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A Women and Gender Audit conducted by the Gender

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The results of the study will assist the DoT in addressing gender imbalances and ... Project questions. Aim. Methodological strategy & Instrument ... – PowerPoint PPT presentation

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Title: A Women and Gender Audit conducted by the Gender


1
A Women and Gender Audit(conducted by the Gender
Development Unit for the National Department of
Transport) 01 February 2008 31 December 2008
2
Aims of DOT Audit
  • Women and Gender Audit aims to provide a
    comprehensive audit of womens involvement and
    participation in the transport sector in South
    Africa.
  • The South African Network for Women in
    Transports (SANWIT) highlighted numerous
    structural and systematic barriers confronting
    women as employees and entrepreneurs in
    Transport.
  • The aim of the DoT Audit is firstly to determine
    the status quo with respect to women in the
    transport sector, including skills, career
    aspirations and barriers. Secondly, to ascertain
    limiting factors to transport by civil society.
  • The results of the study will assist the DoT in
    addressing gender imbalances and inform future
    gender responsive transport planning and
    projects. The Audit is comprised of three
    activities (1) literature review (2) Internal
    Audit of the Department (3) External Audit of
    the Department

3
Key Link to Government Policy
  • Chapter 2 of the Constitution focusing on the
    Bill of Rights that makes provision in section 9
    (subsections 3 4) for equality. Equality is a
    non-derogable right.
  • 9 (3) The state may not unfairly discriminate
    directly or indirectly against anyone on one or
    more grounds including race, gender, sex.
  • 9(4) No person may unfairly discriminate
    directly or indirectly against anyone on one or
    more grounds in terms of subsection 3.

4
Literature
  • The literature review explores the need to
    address womens specific gender transport
    requirements as reflected by their multiple roles
    and responsibilities.
  • The four roles that women play in the SA
    transport sector are as users, as
    consultants/participants, as service providers
    and as employees, which forms the foundation for
    the DoT Audit.
  • The geographical location of women in SA society
    and the relevance of transport in their lives is
    investigated.
  • Access, availability, appropriateness and
    affordability of transport modes can either
    eradicate or worsen the disadvantages linked to
    womens roles in society. These aspects are
    highlighted for their salience to transport
    stakeholders such as planners, policy makers and
    providers.
  • There is a focus on Department of Transport (DoT)
    policies that have significance for women
    transport employees (these are recruitment
    selection HR development strategy (2003-2006)
    Sexual Harassment Policy HIV/AIDS Policy Draft
    Employment Equity Plan (2006-2008).

5
Methodology of the Audit
6
Preliminary Findings Internal Audit
  • In general, provision in terms of the budget is
    made for a total of 680 posts at a national level
    but only 72,5 (493) of posts are filled whilst
    27,5 (187) of posts remain vacant. The greatest
    number of posts that require to be filled are in
    the upper echelons namely post levels 13-16
    where 65, 7 are filled and 34,3 need to be
    filled largely by female candidates (39 posts).
  • African female employees, age group 30-60 years,
    in the upper echelons openly revealed that if
    opportunities availed themselves outside of the
    DOT, they would resign.
  • In general, women in the upper employment levels
    did not have career aspirations in transport and
    a few cited the view that upward mobility was
    problematic in the department because of a lack
    of opportunities for career-paths.
  • Women employees, in particular Africans in upper
    employment levels were unhappy and demotivated
    and feeling demoralised. A lack of job
    satisfaction at the DoT appeared to have a direct
    link to employee well-being and the retention of
    employees.

7
Findings continued
  • Having to fulfill the roles of mother and
    provider whilst being disabled is economically,
    emotionally and physically challenging for female
    employees with disabilities.
  • Female employees felt that there was a need for
    the DoT to distinguish between the public work
    domain and the private family domain as any
    overlap creates tensions in the home environment.
  • Female and a few male employees commented on a
    host of reasons that they perceived as barriers
    to the advancement of women in the transport
    sector. Barriers can be differentiated along the
    lines of being either organizational or
    socio-cultural. In terms of social barriers there
    appears to be a firm belief by women across all
    employment levels that there is a lack of
    recognition and value for the work that women do
    by other women who are their superiors and men in
    general. Organisationally, it appears that there
    is inadequate support/ scaffolding to assist
    women to grow and perform within the
    organizational structures of the DoT.

8
Preliminary Findings External Audit (n 1000
across SAs 9 provinces)
  • Women dominate travel via non-motorised methods.
    More than 50 of respondents travel for the
    purpose of household shopping. In general, 87,04
    respondents were of the opinion that public
    transport is affordable but they have no or
    limited access due to their geographic location,
    hence the use of non-motorised means.
  • 82,94 stated that a bus service is available
    when needed. Those who complained about
    availability cited reasons such as there being
    insufficient buses in number, overcrowding, and a
    failure to arrive at the scheduled time in
    addition to being slow.  
  • 99,44 of the participants travelling by taxis
    were African.

9
Some recommendations
  • The need exists to attract more disabled
    candidates to the DoT which can possibly be
    fast-tracked by consulting organisations that are
    specifically for the disabled and to initiate
    strategic relationships that will feed into
    various employment possibilities within the DoT
    at present and for future needs.
  • Increase the construction of roads in rural areas
    so that buses and taxis can infiltrate and offer
    a much needed and relatively affordable service.
  • A key priority must be safe, affordable public
    transport .
  • Local authorities need to introduce categories of
    fares where there are concessions especially for
    multiple trips, for rural areas, for scolars and
    for the elderly.
  • Transport Services must be frequent in peak
    periods to prevent overcrowding.
  • The introduction of a transport call centre for
    the public which has updates on all public
    transport networks and can thus plan a journey
    using multiple transport modes between
    cities/towns.
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