The Institutionalization - oas.orgEN].pdfOAS Cataloging-in-Publication Data The Institutionalization of a gender approach in the Ministries of Labor of the Americas. p. ; cm. ISBN

The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas

OAS Cataloging-in-Publication Data

The Institutionalization of a gender approach in the Ministries of Labor of the Americas.p. ; cm. ISBN 978-0-8270-5375-51. Women--Employment--America. I. Organization of American States. Department of Social Development and Employment.HD6091 .I5 2009

ORGANIZATION OF AMERICAN STATES17th Street and Constitution Ave, N.W.Washington, D.C. 20006, USAInternet: www.oas.org

All rights reserved

Secretary GeneralJosé Miguel Insulza

Assistant Secretary GeneralAlbert R. Ramdin

Executive Secretary for Integral DevelopmentAlfonso Quiñónez

Department of Social Development and EmploymentDirectorFrancisco Pilotti

The partial or total reproduction of this document without prior authorization may be a violation of the applicable law. The Department of Social Development and Employment encourages dis-semination of its work and will normally grant permission for reproduction. To request permis-sion to photocopy or reprint any part of this work, please send a request in writing with complete information to:

Department of Social Development and Employment, SEDI1889 F Street, N.W., Washington, D.C. 20006, USAFax: 202-458-3149Email: [email protected]

Graphic Design: Claudia Saidon / Maximo Gastaldi

The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas

Organization of American Estates

Inter-American Conference of Ministers of Labor (IACML)

Inter-American Network for Labor Administration (RIAL)

This study was coordinated by Francisco Pilotti, Director of the Department of Social Development and Employment (DDSE) of the Organization of American States. The document was prepared by the consultant Lylian Mires Aranda and, in preparing it, use was made of information contained in an internal document produced specifically for the project by the consultant Leith L. Dunn, titled “Institutionalization of Gender Mainstreaming in the Ministries of Labor in the Caribbean.” María Claudia Camacho, Labor Specialist with the DDSE, assisted in all phases of the project.

María Elena Valenzuela, Regional Specialist in Gender and Employment of the ILO, provided valu-able input during the project’s various stages.

The Inter-American Commission of Women (CIM) actively supported the project, particularly dur-ing the phase dealing with the consultations with the national mechanisms for the advancement of women.

The greatest contribution made to the completion of this initiative was the enthusiastic participation of the Ministries of Labor, who dutifully responded to all the inquiries made in the questionnaires sent out by the DDSE. At the RIAL Workshop on Gender Mainstreaming in the Ministries of Labor of the Americas, held in Buenos Aires on July 21, 2009, representatives of those ministries’ gender units presented constructive criticisms and suggestions that enabled the content of this report to be enriched significantly.

The views and opinions expressed in this document are the sole responsibility of the Department of Social Development and Employment.

The preparation and dissemination of this document were made possible thanks to contributions from the Labor Program of Human Resources and Social Development Canada (HRSDC) and the Canadian International Development Agency.

ContentsPrologue

7

1. Introduction 9a) Description of the Study 9

b) Methodology 10

c) Structure of the document 11

2. The institutional context 15The decent work framework 15

Facilitating factors 17

3. The characteristic features of gender perspective institutionalization 21

4. Conclusions 47

5. References 53

6. Annex 1: Training proposal for the institutional strengthening of specialized gender units within Labor Ministries

57

7. Annex 2: Answers from Labor Ministries and National Mechanisms for the Advancement of Women to the request for information (available in Spanish) 61

6 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas

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PrologueMillions of men and women across the Hemisphere work tirelessly day after day. For both, getting a decent job, providing for their families, attending to their needs while complying with their labor obligations and participating in the life of their societies is a challenging endeavor.

The past few decades have seen the opening of new opportunities for women and the transforma-tion of their role in economic and social life. Women’s numbers in the world of work have increased in a sustained manner, and their income is becoming more indispensable with each passing day to keep their families from falling into poverty. Nevertheless, women also face systemic obstacles––beginning with the fact that their work is not always paid––that affect the type of work they get, their wages and benefits, their working conditions. In Latin America, women are overrepresented in the informal economy and their earnings are still lower than men’s in spite of their higher levels of schooling. Furthermore, since women add productive work––for the marketplace––to reproduc-tive work––for family care––they work longer hours than men.

This state of affairs is all the more worrying in the light of the current economic crisis because of the difference it has produced between men and women in terms of impact of the crisis on the sup-ply and quality of employment. In the region, unemployment has increased to two-digit averages, whilst informal employment has expanded. In both cases, women are overrepresented. That is why the Global Jobs Pact adopted last June by the International Labour Conference identifies gen-der equality in the labor market as a key area and the crisis as an opportunity to design new gender equality promoting policy responses. One of the lessons learned from the crisis is that a stronger labor institutional framework is a necessity as both a strategic and long-term element, and a require-ment for overcoming the decent work deficit faced by the region.

Overcoming sex-based discrimination and gender inequities in the world of work is a requirement for the achievement of decent work as well as an ethical imperative for all our societies. As such, it demands the commitment of governments, employers and workers. For governments, this com-mitment implies mainstreaming the gender perspective into labor and employment policies, and into the way Ministries of Labor in the region operate. This is an effort the Organization of Ameri-


can States has been pursuing since 2005 within the framework of its Inter-American Conference of Ministries of Labor (IACML).

The Ministers of Labor of the Americas, meeting in Mexico City in 2005 on the occasion of the XIV IACML, committed themselves to advance the incorporation of the gender perspective into public policies, and ordered that a study be carried out to provide insights in support of this endeavor. Thus came about the “Gender Equality for Decent Work” report and the “Strategic Guidelines of the XV IACML for Advancing Gender Equality and Non-discrimination within a Decent Work framework” that were presented and approved by the XV IACML in Port of Spain in 2007.

The report presented here complies with one of the XV IACML’s strategic guidelines, which ex-plicitly provided for an analysis of the state of progress of gender perspective institutionalization in Ministries of Labor, by taking a snapshot of those ministries’ internal structures, the various schemes governing their units or commissions in charge of gender affairs, and the existing capaci-ties of the latter for making gender equality a shared objective. The institutionalization of the gender perspective in Ministries of Labor is emerging as a highly effective tool for designing gender equal-ity policies, plans and programs. This reflection about different experiences in the region––and the strengths and weaknesses they evince––provides an orientation framework for future actions.

Since its very inception in 2005, work for this study has been supported by the collaboration and technical expertise of the Inter-American Commission of Women (CIM) and the ILO. ILO’s contri-bution is the fruit of a relationship of close cooperation dating back to 1950 and recently strength-ened by the Memoranda of Understanding signed in 2005 and 2007.

This study provides new elements for analyzing the work and strengthening the management of Ministries of Labor in the region. It has provided additional input for ILO’s Gender Equality at the heart of Decent Work campaign, as well as for the debate that took place on this issue during the 2009 International Labour Conference.

The proposals it contains will be developed further within the framework of the Inter-American Conference of Ministries of Labor following its XVI meeting in Buenos Aires in October 2009, and will be implemented through Inter-American Network for Labor Administration (RIAL) activities. As in the past, these can count on substantial backing from CIM and the ILO.

It is with profound satisfaction that we deliver this report to the Ministries of Labor and the general public. The proposals it contains make it possible to continue incorporating the gender perspective into the Ministries as well as into labor and employment policies. Its ultimate goal is to ensure that men and women enjoy the same rights and opportunities in the world of work in harmony with the postulates of decent work.

José Miguel Insulza Juan Somavía Secretary General Director-GeneralOrganization of American States International Labour Organization

Introduction . 9

As one of the actions envisaged for the 2007-2009 period, the XV Inter-American Conference of Ministers of Labor (IACML) has entrusted its Technical Secretariat with carrying out a study on the institutionalization of the gender per-spective in the region’s ministries of labor, one that would include the various types of bureaux, units or commissions dealing with gender issues within each ministry’s organizational structure. The study’s conceptual framework would reflect the Conference’s explicitly declared intent to ad-vance gender equality within the framework of decent work.

The purpose of the study is to give the IACML an hemispheric overview of progress made to-wards institutionalizing the gender perspective in Labor Ministries in the Americas, by detecting strengths and weaknesses as well as the most re-markable results for the processes involved, in order to define strategic areas of intervention, particularly through the Inter-American Net-work for Labor Administration (RIAL).

This study can thus be described as an exercise in systematizing and interpreting the informa-tion supplied by Labor Ministries and national mechanisms for the advancement of women in the region. It provides a record of the various

types of units dealing with gender issues within each ministry, a selection of good practices, and conclusions, to support the creation, strengthen-ing or reorganization of these units so as to make their existence a guarantee that Labor Ministries across the region integrate the gender perspec-tive into their policies and programs.

a) Description of the Study

This study documents and systematizes the current state of incorporation of the gender perspective into the institutional framework of Labor Ministries in the region. It also identifies the main weaknesses and strengths of gender perspective institutionalization processes on the basis of established criteria including, among the most important, mainstreaming promotion, coordination with institutions and agencies, structural stability, resource availability, charac-teristic features of implemented programs.

Based on that analysis, recommendations are set forth for strengthening the incorporation of the gender perspective into Labor Ministries’ internal and cross-cutting practices by means of actions designed as institution building efforts. The same approach is used to highlight the best

Introduction

1


practices identified with regard to promoting horizontal cooperation among the various coun-tries.

b) Methodology

The research for this study was performed by combining different information compilation techniques to perform the following actions:

a) Design a data sheet/questionnaire for collect-ing the required information, sent by the OAS Department of Social Development and Em-ployment to all Labor Ministries in the region.

b) Design the data sheet/questionnaire sent to national mechanisms for the advancement of women

c) Personally interview key informers in a num-ber of countries to round out the information re-ceived through the fact sheets/questionnaires

d) Analyze contents from secondary sources (in-stitutional documents and publications, internal and external evaluations, Web pages, etc.)

e) Perform a more in-depth analysis of cases likely to be of interest as real life examples of good gender institutionalization practices (desk study analysis and interviews).

f) Hold a workshop at which the preliminary report was presented to delegates from the re-gion’s labor ministries. The main findings were discussed on that occasion, which enabled fur-ther analysis of their causes as well of the main strengths and weaknesses of the specialized gender units in discharging their functions1.

g) Prepare a follow-up questionnaire that was sent to the countries. Its aim was to supplement the information where the greatest weaknesses were detected (descriptions of ongoing pro-grams) and, at the same time, to investigate the terms of reference of the specialized gender units (mission, objectives, perceptions of achievement in terms of institutional incorporation and per-meation into labor ministries’ structures).

The OAS Department of Social Development and Employment sent a letter to all Labor Min-

istries in the region, requesting them to an-swer a specially designed information collec-tion questionnaire. Once the answers came in, work began to systematize the information thus provided along research axes identified in the survey design stage as the most significant for purposes of throwing light on the phenomenon under study:

a) Characteristic features of institutional inser-tion (existence and origin of a mandate)b) Missionc) Functionsd) Economic empowermente) Available resourcesf) Strengths and weaknesses detectedg) Programs and projectsh) Training (received and needed).

This information was mapped and used for axis and cross-axis analysis. At the same time, a desk study investigation was performed on a good number of the countries involved, their connections through regional initiatives, and the impact of such connections on each country.

Next, through the Interamerican Commission of Women a complementary questionnaire was sent out to national mechanisms for the advance-ment of women in the region in order to gather their views about the operation of gender affairs units and round out the information collected from Labor Ministries. The units were requested to inform about their connection with special-ized units on gender issues in the ministries of labor, their perception of threats and strengths as relevant to the units’ continuing existence, and their recommendations for improving their performance. The information thus collected was systematized and processed together with the one already obtained. This phase of the study made it possible to gain a deeper understanding of these agencies’ expectations and views with regard to the needs, strengths and weaknesses of gender mechanisms or units. The informa-tion thus systematized has been put into tables showing the situation on an individual country basis.

The data sheets/questionnaires in question were sent to Labor Ministries and national mechanisms for gender equality in all 34 OAS member states. Answers were received from 29

1 RIAL Workshop on Gender Mainstreaming in the Labor Ministries of the Americas, Buenos Aires, Argentina – July 21, 2009.

Introduction . 11

ministries and 17 national mechanisms.

Since the analysis presented here is based on in-formation supplied by the aforementioned insti-tutions, the indicators of gender perspective in-stitutionalization it provides are of a qualitative nature, in that they describe the institutionaliza-tion process without also measuring its results.

c) Structure of the document

This document sums up and contextualizes the information collected in the manner described in the previous section. The initial chapter de-scribes the context in which the gender perspec-tive is being institutionalized in the countries of the Hemisphere, from the standpoint of both the general political and social characteristics of the region, and the factors that have facilitated the institutionalization of the gender perspective in Labor Ministries. It does so within the frame-work of decent work, of which gender equality is an integral part by definition.

The following chapter discusses the information collected from the above mentioned sources in the following order:

a) Context: The context in which the gender per-spective is being integrated into the Labor Min-istries is described by way of a brief introduc-tory reference

b) Institutional map: A number of synopses are used to present the current situation with regard to the existence of gender bureaux within the ministries of labor.

c) Organizational analysis of gender bureaux or specialized units, with regard to: Structure and functions

Place within the ministry’s organizational structure Staffing level and budget Portfolio of main programs and projects Identification of the relevant stakeholders in-

volved in the work of the office or unit, and—more particularly—of the national mechanisms for gender issues.

d) Institutional analysis: The information com-piled is analyzed to detect any gaps and mis-matches between the theoretical regulatory and the actual operations of bureaux or specialized units as a way to identify strengths and weak-nesses of their institutional insertion, their ef-fectiveness towards mainstreaming the gender perspective, and their impact on labor policies. The sustainability of their institutional insertion is analyzed in terms of resources and strategies. The achievements and impact of the actions un-dertaken are discussed, along with the effective-ness of intra and interinstitutional coordination with the various actors and involved stakehold-ers. Gender perspective mainstreaming and oth-er programs are analyzed.

e) The final section sets out the conclusions based on the most important findings revealed by the study. Along with those conclusions, a series of recommendations are proposed in connection with the most common weaknesses in special-ized gender units or bureaux. In particular, at-tention is paid to a proposal on training needs, since this is a strategy that will allow the region to make progress with the institutionalization of a gender approach inside labor ministries.

f) Finally, a number of good practices have been included, which showcase the ministries’ ca-pacity for innovation and highlight various ele-ments that could serve as a source of inspiration for other countries.


Answers from Labor Ministries and National Mechanisms for the Advancement of Women to the Request for Information

Countries Ministry of Labor

National Mechanism for the Advancement of Women

Canada x

United States x x

Mexico x x

Argentina x x

Bolivia x x

Brazil x x

Chile x x

Colombia x

Ecuador x

Guyana

Paraguay x x

Peru x

Suriname x

Uruguay x

Venezuela x

Antigua and Barbuda x x

Bahamas x

Barbados x

Belize x

Costa Rica x x

Dominica

El Salvador x x

Grenada x

Guatemala x x

Haiti x

Honduras x x

Jamaica x

Nicaragua x x

Panama x

Dominican Republic x x

Saint Lucia x

Saint Kitts & Nevis x

Saint Vincent and the Grenadines x

Trinidad and Tobago x

Total34 29 17


decent work

The Institutional Context . 15

The decent work framework

In 2007 the XV Inter-American Conference of Ministers of Labor (IACML) adopted a number of strategic guidelines for advancing gender equality within the framework of decent work, a concept introduced by the International Labor Organization (ILO) in 1999. The concept of de-cent work is linked to four objectives: promot-ing labor rights; advancing job opportunities; improving social protection; and strengthen-ing social dialogue. Each of these objectives is cross-cutting and directed at promoting gender equality and overcoming poverty through work and the strengthening of democracy. From that perspective, the decent work concept seeks to enable both men and women to achieve produc-tive employment under conditions of freedom, equality, safety and dignity.

Although over these past few decades the gap between men and women has been reduced in terms of participation in the workforce, when it comes to employment quality the gap has re-mained and even deepened. In other words, women’s access to productive work under con-ditions of safety and dignity is not a given.

In every country in the region, the wage gap

between men and women persists along with a marked level of horizontal segregation of the labor market that concentrates women workers in a few industries, mostly those where wages, productivity and social and financial rewards are lower. Little progress has been found with regard to horizontal segregation of the labor market, with a high percentage of women em-ployed in the lowest paid occupational catego-ries, even though women score higher schooling rates than men at every level, including higher education.

Women’s increased participation in the labor market has not been accompanied by commen-surate advances towards an equitable distribu-tion of roles, for the vast majority of them main-tain their reproductive role within the family. For that reason, the need to reconcile paid work with the performance of their assigned roles tends to make women’s entry into the labor market more precarious, more characterized by temporary employment, fewer working hours, greater mobility between employment and un-employment, all of which is conducive to greater lack of social security coverage. The recourse to the decent work framework is indeed an answer to the increasing lack of social security coverage for men and women workers. At the same time,

2

The Institutional Context


it is necessary to devote special attention to gen-der equality with regard to women’s work and employment.

As the OAS gradually embraced the need to adopt policy guidelines consistent with the cre-ation of decent work in the course of its past sev-eral summits and ministerial meetings, its mem-ber States have made a number of commitments to adopt employment creation policies focused not only on creating more jobs but also better, decent work generating jobs. This intent was re-affirmed time and again at the Inter-American Conference of Ministers of Labor (IACML) of the OAS beginning with the XII IACML (Ot-tawa, 2001), and by the XV IACML of 2007 it had become one of the central issues. At that Conference, the OAS Department of Social De-velopment and Employment (DSDE), acting un-der the mandate of the XIV IACML, presented a document containing proposals to carry out studies, and foster the sharing of successful practices for integrating the gender perspective into public policies. This document, entitled “Gender Equality for Decent Work: Proposals for Mainstreaming Gender into Labor and Em-ployment Policies within the Framework of the IACML”, provides strategic action guidelines to strengthen the inclusion of the gender perspec-tive into the IACML’s institutional action and help eliminate gender gaps at work. The guide-lines are aligned with the objectives of the 2006-2015 Decent Work Hemispheric Agenda and the mandates of the Summits of the Americas and the Inter-American Conference of Ministers of Labor2. Although they are primarily directed at Labor Ministries in the region grouped in the IACML, their implementation will involve workers and employers organizations through the participation of the two advisory bodies of the IACML: namely, the Trade Union Technical Advisory Council (COSATE) and the Business Technical Advisory Committee on Labor Mat-ters (CEATAL).

The strategic guidelines in question provide, firstly, for the creation of High Level Dialogues on Gender and Employment between the La-bor Ministries grouped in the IACML and the authorities of women’s mechanisms, grouped in the Interamerican Commission of Women (CIM), as a way to reinforce the political com-

mitment in favor of gender equality in the world of work, to develop intersectoral actions putting in practice that commitment, and to facilitate fluid, ongoing communication among the said institutions3; secondly, for an evaluation of all specialized units, offices or bureaux in charge of gender affairs in Labor Ministries; thirdly, for strengthening hemispheric horizontal coop-eration as a way to facilitate cooperation on is-sues related to decent work and gender equality through the Inter-American Network for Labor Administration (RIAL); fourthly, for the creation of an hemispheric labor observatory on gender and employment for monitoring gender gaps trends in employment and work.

IACML’s efforts to foster decent work incorpo-ration in countries across the Hemisphere cor-relate with the Interamerican Program on the Promotion of the Human Rights of Women and Gender Equity and Equality (IAP) promoted by the Interamerican Commission of Women (CIM), which has among its specific objectives to achieve women’s full and equal access to work and productive resources. The same objective is pursued by the recommendations presented by CIM for mainstreaming gender into the Pro-grams and Policies of Labor Ministries in the Hemisphere, contained in the Follow-Up Plan on the Interamerican Program on Gender and Labor (SEPIA I) for the year 2001, which notably recognize the institutionalization of the gender perspective as instrumental to the promotion of decent work.

Thus decent work is at the very centre of the ac-tions that Labor Ministries in the region need to undertake in order to advance the elimination of the most flagrant gender gaps with regard to income, safety, vocational and job training opportunities, trade union participation, social dialogue, gaps that stand in the way of produc-tive work under conditions of freedom, equal-ity, safety and dignity.

From that perspective, the institutionalization of the gender perspective in Labor Ministries through the creation of specialized gender mech-anisms or units with a mission to mainstream the gender perspective is instrumental to increasing gender equality in work and employment, and has a crucial role to play as decent work facilita-

2 “Gender Equality for Decent Work: Proposals for Mainstreaming Gender into Labor and Employment Policies within the Framework of the IACML” (Report to the XV CIMT). OAS/Ser.K/XII.15.1TRABAJO/INF.1/077 August 2007.3 Ibidem.


tor. Accordingly, specialized gender units take center stage in operationalizing what is, in the words of the United Nations Economic and So-cial Council “a strategy for making women’s as well as men’s concerns and experiences an integral dimension of the design, implementa-tion, monitoring, and evaluation of policies and programs in all political, economic and societal spheres so that women and men benefit equally and inequality is not perpetuated”4 . The institutionalization of the gender perspec-tive in Labor Ministries is emerging as a highly effective tool for designing gender equality poli-cies, plans and programs. As a strategy it will make it possible, on one hand, to mainstream the gender perspective by endowing men and women officials of all institutional areas with gender analysis capacities that will become part and parcel of their daily work; and, on the other, to create interinstitutional networks with Labor Ministries at their centers, that will promote a comprehensive approach to gender issues. At the same time, it will provide an appropriate scenario for enlisting the support of the stake-holders involved (workers organizations, trade unions, occupational organizations, employers organizations, government agencies and civil society organizations).

Facilitating factors

The favorable political environment created by the consolidation of democracy in the countries of the Hemisphere, combined with the legacy of the women’s movements that emerged with unforeseen force in the 80s, have facilitated the incorporation of the gender perspective into the institutional work of governments in the region. In all countries, mechanisms have been estab-lished for the advancement of women, whether they be ministries or women’s affairs offices, ex-hibiting varying degrees of institutionality, and accompanied in many cases by cross-cutting in-struments, including Equal Opportunity Plans.

During the 90s, several countries incorporated gender equality objectives into their national plans. Such was the case of Argentina, where the Equal Opportunities for Women in Employ-

ment Program (PIOME) was a part of its 1993-1994 Equal Opportunities for Women Plan and a 1997 decree sanctioned the Equal Opportunities between Men and Women in the World of Work Plan, whose objectives are recognized in the Pac-to Federal del Trabajo [federal labor agreement] of 1998. In the same decade, Mexico, Peru and Bolivia reported initiatives aimed at integrating gender equality objectives into their national plans, especially in connection with poverty eradication programs5. A number of countries in the Caribbean have committed themselves to strategic national development plans, some of which include gender mainstreaming agree-ments6.

On the other hand, women’s increased partici-pation in the workforce has been accompanied by changes in many women’s perceptions about the manifestations of inequality in the labor mar-ket. These changes basically arise as women face the new problems—such as work-life balance difficulties—brought about in relation to their gender condition by their entry into the world of work. In turn, discrimination perceptions have made it possible to consolidate labor demands with a gender content that have found an echo thanks to the institutionalization of the gender issue in all countries in the region through exist-ing mechanisms for the advancement of women. At the same time, as trade unions and employers organizations became more open towards wom-en’s greater participation within the framework of this new integrative mindset, these have been able to play a stronger role—albeit still in a re-stricted way—in social dialogue committees.

This entire process has permeated actors. Little by little, the number of Labor Ministries in the region has increased that, whether by means of agreements with gender equality promotion mechanisms and/or other strategies, have ad-opted policies aimed at reducing labor market gender gaps.

The intensity of this process varies from coun-try to country in relation to such institutional factors as the strength of national mechanisms for the advancement of women and of the La-bor Ministries themselves, in terms of level of institutionality and available human and fi-

4 United Nations Economic and Social Council (ECOSOC), July 1997. 5 The gender perspective in economic and labor policies. State of the art in Latin America and the Caribbean. Lieve Daeren. CEPAL/ECLAC Women and Development Unit. Santiago de Chile, February 2001.6 Trinidad and Tobago’s Vision 2020; Barbados 2005-2025; Jamaica 2015 and Vision 2030 Jamaica.


nancial resources. Context also plays a role, for much depends on the characteristic features of a country’s economy and—most importantly—on the political will of the powers to be, and on the allocation of sufficient financial and human resources.

Conditions that have originated mechanisms for the institutionalization of the gender perspective are likewise diverse: in some countries commit-ments resulting from international conferences have been significant drivers of the creation or improvement of institutional mechanisms by governments.

The existence of regional programs for the pro-motion of gender equality in their areas devoted to employment and the promotion of women’s empowerment has facilitated the process of es-tablishment of gender mechanisms in the Labor Ministries. The importance cannot be overesti-mated of the existence of the Tripartite Commis-sions created with the ILO’s support, particular-ly in MERCOSUR countries and Chile, as well as of programs like Formujer or Cumple y Gana in different countries in the region, as they helped give the initial impulse and then maintain the Labor Ministries’ specialized gender units.

The Tripartite Commissions were established in the five South Cone countries and in El Salva-dor, whether by a governmental decree or di-rectly through the Labor Ministries’ work plans. In every case, the Labor Ministry, supported by the respective women’s affairs office, convened employers and workers. Together, they repre-sent the government side in the commission. The workers and employers sides are repre-sented by the respective confederations of trade unions and employers organizations.

Even though achievement levels are not uniform among the countries of implementation, Tripar-tite Commissions are recognized in every coun-try as referents on matters of employment and gender and have helped put new issues on the table of discussion of the public agenda, have facilitated awareness raising and commitment among Labor Ministry authorities with regard to gender issues and the mainstreaming of the gender perspective into plans and programs7.

Particularly worth mentioning among regional programs is the Cumple y Gana: fortalecimiento de los derechos laborales project, implemented in Costa Rica, El Salvador, Guatemala, Hon-duras, Nicaragua, Panama and the Dominican Republic in order to increase compliance with labor rights by disseminating information about each country’s labor legislation, and strengthen existing labor inspection and alternative labor conflict resolution systems. The project is spon-sored and funded by the United States Depart-ment of Labor (USDOL) with support from each country’s respective Labor Ministry, and ex-ecuted in close collaboration with workers and employers organizations. Its development is the joint responsibility of the Foundation for Peace and Democracy, FUNPADEM, a nongovern-mental organization, and Abt Associates Inc. of Cambridge, Massachusetts.

Cumple y Gana is focused on such aspects as keeping workers and employers better informed about their respective country’s labor laws and standards; increasing the effectiveness and reli-ability of the Labor Ministries’ inspection sys-tems with regard to compliance with labor laws and standards. Its objectives also include the use of mediation and conciliation in labor dis-putes by Labor Ministries as well as by workers, employers and their organizations (Alternative Conflict Resolution Component (RAC). One central component consists of strengthening mechanisms for the promotion and protection of women’s labor rights from the gender perspec-tive.

In 2004, the Ministers of Commerce and Labor of the Central American States and the Domini-can Republic signed a joint declaration urging their Deputy Ministers to form a working group entrusted with preparing a report on ways to improve enforcement and observance of la-bor rights and strengthen labor entities in the region.8 The working group, supported by the Inter-American Development Bank, produced a document entitled “Labor Dimension in Central America and the Dominican Republic. Building Progress: Reinforcing Compliance and Strength-ening the Capacities”, also known as The White Book, which was published in 2005. Its recom-mendations include the elimination of gender-

7 C., Silvia Galilea O. and Leslie Marin. Informe final de consultoría para evaluar el trabajo de las comisiones tripartitas para la igualdad de oportunidades en el South Cone. Santiago : ILO, 2002.8 White Book: Labor Dimension in Central America and the Dominican Republic. Building Progress: Reinforcing Complian-ce and Strengthening the Capacities.


based discrimination and labor discrimination against indigenous people, immigrant workers, persons infected with HIV and suffering from AIDS and persons with disabilities. It also rec-ommends the creation of a regional equal em-ployment centre “providing training, educa-tional materials, information on best practices … and programs focused on eliminating employ-ment discrimination concerns”9. Each partici-pating country has developed implementation plans for the 2007-2010 period. These compli-ance efforts, coordinated by each respective La-bor Ministry, have facilitated intersectoral and interinstitutional communication.

FORMUJER is a transnational initiative, “into which the capacities and resources of three Latin American entities and two international agen-cies converge, the former representing the vari-ous modes of organization of regional vocational training, the latter dedicated to promoting and supporting economic and social development policies10. The program started in 1998 and has been jointly financed by the Interamerican De-velopment Bank. CINTERFOR/ILO has been in charge of its regional coordination and techni-cal and methodological monitoring, while the running of its National Pilot Projects has been assigned to the Ministry of Labor, Employment and Social Security of Argentina, the INFOCAL Foundation of Bolivia and the INA (National Training Institute) of Costa Rica through their National Executive Units.

According to its basic document, “The ultimate purpose of the FORMUJER program is to give support to the female contribution to develop-ment, and help to alleviate poverty by improv-ing and increasing the productivity and employ-ment opportunities of low-income women in the region”11. Its action has focused on boosting the quality, relevance and gender equity of techni-cal and vocational education in the region, so as to bring about favorable conditions for equal

participation by women in technical-vocational training. The institutionalization of the gender perspective is mentioned among its achieve-ments.

