A summary of this committee meeting is not yet available.
JOINT MONITORING COMMITTEE ON IMPROVEMENT OF QUALITY OF LIFE AND OF THE STATUS OF WOMEN
21 November 2003
NATIONAL OFFICE ON STATUS OF WOMEN; GENDER AUDIT REPORT; DRAFT REPORT TO COMMISSION ON STATUS OF WOMEN; PROVINCIAL OFFICES ON STATUS OF WOMEN: BRIEFING
Chairperson: Ms L Xingwana
Deputy Chairperson: Ms M Themba
Documents handed out:
Office on Status of Women:Audit of Status of Gender Focal Points in National Departments
Department of Land Affairs Report
Department of Trade & Industry Report
Department of Arts & Culture Report
Department of Foreign Affairs Report
Department of Agriculture Report
Department of Correctional Services Audit Report
Department of Defence Report
Department of Minerals and Energy Report
Department of Health Report
Department of Health Powerpoint Presentation Part 1
Department of Health Powerpoint Presentation Part 2
Department of Water Affairs (Appendix 1)
Public Service Commission (Appendix 2)
Department of Education (Appendix 3)
Department of Social Development (Appendix 4)
Department of Environmental Affairs (Appendix 5)
North-West Province on Status of Women (Appendix 6)
Women, Sport and Recreation: Policy Guidelines (Appendix 7)
Free State Office on Status of Women
KZN Office on Status of Women
Eastern Cape Province on Status of Women
Gauteng Province Office on Status of Women
Women in Oil and Energy South Africa website: http://www.woesa.com
Technology for Women in Business website: http://www.twib.co.za.activities.html
The Committee discussed the status of women in National Departments. Members from different departments presented their status with regard to Gender Focal Points (GFP) within their Departments. Many Departments indicated that Gender Focal Points were not yet established due to lack of funds allocated to GFP, however, gender issues in particular, women issues were dealt with, within particular divisions in their Departments. The Committee expressed deep disappointment on Departments, which did not have the GFP in place; and recommended that Departments concerned should expedite the initiation of GFP processes within their Departments.
Office of Status of Women in the Presidency
Ms S Nkomo presented an audit performed by her office to determine whether there was compliance within government on the advancement of woman in terms of both the national and international mandates. It sought to determine whether the proper mechanisms were in place for the achievements of the goals set and the national commitment towards achieving these goals. Please refer to attached presentation.
Ms Themba (ANC) enquired what was being done about those departments that did not comply with policies. The Chair asked which departments were lacking behind in terms of compliance. She enquired as to the ideal staff complements of each Gender Focal Point (GFP), whether this was a function housed in one person or a unit.
Ms Nkomo pointed out that reasons for non-compliance ranged from structural incapacity to different approaches taken by the department. The levels at which these GFPs were at both National and Provincial level was not at sufficiently high enough level to help them achieve their objectives.
The Chairperson asked for the reasons why the Departments did not respond to the survey.
Ms M P Themba, Deputy Chairperson asked what had the National Office done about these departments which did not comply with the policy.
Ms Nkomo stated that, many departments did not attend meetings. The government did not have the proper structure in place to monitor the progress of each department.
The Chairperson asked about the status of OSW at provincial level - which departments had directors or deputy directors and what was the desired structure of the OSW Committee?
Ms Nkomo said that the level of GFPs at both National and Provisional was not assisting the OSW . The Chief Directorate level post was to be advertised soon, and within the public sector the post of Deputy Director was to be advertised. She mentioned that the proposed desired structure would consist of five people working at Directorate level.
The Committee was satisfied by the proposed structure
Ms B Thompson (ANC) asked what progress on GFP's had been made in KwaZulu-Natal?
Ms Nkomo stated that many talented staff had resigned and recently the chairperson has just resigned. Therefore, there was not much feed back about the progress in the KZN Province.
Department of Public Service and Administration
Ms Hendricks (People Management and development, GFP) pointed out that progress was slow especially regarding women and disability. She said she was the Gender Focal Point (GFP) in the department and that they were still staffing department. They had not met the required targets and that a study was necessary to determine reasons for this. Please refer to attached document.
The Chairperson asked about the DPSA's new target for 2005.
Ms Hendricks said that their target for 2005 is 30%.
Ms Themba asked how the PDSA related to the OSW.
Ms Hendricks said that the PDSA shared the same priorities as the OSW.
The Chairperson also asked about the number of women holding positions as Directors, Director General and Deputy Director General.
Ms Hendricks stated that the latest statistics had rough estimation on the number of women in this positions which were forwarded to the office on May 2003. She acknowledged the fact that managers were first informed about the staff profile before employees were recruited.
Department of Agriculture
Mr S Ralana, Senior Manager of Agriculture Services indictated that his department was in the process of establishing gender forum and restructuring of the department. The forum was to be formed by 70% women and 30% men. They had not yet identified the budget for restructuring. At present women constituted 40% of senior positions, with three women at top management level and two Deputy Directors. Out of 27 senior positions women occupied 10 positions.
Mr Ralana also indicated that the department was in the process of revising the recruitment structure to balance the gender imbalances within their department. The female farmer competition of the year, which consisted of three categories -top exporter; top National Markets; Top Informal Market; Top Household Producer had been introduced this year.
Ms M S Maine (ANC), asked about the capacity building of women in senior positions.
Mr Ralana said that more women were in senior decision making positions and reviews were done quarterly on all branches in order to assess women's capacity.
Ms Themba asked about how the department was linking with the provinces in terms of completion coordination.
Mr Ralana said that each province had a day to celebrate female farmer of the year and a winner was chosen from the four categories. The four winners were entered into the National competition where all provinces were present and winners were then chosen. In addition to this Mr Ralana pointed out that the National Department was funding all provinces and the money was coordinated from the national office.
Ms Themba commented that the Department should expose female farmers to share their experience in the constituency.
Department of Land Affairs
Ms S Manthata (Deputy Director for Transformation and Gender Unit) said that the Gender Unit in the Department had just moved. Quarterly review meetings were conducted to understand the position of women in the department. She also pointed out that women's access to land was determined by civil society. The Unit had recently initiated programmes on gender issues such as capacity building and training, women's access to land programmes, Agricultural development projects as well as Land Acquisition Grants. Internally the department was considering a childcare facility to assist staff members. The department did not have provincial land reform offices and had a minimum budget of R 1. 577 million. Please refer to attached document.
The Chairperson appreciated the work done by the department, however was not satisfied about their policies
Ms N E Lamani (ANC) asked if the land programme offered women the ownership of the land.
Ms Manthata replied that women had access to land but the community dynamics was the problem. The community should mobilize and come into their office to demand land.
Ms I Matsila (ANC) asked about the mechanisms that the department was utilizing to check that all rural women were reached.
Ms Manthata said that communication sections were in place to give people information about land. People were placed at various provincial levels to give feed back on what was happening in the provinces providing monitoring and evaluating the progress.
