PROMOTING GENDER EQUALITY IN ASIA

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PROMOTING GENDER EQUALITYIN ASIA THE PACIFIC

• ILO ROAP GENDER MAINSTREAMING STRATEGY (GEMS)
• 2004-2007

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• 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

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• 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

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• 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

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• 1. Immediate Objective constituents take
  positive action to increase gender equality in
  the world of work
• Targets in PB 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

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• 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

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• 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

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• 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

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• 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

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• 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

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• 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

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6. Publications/reports to include ? gender
analysis and sex disaggregation ? gender
advocacy ? gender-sensitive language/images
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• 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

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• 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

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• 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

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• 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..

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10. Work with constituents ? gender
advocacy ? gender work in country
programming/other work ? gender training and
advice
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