An important role was played by the project en-titled “Incorporation of the Gender Dimension into Public Policies and Programs for Poverty Eradication and Employment Generation in Lat-in America”, (GPE) initiated in 2002 by the ILO Regional Office for Latin America and the Carib-bean in order to stimulate action against poverty at the national and regional levels. GPE’s con-tribution is in the area of building the institu-tional capacities of social actors (trade unions, employers organizations and civil society orga-nizations), as well as of the Labor Ministries. It has been implemented in Honduras, Nicaragua, Peru, Bolivia, Argentina and Paraguay and its activities have focused primarily on promoting gender equality in public policies and programs for employment, productive development and combat against poverty; on building the insti-tutional capacities of ILO constituents by means of education, training and awareness raising activities; and on developing a knowledge base aimed at advancing gender equality in employ-ment generation, productive development and poverty fighting policies.

The above mentioned factors have helped lay the foundations for the institutionalization of the gender perspective in Labor Ministries; nev-ertheless, whether the ground gained is main-tained will depend on structural, institutional and cultural factors as much as on women’s po-sition and prominence in society. Another fac-tor to be considered are the alliances that gender institutionalization mechanisms will be able to establish with national mechanisms for the ad-vancement of women so as be able to work in coordination, thus strengthening not only the incorporation of gender into labor programs but also the institutionality of gender itself 12.

9 Ibidem. 10 www.cinterfor.org.uy11 Un Modelo de Políticas de Formación para diversos Ámbitos de Intervención y Múltiples Actores. El Programa Formujer.12 Guzmán, Virginia. “The Institutionality of Gender in the State: New Analytical Perspectives”. CEPAL/ECLAC Women and Development Unit, Serie Mujer y Desarrollo. Santiago de Chile, March 2001.


Mainstreaming

The characteristic features of gender perspective institutionalization . 21

A considerable number of countries in the re-gion have made the efforts required to create and maintain specialized gender mechanisms or units within their Labor Ministries. This chapter discusses the state of the art of this process on the basis of the information received from the sources themselves. Indeed, once processed, this information has provided an hemispheric overview of country-specific traits as well as of elements common to different countries. What follows is a description of our main findings:

In the majority of Labor Ministries in the region mechanisms have been created for the institutionalization of the gender perspective

The first difference detected among the countries consulted is the one between those that have cre-ated some sort of mechanism or unit for gender mainstreaming within their respective minis-tries and those that stated not having done so in their answers. The information collected shows that out of 34 countries consulted, 29 provided answers, and that 23 of those have such a mecha-nism in place (Table 1).

In fact, most ministries in the region have—in a

variety of forms—such units in place: 16 (Can-ada, United States, Mexico, Argentina, Brazil, Colombia, Ecuador, Paraguay, Antigua and Bar-buda, Bahamas, Costa Rica, El Salvador, Guate-mala, Nicaragua, Panama and the Dominican Republic) have a gender affairs bureau or spe-cialized unit; two (Peru and Suriname) have a focal point; in Uruguay, the function is provided in the form of an advisory service; Chile has a ministry gender affairs officer; in Honduras, the unit is in process of creation; in Bolivia, it is de-fined as the Ministry of Labor’s Fundamental Rights Unit.

Among the drivers of such proliferation, the political will of governments—in many cases, the highest institutional authority (Minister of Labor)—is particularly worth mentioning. An-other important driver is the need to comply with international commitments assumed by the region’s national governments regarding the institutionalization of the gender perspective.

Differences were detected among units with regard to structure, for some (the majority) are offices dedicated to women’s or gender affairs, whilst others serve a broader constituency, in-cluding, in particular, such vulnerable groups as children, the young, persons with disabilities or indigenous peoples (Mexico, Ecuador, Haiti).

The characteristic features of gender perspective

institutionalization

3


Table 1

13 1945 was the year of creation of HRDC’s “Women’s Bureau”, later replaced by the Gender Analysis & Policy (GAP) Directorate en 2001. In 2007, following the creation of a new department (HRSDC), the office moved to its current location.

Specialized Gender Units existing within Ministries of Labor in the Region

Country Has one

Name Date of creation

Type of mechanism

Canada x Gender Based Analysis (GBA) Unit 194513 Bureau or specialized unit for gen-der affairs

United States x Women’s Bureau 1920 Bureau or specialized unit for gen-der affairs

Mexico x Dirección General para la Igualdad Laboral(Directorate General for Labor Equality)

1997 Bureau or specialized unit for gen-der affairs

Argentina x Coordinación de Equidad de Géne-ro e Igualdad de Oportunidades en el Trabajo(Coordinating Unit for Gender Equality and Equal Opportunities at Work)


Bolivia x Área de Género(Gender Area)

2007 Part of the Ministry of Labor’s Fun-damental Rights Unit

Brazil x Subcomissäo de Genero (Subcomi-sión de Género)(Subcommission for Gender Affairs)


Chile x Encargada Ministerial de Género(Ministry Gender Affairs Officer)

199420022006

Ministry Officer in charge of coor-dinating a sectoral committee with Ministry officials in charge of related services

Colombia x Grupo de Equidad de Género(Gender Equality Group)


Ecuador x Unidad de Género y Juventud(Gender and Youth Unit)


Guyana NA

Paraguay x Dirección de Promoción Social de la Mujer Trabajadora(Women Workers’ Social Promotion Directorate)


Peru x Representante Sectorial ante la Co-misión Multisectorial del Ministerio de la Mujer y Desarrollo Social(Sectoral Representative of the Mi-nistry of Women’s Affairs and Social Development before the Multisecto-ral Commission)

Focal point

Uruguay x Asesoría en Género(Advisory Service on Gender Is-sues)

2006 Advisory service

Venezuela NA

Antigua and Barbuda

x Directorate of Gender Affairs 1980 Bureau or specialized unit for gen-der affairs


Bahamas x Bureau of Women’s Affairs 1981 Bureau or specialized unit for gen-der affairs

Barbados /

Belize /

Costa Rica x Unidad de Equidad de Género(Gender Equality Unit)


Dominica NA

El Salvador x Unidad Especial de Género y Pre-vención de Actos Laborales Discri-minatorios(Special Unit for Gender Affairs and the Prevention of Discriminatory Labor Actions)


Grenada NA

Guatemala x Unidad de la Mujer Trabajadora(Working Women’s Unit)


Haiti x Service Femme et Enfant (Servi-cio Mujer and Niño - Ministerio de Asuntos Sociales)(Women’s and Children’s Service — Ministry of Social Affairs)

Service embedded in the Regional Offices

Honduras x Programa Mujer Trabajadora/Uni-dad Equidad de Género(Mujer Trabajadora program/Gender Equality Unit)

In process of creation

The Unit is in process of creation

Jamaica NA

Nicaragua x Oficina de Igualdad y No Discrimi-nación en el Empleo(Office for Equality and Non-Discri-mination in Employment


Panama x Comisión de Género y Trabajo(Commission on Gender and Labor)


Dominican Republic

x Departamento de la Igualdad y no Discriminación(Department for Equality and Non-Discrimination)


Saint Lucia /

Saint Vincent and the Gre-nadines

/ -

Suriname x Not Applicable 2000 Focal point

Saint Kitts / -

Trinidad and Tobago

/ -

X answered and has one

23

/ answered, has none

6

N/A No Answer

5


North American countries were the first to es-tablish units dedicated to improving women’s condition in the workplace. The United States has had in place since 1920 a unit with a man-date to “formulate standards and policies to promote the welfare of wage-earning women, improve their working conditions, increase their efficiency, and advance their opportunities for profitable employment.” In Canada, the Wom-en’s Affairs Office created in 1945 as part of Hu-man Resources Development Canada (HRDC), has undergone many changes since, evolving into the present Gender Based Analysis (GBA) Unit. In Mexico, the Directorate General for La-bor Equality for Women and Children is one of

three directorates making up the area of the Di-rectorate General for Labor Equality since 1997.

In South America, specialized gender units in Labor Ministries are a more recent creation. Paraguay has the oldest, with 1971 as the stated year of establishment14. In Chile, it was estab-lished in 199415, has changed form a number of times, and in 2006 it took the form of a Ministry Gender Affairs Officer. Next in order of senior-ity are the units of Suriname (2000), which has in place a focal point for labor-related gender is-sues, and Colombia, which created the Gender Equality Group in 2003.

14 In 1995, notwithstanding the fact that Ministerio de Justicia y Trabajo [ministry of justice and labor] of Paraguay has had a Dirección de Promoción Social de la Mujer Trabajadora [women workers’ social promotion directorate] since 1971, the Grupo de Enlace Tripartito [tripartite liaison group] was established to respond to the challenge of inequality in employ-ment between women and men. Based on this experience, the Comisión Tripartita para Examinar y Promover la Igualdad de la Participación de la Mujer en el Trabajo [national tripartite commission to examine and promote the labor participation of women] was established by Resolución No. 342 of the Ministry of Justice and Labor. It is through participation in these bodies and agencies—as well as through the preparation and implementation of the First National Equal Opportunies Plan by Secretaría de la Mujer de la Presidencia de la República [woman’s secretariat to the President] (1997)—that this unit reaf-firms its gender content.15 Chile has had a specialized gender unit in place since 1994 through the political will of its Ministers of Labor. In 2002, the Management Improvement Program came into effect by mandate of Ministerio de Hacienda [ministry of finance] within the framework of the government’s Modernization of the State Strategy. In 2006 a Servicio Nacional de la Mujer [the national women’s service] official note to all ministries created the role of Encargada Ministerial de Género [ministry gender affairs officer].

Antigua and Barbuda

A good comprehensive approach practice

Dr. Jacqueline Quinn Leandro presented the proposal for mainstreaming gender awareness within the Ministries of Labor at the XV IACML in 2007. Antigua and Barbuda’s proposal, presen-ted in conjunction with the reply to the ques-tionnaire, states that “political will” can make the difference and that this support is important to the successful implementation of the strate-gy. The approach set out below has been used with good results, and it is hoped that it will be strengthened over the coming five years.

The gender mainstreaming process entails:

• Strengthening political will to attain gender equality and equity.• Incorporating gender awareness into the Ministry’s planning process.

• Incorporating gender awareness into the planning cycle. This includes mainstreaming in mechanisms for the analysis, development, implementation, monitoring, and evaluation of policies, programs, and projects. • Gathering data broken down by sex. • Using the gender analysis of the data broken down by sex to explore the different impact po-licies and programs have on men and women, to identify gender gaps, and to identify practical and strategic needs.• Training: providing training in gender analysis and planning for policy makers, planners, and, in general, key personnel in the promotion of in-tersectoral networks to maximize the available resources.• Participation of men and women in decision making.• Availability of human and financial resources for promoting gender equality within the Minis-try of Labor.


Although Uruguay has had an Advisory Service on Gender Issues since 2006, it reports that this unit is still being established, since the Ministry is in the process of closing an interinstitutional agreement with the National Women’s Insti-tute (INAMU) to implement PTG, its program for mainstreaming gender into public policy. PTG includes training in preparation and de-velopment of gender mainstreaming strategies, monitoring and evaluation of work plans. From 1997 onwards, the Tripartite Commission for the Equality of Opportunities and Treatment at Work has been acting as consultant to the Min-istry of Labor and Social Security with regard to gender equality.

In 1998, Argentina established the Tripartite Commission for Equal Treatment and Oppor-tunities among Men and Women in the World of Work, which is a space for interaction among government, employers’ and workers’ represen-tatives to strengthen consensus and dialogue on this issue.

Peru has chosen to create a focal point, i.e. the Sectoral Representative of the Ministry of Wom-en’s Affairs and Social Development before the Multisectoral Commission. Its Ministry of La-bor sits on the Multisectoral Commission estab-lished by ministerial resolution and responsible for following up the Plan for Equality of Oppor-tunities between Women and Men 2006-2010. Within this framework, the Ministry’s represen-tative takes care of internal coordination with the different offices within the sector in order to monitor compliance with the commitments un-dertaken under the Plan.

The year 2007 saw the creation of the Gender and Youth Unit in Ecuador by a ministerial resolu-tion, of the Coordinating Unit for Gender Equal-ity and Equal Opportunities at Work in Argen-tina, and of the Gender Area in Bolivia by a Joint Resolution of two ministries (Ministry of Labor and Ministry of Treasury). In Brazil (2008), gen-der units are being reformulated through a Co-ordinating Unit for Gender Equality and Equal Opportunities at Work and the Subcommission for Gender Affairs, respectively.

Among Central American countries, Guatemala has had its Working Women’s Unit since 1994, whilst in Costa Rica’s Gender Equality Unit took up duties in 2000. The year 2005 saw the cre-ation of the Department for Equality and Non-Discrimination in the Dominican Republic, and of the Special Unit for Gender Affairs and the Prevention of Discriminatory Labor Actions in El Salvador. Nicaragua and Panama created their own gender affairs units in 2007 by estab-lishing, respectively, the Office for Equality and Non-Discrimination in Employment and the Commission on Gender and Labor.

In the Caribbean16, 11 out of 14 countries an-swered the questionnaire. Overall, four have gender affairs units in place in the Ministry of Labor, seven filled in the questionnaire and re-ported not having such units, three did not an-swer the questionnaire, as a result of which the relevant information was sought by querying the ministries’ Web pages in the cases of Grana-da and Guyana and by interviewing Labor Min-istry officials in the case of Jamaica17. Antigua & Barbuda and Bahamas, two countries where gender units exist, report having had in place specialized gender units for gender affairs—the Directorate of Gender Affairs and the Bureau of Woman’s Affairs, respectively—since the 80s.

Interestingly, however, Trinidad and Tobago re-ported that, in spite of lacking a specialized gen-der unit, the Ministry of Labor does recognize the gender issue as one of the most important to the institution. Many Ministry officials have been trained in gender mainstreaming which, as a result, is incorporated into the development and execution of all programs and projects un-dertaken by the Ministry. By ensuring the in-corporation of this dimension, its Research and Planning Unit plays in fact the role of a special-ized gender unit, which—they add—they have so far been unable to create due to lack of re-sources.

According to information collected on this issue with a broader geographical scope and referred to the 90s18, in the second half of that decade spe-cialized gender units were in place within the

16 The information provided here about the Caribbean is based a document prepared by consultant Leith L. Dunn “Institu-tionalization of Gender Mainstreaming in the Ministries of Labor in the Caribbean”, at the request of the OAS Department of Social Development and Employment as a part of this research. 17 These inquiries found that no specialized gender units existed in the Labor Ministries of these countries. 18 The gender perspective in economic and labor policies. State of the art in Latin America and the Caribbean. Lieve Dae-ren. CEPAL/ECLAC Women and Development Unit. ECLAC-GTZ project “Institutionalization of gender policies within ECLAC and sectoral ministries. Santiago de Chile, February 2001.


Labor Ministries of Argentina, Bolivia, Brazil, Chile, Colombia, Costa Rica, Cuba, Guatemala, Mexico and Paraguay. It is surprising that some countries answered “No” to the specific question whether in the past they had had units similar to the current one. One possible explanation is that those units disappeared, were restructured or renamed after a change in government, and their existence was not recognized. This is an interesting point worth analyzing as an indica-tor of stability, for it would seem that these units are highly sensitive to changes in ministerial or governmental authorities.

A high percentage of specialized gender units have been created by legal mandate

Interestingly, in nearly all countries specialized gender units were created by an act of legisla-tion or by an executive order—an indication of progress in the institutionalization of gender mainstreaming in labor matters (Table 2).

Table 2

19 The Plan was presented by Canada at the Beijing Conference. It created and formalized a systematic approach to gender mainstreaming. In turn, the Gender Equality Agenda 2000 mainstreamed GBA through the federal departments of the Government of Canada.

Mechanisms for the Institutionalization of the Gender Perspective in Labor Ministries in the Region, Classified according to Origin of the MandateCountries Origin of the creation mandateCanada Federal Gender Equality Plan 199519 and la Gender Equality Agenda

(2000)

United States Legislation

Mexico Legislation Executive Order

Argentina Executive Order

Bolivia Political will and mandate of the Minister of Labor.

Brazil NA

Chile Legislation

Colombia Legislation

Ecuador Ministerial resolution

Paraguay LegislationAgreementInternational commitments

Peru LegislationInternational commitments

Uruguay Legislation

Antigua and Barbuda Executive Order International commitments

Bahamas Executive OrderInternational commitments

Costa Rica Legislation

El Salvador Legislation International commitments

Guatemala LegislationInternational commitments


This fact seems to indicate that gender affairs units or offices for the institutionalization of this perspective in Labor Ministries have a degree of stability beyond the original impulse that led to their creation. Resolutions adopted at interna-tional conferences—which many countries men-tion as the origin of the creation mandate—have

also put significant pressure on the governments of several countries in the region to generate the institutional mechanisms for the institutional-ization of the gender perspective in the sphere of labor. In several countries, in fact, the very defi-nition of the specialized gender unit’s mission derives directly from international mandates.

Haiti LegislationInternational commitments

Honduras LegislationExecutive OrderAgreementInternational commitment

Nicaragua Legislation Executive Order Agreement International commitments

Panama Agreement between the Ministry of Social Development and the Minis-try of Labor and Labor Development

Dominican Republic Executive Order

Suriname Resolution


Argentina

A good practice in taking ownership of the gender mainstreaming concept

The Coordinating Unit for Gender Equality and Equal Opportunities at Work (CEGIOT), established in Sep-tember 2007, has as its primary objective to mains-tream gender policy into all policies, programs and actions of the Ministry of Labor, Employment and Social Security (MTEySS). Its creation marks the beginning of a new phase for gender policies in Ar-gentina, since its remit goes beyond the design and implementation of actions focused on women, and its efforts are aimed at including the gender pers-pective into the very design of regulations or active policies in order to address the differences existing in the labor sphere.

Its mission is to mainstream the gender perspective into all policies, programs and actions of the Minis-try of Labor, Employment and Social Security. Ac-cordingly, it works “jointly with all Ministry areas, at both the central and local levels, to help define areas of intervention, fostering the incorporation of the equity and equality perspective into the actions to be implemented and developing proposals for joint evaluation with each area responsible for the results, goals and impact achieved from the standpoint of gender relations.”

Its objectives cover the entire circuit that makes for effective institutionalization of the gender perspective through cross-cutting actions within MTEySS. They include:

Insert the gender and equal opportunities pers-pective into all definitions and political actions of the Ministry of Labor, Employment and Social Security, by designing proposals for action with regard to each ministerial problem being addressed. Design special operative tools for mainstreaming

the gender perspective, and develop mechanisms for monitoring and following up the Ministry’s poli-cies. Articulate actions with other governmental areas

and agencies, civil society organizations and com-munity-based organizations, fostering the esta-blishment of intersectoral platforms and networks enabling the promotion of decent work.

Generate education, awareness raising and tra-ining actions that make it possible to disseminate proposals and implement action.

The following projects are being developed:

Preparation of a menu of clauses to orient co-llective bargaining, in order to promote women’s participation in the negotiation process and the in-corporation of the gender perspective into collective agreements. Preparation of a trade union training manual for

men and women union officers, with contents as-sociated to the knowledge and protection of labor rights with a gender perspective. Its objective is to promote gender education among trade union offi-cers and negotiators in order to help incorporate the gender perspective into the negotiation.

Main actions proposed for the 2008/2009 two-year period:

Development of a conceptual framework with in-dicators for the design and follow-up of employment and training programs Follow-up of socio-labor indicators broken down

by sex for purposes of evaluating differential situa-tions existing between women and men Design and implement a gender and labor edu-

cation proposal aimed at promoting, strengthening and incorporating the gender perspective into trai-ning activities developed by trade unions, business enterprises, employers organizations and civil so-ciety organizations Promote the inclusion of clauses promoting equa-

lity and equity between men and women in collecti-ve labor agreements Enter into agreements with universities and re-

search institutions for the carrying out of studies on the differential entry of men and women into the la-bor market Promote equality plans and awareness raising

campaigns aimed at businesses Per region and per sector of activity, select cases

for purposes of analysis, evaluation and preparation of participative proposals aimed at promoting gen-der equity and equality in relevant aspects of the la-bor situation within the given sector: education, new profiles, working conditions, collective bargaining, trade union participation Identify potential sources of employment as a way

to promote the entry into the labor market of wo-men in situations of vulnerability and without easy access to the labor market; establish a system to ensure follow-up of the institutional framework en-suring women’s effective entry.


c) Many gender affairs units appear to rank high within the hierarchy of the Ministry

Being strategically placed within the Ministry’s institutional structure to promote gender policy mainstreaming is of fundamental importance to the achievement of such units’ objectives. The respondent countries’ answers regarding the position of their gender affairs units o fo-cal points (Table 3) establish that they tend to concentrate in the higher ranks of the hierarchy (reporting to the Labor Minister or Secretary, or Subsecretary/or Deputy Minister). This is ex-tremely important from the standpoint of ability to have access to the Ministry’s decision-making authorities and permeate their action with a gender perspective.

That said, it is necessary to clarify whether this position within the Ministry’s hierarchy actually ensures them sufficient backing from the deci-sion-making authorities to influence other areas within the Ministry. An analysis of the budgets of specialized gender units revealed that they are, generally speaking, quite small, a telling in-dication that that their high rank within the or-ganizational structure of the Ministry is a matter of form, serving the purpose of complying with international agreements, rather than a sign of high policy priority.

A search for specialized gender units in the Web pages of their respective ministries revealed that, with a very few exceptions, these units are neither shown in organizational charts nor oth-erwise highlighted. This invisibility may con-firm the previous observation about the merely formal nature of their current role.

Table 3

Mechanisms for the Institutionalization of the Gender Perspective in Labor Ministries in the Region, Classified according to Hierarchical PositionCountries Hierarchical positionCanada Minister of Labor and Minister of Human Resources and Skills Develo-

pment

United States Office of the Secretary of Labor. The Director reports to the Secretary

Mexico Subsecretariat for Social Inclusion, reports to the Secretary of Labor and Social Security

Argentina Office of the Minister of Labor, reports to the Head of Cabinet

Bolivia Part of the Fundamental Rights Unit, reports to the Minister of Labor’s Office.

Brazil Consultant to the Minister. Reports to the Executive Secretariat of the Ministry of Labor and Employment

Chile Study Department, reports to the Minister’s Cabinet

Colombia Social Promotion Directorate

Ecuador Minister’s Office

Paraguay Reports to the Deputy Minister of Labor and Social Security

Peru N/A

Uruguay National Employment Directorate

Antigua and Barbuda Minister through a Permanent Secretariat

Bahamas Ministry of Labor and Social Development

Costa Rica Technically, reports to the Minister’s Office. Administratively, reports to Oficina Mayor

El Salvador Directorate General for Labor Inspection


d) The mission statement of specialized gender units does not put them explicitly in charge of institutionalizing the gender perspective in Labor Ministries

The respondent countries had been requested to inform about the institutional mission of their specialized gender units. We found that in only four (Argentina, Colombia, Costa Rica and Pan-ama) does their mission specifically include the

role of agency in charge of mainstreaming the gender issues in Labor Ministries.

In general, we found a variety of approxima-tions to the concept of providing coordination and support to the development of gender issues (Canada, Mexico, Bolivia, Brazil, Suriname, Ba-hamas) or very broad statements about improv-ing conditions for working women. This is a far from irrelevant point. The mission of specialized gender units is the axis of their action, and yet in most countries the very reason for their exis-tence is not expressly stated.

Table 4

Guatemala Social Security Directorate

Haiti N/A

Honduras Directorate General for Social Security / Mujer Trabajadora program

Nicaragua Labor Minister’s Office

Panama Directorate General for Employment

Dominican Republic Subsecretariat of Labor

Suriname Minister of Labor

Mechanisms for the Institutionalization of the Gender Perspective in Labor Ministries in the Region, Classified according to Mission DefinitionCountries MissionCanada Support and coordinate the work of Human Resources Development (HRDC)

with regard to gender issuesUnited States Improve the status of wage-earning women, improve their working conditions, increase their efficiency and advance their opportunities for profitable employment

Mexico Coordinate, promote and disseminate information about actions aimed at fostering decent work, avoiding discrimination and ensuring equality of op-portunities in the labor market; propose and support the updating of the legal framework in the labor area, with a gender perspective and for the benefit of persons at risk or in situations of vulnerability.Promote, at the national level, a culture of equality, nondiscrimination, and labor inclusion, through the creation, pursuit, and coordination of strategies to improve the employability and decent working conditions of people in condi-tions of labor vulnerability.

Argentina Mainstream the gender perspective into every policy, program and action of the Ministry of Labor, Employment and Social Security.

Bolivia Support, coordinate and facilitate the Fundamental Rights Unit’s activities addressing gender issues.To take steps towards policies and actions aimed at promoting gender equali-ty in labor relations.


20 This definition was contributed by Servicio Nacional de la Mujer.

Brazil Comply with the third item of the set of 8 UN objectives, namely “Promote gender equality and women’s empowerment” and reduce inequalities in the world of work. This Subcommission’s task consists of accompanying the activities performed by regional Commissions to orient, monitor and promote the reduction of inequalities.

Chile Promote, monitor and follow up on the sectoral incorporation of gender con-siderations into institutions and their partners, by defining and implementing ministerial commitments on gender .

Colombia Promote the mainstreaming of the gender perspective across the Ministry.Exercise oversight to ensure compliance with the Social Protection Policy for Ethnic Groups.

Ecuador NA

Paraguay Promote comprehensive education and training for working women, and exer-cise oversight to ensure compliance with women’s labor regulations.

Peru NA

Uruguay Provide employment and vocational training programs and policies with advi-ce on gender issues

Antigua and Barbuda

Promote gender equality and women’s empowerment in Antigua and Barbu-da

Bahamas Monitor gender and development issues Coordinate and take active part in initiatives aimed at creating gender

awareness in general and specifically awareness of laws and policies with an impact on women’s condition Coordinate the work of the National Women’s Advisory Council Work in partnership with local NGOs locales

Costa Rica Mainstream the gender perspective into the Ministry of Labor’s work by pro-moting, orienting and monitoring the institutional change processes required to provide services on the basis of equity and to ensure equality of opportuni-ties in internal labor relations

El Salvador

Guatemala Enhance, promote and protect the rights of Guatemalan working women

Haiti NA

Honduras Help develop Honduran society by providing orientation on, promoting and defending labor rights with a gender equality perspective, so as to generate equality of opportunities between men and women in line with domestic and international legislation.

Nicaragua Within the context of a new labor culture, give impulse to observance and enforcement of the equal right principle.Objective: take ownership of the issue of equality and non-discrimination in the Labor Agenda, based on the principles of Equality, Equity, Non-Discrimi-nation and Gender.

Panama Promote the gender perspective inside and outside the Ministry, within the framework of enforcement of the gender regulations contained in the Equality of Opportunities for Women Act, Ley n. 4, of 29 January 1999

Dominican Republic

Exercise oversight to ensure equality and non-discrimination in employment

Suriname Coordination and supervision of gender issues


e) No proportion between the tasks assigned to specialized gender units and the human and financial resources made available to them

The amount of financial resources allocated to public programs, actions and mechanisms destined for gender equality improvement is a highly significant indicator of the degree of in-stitutionality of the gender perspective in public policies.

When investigating the degree to which the gender perspective is mainstreamed into labor policies, it is convenient to know the amounts allocated to specialized gender units, as well as the percentage of their total budgets devoted to implementing policies or programs destined for increasing gender equality indices in the labor sphere.

For that reason, the data sheet/questionnaire sent to each Labor Ministry included a ques-tion whether such unit had its own budget, the amount of resources assigned to it and the percentage it represented of the Ministry’s total budget. Very few countries answered that part of the questionnaire, and none at all provided all the information requested.

Scarcity of resources is a cross-cutting feature in the vast majority of specialized gender units. Twelve countries stated they have budgets of their own; however, very few provided any spe-cifics about the size of those budgets.

In general, their human resources endowments are restricted21 –in many cases consisting of one professional plus administrative support—and assigned on a part time basis, since these re-sources share other functions in other Ministry units. This state of affairs evinces serious staff-ing deficiencies in specialized gender units, but is all the more alarming when such meager re-sources are compared with the huge number of functions these units are called upon to per-form according to the information provided in the survey. It is important to consider it both in terms of the units’ medium-term survival pros-pects, and as the starting point of a reflection about the characteristics of women’s work in the

Labor Ministries’ specialized gender units them-selves. It is worth noting, in this regard, that one constant present in answers about the strengths detected is “a hard-working, devoted staff”.

This state of affairs also highlights the fact that, in some countries, the support received by gen-der affairs units in mainstreaming the gender perspective is given largely as a matter of form, probably because of the pressure arising from international commitments (as shown by 2, this factor is mentioned by a high number of coun-tries among the originating causes of the special-ized gender units). When it comes to endowing them with the resources necessary to operate and meet their objectives, however, the true pri-orities of the Labor Ministry are revealed.In Central American and Caribbean countries, although resources are scarce, international co-operation was found to be helping fund the ac-tivities of specialized gender units. The Cumple y Gana project is mentioned as a funding source by El Salvador, Guatemala, Nicaragua and the Dominican Republic; likewise for the Agenda para las Mujeres initiative in Panama. The ILO’s support is mentioned both by countries in the South (although with a stronger emphasis on technical assistance), and by Haiti and Nicara-gua.

f) The specialized units created to institutionalize the gender perspective in Labor Ministries have developed a wide network with other agencies.