Department of Arts, Culture Science and Technology
Ms P Mohapa (Special Programmes, Arts and Culture) said that the department had been going through some changes and she had been recently appointed to this position. Many issues still had to be clarified as the Department had separated from Science and Technology.
Ms S Mngomezulu (Deputy Director, Science and Technology) said that the department is in the process of drafting the gender policy. Please refer to attached document.
A member from the Committee asked if it was possible to get the statistics of women in senior positions. Ms Mohapa said that they were unable to provide the statistics since they had been recently appointed to these positions.
Ms Thompson (ANC) commented on the possibilities of meeting some of the ministers concerned and the Directors General.
The Chairperson asked what the department was doing to recruit black girls into science and technology given the South African schools history.
Ms Mngomezulu stated that camps were in action to introduce girls into the world of Science and Technology through the aid of workshops.
The Chairperson recommended that a report should be written on the girl's camps programmes.
Department of Foreign Affairs.
Ms T Phakane (Director) pointed out that they did not have GFPs; gender issues were dealt with via the Employment Equity (EE). However, the department had the succession plan focused on the development of women, and almost 65% of programmes were directed to women.
Ms S M Camerer (DA) enquired when the available positions would be filled.
Ms Phakane said that the Deputy Director position was earmarked to GFPs before the end of their financial year. Director General would have to relook again at the possibility of advertising the post since the Director General was not in this position.
The Chairperson asked for an indication of how many Ambassadors and Missions there were. How many were women?
Ms Phakane stated that they had 106 Missions abroad. Sixteen of these were headed by women as Ambassadors.
The Chairperson enquired if there was a Code of Conduct amongst the Diplomats.
Ms Phakane replied that there is a Code of Conduct, Diplomats sign the contract with the department and bridging of these rules result in the proper investigation being done.
Ms Themba (ANC) asked about the kind of communication that the department had with the National Office.
Ms Phakane said that a person in the national office was transferred in 2001 into another section and the implications suggested that another person might be sent to the National Office.
A member asked why there were different statistics.
Ms Phakane replied that the department was aware of the statistics but the Director General was busy filling the Chief Director position by women in order to correct matters.
The same member also asked what the department was doing in order to achieve the target of 30% to ensure that they were not so low in terms of Diplomats representation.
Ms Phakane said that 50% of diplomats were women, the department had few posts available and the State President had the powers to appoint the missions.
The Chair remarked that the report did not reflect the true statistics of sexual harassment and the Committee was not happy about the GFP present within the department, thus hoping that this would be corrected soon.
Department of Trade and Industry (DTI)
Ms M Mathibane (Deputy Director) said that the department had no budget allocated for GFP when she started in 1998. The budget that they had was only for administrative purposes.
Ms Themba (ANC) asked what follow up did they do after launching the South African Women Entrepreneurs (SAWEN) and what interaction do they have with other departments.
Ms Mathibane said that a businesswomen Committee had been selected to assist in funding the programme, and they worked together with different Committees from different departments in different provinces and they had already launched SAWEN Provincial chapters.
Ms Thompson (ANC) asked if the department was making any progress. How could the DTI unit assist to make SAWEN programme to acheve its goal.
Ms Mathibane said that they had hosted the national technology for women conference for 2003, had supported the international conference on Courageous Leadership and they had established the Gender and Women's Empowerment Committee for monitoring the impact of their policies.
Department of Minerals and Energy
Ms S Mabusela (Deputy Director began her presentation by outlining the projects done by the department in 2003/2004, which are Kgabane project targeted at assisting rural craft women to add value to their craft, Women in Oil and Energy South Africa (WOESA) which was aimed at exposing and building women capacity in the Energy sector, and South African Women in Mining Association (SAWIMA) aimed at exposing and building women in capacity in Mining Sectors. Please refer to attached presentation.
Ms Makasi (ANC) asked if there was any recruitment for students in Technical school, and what role does the municipality play in gender issues.
Ms Mabusela stated that presentations were done on career days and students were recruited for internship programmes.
Ms Maine (ANC) asked if there is GFP in the department.
Ms Mabusela replied there was no need for GFP since the policy they had ensured that all the policies were in line with the GFP.
Mr D C Mabena (ANC) asked if there was a Gender Unit that was up and running, and with respect to the candidates that were going to be recruited were they going to be provincially done.
Ms Mabusela said that there was no specific unit for gender, they had a pledge in place and reviews would be conducted to monitor progress.
Department of Defence
Colonel Evelyn Langa reported that the Gender Focal Point in the Department of Defence was a fully-fledged sub section in the Equal Opportunities Chief Directorate (ECOD). The key points she highlighted included the policies, such as the Sexual Harassment Policy and the Gender Based Violence Policy, and the programmes, such as the Gender Training Programme, implemented by the Department to promote the status of women. The Department's budget was engendered to facilitate the work of the Gender Focal Point.
Please refer to attached presentation.
A Member asked what were the considerations in giving women a chance.
Ms Langa replied that they communicated with different Committees in order to get brief understanding of what is required of them when implementing the GFP, and to see that women were employed at a very strategic manner into senior positions.
The Chairperson wanted to know if they had a GFP unit.
Ms Langa said that Gender issues are dealt with under Violence Prevention Division.
Ms Maine (ANC), raised the question on how victims of rape and other sexual offences were treated when they reported cases.
Ms Langa said that staff were being trained in respect of treatment of rape victims .
The Deputy Chairperson suggested that as the Department of Defence's unit was so well focused that they should work with the South Africa Police Force to strengthen its Gender Focal Point unit. She asked the Department if it had a co-ordinated policy framework that was aligned to the National Policy. She also asked if women were being recruited into senior positions within the Air Force and Navy. The Deputy Chairperson asked the Department to comment on what was being done to ensure that women from other African Union countries such as the DRC and Burundi were represented in Peace Keeping operations.
The Chairperson inquired as to how often the Department reported to the National Office on the status of women. She also asked that the Department explain any frustrations that they had in relation to the issues of compliance with the National Office.
Colonel Langa in responding to the issue of co-ordinating the gender policies of the Department with the National Office stated that the Department always referred to the National Policy framework for issues relating to the empowerment of women and gender equality. The Department's responsibility was to translate the National Policy into a clear and understandable policy that would improve gender representation within the Department. She called on her Director for further comment.
Major-General Sedilse (Department of Defence) stated that one of the biggest problems that the Department faced was that there was a real need for women to join the Defence Force. She said that in order to address this imbalance the Department had set up a programme whereby a specific number of women and men, especially those from previously disadvantaged groups, were recruited into the Defence Force. She then added that it was from this group that positions were filled within the Air Force and Navy.
The Chairperson asked that due to the limited time allocated for the meeting that only one representative of each Department answer questions from the Committee.
South African Police Services
Ms Katlego Seabi said there were two GFP that dealing with internal SAPS issues and the other dealing with external issues affecting women who come to report offences. She went through the priority areas both internally and externally. There was fully functional GFP unit within the department.
