ACCELERATING GENDER AND DISABILITY EQUITY THROUGH PUBLIC SERVICE INTERVENTION

1. ACCELERATING GENDER AND DISABILITY EQUITY THROUGH PUBLIC SERVICE INTERVENTION PRESENTATION TO A JOINT PORTFOLIO COMMITTEE ON PUBLIC SERVICE AND ADMINISTRATION & WOMEN, CHILDREN AND PERSONS WITH DISABILITIES 30 October 2013

2. ACCELERATING DISABILITY & GENDER EQUITY CREATING AN ENABLING POLICY AND LEGISLATIVE ENVIRONMENT (demand) EMPOWERING WOMEN AND PERSONS WITH DISABILITIES (supply) PUBLIC SERVICE INTERVENTIONS IMPACTS

3. ENABLING POLICY AND LEGISLATIVE ENVIRONMENT • Constitution (1996) • White Paper on an Integrated National Disability Strategy (1997) • Employment Equity Act (1998) • Promotion of Equality and Prevention of Unfair Discrimination Act (2000) • National Policy on Women Empowerment and Gender Equality (2000) • Ratification of International, Continental and Regional Human Rights Treaties (Beijing; CEDAW; AU Protocols; CRPD) • Women Empowerment and Gender Equality Bill (2013) • National Disability Rights Policy – to focus on equality of outcome by focusing on minimum norms and standards in key areas (target date 2014) • Transversal Disability Rights Legislation (target date 2015) • Sector policy and legislation • DWCPD Mainstreaming Framework & Strategies • Mainstreaming of gender and disability considerations and impact indicators into the 2014-2019 MTSF

4. BACKGROUND OF THE 50% GENDER PARITY PRINCIPLE • This 50/50 principle is in line with the decision adopted by the African Union (AU) Commission in 2002, as well as that articulated in the AU Heads of States’ Solemn Declaration on Gender Equality in Africa, adopted in 2004. • It is also aligned to the SADC Protocol on Gender and Development, which contains a clause on the 50% gender parity target to be achieved by 2015. • The Minister of Women, Children and People with Disabilities is the champion of the 50% gender parity programme in the country, while the Department of Public Service and Administration (DPSA) has been implementing the mandate of 50% representation of women in the SMS levels in the Public Service

5. OVERALL ACHIEVEMENTS • At the political decision making levels, the country has progressed from 2,7% pre-1994 to within the 40-45% mark currently, making us 4th on the OECD SIGI and 6th on the Global Economic Index Gap Report • South African women hold senior positions internationally and on the continent. At the national level women hold senior positions in both the public and private sectors • In the Public Sector, 39.1% women in the SMS levels. 4 National Departments have reached the 50% target. However at the private sector level, women as Chairpersons (5,1%) or CEOs (3%) and Directors (17%) are on the very low side (even though there is an upward slant in terms of numbers) • Focus on transformation of the Judiciary has seen an increase from 0-30% of female judges since 1994. • The MDG Report 2013 shows that more women are entering tertiary institutions and more women are graduating with post matric qualifications including up to doctorate levels. More women are entering research areas • There is also positive trends in the numbers of girls entering fields of study or work previously dominated by men, especially the STEM areas.

6. WEGE BILL • The enactment of the Women Empowerment and Gender Equality Bill will focus on both public and private bodies (as defined in the Bill). The Bill seeks to attain progressive realisation of a minimum of 50% representation and meaningful participation of women in decision-making structures, including Boards and the judiciary. It speaks to the issues of building women’s capacity to participate as well as providing supporting mechanisms for women. This allows for enforcement which is currently a huge gap in pushing this parity principle with any authority • The WEGE Bill also legislates for gender mainstreaming across private and public bodies • The Bill provides for regulations of institutional mechanisms to advance women’s empowerment and gender equality. This means that the issue of gender focal points or gender units, location and rank can be regulated in the future. In addition the Bill calls for the regulations on the minimum competencies for such positions so that gender mainstreaming is not treated as an area “dumped “ onto employees in HR, or holding a basket of focus areas.

7. EMPOWERING WOMEN • Working with girls in terms of career development – such as the Techno-girls project, Cell C Take a girl child to work programme. UNICEF is now taking the Techno-girls project as a best practice globally. • Working with young women to address issues of empowerment for example DWCPD holds discussion forums with young women, including young women with disabilities – these sessions allows for interactive discussions on challenges they face, what opportunities exist, etc. • Working with rural women to empower them – one of the spin offs includes a long term investment on women who will have the corollary impact on the lives of daughters – who are the future workforce. An MOU with DRDLR makes provision for 50% of land allocated to go to women. • Empowered women will find it easier to avail themselves for senior positions in the workforce and be able to hold their own in an environment dominated by men • DWCPD collaborated with PALAMA in continuing to train employees in gender mainstreaming, and has also facilitated gender-responsive budgeting training • Some departments are grooming/training a pool of middle managers through the Executive Management Training courses e.g. Department of Correctional Services

8. DISABILITY RIGHTS OVERALL ACHIEVEMENTS • South Africa claims the international stage with regards championing the rights of persons with disabilities due to progress being made in mainstreaming disability • Development and ratification of the CRPD • Declaration of the Africa Decade for Persons with Disabilities • Development of the UN DESA Toolkit for Africa • Zero Project Nominations on Good Practice in Accessibility • Disability, HIV and AIDS • Self representation

9. EMPOWERINGPERSONS WITH DISABILITIES

10. EMPOWERING WOMEN AND PERSONS WITH DISABILITIES

11. EMPOWERING WOMEN AND PERSONS WITH DISABILITIES

12. EMPOWERING WOMEN AND PERSONS WITH DISABILITIES

13. EMPOWERING WOMEN AND PERSONS WITH DISABILITIES

14. WAY FORWARD • Finalisation of transversal/cross-cutting policy and legislation • Strengthen national machineries • Disability Rights Policy and WEGE Bill • Clearly defined functions, responsibilities, competencies and qualifications • Align programmes with national planning and budgeting cycles • Align national gender and disability rights agenda with MTSF • Progressive roll-out of Sector Rights-based Monitoring and Evaluation Strategy • Disaggregation of statistics and data & knowledge management • Gender and disability responsive budgeting • Targets and indicators • Strengthen research into priority areas for gender and disability equity promotion • Publication of thematic research

15. Working together we can do more to remove barriers and create an inclusive and accessible society for all.