forest governance, Conservation of threatened trees, Carbon forestry (REDD+) & the restoration of degraded landscapes. Its mission is to contribute toward biodiversity conservation through the sustainable management of forest resources. 4.3. The Department of Conservation has three programs namely, the Biodiversity Research program, Education for Sustainable Development, and Protected Area Creation and Management. Its mission is to promote the long-term conservation of threatened biodiversity in Africa. 4.4. The Department of Agriculture has four programs namely, food security and economic resilience, genetic resource development, agro-biodiversity development, & agricultural landscape rehabilitation programme. Its mission is to improve food security and incomes of poor resource farmers through the restoration of degraded agricultural landscapes in Cameroon. 4.5. The Department of Administration. It seeks to ensure the effective and efficient use of human and financial resources in the conservation of threatened fauna and flora in Cameroon and Africa. This department is classified into four divisions namely: Human Resources Division, Infrastructure Division, Technical Services Division, Administrative Division, and the Division of Ethics & Culture. 4.6. Office of Programmes: The Management Team manages the Events Management Division, Monitoring & Evaluation Division, Total Quality Management Division, and the Seeds Development Division. Planning, Reporting, and Strategy are all coordinated in this department. |
| Number and type of members: | TYPE OF MEMBERS/EMPLOYEES IN ERuDeF Type Male Female Total Board of Trustee Members 16 04 20 Employees 17 20 37 Full Time 15 17 32 Part-Time 02 03 05 Interns 02 03 05 |
| Affiliation with NGO networks: | Alliance for Great Apes Conservation in Central Africa (A-GSAC), South West Civil Society Organization Network (SWECSON), Consortium for conservation of Cross River Gorillas & Nigeria-Cameroon chimpanzees, African Mountain Research Institute. Al |
| Funding structure: |
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| Funding structure other: | // |
| Major group affiliation: |
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| Affiliation with other organizations: | Alliance for Great Apes Conservation in Central Africa (A-GSAC), South West Civil Society Organization Network (SWECSON), Consortium for conservation of Cross River Gorillas & Nigeria-Cameroon chimpanzees, African Mountain Research Institute. Alliance for the Restoration of Lake Chad |
| Publications: | ERuDeF’s Publications in 02 years Article title 1: Soil Fertility Management Practices by Smallholder Farmers in the Bamboutos Mountain Ecosystem Accepted April 26, 2021 Abstract: Low soil fertility is one of the major constraints faced by smallholder farmers in the Bamboutos Mountain ecosystem. A survey of 261 randomly selected smallholder farmers was conducted using a standard questionnaire to identify the major cropping systems used by smallholder farmers, the practices that smallholder farmers use to maintain or improve soil fertility, the types of manure or fertilizer used as well as the major crops grown in the area. An interview schedule was used to collect data and the descriptive statistics used for data analysis. Findings indicated the farmers practiced, inter cropping, crop rotation and agroforestry with intercropping being the most practiced cropping system. The farmers use both organic manures and inorganic fertilizers for crop production with the major organic manure being fowl dropping and the major inorganic fertilizer being N-P-K 20-10-10. To increase soil fertility, 73% of the farmers allow for fallow periods and the dominant vegetation during the fallow were: grasses, grasses + Tithonia and Grasses + shrubs. The major crops planted both organically and with inorganic fertilizers were Potato, cabbage, carrot, maize, beans, leeks, and celery. Article title 2: Production Diversity and Constraints in Smallholder Farms in the Bamboutos Mountain Accepted 4th April 2021 ABSTRACT: Smallholder farmer agricultural productivity in developing countries is more often diverse and limited by diverse constraints. For optimal agricultural production and income crops for diversification must be carefully selected and the constraints properly addressed. The objective of this study was to establish a list of the major crops planted in the Bamboutos mountain landscape and the constraints faced by the smallholder farmers. During a survey, 261 household heads responded were randomly selected and the questions were administered to them. A majority of the household heads were men and were literate and most of them were younger than 55 years. Crop and livestock production was the main income-generating activities of the respondents. Most of the farmers` land sizes were less than 5a and land ownership was through inheritance, purchase, or rent. The smallholder farmers in the study area planted a variety of both annual and perennial crops. These crops were sold, consumed, or had ornamental/cultural values. The farmers faced a number of problems in animal and crop production with the most cited constraints being lack of inputs, lack of capital, bad roads, and climate change. The results of this study suggest that crop diversification should be encouraged within the study area, and policy and stakeholder intervention should concentrate on solving the cited constraints for sustainable food production and conservation of biodiversity. Article title 3: Assessment of livelihood activities for conservation management in the Deng Deng National Park-Belabo Council Forest Conservation Corridor, East Region of Cameroon Accepted on 01 March 2022 Article title 4: Analysis of Small Scale Farmers’ Households Food Security in the Mount Bamboutos Ecosystem Accepted April 09, 2021 Article title 5: Agroforestry practices and food security in the mount Bamboutos landscape, Western Highlands of Cameroon Accepted on 22 July 2021 Article title 6: Agricultural expansion and land use land cover changes in the Mount Bamboutos landscape, Western Cameroon: implications for local land use planning and sustainable development Accepted on 30 Nov 2021 Article title 7: Floristic Composition, Diversity, And Structure Of Two Proposed Community Forests In The Deng Deng National Park-Belabo Council Forest Conservation Corridor, East Region Of Cameroon Accepted in 2021 |
