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

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PROMOTING GENDER EQUALITYIN ASIA & THE PACIFIC:

ILO ROAP GENDER MAINSTREAMING STRATEGY (GEMS)

2004-2007

I:\NH\GMstrat\GEMSstrat.ppt

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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 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


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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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3. 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:

1. All general missions will:

Disaggregate data by sex Raise gender with constituents Report and follow-up on gender

2. Missions in areas/fields where gender equality concerns exist:

As above Seek the views of gender experts

3. 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


Documents

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