Review 3 final 2 - TAU - National Treasury

More documents

Recommendations

Info

TECHNICAL ASSISTANCE UNIT REVIEW | SIMULTANEOUS MAINSTREAMING OF GENDER AND DISABILITY variations in practice to overcome inequalities based on gender and disability. In practice, gender and disability equality norms often have to fight their way into institutional thinking as these norms are perceived to be in conflict with traditional organizational norms and in competition with core business priorities. 8 In business, the goal of competitiveness of the economy takes precedence over equality considerations, thereby condoning the many manifestations of gender and disability inequality such as unequal pay and job stereotyping. Compliance to Law and Policy There is always a link between good governance and compliance with law and policy. Good governance is not something that exists separately from the law and it is entirely inappropriate to unhinge governance from the law. The eradication of discrimination based on gender and disability, as envisioned in the Bill of Rights, has shifted compliance from the voluntary to the obligatory domain. No longer do public and private sector organisations have the choice of whether or not to remove barriers and to accommodate women and persons with disabilities. The starting point of any analysis on this topic is the duty of office bearers to discharge their legal duties in respect of gender and disability equality and removal of unlawful and unfair discrimination. Implementation challenges Gender and disability mainstreaming has the potential to be transformative in nature, changing the dominant paradigms in which we work. However, the essence of gender and disability mainstreaming makes it a challenge to implement. The task is formidable not only because of the inherently political nature of its transformative potential, but because of the challenge of scale in terms of range and the nature of change required. 9 Realising the potential of gender and disability mainstreaming requires significant and systematic change. Experience to date suggests that the move from policy to practice has been challenging, and while policy and strategies have varied in their impact, they have, however, all fallen short of the articulated goal of gender equality. In most cases, implementation has also fallen well short of declared policy. 10 Governance Imperatives Setting priorities, goals and targets The first and perhaps most essential task for governance is articulating a set of priorities and goals for mainstreaming gender and disability that are in line with the legal and policy framework for gender and disability and that can be agreed upon by the members of the organisation. This set of goals on the organisational level reflects the national and internationally agreed-upon standards and benchmarks for gender and disability. Setting up structures and processes Corporate governance mainly involves the establishment of structures and processes, with appropriate checks and balances that enable office bearers to discharge their legal responsibilities and oversee compliance with legislation in respect of equality and non-discrimination based on gender and disability. The more established certain governance practices become, the more likely a court would regard conduct that conforms with these practices as meeting the required standard. Governance practices, codes and guidelines therefore lift the bar of what are regarded as appropriate standards of conduct. Consequently, any failure to meet a recognised standard of governance, albeit not legislated, may render a board or individual director liable at law. 11 32 page Enabling change for development
TECHNICAL ASSISTANCE UNIT REVIEW | SIMULTANEOUS MAINSTREAMING OF GENDER AND DISABILITY Coordination and accountability As well as having targets for gender and disability clearly articulated, there is a need for those goals to be consistent and co-ordinated. Once a set of goals is established, there is a need to find ways of achieving those targets and steering the organisation to attain those goals. Accountability from a gender perspective requires that the decisions of public actors can be assessed by women and men equally. Gender-sensitive accountability systems require not just women’s participation, but also institutional reform to make gender equality one of the standards against which the performance of decision-makers is assessed. 12 Leadership Good governance in respect of gender and disability mainstreaming calls for effective leadership that rises to the challenges of gender and disability equality. Such leadership is characterised by the ethical values of responsibility, accountability, fairness and transparency and based on moral duties that find expression in the concept of Ubuntu. 13 Responsible leaders direct workplace strategies and operations with a view to eradicate discrimination based on gender and disability, and to promote, protect and attain the human rights of women and persons with disabilities, achieving sustainable economic, social and environmental performance. Endnotes 1 Schalkwyk, J., Thomas, H. & B Woroniuk. 1996. Mainstreaming: A Strategy for Achieving Equality between Women and Men: A Think Piece. Stockholm: SIDA. 2 Riley, J, 2004. “Some reflections on gender mainstreaming and intersectionality”, Development Bulletin, 64: Pg 82-86. 3 Booth, C. & Bennett, C. 2002. “Gender Mainstreaming in the European Union“. European Journal of Women’s Studies, 9 (4): Pg 430-446. 4 Jahan, R. 1995. The Elusive Agenda: Mainstreaming Women in Development, Zed Books, London. 5 Beveridge, F. & Nott, S. 2002. “Mainstreaming: A case for optimism and cynicism”, Feminist Legal Studies, 10: Pg 299–311. 6 ECOSOC 1997. Agreed Conclusions on Mainstreaming the Gender Perspective into all Policies and Programs in the United Nations System, United Nations. 7 Office on the Status of Women. South Africa’s <strong>National</strong> Policy Framework for Women’s Empowerment and Gender Equality. 8 Walby, s. “Gender Mainstreaming: Productive Tensions in Theory and Practice”, Social Politics, Fall 2005: Pg 321-343. 9 Pollack, M.A. & Hafner-Burton, E. 2000. “Mainstreaming Gender in the European Union”. Journal of European Public Policy, 7 (3): Pg 432-56. 10 Riley, J. 2004. “Some reflections on gender mainstreaming and intersectionality”, Development Bulletin, 64: Pg 82-86. 11 King III, 2009. 12 UNIFEM. Progress of the World’s Women 2008/2009. 13 Based on notes from the King Report on Governance for South Africa, Institute of Directors, 2009. Practice Notes. Pg 9. Maretha de Waal Development Consultant page 33 Enabling change for development
Page 1 and 2: TECHNICAL ASSISTANCE UNIT REVIEW Vo
Page 3 and 4: TECHNICAL ASSISTANCE UNIT REVIEW |
Page 31: TECHNICAL ASSISTANCE UNIT REVIEW |
Page 49 and 50: Tini Laubscher Tini Laubscher is a
Page 51 and 52: TECHNICAL ASSISTANCE UNIT REVIEW NO

Review 3 final 2 - TAU - National Treasury

Create successful ePaper yourself

Delete template?

Save as template?