The formation of networks is a component that makes it possible to approach the institution-alization of the gender perspective as a multi-player endeavor and avoid confining this is-sue to a group or team within the Ministry. In general, the only effective approach to gender issues is comprehensive, for any other would frustrate the whole point of institutionalizing the gender perspective, which is to influence an institution’s policies, programs, projects and, in general, activities.

It is important to note, in this regard, that all units without distinction and in all geographi-cal areas are strongly engaged in interinstitu-tional coordination on labor issues. First and

21 With the sole exception of the United States, where the Women’s Bureau is 60 people strong.


foremost, as was to be expected, is the connec-tion with national mechanisms on gender issues (19 countries), with which an interinstitutional agreement appears to be the prevailing form of relationship. Joint activities undertaken by the two institutions appear to focus on joint study, training and dissemination. In many of the re-spondent countries, these institutions have been strongly involved in the creation of specialized gender units in the labor sphere.

Particularly worth mentioning in this regard is the support given by INAM in Honduras to the establishment of the gender unit within the country’s Secretariat for Labor and Social Secu-

rity (STSS), achieved by restructuring its Work-ing Women’s Program as a gender unit. For that purpose, INAM prepared a study entitled “Pro-puesta técnica para institucionalizar la equidad de género en la STSS” (technical proposal to in-stitutionalize gender equality in the Secretariat for Labor and Social Security) within the frame-work of the II Plan for Gender Equality and Eq-uity in Honduras 2008-2015. A second phase is envisaged, where a study will be prepared un-der the title “Plan de implementación de la pro-puesta técnica básica para la transversalización de género en la STSS” (plan for implementing the basic technical proposal for gender main-streaming in the STSS”.


Honduras

A good practice in interinstitutional cooperation Strategic Gender Equality Plan

The preparation of a Strategic Gender Equality Plan by the Secretariat of Labor and Social Security (PEG) of Honduras is aimed at mainstreaming the gender perspective in all PEG directorates by developing activities promoting gender equality across the Se-cretariat. This is part of a process of institutional strengthening and modernization in pursuit of higher quality standards in the services provided to satisfy the needs and interests of all the people who request them.

The Gender Equality Unit, which will take up and strengthen the Secretariat’s efforts through the Mujer Trabajadora Program, was created to contribute to the incorporation of women into work under equal working and legal conditions, ensuring them the full enjoyment of their rights; those same concepts will guide the preparation and implementation of the Institutional Strategic Gender Equality Plan, to be carried out by the STSS para to instill gender aware-ness throughout all areas of the agency’s work.

Considering gender awareness as a part of the agency’s work demands an operating strategy that is in line with the theoretical reference framework set out in this document. That requires embracing and implementing a strategy to ensure the mainstrea-ming of the gender approach in even the basic areas of the STSS’s work.

To the Secretariat, adopting the gender mainstrea-ming strategy implies placing gender criteria at the heart of its activity, which requires stepping up efforts to make the transition from conceiving of the gender perspective as something additional to the institution’s other functions to converting it into a variable enhancing the Secretariat’ institutional per-formance and the quality of the services it renders to the population at large, and to women workers in particular.

Currently the Secretariat has in place two institutional mechanisms which help develop the functions and monitor the work of the Mujer Trabajadora program:

a) the Directorate of Social Security, exercising the political and administrative control of the program; b) the Mujer Trabajadora program itself, exercising technical and operational control.

Implementing the strategy proposed requires, first of all, transforming the Mujer Trabajadora program into a Gender Equality Unit within the Directorate of Social Security.

In addition to the above, two mechanisms will be created. The first will be the PEG Extended Gen-der Commission, which will contribute recommen-dations and suggestions regarding implementation follow-up and evaluation of the PEG Plan. The com-mission will be chaired by the STSS, and include representatives from INAM and other institutions involved in gender-related labor issues. It will be an official body which will hold both regular and ex-traordinary meetings, and will be subject to regula-tions known to all participating institutions.

The second mechanism will consist of the Secretariat’s Gender Equality Commission, as the body bearing political and strategic responsibility for implementing the PEG plan, which will be made up of representatives of all STSS directorates.

Another important issue in mainstreaming the gen-der perspective is the strengthening of the Gender Equality Unit as a specialized institutional mecha-nism to advise, assist, and facilitate the effort, so that all the Secretariat’s offices at the central and regional levels pursue the commitments contained in the Plan.

Strengthening the Program must be a progressive process based on human resources, going back to the existing personnel who understand the topic, transferring staff from areas sensitive to the issue who already have or can acquire the necessary knowledge, competencies, and skills for the Plan’s correct functioning, and, when unavoidable, hiring qualified personnel.

Later, the development of a training process will be necessary to provide training for the Program’s hu-man resources, and those of the STSS’s other areas, in both the general and specialized aspects of this topic, in accordance with the functions performed by the Secretariat’s different component entities.


It is highly relevant to point out that all women’s advancement mechanisms that answered the complementary information questionnaire de-fined the performance of the Labor Ministries’ specialized gender units as good or very good.

Maintaining relations with other offices in the government apparatus (15 countries), with in-ternational agencies (17 countries) and civil society organizations (15 countries) is another important activity of specialized gender units. Less intense, though also significant, is interac-tion with workers organizations (14 countries)

and employers organizations (12 countries).

Regarding coordination with other offices with-in the Ministry, only three countries stated that none exists. This is an indicator of the cross-cutting role plaid by specialized gender units in their respective Labor Ministries, as they provide support and guidelines for the incorpo-ration of the gender perspective in all areas of the institution, and it suggests that most coun-tries analyzed adhere to one of the principles of mainstreaming.

Table 5

Mechanisms for the Institutionalization of the Gender Perspective in Labor Ministries in the Region, Classified according to Interinstitutional Connections

Cou

ntr

ies

Oth

er

un

its

wit

hin

th

e

Min

istr

y

Na

tion

al

me

ch

an

ism

fo

r g

en

de

r is

su

es

Oth

er

un

its

wit

hin

th

e

gove

rnm

en

t a

pp

ara

tus

Em

plo

yers

Work

ers

Civ

il s

ocie

ty

org

an

iza

tion

s

the

Me

dia

Inte

rna

tion

al

ag

en

cie

s

Canada x x x - - - - -

United States

x - x x x x x x

Mexico x x x x x x x x

Argentina x x x x x x x x

Bolivia x x x x x x x x

Brazil - x x x x x - x

Chile x x x x x x x x

Colombia x x x - x x x x

Ecuador x - x - - x - x

Paraguay - x x x x x - x

Peru - x - - - - - x

Uruguay NR NR NR NR NR NR NR NR

Antigua and Barbuda

x x x x x x x x

Bahamas x x x x x x x x

Costa Rica x x x x x x x x

El Salvador x x x x x x x x

Guatemala x x x x x x x x

Haiti NR NR NR NR NR NR NR NR

Honduras x x - - - - - -

Nicaragua x x x - x x x x

Panama x x - - - - - -


g) Specialized gender units engage in a broad spectrum of activities

The respondent countries report a very broad range of internal and external activities. Par-ticularly worth highlighting among internal ac-tivities are awareness raising, training, holding workshops and events. This trend is evidence that the units are performing a gender education and training role with regard to the Ministry’s personnel as an initial phase of the gender per-spective institutionalization process. Indeed, it is important to bring down resistances and nat-ural barriers to enable Ministry officials of both genders to adopt a new approach to their daily work, one that is more difficult, and requires more effort. What specialized gender units are doing in this area is therefore a worthwhile ef-fort. That said, it would appear that these activi-

ties, although undoubtedly an important part of any mainstreaming strategy, are overdimen-sioned in relation to other activities that gender work teams are also called upon to perform; or, rather, that coordination with internal and ex-ternal units takes place mostly in the form of awareness raising, training and dissemination of information on gender matters. Few countries report proposals for new legislation or regula-tory revision (United States, Bolivia, Suriname, Costa Rica); or preparation of gender policy guidelines for the Ministry (Colombia, Argen-tina, United States, Bolivia, Panama), which are in fact also tasks inherent to gender perspective mainstreaming.

External activities also evidence strong dedica-tion to dissemination and training. The broad range of activities centered around interinstitu-tional partnerships on gender issues should also be emphasized.

Table 6

Dominican Republic

x x - - - - - x

Suriname x x - - - - - -

Total 18 19 15 12 14 15 12 17

Internal and External Activities of the Labor Ministries’ Specialized Gender UnitsCountries Internal activities External activitiesCanada - Training

- Workshops, events- Network coordination (sharing best practices, sharing information)

- Participating in interdepartmen-tal committees on gender equali-ty indicators- Gender analysis- Preparing special initiatives (CEDAW, UNCSW)

United States - Legislative proposals- Regulations- Testimonials and/or reports on wo men workers- Participation in intra-department teams- Collaboration in support of projects pursuing common goals

- Projects, workshops and trai-ning initiatives aimed at impro-ving the lot of women workers- Improve their working condi-tions- Increase their efficiency- Advance their opportunities for better jobs


Mexico - Fora- Workshops- Conferences- Working groups- Events- Meetings

- Awareness raising workshops- Dissemination campaigns

Argentina - Preparation of proposals for incor-porating the concept of gender equity and equality into programs and actions

- Workshops and awareness raising activities with nongover-nmental agencies, trade unions and businesses

Bolivia - Gender awareness raising courses, workshops and events.- Coordination with Directorates Gene-ral and Units on gender issues- Participation in the preparation of the Annual Operational Program, with insertion of gender activities in coordi-nation with the Ministry’s Directorates General- Meetings with officials to address specific gender-related cases or is-sues, and coordination of joint activi-ties, including seminars, courses and workshops.

- Courses, seminars and works-hop on labor rights, gender-ba-sed discrimination, and women workers’ proposals- Regulatory revision workshop on micro and small businesses, and proposal with a gender equality content.

Brazil - No internal activities - Seminars- Conferences

Chile - Training, dissemination, seminars and publications.

- Publications, workshops, se-minars under agreements with other organizations or at their request

Colombia - Training, dissemination, seminars and publications.- Preparation of gender policy guide-lines for the Ministry of Social Protec-tion.- Design and implementation of a trai-ning activity for Ministry officials on the gender perspective and its meaning- Systematization of information on the gender perspective content of policies, programs and projects since the crea-tion of the Ministry of Social Protection.

- Dissemination and interinsti-tutional coordination with the Presidential Advisory Board on Gender Equality

Ecuador - Gender awareness raising workshops - Working groups on gender and employment Publications- Work meetings institutions spe-cialized in gender issues

Paraguay - Training courses, workshops, semi-nars, fora

- Training courses, workshops, seminars, fora

Peru - NA - NA

Uruguay - NA - NA


Antigua and Barbuda

- Training and education workshops- Gender equality promotion seminars- Programs and projects

- Training and education works-hops- Gender equality promotion seminars- Programs and projects

Bahamas - NA - Joint programs with the legal, health, education and social development sectors

Costa Rica - Talks- Process analysis meetings- Awareness raising workshops- Internal advisory service- Preparation of reports or technical criteria

- Workshops and talks- Participation in interinstitutional commissions- Work with companies to pro-mote good labor practices with gender equality- Preparation of proposal for changes in labor legislation.

El Salvador - None - Public fora for workers and employers- Awareness raising workshops for workers to disseminate knowledge of labor rights.

Guatemala - Awareness raising on gender pers-pective

- Workshops- Seminars- Preparation of plan

Haiti - NA - NA

Honduras Awareness raising workshops on gen-der issues

- Non-discrimination workshops for employers and workers

Nicaragua - Awareness raising seminars and trai-ning on Ley 202- Disability regulations and policies in Nicaragua- Ley 238- Law for the promotion, protection and defense of human rights before SIDA

- Meetings- Working committee- Promotion of the office and dissemination of its work- Labor rights training for women- Dissemination and promotion of Ley 202 and Ley 238- Institutional network for equality and non-discrimination in emplo-yment

Panama - Gender awareness raising- Courses on the preparation of public budgets with a gender perspective- Production of statistics with a gender perspective- Gender mainstreaming in develop-ment projects

- Training workshops with trade unions- Domestic work forum

Dominican Republic

- Training in the form of courses and awareness raising workshops for local representatives, inspectors and super-visors, in addition to the employment department

- Awareness raising workshops for workers and employers

Suriname - Training courses- Legislation with a gender perspective

- Gender training and mainstrea-ming- Cost analysis and budgeting- Evaluation workshops


h) The programs under implementation are not in line with the objectives inherent to gender perspective mainstreaming in Labor Ministries

The characteristic features evinced by the activi-ties thus reported show that the programs car-ried out by specialized gender have a marked bias towards training, awareness raising, dis-semination and employment creation in favor of women different sectors, or vulnerable groups in general. The large majority of these activities consist of outright execution of programs aimed at improving the living conditions of women.

Activities also include programs with broadly defined—and, therefore, difficult to achieve—objectives, such as “eliminating discrimination against women at work” or “establishing a na-tional gender policy”. Only a few countries have stated actions addressing issues inherent to gen-der institutionalization within the Labor Minis-

tries—such as helping to overcome gender gaps in employment or developing actions aimed at deepening gender mainstreaming within the Ministry—as objectives of their programs.

Only a handful of programs under way have a content in line with the specialized gender unit’s objectives. We can mention a few: in Argentina, inclusion of gender clauses in collective bargain-ing processes; a manual for trade union women officers; Bolivia: gender equality in labor rela-tions; a few in Brazil; in Paraguay: a few through the Tripartite Commission; in Costa Rica: a few. The rest of the programs described reflect a con-cept of woman and work, rather than seek to mainstream the gender perspective in the Labor Ministries.

This is the question that elicited the highest num-ber of non-answers. It is important to clarify whether that was due to difficulties in answer-ing it, or to the fact that specialized gender units are not engaged in any programs in that area. More in-depth study is definitely required.


Costa Rica

A good sectoral work practice

Since its creation in 1998, the mission of the National Women’s Institute (INAMU) has included promoting the creation and coordination of ministerial, sectoral and mu-nicipal offices of women’s affairs, a job that the National Center for the Development of Women and the Family (CMF) had been performing since 1994. The units in question are responsible for exercising oversight to en-sure compliance with governmental gender equality poli-cies in the public administration.

INAMU has focused on strengthening and consolidating these units to enable them to provide guidance and advice in support of the processes under way to implant gender equality policies across the Government. To carry out this task, INAMU has created the Public Policy Management for Gender Equality Area, “in charge of promoting, ad-vising and accompanying the processes of formulation, enforcement, follow-up and evaluation of public policies fostering gender equality in governmental bodies”.

Sectoral Gender Equality Units have the mission of pro-moting, orienting, strengthening and monitoring change processes in the institutional culture that call for equity in the rendering of services and equality of opportunities and rights in internal labor relations.

In the labor sphere, the Labor Ministry’s Gender Equality Unit has its legal basis in Decreto [decree] No. 29221-MTSS, published in the official gazette La Gaceta No.6 of January 2001, pursuant to which “it is its mission to help promote, improve and enforce labor legislation aimed at minimizing inequalities at work between men and women, particularly those regulations that are designed to define and harmonize relations between employers and women workers”. The Unit reports directly to the Minister of La-bor. Its purpose is “to advise, train, control and provide te-chnical assistance for the implementation and evaluation of the National Gender Equality at Work Plan”.

The Unit works along three axes:

1) Institutionalization of public mechanisms for equa-lity and equity in the labor sphere

Within the framework of the agreement between INAMU and the Ministry of Labor and Social Security (MTSS) approved in December 2000, INAMU has provided the Ministry’s Gender Equality Unit with direct support and advice for the implementation of the “Action Plan for Gen-der Equality and Equity 2003-2006”, which envisages:

institutionalizing and strengthening the Gender Equa-lity Unit promoting women’s labor rights mainstreaming the gender perspective into the work of

the MTSS.

2) Building institutional capacities for gender equality and equity

INAMU has provided the Gender Equality Unit of MTSS with systematic assistance in building its advisory capaci-ties with regard to mainstreaming the gender perspective in the Ministry’s units.

3) Promoting the National Employment Information, Orientation and Intermediation System

In 2005, in its capacity as Technical Secretariat of the Na-tional Employment Information, Orientation and Interme-diation System, INAMU assisted the Director of Employ-ment in modifying the decree that created the System.

INAMU provides the Gender Equality Unit of MTSS with systematic assistance in building its advisory capacities with regard to mainstreaming the gender perspective in the Ministry’s units, and to supporting the gender aware-ness raising and training processes promoted by the unit in question with other Ministry offices. Currently the Unit is receiving assistance from the ILO and INAMU in formu-lating an institutional gender equality and equity policy.

The programs currently under way by the Gender Equa-lity Unit show contents that increase gender perspective mainstreaming within the MTSS, particularly so with re-gard to tasks relevant to internal institutional positioning, namely:

Internal training in men’s issues. The objective is to raise the awareness of men and women serving the Ministry about the construction of maleness and its impact on in-terpersonal labor relations; breaking the institutional ste-reotype according to which the concept of gender only includes the woman component.External training in women’s labor rights so that they know their labor rights and are able to exercise them in an informed manner.Certification of employment in activities traditionally per-formed by women. The objective of this project is to create input material justifying the importance of certifi-cation in the case of activities traditionally performed by women.Promotion of good practices with gender equality. The objective is to promote the implementation of good prac-tices with gender equality among employers.


i) Training needs are heterogeneous

The answers received with regard to training show that, with the exception of three coun-tries (Brazil, Chile and Costa Rica) , most peo-ple working in specialized gender units have received training in general, and gender train-ing in particular, over a broad spectrum rang-ing from a university education to basic gender education courses.

It is interesting to note that in several cases the training needs expressed refer to topics on which training has already been provided. These may well be contradictory observations, but the only way to get a clearer picture of the real situation would be by considering the actual characteris-tics of the training received so far and ascertain-ing the turnover rate of specialized gender units personnel, which may result in a perception of lack of training.

The countries identified training needs in the following areas, indicating that they require pri-ority attention: strategic planning with a gender perspective, the construction of gender indica-tors, and preparing budgets with a gender per-spective.

Interestingly, training demand focuses on ac-tivities that would make it possible to improve the specialized gender units’ performance of current tasks, which, as previously discussed in this report, have mostly to do with dissemina-tion by means of workshops and seminars. This indicates that no transition is envisaged for the short or medium term from awareness raising, training or dissemination to more strategic func-tions with a greater impact on the Ministry’s areas, and even in the macroeconomic sphere, a territory hardly touched—so far—by gender analysis.

This is a major challenge that needs to be met, for the provision of training in the issues that

should be—rather than are—part and parcel of the gender affairs units’ daily work could help direct their actions towards strengthening the institutionalization of the gender perspective in their respective institutions.

j) Specialized gender units perceive the political will of their respective governments and ministerial authorities as key drivers in their creation and continued existence.

Labor Ministry representatives were asked about the causes that led to the creation and continued existence of their respective specialized gender units. With respect to both, political will and international commitments assumed by their respective governments were mentioned as im-portant factors.

With regard to threats to the units’ existence, political will (in this case, the lack thereof) was mentioned as a constant, on a par with lack of resources (financial and human). Internal resis-tances to gender issues and lack of training are also mentioned although by far fewer answers (2). The same perceptions were found in an-swers given by the national mechanisms for the advancement of women.

With respect to weaknesses and strengths, po-litical will stands out again, although less than scarcity of resources in the case of weaknesses and, with regard to strengths, as much as hu-man resources training and the existence of in-terinstitutional coordination.

The continued existence of specialized gender units is perceived as highly dependent on the po-litical will of their respective governments. The same perception is expressed by those national mechanisms for the advancement of women that answered the complementary questionnaire.

22 Chile stated that, since the people performing the functions specific to its gender unit are selected on the basis of their gender competency, it received no training.


The answers reveal that the specialized gender units’ existence is perceived as fragile, in that it is strongly dependent on political will. The ab-sence of political will is mentioned as a threat to the existence of the units, as well as among their weaknesses. Its presence is considered as strength. This finding confirms to need to pro-mote institutionally stronger specialized gender units by revising the mandates their existence is based upon, and their hierarchical position within the respective Ministry, in order to en-sure that their existence is no longer dependent on the juncture of political circumstances and the sole will of the powers to be.

The scarcity of human and financial resourc-es—probably a consequence of the fragility of the political will that created the units—is an-other issue that needs to be closely addressed. A commitment must be sought from the Labor Ministries’ ranking authorities that is more than merely formal and is based on a conviction re-garding the impact it has on society, on the chal-lenge of attaining decent work, and on making progress toward incorporating gender equal-ity as a crosscutting element throughout all the ministry’s work.

Table 7

Most Important Factors in the Creation and Stability of Specialized Gender UnitsoFactors Creation Continued

existenceThreat Strength Weakness

Political will (ab-sence or presen-ce)

5 4 6 5 4

Scarcity of resour-ces

9 9

Existence of international com-mitments

6 4 1

Internal resistan-ces

2 1

Training (absence or presence)

1 4

Good interinstitu-tional coordina-tion

3


Chile

The Management Improvement Program (PMG) as a mainstreaming strategy

The Management Improvement Program (PMG) is a bud-geting tool created in 1998 in the context of its moder-nization of public management strategy. It is promoted by the Directorate of the Budget, which is a unit of the Ministry of Treasury. It has been designed as an incen-tive mechanism for rewarding institutional performance by means of remuneration increases23.

Up until the year 2001, the PMG program included the areas of Human Resources, User Service, Management Planning/Control, Internal Audit, Decentralization and Financial Management. This year, following a negotia-tion by the National Women’s Service with the Budget Directorate, the PMG program finally became a part of the Gender Equity System as a way to incorporate the gender perspective into the day-to-day actions and functions of public institutions.

The Gender Perspective System is comprised of 4 sta-ges designed to gradually incorporate the gender pers-pective into goods and services supply processes. Its 2009 modification consists of explicitly including among its objectives a linkage to the requirements of the Gen-der Agenda that each Ministry has undertaken to comply with before the Equity Council, and the ministerial com-mitments arising as a result.

Objective:Incorporate the gender perspective into the institution’s products.

Results expected: That public institutions plan with due consideration of

men’s and women’s different needs That institutions are able to reorient resources to redu-

ce existing gaps between men and women That civil servants incorporate this approach into their

customary practices.Each public service must comply with the following sta-ges of implementation of the gender PMG:

Stage 1: Perform an assessment of its strategic products from

a gender perspective. Have an information system in place for the registra-

tion of its customers/users/ beneficiaries, differentiated by sex.

Stage 2: Prepare a work plan and program for incorporating

the gender perspective into the delivery of its products Design the logic of the information system and prepa-

re the work program for its implementation.Stage 3: Implement the gender perspective in the delivery of

its products (new or old as the case may be) and in the information system. Design a follow-up program

Stage 4: Ensure dissemination to customers/users/ beneficia-

ries and their officers. Report results of implementation and lessons lear-

ned.

This mechanism has made it possible to begin mains-treaming gender equality in the Chilean government, since the PMG system has been implemented in all pu-blic services across the country. Once incorporated into it, the gender perspective has become a part of each institution’s budgeting cycle, and thus mainstreamed into its management control system via its link to the budgeting system.

It is important to point out that the requirement for public services to incorporate the gender perspective through the PMG program comes from the Budget Directora-te, one of the country’s primary public policy makers through its control of the public budget. The relevance of the power of the purse hardly needs to be emphasi-zed. Furthermore, the existing institutional mechanism for gender, i.e. the National Women’s Service, has been strengthened as a result, and important partnerships have been established with a number of public agen-cies, the Budget Directorate included24.

The strategic objectives of the Ministry of La-bor and Social Security

1. Foster women’s entry into the workforce by way of good jobs guaranteeing decent work. Significantly advance the promotion of women’s ac-

cess to the labor market by developing labor interme-diation actions and initiatives to give preferential access to the Hiring Incentive Program Increase and improve the employability of women

heading households as priority users Re-establish the public opinion debate about the

equal pay bill through a communication campaign and dissemination events Perform a gender-based evaluation of the code of

good labor practices (CBPL), analyzing the impact of CBPL plans on gender gap reduction along the 7 guide-


23 Compliance with the management objectives set out in an annual PMG will entitle one or more officials of the respective institution to a pay raise in the following year. The raise in question will amount to 7.6% if the respective institution has achieved a compliance rate no lower than 90% of the annual target; to 3.8% if compliance is no lower than 75% and lower than 90%, and 0% if compliance is lower than 75%.24 Guerrero C. Elizabeth. Transversalizacón de la perspectiva de énero en Chile: En la úsqueda de la equidad. July 2005.

lines comprising the instrument in question.

2. Exercise oversight to ensure regulatory compliance with regard to women’s work through the incorpora-tion of gender issues into inspection processes, and the implementation of the fundamental rights protec-tion procedure.

Raise to 18% of the total the number of Program-mandated inspections by administrative initiative re-quired to be carried out in female-dominated sectors, and to include gender issues.

3. Foster and strengthen women’s leadership

Strengthen women union leaders’ participation in the national trade union training system to be imple-mented in 2009, and include gender-related subjects into its curricular grid, especially in the school mode Establish and implement minimum participation

quotas (20%) for women leaders in social dialogue bo-dies, and incorporate gender priorities into social dia-logue agendas (committees). Provide women with te-chnical support in social dialogue bodies to ensure the quality of their participation Training by the Labor Directorate of between 15%

and 30 % of all women leaders of unions of wage-ear-ning workers in each region.

4. Improve the working conditions of women domestic workers

Within the framework of MINTRAB’s Working Com-mittee, disseminate information about the benefits of the Social Security Reform for women domestic wor-kers and about such specific measures as the minimum taxable income for women domestic workers. Maintain a Ministerial social dialogue committee with

women domestic workers to analyze progress in this sector and establish a joint work agenda centered on formalizing labor relations, and training.


institutionalization

Conclusions . 47

The findings of this study provide an overall view of the progress made towards the institu-tionalization of a gender perspective in Labor Ministries in the region. Desk study analysis, an-swers to questionnaires, the results of the Buenos Aires July 2009 Workshop, all show that gender perspective mainstreaming is present––albeit with different levels of emphasis––in all Minis-tries. Nevertheless, a large number of countries continue to evince a weak understanding of the significance of the the gender perspective, and of the mission and objectives of the units created to mainstream it in policies, programs and projects.

This weakness manifests itself at the basic con-ceptual level. Indeed, gender perspective main-streaming, rather than as an end unto itself, needs to be conceived of as part of a strategy aimed at achieving gender equality. This approach makes it the job of specialized gender units within Labor Ministries to ensure that gender considerations and the gender equality objective take center stage in every activity: from policy formulation to research, to dialog promotion, law making, re-source allocation, planning, implementation and control of programs and projects25.

In many cases, specialized gender units have be-come, in practice, women’s affairs offices tend-ing to operate in isolation, implementing proj-ects for women and mostly focused on education or training. This is contrary to the very raison-d’etre of such units, which calls for the strongest possible coordination with all Ministry areas in order to influence every aspect of its institutional action. This weakness is the product of several factors. First and foremost among them is the units’ institutional insertion and inadequate al-location of resources. Also important, however, is the lack of a clearly defined mission to be used as a navigational map to establish which activi-ties are necessary to exercise real influence on all activities developed within the Ministry.

The weaknesses thus detected call for reaction on the Ministries’ part: in the current crisis with its still unpredictable effects on employment, labor policies with a gender content become opportunities for addressing gender-based in-equalities with regard to impact not only now, but also later, after the crisis is over. The decent work commitment made by Labor Ministries in the region is jeopardized by the coming into be-

Conclusions

4

institutionalization 25 Manual for Gender Audit Facilitators: The ILO Participatory Gender Audit Methodology. Geneva, ILO, 2008.


ing of a new equilibrium in the levels of struc-tural unemployment that always follow a crisis, and rise as enterprises seek higher levels of effi-ciency in order to face the dire straits of crisis.

Thus the introduction of labor policies with a gender perspective becomes an institution building opportunity for Labor Ministries.

The following are the main conclusions of this study, based on the information collected from the various sources of information consulted in the course of the research.

1) Significantly, a high number of countries have specialized gender mechanisms or units in place within their Labor Ministries. However, re-gional differences exist, with the Caribbean ex-hibiting a rather lower rate of presence of such units. In fact it is fair to say that; in general, most countries in this subregion have made very lim-ited progress towards the institutionalization of the gender perspective26. The recent creation or reformulation of gender affairs units in various countries (Argentina, Uruguay, Brazil, Hondu-ras) should also be emphasized.

2) The form taken by gender affairs unit varies—in most cases, it is that of specialized gender unit—and their creation was largely inspired by the need to meet international commitments and comply with domestic legislation. Never-theless, a strong dependence is perceived, with regard to both creation and continued existence, on the political will of national and/or ministe-rial authorities.

3) With regard to the objectives pursued by the units, as stated in their mission and in their pro-grams, a group of countries stands out that gives preference to acting in support of women’s im-provement of their living conditions rather than to triggering cross-cutting actions challeng-ing policies, programs and projects of their re-spective ministries reflecting a gender system characterized by strong vertical and horizontal segmentation of the labor market and signifi-cant barriers in terms of entry and wages. The answers received do not evince attempts, for in-stance, to incorporate gender equality into em-ployment plans.