Department of Justice Submission
Ms Joyce Maluleke (Department of Justice and Constitutional Development) stated that the Gender Focal Point of the Department was a fully-fledged Directorate that was situated in the Director General's Office. She detailed the Department's structure and highlighted the Gender Programmes of the Department with special attention to the issue of domestic violence and detailed the Department's budget for Gender projects. However, noting the time constraints of the meeting Ms Maluleke then suggested that the Committee members read the report she had handed out which detailed the Department's gender mainstreaming progress. Please refer to attached document.
The Deputy Chairperson inquired as to how many people were in the Directorate and what would happen once the initial pilot project had ended. She then asked Ms Maluleke to comment on the training of judges on the issues of gender.
Ms Maluleke stated that the report that had been handed out answered most of the Deputy Chairperson's questions, especially with regards to the Directorate's numbers. In terms of maintaining the Department's pilot project, she informed the Committee that a policy had been developed and was currently being reviewed by the Minister. In regards to the training of the judges Ms Maluleke stated that not only had funding been raised to assist with the training of the judges, but that an agreement had been reached that would ensure that judges would be trained on understanding International Human Rights so that in situations where the local law d not provide justice the judges would be able to invoke international laws. However, Ms Maluleke stressed that the problems that Department faced dealt with the issues of both gender and race and not gender alone.
South African Sports Commission (SASC)
Ms Nonkongozelo Ndiki (SASC) informed the Committee that the SASC had set up special projects that included gender training workshops and the establishment of forums in all the provinces to improve the status of women in sports. However, Ms Ndiki stressed that the Commission was faced with several challenges such as a limited budget and a lack of support from male counterparts and a lack of sponsorships. Please refer to attached document.
The Deputy Chairperson asked how much the SASC had received from the lotto for the promotion of women's sports. She also inquired as to whether the SASC had a special programme set up which identified women with sporting talent and if there was a structure for women in sport and how issues of racism in sport were addressed.
Ms Ndiki explained that as with any issue regarding women the lotto was problematic. As to the identification of sporting talent, she stated that there was a programme within the Sports Commission that was responsible for identifying sporting talent. In regards to the question of racism, Ms Ndiki said that there was a sub-Committee that had been set up to address the issue of race.
Ms Botha (Democratic Alliance) then asked for further clarification as to additional funding for women in sports.
Ms Ndiki replied that the Commission had applied for additional funding but the application had been rejected.
National Department of Housing
Ms Samantha Naidu (National Department of Housing) stated that two positions had been identified in the Department as Gender Focal Points. She explained that in Human Resources a Deputy Director had been appointed to deal with internal gender issues and that in the Department of Human Settlement Policy and Integration a Deputy Director had been appointed to deal with external gender issues. The gender programmes within the Department of Housing were targeted at mainstreaming gender within the Department's internal programmes and the Department's Housing policies and programmes. Ms Naidu also stated that while the Department did not have a specific budget for the Gender Focal Point, Transformation had a budget of R2 million, within which gender issues were being addressed and that the Department had concluded research into Integrating Gender in Housing and Human Settlements and had held a workshop on Women in Housing. Please refer to attached document.
Ms Esther Chaine Maluleke (Department of Health) informed the Committee on the Department's progress on the Gender Focal Point. She detailed the Department's structure and then highlighted the Gender Programmes of the Department. In terms of the budget Ms Maluleke stated that the Department currently had a budget of R1.8 million which she explained went mostly towards expenditure on personnel with the remainder being allocated to the Directorate for the implementation of programmes. She added that the Department's two main goals were promoting equality in organisational development and mainstreaming gender in the Public Health Sector.
Ms Maine (ANC) asked why there were so many doctors from the Western Cape assigned to the Department's Sexual Health Care Programme.
Ms Maluleke replied that the reason was that the Department of Health's branch in the Western Cape had been working hard to address the issue of sexual assault within the Province. She stated that the branch in the Western Cape had in fact implemented structures such as a special task force to deal with the issue of sexual assault and as a result the Province had a greater number of doctors assigned to the Sexual Health Care Programme.
Gauteng Province: Office on Status of Women
Ms Shoki Tshabalala (Office of the Premier, Gauteng) stated that outcomes and outputs of Province's Directorate in respect to gender were the development of a Gender Policy Framework, the establishment of Gender Focal Points in the Province's Departments and the facilitation of gender budgets. To this she added that the Gauteng's key intervention strategies included policy development and analysis, the establishment of Provincial gender machineries, gender mainstreaming, capacity building, co-ordination and planning and monitoring and evaluation. Please refer to attached document.
Ms Maine (ANC) member asked if there was a specific Gender Focal Point unit within the Province's Department and also expressed concern that Gauteng had not attended all the NOSW meetings.
The Representative from Gauteng replied that there was a sub-Directorate that dealt with gender issues. She explained that in the future a Deputy Director would be appointed but in the meantime there was an Acting Deputy Director. The Representative said that as the unit was still fairly new that she had been heading it alone, but once the positions of the Deputy Director and Assistant Director were filled that the Department would attend all NOSW meetings. In the short term she stressed that she would endeavour to respond promptly to all queries directed to the Department.
The Chairperson inquired if the National Office had tried to intervene or help the Gauteng Office.
Ms Susan Nkomo (NOSW) said that the problem was that it had been a political decision that neither herself nor the Representative from Gauteng had been able to impact upon. In Gauteng's defence Ms Nkomo also stressed that in doing international work Gauteng was not only represented by a Provincial delegation but also by an international delegation which created much confusion.
Ms Simone Le Hane (National Treasury) informed the Committee that the Treasury's programmes and initiatives included a gender forum and the development of activities including mentoring; internships; recruitment, selection and placement; leadership and management; and career management. She added that while the Treasury had had a number of successes it had also faced a few challenges such as the placement of women in meaningful decision making positions and creating a more conducive environment.
Please refer to attached document.
Ms Nkomo stated that her Department was looking forward to working with Ms Le Hane as in the past they had faced difficulties on finding an entry point into the National Treasury. Her Department had fielded a number of inquires from the UN Economic Commission on Africa that they were unable to answer and asked if her Department would be able to work with the Treasury in future with regards to such inquires.
Ms Le Hane agreed that her Department would endeavour to assist the NOSW in any way that they could.
Independent Complaints Directorate
Ms Elise Verster (Independent Complaints Directorate) stated that the ICD was committed to enhancing and promoting the implementation of the SADC Addendum, adding that the ICD's mandate in terms of the Domestic Violence Act was to monitor the implementation of the Act by the South African Police Services and the Municipal Police Services. Ms Verster said that the ICD was committed to the transformation of the South African Police Service consistent with the spirit and purport of the Constitution and to the promotion of proper police conduct. In regards to the status of the Departmental Gender Strategy, Ms Verster said that despite some difficulties the ICD had successfully addressed the issues of gender inequalities and empowerment, adding that women now made up 50% of senior management. She added that the Department had allocated R66 000 towards the implementation of internal awareness and outreach programmes to the community.
Department of Labour
Mr H de Jonge (Department of Labour) informed the Committee that while initially the Gender Focal Point was situated in the Chief Directorate that it had recently been restructured and as yet no decision had been reached as to its new positioning. However he clarified that this would be finalised in the near future and that as soon as it was he would inform the Committee. Mr de Jonge reported the Department's progress on the implementation of some of its gender programmes, which included the Employment Equity Plan and the National Skills Development Strategy. Please refer to attached document.
Ms Nkomo suggested that the Committee use the experience of the Department of Labour as an example of a situation where there was a very strong Gender Focal Point despite the fact that there had not been a Directorate specifically appointed to cover only gender work.
Department of Water Affairs
Ms Shalili Devi Misser (Department of Water Affairs) stated that the Department's Gender Policy was developed with a view to ensure Equity and Equality in the fields of water affairs and forestry. The Department also had an approved Anti-Sexual Harassment Policy. In regards to the status of the Gender Focal Point in the Department, Ms Misser informed the Committee that gender issues were managed within a sub-Directorate Equity programmes which also managed disability, Youth and Children, Anti-Sexual Harassment and Employment Equity. She then stated that the Department had drafted a Gender Action Plan based on the policy document. Please refer to attached document.
Department of Correctional Services
Ms N G Dlamini (Department of Correctional Services) began her presentation by outlining the Department's vision and mission statement. She briefed the Committee on the organisational structure of the Department's Gender Directorate. Ms Dlamini also highlighted several of Department's programmes that were designed to empower not only the Department's members but also to empower offenders. Please refer to attached document.
Free State Province: : Office on Status of Women
Ms S M Mlamleli (Office of the Premier, Free State Province) stated that the Department had initiated several programmes and projects that were not only designed to empower women but also would help alleviate poverty within the Province. She added that the Department was working on strategies that targeted social development and women's health. Ms Mlamleli then briefed the Committee members on the Department's Gender Policy. Please refer to attached document.
Kwa-Zulu Natal Province : Office on Status of Women
Dr Nonhlanhla Mkhize (Office of the Premier, KwaZulu-Natal Province) informed the Committee of programmes that were being implemented by the Provinces Departments that targeted issues of gender. She also highlighted several of the Province's achievements including the establishment of the OSW and the guidelines for gender mainstreaming. Ms Mkhize then suggested that the one of best ways forward for the Province was the establishment and monitoring of the National Gender Policy Framework.
Please refer to attached document.
The Chairperson stated that she had had the opportunity of meeting the Director General of KwaZulu-Natal and that one of the outcomes of that meeting had been the upgrading of the OSW. She then inquired as to the capacitation of the GFP and if there were any plans for training in the near future. The Chairperson asked Ms Nkomo how far along the NOSW was with the National Plan of Action for the National Policy Framework.
Ms Mkhize said that the capacitation of the GFP was an ongoing process. She stated that the Department had already had five workshops where the GFPs were specifically trained on issues of gender analysis and gender budgeting. The Department had started a Provincial Gender Missionary Planning Network, which would be meeting on December 9 and December 10 2003 to specifically address issues of gender budgeting.
Ms Nkomo in regards to the issue of the National Plan of Action said that a document existed but that it was made up of a number of different documents and as such formed what she termed a "cluster document". However, the "cluster document" had not gone through the cabinet processes and therefore was not an official document.
The Chairperson inquired as to when the document would be made official.
Ms Nkomo replied that the NOSW needed guidance from the Committee in this regard as the reason the NOSW had not moved ahead with the original plan was that certain sections were dated. Therefore Ms Nkomo stated that there was a need for a new Plan of Action.
The Chairperson asked why all the Provinces had not been represented at the meeting.
Ms Nkomo said that she was unaware as to the reasons for their absences. But in regard to the absence of the Northern Cape she suggested that perhaps the launch of the 16-day Campaign had made it impossible for the Province to attend.
The Deputy Chairperson stated that it was important that all Provinces attend all official meetings. On the issue of the new Plan of Action the Deputy Chairperson said that the plan needed to be updated and that a fresh document should be prepared and submitted to the cabinet.
Eastern Cape Province : Office on Status of Women
Ms Zukelwa Mlakalaka (Office of the Premier, Eastern Cape) briefed the Committee on the Province's Gender Focal Point machinery and the progress of Gender Programmes. The Representative also highlighted the progress made by the Strategic Planning Workshop conducted by the OSW. In summing up Ms Mlakalaka stated that the Provincial Growth and Development Plan for 2004-2014 launched earlier in the year demonstrated the Provinces commitment to support gender mainstreaming and the empowerment of women. Please refer to attached document.
The Deputy Chairperson said that as one of South Africa's poorest Provinces there were no resources for women and as such suggested that the Committee needed to make a special presentation to the Premier to upgrade not only the status of the OSW but also their resources to ensure that they were able to make an impact on the community.
The meeting was adjourned.
Department of Water Affairs Presentation to the Joint Monitoring Committee on the Improvement of the Quality of Life and Status of Women Parliament: 21/11/03
PART A: VISION, MISSION, VALUES AND TRANSFORMATION
We have a vision of a democratic, people-centered nation working towards human rights, social justice, equity and prosperity for all.
We have a vision of a society in which all our people enjoy the benefits of clean water and hygienic sanitation services.
We have a vision of water used carefully and productively for economic activities, which promote the growth, development and prosperity of the nation.
We have a vision of a land in which our natural forests and plantations are managed in the best interests of all.
We have a vision of a people who understand and protect our natural resources so as to make them ecologically stable and safeguard them for current and future generations.
We have a vision of a Department that serves the public loyally, meets its responsibilities with energy and compassion and acts as a link in the chain of integrated and environmentally sustainable development.
We have a vision of development and co-operation throughout our region; of playing our part in the African Renaissance.
The mission of the Department of Water Affairs and Forestry is to serve the people of South Africa by:
Conserving, managing and developing our water resources and forests in a scientific and environmentally sustainable manner in order to meet the social and economic needs of South Africa, both now and in the future;
Ensuring that water services are provided to all South Africans in an efficient cost-effective and sustainable way;
Managing and sustaining our forests, using the best scientific practice in a participatory and sustainable manner;
Educating the people of South Africa on ways to manage, conserve and sustain our water and forest resources;
Co-operating with all spheres of Government, in order to achieve the best and most integrated development in our country and in our region;
Creating the best possible opportunities for employment, the eradication of poverty and the promotion of equity, social development and democratic governance.
The Department of Water Affairs and Forestry is a loyal servant of the government and the people of South Africa. As public servants, our skills will, at all times, be used for the benefit of the people and the reconstruction and development of our country in the spirit of Batho Pele (People First).
As management, our responsibility is to provide high quality transformational leadership and a disciplined work ethic and to promote a working culture for motivated, accountable and committed teamwork.
As citizens of the African continent, we are dedicated to long-term integrated regional security and co-operation, and to the spirit of the African Renaissance.
