Gender product

1. Module 5: Gender Friendly Policy and
Budgeting

2.  Gender policy is a formal, specified set of objectives
and guidelines integrated into general organizational
policies, programs, structures and activities that
recognizes and respects diversity and gender, while
promoting gender equality for all stakeholders within
the organization and those affected by it. Beyond
setting objectives, indicators are developed to assess
and evaluate the degree to which gender equality
objectives are being achieved.
 Note:
1. identifying objectives,
2. establishing guidelines,
3. acknowledging diversity,
4. setting indicators,
5. evaluating progress

3.  To explicitly state the organizational
commitment towards gender
 To provide a framework for effectively integrating
gender concerns into the organizational agenda
and domain
 To create equal opportunities and a conducive
environment for women and men at the work
place
 To promote equal representation and
participation in decision making in the
professional and administrative levels.
Source: WASSAN Gender Policy http://wassan.org/gender_policy

4.  Gender policy is an output of gender
mainstreaming; formed as a result of gender
analysis of the organization and developed
through a participatory engagement of
stakeholders
 Emphasis here is more on what gender policy
tries to achieve than what it is; that is, for women
and men to have equal access to power and
resources.
 Policy may be viewed in terms of what is external
to the organization or what is within that affects
its structure and operations.

5. External processes
 Adaptation
 Goal Attainment
Internal Processes
 Latency
 Integration

6.  What are the goals of this organization? Are these
goals related to gender?
 Do the products/services/activities/projects of
this organization affect gender relations or
inequalities?
 Who are the beneficiaries/clients of the products
and services of the organization?
 In what ways have gender aspects been
incorporated in strategic plans and projects?
 What is the organization’s image to other
organizations or persons in terms of gender?
Source: OD Toolkit: Gender and Diversity 3: Gender Policy, goals and
actions

7.  How many men/women work in the organization and
in what positions?
 Do problems arise when staff members wish to
combine their work with caring for family?
 Have measures been taken to promote the intake and
promotion of women and to prevent undesirable
outflow?
 Are new employees selected on the basis of their
gender awareness and are gender aspects
incorporated as a starting point in all training courses
and programs?
 Does the organization have gender focal persons?
Source: OD Toolkit: Gender and Diversity 3: Gender Policy, goals and
actions

8.  Many policies and policy makers are suffering
from ‘gender blindness’ which refers to the
inability of planners, administrators,
practitioners, researchers or anyone associated
with a program or organization to see that
situations, actions or policies may have a
differential impact upon males and females.
 The result is that there is no attempt to
incorporate gender into the planning for male
and female stakeholders with the likely outcome
that women or men will be disadvantaged

9. According to Social Relations Gender Analysis
Framework (SRF), there are different categories of
institutional gender policy:
 Gender blind
 Gender aware
 Gender neutral
 Gender specific
 Gender redistributive
Seeks to analyze gender inequalities and how to
rework gender relationships between people and
with resources to improve human well-being as
the final goal of development.
Source: Framework developed in UK at IDS by Kabeer

11.  Staff composition/representation
 Workplace environment
 Staff capacity building
 Organizational Policies and Systems
 Staff Benefits

12. UI Gender Policy Statement:
“The University of Ibadan is committed to the
attainment of gender equity in society. To this
end, the University shall stimulate and nurture a
gender friendly space to ensure the integrity and
dignity of staff, students, service providers and
other members of the university community.”
Policy Statement:
“To be a world-class university where gender
equity is institutionalized and students and staff
integrate gender friendly perspectives into
personal and professional dealings in achieving
the aims and goals of the University.”

13.  Persons: all staff, students, contractors and
service providers, visitors and other groups of
persons including, but not limited to children
wards and other dependents of staff.
 Issues:
a. Teaching – curricula and facilities;
b. Learning – curricula and environment;
c. Research – incorporating gender perspective in
research and innovations;
d. Service – gender sensitivity in community,
national and international service/outreach

14.  All sectors of the university community
participated in meetings: academic staff of
different faculties, students, different
categories of non-academic staff,
administrative staff, etc. to establish the
gender-specific issues to be assessed to
establish a better and safer environment for
males and females.
 University Senate considered the Policy and
approved it in 2012 at which time it went into
operation.

