WOMEN IN MANAGEMENT SEMINAR 30 August 2012, PMB Makhosazana Nxumalo

CGE powers and functions Monitor public and private organs of society to ensure that gender equality is respected and promoted Assess all legislation from a gender perspective Conduct research and make recommendations to Parliament Educate and inform the public on gender equality Investigate complaints on gender-related issues upon receipt of complaint or of own accord Monitor South Africa’s compliance with international obligations and commitments Liaise and interact with institutions and civil society to promote gender equality

Gender Concerns Employers, including public sector do not have child care facilities; Where sexual harassment policies exist, they only refer to internal staff Policies, plans and budgets are gender blind Study conducted by GETNET in 2008 revealed that: –70% 0f legislatures did not have gender policies. –Those that had, policies were not detailed enough to give guidance;

Gender Concerns Though Women’s representation in senior management is increasing, it is just a numbers game – not much authority and support No Internal policies that promote and support women in the workplace – and organisational culture, attitudes and mindset BEE and the extent to which women-headed businesses benefit Procurement policies and the extent to which women-headed businesses benefit

Gender Concerns Gender discriminating practices continue to happen, affecting not just women but children and the elderly as well. –E.g. sex for jobs, ukuthwala, virginity inspection, etc. Some of these practice happen with the support of statutory bodies including government departments;

What is gender mainstreaming? Refers to a process of an integrated approach towards the goal of gender equality Process of assessing and addressing the implications for men and women of any planned policy action – strategy, legislation, policies or programmes – answers the question “Who gets what?” Objective is to ensure women’s and men’s concerns and experiences are integrated in the design, implementation, monitoring and evaluation of policy and programmes Ultimate goal is to achieve gender equality (access and status) and equity (fairness and justice)

What is gender mainstreaming? Gender mainstreaming is a broad social issue, not a woman’s issue. Not about special projects, programmes or policies for women (these are women’s empowerment programmes). Gender equality goals should influence mainstream economic and social policies that deliver major resources – this should go to the heart of policy-making. Growth cannot be pursued in the absence of equity. Gender mainstreaming is a collective responsibility of a diverse range of actors – not a single ministry or desk – gender is a cross-cutting responsibility

What is gender mainstreaming? Refers to the necessity to create and sustain gender aware and sensitive societal and organizational structures and will therefore direct the mainstream approach towards societies and communities as a whole. It will demand that all groups and citizens of any society both women and men, boys and girls, are a visible part of, and actively participate in the mainstream.

What enables gender mainstreaming? Beijing Platform of Action requires governments to put gender mainstreaming mechanisms in place Political commitment at national, provincial and local levels – MPs, political leaders, administrative heads, professional and auxiliary staff Enabling gender legislation – Constitution, equity legislation, Gender machinery – Parliament (QLSW, JMC); Executive (OSW and GFPs, Cabinet joint committee); Statutory bodies (CGE); civil society and women’s movements

Challenges for gender mainstreaming? Gender mainstreaming is not seen as a priority; Negative attitudes towards gender equity and equality Practical needs of women such as those relating to family responsibilities are often overlooked; Policies are implemented without recognizing the differentiated needs of men and women including issues pertaining to recruitment and training; Limited support due to limited understanding of the concept and how to translate it from policy to action.

Addressing some of these challenges Conducting gender audits of policy and analysis to determine gaps and how policies impact differently on men and women and examine their roles, needs, priorities, and experiences (internally and externally); Gender analysis will also for gender disaggregated data; Allocate budgets for gender training and M&E. Include gender development as a KPA in the performance contracts of senior managers.