Our working environment is governed by the principles of representivity, equality, mutual respect and human development.
CORE VALUES FOR TRANSFORMATION
We recognize that people are the cornerstone of the Department's success. Diversity is valued as a source of strength. We strive for a Department that fosters personal and professional growth and achievement. We have the courage to change.
PART B: GENDER MAINSTREAMING
B.1 The Department's Gender Policy
The Department's Gender Policy was developed with a view to ensure Gender Equity and Equality, in the field of water affairs and forestry. This was also developed to honor national and international legislation calling for Gender Equity and Equality.
The policy document basically outlines the status of Gender in the Department arid the important Gender principles that recognize and address the conditions that mitigated against women taking their full part in society, ending discriminatory practices and according special recognition and treatment to women as a means towards addressing the imbalances of the past, etc.
The policy further outlines the internal and external goals and objectives for Gender mainstreaming. One of the goals is to ensure equal participation and involvement of women and men in decision-making on all projects undertaken by the Department. The policy then reflects the structure responsible for its implementation and lastly outlines the national and international instruments supporting Gender Equality and or Mainstream mg.
Apart from this policy, the Department does have an approved Anti-Sexual Harassment Policy. It should be noted that one couldn't speak about Gender Policy without making reference to anti-sexual harassment strategy. It is the duty of the Department to provide a work environment free of sexual harassment. The policy applies where sexual harassment has occurred within the work environment or in any other activity related to work. This is more of a reactive than a proactive approach. The Department continues to conduct awareness raising on the policy as a proactive measure. The Department ensures that all employees are aware of this policy so as to enable them to deal with incidents or complaints relating to sexual harassment. The policy further outlines a procedure to be followed regarding sexual harassment cases. The Department's efforts in curbing sexual harassment of employees has been very successful in the past year (only one case of sexual harassment was reported)
B.2 The Status of Gender Focal Point in the Department
Gender issues are managed within the sub-directorate Equity programs, which resides within HRM. The sub-directorate also manages disability, Youth and Children, Anti-Sexual Harassment and Employment Equity.
Gender issues are addressed at all levels in the Department. At both National and Provincial Level Gender issues are discussed within the following forums:
Gender Steering Committee: Has representatives from all components and meets on a monthly basis.
Employment Equity Consultative Forum: Has representatives from all occupational levels and components including unions. This committee meets quarterly.
Management Committee (MANCO): senior managers only and meets monthly.
Regional Transformation Forums (RTF): Has representatives from all levels and components within the Region. The committee sits monthly
Ministers Transformation Council (MTC): Has representatives from senior management, project leaders and unions. This committee meets quarterly.
National Transformation Forum (NTF): Has representatives from all components in the Department and meets annually.
Departmental Bargaining Chamber: Representatives from unions, management, and Labor Relations and sits quarterly.
The Gender Focal Point reports to the Director Human Resources Management. Arid the budget is located within the HRM Directorates budget.
B.3 The Department's Gender Program / Gender Action Plan
As part of the preface, the policy clearly stipulates that the next step will be to develop a program of action or Gender Action Plan (GAP) based on the policy document. The draft GAP has been developed as a result of the above policy recommendation.
This draft document is more of an implementation plan that answers the what, how, when and by whom. Although the intention of this document is very clear, it has been seriously affected by capacity problems in terms of taking it forward, specifically with regard to awareness raising, implementation and monitoring. However, some important aspects of Gender Mainstreaming continue to be implemented fragmentally.
Representivity in the Department
An analysis of the representivity statistics in the annual report to the Department of Labour for the period 1999 to 2003 reveals the following
16 385 (71%)
6 554 (29%)
15 548 (71%
6 403 (29%)
14 539 71%
5 841 (29%
12 912 (70%)
5 553 (30%)
Representivity statistics of women in the Department for the financial year 1999-2000 stood at 6554 I 29% of the entire workforce comprising of 22939 staff members.
In the 2000-2001 and 2001-2002 financial year, the percentage of women ;n the Department remained the same. For the same period an overall decrease of the total workforce can be noted.
In the 2002-2003 financial year, the Department had a 1 % increase of women representivity. In this case, women representivity amounted to 30% I 5553 of the total workforce of 18465.
It is very important to note that the Department has, for the past mentioned years, gone through major changes in its workforce profile. Some of these changes can be attributed to restructuring. However, the Department remains committed to increasing the number of women in all occupational categories and levels.
Gender related activities and campaigns
The Department has been at the forefront regarding Gender related activities and campaigns. Just to cite a few, for the past year Department has successfully celebrated and participated in the following activities, i.e. National Women's Day (9 August), the 16 Days of Activism on No Violence Against Women and Children Campaign (15 November to 10 December) led by the Department of Justice and Constitutional Development, the International Women's Day (7 March), within the context of 16 Days of Activism Against Gender Violence, the Department celebrated the World AIDS Day and the International Day of Disabled Persons. It is important to note the impact gained from these activities and campaigns. Our staff becomes more and more informed about Gender issues and makes informed decisions in their work and private lives.
The latest Gender related activity was the Women in Water Awards celebration. It is of paramount important, as a success from the Department's side, to note that the Departmental staff across the board participated actively at all these activities and campaigns.
How the Department has effected representivity in its institutions and project structures
While water projects were managed through local project steering committees, the Department required their membership to be 30% women, which was generally complied with. With the handover of responsibilities to local government, the 30% target is still being followed. In all institutions for which the Department has oversight and where the Minister is responsible for appointments of the Board, adequate gender representivity is required and promoted.
Water Resources Management Branch Progress
The Department has undergone a process of transformation, which has resulted in the establishment of a gender component within the Stakeholder Empowerment unit in the Water resources management (WRM) branch.
During the Earth Summit in August 2002, the Department of Water Affairs and Forestry made a commitment to work in partnership with the Gender and Water Alliance (GWA) in the development of training modules for ensuring Gender mainstreaming in Integrated Water Resources Management (IWRM). As a result of this undertaking, Ms N. Mohapi attended a writer's workshop in February 2003, in Manila, Philippines to give advise on the content and format of the modules. Comments on the draft documents were made and submitted in May 2003. In June 2003, The officer represented the GWA at the Training of Trainers in IWRM held in Switzerland in June 2003, which was attended by 30 delegates from developing countries. The main aim was to create awareness on gender mainstreaming in IWRM, and reporting on the current developments made by the GWA to other international organizations that hosted the training (World Bank, UNDP CAPNET and IHE Delft). The modules have been finalized and the Regional training of trainers in Gender Mainstreaming in IWRM will take place from the 15 17 December in Pretoria. In this training program, about 25 delegates from English -speaking countries in Africa will undergo training in Advocacy and gender mainstreaming.
In the development of the Levhuvhu River Government Scheme, local women were trained in concrete technology, catering, bookkeeping, minute taking and facilitation. Those trained in concrete technology have been employed in the scheme, and local women now cater for project meetings. In such initiatives, sustainability is a threat, and only co-operative governance could be a means for ensuring poverty alleviation in these areas after the completion of projects.
