PROMOTING GENDER EQUALITY IN ASIA & THE PACIFIC:

PROMOTING GENDER EQUALITYIN ASIA & THE PACIFIC: ILO ROAP GENDER MAINSTREAMING STRATEGY (GEMS) 2004-2007 I:\NH\GMstrat\GEMSstrat.ppt

GEMS: WHY • The 13th ARM in 2001 confirmed existence of persistent and pervasive gender inequalities • ARM Recommendations: • - Gender mainstreaming is a priority on the employment agenda • - Regular monitoring is needed to measure/concrete progress I:\NH\GMstrat\GEMSstrat.ppt

ILO Gender audits (15) show • - some good practices • - majority of ILO documents: gender blind • - confusions on gender terms and strategies •  Conclusions: greater effort needed to include GEMS in the structure, substance and staffing of the ILO I:\NH\GMstrat\GEMSstrat.ppt

GEMS Development Objectives: • Achieve equality of opportunity and treatment for men and women: • - at work • - in the relation between work and life • Elimination of discrimination • Equal participation of women and men in decision making in employment, labour and social protection • Priority Target Group • Women & their families in poverty I:\NH\GMstrat\GEMSstrat.ppt

1. Immediate Objective: constituents take positive action to increase gender equality in the world of work • Targets in P&B 2004-05: • Member States ratify at least 1 additional key equality convention (No. 100, 111, 156, and 183) • Member States which have ratified all four key equality conventions • Positive changes introduced in member States • Measurable progress made in representation of women among ILO constituents/partners I:\NH\GMstrat\GEMSstrat.ppt

2. Main responsibilities: All ILO staff irrespective of source of funding: • Managers: active leadership and guidance to all • Technical specialists: gender analysis and planning in technical fields • Programme officers: ensure gender analysis and planning included in design, procedures and budgets • Support staff: gender-sensitive language and images • Gender specialists and focal points: catalyst and expertise I:\NH\GMstrat\GEMSstrat.ppt

Key Results • 1. Policy •  GEMS prepared based on good practices •  GEMS discussed at FSM 2003 •  GEMS approved and disseminated •  ILO member States take positive action • - legislation • - policies I:\NH\GMstrat\GEMSstrat.ppt

2. Programming and budgeting • Explicit gender mainstreaming strategies developed in country/ies: • in decent work programming • in all work plans • Progressive ‘learning by doing’ target: • One gender-specific action in each sector and country every 2 years • Gender tool kit developed and used • Training provided to ILO staff and constituents • Review in early 2005 to verify targets I:\NH\GMstrat\GEMSstrat.ppt

3. All TC projects: • Gender analysis: • - disaggregate data by sex • - check needs of both sexes by age, class and ethnicity • - assess impact of ILO support on both men and women • - identify gender inequalities • Gender planning: • - mainstream gender concerns and address gender inequalities in projects • - promote ILO key gender equality conventions • - set gender-specific indicators I:\NH\GMstrat\GEMSstrat.ppt

4. Technical missions: • All general missions will: •  Disaggregate data by sex •  Raise gender with constituents •  Report and follow-up on gender • Missions in areas/fields where gender equality concerns exist: •  As above •  Seek the views of gender experts • Gender-specific missions: •  As above •  Include gender expertise in the team I:\NH\GMstrat\GEMSstrat.ppt

5. All research will: • Disaggregate data by sex • Gender analysis, unless evidence exists that gender inequalities do not exist • Encourage research on gender (in)- equalities: • Progressive target: 1 research paper per technical field every 2 years I:\NH\GMstrat\GEMSstrat.ppt

6. Publications/reports to include:  gender analysis and sex disaggregation  gender advocacy  gender-sensitive language/images I:\NH\GMstrat\GEMSstrat.ppt

7. ILO staff and consultants: HRD issues • recruitment: merit and sex balance of staff • gender sensitivity in job descriptions and vacancy announcements • standard gender clauses in TORs • gender knowledge advantage in recruitments • obligatory: gender expertise in recruitments on gender-relevant subjects I:\NH\GMstrat\GEMSstrat.ppt

GEMS info package for new recruits • better use of GFP system: job description and time allocation • maternity and paternity leave for all • no excessive weekend travel and work and family-friendly work places • assess gender performance in appraisal of managers, specialists and programme officers I:\NH\GMstrat\GEMSstrat.ppt

8. ILO events • gender in: • report for meeting • agenda • report of meeting • invitations: • progressive aim 50-50 • current target: encouragement of •  40% women in general events •  40% men in gender events • database by status/sex I:\NH\GMstrat\GEMSstrat.ppt

9. Training and tools: • Updating by all • Capacity building of GFPs • Capacity building of all, e.g. training in gender and DME for programme officers • Any other wishes……….. I:\NH\GMstrat\GEMSstrat.ppt

10. Work with constituents •  gender advocacy •  gender work in country programming/other work • gender training and advice I:\NH\GMstrat\GEMSstrat.ppt

PROMOTING GENDER EQUALITY IN ASIA & THE PACIFIC: