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Gender Analysis of Civil Service Training Working Towards equal opportunities for women in the civil service
Welcome <ul><li>Hedwig Schlags Women’s Employment Promotion Project </li></ul><ul><li>Rachel Wareham Gender Mainstreaming ...
Introduction <ul><li>Report Purpose </li></ul><ul><li>Commitments to Gender Equality by Afghan Government </li></ul><ul><l...
Women in the Civil Service <ul><li>Statistics </li></ul><ul><li>Current Environment </li></ul><ul><li>Categories </li></ul...
Statistics <ul><li>No central source of number of civil servants </li></ul><ul><li>No gender-disaggregated data </li></ul>...
Current Environment <ul><li>Lack of central coordination and tracking </li></ul><ul><li>Lack of merit-based selection syst...
Categories <ul><li>Women in senior- and mid-level managerial and policy-making positions </li></ul><ul><li>Women in admini...
Civil Service Reform <ul><li>IARCSC </li></ul><ul><li>PAR </li></ul><ul><li>PRR </li></ul><ul><li>RRR </li></ul>
Civil Service Training <ul><li>No centralized coordination or tracking </li></ul><ul><li>Attempt at general inventory by m...
Recommendations <ul><li>General: </li></ul><ul><li>President Karzai should hold government officials publicly responsible ...
Recommendations <ul><li>For women who will be displaced in the civil service reform process: </li></ul><ul><li>Provide opp...
Recommendations <ul><li>For women in senior- and mid-level managerial and policy-making positions: </li></ul><ul><li>Provi...
Recommendations <ul><li>For women in administrative and technical positions: </li></ul><ul><li>Provide business communicat...
Recommendations <ul><li>For women in support positions such as cleaners and tea servers: </li></ul><ul><li>Conduct a relev...
Recommendations <ul><li>For women who will enter the civil service in the near- and medium-term future: </li></ul><ul><li>...
Contact the Authors <ul><li>Rosemary Stasek  Consultant [email_address] </li></ul><ul><li>Sarah Ahmadyar Program Assistant...
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Gender Analysis of Civil Service Training

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Transcript of "Gender Analysis of Civil Service Training"

  1. 1. Gender Analysis of Civil Service Training Working Towards equal opportunities for women in the civil service
  2. 2. Welcome <ul><li>Hedwig Schlags Women’s Employment Promotion Project </li></ul><ul><li>Rachel Wareham Gender Mainstreaming Project </li></ul>
  3. 3. Introduction <ul><li>Report Purpose </li></ul><ul><li>Commitments to Gender Equality by Afghan Government </li></ul><ul><li>Methodology </li></ul>
  4. 4. Women in the Civil Service <ul><li>Statistics </li></ul><ul><li>Current Environment </li></ul><ul><li>Categories </li></ul><ul><li>Civil Service Reform </li></ul>
  5. 5. Statistics <ul><li>No central source of number of civil servants </li></ul><ul><li>No gender-disaggregated data </li></ul><ul><li>180,000 to 325,000 total </li></ul><ul><li>One estimate 38,000 women </li></ul><ul><li>One estimate 60% of women teachers </li></ul>
  6. 6. Current Environment <ul><li>Lack of central coordination and tracking </li></ul><ul><li>Lack of merit-based selection system </li></ul><ul><li>Lack of post-training evaluation </li></ul><ul><li>Lack of post-training information sharing </li></ul><ul><li>Fossilized/discriminatory civil service infrastructure </li></ul>
  7. 7. Categories <ul><li>Women in senior- and mid-level managerial and policy-making positions </li></ul><ul><li>Women in administrative and technical positions </li></ul><ul><li>Women in support positions such as cleaners and tea servers </li></ul><ul><li>Women who will be displaced in the civil service reform process </li></ul><ul><li>Women who will enter the civil service in the near- and medium-term future </li></ul>
  8. 8. Civil Service Reform <ul><li>IARCSC </li></ul><ul><li>PAR </li></ul><ul><li>PRR </li></ul><ul><li>RRR </li></ul>
  9. 9. Civil Service Training <ul><li>No centralized coordination or tracking </li></ul><ul><li>Attempt at general inventory by ministry and provincial administration </li></ul><ul><li>Source – ministries, NGO’s and training providers </li></ul>
  10. 10. Recommendations <ul><li>General: </li></ul><ul><li>President Karzai should hold government officials publicly responsible for a commitment to gender equality </li></ul><ul><li>Independent Administrative Reform & Civil Service Commission (IARCSC) should form an equity unit </li></ul><ul><li>Implement RRR process immediately with gender component </li></ul><ul><li>Implement gender-sensitive merit-based selection processes for training attendees. </li></ul><ul><li>Ministries and donors participate in central training tracking </li></ul>
  11. 11. Recommendations <ul><li>For women who will be displaced in the civil service reform process: </li></ul><ul><li>Provide opportunity for retraining as teachers </li></ul><ul><li>Provide intensive English language training </li></ul>
  12. 12. Recommendations <ul><li>For women in senior- and mid-level managerial and policy-making positions: </li></ul><ul><li>Provide business communications training </li></ul><ul><li>Provide training for effective access to women in the Parliament </li></ul>
  13. 13. Recommendations <ul><li>For women in administrative and technical positions: </li></ul><ul><li>Provide business communications training </li></ul><ul><li>Provide intensive English language training </li></ul>
  14. 14. Recommendations <ul><li>For women in support positions such as cleaners and tea servers: </li></ul><ul><li>Conduct a relevant needs assessment </li></ul>
  15. 15. Recommendations <ul><li>For women who will enter the civil service in the near- and medium-term future: </li></ul><ul><li>Assist in GTZ research project on civil service employment for women </li></ul>
  16. 16. Contact the Authors <ul><li>Rosemary Stasek Consultant [email_address] </li></ul><ul><li>Sarah Ahmadyar Program Assistant [email_address] </li></ul>
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