It has been difficult to monitor gender in the institutional development process as the success varied from area to area according to the individuals driving the process. It is challenging to get the perfect timing for meetings, as most women have their domestic chores, to attend to and for those who do attend, they sit by passively without participating. The initial step of separating the women from the men in order to obtain their issues has been found to be key in most initiatives. We therefore are faced with the challenge of having more practitioners who would be gender sensitive in the implementation of projects as well as in institutional development.
The Department has been supporting the Water for Food Movement, which is an association of rural women who use water harnessing mechanisms, in order to have enough water for their communal vegetable gardens.
A gender analysis of the water sector is currently underway. Some of the water management Institutions established by DWAF under the National Water Act and Water Services Act are being analyzed. A gender mainstreaming strategy within the WRM branch would be developed, implemented and monitored.
An awareness creation workshop has been planned for senior management for early next year.
Water Services Program Progress
Â· Awareness raising and training programs were rendered to Project Implementing Agents and Management staff in the department, and District Municipalities in KwaZulu Natal, Limpopo, Eastern Cape, and North West. The aim being to assist managers and implementing agents understand relationship between gender and sustainability and ensure that these get addressed within project cycles.
Â· Establishment of units to address gender within the department and the water services sector. This has been achieved in Eastern Cape, Limpopo and North West.
Â· The development of a draft gender mainstreaming strategy in the Eastern Cape. The DWAF Gender policy roll out workshop also took place in the Eastern Cape.
Â· Started a process of development of gender KPIs for integration into the Monitoring and Evaluation system.
Â· Started a process of developing a sector gender mainstreaming strategy Department wide
Assumed a leading role in the Cell C sponsored "Take a Girl Child to Work" project
Â· Participated in the organizing committee for the Commemoration of 16 Days of Activism in 2002.
Public Service Commission November 2003: PRESENTATION TO THE JOINT MONITORING COMMITTEE ON THE IMPROVEMENT OF QUALITY OF LIFE ANT STATUS OF WOMEN
PARLIAMENT ON 21 NOVEMBER 2003
1. THE STATUS OF THE GENDER FOCAL POINT IN THE DEPARTMENT -WHETHER IT IS A FULLY-FLEDGED DIRECTORATE AND AT WHAT LEVEL IT HAS BEEN ENGAGED?
Â· The Gender Focal Point is a person.
Â· Senior Human Resources Practitioner (Level 8), responsible for all Special Programs.
2. WHO DOES THE GENDER FOCAL POINT OFFICER REPORT TO IN THE DEPARTMENT?
To the Assistant Director: Group Human Resources.
3. WHAT PROGRAMS HAS THE DEPARTMENT INITIATED ON GENDER AND WHAT IS THE BUDGET FOR THE WORK ON THE GENDER FOCAL POINT?
A total budget of R 52 000 has been allocated towards all Special Programs for the 2003/2004 financial year.
THE STATUS OF THE GFP IN THE DEPARTMENT OF EDUCATION
The GFP exist as a Directorate, consisting of the Director, Chief Education Specialist, Deputy Chief Education Specialist, Senior Administrative Officer (vacant) and Secretary.
The Director reports to the Chief Director: Special Programs in Education who reports to the Acting Deputy-Director General: Quality Promotion and Development then to the Director-General. The Director attends Departmental monthly Broad Management and Strategic Planning meetings where the Directorate is able to influence decision making as far as gender mainstreaming is concerned.
For the financial year 2003 - 2004, the allocated budget was R1,5m inclusive, leaving only R200 000.00 for programs. A lot of the work achieved is done through donations and partnership with other Directorates (HIV and AIDS) who will provide funding.
To a large extend this budgetary limitations determines and limits programs initiatives. In line with the set strategic objectives derived from the vision and mission of the Department and mandate of the Directorate, the following were achieved and implemented nationally:
1. Strategic Objective: Ensuring that gender equity is reflected in all policies and practices of the Department.
1.1 Gender sensitization workshops were held for School Governing Bodies, Educators, Learner Representative Council and Student Representative Councils members, Educator Unions and office based official.
1.2. A Framework has been developed, awaiting Senior Management approval for sectional heads to mainstream gender in their programs.
1.3. training workshops for educators on equity in the classroom, gender based violence.
2. Strategic Objective: to ensure leadership and participation of girls in education.
2.1. Girls Education Movement was launched to equip girls with the necessary skills to occupy spaces alongside their counterparts.
2.2.A website has been launched to give them space/platform to discuss issues affecting their lives.
2.3.training workshop on writing skills was conducted for them to ensure they write quality articles for publication in national newspapers - The Teacher and others.
3. Strategic objective: to uphold the principles of human rights and human dignity and sexual responsibility.
3.1.Development of policy guidelines on Sexual Harassment and Learner Pregnancy.
3.2. Advocacy strategy: materials (posters and manuals on gender based violence) and campaigns on gender and HIV and AIDS.
RE: DEPARTMENT OF SOCIAL DEVELOPMENT GENDER STATUS PRESENTATION
Sub-Directorate with a Deputy Director and one contract worker.
Â· The DSD - GFP is engaged in all the extended EXCO processes i.e. from Directors - DC, and this committee have quarterly meetings. She also inputs in all the EXCO processes like MTEF, Strategic plans, Budget speech, Annual reports.
Â· The GFP is located in the Director-General's office and was officially placed under the Directorate:
Executive Support. The GFP is currently reporting to Chief Director: Corporate Services.
3. Programs initiated by the GFP are:
Â· Training on different Acts like Domestic violence Act, Maintenance Act, Employment Equity Act, International and Regional treaties like BPA+, CEDAW, SADC Declaration, National Gender Policy Framework, Sexual Harassment, Self Defence and sensitizing men about gender issues.
Â· There are no dear indicators as yet to ensure effective gender-mainstreaming in all the Department's programs however the VEP, HIV/AIDS Community Based Care and Children programs, Disability, Poverty Alleviation, Social Security and Socioeconomic programs do integrate gender concerns though on ad-hoc basis.
Â· The Gender Advocacy and Awareness Programs are annually co-ordinated by the GFP during Gender events in collaboration with the relevant line functions supported by Communications, like the National Women's Day/Month, International Women's Day, 16 Days of Activism and the International Women's Day for Peace.
R580 000 was allocated for the 2003 2004 financial year.
CHIEF DIRECTOR: CORPORATE SERVICES
DEPARTMENT OF ENVIRONMENTAL AFFAIRS AND TOURISM
REPORT TO JOINT MONITORING COMMITTEE ON THE IMPROVEMENT OFQUALITY OF LIFE AND STATUS OF WOMEN ON THE STATUS OF THE DEPARTMENTAL GENDER FOCAL POINT
The department is cognizant of the national policy framework on gender and it has put up structures for its implementation. As well as initiate programs to empower and uplift women in the society.
