IMPLEMENTATION OF THE 8 PRINCIPLE ACTION PLAN FOR WOMEN EMPOWERMENT AND GENDER EQUALITY

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IMPLEMENTATION OF THE 8 PRINCIPLE ACTION PLAN
FOR WOMEN EMPOWERMENT AND GENDER EQUALITY

• OFFICE OF THE PREMIER
• LIMPOPO PROVINCE
• MS C.L.MARADU

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OUTLINE OF PRESENTATION

• INTRODUCTION
• BACKGROUND
• PROGRESS ON IMPLEMENTATION
• CONCLUSION

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INTRODUCTION

• This presentation gives overview of progress made
  in the Limpopo province in respect of the 08
  Principle Action Plan for women empowerment and
  gender equality.
• Implementation of the plan is monitored by Office
  on the Status of Women in the Office of the
  Premier

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BACKGROUND

• The Province has five Districts and 25 local
  Municipalities
• According to Stats SA, the population is at 5.27
  million, with 56 being women.

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HODs 8 PRINCIPLE ACTION PLAN

• The OTP shared the 8 principle action plan with
  all HODs
• There is both political and administrative
  support for the principles
• Implementation is at different levels within the
  province

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PRINCIPLE 1 TRANSFORMATION FOR
NON-SEXISM

• Achievements
• Departments have developed and implement
  programmes, e.g.
• 25 G/BEM clubs established in all 5 Districts.
• Techno-girls Mentorship Programme is effectively
  implemented.
• Mentorship for school girls provided (e.g. MINTEK
  mentoring programme)
• Education and awareness sessions on diversity
  management and human rights conducted in
  conjunction with the Department of Justice
  (Master of the High Court and Family Advocate
  Units)
• Women in Agriculture and Rural Development (WARD)
  established and functional

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PRINCIPLE 1 TRANSFORMATION FOR
NON-SEXISM (Cont)

• Achievements
• Tourism BEE codes is implemented.
• Mens seminar has been successfully conducted by
  one Department.
• Education and awareness sessions on diversity
  management and human rights session conducted in
  conjunction with the Department of Justice (
  Master of the High Court and Family Advocate
  Units ) 26 participants , 17 women and 9 men
• HR Planning Committee established.
• Women in Agriculture and Rural Development (WARD)
  established in all the Districts by the
  Department of Agriculture.
• The established Girls and Boys Education Movement
  (G/BEM) is being implemented.

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PRINCIPLE 1 TRANSFORMATION FOR
NON-SEXISM (Cont)

• Challenges
• Guidelines for Prevention and Management of
  Sexual Violence and Harassment Not all schools
  were reached for the awareness and distribution
  of measures
• Interventions/Future Plans
• Gender Based Violence Training to be rolled out
  to all districts per cluster circuits targeting
  learners and Life Orientation Educators
• Departments to develop programmes to
  transformation for non-sexism with clear targets
  to be measured

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POLICY 2ESTABLISHING POLICY ENVIRONMENT

• Women in Housing Programme - (30 of housing
  budget allocated to women contractors
• Provincial Declaration on Women and Environment
  developed and adopted during Provincial Women and
  Environment Conference.
• Departmental policies and Procedure manuals
  developed
• No Violence and Harassment in Public schools and
  protection of women
• Provincial Gender policy
• Sexual Harassment policy, Employee health and
  wellness policy with the inclusion of HR Policies
  developed.
• Gender Based Violence Training targeting 40
  Curriculum Advisors (23 females and 17males)
• Guidelines for Prevention and Management of
  Sexual Violence and Harassment in 1 000 public
  schools were disseminated

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ESTABLISHING POLICY ENVIRONMENT(2)

• Challenges
• Gender analysis of all policies in the province
  not done
• Interventions/Future Plans
• Establish team to analyze the policies
• Develop the capacity of the provincial gender
  focal points to analyze policies
• Active participation and involvement of gender
  focal points in the review of the Provincial
  Growth and Development Strategy

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PRINCIPLE 3 MEETING EQUITY TARGETS

• Political Level
• The Premier attained the 50 representation in
  his Executive Council, through the appointment of
  five female MECs
• The provincial legislature has a 47 female
  representation (23 women 26 men)

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PRINCIPLE 3 MEETING EQUITY TARGETS (Cont)

• Administrative Level
• The province is headed by a female Provincial
  Director-General
• Of the 10 departments, three have female HODs (3
  posts are currently vacant)
• The average of the province is at 35 of women
  at SMS level

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EQUITY PER DEPARTMENT
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PRINCIPLE 3 MEETING EQUITY TARGETS (Cont)

