Political Party Guidelines Eng

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How to change cultureWhen we step into a car, we take it for granted that a seat belt is provided and that we use it. Before the1950s people did not. Every day in different parts of the world, hundreds of people died unnecessarily incar crashes, as there were no belts. Now we have legislation about it, and all car manufactures follow thelegislation and provide the belts.Yet it took decades to make customers understand the benefit of doing this. Many countries have stipulatedusage of seat belts in legislation, and there have also been big campaigns to make people aware ofthe benefit of this safety measure. Despite this, some people still refuse to use them. Every year there areunnecessary deaths due to this. Most people in most countries understand the need to protect themselves.There are no estimates of how many billions of dollars have been saved, thanks to us learning to use seatbelts, but it is clear that it is a vast sum of money.Improving safety procedures and people learning to follow the new regulations are good examples ofcultures changing quite fast. To change the culture of quietly approving VAW, we need male gender champions– well known politicians, writers, musicians, movie stars – who openly talk of women’s rights and theemotional and financial costs of VAW.3.12 Gender based harassmentAnother proof of the fact that cultures do change is the #Me Too -campaign. A few years ago no-onecould have imagined that sexual harassment experienced by women would become so widely talkedabout, and so unanimously condemned. The way women are being treated is changing. What was consideredacceptable earlier on, is no more.However, buried in the structures of many organisations, old attitudes persevere. Politics and power areconnected, and one element of power is its tendency to corrupt. This corruption often manifests itselfin a powerful person’s misuse of his/her power as unwelcome sexual advances.Sexual harassment is defined by UN in the following way:“Sexual harassment is any unwelcome sexual advance, request for sexual favor, verbal or physical conductor gesture of a sexual nature, or any other behavior of a sexual nature that might reasonably be expectedto cause offence or humiliation to another, when such conduct interferes with work, is made a condition ofemployment or creates an intimidating, hostile or offensive work environment. While typically involving apattern of behavior, it can take the form of a single incident. Sexual harassment may occur between personsof the opposite or same sex.” 37Political parties must make sure that they write a policy on harassment and abuse ofauthority, and have proper procedures and mechanisms in place to tackle sexual harassment. Theseinclude a written and binding code of conduct for cases of harassment. Effective means to cope with theproblem are e.g. 1) having a complaint mechanism: nominating within the party persons fromdifferent units as so-called focal points, to whom people who have encountered harassment can report; 2)establishing a means to report incidences anonymously, if need be, and; 3) creating supportmechanisms for those, who have been harassed.It should be noted that abuse of authority can take many forms. If in a political meeting a man in anauthority position tells a woman, who is expressing her opinions (as people in meetings generally do),to be quiet, he is breaking the norm of decent behavior, and he is abusing his power position. Similarlyordering women to make tea instead of taking part in a meeting can be seen as abuse of power.22GUIDELINES FOR POLITICAL PARTIES IN MYANMAR
4. Gender auditing of political partiesAccording to a research carried out by the Asia Foundation and Phan Tee Eain, a NGO in Myanmar,women politicians believe that men have a pivotal role to play in increasing the number of women inpolitics:“Female representatives also noted that increasing men’s engagement and support for gender equality wasthe most effective way to increase the number of women in politics, with 71% stating it would be ‘stronglyeffective,’ and an additional 16% believing it would be ‘effective.’” 38Think of the party that you belong to and then reflect on the following, simple questions:• Does the party that I present pave way the participation women or people belonging tominorities in any way?• Does the party manifesto mention the needs of women and girls?• Have the suggested policies been gender mainstreamed, that is, has there been an analysisof how the suggested policies affect women’s and girls’, men’s and boys’ situations?• Does my party have gender quotas? Are they voluntary or are they written in the partybylaws?• Have we ever had a female chairperson or secretary general?• How many women and how many men from my party have served as MPs over the last tenyears?• Are there formally established women’s groups in my party?In the box above were only a few questions which aim to analyse whether equality has been an issuefor a given party in Myanmar. If you said “yes” to a few of them, you can be pleased – your party hasgiven some consideration to gender equality. But it is very probable that there is a lot of place for improvement.To find out what the situation really is like in your party, you need to practice some selfreflection.This is best done in the form of a gender audit of your party.To carry out this, a work group should be established. The mandate for this group must come from theleadership of the party. It is also important that men and women are members of the group and thatthey come from various levels of your party.After the work group has been established, the team should go through the following themes (and, eventhough we talk here of women, envision also groups belonging to different minorities):GENDER EQUALITY: A SHORTCUT TO DEVELOPMENT AND PROSPERITY 23
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Page 35 and 36: To ensure that women candidateshave
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Page 41 and 42: References1Keith Hoare: political p
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