4) Few countries have approached the task of mainstreaming the gender perspective within their ministries using avenues that would lead to technically supporting the incorporation of the gender perspective by the ministry’s units into their labor policies, programs and projects. Tellingly, only a few countries explicitly make gender perspective mainstreaming a part of their gender affairs units’ mission; in general, the fo-cus is on protecting women’s rights rather than institutionalizing gender issues in Labor Minis-tries. This choice is consistent with the programs developed by gender affairs units, in the major-ity of which the tendency prevails to carry out women-targeted projects fostering production, entrepreneurship and other activities.

5) It is important to keep in mind there can be no talk of effective gender mainstreaming until the Ministry of Labor prepares a project with a gen-der perspective, funded through the Ministry’s budget, providing for the allocation of financial resources to programs and actions aimed at im-proving gender equality. Indeed, this is a sig-nificant indicator for purposes of measuring the institutionalization of the gender perspective. That was the reason why the survey included a question about the share of the Ministry’s ex-penditure devoted to gender programs. Unfor-tunately, the countries that answered that ques-tion were too few to make comparisons possible and establish any relation between achievement levels and budget size.

6) Political will has been a fundamental factor in the establishment of specialized gender units or mechanisms facilitating the institutionalization of the gender perspective within the ministries. However, the same political that brought those units into being should be used to ensure their insertion in a key area of the ministry’s orga-nizational and programmatic structure. From the organizational standpoint, it is of the first importance for the unit to hold an adequate hi-erarchical position, failing which it may well be-come a redoubt, without any power to influence policies and programs. It is equally important to ensure that the hierarchical position in question be real and not merely a matter of form. Accord-ingly, it is important that the ministry’s organi-zational chart make it evident that cross-cutting goals must be shared by all ministry units with

26 The information provided here about the Caribbean is based a document prepared by consultant Leith L. Dunn “Institu-tionalization of Gender Mainstreaming in the Ministries of Labor in the Caribbean”, at the request of the OAS Department of Social Development and Employment as a part of this research.

Conclusions . 49

the specialized gender unit’s collaboration and technical support.

7) As a preliminary indicator, for the purposes of this study, of the presence of gender affairs units within the organizational structure of the Labor Ministries, a search was made for special-ized gender units or mechanisms in each Min-istry’s the Web page. In only two countries did such units appear. One of the pages contained a link to the gender equality section. However, the link led to the Tripartite Commission for the Equality of Opportunities rather than to the gen-der unit—which in fact exists. A more intensive search would have probably yielded better re-sults, but the very difficulty in finding the right link shows how invisible these units are within the ministries’ organizational structure.

8) In many cases, incorporating the gender per-spective into the organizational structure of a Ministry will require revising its specialized gender unit’s originating mandate and looking for the approach best suited to reality in each country with a view to ensuring the unit’s per-manence.

9) The above goes hand in hand with commit-ting human resources under the same condi-tions as those prevailing in all other Ministry offices regarding salary, office space, working hours, qualification requirements. As already pointed out in previous paragraphs, many min-istries appear to make it a practice to man their gender affairs units with insufficient staff, who accordingly find themselves coping them mul-tiple tasks with scarce resources, motivated fun-damentally by their commitment to gender is-sues. Quite paradoxically, the very characteristic features that impair the value of women’s work are reproduced here by appealing to their call to serve precisely in a unit whose mission it is to enhance the value of women’s work by free-ing it from traditional discriminatory practices. In a large portion of answers received from the respondent countries grand objectives appears side by side with scarcity of resources.

10) The information received does not shed much light on the responsibilities of individu-als designated as focal points or pertaining to specialized gender units. In fact, the profiles, re-sponsibilities, resources and recognition mech-anisms of those who perform other functions than that of focal point or the like should also be clearly defined. In order to enjoy recognition,

authority and influence over other ministerial offices, gender affairs units need the political recognition of ministerial authorities. They need to be staffed with duly qualified professionals, working on a full-time basis and supported by adequate resources.

11) Scarcity of resources has been mentioned by the specialized units and by the national mecha-nisms for the advancement of women alike as one of the main threats to the units’ permanence. This is a critical point in that it is connected to the political will underlying the creation of these units. It stands to reason that any formulation of public policies effectively considering the dif-ferential impact on women and men, focused on a more efficient and equitable use of national resources, and making effective use of the labor supply must be accompanied by the govern-mental allocation of funds commensurate with the requirements of such a task. We recommend that Labor Ministries make it an institutionalized practice to analyze the incidence of the benefits flowing from public expenditure from a gender perspective.12) A strong connection exists among national mechanisms for gender issues in the region. In order to expand the knowledge of this highly relevant aspect, these were sent a complemen-tary questionnaire aimed at rounding out the information already collected and preparing an assessment of the gender content of actions and the institutionality of gender affairs units within the Labor Ministries. In general terms, the an-swers received reflect a consensus on the same strengths and weaknesses as those mentioned by specialized gender units, particularly with re-gard to scarcity of resources. Recommendations focus on strengthening intersectoral coordina-tion, particularly with national mechanisms for gender issues, and on the need for more training in gender issues to facilitate the performance of the assigned role.The creation within the Labor Ministries of gen-der affairs units connected in turn to several in-tersectoral committees appears to indicate that sectoral and intersectoral structures reinforce one another. It might be said that the existence of gender affairs units has facilitated the creation of intersectoral committees and commissions.

13) One of the functions that specialized gender units are called upon to perform is training and raising the awareness of ministry officials of both genders, and other actors in order to gener-ate a channel for information sharing and com-


munication with regard to the advantages of incorporating the gender perspective into poli-cies, programs and projects. A strong tendency was found among specialized gender units to dedicate their resources to this type of activities. In fact, training activities should begin with re-vising gender mainstreaming contents so that it becomes a tool for the institutionalization of the gender perspective within the Labor Ministries. This requires a revision of procedures and co-operation mechanisms, and coordinated work among different institutions and departments.

14) A more in-depth approach to gender issues education is all the more necessary in the light of the fact that gender affairs units must not only legitimize their agenda, but also be ready to rec-ognize any new gender problems and inequities in the labor sphere produced by changing social dynamics. To be able to influence policy for-mulation, they have to produce knowledge, to change the way information is produced in the ministries. They have to legitimize themselves as recognized interlocutors before the Minis-try’s other offices and also before their interin-stitutional counterparts and actors in the labor sphere. Therefore, training and education are issues of relevance to the good operation of the units.

Even though many of the respondent countries have received training in gender issues, a strong demand exists to expand the work teams’ ex-

pertise. To ensure that the activities of special-ized gender units are indeed cross-cutting, it is necessary to design short, medium and long-term training plans focused on objectives that respond to that demand. Accordingly, it will be necessary to clearly establish what form of training will be delivered through RIAL. By the same token, training will need to include areas devoted to educating specialized gender units members who will be engaged in promot-ing the acquisition of greater influence on the gender perspective institutionalization process by developing competencies among Ministry personnel that will facilitate gender perspective mainstreaming.

Disparities with regard to level of develop-ment and operation of specialized gender units make it necessary to establish different levels of training. The needs of a group of countries will have to be met through horizontal coopera-tion between countries, to learn the best gen-der perspective institutionalization practices on a hands-on basis. Another group will need education on basic concepts of gender, strate-gic planning with a gender perspective, gender analysis. A critical need apparently shared by all countries, although not mentioned very often, is the development of gender indicators. These are tools to guide actions and make monitoring possible of progress on the subjects proposed, of key importance to good mainstreaming of the gender perspective.


resources

References . 53

Abramo, L. (2000) Equidad de género en el mundo del trabajo en América Latina. Avances y desafíos 5 años después de Beijing, documento presentado por la OIT a la Octava Conferencia Regional sobre la Mujer de América Latina y el Caribe, Lima, 8-10 de febrero.

CEPAL (1998) Directorio de organismos nacio-nales a cargo de las políticas y programas para las mujeres de América Latina y el Caribe, LC/L.1065/Rev. 1, Santiago.

CINTERFOR. Comisiones tripartitas para la Promoción de la Igualdad de Oportunidades en el Empleo.http://www.ilo.org/public/span-ish/region/ampro/cinterfor/temas/gender/oit_igu/com/index.htm

Coordinación de Equidad de Género e Igualdad de Oportunidades en el Trabajo. Ministerio de Trabajo, Empleo y Seguridad Social. Argentina. Políticas de equidad de género.

Coordinación de Equidad de Género e Igualdad de Oportunidades en el Trabajo. Ministerio de Trabajo, Empleo y Seguridad Social. Argentina. Equidad de Género. Políticas y Plan de Acción.

Daeren, L. Enfoque de género en la política económica-laboral. El estado del arte en América Latina y el Caribe.. Unidad Mujer y Desarrollo. Proyecto CEPAL-GTZ. Institucionalización del Enfoque de Género en la CEPAL y Ministerios Sectoriales. Santiago de Chile, febrero de 2001.

Daeren, L. (2000) Las Comisiones Tripartitas para la Igualdad de Oportunidades entre Mu-jeres y Hombres en el Empleo (MERCOSUR y Chile). Hacia la institucionalización del enfoque de género en las políticas y programas laborales, OIT-ETM Santiago.

Daeren, L. (1999) Mainstreaming the Gender Perspective within the ILO in Latin America. A Different Piece of Cake, work document pro-duced on the request of the Office of the Special Adviser for Women Workers’ Questions, ILO Geneva.

Galilea Silvia. y Marin Leslie. Informe final con-sultoría para evaluar el trabajo de las comisiones tripartitas para la igualdad de oportunidades en el cono sur. Santiago : OIT, 2002.

Guerrero, C., Elizabeth (2005) Transversal-ización de la perspectiva de género en Chile: en la búsqueda de la equidad. Ponencia presentada

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en el X Congreso Latinoamericano de Adminis-tración para el Desarrollo – CLAD. Santiago de Chile, Octubre de 2005

Guzmán, Virginia: La institucionalización de gé-nero en el estado: Nuevas perspectivas de análi-sis. CEPAL, Serie Mujer y Desarrollo, Santiago de Chile, marzo 2001. Libro Blanco. La dimensión laboral en Centroa-mérica y la República Dominicana. Construyen-do sobre el Progreso: Reforzando el Cumplim-iento y Potenciando las Capacidades.

El Programa Formujer C., Un Modelo de Políti-cas de Formación para diversos Ámbitos de In-tervención y Múltiples Actores OEA (2000) Programa Interamericano sobre la Promoción de los Derechos Humanos de la Mujer y la Equidad e Igualdad de Género (PIA). Adoptado por la XXX Asamblea General de la OEA. CIM/RES. 209/98 y AG/RES. 1625 (XXIXO/99))

OEA CIM (2001) Incorporación de la perspec-tiva de género en las políticas laborales region-ales. Avances y propuestas. Seguimiento del Programa Interamericano SEPIA I. Reunión Gé-

nero y Trabajo. OEA/Ser.L/II.7.8 CIM/SEPIAI/doc.3/01

OEA CIM (2001) La incorporación de la perspec-tiva de género en los programas y políticas de los Ministerios de Trabajo. Seguimiento del Pro-grama Interamericano SEPIA I. Reunión Género y Trabajo.

OEA CIM (2005) Informe sobre el cumplimien-to de la resolución CIM/RES.230 (XXX-O/04), Género y acceso al trabajo decente para enfren-tar la pobreza y fortalecer la gobernabilidad democrática. Documento de antecedentes para la implementación de la resolución. OEA/Ser.L/II.5.28 CIM/CD/doc.6/05. OEA/Ser.L/II.7.8 CIM/SEPIA I/doc.5/01

OEA (2007) “Igualdad de Género para el Tra-bajo Decente: Propuestas para la transversal-ización de género en las políticas laborales y de empleo en el marco de la CIMT”. Documento Informativo de la XV CIMT: OEA/Ser.K/XII.15.1TRABAJO/INF.1/077 agosto 2007

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Annex I . 57

Training Proposal for the Institutional Strengthening of Specialized Gender Units within Labor Ministries In consideration of the results drawn from the systematization of the information submitted by the countries on their progress with institu-tionalizing gender awareness within their la-bor ministries, achieved by mainstreaming the gender approach, we recommend several forms of intervention for the institutional strengthen-ing of those units within labor ministries. Those forms of intervention, which can complement each other, are the following:

1. Participatory Gender Audits

This is an intervention strategy based on the model Participatory Gender Audit (PGA) model developed by the ILO. Audits are carried out in situ, using a form of specialized consultancy de-veloped in the requesting ministry. In general, audits last for 10 business days.

These audits serve to identify the extent to which gender equality has been institutional-ized; they help individualize good practices in technical work; and they highlight effective and efficient processes for progress toward gender mainstreaming in all activities.

The PGA is a tool and a process based on a par-ticipatory methodology. In this process the in-ternal practices and support systems relating to gender mainstreaming are analyzed; a baseline is established; problems are detected; and ways to resolve them are recommended by proposing effective strategies.

PGAs promote institutional learning on how to effectively incorporate the gender mainstream-ing approach into policies, programs and struc-tures, and on how to assess the extent to which those policies have been institutionalized within the organization, the work unit, and the indi-vidual person.

The objectives of PGAs are the following27:

Generate understanding of the extent to which

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27 Manual for Gender Audit Facilitators: The ILO Participatory Gender Audit Methodology. Geneva, ILO, 2008.


gender mainstreaming has been internalized and acted upon by staff. Assess the extent of gender mainstreaming in

terms of the development and delivery of gen-der-sensitive products and services. Identify and share information on mecha-

nisms, practices and attitudes that have made a positive contribution to mainstreaming gender in an organization. Assess the level of resources allocated and

spent on gender mainstreaming and gender ac-tivities. Examine the extent to which human resources

policies are gender-sensitive. Examine the staff sex balance at different lev-

els of an organization. Set up the initial baseline of performance on

gender mainstreaming in an organization with a view to introducing an ongoing process of benchmarking to measure progress in promot-ing gender equality. Measure progress in implementing action

plans on gender mainstreaming and recom-mend revisions as needed. Identify room for improvement and suggest

possible strategies to better implement the ac-tion plan.

The outcome of the PGA is a report that includes recommendations for performance improve-ment and concrete actions for follow-up by the audited unit.

Given the magnitude of an intervention of this kind, the commitment of the top authority of the ministry requesting the audit is essential, both for the implementation of the recommendations given in the report, and for ensuring the perma-nence over time of the actions taken, with the necessary allocations of resources.

2. Fellowships

This approach offers the possibility of specific learning about given practices that have been recognized as successful in other countries. For this, it is important that the supply of and de-mand for training among our countries be coor-dinated by the Technical Secretariat, in its role as mediator of horizontal inter-country coopera-tion.

The implementation of Participatory Gender Audits offers an opportunity for detecting good practices, which can then be shared with other countries in which audits have not been carried out.

3. Training plans for institutional strengthening

Simultaneously, either because of individual institutions’ preferences or as an immediate measure, a training plan has been drawn up for members of specialized gender units intended to impact the institutional strengthening of those units.

During the investigation, at lease three basic topics were detected regarding which training should be given to specialized gender units, for their institutional strengthening in the direction to be taken by the mainstreaming effort. Those topics are:

1. Strategic planning with a gender perspective. The objective is to strengthen a unit’s ability to detect its mission, and from there to plan and monitor the cross-cutting treatment of the dif-ferent labor issues within the respective Labor Ministry.2. Gender analysis. The objective is to enable a unit to recognize the gender implications and impact of each individual policy or program, and to perform an effective technical role in the various areas of the institution.3. Gender indicator construction. The objective is to enable a unit to monitor the gender goals and objectives identified for each country.

Annex I . 59

Description of a Model Training Plan for Institutional Strengthening

1. Participative strategic planning with a gender perspective

Module I: Problem analysis with a gender perspective.Objective:• Deliver problem identification tools incorporating gender analysis.

After this Module, participants should be able to:• identify a problem, viewed in terms of its different impact on men and women,• know and apply methodological tools to identify a pro-blem at its various levels, drawing a clear distinction bet-ween a problem and its underlying structural cause.

Module II: Analysis of involved stakeholders with a gender perspective.Objective:• Analyze each group of stakeholders involved in a pro-blem, and the different ways the same problem affects men and women.

After this Module, participants should be able to:• use stakeholder analysis tools, • identify clearly groups of stakeholders,• perceive the problem in question and the different re-sources that each group of involved stakeholders is able to deploy in order to solve the problem.

Module III: Identification of vision, mission, and strate-gic objectives with a gender perspective.After this Module, participants should be able to:• formulate a vision, mission and strategic objectives, • use the methodological tools of participative planning.

Module IV: Operationalization of planning with a gender perspective.After this Module, participants should be able to:• formulate indicators for evaluating the level of achieve-ment of stated objectives,• apply gender analysis to the formulation process in order to obtain distinct measures of results and impact for men and women.

Teaching method:

The training method should be participatory, geared toward problem solving, case studies, and the application of ideas to practical work, emphasizing learning by doing.

2. Gender analysis

Participants should be able to:

• Use diagnostic information, statistics broken down by sex to perform labor market assessments.• Consider cultural, economic, political, legal, socioeco-nomic, demographic, geographical, and other factors that may affect gender equality between working men and women.• Identify gender gaps existing between men and wo-men in the labor market.• Identify individuals, groups or institutions that may influence or be affected by decent work and equal op-portunities oriented programs or projects.• Clearly identify the interests and roles of each group of involved stakeholders.• Identify women’s practical needs and gender strate-gies and the extent to which the objectives meet those needs.• Consciously choose results that do away with the ba-rriers placed by society or that improve unfair situations currently existing between men and women in the labor market.• Contemplate the possibility that it may be necessary to identify multiple results in order to take into account the effects of gender and/or other aspects of diversity when implementing decent work promotion policies.• Analyze the results expected by the government and other involved stakeholders as guarantee of decent work and equal opportunities between men and wo-men.• Where results for women and men are not the same, give the same consideration to both: results for women must not be a footnote in an official policy.• Know how to formulate results indicators with a gen-der perspective.

3. Construction of Indicators

Participants should be able to:

• Use diagnostic information, statistics broken down by sex to perform labor market assessments• Consider cultural, economic, political, legal, socioeco-nomic, demographic, geographical, and other factors that may affect gender equality between working men and women• Identify gender gaps existing between men and wo-men in the labor market.• Analyze existing international labor market and gen-der indicators. (Millennium Goals, ILO, Beijing, ECLAC, etc.)• Analyze existing national plan and equal employment opportunities indicators.• Identify actions likely to have a favorable impact on women’s job participation and formulate indicators with a gender perspective• Identify actions likely to contribute to decent work and formulate results indicators with a gender perspective.


inst

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Annex II . 61

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Annex II . 65

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Annex II . 69

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yo tr

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l a la

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idad

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el M

inis

terio

pa

ra la

inco

rpor

ació

n de

l en

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e de

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ero

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ulac

ión

de

proy

ecto

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ació

n de

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os

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acio

nes

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NR

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dura

sTr

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eoR

elac

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les

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urid

ad s

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l

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ítica

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iste

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ara

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inco

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ació

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l enf

oque

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ión

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tem

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ero

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res

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no

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crim

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dirig

ida

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plea

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s y

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ajad

ores

Nic

arag

ua

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ació

n y

/o E

stud

ios

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ción

de

norm

as o

es

tánd

ares

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ropu

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ario

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n de

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os

labo

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acio

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ient

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inar

ios

de s

ensi

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ad y

ca

paci

taci

ón

Reg

lam

ento

y p

olíti

cas

sobr

e di

scap

acid

ad

Ley

238

Ley

de p

rom

oció

n, p

rote

cció

n y

defe

nsa

de lo

s de

rech

os

hum

anos

ant

e el

SID

A

Com

ité d

e tr

abaj

oP

rom

oció

n y

divu

lgac

ión

de la

of

icin

aC

apac

itaci

ones

der

echo

s la

bora

les

para

muj

eres

Difu

sión

y p

rom

oció

n de

la

legi

slac

ión

Red

inst

ituci

onal

igua

ldad

y n

o di

scrim

inac

ión

en e

l em

pleo

Annex II . 71

Pan

amá

In

vest

igac

ión

y/o

Est

udio

s A

poyo

tran

sver

sal a

las

unid

ades

del

Min

iste

rio

para

la in

corp

orac

ión

del

enfo

que

de g

éner

oP

rodu

cció

n es

tadí

stic

asD

ifusi

ón

Trab

ajo

Info

rmac

ión

e in

vest

igac

ión

Sen

sibi

lizac

ión

de g

éner

oC

urso

s de

pre

supu

esto

s pú

blic

os c

on p

ersp

ectiv

a de

gé

nero

Pro

ducc

ión

de e

stad

ístic

as c

on

pers

pect

iva

de g

éner

o Tr

ansv

ersa

lizac

ión

de g

éner

o en

pro

yect

os d

e de

sarr

ollo

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res

de c

apac

itaci

ón d

on

sind

icat

osFo

ro d

e tr

abaj

o do

més

tico

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úblic

a D

omin

ican

a E

valu

ació

n de

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yect

osD

ifusi

ónTa

llere

s de

sen

sibi

lizac

ión

a em

plea

dore

s y

trab

ajad

ores

Trab

ajo

Em

pleo

Cap

acita

ción

a r

epre

sent

ante

s lo

cale

s, in

spec

tore

s y

supe

rvis

ores

, ade

más

del

de

part

amen

to d

e em

pleo

Talle

res

de s

ensi

biliz

ació

n a

trab

ajad

ores

y e

mpl

eado

res

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inam

e

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stig

ació

n y

estu

dios

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pues

tas

de p

olíti

caP

repa

raci

ón d

e pr

oyec

tos

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luac

ión

de p

roye

ctos

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ducc

ión

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díst

ica

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sión

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ajo

Em

pleo

Info

rmac

ión

e in

vest

igac

ión

Cur

sos

de c

apac

itaci

ónLe

gisl

ació

n co

n en

foqu

e de

gé

nero

Cap

acita

ción

y tr

ansv

ersa

lizac

ión

de

gén

ero

Aná

lisis

y p

resu

pues

toTa

llere

s de

eva

luac

ión


Me

ca

nis

mos d

e I

nsti

tucio

na

liza

ció

n d

el

En

foq

ue

de

Gé

ne

ro e

n l

os M

inis

teri

os d

el

Tra

ba

joS

eg

ún

Fu

ncio

ne

s D

ese

mp

eñ

ad

as

Pa

íse

sIn

vesti

ga

ció

n

y/o E

stu

dio

sE

lab

ora

ció

n

de

no

rma

s o

e

stá

nd

are

s

Pro

pu

esta

s

de

po

líti

ca

sA

po

yo

tra

nsve

rsa

l a

la

s u

nid

ad

es

de

l M

inis

teri

o

Fo

rmu

lació

n

de

pro

yecto

sE

valu

ació

n

de

p

roye

cto

s

Pro

du

cció

n

esta

dís

tica

Dif

usió

n

Can

adá

xx

Est

ados

U

nido

s x

xx

xx

xx

x

Méx

ico

xx

xx

xx

xx

Arg

entin

a x

xx

x

Bol

ivia

xx

xx

x

Bra

sil

xx

Chi

lex

xx

xx

xx

Col

ombi

ax

xx

xx

x

Ecu

ador

xx

xx

Guy

ana

Par

agua

yx

xx

xx

xx

Per

úN

RN

RN

RN

RN

RN

RN

RN

R

Uru

guay

x

xx

x

Ant

igua

y

Bar

buda

xx

xx

xx

xx

Bah

amas

x

xx

xx

x

Cos

ta R

ica

xx

xx

xx

El S

alva

dor

xx

Gua

tem

ala

xx

xx

xx

xx

Hai

tí x

xx

xx

Hon

dura

sx

xx

xx

xx

Nic

arag

ua

xx

xx

x

Pan

amá

xx

xx

Rep

úblic

a D

omin

ican

ax

xx

xx

x

Sur

inam

ex

xx

xx

x

Tab

la 3

Annex II . 73

Me

ca

nis

mos d

e I

nsti

tucio

na

liza

ció

n d

el

En

foq

ue

de

Gé

ne

ro e

n l

os M

inis

teri

os d

el

Tra

ba

joS

eg

ún

Fu

ncio

ne

s D

ese

mp

eñ

ad

as

Pa

íse

sIn

vesti

ga

ció

n

y/o E

stu

dio

sE

lab

ora

ció

n

de

no

rma

s o

e

stá

nd

are

s

Pro

pu

esta

s

de

po

líti

ca

sA

po

yo

tra

nsve

rsa

l a

la

s u

nid

ad

es

de

l M

inis

teri

o

Fo

rmu

lació

n

de

pro

yecto

sE

valu

ació

n

de

p

roye

cto

s

Pro

du

cció

n

esta

dís

tica

Dif

usió

n

Can

adá

xx

Est

ados

U

nido

s x

xx

xx

xx

x

Méx

ico

xx

xx

xx

xx

Arg

entin

a x

xx

x

Bol

ivia

xx

xx

x

Bra

sil

xx

Chi

lex

xx

xx

xx

Col

ombi

ax

xx

xx

x

Ecu

ador

xx

xx

Guy

ana

Par

agua

yx

xx

xx

xx

Per

úN

RN

RN

RN

RN

RN

RN

RN

R

Uru

guay

x

xx

x

Ant

igua

y

Bar

buda

xx

xx

xx

xx

Bah

amas

x

xx

xx

x

Cos

ta R

ica

xx

xx

xx

El S

alva

dor

xx

Gua

tem

ala

xx

xx

xx

xx

Hai

tí x

xx

xx

Hon

dura

sx

xx

xx

xx

Nic

arag

ua

xx

xx

x

Pan

amá

xx

xx

Rep

úblic

a D

omin

ican

ax

xx

xx

x

Sur

inam

ex

xx

xx

x

Tab

la 3


Me

ca

nis

mos d

e I

nsti

tucio

na

liza

ció

n d

el

En

foq

ue

de

Gé

ne

ro e

n l

os M

inis

teri

os d

el

Tra

ba

joS

eg

ún

De

fin

ició

n d

e s

u M

isió

n

Pa

íse

sM

isió

n

Can

adá

Apo

yar

y co

ordi

nar

el t

raba

jo d

e D

esar

rollo

de

Rec

urso

s H

uman

os C

anad

á (H

RD

C)

en r

elac

ión

a lo

s te

mas

de

géne

ro

Est

ados

U

nido

s M

ejor

ar la

con

dici

ón d

e la

muj

er tr

abaj

ador

a, s

us c

ondi

cion

es d

e tr

abaj

o, in

crem

enta

r su

efic

ienc

ia y

aum

enta

r su

s op

ortu

nida

des

para

mej

ores

em

pleo

s

Méx

ico

Coo

rdin

ar, p

rom

over

y d

ifund

ir ac

cion

es p

ara

fom

enta

r el

trab

ajo

dign

o, e

vita

r la

dis

crim

inac

ión

y lo

grar

la ig

uald

ad d

e op

ortu

nida

des

en e

l mer

cado

labo

ral;

prop

oner

y a

poya

r la

act

ualiz

ació

n de

l mar

co ju

rídic

o en

mat

eria

labo

ral,

con

pers

pect

iva

de

géne

ro y

en

bene

ficio

de

las

pers

onas

en

situ

ació

n de

rie

sgo

o vu

lner

abili

dad.

Pro

mov

er e

n el

ám

bito

nac

iona

l, un

a cu

ltura

de

igua

ldad

, no

disc

rimin

ació

n e

incl

usió

n la

bora

l, a

trav

és d

e la

cre

ació

n, im

puls

o y

coor

dina

ción

de

estr

ateg

ias

para

fom

enar

la e

mpl

eabi

lidad

y la

s co

ndic

ione

s de

trab

ajo

dign

o, d

e la

s pe

rson

as e

n si

tuac

ión

de

vuln

erab

ilida

d la

bora

l.

Arg

entin

aTr

ansv

ersa

lizar

la p

ersp

ectiv

a de

gén

ero

a to

das

las

polít

icas

pro

gram

as y

acc

ione

s de

l min

iste

rio d

e Tr

abaj

o, E

mpl

eo y

seg

urid

ad

Soc

ial.

Bol

ivia

Apo

yar,

coor

dina

r y

faci

litar

las

activ

idad

es d

e la

Uni

dad

de D

erec

hos

Fund

amen

tale

s en

la te

mát

ica

de g

éner

o.G

estio

nar

polít

icas

y a

ccio

nes

para

pro

mov

er la

equ

idad

de

géne

ro e

n la

s re

laci

ones

labo

rale

s.

Bra

sil

Ate

nder

el t

erce

r íte

m d

e lo

s 8

obje

tivos

de

la O

NU

,”P

rom

over

la ig

uald

ad d

e gé

nero

y la

aut

onom

ía d

e la

s m

ujer

es”

y la

s de

sigu

alda

des

en e

l mun

do d

el tr

abaj

o. E

sta

Sub

com

isió

n tie

ne c

omo

obje

tivo

acom

paña

r la

s ac

tivid

ades

de

las

Com

isio

nes

regi

onal

es e

n el

eje

rcic

io d

e la

s ac

cion

es d

e or

ient

ar, m

onito

rear

y p

rom

over

la r

educ

ción

de

las

desi

gual

dade

s y

la ig

uald

ad d

e op

ortu

nida

des

de g

éner

o.

Chi

leN

R

Col

ombi

aP

rom

over

la tr

ansv

ersa

lizac

ión

de la

per

spec

tiva

de g

éner

o al

inte

rior

del M

inis

terio

.Ve

lar

por

el c

umpl

imie

nto

de la

Pol

ítica

de

Pro

tecc

ión

Soc

ial p

ara

los

Gru

pos

Étn

icos

.

