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Drive Towards Gender Equality by 2015: Media House Progress

Explore how an urban radio station in Blantyre is addressing gender equality challenges and contributing to SADC Protocol targets through the COE process. Discover the impact, champions, and changes made towards gender parity.

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Drive Towards Gender Equality by 2015: Media House Progress

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  1. YOUR LOGO ADD AN ACTION PHOTOGRAPH THAT SHOWS AN ASPECT OF THE GOOD PRACTICE PLEASE FEEL FREE TO ADD YOUR OWN BACKGROUND DRIVE TOWARDS GENDER EQUALITY WEZI NYIRONGO CATEGORY: MEDIA COE COUNTRY SADC GENDER PROTOCOL SUMMIT DATE: 10 APRIL, 2013 VENUE: RYALLS HOTEL GENDER EQUALITY BY 2015, YES WE MUST!

  2. BRIEF DESCRIPTION OF MEDIA HOUSE • We are an urban station based in Blantyre • Type: radio • Circulation: 6 Million – 60 percent urban 40 percent rural audience. (2.5 million females-3.5 million males). • Proportion of women sources: 25 Percent • How many employees (42 – 14 female, 28 male) • Capital Radio has been part of the COE process: 5 Years (since 1 December, 2008) Photograph/graphics/ scans/map that will highlight some of the information in the description GENDER EQUALITY BY 2015, YES WE MUST!

  3. KEY GENDER CHALLENGES IN THE MEDIA HOUSE • Lack of a deliberate support mechanism to champion gender mainstreaming. • There is still a lingering mentality that gender is a female issue which needs to be addressed. Photographs that show some of challenges GENDER EQUALITY BY 2015, YES WE MUST!

  4. GENDER CHAMPIONS • Wezie Nyirongo • Editor Photograph of the gender champion/s in action GENDER EQUALITY BY 2015, YES WE MUST!

  5. GENDER CHAMPIONS • Lobbying the management to balance the number of female and male employees in different departments such as technical department which has four male radio technicians, without female representation. • Encouraging the newsroom team to balance sources( adding more female voices) in their stories and programming. Photograph/s of the results GENDER EQUALITY BY 2015, YES WE MUST!

  6. HOW HAS THE COE PROCESS CONTRIBUTED TO ADDRESSING THE CHALLENGES? • CFM management has thrown its weight behind the gender concept, taking a leading role in influencing change. • CFM management commits itself to fully investigate all cases of gender discrimination and take appropriate action to correct the situation in the shortest possible time. • Action against stigma and discrimination due to real or perceived HIV status while in employment. • Establishment of a gender confidant, who handles issues of sexual/ verbal harassment at workplace for redress. • Radio promos encouraging women voicing out their concerns. • We have amended our policy to include deliberate promotion of women voices on our radio as well as female staff to take a key role in news an other programming. Photograph/s showing changes GENDER EQUALITY BY 2015, YES WE MUST!

  7. HOW HAS THE COE PROCESS CONTRIBUTED TO ADDRESSING THE CHALLENGES? • Development of new programmes on GBV- HIV and Aids such as Tiuzeni. • Mau a Kumudzi, a human rights and developmental programme which encourages women to speak out on challenges they face within the community. • The station is now an equal opportunity employer. • CFM management ensures reduction of conflict between professional and family responsibilities and that separation of spouses for long period due to exigencies of duties should be minimised. Photograph/s showing changes GENDER EQUALITY BY 2015, YES WE MUST!

  8. HOW HAS THE COE PROCESS CONTRIBUTED TO ADDRESSING THE CHALLENGES? • Tiuzeni, Mau a Kumudzi. • CFM management is yet to put in place a special budgetary component to address gender disparities. Yes we conduct periodic self monitoring. The latest one has revealed that there are a few women speaking on issues of economics and other policy issues. Photograph/s showing changes GENDER EQUALITY BY 2015, YES WE MUST!

  9. HOW IS THE MEDIA HOUSE CONTRIBUTING TOWARDS ACHIEVING THE 28 TARGETS OF THE SADC PROTOCOL? GENDER EQUALITY BY 2015, YES WE MUST!

  10. HOW IS THE MEDIA HOUSE CONTRIBUTING TOWARDS ACHIEVING THE 28 TARGETS OF THE SADC PROTOCOL? GENDER EQUALITY BY 2015, YES WE MUST!

  11. IMPACT • Increased number of female managers in most departments. • Female employees taking challenging tasks. • Feed back from audiences through SMS, internet-face book page. • Gender Links, NAMISA. Photograph/s of people or scans GENDER EQUALITY BY 2015, YES WE MUST!

  12. CHANGING LIVES • Alaudin Osman, CFM station manager. refer to previous document on his profile. Photograph/s of the changing lives GENDER EQUALITY BY 2015, YES WE MUST!

  13. CHALLENGES TO GENDER MAINSTREAMING • Financial challenges, as a result the management is failing to recruit more female employees. • Lack of proper coordination between CFM and other institutions such as Gender Links to advance gender mainstreaming. • Lack of training to orient staff on issues of gender. GENDER EQUALITY BY 2015, YES WE MUST!

  14. WAY FORWARD • Review of the gender, HIV and Aids policy to ensure that it remains relevant and responsive to the needs of employees at Capital Radio. This review shall take into account the progression and the impact of the pandemic, developments in scientific and other technologies. Photograph/s to show areas that will be taken forward GENDER EQUALITY BY 2015, YES WE MUST!

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