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Statements or documents submitted Commission on Sustainable Development: |
Below is the link that will take you the page of ERuDeF's Impact Report. These magazines are produced each year and they report on ERuDeF's activities especially on sustainable development in their areas of intervention on all of their landscapes. https://erudef.org/impact-reports/ |
| Affiliation with other organizations: | Alliance for Great Apes Conservation in Central Africa (A-GSAC), South West Civil Society Organization Network (SWECSON), Consortium for conservation of Cross River Gorillas & Nigeria-Cameroon chimpanzees, African Mountain Research Institute. Alliance for the Restoration of Lake Chad |
| Publications: | No publication produced as yet. But a lot is being done to ensure a couple of publications in the area of women's advancement are produced. |
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Statements or documents submitted to the Commission on the Status of Women: |
No document has yet been produced formally on the exact status of women. But materials are still being harnessed for the production of an in-depth documentary on the subject. |
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Statements or documents submitted to the Committee on the Elimination of All Forms of Discrimination against Women: |
EQUAL EMPLOYMENT OPPORTUNITIES We build our Equal Employment Opportunities (EEO) on practices that treat everyone equally while preserving the rights of the marginalized. We maintain a work environment in which employees are treated with dignity and respect. We provide the same opportunities for hiring, training, evaluating and benefit sharing to all without discrimination consciously or unconsciously. This applies to whether you are a man or woman. Purpose This policy reflects our commitment to ensuring equality and promoting diversity in workplace. It also aids the organization have a healthy and productive work environment. It helps the organization requirement for all employees to interact in a professional manner and contribute to a work environment that reflects the spirit of equal employment free from harassment and discrimination. Equal opportunity is for all but mostly the underrepresented groups and those discriminated upon. It does not mean employment is guaranteed but they will be fairly treated like the others. Scope This policy applies to employees, partners, funders, beneficiaries, stakeholders and even visitors. Our EEO is designed in such a manner that all our applicants and employees are treated similarly without regards to their age, sex, gender, colour, tribe, sexual orientation, gender identity, religion, medical history or marital status. Actions To promote this, we make sure every staff understands the policy and applies it accordingly. As part of our EEO document we ensure that; - Religious holidays are observed - Discrimination as a result of your sex is banned - Support health and wellbeing of breastfeeding mothers providing them time to breastfeed - Hiring is based on job criteria - Employment discrimination on the basis of sexual orientation and gender identity is prohibited. - No form of discrimination is tolerated in ERuDeF even discrimination against lesbians, gay men and transgender or whatever people chose to be - Employees are well trained on communication - Develop and maintain a workplace that values and supports diversity Discipline Managers and senior staff are responsible for ensuring that the principles are implemented across work units. Anyone who discriminates is called to disciplinary actions depending on the gravity of the act. ERuDeF is an equal opportunity employer regardless to sex, gender and geography. Louis Nkembi Eric Akemda President/CEO of ERuDeF Chairman Board of Trustees +237674796946 ERuDeF |
| Major group affiliation: | Indigenous People |
| Affiliation with other organizations: | Alliance for Great Apes Conservation in Central Africa (A-GSAC), South West Civil Society Organization Network (SWECSON), Consortium for conservation of Cross River Gorillas & Nigeria-Cameroon chimpanzees, African Mountain Research Institute. Alliance for the Restoration of Lake Chad |
| Affiliation with UN bodies: | Not as yet. |
| Publications: | Publication on the topic, FORESTRY per se has not been produced. But much is said about forest sustainability and management has been written in the annual impact magazines of the organization. And this magazine is however read within the confines of Cameroon for now. As soon as there shall be enough funds, we shall be able in making available copies to some potential and willing readers of the document. |
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Statements or documents submitted to the United Nations Forum on Forests (UNFF): |
Statement or journal not produced as yet. |