Local communities are actively contributing to habitat conservation through initiatives like preserving rice straws and providing water to rice paddies in winter, facilitated by Payment of Ecosystem Service (PES) contracts. Engaging in 'ecotourism programs, including crane birdwatching activities, and hosting 'Crane Seminars,' they create added value for their efforts. Furthermore, farmers in the Cheorwon area have taken an innovative approach by producing 'Cheorwon Odae Rice' and promoting their product brand using the image of the crane.

'The Cheorwon Crane Land,' serving as a conservation asset under the stewardship of the National Nature Trust is situated in Yangji-ri, which boasts a fertile plain and is adjacent to Togyo Reservoir and the Hantangang River, resulting in abundant water resources. This geographical advantage makes it a haven for various migratory birds that flock to the area every winter, typically from mid-October to March. Embracing its rich ecological setting, Yangji-ri has actively pursued becoming a full-fledged eco-village. This commitment has earned notable recognitions, including being selected as an eco-friendly excellent village in 2000, becoming a project operator of the New Rural Construction.

Cheorwon, situated in the vicinity of the Demilitarized Zone (DMZ), stands as a crucial wintering ground for cranes, an endangered species. Due to restricted development and civilian access since the Armistice Agreement in 1953, the area has become vital for the survival of these birds. The Cheorwon Plain, with its expansive farmlands and reservoirs, along with the wetlands of the DMZ, serves as essential feeding and resting grounds for crane species.

A positive trend has been observed in crane populations, with 372 red-crowned cranes and 474 white-napped cranes in the Cheorwon Plain in January 1999 (Kim Sang-won, et al. 2020). This upward trajectory has continued, reaching 833 red-crowned cranes and 2,766 white-napped cranes in January 2017. The commitment of local farmers, particularly since 2004, in preserving rice straws and providing water to rice paddies under the Biodiversity Management Agreement Project has played a significant role in this success.

This trust initiative aligns with the Global Trust's mission to safeguard private land in the DMZ (South) and the Civilian Control Zone, preserving it as public property and a 'common heritage of mankind' in the face of development pressures.

The community initiative has been designed in a participatory manner, together with representatives from the selected community. Activities included reflective sessions on gender, social roles and work, and local economic opportunities. The format of the sessions was held in a participatory methodology based on MUVA principles.

Interviews with participants after the training sessions revealed that they were perceived as very helpful in promoting a better understanding of gender inclusion. Participants learned different things from what they had in mind and realized that there is not much difference between men and women and that they have the same rights. Responses indicated a transformation in the perceptions of the participants, who have come to recognize and value equal opportunities in business and the breaking down of gender stereotypes associated with commercial activities. These changes indicate a move towards a more inclusive and equitable vision of professions and types of business for men and women.

Based on the leadership and Change Makers Group training, participatory action plans were developed. These plans were translated into changes in institutional practices and policies in the following areas: personal and professional development; health and well-being; maternity and paternity; and inclusive leadership. The action plans were collaboratively crafted by the teams and subsequently approved by leadership. This process led to the establishment of working groups comprising diverse members from the company, each responsible for developing the specific details of their assigned actions. 

Key results from the action plans within Aquapesca include: changes in the communication of vacancies and recruitment process to encourage the inclusion of women in different work positions; the dissemination of maternity and paternity policies for staff awareness; the improvement of staff equipment for health and safety; new multi-sectorial working groups for more inclusivity in decision making; the creation of a physical mural for inclusive communication about companies key information and opportunities; and the implementation of new activities in the community for better relationship, support and communication.

The Change Makers Group at the business partner Aquapesca was formed by seven individuals from different departments. The identification of key individuals for this group was made possible through collaboration between MUVA and Aquapesca's leadership. The rapid assessment of the organizational culture of Aquapesca enabled the team to map those potential champions to participate in the Change Makers Groups. The selected team members were then listed for the approach.

Training and capacity building for the change makers group took place intending to equip the Aquapesca team with the MUVA facilitation methodology, which is grounded in participatory popular education techniques. The training program with the Change Makers Group at Aquapesca had specific objectives designed to empower the group and equip them with necessary skills and knowledge, including a significant component on the gender perspective. This involved a comprehensive review of the concept of gender and an examination of societal norms that shape gender roles and expectations. By understanding these dynamics, participants were better equipped to address gender-related issues in their training and community engagement efforts. 

A rapid assessment enabled us to intricately outline the methodological workflow for our collaboration with the company Aquapesca. This workflow began with the formation of the Change Makers Group, working in close tandem with the MUVA team to grasp the methodologies necessary for ensuring the sustainability of our approach within the organization. The Change Makers Group was entrusted with the responsibility of spearheading processes within the organization, ultimately becoming champions of inclusion and gender equality, working in conjunction with colleagues and leadership. Following the group's inception, leadership training was conducted to create awareness and generate initial ideas regarding the areas of focus for action plans with new practices and policies for the company. Subsequently, the Change Makers Group was trained, building capacity for them to facilitate the approval of these plans and mobilize working groups dedicated to each area of work. 

Community Fisheries management is complex and each CFi committee needs to convene and record meetings, hold elections, and be financially transparent and accountable. The committee also needs the skills to work with local authorities and understand the legal framework within which they operate. We provide these skills by delivering training modules in meeting procedure, committee management, Fisheries Law, gender in NRM, environmental protection, proposal and report writing, and budget management.

Co-creating a community assets and natural resources map sets the scene for community capacity building. A community resource map depicts both natural features (e.g. streams, ponds, paddy fields etc.) and physical infrastructure. Through resource mapping we learn how villagers manage, conserve, and use their natural resources. At least 10 knowledgeable community members should develop the community resource map, including CFi management committee and CFi members, women, elders, and local authorities. With the facilitation of the project team, a knowledgeable community member drafts the map. Before being depicted the location of important features should be discussed and confirmed by other participants. The map should also depict any formal zones (e.g. community fishing areas or community fish conservation areas) or discuss potential areas for zonation.

A group discussion follows the completion of the map to determine people’s reliance on and interaction with their natural resources, as well as major management and conservation challenges. This allows us find areas for improvement in community development, natural resources management and conservation.

The purpose of this block is to propose financial mechanisms to sustain ghost fishing gear surveillance and improve fishers' compliance with the management agreement. This is an economic analysis that helps to build a shared view of how the problem could be managed, how much that would cost in a certain period, and which funding options are available to the community, including potential income generation from the upcycling of ghost fishing gear and other marine debris.

The purpose of this building block is to identify the impacts of ghost fishing both on the ecosystems and the people.

Rapid ecological assessments are used to establish a baseline of the impacts observed in two ecosystems: mangroves and rocky reefs, identified as key conservation priorities in the management plan of the regional protected area.

The social-ecological aspects of the problem require more time for data collection. Surveys of perception, in-depth interviews, and workshops are used to obtain information from the fishing and diving community about how the problem is happening in the area and its social and economic implications. The goal is to gain a deep understanding of the situations that lead to fishing gear abandonment, loss, or discard.