• Interventions/Future Plans
• EXCO to be provided with analytical reports on
  equity status on regular basis
• Departments to be encouraged to actively recruit
  women

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PRINCIPLE 4CREATING AN ENABLING ENVIRONMENT

• Achievements
• Gender units are in place and functioning well in
  10 Departments
• Departmental Gender forums are established in all
  the Departments
• Employment Equity forums established in
  Departments
• Womens Forum established in 3 Departments
• 2 departments have mens forums
• Establishment of Women Royal Forums in all
  districts
• Challenges
• Employment Equity forums are not fully functional
  in Departments
• Interventions/Future Plans
• Ensuring Employment Equity forums are functional.
• Motivation for departments to make provision for
  gender units

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PRINCIPLE 5 GENDER MAINSTREAMING

• Achievements
• Women are represented in the Bids Adjudication
  Committees of all the Departments
• Women are represented in various decision-making
  forums in the province and departments
• Increased number of PDIs in the tourism
  mainstream industry by facilitating and
  implementing tourism support programmes for PDIs
• 30 tourism community projects representing high
  number of women at all levels.
• identifying HDIs for an increase in
  participation in the number of previously
  excluded people in the hunting industry

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PRINCIPLE 5 GENDER MAINSTREAMING

• Challenges
• Departments are not doing analysis with regard to
  gender mainstreaming of departmental programmes
  and policies.
• Interventions/Future Plans
• Training of other gender focal points and other
  officers to continue in all the Departments
• Gender mainstreaming analysis to be done

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PRINCIPLE 6 EMPOWERMENT

• Management Leadership Development of SMS
  Members
• MAP - WITS
• Executive Development Programme WITS PALAMA
• Women in Leadership Conference
• Gender mainstreaming - PALAMA

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PRINCIPLE 6EMPOWERMENT

• Commercial Empowerment
• Monitoring of SCM is done, e.g.
• In the province
• Btw Apr June 497 tenders to the value of R141
  million were awarded
• 196 tenders to the value of R20,5 million were
  awarded to women,
• This constituted 39,4 of tenders awarded to
  women
• Bids for School Nutrition Programme 75 of the
  tenders were awarded to women

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PRINCIPLE 6EMPOWERMENT

• Challenges
• Women Economic Empowerment target not met.
• Other Departments did not implement management
  development programmes targeting women
• Interventions
• Appointment of Women Companies to be given first
  priority in all line function Departments.
• Conducting audits in terms of Supply Chain data.
• Management Advancement Programme (MAP) in the
  Department of Agriculture - total of ten women
  will undergo the program by the end of the
  financial year

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PRINCIPLE 7 PROVIDING ADEQUATE RESOURCES

• Achievements
• All Departments have established Gender Units
• All Departments have gender focal persons
• A functional Provincial Gender Forum
• Availability of budget
• Challenges
• Budget is not specifically for gender programmes
  in the Departments but for all programs e.g.
  women, disability, youth, children and elderly in
  some Departments.
• Inadequate budget for gender programmes
• Vacant posts in some Departments
• GFPs are not at the same level (managers/deputy
  managers)

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PRINCIPLE 7 PROVIDING ADEQUATE RESOURCES

• Interventions/Future Plans
• Provincial Gender Forum motivating for
• GFP to be at same level (Director)
• Specialisation
• Filling of vacant posts

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PRINCIPLE 8 ACCOUNTABILITY, MONITORING AND
EVALUATION

• Achievements
• Gender Audits are conducted
• Provincial and departmental monitoring tool is
  utilized for monthly and quarterly reports on
  gender programmes
• Employment equity status report is compiled on a
  monthly and quarterly basis for GA Cluster and
  EXCO interventions.
• Quarterly report on gender programmes is
  submitted to the Standing Committee on the
  Improvement of Quality of Life, Women, Youth,
  Children, Older Persons and People with
  Disability
• Challenges
• Not all the Departments conducted Gender Audit
• Late submission of reports

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PRINCIPLE 8 ACCOUNTABILITY, MONITORING AND
EVALUATION

• Interventions/Future Plans
• Continuous gender audits to be conducted by all
  the Departments.
• Submission of reports with disaggregated data by
  the Departments

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CONCLUSION

• Without a strong commitment to and investing in
  addressing gender equality and the empowerment of
  women, the goal of eliminating discriminatory
  practices against women in the workplace will
  remain elusive, therefore gender equality is not
  only a womens issue, but should concern and
  fully engage men who can and do contribute to
  advancing gender equality, as individuals, within
  the workplace and in all spheres of the society.
• THANK YOU