GENDER MAINSTREAMING AT UDSM

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GENDER MAINSTREAMING AT UDSM

• PREPARED
• BY
• DR. F. MUKANGARA

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Introduction

• Rationale of Higher Learning Institutions in
  promoting gender equality as based on the various
  instruments ratified/signed by our countries.
• International, Regional and National instruments
  ratified and signed by most countries Tanzania
  being one of them.

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Introduction Cont

• Tanzania Constitution, Bill of Rights, Tanzania
  Gender Policy and education policy also carry
  that commitment.
• At University of Dar es Salaam the corporate
  strategic plan has specific objective for
  ensuring for gender balance, gender equality and
  equity through gender mainstreaming.

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Gender Mainstreaming at UDSM (1)

• UDSM started in 1966, now undertaking ITP with
  gender as part of the ongoing restructuring
  processes.
• An integral policy strategy for promoting equal
  opportunities.

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Gender Mainstreaming at UDSM Cont...

• It pursues a situation in which all structures,
  values, programmes, policy strategies core
  functions aim at serving equally needs of both
  women and men.
• Allows the need for specific policies, programmes
  or projects on gender equality.

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Gender Initiatives at UDSM

• Gender Dimension Task Force (1992)- examined the
  gender concerns at UDSM i.e. imbalances in
  student enrolment, academic staff recruitment
  promotions and power relations and leadership.
• GDTF was required to recommend ways to achieve
  50 female enrolment and 30 academic staff
  recruitment by year 2002.

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GDTF Findings

• Majority of UDSM not gender sensitive.
• Gender not clearly understood by most of UDSM
  community.
• Gender not mainstreamed in curricula.
• Significant gender imbalance i.e. staff and
  student.

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GDTF Recommendations

• Establishment of a Unit to coordinate gender
  mainstreaming at UDSM. The birth of Gender
  Dimension Programme Committee (GDPC) chaired by
  the DVC-Academic.
• Creation of gender sensitive policies.
• Review, strengthen and enforce by laws
• Integrate gender into the core curricula

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GDPC Initiatives and Results

• Main task Implement GDTF recommendations.
• Facilitate, coordinate and monitor the
  implementation of gender mainstreaming at UDSM.
• Institutionalising gender equality and equity at
  UDSM (through gender mainstreaming).

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GDPC Objectives

• Facilitating and supporting the
  institutionalisation of gender mainstreaming at
  the University.
• Support the Universitys core Programmes to
  operate with a gender perspective.
• Facilitate the bridging of the gender gap
  existing at the University through advocating and
  promoting various affirmative actions staff and
  students.

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GDPC Objectives Cont..

• Make the University adopt, institutionalise and
  operationalize measures that promote a gender
  sensitive culture and environment.
• Promote and institutionalise networking within
  and beyond the University.

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GDPC Strategies

• Comprehensive reviews of University policies with
  a gender perspective
• Facilitate gender sensitisation and gender
  capacity building skills programs for both staff
  and students
• Promote gender equality and equity objectives in
  student enrolment, staff appointment and
  retention
• Generate and disseminate information on gender
  dynamics at UDSM to key stakeholders and beyond.

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Strategies Cont.

• Facilitate curricula reviews/development with a
  gender perspective.
• Facilitate the institutionalizing of
  accountability for gender equality and equity at
  UDSM.

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GDPC Activities

• Development of a Gender Responsive organizational
  structure.
• Review of existing University policies for gender
  sensitivity.
• Capacity building for key UDSM Actors for gender
  analysis.
• Management of the scholarship programme/and
  supporting pre-entry programs.

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Activities Cont

• Conducting research, consultancy and counselling
  on gender issues
• Attempt at Gender mainstreaming of the University
  curricula.
• Dissemination of information.
• Establishment of counselling centers at all
  campuses (currently 5).

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Research initiatives

• The policy review of 2003 revealed gaps at
  various levels and recommend for addressing the
  gaps via
• Communication strategy
• Advocacy strategy

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Capacity building

• Capacity building for gender at Institutional and
  individual level
• University Council members
• Senior Management team, Deans and HoDs
• Selected faculties

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Affirmative action

• History of being fully government sponsored
• Limited resources
• Developed and cemented the culture of inequality
• Recognition of historical gap resulted in the
  adoption of several equity measures to expand
  access to females in higher education

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Affirmative action cont..

• Musoma resolution,
• Special enrolment criteria for females
• Pre-Entry programme for female in science,
• Female undergraduate scholarship programme
• Special Pre-entry for females in engineering
• Scholarship for postgraduate students and staff
• Post-doctoral support to female academicians

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UDSM undergraduate enrolment trend
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Key achievements

• Accounting from 1994 where Gender audit depicted
  gender relations at UDSM as gloomy and pathetic!
• Anti-Sexual Harassment policy (2005)
• UDSM Gender policy (2006)
• Expanded access to female students enrolment from
  7 in 1994 to 21.1 in 2005-06
• Gender sensitized community

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Challenges

• Institutionalization and accountability
  mechanisms
• Accountability as part of performance appraisal
• Strategies to ensure visibility of women in top
  positions
• Limited institutional capacity for gender
  mainstreaming

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Challenges cont

• Recognition of gender mainstreaming prerequisite
• Financial sustainability
• How to manage an open system (cultural
  environment)

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Conclusion

• University plays a key role in society
• Approaches adopted by UDSM in addressing gender
  gaps
• The importance of research in the implementation
  of gender mainstreaming
• Mechanisms and registering of Institutional
  accountability in addressing identified gaps
• Anti-sexual Harassment policy
• Gender policy
• Gender Centre

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THANK YOU