PROMOTING GENDER EQUALITY

1. PROMOTING GENDER EQUALITY

2. 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).

3. 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.

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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

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