Ecu

ador

NR

Par

agua

yLa

form

ació

n in

tegr

al d

e la

muj

er tr

abaj

ador

a y

vela

r po

r el

cum

plim

ient

o de

las

leye

s re

lativ

as a

l tra

bajo

de

la m

ujer

Uru

guay

Ase

sora

r en

gén

ero

a pr

ogra

mas

y p

olíti

cas

de E

mpl

eo y

For

mac

ión

Pro

fesi

onal

Ant

igua

y

Bar

buda

Pro

mov

er la

igua

ldad

de

géne

ro y

el e

mpo

dera

mie

nto

de la

s m

ujer

es e

n A

ntig

ua y

Bar

buda

Tab

la 4

Annex II . 75

Bah

amas

Mon

itore

ar te

mas

de

géne

ro y

des

arro

llo C

oord

inar

y p

artic

ipar

par

a cr

ear

conc

ienc

ia d

e gé

nero

en

gene

ral y

esp

ecífi

cam

ente

sob

re le

yes

y po

lític

as q

ue im

pact

an la

con

dici

ón d

e la

muj

er C

oord

inar

el t

raba

jo d

el C

onse

jo n

acio

nal a

seso

r de

la m

ujer

Tra

bajo

con

junt

o co

n la

s O

NG

s lo

cale

s

Cos

ta R

ica

Tran

sver

saliz

ar e

l enf

oque

de

géne

ro e

n el

acc

iona

r de

l Min

iste

rio d

e Tr

abaj

o m

edia

nte

la p

rom

oció

n, o

rient

ació

n y

mon

itore

o de

lo

s pr

oces

os d

e ca

mbi

o in

stitu

cion

al q

ue r

equi

eren

la p

rest

ació

n de

ser

vici

os c

on e

quid

ad y

las

rela

cion

es la

bora

les

inte

rnas

en

igua

ldad

de

opor

tuni

dade

s

El S

alva

dor

Gua

tem

ala

Pro

moc

iona

r, pr

omov

er y

pro

tege

r lo

s de

rech

os d

e la

muj

er g

uate

mal

teca

, lab

oral

men

te a

ctiv

a

Hai

tí N

R

Hon

dura

sC

ontr

ibui

r al

des

arro

llo d

e la

soc

ieda

d ho

ndur

eña,

apl

ican

do e

l enf

oque

de

equi

dad

de g

éner

o en

la o

rient

ació

n, p

rom

oció

n y

defe

nsa

de d

erec

hos

labo

rale

s, g

ener

ando

la ig

uald

ad d

e op

ortu

nida

des

entr

e ho

mbr

es y

muj

eres

que

con

tem

pla

la le

gisl

ació

n na

cion

al e

inte

rnac

iona

l.

Nic

arag

uaIm

puls

ar c

omo

part

e de

una

nue

va c

ultu

ra la

bora

l el r

espe

to y

cum

plim

ient

o ef

ectiv

o de

la ig

uald

ad d

erec

hos.

Obj

etiv

o: p

oses

iona

r el

tem

a de

Igua

ldad

y n

o di

scrim

inac

ión

en la

Age

nda

Labo

ral.

Y b

asad

o en

los

prin

cipi

os d

e Ig

uald

ad,

Equ

idad

, No

Dis

crim

inac

ión

y G

éner

o.

Pan

amá

Pro

mov

er e

l enf

oque

de

géne

ro, t

anto

den

tro

com

o a

lo e

xter

no d

el M

inis

terio

, en

el m

arco

de

la a

plic

ació

n de

la n

orm

ativ

a de

gé

nero

con

tem

plad

a en

la L

ey N

o. 4

– d

e 29

de

ener

o de

199

9, p

or la

cua

l se

inst

ituye

la Ig

uald

ad d

e O

port

unid

ades

par

a la

s M

ujer

es.

Rep

úblic

a D

omin

ican

aVe

lar

por

la ig

uald

ad y

la n

o di

scrim

inac

ión

en e

l em

pleo

.

Sur

inam

eC

oord

inac

ión

y su

perv

isió

n de

los

tem

as d

e gé

nero

.


Me

ca

nis

mos d

e I

nsti

tucio

na

liza

ció

n d

el

En

foq

ue

de

Gé

ne

ro e

n l

os M

inis

teri

os d

el

Tra

ba

jo s

eg

ún

Re

cu

rsos

Estr

uctu

ra

de

la

un

ida

dD

ota

ció

n

de

pe

rso

na

lFu

ncio

ne

s a

sig

na

da

s a

l p

ers

on

al

Pre

su

pu

esto

p

rop

io

Pre

su

pu

esto

otr

as f

ue

nte

s

Can

adá

Uni

dad

bajo

la D

irecc

ión

de

Est

rate

gia

e In

tegr

ació

n, d

entr

o de

la r

ama

Pol

ítica

Est

raté

gica

e

Inve

stig

ació

n de

l Dep

arta

men

to

de R

ecur

sos

Hum

anos

y

Des

arro

llo d

e H

abili

dade

s

3 pr

ofes

iona

les

tiem

po

com

plet

o

1 adm

inis

trad

or/a

tie

mpo

par

cial

A n

ális

is d

e po

lític

as, c

oord

inac

ión,

ca

paci

taci

ón, c

onsu

ltoría

sP

lan

de tr

abaj

o, r

ecur

sos

hum

anos

y

finan

cier

os, c

oord

inac

ión

Si

0.00

37%

(só

lo

refle

ja la

s ac

tivid

ades

de

la u

nida

d, p

ero

no to

do e

l cos

to.

Que

da fu

era

inve

stig

ació

n,

reco

lecc

ión

de

info

rmac

ión,

ev

alua

cion

es,

etc.

)

n/a

Est

ados

U

nido

sD

irect

or/a

Jefe

/a d

e P

erso

nal

Coo

rdin

ador

/a d

e O

ficin

a N

acio

nal (

regi

ones

)O

ficin

a de

Info

rmac

ión

y S

ervi

cios

de

Apo

yoO

ficin

a de

Pol

ítica

y P

rogr

amas

50

prof

esio

nale

s tie

mpo

co

mpl

eto

2 té

cnic

os8 ad

min

istr

ativ

os

NR

Si

0.1%

n/a

Méx

ico

La D

irecc

ión

Gen

eral

par

a la

Ig

uald

ad L

abor

al c

uent

a co

n tr

es

dire

ccio

nes

de á

rea:

Dire

cció

n de

Equ

idad

labo

ral p

ara

la m

ujer

y m

enor

esD

irecc

ión

de E

quid

ad la

bora

l par

a ad

ulto

s m

ayor

es, p

erso

nas

que

vive

n co

n V

IH/S

IDA

y p

erso

nas

con

disc

apac

idad

.D

irecc

ión

de E

quid

ad L

abor

al

para

jorn

aler

os, i

ndíg

enas

, jó

vene

s y

pers

onas

priv

adas

de

su li

bert

ad.

NR

NR

Si

Si

Ban

co

Inte

ram

eric

ano

de

Des

arro

llo

Tab

la 5

Annex II . 77

Arg

entin

a N

RP

rofe

sion

ales

tie

mpo

co

mpl

eto

Técn

ico

Esp

ecia

lista

s en

tem

as d

e gé

nero

y

trab

ajo,

ela

bora

ción

de

diag

nóst

icos

y

prop

uest

as

No

De

otra

s ár

ea s

del

m

inis

terio

con

las

cual

es s

e pl

anifi

can

activ

idad

es

conj

unta

s

Bol

ivia

No

tiene

nin

guna

dep

ende

ncia

a

su in

terio

r. 1

prof

esio

nal

(50

hrs.

) R

espo

nsab

le d

e gé

nero

Si

0.20

%S

iO

IT y

la

Fund

ació

n Fr

iedr

ich

Ebe

rt

FES

/ILD

IS.

Se

vien

en

gest

iona

ndo

dos

finan

ciam

ient

os

con

fuen

tes

exte

rnas

(U

nión

E

urop

ea y

U

NIF

EM

).

Bra

sil

Ase

soría

/Gab

inet

e de

l Min

istr

o1

prof

esio

nal

3 adm

inis

trat

ivos

Ase

sora

del

Min

istr

oA

nalis

ta d

e lo

gíst

ica

Sec

reta

riaA

uxili

ar a

dmin

istr

ativ

o

Si

0.5%

Chi

leN

o ha

y es

truc

tura

, es

la

enca

rgad

a y

las

dist

inta

s co

ordi

naci

ones

que

sur

jan.

La

enca

rgad

a o

ases

ora

de g

éner

o de

sarr

olla

sus

func

ione

s en

el

Dep

arta

men

to d

e E

stud

ios

del

min

iste

rio.

1 pr

ofes

iona

l ¾

de ti

empo

Sec

reta

ria

com

part

ida

con

la U

nida

d de

E

stud

ios

Ase

sora

r al

min

iste

rio e

n m

ater

ias

rela

cion

adas

con

gén

ero

y tr

abaj

o;A

vanz

ar y

pro

moc

iona

r la

age

nda

de

géne

ro 2

006-

2010

en

el á

mbi

to d

el

trab

ajo

Coo

rdin

ar a

los

serv

icio

s y

subs

ecre

taria

s en

mat

eria

s de

gén

ero

y en

el d

esar

rollo

de

los

PM

G e

nfoq

ue d

e gé

nero

Coo

rdin

ar c

on a

ctor

es s

ocia

les

inic

iativ

as e

n to

rno

a M

ujer

y T

raba

joC

oord

inar

inst

anci

as d

e di

álog

o so

cial

(m

esas

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artit

as y

trip

artit

as)

en m

ater

ia

de ig

uald

ad d

e op

ortu

nida

des

Difu

ndir

la p

robl

emát

ica

de g

éner

o en

el

trab

ajo,

ya

sea

tem

átic

a o

sect

oria

lH

acer

seg

uim

ient

o a

com

prom

isos

m

inis

teria

les

y re

pres

enta

r al

min

iste

rio

frent

e al

Ser

vici

o N

acio

nal d

e la

Muj

er.

Cap

acita

ción

en

torn

o a

géne

ro y

tem

as

vinc

ulad

os

Si

Con

veni

o O

IT


Col

ombi

aN

RN

RN

RN

oN

o

Ecu

ador

Una

sol

a un

idad

que

llev

a va

rios

tem

as: g

éner

o, ju

vent

ud, V

IH-

SID

A

1 pr

ofes

iona

l 25

hor

as

sem

anal

es

Si

0,05

%

No

Par

agua

yN

o cu

enta

con

est

ruct

ura

en s

u in

terio

r2 ad

min

istr

ativ

osse

cret

aria

sN

oN

R

Per

úN

RN

RN

R

Uru

guay

N

R1

prof

esio

nal

med

io ti

empo

N

RN

oN

o

Ant

igua

y

Bar

buda

Áre

as a

dmin

istr

ativ

a y

prog

ram

átic

a5

prof

esio

nale

s tie

mpo

co

mpl

eto

5 té

cnic

os/

as ti

empo

co

mpl

eto

4 adm

inis

trat

ivos

/as

Form

ulac

ión

de p

olíti

cas,

cap

acita

ción

y

educ

ació

n, in

vest

igac

ión

y re

cole

cció

n de

info

rmac

ión

Mov

iliza

ción

com

unita

riaLa

bore

s ad

min

istr

ativ

as

Si

1.2%

Si

70%

Age

ncia

s de

de

sarr

ollo

Bah

amas

U

na s

ecci

ón d

el M

inis

terio

con

un

equi

po d

e 4

pers

onas

2 té

cnic

o/ad

min

istr

ativ

os/

as ti

empo

co

mpl

eto

2 adm

inis

trat

ivos

/as

tiem

po

com

plet

o

Labo

res

dual

es

Adm

inis

trat

ivos

Si

Sí

Age

ncia

s de

N

acio

nes

Uni

das

(UN

IFE

M, U

NFP

A);

C

EPA

L; U

WI;

RE

GIO

NA

L/IN

TER

NA

TIO

NA

L G

OV

ER

NM

EN

TS;

OA

S

Annex II . 79

Cos

ta R

ica

Est

ruct

ura

plan

a (u

na

coor

dina

dora

y d

os p

erso

nas

prof

esio

nale

s)

3 P

rofe

sion

ales

tie

mpo

co

mpl

eto

Cap

acita

ción

, inv

estig

ació

n, e

labo

raci

ón

de c

riter

ios

técn

icos

, con

stru

cció

n de

pr

opue

stas

de

trab

ajo,

de

proy

ecto

s de

coo

pera

ción

, par

ticip

ació

n en

co

mis

ione

s in

terin

stitu

cion

ales

, el

abor

ació

n de

info

rmes

técn

icos

.

Si

0.02

7 %

NR

El

Sal

vado

r 1

Jefe

, 2 S

uper

viso

res

y 12

In

spec

tore

s12

Téc

nico

s tie

mpo

co

mpl

eto

4 Adm

inis

trat

ivos

tie

mpo

co

mpl

eto

Insp

ecci

onar

y s

uper

visa

r qu

e en

los

cent

ros

de tr

abaj

o no

se

com

enta

n A

ctos

La

bora

les

Dis

crim

inat

orio

s.S

uper

viso

ra y

Sec

reta

ria

No

Pro

yect

o C

umpl

e y

gana

.. N

o pe

rman

ente

.

Gua

tem

ala

Dire

ccio

nes

o de

lega

cion

es

depa

rtam

enta

les

1 pr

ofes

iona

l tie

mpo

co

mpl

eto

5 té

cnic

os

tiem

po

com

plet

o1

adm

inis

trat

ivo

tiem

po

com

plet

o

Jefa

Cap

acita

dore

sS

ecre

taria

Si

Pro

yect

o C

umpl

e y

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a

Hai

tí N

R1

Pro

fesi

onal

(1

2 hr

s.

men

sual

es)

4 té

cnic

os

(8 h

rs.

men

sual

es)

1 ad

min

istr

ativ

o (8

hrs

. m

ensu

ales

)

Jefe

de

serv

icio

Técn

icos

Sec

reta

ria

No

UN

ICE

F, O

IM,

BIT

, Coo

pera

tion

Bra

sile

ra

Hon

dura

sN

R3

Pro

fesi

onal

es

Técn

ico

Trab

ajad

oras

soc

ales

, una

psi

cólo

gaIn

spec

tora

del

trab

ajo

NR

NR


Nic

arag

ua

Una

ofic

ina

y un

a fu

ncio

naria

co

mo

resp

onsa

ble.

1 pr

ofes

iona

lC

oord

inar

la e

labo

raci

ón d

el P

lan

de

Trab

ajo

Coo

rdin

ació

n co

n lo

s R

espo

nsab

les

de

las

Insp

ecto

rías

Dep

arta

men

tale

s de

l Tr

abaj

oC

oord

inar

la fo

rmul

ació

n de

pla

nes

y pr

ogra

mas

que

per

mita

n la

co

nfor

mac

ión

y fo

rtal

ecim

ient

o de

red

es

soci

ales

Coo

rdin

ació

n co

n re

pres

enta

ntes

de

Em

pres

as P

rivad

as y

púb

licas

, R

epre

sent

ante

s S

indi

cale

sD

ar s

egui

mie

nto

a la

impl

anta

ción

de

plan

es y

pro

gram

asC

oord

inar

la r

ealiz

ació

n de

dia

gnós

ticos

so

bre

nece

sida

des

de c

apac

itaci

ón e

n m

ater

ia d

e eq

uida

d en

el e

mpl

eo e

n el

se

ctor

labo

ral

No

Pro

yect

o C

umpl

e y

Gan

a y

Org

aniz

ació

n In

tern

acio

nal d

el

Trab

ajo

(OIT

)

Pan

amá

Act

ualm

ente

se

está

en

proc

eso

de la

con

form

ació

n de

la O

ficin

a de

Gén

ero,

en b

ase

al c

onve

nio

firm

ado

en

abril

de

2008

.

NR

NR

No

Sí

Pro

gram

a R

egio

nal

Age

nda

Eco

nóm

ica

de la

s M

ujer

es

y la

Dire

cció

n N

acio

nal d

e la

M

ujer

; en

apoy

o a

la e

jecu

ción

de

las

activ

idad

es

de c

apac

itaci

ón y

se

nsib

iliza

ción

.

Rep

úblic

a N

R2

prof

esio

nale

s tie

mpo

co

mpl

eto

Seg

uim

ient

o a

las

activ

idad

esN

oP

roye

cto

Cum

ple

y G

ana

(que

ya

conc

luyó

)

Sur

inam

eN

R1

coor

dina

dor/

a de

pun

tos

foca

les

3 su

b-pu

ntos

fo

cale

s de

di

fere

ntes

de

part

amen

tos

del M

inis

terio

Dep

uty

Sec

reta

ry L

abou

r M

arke

t and

P

olic

y O

ffice

rs w

ithin

the

Min

istr

yS

iP

resu

pues

to p

or

proy

ecto

NR

Annex II . 81


Me

ca

nis

mos d

e I

nsti

tucio

na

liza

ció

n d

el

En

foq

ue

de

Gé

ne

ro e

n L

os M

inis

teri

os d

el

Tra

ba

joS

eg

ún

Coord

ina

ció

n I

nte

rin

sti

tucio

na

lV

incu

lació

n c

on

org

an

ism

os

Vín

cu

lo c

on

m

eca

nis

mo

n

acio

na

l d

e

asu

nto

s d

e

gé

ne

ro

No

rma

tiva

de

l ví

ncu

lo c

on

m

eca

nis

mo

n

acio

na

l d

e

asu

nto

s d

e g

én

ero

Acti

vid

ad

es c

on

jun

tas

Can

adá

Otr

as o

ficin

as e

n el

Min

iste

rioM

ecan

ism

o na

cion

al p

ara

asun

tos

de g

éner

oO

tras

age

ncia

s gu

bern

amen

tale

s

Si

Rel

ació

n in

form

alC

apac

itaci

ónS

ensi

biliz

ació

nP

rogr

amas

con

junt

osC

omité

s in

terd

epar

tam

enta

les

en te

mas

de

gén

ero

Est

ados

U

nido

sO

tras

dep

ende

ncia

s de

l Min

iste

rioO

tras

dep

ende

ncia

s en

el a

para

to d

el E

stad

oE

mpr

esar

ios

Trab

ajad

ores

Org

aniz

acio

nes

de la

soc

ieda

d ci

vil

Med

ios

de c

omun

icac

ión

Org

anis

mos

inte

rnac

iona

les

No

n/a

Méx

ico

Otr

as d

epen

denc

ias

del M

inis

terio

Mec

anis

mo

naci

onal

par

a as

unto

s de

gén

ero

Otr

as d

epen

denc

ias

en e

l apa

rato

del

Est

ado

Em

pres

ario

sTr

abaj

ador

esO

rgan

izac

ione

s de

la s

ocie

dad

civi

lM

edio

s de

com

unic

ació

nO

rgan

ism

os in

tern

acio

nale

s

Si

Pla

n N

acio

nal d

e D

esar

rollo

200

7-20

12P

lan

Sec

toria

l de

Trab

ajo

y P

revi

sión

Soc

ial 2

007-

2012

Pro

gram

a pa

ra la

Igua

ldad

en

tre

Muj

eres

y H

ombr

es

(Pro

igua

ldad

)

Est

udio

e in

vest

igac

ión

Cap

acita

ción

Sen

sibi

lizac

ión

Difu

sión

Pro

gram

as c

onju

ntos

Arg

entin

a

Otr

as d

epen

denc

ias

del M

inis

terio

Mec

anis

mo

naci

onal

par

a as

unto

s de

gén

ero

Otr

as d

epen

denc

ias

en e

l apa

rato

del

Est

ado

Em

pres

ario

sTr

abaj

ador

esO

rgan

izac

ione

s de

la s

ocie

dad

civi

lM

edio

s de

com

unic

ació

nO

rgan

ism

os in

tern

acio

nale

s

Si

No

está

nor

mad

o fo

rmal

men

te

Tab

la 6

Annex II . 83

Bol

ivia

Otr

as d

epen

denc

ias

del M

inis

terio

M

ecan

ism

o N

acio

nal p

ara

Asu

ntos

de

Gén

ero

(Ofic

ina

o M

inis

terio

de

la M

ujer

) O

tras

dep

ende

ncia

s en

el a

para

to d

el E

stad

o E

mpr

esar

ios

Trab

ajad

ores

Org

aniz

acio

nes

de la

soc

ieda

d ci

vil M

edio

s de

com

unic

ació

n O

rgan

ism

os in

tern

acio

nale

s O

rgan

ism

os N

o G

uber

nam

enta

les

y Fu

ndac

ione

s

Si

A tr

avés

de

la L

ey

de O

rgan

izac

ión

del P

oder

Eje

cutiv

o –

LOP

E (

Func

ione

s de

l Vic

emin

iste

rio d

e A

sunt

os d

e G

éner

o y

Gen

erac

iona

les)

Est

udio

e in

vest

igac

ión

Cap

acita

ción

S

ensi

biliz

ació

n D

ifusi

ón

Pro

gram

as c

onju

ntos

P

lan

Qui

nque

nal d

e la

s M

ujer

es 2

008-

2012

(P

lan:

Muj

eres

Con

stru

yend

o la

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bito

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ajo

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ació

n vi

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l C

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nario

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l y

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ram

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ya

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llere

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emi-

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ador

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ásic

os d

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iste

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Annex II . 89

Par

agua

y C

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icos

de

la te

oría

de

géne

ro B

rech

as d

e gé

nero

en

el á

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to la

bora

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rio d

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stic

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bajo

y

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anos

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soría

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nism

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-na

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ram

as e

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ya

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Per

úN

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les

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adís

tica

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a-da

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sex

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soría

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iste

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inis

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sti-

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ica

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Annex II . 91

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tem

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nero

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gén

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polít

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labo

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s

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nific

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n

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soría

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cta

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orga

nism

os in

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Pas

antía

s en

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iste

rios

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jo A

cces

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mas

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sos,

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Annex II . 93

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dura

s C

once

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géne

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nero

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ram

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lani

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ra s

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Tab

la 8

Annex II . 95

Bra

sil

Cal

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ción

Soc

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ajad

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més

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aza

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aran

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su p

lan

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acci

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cion

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en

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artil

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conc

epto

s y

ejem

plos

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ema

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sedi

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al

y se

xual

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olle

to: i

nfor

mar

la le

gisl

ació

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iste

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en B

rasi

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re lo

s de

rech

os d

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s m

ujer

es E

vent

os: i

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emen

tar

acci

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edu

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as y

pre

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tem

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men

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fu

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bret

odo

en la

mod

alid

ad e

scue

la, t

emát

icas

de

géne

ro e

n su

mal

la c

urri-

cula

r. C

onsi

dera

ndo

una

part

icip

ació

n m

ínim

a de

l 30%

de

muj

eres

res

pect

o de

l tot

al d

e as

iste

ntes

. E

stab

lece

r e

impl

emen

tar

cuot

as d

e pa

rtic

ipac

ión

mín

ima

de d

irige

ntas

en

inst

anci

as d

e di

álog

o so

cial

(20

%)

e in

corp

orar

prio

ridad

es d

e gé

nero

en

agen

das

de d

iálo

go s

ocia

l (m

esas

).S

e ap

oyar

á té

cnic

amen

te a

las

muj

eres

en

las

inst

anci

as d

e di

álog

o so

cial

par

a ga

rant

izar

la c

alid

ad d

e su

par

ticip

a-ci

ón.

Cap

acita

r po

r pa

rte

de la

Dire

cció

n de

l Tra

bajo

ent

re e

l 15%

y e

l 30

% d

el

tota

l de

dirig

enta

s si

ndic

ales

de

cada

reg

ión

pert

enec

ient

es a

sin

dica

tos

de

trab

ajad

ores

dep

endi

ente

s.

En

el m

arco

de

la M

esa

de T

raba

jo d

el M

INTR

AB

, difu

ndir

los

Ben

efic

ios

de la

Ref

orm

a P

revi

sion

al a

trab

ajad

oras

de

casa

par

ticul

ar y

med

idas

esp

e-cí

ficas

com

o In

gres

o m

ínim

o im

poni

ble

para

trab

ajad

ora

de c

asa

part

icul

ar.

Man

tene

r m

esa

de d

iálo

go M

inis

teria

l con

trab

ajad

oras

de

casa

par

ticul

ar

para

ana

lizar

los

avan

ces

del s

ecto

r y

esta

blec

er a

gend

a de

trab

ajo

conj

un-

ta c

entr

ada

en la

form

aliz

ació

n de

las

rela

cion

es la

bora

les

y la

cap

acita

ción

co

mo

tem

as p

riorit

ario

s.

Annex II . 97

Chi

le P

rom

over

la c

reci

ente

inco

rpor

ació

n fe

men

ina

a la

fu

erza

de

trab

ajo,

en

empl

eos

dign

os q

ue g

aran

ticen

tr

abaj

o de

cent

e. V

elar

por

el c

umpl

imie

nto

norm

ativ

o en

el t

raba

jo

fem

enin

o a

trav

és d

e la

inco

rpor

ació

n de

mat

eria

s de

gé

nero

en

la fi

scal

izac

ión.

Y la

impl

emen

taci

ón d

el p

ro-

cedi

mie

nto

de tu

tela

de

dere

chos

fund

amen

tale

s.

Pro

mov

er y

fort

alec

er e

l lid

eraz

go fe

men

ino

Mej

orar

las

cond

icio

nes

de tr

abaj

o de

las

Trab

ajad

o-ra

s de

Cas

a P

artic

ular

.

Ava

nzar

sig

nific

ativ

amen

te e

n la

pro

moc

ión

del a

cces

o de

las

muj

eres

al

mer

cado

labo

ral,

a tr

avés

del

des

arro

llo d

e ac

cion

es d

e in

term

edia

ción

la

bora

l y a

cces

o pr

efer

ente

a P

rogr

ama

de B

onifi

caci

ón a

la c

ontr

atac

ión

en

Em

pres

as: 2

.500

muj

eres

ben

efic

iaria

s de

ser

vici

os d

e in

term

edia

ción

en

el

mar

co d

el m

odel

o S

ervi

cio

Loca

l de

Em

pleo

. 3.0

00 c

ertif

icad

os d

e ac

ceso

pr

efer

ente

ent

rega

dos

a m

ujer

es je

fas

de h

ogar

Pro

gram

a B

onifi

caci

ón a

la

cont

rata

ción

en

Em

pres

a A

umen

tar

y m

ejor

ar la

em

plea

bilid

ad d

e us

uaria

s pr

iorit

aria

s “M

ujer

es

Jefa

s de

hog

ar y

de

núcl

eo”.

Med

iant

e la

cap

acita

ción

de

3.50

0 m

ujer

es

mic

roem

pres

aria

s a

trav

és d

el P

rogr

amas

Bec

as M

ype.

Foc

aliz

ar 2

.500

cu-

pos

Bec

as F

ranq

uici

a Tr

ibut

aria

par

a m

ujer

es. C

apac

itar

7.00

0 m

ujer

es e

n of

icio

s de

pend

ient

es e

inde

pend

ient

es a

cuer

do a

l pre

supu

esto

asi

gnad

o.

Res

tabl

ecer

deb

ate

en la

opi

nión

púb

lica

sobr

e pr

oyec

to d

e le

y de

igua

l-da

d de

rem

uner

acio

nes

a tr

avés

de

cam

paña

de

com

unic

acio

nes

y ev

ento

s de

difu

sión

. R

ealiz

ar e

valu

ació

n de

gén

ero

al c

ódig

o de

bue

nas

prác

ticas

que

de

cuen

ta d

el im

pact

o de

est

os p

lane

s en

la d

ism

inuc

ión

de b

rech

as e

n la

s 7

dire

ctric

es q

ue c

ompr

ende

dic

ho in

stru

men

to.

Ele

var

a 18

% d

e Fi

scal

izac

ione

s de

Ofic

io p

or P

rogr

ama

sean

rea

lizad

as

en s

ecto

res

fem

iniz

ados

con

incl

usió

n de

mat

eria

s de

gén

ero.

For

tale

cer

la p

artic

ipac

ión

de d

irige

ntas

sin

dica

les

en e

l sis

tem

a na

cion

al

de fo

rmac

ión

sind

ical

a im

plem

enta

rse

el 2

009

e in

clui

r en

dic

ho s

iste

ma

y so

bret

odo

en la

mod

alid

ad e

scue

la, t

emát

icas

de

géne

ro e

n su

mal

la c

urri-

cula

r. C

onsi

dera

ndo

una

part

icip

ació

n m

ínim

a de

l 30%

de

muj

eres

res

pect

o de

l tot

al d

e as

iste

ntes

. E

stab

lece

r e

impl

emen

tar

cuot

as d

e pa

rtic

ipac

ión

mín

ima

de d

irige

ntas

en

inst

anci

as d

e di

álog

o so

cial

(20

%)

e in

corp

orar

prio

ridad

es d

e gé

nero

en

agen

das

de d

iálo

go s

ocia

l (m

esas

).S

e ap

oyar

á té

cnic

amen

te a

las

muj

eres

en

las

inst

anci

as d

e di

álog

o so

cial

par

a ga

rant

izar

la c

alid

ad d

e su

par

ticip

a-ci

ón.

