Final Gender Audit Report Proofed 2

Airyn De Tenorio

Informations

• Publié par: Uffi
• Nombre de lectures: 35
• Langue: English

Extrait

1

CONTENTS

Abbreviations & Acronyms............................................................ 5
Acknowledgements....................................... 7
Executive Summary....................................... 9
Background.....................................................9
Findings........................................................10
Looking forward.............12
Summary of Recommendations of the First ILO Gender Audit...14
Policy statement on gender equality and gender mainstreaming ................14
Gender mainstreaming in the work of the ILO.......................................14
Gender mainstreaming in the structure of the International Labour Office....15
Capacity building for gender mainstreaming..........15
Gender-sensitive human resource and staff policy ..................................16
Introduction ................................................................................19
About this report............19
Objective of the Gender Audit............................................................19
Methodology and process.................................19
Chapter 1: Policy Statement on Gender Equality and Gender
Mainstreaming............................................................................25
Policy and strategy formulation..........................25
Gender in the Decent Work agenda....................28
Towards an Organization-wide gender policy.........................................30
Chapter 2: Gender Mainstreaming in the Work of the ILO .........35
The conceptual framework:...............................................................35
Gender equality in Decent Work and strategic budgeting .........................35 2

Application of gender analysis............................................................45
Knowledge base on gender issues......................53
Products and processes....................................56
Knowledge and information management.............60
Mechanisms to ensure gender mainstreaming.......63
Participation of women and men in ILC and other ILO meetings ................65
Procedures for monitoring and evaluation.............................................68
The Gender Audit as a monitoring mechanism.......74
Development of tools and guidelines for gender mainstreaming.................75
Information and communication to support gender mainstreaming.............78
Publications and products.................................................................79
Events..........................................................82
Chapter 3: Gender Mainstreaming in the Structure of the
International Labour Office ........................................................85
The Gender Bureau and gender specialists/experts.................................85
New organizational units ..................................87
The gender focal point system...........................87
Accountability for gender mainstreaming..............................................88
Roles and responsibilities of Gender Bureau..........90
Roles and responsibilities of Senior Gender Specialists.............................91
Roles and responsibilities of Gender Focal Points (GFP) ...........................92
Chapter 4: Capacity Building for Gender Mainstreaming............95
A chronology of capacity building by the Gender Bureau..........................96
Capacity building on gender organized by other units..............................98
Capacity building for constituents .......................................................98
Mainstreaming gender in capacity building on other themes .....................99
The Gender Audit as capacity building.................99 3

Learning gender at a distance.......................................................... 100
Sustaining capacity building on gender mainstreaming 100
Gender on the agenda of capacity building ......................................... 101
Advocacy and facilitation skills ......................................................... 102
Chapter 5: Gender-Sensitive Human Resources and Staff Policy
.................................................................. 105
Reaching sex balance on the staff .................................................... 106
Facilitating equality of treatment in career development........................ 115
Equality officer in HRD department and other equality measures............. 121
Gender-sensitive and family-friendly working conditions ........................ 122
Chapter 6: Outcomes and Lessons Learned.............................. 127
Outcomes................................................................................... 127
Lessons learned on the audit process................ 128
Chapter 7: Follow-Up to the Gender Audit................................ 133
By the work units.......................................... 133
By the Gender Bureau.... 133

Annex I: List of Participants in the Gender Audit Workshops ...........135
Annex II: List of Trained Gender Audit Facilitators .........................153
Annex III: Docume nts Analysed in the Global Desk Review.............155
Annex IV: Action Plan on Gender Equality and Mainstreaming
in the ILO..................................................................................181
Annex V: Operational objectives, indicators and strategies
in the P&B 2002 -03 ..................................................................187
Annex VI: Gender Equality criteria for the Technical Cooperation
Resource Allocation Mechanism..................................................191 4

Annex VII: Tools for Gender Capacity Building and
Mainstreaming..........................................................................193
Annex VIII: ILO Gender Audit Document analysis sheet..................203
Annex IX: P Staff at Headquarters by Sector and Sex......................211
Annex X: P Staff by Region and Sex ...............................................223
Annex XI: ILO Field Offices Headed by Women ..............................227
Annex XII: (A) ILO International Expert Staff by S ex and HQ ..........229
Annex XII: (B) ILO International Expert Staff by Sex and Region ..............239
Annex XIII: Staff Union Membership by Sex and Staff
category ...................................................................................249
Annex XIV: List of Work Unit Gender Audits ...................................253
Annex XV: Key Criteria Checklist of the Gender Audit......................255
5

Abbreviations & Acronyms
Action Plan Action Plan on Gender GDR global desk review
Equality and Gender
Mainstreaming in the ILO GDTC Gender and Development
Training Centre (Haarlem,
ADC Assessment Development Netherlands)
Centre
GE gender equality
AFT audit facilitation team
GENPROM Gender Promotion
AO Area Office Department sector
BAO/EASMAT Bangkok Area Office/East GFP Gender Focal Point
Asia Multidisciplinary
Advisory Team GM gender mainstreaming
BIBL Bureau of Library and GO governmental organization
Information Services
HRD Human Resources
CONDIT Conditions of Work Branch Department
COOP Cooperatives Branch IAMWGE United Nations Inter-Agency
Meeting on Women and
CSS Composition and structure Gender Equality
of the staff (annual
IFP/Declaration InFocus Programme on statistical report on staffing
prepared for March session Promotion of the
of Governing Body) Declaration
CTA Chief Technical Adviser IFP/SEED InFocus Programme on
Small Enterprise
DG Director-General Development
DW Decent Work IFP/SES
Socio-economic Security
DWPP Decent Work Pilot Project
IFP/SD InFocus Programme on
ED Executive Director Social Dialogue
EEOW Expansion of Employment IMEC Industrial Market Economy
Opportunities for Women Countries
EGALITE Equality and Employment INTEGRATION Policy Integration
Branch Department
EOT equality of opportunity and IPEC International Programme for
treatment the Elimination of Child
Labour
ExCol external collaborator
(contract type) IR ILO Gender Audit 2001-02:
Interim Report (February
GB Governing Body 2002) 6

JHRC Joint Human Resources SD sex-disaggregated
Committee
SDD sex-disaggregated
LF labour force data
MDT Multi-disciplinary Team SECTOR Bureau of Sectoral
Activities
NPC National Programme
Coordinator SEWA Self-Employed
Women’s Association
OSH occupational safety and (India)
health
SFU Social Finance Unit
P&B Programme and Budget
SGS Senior Gender
PDP Personal Development Plan Specialist
PME planning, monitoring and SMT Senior Management Team
evaluation
SPROUT Summary Project Outline
PROG/EVAL Evaluation Unit
TC technical cooperation
PROGRAM Bureau of Programming and
Management TC-RAM Technical Cooperation
Resource Allocation
PRSP Poverty Reduction Strategy Mechanism
Papers
TRAITEXT Text-Processing Unit
QR Quarterly Report on
Human Resources WLT without limit of time
Development Issues, (contract type)
presented to Senior
Management Team YPCEP Young Professionals Career