1. CREATING GENDER POLICIES AT CAPITAL FM By Gloria Masanza, Journalist
Institutional Background
Opened in 1999 as the second private radio station in Malawi.
Adopted Gender Awareness HIV and Aids Workplace Policy on 1st December 2008.
Launched Gender Workplace Policy on 30th August 2010.
41 members of staff-- 17 women, representing 41%.
Management Board composed of three women and two men.
50% women representation in newsroom-- seven women and seven men.

2. Gender Workplace Policy Background, Objectives and Targets.
2003 GMBS results rated Capital fm as one of the worst performers in women representation.
Capital fm took steps to correct the situation.
Despite having a Gender Awareness HIV and Aids policy, management saw the need to have a stand-alone gender policy, to address the specific gender needs of the station.
The station received training from Gender Links consultant Pushpa Jamieson on how to formulate the gender policy.

3. Gender Workplace Policy Background, Objectives and Targets Contd
In part, the policy is aimed at ensuring gender balance and sensitivity in the newsroom, editorial content, programming and marketing strategies.
It also recognises its special responsibility to serve as an agent for promoting gender equality in the rest of society.

4. Policy Development Process
Policy development began several years after the stinging results of the GMBS is 2003.
Gender Links provided training on the formulation and implementation of a gender workplace policy, through Pushpa .
Since the launch of the policy in August this year, Capital fm has held two in-house workshops, where members of staff have been briefed of the actual contents of the policy.
The process was wholly funded by Capital fm and the policy implemented with the facilitation of Station Manager Mr. Al Osman and the business Manager Mrs. H. Osman.

5. Policy Development Process (cont’d)
Impact immediately after the launch includes;
A tremendous change in the level of understanding and respect that is being accorded to female members of staff
Increase in the number of women that are being used as news sources.

6. Sustainability
The development and implementation of both the HIV and Gender workplace policies have not had their own funding.
Management has been committed to funding the process and providing other resources through out the whole time.

7. Outputs and Outcomes
The policies have helped to raise awareness on the abilities and capabilities of women as equal human beings and news sources.
Capital fm has played a role in getting several women climb the political ladder e.g. former Deputy Speaker of Parliament, Ester Mcheka Nkhoma and the First Lady Madame Callista Mutharika. Madame Mutharika spent several months at our newsroom to understand how to handle a political campaign.
There has been notable improvements in the operations of the station, like the increase in the number of women in the programmes department, which has led to the increase in the number of women having their voices heard.

8. Challenges
Getting some women to be assertive without being pushy and aggressive, to think creatively about their role in society.
Some women news sources are not forthcoming with information and are not ready to be interviewed.
Female staff members at Capital fm are still struggling to find their footing and match their capabilities with that of their male counterparts.

9. Concluding remarks
As a media organization, we have come a long way, after being rated as one of the poorest performers in media reporting on women, to being one of the few media organisations which have developed, launched and are implementing gender workplace policies.
Determination and self-realisation by female media professionals coupled with commitment from media managers and owners are the best tools for a vibrant media house that upholds and bridges gender gaps in its operations.

10. Thanks for listening and Stay Blessed!!!!