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IMPLEMENTATION OF THE 8 PRINCIPLE ACTION PLAN

FOR WOMEN EMPOWERMENT AND GENDER EQUALITY

OFFICE OF THE PREMIERLIMPOPO PROVINCE

MS C.L.MARADU

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OUTLINE OF PRESENTATION

• INTRODUCTION

• BACKGROUND

• PROGRESS ON IMPLEMENTATION

• CONCLUSION

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INTRODUCTION

• This presentation gives overview of progress made in the Limpopo province in respect of the 08 Principle Action Plan for women empowerment and gender equality.

• Implementation of the plan is monitored by Office on the Status of Women in the Office of the Premier

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BACKGROUND

• The Province has five Districts and 25 local Municipalities

• According to Stats SA, the population is at 5.27 million, with 56% being women.

HODs 8 PRINCIPLE ACTION PLAN

• The OTP shared the 8 principle action plan with all HODs

• There is both political and administrative support for the principles

• Implementation is at different levels within the province

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PRINCIPLE 1: TRANSFORMATION FOR NON-SEXISM

Achievements

• Departments have developed and implement programmes, e.g.

- 25 G/BEM clubs established in all 5 Districts.- Techno-girls Mentorship Programme is effectively implemented.- Mentorship for school girls provided (e.g. MINTEK mentoring

programme)- Education and awareness sessions on diversity management and

human rights conducted in conjunction with the Department of Justice (Master of the High Court and Family Advocate Units)

- Women in Agriculture and Rural Development (WARD) established and functional

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PRINCIPLE 1: TRANSFORMATION FOR NON-SEXISM (Cont)

Achievements- Tourism BEE codes is implemented.- Men’s seminar has been successfully conducted by one

Department.- Education and awareness sessions on diversity

management and human rights session conducted in conjunction with the Department of Justice ( Master of the High Court and Family Advocate Units ) 26 participants , 17 women and 9 men

- HR Planning Committee established.- Women in Agriculture and Rural Development (WARD)

established in all the Districts by the Department of Agriculture.

- The established Girls and Boys Education Movement (G/BEM) is being implemented.

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PRINCIPLE 1: TRANSFORMATION FOR NON-SEXISM (Cont)

Challenges• Guidelines for Prevention and Management of Sexual

Violence and Harassment :Not all schools were reached for the awareness and distribution of measures

Interventions/Future Plans• Gender Based Violence Training to be rolled out to all

districts per cluster circuits targeting learners and Life Orientation Educators

• Departments to develop programmes to transformation for non-sexism with clear targets to be measured

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POLICY 2:ESTABLISHING POLICY ENVIRONMENT

• Women in Housing Programme - (30% of housing budget allocated to women contractors

• Provincial Declaration on Women and Environment developed and adopted during Provincial Women and Environment Conference.

• Departmental policies and Procedure manuals developed:– No Violence and Harassment in Public schools and protection of

women- Provincial Gender policy - Sexual Harassment policy, Employee health and wellness policy

with the inclusion of HR Policies developed.- Gender Based Violence Training targeting 40 Curriculum Advisors

(23 females and 17males)- Guidelines for Prevention and Management of Sexual Violence

and Harassment in 1 000 public schools were disseminated

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ESTABLISHING POLICY ENVIRONMENT(2)

Challenges• Gender analysis of all policies in the province not

done

Interventions/Future Plans• Establish team to analyze the policies• Develop the capacity of the provincial gender

focal points to analyze policies• Active participation and involvement of gender

focal points in the review of the Provincial Growth and Development Strategy

PRINCIPLE 3: MEETING EQUITY TARGETS

Political Level• The Premier attained the 50%

representation in his Executive Council, through the appointment of five female MECs

• The provincial legislature has a 47% female representation (23 women & 26 men)

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PRINCIPLE 3: MEETING EQUITY TARGETS (Cont)

Administrative Level• The province is headed by a female

Provincial Director-General • Of the 10 departments, three have female

HODs (3 posts are currently vacant)• The average of the province is at 35% of

women at SMS level

EQUITY PER DEPARTMENT

DEPARTMENT TOTAL % of Females % Disability1.Office of the Premier 75 37.3 5.32. Agriculture 36 39.0 3.03. Education 48 33.3 -4. Health & Social Development 48 33.3 -

5. Safety, Security & Liaison 14 43.0 -6. Public Works 26 31.0 4.07.Roads & Transport 35 26.0 3.08. Sport, Arts & Culture 11 36.4 -9. Local Government & Housing 42 36.0 -10. Economic Development,