15.  A Gender Mainstreaming Office was
established with staff to monitor
effectiveness of the policy implementation
and provide a ‘gender lens’ to evaluate
university activities.
 Capacity building workshops held throughout
the university with different groups of
stakeholders.

16.  Part of the Gender Mainstreaming strategy
 Focuses on a gender-based analysis and
equality-oriented evaluation of the
distribution of resources – mainly money,
time as well as paid and/or unpaid work.
 Goal of gender budgeting is to achieve a
gender-equal distribution of resources.
Source: Blickhauser and von Bargen (2007)

17.  GB does not only include the ‘official’ monetary
economy (money flows, income, paid work), but
also private, unpaid reproductive work
(family/child/elderly care, voluntary services).
The most important resource that clearly shows
the gender-relevant interactions of these two
areas is time.
 Due to the prevailing gender-specific division of
labor, the greater share of the burden of unpaid
work falls to women.
 Gender budgeting should not be limited to public
institutions, but industrial enterprises,
associations, NGOs and other institutions and
organizations.

18.  Women and men are not homogeneous
groups: as there are differences between the
groups, there are also differences within the
gender groups (i.e. not all women are the
same)
 Unpaid work is an important part of the
economic performance of a society which can
only be reasonably determined by taking the
element of time into consideration.
*Source: Blickhauser and von Bargen (2007)

19.  The Beijing Platform for Action #201
Paragraph 73 (b) points to the fact that the
mainstreaming process needs to start at the
level of ‘macroeconomic and social
development policies and national
development programmes’ [#72 (a)] and
therefore from the point of resource
allocations and there is therefore the need to

20.  'Incorporate a gender perspective into the
design, development, adoption and execution
of all budgetary processes, as appropriate, in
order to promote equitable, effective and
appropriate resource allocation and establish
adequate budgetary allocations to support
gender equality and development
programmes which enhance women 's
empowerment’.
 Beware of projects for women just attached to
the main programme

21. 1. Analysis of the actual situation for women and
men, girls and boys in a given sector
2. Assessment of the extent to which the sector’s
policy addresses the gender issues and gaps
described in the first step.
3. Assess adequacy of budget allocations to
implement the gender sensitive policies and
programs identified.
4. Monitoring whether the money was spent as
planned, what was delivered and to whom?
5. Assess impact of the policy/program and if
there is greater gender equality as a result.

22. 1. Policy Appraisal
2. Gender Budgeting
3. Gender Auditing: process of reviewing
financial outlays vis-à-vis what was planned:
looking at outcomes and impacts of
budgetary expenditures

23.  In 2008, Federal Government of Nigeria under
the Federal Ministry of Women Affairs and Social
Development developed the National Gender
Policy Strategic Framework for 2008-2013.
 Listed several guiding principles including:
1. Making gender analysis an integral part of all
policy articulation, implementation and
evaluation undertaken not only by Government
at all tiers and within all arms, but also by all
stakeholders.
2. All stakeholders in society have a role to play in
the achievement of gender equity and equality.

24. 3. Instituting a gendered culture for cooperative
interaction of women and men, recognizing
human rights of all persons, respecting women’s
and men’s capabilities.
4. Transformation of the policy environment within
which gender programs are to be implemented,
supported by resources – financial and technical,
demonstrating political will.
5. Reforming and strengthening existing structures
of the national gender management system.

25. 6. Promoting the empowerment of women
through the bridging of existing gender gaps,
using policies and legislation of affirmative
action if necessary.
7. Policy builds on existing structures and
practices as well as draws from international
experiences and practices.

26.  Section II: Looking at the strategic development
results framework, outcomes and outputs are
identified, with indicators to monitor progress,
designated agencies responsible for
implementation and timelines.
 Section III: Activities are specified to achieve the
outcomes and outputs that relate to the
objectives
 Section IV: Putting budgetary allocations to the
policy objectives to be achieved with
corresponding outputs and activities

27.  What do you think the objectives are/should be?
 How is this gender policy likely to affect aspects of
the organization – i.e. staff composition,
representation, workplace environment, etc.?
 Who does this apply to?
 How should the policy be developed – what kind of
participation should take place?
 What monitoring mechanism should be put in place?
 What implications with the gender policy have upon
budgetary allocations?
 What other issues should be taken into consideration
for an effective gender policy for IITA?