Cap

acita

r po

r pa

rte

de la

Dire

cció

n de

l Tra

bajo

ent

re e

l 15%

y e

l 30

% d

el

tota

l de

dirig

enta

s si

ndic

ales

de

cada

reg

ión

pert

enec

ient

es a

sin

dica

tos

de

trab

ajad

ores

dep

endi

ente

s.

En

el m

arco

de

la M

esa

de T

raba

jo d

el M

INTR

AB

, difu

ndir

los

Ben

efic

ios

de la

Ref

orm

a P

revi

sion

al a

trab

ajad

oras

de

casa

par

ticul

ar y

med

idas

esp

e-cí

ficas

com

o In

gres

o m

ínim

o im

poni

ble

para

trab

ajad

ora

de c

asa

part

icul

ar.

Man

tene

r m

esa

de d

iálo

go M

inis

teria

l con

trab

ajad

oras

de

casa

par

ticul

ar

para

ana

lizar

los

avan

ces

del s

ecto

r y

esta

blec

er a

gend

a de

trab

ajo

conj

un-

ta c

entr

ada

en la

form

aliz

ació

n de

las

rela

cion

es la

bora

les

y la

cap

acita

ción

co

mo

tem

as p

riorit

ario

s.

Col

ombi

a P

rogr

amas

de

gene

raci

ón d

e em

pleo

par

a m

ujer

es

pobr

es c

abez

a de

fam

ilia

Con

trib

uir

a la

gen

erac

ión

de e

mpl

eo p

rodu

ctiv

o a

trav

és d

el d

esar

rollo

em

pres

aria

l con

la c

reac

ión

de n

ueva

s em

pres

as y

el f

orta

leci

mie

nto

de la

s ex

iste

ntes

con

duci

das

por

muj

eres

pob

res

y ca

beza

s de

fam

ilia,

a tr

avés

de

la p

rovi

sión

de

serv

icio

s pr

oduc

tivos

, de

form

aliz

ació

n y

de p

rote

cció

n so

cial

con

enf

oque

de

géne

ro q

ue m

axim

icen

la s

oste

nibi

lidad

del

em

pleo

ge

nera

do.

Ecu

ador

Mes

as d

e gé

nero

y e

mpl

eo V

IH-S

IDA

Pro

gram

a M

i Prim

er E

mpl

eo

Con

sens

os y

con

stru

cció

n co

njun

ta d

e po

lític

as N

o di

scrim

inac

ión

para

las

pers

onas

viv

iend

o co

n V

IH-S

IDA

Adq

uisi

ción

de

una

prim

era

expe

rienc

ia la

bora

l.

Par

agua

yC

TIO

– C

omis

ión

Trip

artit

a de

Igua

ldad

de

Opo

rtun

ida-

des

For

mul

ar p

ropu

esta

s, a

seso

rar,

vela

r po

r el

res

peto

par

ticip

ació

n de

sarr

o-llo

de

las

muj

eres

en

el m

erca

do la

bora

l den

tro

de u

n pl

an d

e eq

uida

d e

igua

ldad

.

Per

úN

R

Uru

guay

N

R

Ant

igua

y

Bar

buda

Vio

lenc

ia c

ontr

a la

muj

er M

ujer

es e

n po

lític

a y

en la

tom

a de

dec

isio

nes

Cap

acita

ción

en

empo

dera

mie

nto

Der

echo

s H

uman

os S

alud

y d

erec

hos

repr

oduc

tivos

de

las

muj

eres

Bah

amas

D

etec

ción

de

nece

sida

des

de g

éner

o E

stab

lece

r un

a po

lític

a na

cion

al d

e gé

nero

Cos

ta R

ica

Pol

ítica

inst

ituci

onal

de

Gén

ero

Cap

acita

ción

inte

rna

en e

l tem

a de

mas

culin

idad

Cap

acita

ción

ext

erna

sob

re d

erec

hos

labo

rale

s de

las

muj

eres

Cer

tific

ació

n de

ocu

paci

ones

de

activ

idad

es tr

adic

io-

nalm

ente

rea

lizad

a po

r la

s m

ujer

es P

rom

oció

n de

Bue

nas

Prá

ctic

as c

on e

quid

ad d

e G

éner

o E

labo

raci

ón d

el D

iseñ

o de

Enc

uest

a N

acio

nal d

e U

so

del T

iem

po

Log

rar

que

el M

TSS

brin

de u

n se

rvic

io li

bre

de d

iscr

imin

ació

n po

r ra

zone

s de

gén

ero,

por

med

io d

e pr

omov

er c

ondi

cion

es d

e ig

uald

ad y

equ

idad

en

tre

los

usua

rios

y us

uaria

s de

sus

ser

vici

os, p

ara

mej

orar

las

cond

icio

nes

labo

rale

s de

las

pers

onas

trab

ajad

oras

de

empr

esas

e in

stitu

cion

es p

úbli-

cas

y pr

ivad

as d

el p

aís.

Log

rar

que

la ig

uald

ad y

la e

quid

ad d

e gé

nero

per

mee

la c

ultu

ra y

es-

truc

tura

inst

ituci

onal

del

MTS

S p

ara

aseg

urar

con

dici

ones

de

igua

ldad

y

equi

dad

entr

e fu

ncio

nario

s (a

s).

Sen

sibi

lizar

a la

s pe

rson

as fu

ncio

naria

s de

l MTS

S s

obre

la c

onst

rucc

ión

de la

mas

culin

idad

y s

u im

pact

o en

las

rela

cion

es d

e in

terp

erso

nale

s y

de

trab

ajo.

Rom

per

con

el e

ster

eotip

o in

stitu

cion

al d

e qu

e el

con

cept

o de

gén

ero

incl

uye

solo

el c

ompo

nent

e de

muj

er.

Cre

ar in

sum

os p

ara

just

ifica

r la

impo

rtan

cia

de la

cer

tific

ació

n de

act

ivid

a-de

s tr

adic

iona

lmen

te r

ealiz

adas

por

muj

eres

, esp

ecífi

cam

ente

lo r

elac

iona

-do

con

cui

do.

Pro

mov

er la

impl

emen

taci

ón d

e B

uena

s P

ráct

icas

con

Equ

idad

de

Gén

ero

a ni

vel e

mpr

esar

ial

Med

ir el

uso

del

tie

mpo

ent

re h

ombr

es y

muj

eres


El S

alva

dor

NR

Gua

tem

ala

PE

IG C

apac

itaci

ón a

em

plea

dore

s C

apac

itaci

ón a

muj

eres

act

ivas

Tra

nsve

rsa

lizar

Div

ulga

ción

labo

ral

Div

ulga

ción

labo

ral

Hai

tí N

RN

R

Hon

dura

sN

RN

R

Nic

arag

ua

Ven

tana

de

Gén

ero

Red

Inte

rinst

ituci

onal

de

Igua

ldad

y N

o D

iscr

imin

ació

n en

el E

mpl

eo, p

ara

el fo

rtal

ecim

ient

o de

la le

gisl

ació

n la

bora

l.

Que

las

muj

eres

con

ozca

n lo

s de

rech

os la

bora

les

Pos

esio

nar

el te

ma

de Ig

uald

ad y

no

Dis

crim

inac

ión

en la

age

nda

labo

ral.

Pan

amá

NR

NR

Rep

úblic

a D

omin

ican

aN

RN

R

Sur

inam

eE

ntre

nam

ient

o de

muj

eres

com

o as

iste

ntes

de

pint

oras

M

ejor

ar la

par

ticip

ació

n ec

onóm

ica

de la

s m

ujer

es p

ara

que

logr

en s

er a

uto-

sufic

ient

es e

n su

s ne

cesi

dade

s bá

sica

s de

vid

a.

Annex II . 99


Me

ca

nis

mos d

e I

nsti

tucio

na

liza

ció

n d

el

En

foq

ue

de

Gé

ne

ro e

n l

os M

inis

teri

os d

el

Tra

ba

joS

eg

ún

Esta

bil

ida

d y

Pe

rce

pció

n S

ob

re F

ort

ale

zas y

De

bil

ida

de

sP

aís

es

Fa

cto

res

infl

uye

nte

s e

n l

a

cre

ació

n

Fa

cto

res i

nfl

uye

nte

s

en

la

ma

nte

nció

nFa

cto

res q

ue

p

ue

de

n s

er

am

en

aza

Fo

rta

leza

sD

eb

ilid

ad

es

Can

adá

La

adop

ción

de

Pla

nes

de A

cció

n fe

dera

les

(tal

co

mo

el q

ue fu

e pr

esen

-ta

do a

la C

onfe

renc

ia

Mun

dial

de

la M

ujer

de

las

naci

ones

Uni

das

en

Bei

jing,

199

5).

Com

prom

iso

sost

enid

o y

volu

ntad

pol

ítica

apo

yada

po

r re

sulta

dos

pos

itivo

s ta

ngib

les

de la

Uni

dad.

Una

dis

min

ució

n de

la

volu

ntad

pol

ítica

Red

ucci

ón d

e re

cur-

sos

(dis

min

ució

n de

fo

ndos

en

área

s de

alta

pr

iorid

ad)

Ubi

cado

en

el c

entr

o po

lític

o de

l Dep

arta

men

to A

poyo

por

man

dato

de

part

e de

las

agen

cias

ce

ntra

les

(Priv

y C

ounc

il O

ffice

, Tre

asur

y B

oard

) a

trav

és d

e la

incl

usio

n de

req

uerim

ient

os d

e la

un

idad

en

subm

isio

nes

de lo

s de

part

amen

tos

de

línea

Apo

yo p

or m

anda

to d

el

Par

lam

ento

(a

trav

és d

e la

H

ouse

of C

omm

ons

Sta

n-di

ng C

omm

ittee

in S

tatu

s of

Wom

en)

Es

una

unid

ad

pequ

eña

con

mu-

chas

tare

as (

no s

e pu

ede

ver

todo

). N

o h

ay d

eman

-da

s ta

ngib

les

form

aliz

adas

par

a la

Uni

dad

(no

hay

cons

ecue

ncia

s si

gnifi

cativ

as s

i no

se c

umpl

e).

Est

ados

U

nido

s L

as m

alas

con

dici

ones

la

bora

les

de la

s m

ujer

es

cond

ujo

a pr

esio

nes

para

mej

orar

la s

ituac

ión

y se

cre

ó W

omen

’s B

u-re

au in

192

0.

Wom

en’s

Bur

eau

tiene

m

anda

to d

el C

ongr

e-so

y e

l/a D

irect

or/a

es

desi

gnad

o/a

por

el P

re-

side

nte

de lo

s E

stad

os

Uni

dos

NR

NR

NR

Méx

ico

Pro

mov

er la

equ

idad

e

incl

usió

n la

bora

l par

a m

ujer

es y

hom

bres

en

igua

ldad

de

opor

tuni

da-

des.

Com

prom

isos

asu

mid

os a

ni

vel n

acio

nal e

inte

rnac

io-

nal.

Dis

min

ució

n de

l Pre

-su

pues

to d

e E

gres

os

de la

Fed

erac

ión

(PE

F) R

ecor

te d

e pe

rson

al F

alta

de

com

prom

iso

por

part

e de

los

acto

res

invo

lucr

ados

.

Tab

la 9

Annex II . 101

Arg

entin

a E

l com

prom

iso

de la

s au

torid

ades

gub

erna

-m

enta

les

resp

ecto

a la

ef

ectiv

a in

corp

orac

ión

del e

nfoq

ue d

e gé

nero

en

las

acci

ones

y p

ro-

gram

as d

el M

inis

terio

de

Trab

ajo

La

volu

ntad

y e

l com

prom

i-so

pol

ítico

Difi

culta

des

de a

rtic

u-la

ción

int

erm

inis

teria

-le

s. Res

iste

ncia

s su

bya-

cent

es e

n lo

s eq

uipo

s té

cnic

os R

esis

tenc

ias

en lo

s ám

bito

s lo

cale

s (O

fici-

nas

de E

mpl

eo)

La

volu

ntad

pol

ítica

Inst

alac

ión

crec

ient

e de

l te

ma

Equ

ipo

de tr

abaj

o co

n fo

rmac

ión

y só

lido

com

-pr

omis

o D

eman

da c

reci

ente

ac

erca

de

inst

rum

ento

s pa

ra a

bord

ar e

sta

tem

áti-

ca a

l int

erio

r de

las

área

s y

prog

ram

as

Equ

ipo

técn

ico

reci

ente

y a

ún e

n co

nfor

mac

ión

Cap

acid

ad o

pera

-tiv

a aú

n no

con

so-

lidad

a In

cipi

ente

test

eo

con

otra

s ex

pe-

rienc

ias,

de

otro

s pa

íses

Bol

ivia

Vol

unta

d po

lític

a de

l M

inis

tro

de T

raba

jo y

la

rec

omen

daci

ón d

el

proy

ecto

FO

RS

AT

de

la O

rgan

izac

ión

Inte

rna-

cion

al d

el T

raba

jo -

OIT

(ju

lio d

e 20

06)

a fin

de

defin

ir un

pla

n de

acc

ión

para

la im

plem

enta

ción

de

un

sist

ema

de g

estió

n de

cal

idad

que

per

mita

el

fort

alec

imie

nto

del

Min

iste

rio d

e Tr

abaj

o

La

tem

átic

a es

rel

ativ

a-m

ente

nue

va y

tien

e fu

n-da

men

taci

ón e

n el

Pla

n N

acio

nal d

e D

esar

rollo

y la

s co

mpe

tenc

ias

y fu

ncio

nes

atrib

uida

s al

Min

iste

rio d

e Tr

abaj

o a

trav

és d

e la

Ley

O

rgán

ica

del P

oder

Eje

cu-

tivo.

El h

echo

de

que

el M

inis

-te

rio d

e Tr

abaj

o cu

ente

con

un

a de

pend

enci

a es

peci

ali-

zada

de

géne

ro h

a lo

grad

o un

a re

cepc

ión

óptim

a po

r pa

rte

de tr

abaj

ador

as y

tr

abaj

ador

es, v

isib

iliza

ndo

prob

lem

átic

as e

spec

ífica

s,

tale

s co

mo

disc

rimin

ació

n y

viol

enci

a en

el á

mbi

to

labo

ral.

Cam

bio

de a

utor

ida-

des

o qu

e la

vol

unta

d po

lític

a de

apo

yar

a es

ta á

rea

sufra

alg

una

varia

ción

. R

esis

tenc

ia p

or p

arte

de

los

func

iona

rios/

as

del M

inis

terio

de

Trab

a-jo

par

a la

tran

sver

sali-

zaci

ón d

e la

tem

átic

a de

gén

ero.

Fal

ta d

e re

curs

os

hum

anos

o e

conó

mi-

cos

para

des

arro

llar

los

proy

ecto

s. L

a co

mpl

ejid

ad e

n el

tr

atam

ient

o de

alg

unos

te

mas

y p

roye

ctos

rel

a-ci

onad

os.

Opo

sici

ón in

tere

sada

en

inte

rferir

el d

esar

ro-

llo d

e la

s ac

tivid

ades

pr

opue

stas

. P

robl

emas

soc

iale

s y

coyu

ntur

ales

del

paí

s. C

ultu

ra m

achi

sta

y pa

tria

rcal

La

Uni

dad

de D

erec

hos

Fund

amen

tale

s es

par

te

del s

taff

del M

inis

tro

de

Trab

ajo

y de

pend

e de

su

desp

acho

. A

lgun

os fu

ncio

nario

s /a

s

del M

inis

terio

de

Trab

ajo

dem

uest

ran

aper

tura

par

a co

ordi

nar

activ

idad

es e

in

clui

r es

ta te

mát

ica

en s

u pr

ogra

mac

ión,

com

pren

-di

endo

las

espe

cific

ida-

des

e im

port

anci

a de

la

mis

ma.

La

volu

ntad

pol

ítica

del

M

inis

tro

que

está

sen

si-

biliz

ado

con

la te

mát

ica

y qu

ien

tiene

exp

erie

ncia

de

trab

ajo

en la

mis

ma.

Se

cuen

ta c

on

una

sola

func

io-

naria

a c

argo

del

te

ma

que

es a

mpl

io

y co

mpl

ejo

(Fal

ta

de r

ecur

sos

hum

a-no

s).

Dep

endi

ente

de

aper

tura

o r

esis

-te

ncia

por

par

te

de a

lgun

os fu

n-ci

onar

ios

/as

para

tr

abaj

ar c

on e

l te

ma

y tr

ansv

ersa

l iz

ar s

us a

ccio

nes

con

la p

ersp

ectiv

a de

gén

ero.

Baj

o pr

esup

uest

o as

igna

do a

l Min

is-

terio

de

Trab

ajo

y co

nsec

uent

emen

te

recu

rsos

lim

itado

s pa

ra e

l áre

a de

gé

nero

.


Bra

sil

El M

inis

terio

est

á co

mpr

omet

ido

con

la

cues

tión

de g

éner

o, p

or

lo q

ue la

cre

ació

n de

la

unid

ad e

s un

a re

spue

s-ta

a la

dem

anda

de

la

soci

edad

.

NR

Cam

bio

en la

esf

era

naci

onal

que

alte

re la

vi

sión

act

ual

Vol

unta

d po

lític

a de

l G

obie

rno

para

inse

rtar

en

su

agen

da p

olíti

ca la

cu

estió

n de

gén

ero

Fal

ta d

e do

taci

ón

pres

upue

star

ia

Chi

leN

RN

RN

RN

RN

R

Col

ombi

a

Ecu

ador

Coy

untu

ra p

olíti

ca B

úsqu

eda

de u

na

equi

dad

de g

éner

o en

el

luga

r de

trab

ajo

Dec

isió

n po

lític

a F

alta

de

pres

upue

sto

y de

par

ticip

ació

n de

ot

ras

dire

ccio

nes

o m

ando

s m

edio

s

Apo

yo p

olíti

co G

rupo

hum

ano

disp

ues-

to a

trab

ajar

Fal

ta d

e pr

esu-

pues

to T

ema

de d

elic

ado

ente

ndim

ient

o F

alta

de

capa

ci-

taci

ón

Par

agua

y L

a ne

cesi

dad

de c

onta

r co

n un

a in

stan

cia

que

prop

icie

pol

ítica

s de

pr

omoc

ión

de la

muj

er

trab

ajad

ora.

Fac

tore

s po

lític

os d

ebid

o al

pro

ceso

de

tran

sici

ón

dem

ocrá

tico

y at

endi

endo

la

s re

com

enda

cion

es d

el

conv

enio

122

de

la O

IT.

La

casi

nul

a as

igna

-ci

ón p

resu

pues

taria

que

po

see

esta

dire

cció

n y

la fa

lta d

e ca

paci

taci

ón

y re

curs

os h

uman

os

técn

icos

Cue

nta

con

un p

lan

Ope

rativ

o an

ual,

apoy

o co

nsta

nte

de la

OIT

y

orga

nism

os n

o gu

bern

a-m

enta

les.

Lim

itaci

ones

re-

ferid

as a

la d

ispo

-ni

bilid

ad d

e R

RH

H

espe

cial

men

te

técn

ico.

Per

úN

RN

RN

RN

RN

R

Uru

guay

N

RN

RN

RN

RN

R

Ant

igua

y

Bar

buda

Lob

by d

e lo

s gr

upos

de

muj

eres

C

ompr

omis

os in

tern

a-ci

onal

es

Com

prom

isos

inte

rnac

io-

nale

s y

oblig

acio

nes

Rec

urso

s y

falta

de

volu

ntad

pol

ítica

y c

om-

prom

iso

Cap

acita

ción

y e

duca

-ci

ón R

elac

ione

s pú

bli-

cas

Bah

amas

T

rata

dos

inte

rnac

iona

-le

s L

a U

nida

d fu

e es

tabl

ecid

a po

r el

Gob

iern

o B

aja

prio

ridad

del

go

bier

no F

alta

de

volu

ntad

pol

í-tic

a

Es

part

e de

un

Min

iste

rio

Suj

eto

a la

vis

ión

del g

obie

rno

Annex II . 103

Cos

ta R

ica

La

Uni

dad

cont

ó co

n ap

oyo

de lo

s je

rarc

as

inst

ituci

onal

es y

del

In

stitu

to N

acio

nal d

e la

s M

ujer

es.

Rea

lizac

ión

de u

na

cam

paña

mas

iva

sobr

e D

erec

hos

Labo

rale

s de

la

s M

ujer

es, f

inan

ciad

o po

r el

Dpt

o. d

e Tr

abaj

o de

los

Est

ados

Uni

dos

para

lo c

ual e

ra u

n re

qui-

sito

la e

xist

enci

a de

un

mec

anis

mo

inst

ituci

onal

de

gén

ero

para

rec

ibir

este

apo

yo fi

nanc

iero

. In

cide

ncia

de

la O

IT fu

e es

enci

al p

ara

el fo

rtal

eci-

mie

nto

de la

Uni

dad.

La

estr

ateg

ia d

el tr

abaj

o N

o es

tá c

onst

ituid

a po

r le

y. E

l Min

iste

rio n

o cu

enta

co

n un

a P

olíti

ca in

stitu

-ci

onal

de

Gén

ero.

No

cont

ar c

on c

apac

i-ta

ción

sob

re e

l tem

a de

gé

nero

y tr

abaj

o.

Con

ocim

ient

o de

l que

ha-

cer

inst

ituci

onal

. F

unci

onar

io y

func

iona

-ria

s de

la U

EG

com

pro-

met

idos

con

el t

ema

de

Gén

ero.

La

tem

átic

a in

stitu

cion

al

(tra

bajo

y e

mpl

eo)

per-

mite

rea

lizar

una

ser

ie d

e ac

cion

es p

ara

el m

ejor

a-m

ient

o de

la p

obla

ción

tr

abaj

ador

a.

No

cont

ar c

on s

u-fic

ient

es m

ater

iale

s pa

ra e

l tra

bajo

. F

unci

onar

ios

(as)

no

cue

ntan

con

la

cap

acita

ción

su

ficie

nte

en e

l te

ma

de g

éner

o y

trab

ajo.


El S

alva

dor

Dar

cum

plim

ient

o a

los

Com

prom

isos

Inte

rna-

cion

ales

adq

uirid

os p

or

nues

tro

país

prin

cipa

l-m

ente

a lo

s C

onve

nios

de

la O

IT N

° 10

0, 1

11

y 15

6; a

la C

onve

nció

n so

bre

la E

limin

ació

n de

to

das

las

Form

as d

e D

iscr

imin

ació

n co

ntra

la

Muj

er; a

la P

olíti

ca

Nac

iona

l de

la M

ujer

y a

la

s re

form

as r

ealiz

adas

al

Cód

igo

de T

raba

jo e

n el

añ

o 20

04 y

200

5.

A n

ivel

nac

iona

l se

ha

acre

cent

ado

la p

reoc

upa-

ción

por

el a

bord

aje

de

la e

quid

ad e

igua

ldad

de

opor

tuni

dade

s en

tre

los

géne

ros,

en

tal s

entid

o se

ha

n ra

tific

ado

Con

veni

os,

Con

fere

ncia

s, P

acto

s y

otra

se

rie d

e co

mpr

omis

os c

uya

final

idad

es

cont

ribui

r a

erra

dica

r la

s de

sigu

alda

des

entr

e ho

mbr

es y

muj

eres

.

Fal

ta d

e re

curs

os

finan

cier

os.

Exi

ste

un c

ompr

omis

o In

stitu

cion

al p

or tr

ans-

vers

a liz

ar e

l tem

a de

l gé

nero

. C

oord

inac

ión

Inst

ituci

o-na

l, co

n el

Inst

ituto

Sal

va-

dore

ño p

ara

el D

esar

rollo

de

la M

ujer

(IS

DE

MU

) co

n el

obj

eto

de d

ar c

umpl

i-m

ient

o a

las

acci

ones

as

igna

das

al M

INTR

AB

, en

la P

olíti

ca N

acio

nal d

e la

M

ujer

. S

ufic

ient

e re

curs

o hu

ma-

no y

equ

ipo

info

rmát

ico

y au

tom

otor

asi

gnad

o V

igila

r, pr

even

ir y

erra

-di

car

acto

s la

bora

les

disc

rimin

ator

ios,

dán

dole

cu

mpl

imie

nto

a la

Nor

ma-

tiva

Juríd

ica

Nac

iona

l e In

-te

rnac

iona

l que

priv

ilegi

en

el r

espe

to d

e lo

s de

rech

os

labo

rale

s de

las

muj

eres

, pa

ra q

ue te

ngam

os la

co

nstr

ucci

ón d

e ac

cion

es

de ig

uald

ad d

e op

ortu

ni-

dade

s en

tre

los

géne

ros.

El p

erso

nal q

ue

conf

orm

a la

Uni

-da

d, s

e de

sem

pe-

ñan

com

o in

spec

-to

ras

e in

spec

tore

s de

trab

ajo,

por

lo

que

asum

en m

uy

fáci

lmen

te e

l rol

de

la in

spec

ción

. E

l per

sona

l car

e-ce

de

espe

cial

iza-

ción

en

mat

eria

de

géne

ro.

La

ubic

ació

n or

gáni

ca d

e la

U

nida

d, s

e en

cuen

-tr

a ad

scrit

a a

la

Dire

cció

n G

ener

al

de In

spec

ción

de

Tra

bajo

por

lo

que

su a

ccio

nar

lo li

mita

y n

o lo

gra

tran

sver

saliz

ar la

te

mát

ica

de g

éne-

ro, c

on r

elac

ión

a la

s de

más

Dire

ccio

-ne

s G

ener

ales

y/o

de

pend

enci

as d

el

MIN

TRA

B.

Hac

e fa

lta q

ue

la U

nida

d, s

e po

sici

one

com

o un

a in

stan

cia

de

apoy

o pa

ra to

das

las

Dire

ccio

nes

Gen

eral

es y

dem

ás

depe

nden

cias

del

M

INTR

AB

.

Annex II . 105

Gua

tem

ala

Ten

er u

n m

ecan

ism

o in

stitu

cion

al q

ue r

epre

-se

nte

a la

muj

er e

n su

s de

rech

os y

obl

igac

ione

s la

bora

les

Cum

ple

y G

ana,

pro

yect

o in

tern

acio

nal,

es q

uien

eco

-nó

mic

amen

te c

olab

oró

con

la r

ealiz

ació

n

La

falta

de

volu

ntad

po

lític

a de

las

auto

rida-

des

supe

riore

s

Apo

yo in

terin

stitu

cion

al F

alta

de

volu

ntad

de

alg

unas

aut

ori-

dade

s

Hai

tí L

a di

scrim

inac

ión

que

enfre

ntab

an la

s m

ujer

es

en s

u lu

gar

de tr

abaj

o

El S

ervi

cio

Muj

er y

Niñ

o se

ha

esp

ecia

lizad

o en

los

úl-

timos

año

s en

la fo

rmac

ión

de c

uadr

os.

La

coop

erac

ión

de

UN

ICE

F y

otro

s or

gani

smos

in

tern

acio

nale

s ha

per

miti

do

al S

ervi

cio

real

izar

act

ivid

a-de

s.

For

mac

ión

Ser

vici

os a

la p

obla

ción

en

mat

eria

de

legi

slac

ión

del t

raba

jo

Med

ios

logí

stic

os

Hon

dura

s E

xist

en a

cuer

dos

inte

rnac

iona

les,

leye

s y

polít

icas

nac

iona

les.

S

uscr

itas

Est

able

ce lo

s C

riter

ios

orie

ntad

ores

: Res

pons

a-bi

lidad

Inst

ituci

onal

Cru

ce

tem

átic

o en

el q

ueha

cer

prin

cipa

l, Tr

ansv

ersa

lidad

La

orie

ntac

ión

inst

ituci

o-na

l dec

idid

a a

prom

over

un

nue

vo p

acto

soc

ial h

a-ci

a la

equ

idad

de

géne

ro Á

mbi

to J

uríd

ico

Con

sti-

tuci

ón p

olíti

ca, c

onve

nios

in

tern

acio

nale

s en

mat

eria

de

der

echo

s hu

man

os d

e la

s m

ujer

es, c

onve

nios

in

tern

acio

nale

s de

trab

a-jo

OIT

, Cód

igo

Labo

ral,

acue

rdos

gub

erna

men

ta-

les,

acu

erdo

s di

rect

rices

de

la S

TSS

. D

esde

200

1 cu

enta

con

un

a es

truc

tura

técn

ica

y ad

min

istr

ativ

a qu

e fu

ncio

-na

baj

o la

con

ducc

ión

de

la D

irecc

ión

Gen

eral

de

Pre

visi

ón s

ocia

l. cu

enta

co

n cu

atro

técn

icas

en

la

sede

cen

tral

y u

na r

efe-

rent

e a

nive

l loc

al


Nic

arag

ua E

labo

rar

prop

uest

a pa

ra la

ade

cuac

ión

del

mar

co ju

rídic

o y

proc

edi-

mie

ntos

adm

inis

trat

ivos

qu

e in

cide

n en

el c

umpl

i-m

ient

o de

Igua

ldad

y N

o D

iscr

imin

ació

n.

La

nece

sida

d de

pro

mov

er

nuev

os v

alor

es e

n la

soc

ie-

dad

en r

elac

ión

a la

Igua

l-da

d y

No

Dis

crim

inac

ión

en e

l Em

pleo

y la

vol

unta

d po

lític

a de

l Gob

iern

o de

R

econ

cilia

ción

y U

nida

d N

acio

nal p

ara

prom

over

un

a so

cied

ad c

on e

quid

ad,

para

la p

rofu

ndiz

ació

n de

la

dem

ocra

cia

repr

esen

tativ

a y

part

icip

ativ

a, a

sí c

omo

para

la c

onst

rucc

ión

de

una

soci

edad

más

just

a y

desa

rrol

lada

soc

io-e

conó

-m

icam

ente

.

