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Glass Ceilings: Managing change in the Southern Africa Media

Glass Ceilings: Managing change in the Southern Africa Media . Sexism is alive and well !. Structure of the presentation. Context: Southern Africa Background: from content analysis to Glass Ceiling Research. From South Africa- Southern Africa- Global How we hope to use the research.

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Glass Ceilings: Managing change in the Southern Africa Media

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  1. Glass Ceilings: Managing change in the Southern Africa Media

  2. Sexism is alive and well !

  3. Structure of the presentation • Context: Southern Africa • Background: from content analysis to Glass Ceiling Research. • From South Africa- Southern Africa- Global • How we hope to use the research. • North-South sharing

  4. 15 countries English, French, Portuguese White settler colonialism (SA) One party- multiparty Emerging from conflict. Media renaissance Southern Africa Struggles for national liberation; Gender= second revolution

  5. 50% women in all areas by 2015. Gender mainstreamed in media policies, laws and training. Equal voice to women and men= media content. Challenging of gender stereotypes. Balance and sensitivity: coverage of GBV. 2008: SADC Protocol on Gender and Development Media cannot be obliged to change; but lagging behind the rest of society.

  6. Challenging the male face of the news. 2003: GMBS Advocacy; training; policy; content creation; media literacy; content creation. 2005: Using global GMMP for benchmarking. 2009/2010: Aligning the regional and global study for further benchmarking. GL editor of the 2010 Global Report. Initial focus: media content

  7. Tracking progress Overall: women’s sources 17-19% But SA 19%-26% etc

  8. GMMP: Women journalists, women sources? 28% women sources women reporters compared to 19% women sources men reporters Promoting gender equality In and through the media

  9. Genesis of the Glass Ceiling Study • SANEF: Administered own questionnaire; shocked by what they found • Patriarchy and sexism are still alive and well.. prohibiting South Africa’s women journalists from realising their potential. • 2006:Requested GL to gather quantitative data= widely publicised report. • 2008: Decided to cascade to whole region where we had worked with 140 media houses on HIV and AIDS policies; entry point. • IWMF Global Study: borrowed from questionnaire, to ensure alignment. • We are now completing the Southern Africa study and providing these results to the Global Study. • Make reference to the preliminary findings of regional study; can speak more authoritatively on South Africa findings; the reaction and follow up (these are yet to come in the rest of the region). Newsrooms versus media houses: Study covers 125 media houses in 14 countries

  10. Women and men: overall

  11. Country variation

  12. Media house variation

  13. SA: Race and gender Black women 46% pop; 18% media practitioners

  14. Average earnings (SA) 25% difference in average earnings

  15. Earnings by race and gender

  16. Women mostly in low paying jobs

  17. In SA black women only 6% top managers

  18. Terms of employment

  19. Gender division of labour

  20. The beat goes on…

  21. What action? • No targets- no plan. • Recruitment, selection, promotion, career pathing, fast tracking… • Not many family friendly practices: flexi time; child care facilities; what is meant by paternity leave.

  22. Comments: hostile environment • “Women managers are accused of being emotional and incompetent if they are not perceived as tough and vindictive (and bitchy if they are). They are also vulnerable to rumour and innuendo about their sexual activity or history to a degree that men simply are not. In general, it is clear that men prefer being managed by other men. They often unconsciously subvert women managers without even being aware of it”.

  23. Only 17% with gender policies 30% sexual harassment policies. 88% would like to develop policies Policies

  24. 50/50 by 2015 Every effort will be made to ensure that the views and voices of women and men are sought out in every story that Kaya FM covers. Each week Kaya FM will ensure that it covers at least three gender specific stories. Reporters on the news team will be assigned to the gender beat on a quarterly rotation basis to ensure that all members of the team gain skills, contacts and expertise in this area. Each reporter who serves on this beat will contribute at least five new women sources to Kaya FM’s in-house data base What can be done- Excerpts Kaya GP 2010: GMMP IV; GMBS II; Glass Ceiling= 100 policies

  25. Collecting Connecting Collaborating Thanks to the IFJ Unions - a vital constituency Enlightened self interest key for progress. Look forward to further collaboration Gender and Media Diversity Centre (GMDC) Media dev NGOs Media training advocacy and research Institutes North and South Gender and Media Summit IV 2010 Share best practices

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