STATUS OF THE DEPARTMENTAL GENDER FOCAL POINT
The Division: Gender, Disability, Youth and Children, acts as the departmental gender focal point (GFP. This Division is located in the newly formed Directorate: Transformation and Special Projects within the Chief Directorate: Corporate Affairs. The GFP is placed as such so that it can be aligned to the departmental transformation agenda. This Division consists of two posts an Assistant Director and an Administrative Officer, with the Assistant Director acting as the departmental GFP officer.
The role of this Division is to coordinate and facilitate the development and implementation of policies and strategies towards: equality promotions; gender equality and women's empowerment; disability inclusivity and integration; youth development; and children's rights promotion and protection.
This Directorate is currently in the process of establishing structures and mechanisms of ensuring that gender is mainstreamed into the department's core functions. To this extent, a Departmental Gender Committee has been established made up of officials nominated as gender representatives from the various Chief Directorates in the department. The major challenge is to capacitate the gender representatives so that the committee can function effectively.
Furthermore, gender issues are a standing agenda item in meetings of the Departmental Transformation Steering Committee chaired by the Director-General.
REPORTING LINES FOR THE GENDER FOCAL POINT
The Assistant Director: Gender, Disability, Youth and Children, who act as the departmental GFP officer, reports to the Deputy Director: Transformation. Although the Deputy Director reports to the Director: Transformation and Special Projects on line function issues, he is able to report directly to the Director - General as the coordinator of the Departmental Transformation Steering Committee which can influence the work of the GFP
PROGRAMS INITIATED BY THE DEPARTMENT
The gender related activities initiated by the Directorate: Transformation has mainly been on advocacy, by ensuring that the department commemorates and actively participates in national gender calendar events. For instance, this Directorate hosted a Women's Day celebration where the program included the recognition of the contribution women make in the department particularly those at lower levels as well as raising awareness on gender sensitivity, particularly targeting males.
Importantly, the department has initiated a various programs that empower and benefit women in communities, spearheaded by our Deputy Minister, Ms Rejoice Mabudafhasi.
The Deputy Minister has managed to mobilize for more funding from outside sources towards the departmental poverty relief projects, so that more people form disadvantaged communities, particularly women, can be empowered.
Some of the projects that were initiated, implemented and sustained by the department:
Funds were allocated to a training and development project in African art, craft and clothing. The works of this project were showcased at the World Summit on Sustainable Development, 2002; African National Congress Conference, 2002; World Parks Congress 2003. This project is receiving orders from the international market for its works.
The department has initiated a tourism project, where women are trained and developed in running a bed and breakfast outlet. These outlets are then marketed internationally.
Eastern Cape - Centane
The Deputy Minister handed out 115 abalone fishing exemptions, out of which 63 were given to women. This has empowered 55% of women in this rural coastal area.
Free State - Caledon
The department has funded a project on fly-fishing run by forty women. This poverty relief project is also a tourist attraction site, to the extent that these women were also trained and given bicycles to be tour guides as well.
Over and above these poverty relief projects led by the Deputy Minister, most programs run by various Branches of the department empower and benefit women in communities.
As part of its internship program, the department has allocated R147 000 to 8 students from previously disadvantaged communities to study for a certificate course at the Garankuwa Hotel Management School. 50% of these students are females.
The department has set aside R 240 000 for the training of tour operators in the next financial year, 50% of those trained will be women.
The departmental draft Employment Equity Plan calls for a 50% women target overall. Currently, the department is at 35% women overall and 40% women at senior management. Also the department has developed and is implementing a Policy on Sexual Harassment, with the main aim of creating a safe working environment for all its employees.
BUDGET FOR GENDER FOCAL POINT WORK
The budget available for GFP work is part of the operational budget of the Directorate: Transformation and Special Projects. A proposal will be put forward for this Directorate to have a specific budget allocated for GFP work, as from the next financial year.
However, various departmental Branches fund their own gender specific projects! interventions.
The major challenge facing the departmental GFP is to strengthen its coordination function within the department, as well as establish a coordination linkage with the department's statutory bodies and the provincial line functionary departments.
NORTH WEST PROVINCE OSW REPORT TO THE JOINT MONITORING COMMITTEE ON THE IMPROVEMENT OF QUALITY OF LIFE AND STATUS OF WOMEN
Gender equality and women's empowerment is one of the strategic priorities of the North West Provincial Government. Since the inception of the democratic government in1994, the Provincial Government has remained seized with the task of transforming all state institutions to reflect its commitment to gender equality. This report therefore provides a background to the provincial government's efforts. It is adapted from the North West Gender Report that has been compiled by the Province.
2. REVIEW OF THE ESTABLISHMENT OF THE OFFICE ON THE STATUS OF WOMEN
The Office on the Status of Women (OSW) was established in the Office of the Premier in 1995. The Office was established in terms of the decision of the Provincial Executive Council.
The establishment of the OSW was intended to provide a mechanism that would provide for the effective implementation and coordination of the gender policy and programs in government.
The location of the OSW in the Office of the Premier gave the Office the authority and strategic positioning to influence policy processes and implementation processes.
3. THE CAPACITY OF THE OSW
The office is located in the Special Programs Directorate. The approved structure has seven officers:-
Â· Director (also responsible for Disability Desk);
Â· A Deputy Director;
Â· 3 Assistant Directors;
Â· Senior Administrative Officer;
Â· Office Manager; and the
Â· Administrative Clerk.
4. ACHIEVEMENTS OF THE OFFICE
Â· The establishment of the OSW in 1995 was a significant milestone;
Â· Harmonization and collective training by the National OSW was done for all Provinces,
A Business Plan was developed during 1997 to 1998 to integrate the implementation of gender programs in government;
Â· A Gender Audit of the Province was done during 1995 to 1999;
Â· During 2001 a Provincial Consultation on Gender was held. The Summit looked at the coordination of the implementation of gender programs in government and across the different spheres,
Â· Jointly UNDP and the National 02W trained the 02W Provincial Coordinators,
Â· The compilation of the North West Ten Years Gender Report (Towards Ten Years of Democracy);
Â· The development and the adoption of the Provincial Gender Strategy in 2003; and
Â· The development of a program to capacitate GFPs in municipalities.
5. CAPACITY BUILDING
Â· The UNDP/OSW Capacity Building Training Program ended in May 2003. The last module was entrenched in issues of NEPAD and the Ten Years of Freedom.
Â· An analysis of GFPs capacity and status was done and the report is with the office. The training that is developed to address the needs of the GFPs for their for their effectiveness started in the third week of May 2003 and it will end in May 2004. This training includes the GFPs of the National Departments who resides in the Province.
6. THE STATE OF THE DEPARTMENTAL GFPs
Â· The Department of Health has been having a formally appointed GFP for more than two years now at the level of an Assistant Director;
Â· The same Department of Agriculture; Conservation and Environment;
Â· The Department of Mineral and Energy has mechanisms and systems in place to address fully issues of gender in the Province;
Â· The rest of the Provincial Departments have ad-hoc GFPs with gender not been part of their job descriptions; and
Â· The situation is the same in the other National Department of Provincial competencies.