El M

inis

terio

del

trab

a-jo

de

Nic

arag

ua c

uent

a co

n po

cos

recu

rsos

pa

ra c

ampa

ñas

publ

ici-

taria

s en

la d

ivul

gaci

ón

de lo

s de

rech

os la

bo-

rale

s.

Inse

nsib

ilida

d y

desc

o-no

cim

ient

o de

l mar

co

juríd

ico

de p

arte

de

la

soci

edad

. P

oca

cultu

ra d

e cu

m-

plim

ient

o de

par

te d

el

sect

or e

mpl

eado

r.

Per

sona

l del

Min

iste

rio

Del

Tra

bajo

sen

sibi

lizad

o A

lta c

alifi

caci

ón P

rofe

-si

onal

Ofic

ina

de Ig

uald

ad y

No

disc

rimin

ació

n en

el E

m-

pleo

tota

lmen

te e

quip

ada

y de

bida

men

te a

cond

icio

-na

da.

Se

cuen

ta c

on u

n am

plio

m

arco

juríd

ico

en m

ater

ia

de Ig

uald

ad y

No

Dis

crim

i-na

ción

en

el E

mpl

eo R

ecie

ntes

acu

erdo

s m

inis

teria

les

del M

inis

terio

de

l Tra

bajo

en

mat

eria

de

Igua

ldad

y n

o di

scrim

ina-

ción

en

el E

mpl

eo.

Firm

a de

con

veni

os d

e co

labo

raci

ón c

on la

fund

a-ci

ón S

olid

ez y

el I

nstit

uto

de la

muj

er.

Red

inst

ituci

onal

de

Igua

ldad

y N

o D

iscr

imin

a-ci

ón e

n el

Em

pleo

, cre

ada

y fu

ncio

nand

o.

Exi

ste

poco

per

-so

nal e

n la

Ofic

ina

de Ig

uald

ad y

No

Dis

crim

inac

ión

en

el E

mpl

eo.

Min

iste

rio d

el

Trab

ajo

cuen

ta c

on

poco

s re

curs

os.

Inse

nsib

ilida

d y

desc

onoc

iend

o de

l m

arco

juríd

ico

de

part

e de

la s

ocie

-da

d N

o se

cue

nta

con

cam

paña

s pu

blic

i-ta

rias

para

pro

-m

over

el s

ervi

cio

públ

ico

del e

mpl

eo

ni la

sen

sibi

liza-

ción

diri

gida

a lo

s em

plea

dore

s N

o ex

iste

cul

tura

de

cum

plim

ient

o en

el

sen

o de

la s

ocie

-da

d en

torn

o a

los

dere

chos

labo

rale

s de

las

pers

onas

tr

abaj

ador

as.

Pan

amá

Con

fere

ncia

s de

Min

is-

tros

, a tr

avés

de

OE

A, O

IT

y de

más

Org

aniz

acio

nes

Inte

rnac

iona

les

sobr

e la

si

tuac

ión

de la

muj

er.

El a

poyo

dire

cto

del

Pro

gram

a R

egio

nal A

gend

a E

conó

mic

a de

las

Muj

eres

, en

el d

esar

rollo

de

activ

ida-

des

ejec

utad

as a

trav

és d

e la

Com

isió

n de

Gén

ero

y Tr

abaj

o en

MIT

RA

DE

l.

Inte

rés

y ap

oyo

del d

es-

pach

o su

perio

r F

alta

de

recu

r-so

s ec

onóm

icos

y

pers

onal

Fal

ta d

e m

ás

capa

cita

ción

y

sens

ibili

zaci

ón

Annex II . 107

Rep

úblic

a D

omin

ican

a P

or e

star

en

la m

eta

pres

iden

cial

del

per

iodo

20

04-2

008.

P

or v

isió

n de

l min

istr

o de

trab

ajo

del m

omen

to.

La

apro

baci

ón d

e un

a pa

r-tid

a de

ntro

del

pre

supu

esto

de

la S

et, a

unqu

e no

se

ha

perm

itido

la in

depe

nden

cia

para

su

ejec

ució

n

Que

no

se p

erm

ita

la e

jecu

ción

del

pre

su-

pues

to

La

inte

rrel

ació

n y

coor

-di

naci

ón c

on to

dos

los

dem

ás d

epar

tam

ento

s de

la

Set

Fal

ta d

e in

depe

n-de

ncia

pre

supu

es-

taria

. F

alta

de

part

icip

a-ci

ón d

e lo

s fu

ncio

-na

rios

com

pete

ntes

de

l dep

arta

men

to

en lo

s ev

ento

s in

tern

acio

nale

s re

aliz

ados

en

el

exte

rior

Sur

inam

eN

RN

R N

o ha

y po

lític

as e

spe-

cífic

as y

prio

ridad

es F

alta

de

recu

rsos

fin

anci

eros

N

o ha

y un

equ

ipo

de

trab

ajo

a tie

mpo

com

-pl

eto

Rea

lizac

ión

de c

urso

s de

ca

paci

taci

ón v

ocac

iona

l pa

ra m

ujer

es B

uena

com

unic

ació

n en

tre

los

punt

os fo

cale

s en

el M

inis

terio

y e

n la

O

ficin

a N

acio

nal C

oord

i-na

dora

Rea

lizac

ión

de

curs

os d

e ca

paci

-ta

ción

voc

acio

nal

para

muj

eres

Bue

na c

omun

i-ca

ción

ent

re lo

s pu

ntos

foca

les

en

el M

inis

terio

y e

n la

Ofic

ina

Nac

iona

l C

oord

inad

ora

Mec

anis

mo

naci

o-na

l de

coor

dina

ción

dé

bil (

subr

epre

sen-

tado

) N

o ha

y un

equ

ipo

de tr

abaj

o a

tiem

po

com

plet

o L

os c

once

ptos

de

gén

ero

no s

e tr

ansv

ersa

l iza

n, s

e si

gue

cons

ider

an-

do c

omo

un te

ma

sepa

rado

.


Me

ca

nis

mos N

acio

na

les d

e A

de

lan

to d

e l

a M

uje

r:R

ecom

en

da

cio

ne

s,

Ca

lifi

ca

cio

ne

s y

Pe

rce

pció

n d

e A

me

na

zas c

on

Re

sp

ecto

al

Fu

ncio

na

mie

nto

de

la

s U

nid

ad

es E

sp

ecia

liza

da

s d

e G

én

ero

en

lo

s M

inis

teri

os d

e T

rab

ajo

Pa

íse

sR

eco

me

nd

acio

ne

sC

ali

fica

ció

nA

me

na

zaC

anad

á

Est

ados

U

nido

s N

ingu

naLo

s pr

ogra

mas

ayu

dan

al a

dela

nto

de la

m

ujer

en

su tr

abaj

o, s

e tr

atan

de

las

múl

tiple

s de

man

das

com

o tr

abaj

ador

as, c

omo

mad

res

o co

mo

jefa

s de

hog

ar y

ent

iend

e su

s be

ne-

ficio

s. L

os p

rogr

amas

tam

bién

ayu

dan

a la

s m

ujer

es q

ue ti

enen

pro

blem

as c

on la

pér

dida

de

l em

pleo

y d

esaf

íos

de la

eco

nom

ía.

Pér

dida

del

apo

yo p

olíti

co; r

estr

icci

ón d

e pr

esup

uest

o.

Méx

ico

Arg

entin

aFo

rtal

ecer

y p

oten

ciar

las

rela

cion

es

de a

rtic

ulac

ión-

en

espe

cial

- con

est

e m

ecan

ism

o na

cion

al d

e la

muj

er, a

fin

de p

rofu

ndiz

ar la

tran

sver

saliz

ació

n de

la

per

spec

tiva

de g

éner

o

Muy

bue

no. P

orqu

e a

part

ir de

una

dec

isió

n po

lític

a , a

sunc

ión

de c

ompr

omis

os in

tern

a-ci

onal

es-,

y eq

uipo

s de

trab

ajo

capa

cita

do

y co

mpr

omet

ido

con

la te

mát

ica,

se

está

tr

abaj

ando

- en

form

a cr

ecie

nte-

par

a la

efe

c-tiv

a in

corp

orac

ión

del e

nfoq

ue d

e gé

nero

en

toda

s la

s ac

cion

es y

pro

gram

as d

el M

inis

terio

de

Tra

bajo

, co

mo

asim

ism

o -tr

avés

del

mec

a-ni

smo

del d

iálo

go s

ocia

l- se

vie

nen

des

arro

-lla

ndo

acci

ones

trip

artit

as c

on e

l cla

ro o

bjet

ivo

de r

emov

er lo

s ob

stác

ulos

que

impi

den

el lo

-gr

o ef

ectiv

o de

la ig

uald

ad d

e op

ortu

nida

des

entr

e va

rone

s y

muj

eres

en

el á

mbi

to la

bora

l

Una

ade

cuad

a ar

ticul

ació

n co

n ot

ras

de-

pend

enci

as d

el M

inis

terio

en

tant

o es

tas

área

s m

anifi

este

n re

sist

enci

a co

n di

cha

artic

ulac

ión,

y n

o lo

gren

vis

ualiz

ar la

ne

cesi

dad

de la

tra

nsve

rsal

izac

ión

de la

pe

rspe

ctiv

a de

gén

ero

en s

us a

ccio

nes

Bol

ivia

Bra

sil

Am

plia

r y

fort

alec

er la

art

icul

ació

n in

stitu

cion

ales

par

a de

sarr

ollo

de

las

acci

ones

tran

sver

sale

s in

stitu

cion

aliz

ació

n de

la c

omis

ión

tri-

part

ita e

n el

org

anig

ram

a de

l min

iste

rio

de tr

abaj

o

Bue

no. S

e en

cuen

tra

en fa

se d

e re

-res

truc

tu-

raci

ón p

ara

su fu

ncio

nam

ient

o.M

ayor

art

icul

ació

n in

stitu

cion

al c

on e

l go

bier

no, t

raba

jado

res

y em

plea

dore

s

Tab

la 1

0

Annex II . 109

Chi

le P

rofu

ndiz

ar p

roce

so d

e co

ordi

naci

ón

intr

asec

toria

l que

per

mita

n m

ejor

ar

la c

alid

ad d

e la

s in

terv

enci

ones

de

polít

ica

públ

ica

que

está

n or

ient

adas

al

mis

mo

públ

ico

obje

tivo.

H

acer

reg

istr

o de

los

avan

ces

en la

in

corp

orac

ión

de p

ersp

ectiv

a de

gé-

nero

en

las

dist

inta

s lín

eas

de tr

abaj

o in

stitu

cion

ales

. E

labo

rar

reco

men

daci

ones

a je

fes

de

serv

icio

, inv

itánd

oles

a in

stitu

cion

aliz

ar

las

inst

anci

as p

ara

la tr

ansv

ersa

liza-

ción

de

pers

pect

iva

de g

éner

o en

su

queh

acer

. A

soci

ar r

ecur

sos

finan

cier

os a

la

impl

emen

taci

ón d

e co

mpr

omis

os d

e gé

nero

, com

o ta

mbi

én p

ara

la c

on-

trat

ació

n de

ase

soría

s es

pecí

ficas

, es

tudi

os y

coo

pera

ción

nac

iona

l e

inte

rnac

iona

l.

Muy

bue

no. L

a A

seso

ra d

e la

Min

istr

a de

l Tr

abaj

o en

mat

eria

de

géne

ro e

s la

inst

anci

a qu

e pr

omue

ve, m

onito

rea

y da

seg

uim

ient

o a

la in

corp

orac

ión

sect

oria

l de

géne

ro a

l int

erio

r de

las

inst

ituci

ones

y c

on s

us c

ontr

apar

tes.

Lo

s av

ance

s se

ctor

iale

s en

mat

eria

de

géne

ro

son

dife

rent

es e

n pr

ofun

dida

d y

ampl

itud

en

cada

inst

ituci

ón d

el S

ecto

r, lo

s qu

e añ

o a

año

expe

rimen

tan

avan

ces

y re

troc

esos

. E

sta

mes

a se

ctor

ial d

e gé

nero

se

reún

e bi

men

sual

men

te (

apro

x.),

año

a a

ño s

e es

tabl

ece

un p

lan

de tr

abaj

o de

acu

erdo

a la

pr

ogra

mac

ión

Gub

erna

men

tal y

se

mon

itore

a tr

imes

tral

men

te e

l ava

nce

de r

esul

tado

s.

Falta

de

com

prom

iso

polít

ico

con

la in

sti-

tuci

onal

izac

ión

de la

equ

idad

de

géne

ro,

es u

na a

men

aza

en e

l con

text

o de

cam

bio

de G

obie

rno.

En

el p

roce

so d

e tr

ansv

ersa

lizac

ión

en

mar

cha

exis

ten

resi

sten

cias

cul

tura

les

que

frena

n o

prod

ucen

ret

roce

sos

en la

inco

r-po

raci

ón d

e pe

rspe

ctiv

a de

gén

ero

en la

im

plem

enta

ción

de

polít

icas

púb

licas

con

pe

rspe

ctiv

a de

gén

ero.

Falta

de

com

pete

ncia

s de

gén

ero

inst

i-tu

cion

ales

en

serv

icio

s de

pend

ient

es d

el

Min

iste

rio d

el T

raba

jo, q

ue p

erm

itan

avan

-za

r en

sec

tore

s nu

evos

y e

spec

ífico

s de

l qu

ehac

er in

stitu

cion

al. E

s es

peci

alm

ente

ev

iden

te e

n lo

s pr

oces

os le

gisl

ativ

os.

Col

ombi

a

Ecu

ador

Par

agua

y P

rom

over

su

fort

alec

imie

nto,

a tr

avés

de

un

gere

ncia

mie

nto

que

prom

ueva

pr

imer

o la

vis

ibili

zaci

ón d

e la

dire

cció

n de

Pro

moc

ión

de la

Muj

er T

raba

jado

-ra

al i

nter

ior

del M

inis

terio

, med

iant

e un

rel

acio

nam

ient

o de

trab

ajo

inte

r –

dire

ccio

nes,

de

man

era

a lo

grar

un

trab

ajo

artic

ulad

o qu

e le

per

mita

op

timiz

ar n

o so

lo r

ecur

sos

hum

anos

y

finan

cier

os te

ndie

ntes

a lo

grar

una

ma-

yor

efic

ienc

ia e

n la

ges

tión

para

logr

ar

su v

isib

ilida

d. C

ondi

ción

sin

e qu

a no

n pa

ra s

er

efec

tivo

el p

ropó

sito

y la

mis

ión

de la

di

recc

ión,

es

cont

ar c

on u

na a

sign

a-ci

ón p

resu

pues

taria

suf

icie

nte

Se

cuen

ta c

on u

n es

paci

o de

Diá

logo

Soc

ial

Trip

artit

o, s

ería

per

tinen

te d

otar

lo d

e un

a m

e-jo

r in

fraes

truc

tura

no

solo

físi

ca s

ino

tam

bién

en

cua

nto

a re

curs

os p

resu

pues

tario

s, h

uma-

nos

y te

cnol

ógic

os

Situ

ació

n po

lític

a, q

ue te

nga

otra

s pr

iori-

dade

s y

haga

des

apar

ecer

est

a in

stan

cia

Per

u

Uru

guay


Ant

igua

y

Bar

buda

Bah

amas

Cos

ta R

ica

Que

prio

rice

la a

seso

ría y

asi

sten

-ci

a té

cnic

a a

las

depe

nden

cias

que

ge

nera

n lo

s in

stru

men

tos

de p

olíti

ca

públ

ica

del M

TSS

par

a co

nseg

uir

un

may

or im

pact

o de

las

cond

icio

nes

de

las

trab

ajad

oras

del

paí

s.

Muy

bue

no. H

ace

un g

ran

esfu

erzo

por

man

-te

ner

vige

ntes

los

asun

tos

de g

éner

o en

el

min

iste

rio y

por

ava

nzar

en

asun

tos

estr

atég

i-co

s pa

ra la

s m

ujer

es.

Una

am

enaz

a pa

ra e

sta

y cu

alqu

ier

unid

ad d

e gé

nero

es

perd

er e

l nor

te

estr

atég

ico

de s

u tr

abaj

o. E

ste

nort

e co

-m

ienz

a po

r pr

ioriz

ar la

tran

sver

saliz

ació

n de

gén

ero

en d

epen

denc

ias

clav

es p

ara

aseg

urar

los

dere

chos

de

las

muj

eres

, con

m

ínim

a in

terv

enci

ón d

e ca

ráct

er o

pera

tivo,

ex

cept

o en

mat

eria

de

capa

cita

ción

en

géne

ro a

l per

sona

l.

El S

alva

dor

Ubi

car

orgá

nica

men

te a

la U

EG

PALD

en

un

nive

l sup

erio

r, pa

ra q

ue s

u ac

-ci

onar

inci

da e

n to

das

las

Dire

ccio

nes

Gen

eral

es y

dem

ás d

epen

denc

ias

del

MIN

TRA

B.

Asi

gnar

pre

supu

esto

esp

ecífi

co a

la

UE

GPA

LD, p

ara

la im

plem

enta

ción

de

su p

lan

de tr

abaj

o. Q

ue la

UE

GPA

LD d

esar

rolle

las

acci

o-ne

s es

tabl

ecid

as e

n su

pla

n es

trat

égi-

co d

e tr

abaj

o.

Muy

bue

no. P

or c

ontr

ibui

r a

erra

dica

r la

s de

sigu

alda

des,

pro

pici

ando

la ig

uald

ad d

e op

ortu

nida

des

entr

e lo

s gé

nero

s.

Falta

de

recu

rsos

fina

ncie

ros.

Gua

tem

ala

Mej

orar

la c

oord

inac

ión

inte

r e

intr

a-in

stitu

cion

al p

ara

mej

orar

el c

umpl

i-m

ient

o de

las

polít

icas

púb

licas

a fa

vor

de la

s m

ujer

es.

Bus

car

form

as d

e ca

paci

taci

ón p

ara

inse

rtar

a la

muj

er e

n el

mer

cado

labo

-ra

l o p

ara

crea

r su

s pr

opia

s em

pres

as

por

med

io d

el m

icro

cré

dito

, apo

yo

coop

erat

ivis

ta, e

tc.

Dev

olve

rle a

l MTP

S e

l pod

er s

anci

o-na

torio

par

a ap

licar

la le

y la

bora

l de

la m

ejor

form

a, y

a qu

e es

to p

erm

itiría

ca

mbi

o de

act

itud

de lo

s em

pres

ario

s.

(Vel

ar p

or la

no

Cor

rupc

ión)

Cre

ar ta

llere

s de

gén

ero

para

em

pode

-ra

r a

la m

ujer

y ta

mbi

én a

uxili

arno

s de

lo

s co

nven

ios

inte

rnac

iona

les

en la

de-

fens

a de

los

dere

chos

que

las

asis

ten.

Muy

bue

no. P

or la

impo

rtan

cia

del t

raba

jo q

ue

esta

rea

liza

en m

ater

ia d

e s

ensi

biliz

ació

n,

capa

cita

ción

y p

rom

oció

n de

los

Der

echo

s La

bora

les

de la

s M

ujer

es

Per

der

espa

cios

tant

o fís

icos

com

o in

s-tit

ucio

nale

s pa

ra la

pro

moc

ión

y ca

paci

-ta

ción

de

los

dere

chos

labo

rale

s de

las

muj

eres

y ta

mbi

én e

l sec

tor

empr

esar

ial.

Esc

asa

coor

dina

ción

inte

rinst

ituci

onal

e

intr

ains

tituc

iona

l par

a cr

ear

cond

icio

nes

que

apoy

en a

las

muj

eres

que

han

per

-di

do s

u tr

abaj

o o

está

n po

r in

sert

arse

al

mer

cado

labo

ral.

A p

esar

de

cont

ar c

on u

n pl

an e

stra

té-

gico

aún

no

se c

uent

a co

n pr

otoc

olos

de

aten

ción

a m

ujer

es e

mba

raza

das

y en

pe-

ríodo

s de

lact

anci

a, q

ue p

ueda

n pe

rmiti

r la

inte

racc

ión

de la

s un

idad

es in

volu

cra-

das

en p

rest

arle

s un

a at

enci

ón in

tegr

al.

Fal

ta d

e ac

ceso

dire

cto

de la

uni

dad

(Ven

tani

lla u

bica

da e

n lu

gar

estr

atég

ico)

Annex II . 111

Hai

tí

Hon

dura

s O

ficia

lizac

ión

de la

Uni

dad

Con

tar

con

una

polít

ica

sect

oria

l de

géne

ro y

una

est

rate

gia

inst

ituci

onal

Con

tar

con

una

Uni

dad

de G

éner

o co

n re

curs

os a

decu

ados

y u

bica

da e

n la

est

ruct

ura

supe

rior

de la

Sec

reta

ría

que

viab

ilice

su

oper

ativ

izac

ión.

Gen

erar

pro

pues

tas

para

la g

estió

n de

l for

tale

cim

ient

o de

l pro

ceso

de

inst

i-tu

cion

aliz

ació

n de

l abo

rdaj

e de

Gén

ero

en la

Sec

reta

ría.

Ent

re lo

s pr

inci

pale

s te

mas

a fo

rtal

ecer

en

las

inte

gran

tes

de la

Uni

dad

cons

i-de

ram

os s

on:

La

Con

cilia

ción

pro

duct

ivo/

labo

ral

(pro

moc

ión

de p

ropu

esta

s de

“S

ello

de

Equ

idad

de

Gén

ero”

. P

rom

oció

n de

la in

clus

ión

de g

éner

o en

la e

labo

raci

ón y

/o r

eade

cuac

ión

de

Reg

lam

ento

s de

trab

ajo.

Se

calif

ica

de b

ueno

por

las

sigu

ient

es

razo

nes:

El a

ctua

l Pro

gram

a de

Muj

er tr

aba-

jado

ra e

n pr

oces

o de

res

truc

tura

ción

, cue

nta

con

una

estr

uctu

ra y

pre

supu

esto

, así

com

o an

uenc

ia p

ara

el c

umpl

imie

nto

de lo

s co

m-

prom

isos

inte

rnac

iona

les

y vo

lunt

ad p

olíti

ca

por

part

e de

las

auto

ridad

es d

e la

Sec

reta

ría

de T

raba

jo; s

in e

mba

rgo

en c

uant

o a

la e

je-

cuci

ón d

e ac

cion

es s

e re

quie

re s

ean

fort

alec

i-da

s; lo

que

act

ualm

ente

est

á en

cam

ino.

Es

impo

rtan

te m

enci

onar

que

el I

nstit

uto

Na-

cion

al d

e la

Muj

er c

on e

l int

erés

de

apoy

ar a

es

a S

ecre

taría

par

a in

stitu

cion

aliz

ar e

l Enf

o-qu

e de

Gén

ero,

rea

lizó

el e

stud

io “

Pro

pues

ta

Técn

ica

Bás

ica

para

el A

bord

aje

de G

éner

o en

la S

ecre

taría

de

Trab

ajo

y S

egur

idad

S

ocia

l” e

l cua

l ide

ntifi

ca e

lem

ento

s a

desa

-rr

olla

r qu

e so

n ac

epta

dos

por

las

auto

ridad

es

supe

riore

s de

esa

Sec

reta

ría p

ara

su im

ple-

men

taci

ón.

Se

inic

ió e

n el

200

8 in

ició

el p

roce

so d

e tr

ansv

ersa

lizac

ión

del E

nfoq

ue d

e G

éner

o en

la

Sec

reta

ría d

e Tr

abaj

o y

Seg

urid

ad S

ocia

l co

n la

s si

guie

ntes

acc

ione

s: 1

) Fo

rmul

ació

n y

Soc

ializ

ació

n de

l Pla

n E

stra

tégi

co d

e E

quid

ad

de G

éner

o. 2

) R

eest

ruct

urac

ión

del P

rogr

ama

de M

ujer

Tra

baja

dora

par

a co

nver

tirlo

en

una

Uni

dad

de G

éner

o. 3

) C

onst

ituid

o el

Com

ité

Inst

ituci

onal

de

Gén

ero

(una

pro

piet

aria

y u

na

supl

ente

por

cad

a D

irecc

ión)

Volu

ntad

pol

ítica

par

a la

asi

gnac

ión

de

recu

rsos

fina

ncie

ros,

ince

rtid

umbr

e so

bre

cont

inui

dad

de a

ccio

nes

por

el c

ambi

o de

go

bier

no e

n el

201

0 (e

l act

ual f

inal

iza

en e

l m

es d

e en

ero

2010

), r

ecor

te p

resu

pues

to

gene

ral d

e la

Rep

úblic

a.


Nic

arag

ua

Pan

amá

Rep

úblic

a D

omin

ican

aM

ás a

pert

ura

y/o

acce

sibi

lidad

al p

ro-

ceso

de

artic

ulac

ión

con

la S

ecre

taría

de

Est

ado

de la

Muj

er p

ara

la p

lani

fi-ca

ción

de

las

acci

ones

del

mec

anis

mo

espe

cial

izad

o en

gén

ero.

Am

plia

ción

de

pers

onal

con

exp

erie

n-ci

a pr

obad

a en

el d

iseñ

o de

est

rate

-gi

as y

acc

ione

s pa

ra in

tegr

ació

n de

la

pers

pect

iva

de g

éner

o en

el a

ccio

nar

de la

Sec

reta

ría d

e E

stad

o de

Tra

bajo

.

Des

arro

llo d

e un

pro

ceso

de

estu

dio

e im

puls

o de

la fi

rma

de la

s C

onve

ncio

-ne

s de

la O

rgan

izac

ión

Inte

rnac

iona

l de

l Tra

bajo

no

ratif

icad

as p

or e

l gob

ier-

no d

omin

ican

o.

Bue

no. C

uent

a co

n la

infra

estr

uctu

ra fí

sica

fo

rmal

men

te r

eque

rida.

Un

com

prom

iso

para

el i

mpu

lso

de la

s po

líti-

cas

de ig

uald

ad d

e gé

nero

, exp

resa

do d

esde

la

más

alta

dire

cció

n de

la in

stitu

ción

, com

o es

su

prop

ia S

ecre

taría

de

Est

ado.

El n

o fo

rtal

ecim

ient

o de

la a

rtic

ulac

ión

de

la S

ecre

taría

de

Est

ado

de T

raba

jo c

on e

l m

ecan

ism

o re

ctor

de

las

polít

icas

púb

licas

de

gén

ero,

que

es

la S

ecre

taría

de

Est

ado

de la

Muj

er –

SE

M-

La n

o as

igna

ción

de

los

recu

rsos

hu-

man

os y

fina

ncie

ros

requ

erid

os p

ara

el

func

iona

mie

nto

y de

sarr

ollo

de

los

plan

es

de tr

abaj

o de

la O

ficin

a de

Equ

idad

de

Gén

ero

y D

esar

rollo

La e

scas

a o

ning

una

artic

ulac

ión

con

el

rest

o de

las

depe

nden

cias

esp

ecia

lizad

as

de g

éner

o de

las

inst

ituci

ones

gub

erna

-m

enta

les.

Sur

inam

e

Annex II . 113


Fort

ale

zas y

De

bil

ida

de

sC

om

pa

ració

n E

ntr

e P

erc

ep

cio

ne

s d

e M

eca

nis

mo

s N

acio

na

les d

e A

de

lan

to d

e L

a M

uje

r y

Un

ida

de

s E

sp

ecia

liza

da

s d

e G

én

ero

de

lo

s M

inis

teri

os d

el

Tra

ba

joP

erc

ep

cio

ne

s d

esd

e l

os M

eca

nis

mo

s

Na

cio

na

les p

ara

el

ad

ela

nto

de

la

Mu

jer

Pe

rce

pcio

ne

s d

esd

e l

as U

nid

ad

es E

sp

ecia

liza

da

s d

e

Gé

ne

ro

Pa

íse

sFo

rta

leza

s

De

bil

ida

de

sFo

rta

leza

sD

eb

ilid

ad

es

Can

adá

Ubi

cado

en

el c

entr

o po

lític

o de

l D

epar

tam

ento

Apo

yo p

or m

anda

to d

e pa

rte

de

las

agen

cias

cen

tral

es (

Priv

y C

oun-

cil O

ffice

, Tre

asur

y B

oard

) a

trav

és

de la

incl

usió

n de

req

uerim

ient

os

de la

uni

dad

en s

ubm

isio

nes

de lo

s de

part

amen

tos

de lí

nea

Apo

yo p

or m

anda

to d

el P

arla

-m

ento

(a

trav

els

de l

a H

ouse

of

Com

mon

s S

tand

ing

Com

mitt

ee in

S

tatu

s of

Wom

en)

Ubi

cado

en

el c

entr

o po

lític

o de

l D

epar

tam

ento

Apo

yo p

or m

anda

to d

e pa

rte

de

las

agen

cias

cen

tral

es (

Priv

y C

ounc

il O

ffice

, Tre

asur

y B

oard

) a

trav

és d

e la

incl

usió

n de

req

uerim

ient

os d

e la

un

idad

en

subm

isio

nes

de lo

s de

par-

tam

ento

s de

líne

a A

poyo

por

man

dato

del

Par

lam

ento

(a

trav

els

de l

a H

ouse

of C

omm

ons

Sta

ndin

g C

omm

ittee

in S

tatu

s of

W

omen

) E

s un

a un

idad

pe

queñ

a co

n m

ucha

s ta

reas

(no

se

pued

e ve

r to

do).

