POSITIONING OURSELVES
Championing the advancement of women's socio-economic empowerment and promoting gender equality in the public sector. Strategic focus on monitoring, evaluation, thought leadership, and advocacy. National dialogues on women's issues and empowering women in the changing world of work through education and economic empowerment.
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Presentation Transcript
POSITIONING OURSELVES Setting The Tone For Women s Leadership In The Public Sector 1
Strategic Focus of Dept of Women MANDATE: To champion the advancement of women s socio-economic empowerment and the promotion of gender equality through mainstreaming, advocacy, monitoring and evaluation VISION: A society that realises the socio- economic empowerment of women and the advancement of gender equality MISSION: Accelerate socio-economic transformation for women s empowerment and the advancement of gender equality 2
Strategic Focus of Dept of Women Monitoring and Evaluation Gender Impact of Government Programmes Socio-Economic Empowerment of Women and Gender Equality Gender Thought leadership, Policy analysis and Knowledge sharing Gender Outreach/Advocacy 3
#365 days of activism National Dialogues on Violence against Women Sexual harassment at work Sexual abuse at home and our responsibilities as managers and colleagues 1,2 million public servants against GBV Men as partners in#365 4
CSW61 Theme Empowering women in the changing world of work 5
Nine Point Plan Status of Women in SA Economy Report Presidential Directive to place women s economic empowerment at centre of plans and resource plans Key indicators of women s empowerment EDUCATION: Explores women s status in education in two main areas: access and attendance, and educational outcomes and performance. 6
Status of Women in Economy LABOUR MARKET : Productive employment provides access to resources via wages and inequalities within the labour market may therefore have far-reaching consequences in other areas. UNPAID WORK AND WOMEN S CONTRIBUTION TO TOTAL PRODUCTION: It reveals that women are responsible for the lion s share of unpaid work, with women bearing a particularly large burden in terms of care work. 7
Status of Women in Economy ACCESS TO LAND, CREDIT AND PROPERTY: These three areas relate to the ability of women to engage in the economy and sustain livelihoods through leveraging assets. South Africa has over the past 20 years been progressive in promoting access to credit for women. POVERTY AND INEQUALITY: The report reveals that while poverty has declined since the end of apartheid, women remain more likely to be poor than males. Poverty, though, is felt more keenly by specific groups amongst the female population. 8
Gender Responsive Budgeting SA as path-breaker in this area in the first administration Not sustained it because did not embed it in the policy and procedures Is the budget going to where it makes a difference in the lives of women Do we have the skills to do gender responsive budgeting 9
Preferential Procurement Empowering women through preferential procurement How to ensure not a source of corruption and tender preneurship 30% set asides for SMMEs 30% set asides for youth how do we ensure that each of these is 50% for women 10
Work exposure and career guidance Take a Girl Child to Work President and Finance Minister UWESO Technogirl scarce skills and STEM In STEM fields at tertiary level, women graduates account for : 28.5% of graduates in engineering, manufacturing and construction; 48.6% in agriculture; 49.1% in science; compared to 79.3% in services, 72.8% in education and 73.7% in health and welfare. 11
Glass ceiling Top Management Equity men and women 100 90 80 70 60 50 Males 40 Females 30 20 10 0 12
Glass ceiling Top Management Gender and Race Employment Equity Figures 25 20 15 White Females Black Females Total females 10 5 0 2009-2010 2010-2011 2011-2012 2012-2013 2013-2014 2014-2015 2015-2016 13
Race and Gender in public sector Equity targets in the public sector Target of 50% women in SMS not got there and beginning to regress; 2015/16 41.0% 14
Glass ceiling in public service Glass ceiling takes many forms race, gender, disability 41.0% of SMS public servants are women with variation of 4% across races At L16, 50 women, 118 men 29.6% ( lost DG DWS, DTPS, DOJCD, SAPS, SSA, in 2015/6) 15
Equal Pay for work of Equal Value Public service uniform salary scales and a JE system ensure sequity in pay Within a salary level apparently men are on the higher notches than women Why ? Performance? PMDS? salary negotiations? This is an area that we will need to explore further 16
Work Enablers What is it that women need at work that men may not need? Childcare at residential area of at work employer or employee responsibility Family responsibility leave men and women get the same but is the need for it the same? Menstrual hygiene, emergency pads, and menstrual leave Sanitary dignity for indigent girl learners and young women what is our responsibility policy framework; budget allocation; sustained service delivery 17
Women as leaders Women as leaders or women in leadership Women as supervisors Women in a male dominated sector Sharing of experiences SAPS women s forum 18
Women as servants of the people "What counts in life is not the mere fact that we have lived. It is what difference we have made to the lives of others that will determine the significance of the life we lead." - Madiba May 2002 The struggle to conquer oppression in our country is the weaker for the traditionalist, conservative and primitive restraints imposed on women by the male-dominated structures within our Movement, as also because of equally traditionalist attitudes of surrender and submission on the part of women. O.R. Tambo, 1981, ANC Women s Conference 19
Women as servants of the people Batho Pele Principles people first 8 Point Plan of gender equity PFMA good governance and economic efficiency Beijing Platform of Action 12 priority areas Constitutional principles Bill of Rights and in particular equality clause 20
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