7. MECHANISMS IN PLACE
Departmental gender analysis was done in March 2003;
Â· As a result of that the Office has agreed with Departments to capacitate GFPs (appointed and ad-hoc). The training started in the third week of May 2003;
Â· The training is based on the findings of the analysis with regard to gender mainstreaming and coordination of
Â· This mechanism will assist in empowering GFPs and hopefully putting systems in place indifferent departments;
Â· The are standing meetings with GFPs once a month;
Â· The Provincial Gender Strategy that has recently been adopted will facilitate effective implementation of the Gender Policy; and
Â· The Implementation Matrix will ensure the integrated planning of the Departments.
Â· GFPs be located in strategic positions within their Departments. This means that GFPs should be in a position to make a positive in their respective Departments
Â· HODs should take direct responsibility for the implementation of Gender Programs within their Departments,
Â· Departments are to establish cordial relationship with NGOs and exchange ideas on their strategic and plans for the year in the interest of private-public -partnership;
Â· The Office is the stage of resuscitating the Provincial Machinery;
Â· Gender programs within the Departments do not have specific budgets for mainstreaming; and
Â· A relation between national and provincial departments ]s not as it supposed to be.
9. PROJECTS AND PROGRAMS OF GFPs
Some departments do have projects and programs in place. Most of these departments do have poverty alleviation programs e.g. Department of Tourism and Environmental Affairs; Agriculture and Conservation; Public Works & Roads; Social Services, Arts, Culture and Sports.
However, for one to be in position to know what they are doing, one has to have extra ordinary relations with people dealing within these projects. In terms of measuring their successes, the Integrated Provincial Gender Strategy has a mechanism starting from next year to check that.
Special Programs Directorate
WOMEN SPORT AND RECREATION (SAWSAR): POLICY
The SASC together with Provinces agreed on the following:
The Committee on Transformation of the SASC's Board will take responsibility for the overall strategic direction and policy framework on all matters pertaining to women and sport. A Commissioner will chair this Committee. The Committee can also appoint other persons to serve on the Committee because of their specialized field of expertise.
Coordinators for women and sport, coordinated by a member of the South African Sports Commission, will assist the Committee on women and sport issues. These coordinators will comprise mainly of women and sport Coordinators of the nine Provinces. The main responsibilities of the coordinators will be to initiate, implement and oversee all operational issues.
Provincial Forums (please find attached diagram A) The role of these forums will be to:
1. Advise the co-ordinator on equity issues
2. Implement the policy
3. Initiate and implement women and sport projects
4. Help in dispute resolution
5. Information dissemination sessions
6. Share ideas and address key issues
7. Help with equity research
8. Ensure that key role players establish equity desks
9. Address cultural dynamics
The Vision, and Values developed are in line with the strategic thrusts of the SASC
Women and Sport addresses previous imbalances in South Africa by ensuring active participation of women and girls in sport and recreation from foundation to excellence.
KEY PERFORMANCE AREAS
THE PROJECT AIMS TO WORK TOWARD THE VISION THROUGH:
- Gender mainstreaming
- Sustainable programs
- Good practice initiatives
- Nurturing cultural diversity
- Availing resources
- Self motivation
- Team work
- Fair play
Responsibilities of the SASC
The SASC will facilitate the process of the development and role of women! sport and recreation.
Through a consultative process, the SASC will submit to the SASC Board's Committee on Transformation the following documents for inputs and ratification:
Â· A women and sport policy document.
Â· Business plans and budgets for women and sport projects.
Â· Strategic direction and framework on all Issues pertaining to women, sport and recreation.
Â· Proposals for applied research.
Â· Proposed projects for the year.
Although the SASC will most of the time not be the implementer, it will be responsible to manage, co-ordinate and monitor all activities related to women and sport in conjunction with the co-ordinators of women and sport.
Represents South Africa at national and international events on women, sport and recreation issues.
Inform the following structures about the latest development:
- Rehabilitation International
- Supreme Council
Monitor progress of the Provincial forums
Joint responsibilities of the SASC and the Provincial Governments
Initiate sustainable women, sport and recreation projects in the Provinces.
Initiate and facilitate awareness campaigns.
Ensure close co-operation between the provincial co-ordinators and the national office of the SASC.
Contribute to the development and updating of a women and sport database and participation trends,
Advice stakeholders on all relevant women, sport and recreation issues. Motivate funding for women and sport projects.
Initiate applied research on women, sport and recreation issues.
Responsibilities of the Provincial Governments
Appointment of a provincial co-ordinator for women, sport and recreation.
Enable the provincial co-ordinator to fulfill his/her responsibilities.
Facilitate the establishment of a women, sport and recreation desk.
Work in close co-operation with the SASC on national women, sport and recreation projects.
Submit to the SASC information on women and sport projects and activities in the Provinces.
Provide reasonable funding for women and sport projects in the Province.
Support the co-ordinators in the establishment of forums
Role of the National Federations
Drive the process within their federation.
Educate and run awareness campaigns awareness.
Establish a women's desk.
Leadership development (capacity building).
Contribute to Women's day events.
Nominate a person for relevant Women's awards.
Develop and Implement own internal policy on equity in support of the National policy.
Promote teamwork/partnership i.e. federations/provincial government.
Use structures to communicate.
Practical action plan supported - monitor and feed back.
Focus on leadership roles.
Assess "programs" and refocus if necessary - in house training.
1. Gender training workshops
Life skills, capacity building, and mentorship.
2. Awareness: August month and other months Federations to do same
HIV/AIDS awareness programs for women.
3. Establishment of Forums in Provinces
Â· Seminars on e.g. customary, religious, practices and sport
4. Research on women in sport and recreation update (data on women participation trends)
Â· Gender composition survey.
5. Ensure that women and the disabled are exposed to all the sports and recreation programs (monitor).
6. Support Girl child programs e.g. leadership/peer group courses.
7. Draw up SAWSAR business plans and budgets.
8. International Participation.
9. A national seminar on critical Women and Sport issues on 30 August 2D03.
Agreements on addressed. The areas and areas the following:
key activities were reached and provincial dynamics were also above responsibilities and projects were identified as generic of priority. Business plans were drafted with special emphasis on the following
iv) Delivery time
vi) Skill required
Status of provincial forums established:
- North West
- Free State
- Northern Cape
- Eastern Cape
- Western Cape
Limpopo, Mpumalanga and Gauteng - no dates yet. provincial co-ordinators are experiencing some difficulties in terms of annual budget. There are very limited resources allocated to Women in Sport.
WOMEN AND SPORT
NATIONAL CO-ORDINATOR NATIONAL FORUM : National Federations
Sports & Recreation South Africa
Macro bodies (e.g. NOCSA)
OSW (Office of State President)
PROVINCIAL COORDINATORS PROVINCIAL FORUMS : Provincial Federations
Provincial Macro structures
Volunteers E.G. SCORE