No

hay

dem

anda

s ta

ngib

les

for-

mal

izad

as p

ara

la U

nida

d (n

o ha

y co

nsec

uenc

ias

sign

ifica

tivas

si n

o se

cu

mpl

e).

Est

ados

U

nido

s E

quip

o bi

en e

ntre

nado

; fue

rte

lider

azgo

; rec

urso

s su

ficie

ntes

No

dirig

en a

ccio

nes

al

trab

ajo

con

hom

bres

; los

ho

mbr

es p

uede

n se

r pa

r-te

de

la s

oluc

ión

de lo

s te

mas

de

las

muj

eres

.

NR

NR

Méx

ico

Tab

la 1

1

Annex II . 115

Arg

entin

a In

serc

ión

inst

ituci

onal

Dia

logo

soc

ial

Vol

unta

d po

lític

a V

isib

ilida

d de

la te

mát

ica

Equ

ipo

de tr

abaj

o fo

rmad

os

Esc

asos

rec

urso

s hu

-m

anos

Nec

esid

ad d

e m

ayor

es

paci

o fís

ico

Fal

ta d

e pr

esup

uest

o

La

volu

ntad

pol

ítica

Inst

alac

ión

crec

ient

e de

l tem

a E

quip

o de

trab

ajo

con

form

ació

n y

sólid

o co

mpr

omis

o D

eman

da c

reci

ente

ace

rca

de

inst

rum

ento

s pa

ra a

bord

ar e

sta

tem

átic

a al

inte

rior

de la

s ár

eas

y pr

ogra

mas

Equ

ipo

técn

ico

reci

ente

y a

ún e

n co

nfor

mac

ión

Cap

acid

ad o

pera

tiva

aún

no c

onso

-lid

ada

Inci

pien

te te

steo

con

otr

as e

xpe-

rienc

ias,

de

otro

s pa

íses

Bol

ivia

La

Uni

dad

de D

erec

hos

Fun-

dam

enta

les

es p

arte

del

sta

ff de

l M

inis

tro

de T

raba

jo y

dep

ende

de

su d

espa

cho.

Alg

unos

func

iona

rios

/as

del

M

inis

terio

de

Trab

ajo

dem

uest

ran

aper

tura

par

a co

ordi

nar

activ

ida-

des

e in

clui

r es

ta te

mát

ica

en s

u pr

ogra

mac

ión,

com

pren

dien

do la

s es

peci

ficid

ades

e im

port

anci

a de

la

mis

ma.

La

volu

ntad

pol

ítica

del

Min

istr

o qu

e es

tá s

ensi

biliz

ado

con

la te

má-

tica

y qu

ien

tiene

exp

erie

ncia

de

trab

ajo

en la

mis

ma.

Se

cuen

ta c

on u

na s

ola

func

iona

ria

a ca

rgo

del t

ema

que

es a

mpl

io y

co

mpl

ejo

(Fal

ta d

e re

curs

os h

uma-

nos)

. D

epen

dien

te d

e ap

ertu

ra o

res

is-

tenc

ia p

or p

arte

de

algu

nos

func

io-

nario

s /a

s pa

ra tr

abaj

ar c

on e

l tem

a y

tran

sver

sal i

zar

sus

acci

ones

con

la

pers

pect

iva

de g

éner

o.

Baj

o pr

esup

uest

o as

igna

do a

l M

inis

terio

de

Trab

ajo

y co

nsec

uen-

tem

ente

rec

urso

s lim

itado

s pa

ra e

l ár

ea d

e gé

nero

.

Bra

sil

Hab

er c

read

o el

gob

iern

o br

asile

ño la

Sec

reta

ria E

s-pe

cial

de

Pol

ítica

par

a la

s M

ujer

es.

Fal

ta d

e m

ayor

art

icu-

laci

ón e

ntre

las

inst

ituci

o-ne

s

Vol

unta

d po

lític

a de

l Gob

iern

o pa

ra in

sert

ar e

n su

age

nda

polít

ica

la c

uest

ión

de g

éner

o

Fal

ta d

e do

taci

ón p

resu

pues

taria


Chi

le F

uert

e ap

oyo

polít

ico

al

géne

ro, e

nten

dien

do q

ue e

l pu

nto

foca

l de

géne

ro d

epen

-de

dire

ctam

ente

de

la M

inis

tra

del T

raba

jo.

Ava

nces

sus

tant

ivos

en

la

prod

ucci

ón d

e in

form

ació

n de

sagr

egad

a po

r se

xo, q

ue

pone

en

evid

enci

a in

equi

da-

des

de g

éner

o. In

stitu

cion

aliz

ació

n de

pro

-ce

sos

que

inco

rpor

an p

ers-

pect

iva

de g

éner

o, a

trav

és d

e la

impl

emen

taci

ón d

e in

stru

-m

ento

s de

car

ácte

r po

lític

o y

vinc

ulad

os a

la g

estió

n (e

ste

últim

o es

un

logr

o as

ocia

do a

in

cent

ivos

rem

uner

acio

nale

s –P

MG

de

Gén

ero)

. A

umen

to e

n la

s co

mpe

ten-

cias

labo

rale

s de

las

inst

ituci

o-ne

s qu

e pe

rmite

n ev

iden

ciar

e

inte

rven

ir in

equi

dade

s de

gé

nero

pre

sent

es e

n la

impl

e-m

enta

ción

de

polít

icas

púb

li-ca

s

Fal

ta d

e co

mpe

tenc

ias

labo

rale

s en

el t

ema

de

géne

ro q

ue p

erm

itan

avan

zar

en m

ater

ias

espe

cífic

as d

el s

ecto

r, ta

les

com

o: p

roye

ctos

le

gisl

ativ

os o

inst

rum

en-

tos

tale

s co

mo

franq

uici

a tr

ibut

aria

, pol

ítica

de

salu

d y

segu

ridad

en

el

trab

ajo,

diá

logo

soc

ial y

ne

goci

ació

n co

lect

iva,

en

tre

otro

s.

Fal

ta d

e in

stitu

cion

aliz

a-ci

ón d

e co

mpr

omis

o po

lí-tic

o pa

ra la

inco

rpor

ació

n de

per

spec

tiva

de g

éner

o qu

e pe

rmita

pro

mov

er, i

n-ce

ntiv

ar y

lide

rar

cam

bios

de

gén

ero

estr

atég

icos

vi

ncul

ados

al q

ueha

cer

inst

ituci

onal

. F

alta

de

inst

anci

as d

e C

oope

raci

ón in

ters

ec-

toria

les,

nac

iona

les

e in

tern

acio

nale

s, q

ue

perm

itan

cono

cer

de

buen

as p

ráct

icas

par

a la

in

corp

orac

ión

de g

éner

o en

mat

eria

s es

pecí

ficas

NR

NR

Col

ombi

a

Ecu

ador

Apo

yo p

olíti

co G

rupo

hum

ano

disp

uest

o a

trab

a-ja

r

Fal

ta d

e pr

esup

uest

o T

ema

de d

elic

ado

ente

ndim

ient

o F

alta

de

capa

cita

ción

Par

agua

y

Annex II . 117

Par

agua

y D

ecre

to P

resi

denc

ial q

ue

crea

la D

irecc

ión

Apo

yo d

e la

OIT

Su

reco

noci

mie

nto

por

los

tres

act

ores

del

trip

artis

mo,

M

inis

terio

Jus

ticia

y T

raba

jo,

Sec

reta

ría d

e la

Muj

er, C

en-

tral

es S

indi

cale

s, G

rem

ios

Em

pres

aria

les.

Bue

n ne

xo e

ntre

la S

ecre

taría

de

la M

ujer

y e

l Min

iste

rio d

e ju

stic

ia y

Tra

bajo

.

Fal

ta d

e in

fraes

truc

tura

té

cnic

a F

alta

de

una

polít

ica

de

gene

ro e

n lo

labo

ral

Cue

nta

con

un p

lan

Ope

rativ

o an

ual,

apoy

o co

nsta

nte

de la

OIT

y

orga

nism

os n

o gu

bern

amen

tale

s.

Lim

itaci

ones

ref

erid

as a

la d

ispo

-ni

bilid

ad d

e R

RH

H e

spec

ialm

ente

té

cnic

o.

Per

uN

RN

R

Uru

guay

NR

NR

Ant

igua

y

Bar

buda

Cap

acita

ción

y e

duca

ción

Rel

acio

nes

públ

icas

Bah

amas

Es

part

e de

un

Min

iste

rio S

ujet

o a

la v

isió

n de

l gob

iern

o


Cos

ta R

ica

En

este

mom

ento

la u

nida

d es

tá s

iend

o a

com

paña

da p

or

OIT

y e

l IN

AM

U e

n el

pro

ceso

de

form

ulac

ión

de u

na p

olíti

ca

inst

ituci

onal

de

igua

ldad

y

equi

dad

de g

éner

o.

El E

stad

o co

star

ricen

se

tiene

una

Pol

ítica

Nac

iona

l pa

ra la

Igua

ldad

y E

quid

ad

de G

éner

o qu

e in

cluy

e co

mo

eje

prio

ritar

io e

l tra

bajo

de

las

muj

eres

, lo

cual

le d

a vi

genc

ia

y re

leva

ncia

al t

ema

de tr

abaj

o y

géne

ro e

n el

MTS

S.

Est

a po

lític

a ad

emás

, inc

luye

un

obj

etiv

o es

trat

égic

o de

fo

rtal

ecim

ient

o de

la in

stitu

-ci

onal

idad

de

géne

ro e

n el

pa

ís, q

ue in

corp

ora

acci

ones

en

tal d

irecc

ión,

con

prio

ridad

pa

ra u

nida

des

clav

es p

ara

el

avan

ce d

e la

s m

ujer

es c

omo

son

las

unid

ades

de

géne

ro

inst

ituci

onal

es.

La

ofic

ina

está

bie

n po

sici

o-na

da e

n el

MTS

S.

El p

erso

nal d

e qu

e di

s-po

ne la

uni

dad

es in

sufi-

cien

te p

ara

la d

eman

da

del M

TSS

en

el te

ma

Otr

os r

ecur

sos

son

tam

-bi

én e

scas

os c

omo

es e

l pr

esup

uest

o. A

pes

ar d

e lo

s es

fuer

-zo

s de

la U

nida

d de

G

éner

o po

r co

loca

r la

s de

man

das

part

icul

ares

de

las

trab

ajad

oras

en

el c

urso

prin

cipa

l de

las

acci

ones

del

Min

iste

rio,

algu

nas

polít

icas

est

ra-

tégi

cas,

com

o la

Pol

ítica

N

acio

nal d

e E

mpl

eo, n

o tr

ansv

ersa

la p

ersp

ectiv

a de

gén

ero.

Con

ocim

ient

o de

l que

hace

r in

sti-

tuci

onal

. F

unci

onar

io y

func

iona

rias

de la

U

EG

com

prom

etid

os c

on e

l tem

a de

Gén

ero.

La

tem

átic

a in

stitu

cion

al (

trab

ajo

y em

pleo

) pe

rmite

rea

lizar

una

ser

ie

de a

ccio

nes

para

el m

ejor

amie

nto

de la

pob

laci

ón tr

abaj

ador

a.

No

cont

ar c

on s

ufic

ient

es m

ater

ia-

les

para

el t

raba

jo.

Fun

cion

ario

s (a

s) n

o cu

enta

n co

n la

ca

paci

taci

ón s

ufic

ient

e en

el t

ema

de

géne

ro y

trab

ajo.

Annex II . 119

El S

alva

dor

La

crea

ción

de

la U

nida

d E

spec

ial d

e G

éner

o y

Pre

-ve

nció

n de

Act

os L

abor

ales

D

iscr

imin

ator

ios;

por

lo q

ue

exis

te u

n co

mpr

omis

o in

sti-

tuci

onal

por

tran

sver

saliz

ar e

l te

ma

de g

éner

o.

Coo

rdin

ació

n In

stitu

cion

al

con

el In

stitu

to S

alva

dore

ño

para

el D

esar

rollo

de

la M

ujer

(IS

DE

MU

), c

on e

l obj

eto

de

darle

cum

plim

ient

o en

las

acci

ones

asi

gnad

as e

n la

P

olíti

ca N

acio

nal d

e la

Muj

er a

l M

INTR

AB

. E

l per

sona

l que

con

form

a la

UE

GPA

LD h

a re

cibi

do u

na

sist

emát

ica

capa

cita

ción

en

el

tem

a de

gén

ero.

Exi

sten

cia

de C

omis

ión

Inst

ituci

onal

de

Cum

plim

ient

o de

la P

olíti

ca N

acio

nal d

e la

M

ujer

, con

par

ticip

ació

n de

las

dife

rent

es D

irecc

ione

s G

ene-

rale

s y

Ofic

inas

Reg

iona

les,

ej

ecut

ando

el P

lan

de A

cció

n qu

e le

cor

resp

onde

en

el á

rea

de T

raba

jo.

La

UE

GPA

LD c

apita

liza

es-

fuer

zos,

ape

rtur

a e

inic

iativ

as

por

la r

ealiz

ació

n de

un

trab

a-jo

con

junt

o co

n or

gani

smos

y

sind

icat

os d

e tr

abaj

ador

es.

La

ubic

ació

n O

rgán

i-ca

de

la U

EG

PALD

, se

encu

entr

a ad

scrit

a a

la

Dire

cció

n G

ener

al d

e In

spec

ción

de

Trab

ajo,

po

r lo

que

su

acci

onar

lo

limita

y n

o lo

gra

tran

s-ve

rsal

izar

la te

mát

ica

de

géne

ro, c

on r

elac

ión

a la

s de

más

Dire

ccio

nes

Gen

eral

es y

dep

ende

n-ci

as d

el M

INTR

AB

. H

asta

la fe

cha,

la

UE

GPA

LD a

ún n

o ha

pro

-pu

esto

pro

yect

os e

nfoc

a-do

s a

la p

rofu

ndiz

ació

n de

las

polít

icas

púb

licas

y

prog

ram

as c

on e

nfoq

ue

de g

éner

o. E

l per

sona

l que

con

-fo

rma

la U

EG

PALD

, se

des

empe

ña c

omo

Insp

ecto

ras

e In

spec

tore

s de

Tra

bajo

, por

lo q

ue

asum

en y

rea

lizan

labo

r de

insp

ecci

ón.

Hac

e fa

lta q

ue la

U

EG

PALD

se

posi

cion

e co

mo

una

inst

anci

a de

ap

oyo

para

toda

s la

s D

irecc

ione

s G

ener

ales

y

dem

ás d

epen

denc

ias

del

MIN

TRA

B.

Exi

ste

un c

ompr

omis

o In

stitu

cio-

nal p

or tr

ansv

ersa

liza

r el

tem

a de

l gé

nero

. C

oord

inac

ión

Inst

ituci

onal

, con

el

Inst

ituto

Sal

vado

reño

par

a el

Des

a-rr

ollo

de

la M

ujer

(IS

DE

MU

) co

n el

ob

jeto

de

dar

cum

plim

ient

o a

las

acci

ones

asi

gnad

as a

l MIN

TRA

B, e

n la

Pol

ítica

Nac

iona

l de

la M

ujer

. S

ufic

ient

e re

curs

o hu

man

o y

equi

po in

form

átic

o y

auto

mot

or

asig

nado

V

igila

r, pr

even

ir y

erra

dica

r ac

tos

labo

rale

s di

scrim

inat

orio

s, d

án-

dole

cum

plim

ient

o a

la N

orm

ativ

a Ju

rídic

a N

acio

nal e

Inte

rnac

iona

l qu

e pr

ivile

gien

el r

espe

to d

e lo

s de

rech

os la

bora

les

de la

s m

ujer

es,

para

que

teng

amos

la c

onst

rucc

ión

de a

ccio

nes

de ig

uald

ad d

e op

ortu

-ni

dade

s en

tre

los

géne

ros.

‘

El p

erso

nal q

ue c

onfo

rma

la U

ni-

dad,

se

dese

mpe

ñan

com

o in

spec

-to

ras

e in

spec

tore

s de

trab

ajo,

por

lo

que

asum

en m

uy fá

cilm

ente

el r

ol d

e la

insp

ecci

ón.

El p

erso

nal c

arec

e de

esp

ecia

liza-

ción

en

mat

eria

de

géne

ro.

La

ubic

ació

n or

gáni

ca d

e la

Uni

dad,

se

enc

uent

ra a

dscr

ita a

la D

irecc

ión

G

ener

al d

e In

spec

ción

de

Trab

ajo

por

lo q

ue s

u ac

cion

ar lo

lim

ita y

no

logr

a tr

ansv

ersa

lizar

la te

mát

ica

de

géne

ro, c

on r

elac

ión

a la

s de

más

D

irecc

ione

s G

ener

ales

y/o

dep

en-

denc

ias

del M

INTR

AB

. H

ace

falta

que

la U

nida

d, s

e po

si-

cion

e co

mo

una

inst

anci

a de

apo

yo

para

toda

s la

s D

irecc

ione

s G

ener

ales

y

dem

ás d

epen

denc

ias

del M

IN-

TRA

B.


Gua

tem

ala

La

Sec

ción

es

crea

da p

or

med

io d

e A

cuer

do M

inis

teria

l (1

994)

com

o un

mec

anis

mo

Inst

ituci

onal

Enc

arga

do d

e P

ro-

mov

er y

Div

ulga

r lo

s D

erec

hos

Labo

rale

s de

las

Ado

lesc

ente

s y

Muj

eres

Tra

baja

dora

s E

n el

Reg

lam

ento

Org

ánic

o de

l Min

iste

rio, A

cuer

do G

uber

-na

tivo

No.

242

-200

3 e

l art

ícul

o te

rcer

o, d

ecre

ta q

ue la

inst

itu-

ción

deb

e “V

elar

por

el c

umpl

i-m

ient

o de

la le

gisl

ació

n la

bora

l en

rel

ació

n co

n la

muj

er, e

l niñ

o y

otro

s gr

upos

vul

nera

bles

de

trab

ajad

ores

”. E

l art

ícul

o qu

ince

de

dich

o re

glam

ento

, esp

ecífi

cam

ente

se

ñala

al M

inis

terio

, la

func

ión

de “

Vela

r po

r el

cum

plim

ient

o de

los

conv

enio

s in

tern

acio

-na

les

de tr

abaj

os r

atifi

cado

s po

r G

uate

mal

a”.

Ent

re lo

s qu

e de

stac

an lo

s re

lativ

os a

la e

limi-

naci

ón d

e to

das

las

form

as d

e di

scrim

inac

ión

de la

s m

ujer

es

por

razo

nes

de g

éner

o y

en

su a

rtíc

ulo

diez

y s

iete

con

fie-

re fu

ncio

nes

espe

cífic

as a

la

Dire

cció

n G

ener

al d

e P

revi

sión

so

cial

, de

pro

mov

er a

ccio

nes

qu

e pe

rmita

n el

des

arro

llo y

di-

vulg

ació

n de

los

dere

chos

de

la

med

ir es

peci

alm

ente

lo r

elat

ivo

a lo

s de

rech

os la

bora

les.

Con

tar

con

un P

lan

Est

raté

gi-

co d

e In

clus

ión

de G

éner

o de

l D

epar

tam

ento

de

Pro

moc

ión

de

la M

ujer

Tra

baja

dora

, apr

obad

o en

ago

sto

de 2

,008

. Ela

bora

do

por

el P

roye

cto

Cum

ple

y G

ana

Apo

yo In

terin

stitu

cion

al

Act

itud

del p

erso

nal d

e tr

abaj

o C

apac

idad

de

impr

ovis

ar y

pl

anifi

car

para

ven

cer

obst

ácu-

los.

Fal

ta d

e co

ordi

naci

ón

con

las

dife

rent

es in

s-ta

ncia

s de

l MTP

S p

ara

la

aplic

ació

n de

los

dere

-ch

os la

bora

les

desd

e la

pe

rspe

ctiv

a de

gén

ero.

Fal

ta d

e co

ncie

ntiz

ació

n en

est

e ca

so c

ambi

o de

ac

titud

es (

véas

e vo

lun-

tad

polít

ica,

edu

caci

ón

de la

s au

torid

ades

y e

l pe

rson

al d

el M

TPS

tant

o de

los

hom

bres

com

o de

las

muj

eres

, par

a qu

e se

ace

pte

la ig

uald

ad d

e de

rech

os y

obl

igac

ione

s qu

e tie

ne la

muj

er e

n la

re

laci

ón d

e gé

nero

en

el

cam

po la

bora

l. F

alta

de

acer

cam

ien-

to c

on la

s au

torid

ades

su

perio

res.

Fal

ta d

e ap

oyo

del

Dep

arta

men

to d

e C

omu-

nica

ción

Soc

ial.

El t

ema

de a

tenc

ión

a la

muj

er e

n es

tado

de

emba

razo

y p

erío

do d

e la

ctan

cia

no

es p

riori-

dad

dent

ro d

el M

inis

terio

de

bido

a la

alta

dem

anda

de

den

unci

as y

el p

oco

pers

onal

par

a at

ende

rlas.

Apo

yo in

terin

stitu

cion

al F

alta

de

volu

ntad

de

algu

nas

auto

-rid

ades

Annex II . 121

Hai

tí F

orm

ació

n S

ervi

cios

a la

pob

laci

ón e

n m

ater

ia

de le

gisl

ació

n de

l tra

bajo

Med

ios

logí

stic

os

Hon

dura

s V

olun

tad

polít

ica

por

part

e de

las

auto

ridad

es A

poyo

brin

dado

por

la C

o-op

erac

ión

Inte

rnac

iona

l en

el

proc

eso

de la

ree

stru

ctur

ació

n

Déb

il ca

paci

dad

del

recu

rso

hum

ano

en e

l an

ális

is d

e gé

nero

y m

er-

cado

labo

ral.

Est

rate

gias

de

cort

o pl

azo

Car

enci

a de

inst

rum

en-

tos

met

odol

ógic

os p

ara

la tr

ansv

erza

lizac

ión.

Déb

il po

sici

onam

ient

o de

l ant

erio

r P

rogr

ama

ante

el e

ngra

naje

inst

itu-

cion

al C

aren

cia

de u

n ab

orda

-je

est

raté

gico

inte

gral

de

la p

ersp

ectiv

a de

gén

ero

en la

STS

S.

Cre

enci

a de

un

regl

a-m

ento

de

func

iona

mie

nto

de la

Uni

dad.

Déb

il ca

paci

dad

de

inci

denc

ia e

n lo

s pr

esu-

pues

tos

y pl

anifi

caci

ón

así c

omo

en e

spac

ios

de

tom

a de

dec

isió

n. In

sufic

ient

e as

igna

ción

pr

esup

uest

aria

.

La

orie

ntac

ión

inst

ituci

onal

dec

i-di

da a

pro

mov

er u

n nu

evo

pact

o so

cial

hac

ia la

equ

idad

de

géne

ro Á

mbi

to J

uríd

ico

Con

stitu

ción

po

lític

a, c

onve

nios

inte

rnac

iona

les

en m

ater

ia d

e de

rech

os h

uman

os

de la

s m

ujer

es, c

onve

nios

inte

rna-

cion

ales

de

trab

ajo

OIT

, Cód

igo

La-

bora

l, ac

uerd

os g

uber

nam

enta

les,

ac

uerd

os d

irect

rices

de

la S

TSS

. D

esde

200

1 cu

enta

con

una

es

truc

tura

técn

ica

y ad

min

istr

ativ

a qu

e fu

ncio

na b

ajo

la c

ondu

cció

n de

la

Dire

cció

n G

ener

al d

e P

revi

sión

so

cial

. cue

nta

con

cuat

ro té

cnic

as

en la

sed

e ce

ntra

l y u

na r

efer

ente

a

nive

l loc

al


Nic

arag

ua P

erso

nal d

el M

inis

terio

Del

Tra

bajo

se

nsib

iliza

do A

lta c

alifi

caci

ón P

rofe

sion

al O

ficin

a de

Igua

ldad

y N

o di

scri-

min

ació

n en

el E

mpl

eo to

talm

ente

eq

uipa

da y

deb

idam

ente

aco

ndic

io-

nada

. S

e cu

enta

con

un

ampl

io m

arco

ju

rídic

o en

mat

eria

de

Igua

ldad

y N

o D

iscr

imin

ació

n en

el E

mpl

eo R

ecie

ntes

acu

erdo

s m

inis

teria

les

del M

inis

terio

del

Tra

bajo

en

mat

eria

de

Igua

ldad

y n

o di

scrim

inac

ión

en

el E

mpl

eo.

Firm

a de

con

veni

os d

e co

labo

ra-

ción

con

la fu

ndac

ión

Sol

idez

y e

l In

stitu

to d

e la

muj

er.

Red

inst

ituci

onal

de

Igua

ldad

y N

o D

iscr

imin

ació

n en

el E

mpl

eo, c

rea-

da y

func

iona

ndo.

Exi

ste

poco

per

sona

l en

la O

ficin

a de

Igua

ldad

y N

o D

iscr

imin

ació

n en

el

Em

pleo

. M

inis

terio

del

Tra

bajo

cue

nta

con

poco

s re

curs

os.

Inse

nsib

ilida

d y

desc

onoc

iend

o de

l m

arco

juríd

ico

de p

arte

de

la s

ocie

-da

d

No

se c

uent

a co

n ca

mpa

ñas

pu-

blic

itaria

s pa

ra p

rom

over

el s

ervi

cio

públ

ico

del e

mpl

eo n

i la

sen

sibi

liza-

ción

diri

gida

a lo

s em

plea

dore

s N

o ex

iste

cul

tura

de

cum

plim

ient

o en

el s

eno

de la

soc

ieda

d en

torn

o a

los

dere

chos

labo

rale

s de

las

pers

o-na

s tr

abaj

ador

as.

Pan

amá

Inte

rés

y ap

oyo

del d

espa

cho

supe

rior

Fal

ta d

e re

curs

os e

conó

mic

os y

pe

rson

al F

alta

de

más

cap

acita

ción

y s

ensi

-bi

lizac

ión

Annex II . 123

Rep

úblic

a D

omin

ican

aA

umen

to d

e la

s ca

paci

dade

s in

stitu

cion

ales

en:

Seg

uim

ient

o a

las

conv

en-

cion

es in

tern

acio

nale

s de

la

s qu

e el

paí

s es

sig

nata

rio,

com

o es

la C

ED

AW

y la

Pla

ta-

form

a de

Bei

jing.

Sen

sibi

lizac

ión

y ap

ertu

ra

para

la c

once

ptua

lizac

ión

de

géne

ro.

Impu

lso

de la

rat

ifica

ción

y

aplic

ació

n de

con

veni

os

inte

rnac

iona

les

eman

ados

de

la O

rgan

izac

ión

Inte

rnac

iona

l de

l Tra

bajo

. A

rtic

ulac

ión

con

las

dem

ás

mec

anis

mos

esp

ecia

lizad

os

en g

éner

o pa

ra la

ela

bora

ción

de

l Pla

n N

acio

nal d

e Ig

uald

ad

y E

quid

ad d

e G

éner

o –P

LA-

NE

G II

.

El m

ecan

ism

o es

peci

a-liz

ado

de g

éner

o pa

ra

fort

alec

erse

req

uier

e la

as

igna

ción

de

recu

rsos

hu

man

os y

técn

icos

con

m

ayor

exp

ertis

e en

el

tem

a de

gén

ero.

Pro

ceso

lent

o y

limita

do

de la

inco

rpor

ació

n de

la

per

spec

tiva

de g

éner

o en

todo

el a

ccio

nar

de la

S

ecre

taría

de

Est

ado

de

Trab

ajo.

La

inte

rrel

ació

n y

coor

dina

ción

con

to

dos

los

dem

ás d

epar

tam

ento

s de

la

Set

Fal

ta d

e in

depe

nden

cia

pres

upue

s-ta

ria.

Fal

ta d

e pa

rtic

ipac

ión

de lo

s fu

n-ci

onar

ios

com

pete

ntes

del

dep

arta

-m

ento

en

los

even

tos

inte

rnac

iona

les

real

izad

os e

n el

ext

erio

r

Sur

inam

e R

ealiz

ació

n de

cur

sos

de c

apac

ita-

ción

voc

acio

nal p

ara

muj

eres

Bue

na c

omun

icac

ión

entr

e lo

s pu

ntos

foca

les

en e

l Min

iste

rio y

en

la O

ficin

a N

acio

nal C

oord

inad

ora

Mec

anis

mo

naci

onal

de

coor

dina

-ci

ón d

ébil

(sub

repr

esen

tado

) N

o ha

y un

equ

ipo

de tr

abaj

o a

tiem

-po

com

plet

o L

os c

once

ptos

de

géne

ro n

o se

tr

ansv

ersa

l iza

n, s

e si

gue

cons

ide-

rand

o co

mo

un te

ma

sepa

rado

.

Documents

The Institutionalization - oas.orgEN].pdfOAS Cataloging-in-Publication Data The Institutionalization of a gender approach in the Ministries of Labor of the Americas. p. ; cm. ISBN