Environment & Tourism. 37 37.2 3.0

11.Provincial Treasury 40 35.0 -TOTAL 412 35.0 2%

PRINCIPLE 3: MEETING EQUITY TARGETS (Cont)

Interventions/Future Plans• EXCO to be provided with analytical

reports on equity status on regular basis

• Departments to be encouraged to actively recruit women

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PRINCIPLE 4:CREATING AN ENABLING ENVIRONMENT

Achievements• Gender units are in place and functioning well in 10 Departments• Departmental Gender forums are established in all the Departments • Employment Equity forums established in Departments• Women’s Forum established in 3 Departments• 2 departments have men’s forums• Establishment of Women Royal Forums in all districts

Challenges• Employment Equity forums are not fully functional in Departments

• Interventions/Future Plans• Ensuring Employment Equity forums are functional.• Motivation for departments to make provision for gender units

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PRINCIPLE 5: GENDER MAINSTREAMING

Achievements• Women are represented in the Bids Adjudication

Committees of all the Departments• Women are represented in various decision-making

forums in the province and departments• Increased number of PDI’s in the tourism mainstream

industry by facilitating and implementing tourism support programmes for PDI’s– 30 tourism community projects representing high number of

women at all levels.– identifying HDI’s for an increase in participation in the number of

previously excluded people in the hunting industry

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PRINCIPLE 5: GENDER MAINSTREAMING

Challenges• Departments are not doing analysis with regard

to gender mainstreaming of departmental programmes and policies.

Interventions/Future Plans• Training of other gender focal points and other

officers to continue in all the Departments• Gender mainstreaming analysis to be done

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PRINCIPLE 6: EMPOWERMENT

Management & Leadership Development of SMS Members

• MAP - WITS• Executive Development Programme –

WITS & PALAMA• Women in Leadership Conference• Gender mainstreaming - PALAMA

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PRINCIPLE 6:EMPOWERMENT

Commercial Empowerment• Monitoring of SCM is done, e.g. • In the province:

– Btw Apr &June 497 tenders to the value of R141 million were awarded

– 196 tenders to the value of R20,5 million were awarded to women,

– This constituted 39,4 % of tenders awarded to women• Bids for School Nutrition Programme – 75% of the

tenders were awarded to women

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PRINCIPLE 6:EMPOWERMENT

Challenges• Women Economic Empowerment target not met.• Other Departments did not implement management

development programmes targeting women

Interventions• Appointment of Women Companies to be given first

priority in all line function Departments.• Conducting audits in terms of Supply Chain data. • Management Advancement Programme (MAP) in the

Department of Agriculture - total of ten women will undergo the program by the end of the financial year

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PRINCIPLE 7: PROVIDING ADEQUATE RESOURCES

Achievements• All Departments have established Gender Units• All Departments have gender focal persons • A functional Provincial Gender Forum• Availability of budget

Challenges• Budget is not specifically for gender programmes in the Departments

but for all programs e.g. women, disability, youth, children and elderly in some Departments.

• Inadequate budget for gender programmes• Vacant posts in some Departments• GFPs are not at the same level (managers/deputy managers)

PRINCIPLE 7: PROVIDING ADEQUATE RESOURCES

Interventions/Future Plans• Provincial Gender Forum motivating

for:– GFP to be at same level (Director)– Specialisation

• Filling of vacant posts

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PRINCIPLE 8: ACCOUNTABILITY, MONITORING AND

EVALUATIONAchievements• Gender Audits are conducted • Provincial and departmental monitoring tool is utilized for monthly and

quarterly reports on gender programmes• Employment equity status report is compiled on a monthly and

quarterly basis for G&A Cluster and EXCO interventions.• Quarterly report on gender programmes is submitted to the Standing

Committee on the Improvement of Quality of Life, Women, Youth, Children, Older Persons and People with Disability

Challenges• Not all the Departments conducted Gender Audit• Late submission of reports

PRINCIPLE 8: ACCOUNTABILITY, MONITORING AND

EVALUATIONInterventions/Future Plans• Continuous gender audits to be

conducted by all the Departments.• Submission of reports with

disaggregated data by the Departments

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CONCLUSION

• Without a strong commitment to and investing in addressing gender equality and the empowerment of women, the goal of eliminating discriminatory practices against women in the workplace will remain elusive, therefore gender equality is not only a women’s issue, but should concern and fully engage men who can and do contribute to advancing gender equality, as individuals, within the workplace and in all spheres of the society.

THANK YOU