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COUNTRY: SOUTH AFRICA LOCAL GOVERNMENT AND GENDER JUSTICE SUMMIT AND AWARDS
DATE: 23 25 APRIL 2012 VENUE: KOPANONG HOTEL & CONFERENCE CENTRE
POLICY FRAMEWORK
NSTITUTIONAL - COE Gender Strategy is in place and implemented Disability Strategy Childrens Strategy Older Person Strategy The council is aware of other Gender Legislations e.g. Domestic Violence Act, Maintenance Act etc
GOVERNANCE
Representation: Political Council:54 District Councilors: 51% males and 49% females Mayoral:50/50 @ Mayoral Committee Portfolio Committees: 59% females and 41 males Administration Senior Management: 29% females and 71% males Management: 25% females and 65% males Staff Establishment 32% females & 68% males Disability at 2.5% Participation District Women Caucuses. 803 people (546 females) attended the tender briefing sessions. (this quarter) Hosts Mens Dialogues Public participation Adopted attendance register: Monitoring tool IDP Public Consultations Council Outreach Programmes 803 people (546) females attended the tender briefing sessions. Women in Dialogue for 50/50 campaign GBV Summit: GBV Road shows HIV/AIDS Community Dialogues Youth Health Campaigns Awareness Campaigns on Crime against PWD
NSTITUTIONAL - COE
NSTITUTIONAL - COE
CENTNSTITUTIONAL - COE
Gender Programmes Take a Girl/Boy Child to work day Dignity Packs/Sanitory Towel Campaign Assertiveness Workshops Womens Parliament Womens Caucus Mens Forum Breast Cancer Awareness Campaigns
NSTITUTIONAL - COE
ADDITONAL COMMENTS
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Employee Wellness Programme The wellness unit that assist employees who experienced personal challenges. Support of sport or recreational programme through the unit. Full support to our Local Municipalities
District Wide Bursary Programme There is a continued bursary programme internal and external.
STRENGTHS
NSTITUTIONAL - COE Political Support Special Focus Unit Sufficient Budget Human Resource Good working environment: office space & tools to do the job
CHALLENGES
NSTITUTIONAL - COE
Some reports that are not sex disaggregated. 50/50 target at decision making not met. Lack of integration of policies and mechanism for the promotion of gender equality. Zero% representation of PWD at management level. Lack of effective management of recruitment and selection policy. Replacement of women by men on women vacated posts. A need for capacity building of ward counsellors on gender issues.
LESSONS LEARNED
CENNSTITUTIONAL - COE
The lack of progress, requires a serious re-thinking of current policies in order to meet the gender balance targets.
Communities
Women at lower levels are in majority with 68% which witness the fact that women are less earners in most of the organizations. Only 29% representation of women in management positions which is a matter of concern.
Academic Institutions
Traditional Leaders
Business Community
NEXT STEPS
NSTITUTIONAL - COE To cascade the programme to Local Municipalities. Encourage more networks. Rope in more partners especial NGOs. Strengthen audit: representation Tighten the monitoring of mainstreaming of Gender issues in the municipal programme Formulation of Gender Policies in LMs.
INSTITUTIONAL - COE
Thank you