Gender Equality At The Heart of Decent Work June 27, 28, 29, 2012 Kathmandu Three-Day Gender Mainstreaming Workshop for ILO Tripartite Constituents and Gender Focal Persons in Government Ministries
DAY THREE 2
Recap of Day 2 Reporting Team What w e learne d ye ste rday…. 3
Home Work Feedback A requirement of gender mainstreaming is to apply the rule of using gender distinction in terminology Would you rate the document: Gender- blind Gender-neutral or Gender-sensitive? 4
Te chnical Session 4 Ge nder Mainstreaming: The Key to Gender Equality 5
Te chnical Session 4 Gender Audits and Institutional Change 6
Gender Audits & Institutional Change Institutions that Condition What 'Me n' and 'Wome n' Can or Cannot do… Family/ Ne ighbourhood Political/ Legal Educational Workplace Religious Me dia 7
Gender Audits & Institutional Change Why Institutions… Organizations and institutions are crucial players � They are structured, premised on systems: � Mandate, mission, objectives � Values, codes & behaviours � Service � Accountable � 8
Gender Audits & Institutional Change 9
Gender Audits & Institutional Change Institutions are resistant to change, therefore : � Get political will and commitment from leadership Show why and how a gender equality perspective is relevant to the � work of the organization Develop strategy that is based on individual characteristics of the � specific organization (mandate, structure, staff) Develop strategy to address resistance and capacity needs � Set clear targets and goals – accountability � Allocate resources – budgets, staff and technical resources � � Set up mechanisms: Promoters, catalysts � Gender machineries or divisions � Linkages with gender equality advocates � Shared re sponsibility and accountability are ke y! 10
Gender Audits & Institutional Change The “ Ideal Organization” Gender Equality Vision in place: vision prioritized & communicated to all � staff Vision operationalized across the organization (staffing, structures and � substance) with clear targets and budgets and monitored Gender competence and expertize developed � Linkages with national/international gender networks established � Quality assurance and results based management established and � evaluated Cross sectoral staff capacity developed – gender explicitly integrated in � all work Respectful work culture free of all kinds of harassment created: systems � put in place Gender Vision/Policy communicated to all partner organizations � 11
Gender Audits & Institutional Change Ge nder Audits: tool for advancing the process of gender mainstre aming 12
Participatory Gender Audits Promote organizational le arning on mainstreaming gender practically and e ffe ctive ly Internal practices and related support systems for gender mainstreaming � are effective and reinforce each other Monitors and assesses the relative progress made in gender � mainstreaming Establishes a baseline � � Identifies critical gaps and challenges Recommends ways of addressing them and suggests new and more � effective strategies Documents good practices towards the achievement of gender equality � 13
Participatory Gender Audits Aim and obje ctive s of ge nde r audits Generate understanding of the extent to which gender mainstreaming � has been internalized and acted upon by staff Assess the extent of gender mainstreaming in terms of the development � and delivery of gender-sensitive products and services Assess the level of resources allocated and spent on gender � mainstreaming and gender activities Examine the extent to which human resources policies are gender- � sensitive Examine the staff sex balance at different levels of an organization � Set up a baseline of performance on gender mainstreaming � Suggest improvements � 14
Participatory Gender Audits 12 Areas of Analysis National gender issues and debate Choice of partner organizations affecting the organization; and interaction with national gender machineries Organization’ s mainstreamed strategy on Products and public image gender equality Gender mainstreaming in programme Decision-making on gender implementation mainstreaming Existing gender expertise and strategy for Staffing and human resources building gender competence Information and knowledge management Organizational culture Systems and instruments in use for Perception of achievement on gender monitoring and evaluation equality 15
Participatory Gender Audits Methodology The gende r audit is an inte nsive and time-consuming e xe rcise Afte r Audit Re port & Action Plan Be fore During 16
You have 20 minute s! Individual Work Ide al Organization? Ge nde r Quality Che ck! You will be given a sheet with a questionnaire � Thinking back about the Ideal Organization ingredients, � assess the Gender Quality of your organization This is not a pass or fail test � Be honest as this is your perception about your � organization’ s performance Your scores will not be shared outside this room! � 17
Te chnical Session 4 Gender Budgeting 18
Gender Budgeting What Ge nde r Budge ting is not Not a separate budget for women � Not a 50-50 division of budgets between men and women � 19
Gender Budgeting So What is Ge nde r Budge ting Integral part of Gender Mainstreaming � Ensures gender equality outcomes in policies by incorporating � a gender lens Informs and improves policies and programmes by correcting � differences and imbalances Also calle d “ ge nder-re sponsive ” or “ gender-sensitive budge ting” 20
Why Gender Budgeting? National/local budgets usually gender-neutral and therefore � often disadvantage women and girls Gender budgeting adds value to the budgetary process by � providing mechanisms to: increase transparency and accountability in the budget process � by measuring where spending goes and revenue comes from, and who pays and who benefits analyse whether programmes actually reach and benefit the most � disadvantaged intended beneficiaries who are often girls and women track public revenue and expenditure against commitments and make � changes if these goals are not met 21
Gender Budget Analysis: Approach Shift from women’ s budget analysis that analyzed budget � specifically targeted at women and girls Since late nineties > > analysis of general expenditure or the � ‘ mainstream budget’ Gender budget initiatives usually focus on reviewing: � spending side of a budget (expenditure analysis of � increases or cuts in public services etc.) revenue or tax side (for example, analysis of the gender � effects of different types of tax systems) time use analysis to make unpaid care work visible in � national budgets 22
Gender Budgeting in Sum Involves gender budge t analysis : identification of � the different impacts of revenues and expenditures on men and women, boys and girls, and on gender equality May involve re allocation of re ve nues and � e xpe nditure s and re structuring of the budge tary proce ss to ensure fair and equitable distribution of benefits to both sexes Conte nt and Proce ss! 23
Gender Budgeting: Some Tools 24
Gender Budgeting: Some Tools 25
Gender Budgeting: Some Tools 26
Gender Budgeting: Some Tools 27
Gender Budgeting: Some Tools 28
Te chnical Session 4 Equal Voice & Representation 29
Equal Voice & Representation A fundamental human right & principle of the rights- � based approach Necessary element of Gender Mainstreaming: � To ensure that the views, concerns and needs of both women � and men are raised, reflected and acted upon in all actions To enable equal opportunities and treatment between men and � women in benefiting from actions 30
Equal Voice & Representation Why is it important to make sure both sexes have a voice? Women often excluded from decision making mechanisms and processes � as leadership positions automatically go to men in many societies Many institutions such as ministries of labour and social welfare and � employers’ and workers’ organizations tend to be male-dominated Result: women’ s concerns are invisible, and women’ s needs and gender � inequalities marginalized Crucial means for knowledge sharing, advocacy, capacity building and � decision making Crucial means for on-boarding those who oppose gender equality � promotion 31
Equal Voice & Representation: Some Tips Increase me aningful : � participation of women � representation of women � avoid tokenism � table gender concerns and priorities � Give adequate time for debate � Representation quantitie s are important: � Ideal = 50-50 � Acceptable between 40-60 � Minimum rule 1/3 rd – “ critical mass” � CAUTION – not just issue of quantity: quality is important. Women � are not by definition promoters of gender equality, nor men are by definition against it, but the majority of women will be active promoters of change as they share gender-related constraints with other women. 32
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