PROMOTING GENDER EQUALITY

GAD (Gender and development) In the 80ths, Distinguishes biological differences (that are universal) from the social differences (that are variables) between women and men Attention is given to the social processes and institutions that result in inequalities between women and men to the disadvantage of women C.156 (workers with family responsabilities, 1981 ).

GENDER Social differences between men and women that are: learned, changeable over time, have wide variations with and between cultures Socio-economic variable to analyse: roles, responsibilities, constraints, opportunities, needs of men and women. Gender roles are affected by age, class, race, ethnicity, religion and ideologies and by the geographical, economical and political environment.

Gender analysis Is a tool to identify: what women and men do and why Who has access to and control over resources of benefits What needs men and women have and why Linkage of above factors with the political and social environmental contex providing opportunity/constraint to ensure equality of opportunity

GENDER PLANNING STRATEGIES TO OVERCOME CONSTRAINTS AND UTILIZE OPPORTUNITIES: equality of results Addressing participation patterns and assistance requirement of men and women at all steps of policy and programme development

GAD APPROACH To alter gender relations, women must participate in decision-making and must be empowered to develop strategies to address their own situation and to influence the direction of social change Empowerment is a process of awareness and capacity building leading to greater participation, to greater decision-making power and control and to transformative action

Mainstreaming women in development Inherent to the GAD approach Requires explicit consideration of the actual and potential role of women in all sector of the economy and the impact of all policies, plans and programmes on women Can include affirmative measures

Convention 100 (equal remuneration ) Applies to basic salaries and to any other additional emoluments (supplements, bonuses, allowances, etc.) paid directly or indirectly to workers men and women, in cash or in kind, as a result of his or her work Defines equal pay for work of equal value The application of the C. is facilitated by the objective appraisal of jobs on the basis of the work to be done Governments are to co-operate with employers ’ and workers ’ organisation in the practical application

Convention Discrimination (employment and Occupation ) Promote equality of opportunity and treatment in respect of employment and occupation without discrimination based on race, colour, sex, religion, political opinion, national extraction or social origin Covers access to vocational training, access to employment and to particular occupations, and terms and conditions of employment Any law and administrative instructionsor practices which are not in line with this policy, should be modified The policy is to be carried out under the direct control of a national authority in its vocational guidance and training, and placement services; C. 100 and 111 are reaffirmed as fundamental right

Other Conventions C. 156 (workers with family responsibilities, 1981) C. 175 (part-time work, 1994) C. 177 (home work, 1996) C. 183 (maternity, 2000)