1. Gender Equality and Gender Mainstreaming

2. Session Content –gender equality –Gender mainstreaming –Best practices

3. WHAT IS GENDER? SEX  BIOLOGICAL FUNCTIONS GENDER  CONSTRUCTED ROLES AND RELATIONS Social Cultural Traditional Power relations…

4. WHAT? Ethnicity Socio economic status Health condition Age Religion, beliefs Education Gender

5. GENDER EQUALITY Women and men in the world of work equally contribute and have equal rights (de jure) but they still do not enjoy benefits and rights (de facto)

6. Phase “Women in Development” (WID)... In projects and activities WID Sensitive to women’s issues

7. Phase “Gender and Development”... Sensitive to problems link to women and men In projects and acitivities

8. Phase “Gender Mainstreaming…Sustainable Sensitive and responsive to women and men In projects and activities

9. Gender Gender triple roles Stereotypes Affirmative action Equal chance Practical and strategic needs Gender/Sex discrimination Vertical/horizontal segregation

10. Gender Mainstreaming Giving equal opportunities and rights to men and women Transforming systemic inequalities in legislation, policies, programmes, etc into equal and just structures.

11. ILO’s Four Sectors How is gender integrated in these sectors: –Policy level –Bureau for Gender Equality,GenProm International labour standards - rights at work Social protection OSH Social Dialogue Employment: quantity and quality Gender Mainstreaming

12. Gender Mainstreaming and ILO Sectors and strategic objectives Gender, the ILO and transversal themes Focussing on issues Way ahead

13. Gender Mainstreaming in the ILO 1 Policy on Gender Equality and Mainstreaming Two-pronged approach toward promoting gender equality –In all policies, programmes and activities –targeted interventions - based on analysis

14. Gender Mainstreaming in the ILO 2 Action Plan on Gender Mainstreaming: five main elements to rationalize gender mainstreaming are: strengthen institutional arrangements; –introduce accountability and monitoring mechanisms; –allocate adequate resources for gender mainstreaming; –improve and increase staff's competence on gender; –and improve the balance between women and men among staff at all levels. –In addition to the ILO-wide policy and action plan, all five ILO regional offices have developed policy statements and strategies.

15. Gender Mainstreaming in the ILO 3 Implementation and Measuring Progress –Sets three indicators to measure progress of ILO Constituents in taking positive action to increase gender equality in the world of work; –The first indicator focuses on ratification by member States, and application of, the four key ILO equality Conventions; –The second measures Constituents' introduction of positive changes in their policies, legislation, programmes or institutions aimed at bringing about significant improvements in equality between women and men in the world of work; –The third indicator measures women's participation in ILO events and governing institutions; Another strategy is providing specific tools –Participatory Gender Audits

16. Equality Conventions C100 Equal Remuneration, 1951 C111 Discrimination, 1958 C156 Workers with Family Responsabilities, 1981 C183, C83 Maternity

17. Equality and employement Today’s context GMS versus women specific Legal literacy Enforcement of Equality in national laws and int’l conventions

18. Barriers to Women’s Participation and Representation What are the barriers –Cultural –Organizational –Capacity-building –Family responsibilities –…..

19. To encourage women’s participation Establish a structure Study circles Quotas, reserved seats, targets Positive action Gender mainstreaming vs women specific activity community unionism Asks what women wants!