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SECOND ANNUAL SOUTHERN AFRICA LOCAL GOVERNMENT AND
GENDER JUSTICE
SUMMIT AND AWARDS
28 – 30 MARCH 2011
KOPANONG HOTEL, JOHANNESBURG, SOUTH AFRICA
“365 DAYS OF LOCAL ACTION TO END GENDER VIOLENCE: HALVE
GENDER VIOLENCE BY 2015”
City of Harare, Mrs J. Ncube
Name of Good Practice: Affirmative Action to
increase the number of female staff in male dominated
areas.
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DOES THE INSTITUTION HAVE A GENDER AND GBV ACTION PLAN (PROVIDE
EVIDENCE)
• The Harare City Council has a gender actionplan which focuses on ensuring gender equalityall levels of employment and the review of all
policies to be gender responsive.• The training of councillors and officials is in
progress to build their capacities to carry outgender audits.
• A training workshop to further develop theaction plan is to be held in April 2011.
•
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City of Harare, Mrs J. Ncube
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WHAT IS THE LEVEL OF BUY IN AND INVOLVEMENT OF MANAGEMENT AND
POLITICIANS
• Both the Council and staff are committed toensure that both women and men getopportunities for development and
appointment to all positions in Council.• In this regard, the Council has allocated to
the Human Resources and GeneralPurposes Committee, the oversight role on
gender mainstreaming in all Councildepartments.
•
•
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• The Committee requires every head ofdepartment to report bi-annually on
progress made in bringing female or malestaff in areas where gender balance isunequal.
• The reports also include policy changesmade and approved by the Council andtraining programmes for the middle
management indicating the ratio of femaleand male middle managers trained.
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• The Town Clerk as the Chief Executive of
Council has also made gendermainstreaming a key result area forhimself and all Directors.
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IS THERE A HIGH LEVEL GENDER CHAMPION?
• The Council has various gender championswhose combined efforts have enabled theCouncil’s gender mainstreaming programme
to move from zero in 2008 to the currentlevel.
(a) The Mayor, His Worship MuchadeyiAshton Masunda on
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City of Harare, Mrs J. Ncube
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(b) The Town Clerk, Dr. Tendai Mahachi,[email protected]
(c) Councillor Pumulani Musagwiza,[email protected]
(d) Mrs Josephine Ncube, Chamber
Secretary, [email protected]
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HOW DOES THE INSTITUTION ENSURE THAT PEOPLE KNOW ABOUT ANY GENDER AND
GBV INITIATIVES AND ACTIVITIES?
• Heads of Department disseminateinformation in their departments and reportto the responsible committee of Council
quarterly on progress in implementation ofthe policies.
• Matters which involve members of thecommunity are disseminated by Councillors
through Ward meetings and structures.
•
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• The Department of Housing andCommunity Services which has an office
in every district of the City also runsprogrammes in the communities toconscientise the community on various
social issues including GBV and othergender initiatives.
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ARE GENDER AND GBV CONCERNS AND RESPONSIBILITIES FOR BOTH WOMEN AND
MEN? HOW ARE THEY INVOLVED?
• Both women and men are involved in gendermainstreaming programmes.
• In our Council, there are only four female
Councillors and fifty four male Councillors.The Council approves all policies andoversees their implementation.
• Both women and men are thus supportive ofthe gender mainstreaming initiatives.
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• Similarly, in the senior management, thereare only two women and eight men.
• Both the female and the male managersare working with equal commitment toachieve gender equality in the Council.
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Street Cleaning Equipment i.e. Skid Steers & FrontEnd Loaders
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Street Cleaning Equipment i.e. Skid Steers & FrontEnd Loaders
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Street Cleaning Equipment i.e. Skid Steers & FrontEnd Loaders
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Street Cleaning Equipment i.e. Skid Steers & FrontEnd Loaders
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Street Cleaning Equipment i.e. Skid Steers & FrontEnd Loaders
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Fire Fighter
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Traffic Enforcement
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Traffic Enforcement
ARE THE DEDICATED RESOURCES
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ARE THE DEDICATED RESOURCES, INCLUDING HUMAN AND FINANCIAL
RESOURCES FOR GENDER
MAINSTREAMING? • Yes a Committee of Councillors has beenset up to oversee gender mainstreaming.
• At the senior management level, the Town
Clerk is personally driving the programme.• A gender focal person has been appointed
and is currently working with departmentalHeads to appoint departmental gender focalpersons to facilitate the coordination ofgender mainstreaming activities.
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• A budget to cover gender mainstreamingactivities has been provided under theCouncil General.
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MONITORING AND EVALUATION
• Monitoring and Evaluation is in two parts:– The Town Clerk receives an update from every
Head of Department quarterly, on progress in theimplementation of agreed targets on gendermainstreaming.
– A report is made to the Human Resources andGeneral Purposes Committee biannuallyoutlining progress in the implementation ofgender mainstreaming action plans. This
enables the Council to evaluate the progress andmake necessary changes.
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City of Harare, Mrs J. Ncube
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WHAT RESULTS HAVE BEEN ACHIEVED?
(a)Women have been trained and employed inareas previously exclusively occupied bymen. These include Fire Officers,
Operators of street cleaning equipment,Traffic Enforcement.
(b)Training and development programmes formiddle managers are prioritising women.
This is intended to ensure that they areequipped for top management positions.
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• A female accountant was awarded ascholarship to study for an Master’s
Degree in Business Administration eventhough the scholarships were targeted forsenior staff.
• Sexual harassment is receiving greaterlevels of attention in the Council. Althoughit has always been an act of misconduct,the Council has resolved for the education
of both female and male members.
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IMPACT (BASED ON THE SADC PROTOCOL TARGETS)
• The Programme has enabled Council toactively work towards increasing theparticipation of female employees in decision
making positions. The affirmative actionundertaken to prioritise the training anddevelopment of female employees in middlemanagement will ensure that they rise to
senior management positions.
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• This is supported by the policy onrecruitment which mandates Council to
“develop gender sensitive policies whichencourage both women and men to seekemployment in Council with a view to
achieve gender equality among staff ofCouncil.”
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SUSTAINABILITY AND REPLICATION
• The programme is sustainable because it isbased on identified areas of inequality in theemployment pattern and seeks to correct the
situation. Continuous assessment isnecessary as the situation is not static.
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City of Harare, Mrs J. Ncube
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LESSONS LEARNED
(a) Both political and executive commitment is key to
the success of gender mainstreamingprogrammes.
(b) Affirmative action in training and development iskey to the advancement of women in the
workplace.(c) Gender equality in the workplace is a process not
an event. Affirmative action can expedite thatprocess.
(d) To ensure that women are confident in the higherpositions, training and development is essential.
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City of Harare, Mrs J. Ncube
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