ANNUAL BUDGET 2015 NCWO INPUT. “Accelerating Growth, Ensuring Fiscal Sustainability, Prospering the Rakyat”. NCWO APPRECIATES. The laudable efforts undertaken by Government to address: Poverty issues, I ncreasing women labour force participation rate to 55%
ANNUAL BUDGET 2015NCWO INPUT
“Accelerating Growth, Ensuring Fiscal Sustainability, Prospering the Rakyat”
The laudable efforts undertaken by Government to address:
NCWO, representing 100+ affiliates,
- And the impact of economic uncertainties (inflation, withdrawal of subsidy) on poor households headed by women is greatest;
2. The low rate of Women LFP
female-headed households =4.1 %;
male-headed households = 3.7 %
Little is known about poor and low income women heads of households
Different categories of FHH:
Urgent need to revalidate the E-kasih database to identify these invisible FHH
Feminisation of the AGED… rapid increase:
Feedback received from NCWO “JomNiaga” roadshow revealed:
Impact of subsidy removal on the poor
1. Launch programme to empower women with financial skills and to encourage savings:
2. Call on Government to decrease subsidies especially fuel subsidies on a staggered plan, in relation to income.
80-90% of women are involved in
A substantial percentage has emerged as entrepreneurs.
Small scale business
Majority of women entrepreneurs face problems:
Numerous government programmes on women entrepreneurship available:
1. Expand the rural transformation centres (RTCs) to include “Women Entrepreneurship One Stop Center” that provide:
RTCs to provide information, services and referral on:
2. To encourage formation of Women Cooperatives (egCOWanitaNiaga) in the production, supply, marketing and distribution of their products (give special incentives)
3. JAKIM to modify and simplify halal certification procedure appropriate to the level of enterprise for women in micro enterprise (without compromising halal criteria)
We acknowledge the Government’s laudable efforts to increase WLFP by 55%
Various incentives introduced:
But incentives focus only on child care….
Need concrete programmes … We need WLB policies, strategies, supports, services and facilities from employers…
Hence our recommendations:
1. Launch awareness campaign on benefits of “Work-Life Balance”programme to both employers and employees,
2. Employers to review and adapt company’s employment policies, supports and strategies on WLB, so that:
3. Employers to implement capacity building programmes on “work-life or work-family balance”,
4. Identify “Champions” and advocates on WLB from the industry so they can motivate and mobilise others
5. We call on GLCs to start the WLB programme
6. To set up an independent committee to encourage employers’ commitment to implement, monitor and evaluate WLB programme
7. Govt to give recognition and awards to WLB Champions and to companies that have successfully implement WLB programmes;
From a survey among women aged 23 to 34 in Malaysia: both women and men
For the private sector, the progress is meagre:
1. Implement the gender diversity KPI of 30% women in decision-making positions at
2. Establish a policy of at least 1 woman in the nomination list of promotions.
3. The Cross Fertilisation and Mentoring Programmes proposed by TalentCorp should be expeditiously implemented
4. Recruitment, appraisal and career management systems such as job assignments, training and promotion practices must be re-appraised and adapted
(so that opportunities are given to more women to hold positions – enable them to develop expertise and a track record for leadership roles).
5. Strategically, to meet the 30% target, we recommend GLCs to give their commitment by working on the following:
i) To set a 30% quota for women BOD members based on merit and excellence (this being the primary operative criteria).
ii) Appoint women at decision making level President, VP, MD, GM, CEO, COO.
iii) Government directive given to GLCs to make gender equality initiatives and gender diversity a part of CEO's KPI eg implement work life balance policies, strategies, services and facilities.
iv) Women to women mentoring program as part of the women senior manager's KPI.
6. A task force should be set up to study legislative measures for mandating female board representation
“Our transformation agenda is by the people and for the people. However, we will only succeed if the transformation is made with the people. Only through the harnessing of the collective might of Malaysians can we fulfil our potential and join the ranks of the leading nations in the world”.
Cited from Talent Roadmap 2020, Prime Minister,
Dato Sri MohdNajibTun Abdul Razak
G&D can inculcate transformational values to achieve:
We strongly request special budget allocated for programmes on Gender and Development, to implement:
iii) To revitalize and enhance gender capacity of Gender Focal Points of each Ministry and incorporate the gender KPIs in their promotion exercises.
iv) To set up a Special Gender and Development Task force, under the Prime Minister’s Department comprising gender sensitive leaders and gender advocates from Government, Woman NGOs, academicians and experts on Gender.