Institutional Presentation _Harare_ Josephine Ncube

8/7/2019 Institutional Presentation _Harare_ Josephine Ncube

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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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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.



• The Town Clerk as the Chief Executive of

Council has also made gendermainstreaming a key result area forhimself and all Directors.



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

[email protected]

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mailto:[email protected]




(b) The Town Clerk, Dr. Tendai Mahachi,[email protected]

(c) Councillor Pumulani Musagwiza,[email protected]

(d) Mrs Josephine Ncube, Chamber

Secretary, [email protected]





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.



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.



Street Cleaning Equipment i.e. Skid Steers & FrontEnd Loaders

















Fire Fighter



Traffic Enforcement



Traffic Enforcement

ARE THE DEDICATED RESOURCES



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.



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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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.



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.”



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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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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ANY QUESTIONS?

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Documents

Institutional Presentation _Harare_ Josephine Ncube