PROMOTING GENDER EQUALITY

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PROMOTING GENDER EQUALITY
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GAD (Gender and development)

• In the 80ths,
• Distinguishes biological differences (that are
  universal) from the social differences (that are
  variables) between women and men
• Attention is given to the social processes and
  institutions that result in inequalities between
  women and men to the disadvantage of women
• C.156 (workers with family responsabilities,
  1981).

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GENDER

• Social differences between men and women that
  are learned, changeable over time, have wide
  variations with and between cultures
• Socio-economic variable to analyse roles,
  responsibilities, constraints, opportunities,
  needs of men and women.
• Gender roles are affected by age, class, race,
  ethnicity, religion and ideologies and by the
  geographical, economical and political
  environment.

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Gender analysis

• Is a tool to identify
• what women and men do and why
• Who has access to and control over resources of
  benefits
• What needs men and women have and why
• Linkage of above factors with the political and
  social environmental contex providing
  opportunity/constraint to ensure equality of
  opportunity

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GENDER PLANNING

• STRATEGIES TO OVERCOME CONSTRAINTS AND UTILIZE
  OPPORTUNITIES equality of results
• Addressing participation patterns and assistance
  requirement of men and women at all steps of
  policy and programme development

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GAD APPROACH

• To alter gender relations, women must participate
  in decision-making and must be empowered to
  develop strategies to address their own
  situation and to influence the direction of
  social change
• Empowerment is a process of awareness and
  capacity building leading to greater
  participation, to greater decision-making power
  and control and to transformative action

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Mainstreaming women in development

• Inherent to the GAD approach
• Requires explicit consideration of the actual and
  potential role of women in all sector of the
  economy and the impact of all policies, plans and
  programmes on women
• Can include affirmative measures

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Convention 100 (equal remuneration-1951)

• Applies to basic salaries and to any other
  additional emoluments (supplements, bonuses,
  allowances, etc.) paid directly or indirectly to
  workers men and women , in cash or in kind, as a
  result of his or her work
• Defines equal pay for work of equal value
• The application of the C. is facilitated by the
  objective appraisal of jobs on the basis of the
  work to be done
• Governments are to co-operate with employers 
  and workers  organisation in the practical
  application

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Convention 111 - Discrimination(employment and
Occupation - 1958)

• Promote equality of opportunity and treatment in
  respect of employment and occupation without
  discrimination based on race, colour, sex,
  religion, political opinion, national extraction
  or social origin
• Covers access to vocational training, access to
  employment and to particular occupations, and
  terms and conditions of employment
• Any law and administrative instructionsor
  practices which are not in line with this policy,
  should be modified
• The policy is to be carried out under the direct
  control of a national authority in its vocational
  guidance and training, and placement services
• C. 100 and 111 are reaffirmed as fundamental right

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Other Conventions

• C. 156 (workers with family responsibilities,
  1981)
• C. 175 (part-time work, 1994)
• C. 177 (home work, 1996)
• C. 183 (maternity, 2000)