gender equality and gender mainstreaming. session content –gender equality –gender mainstreaming...
TRANSCRIPT
Gender Equality and Gender Mainstreaming
Session Content
– gender equality– Gender mainstreaming– Best practices
WHAT IS GENDER?
SEXBIOLOGICAL
FUNCTIONS
GENDERCONSTRUCTED
ROLES AND RELATIONS
• Social• Cultural• Traditional• Power relations…
WHAT?
Ethnicity
Socioeconomic
status
Health condition Age
Religion, beliefs
Education
Gender
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)
Phase “Women in Development” (WID)...
In projects and activities
WID
Sensitive to women’s issues
Phase “Gender and Development”...
Sensitive to problems link to women and men
In projects and acitivities
Phase “Gender Mainstreaming…Sustainable
Sensitive and responsive to women and men
In projects and activities
Gender
• Gender triple roles
• Stereotypes
• Affirmative action
• Equal chance
• Practical and strategic needs
• Gender/Sex discrimination
• Vertical/horizontal segregation
Gender Mainstreaming
• Giving equal opportunities and rights to men and women
• Transforming systemic inequalities in legislation, policies, programmes, etc into equal and just structures.
ILO’s Four Sectors
• How is gender integrated in these sectors:– Policy level– Bureau for Gender Equality,GenProm
Internationallabour standards - rights at work
Social protectionOSH Social Dialogue
Employment: quantity and quality
Gender Mainstreaming
Gender Mainstreaming and ILO
• Sectors and strategic objectives
• Gender, the ILO and transversal themes
• Focussing on issues
• Way ahead
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
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.
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
Equality Conventions
• C100 Equal Remuneration, 1951
• C111 Discrimination, 1958
• C156 Workers with Family Responsabilities, 1981
• C183, C83 Maternity
Equality and employement
• Today’s context
• GMS versus women specific
• Legal literacy
• Enforcement of Equality in national laws and int’l conventions
Barriers to Women’s Participation and Representation
• What are the barriers– Cultural– Organizational– Capacity-building– Family responsibilities– …..
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!