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

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OFFICE OF THE PREMIER. LIMPOPO PROVINCE. MS C.L.MARADU. 2. OUTLINE OF PRESENTATION. INTRODUCTION ... Techno-girls Mentorship Programme is effectively implemented. ... – PowerPoint PPT presentation

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


1
IMPLEMENTATION OF THE 8 PRINCIPLE ACTION PLAN
FOR WOMEN EMPOWERMENT AND GENDER EQUALITY
  • OFFICE OF THE PREMIER
  • LIMPOPO PROVINCE
  • MS C.L.MARADU

2
OUTLINE OF PRESENTATION
  • INTRODUCTION
  • BACKGROUND
  • PROGRESS ON IMPLEMENTATION
  • CONCLUSION

3
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

4
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.

5
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

6
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

7
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.

7
8
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

8
9
POLICY 2 ESTABLISHING 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

10
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

10
11
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)

12
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

13
EQUITY PER DEPARTMENT
14
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

15
PRINCIPLE 4 CREATING 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

16
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

17
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

17
18
PRINCIPLE 6 EMPOWERMENT
  • Management Leadership Development of SMS
    Members
  • MAP - WITS
  • Executive Development Programme WITS PALAMA
  • Women in Leadership Conference
  • Gender mainstreaming - PALAMA

18
19
PRINCIPLE 6 EMPOWERMENT
  • 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

20
PRINCIPLE 6 EMPOWERMENT
  • 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

20
21
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)

22
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

23
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

24
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

25
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
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