|
The ILO considers gender equality a key element of its vision of Decent Work for All, and a basic component in bringing about equity with social and institutional change. In this regard gender equality and gender development has been identified by the ILO as a cross-cutting issue of the strategic objectives of its global agenda of Decent Work. In the endeavour to attain gender equality in the world of work, gender mainstreaming is considered the main tool. The ILO applies a two-pronged approach to gender equality: Mainstreaming gender perspectives in all ILO policies and programmes and undertaking gender-specific interventions, based on gender analysis, which may target only women or only men or men and women together. The ILO is taking advantage of its experiences and milestones gained over the years in gender related issues to address equality between men and women. Most important is the support that the Organization enjoys from the highest management level. The Director General =s policy Statement of March 1999 gave rise to the identification and formulation of the ILO Action Plan on Gender Equality and Gender Mainstreaming in the ILO which deliberates on: a new methodology for analysis to ensure gender concerns are incorporated in planning, programming, implementation, monitoring and evaluation; gender-sensitive data, and gender-specific development tools and indicators; and implementation of gender-balance in its personnel policy and practices. The measures underscored by the Action Plan are meant for both the ILO itself and for its Constituents. The Action Plan incorporates fundamental changes in approaches with a systematic focus on both men and women through gender analysis of social and labour issues as well as setting parameters for ensuring gender concerns are incorporated into planning, programming, implementing, monitoring, and evaluating ILO=s programmes and activities.A major output of the Action Plan is the on-going gender audit exercise in the ILO. The Audit has proved to be an excellent tool to promote organizational learning at the individual, work unit, and office levels on how to effectively implement gender mainstreaming in the policies, programmes and structures of the ILO. A total of 15 work units in Geneva and field offices have participated in the first round of the Gender Audit 2001/02. The Audit is on-going and unprecedented interest has been shown by several work units to participate in the Audit. The ILO will be articulating a gender perspective into the world of work. It will be taking action at the political level; social and micro/macro economic levels; within its technical programmes; and at the institutional level. First, political support for gender mainstreaming requires greater representation of women in the tripartite decision making structures of the Organization, within governments, and in the employers = and workers= organizations. Second, the Office will take systematic steps to mainstream gender considerations into ILO programmes and technical co-operation including projects. This will require gender impact assessments supported by empirical research on key issues such as gender aspects of globalization and the changing nature of work. Gender concerns will be reflected much more systematically into ILO information systems and statistical databases. Finally, institutional mainstreaming within the ILO will include gender sensitive programming and monitoring systems, a strategically located and strengthened focal point system and appropriate training and personnel policies which will enhance the career opportunities for women.SAMAT will place emphasis on the creation of greater employment and income opportunities for men and women. But, there are considerable gender inequalities in the labour market. Women tend to be concentrated in the lower status, lower paid jobs. They are also more likely to be out of work. The ILO will address these inequalities through the development of new policies and the undertaking of research, focusing on the development of female entrepreneurship and women in small and medium sized enterprises. Its programmes AMore and Better Jobs for Women@, the In-Focus Programme, STEP and the Gender, Poverty and Employment programme focus on the needs of women.SAMAT will be taking steps to achieve such change by pursuing two separate but complementary strategies. It will introduce gender mainstreaming across all the professional work of the MDT and it will continue to have activities and programmes solely for women. Ultimately we will be aiming for gender neutrality by making women visible in the public sphere at all levels of society. But it is necessary to pursue these two approaches at this time because in Southern Africa we do not have equality between men and women in the labour market. Men are better educated, have higher earnings and have easier access to loan and credit. Women, on the other hand, have poor access to health and childcare necessary for labour participation and mobility. For further information, please contact Ms. Judica Makhetha Important Links The information base on Equal Employment Opportunities for Women and Men (e-quality@work). (IPEC).Gender related Publications ILO, October 2001, Women and Poverty in Mozambique. ILO, To be published in July 2002, as a SAMAT discussion series: Gender Equality in Employment: The Legal Framework in the Case of Zimbabwe. ILO, January 1994, Promoting Gender Equality in Employment in Lesotho: An Agenda for Action. ILO, National Report for Promoting the Linkages between Women =s Employment and the Reduction of Child Labour (Tanzania). Other Services
|