Post on 22-Dec-2015
Gender Equity Seal Equality Means
Business
Promoting Gender Equity and Productivity in the Private Sector
Maya Morsy, PHD Country Coordinator
Egypt
GES STORY
Gender Equity SEAL in Egypt is modeled after the Mexico (Generosidad – Generosity)
supported by the World Bank
In Egypt it is a UNIFEM World Bank initiative that started in 2007 Led by the
Ministry of Investment, and in partnership with the National Council For
Women and Ministry of Manpower and Immigration
GES RATIONALE The full participation of women and their active role in private
sector development is crucial for overall economic growth and development.
Low female labor participation imposes costs on the economy. On the basis of efficiency alone, it is essential to tap and capture these under-utilized resources. It is essential to tap on these “unused” or “underused” resources.
There is a strong correlation between women’s incomes and family welfare..
The principle of equality and its application constitute one of the fundamental rights that are internationally recognized. Equity in the workplace should, therefore, be recognized as a basic principle and as a right in all countries.
GES OBJECTIVE
To institutionalize gender equity policies and facilitate equal opportunities for men and women in access to
jobs, working conditions, as well as professional development, training, and participation in decision-
making processes.
GES DEFINED AS
A management systems focus and seeks to enable ongoing improvement and self-assessment, as well as the identification and lessening of gaps that may exist between men and women through the application of
measures that favor equal opportunities.
The Seal will be granted for 2 years, and after the 2 years another auditing visit to be conducted by the Seal Team, to make sure that the firm/organization is improving
and maintaining the equity policies, then the Validity of the seal is renewed.
The Seal will be granted for 2 years, and after the 2 years another auditing visit to be conducted by the Seal Team, to make sure that the firm/organization is improving
and maintaining the equity policies, then the Validity of the seal is renewed.
To promote gender equity in employment and earnings and enhance the productivity of
women in the Egyptian labor force
Overall Development Goal
• “One Business Community…Equal Opportunity”• The main implementing partner is the Ministry of
Investment and the General Authority for Investment in Partnership with the Ministry of Manpower and
Immigration and National Council For Women.• The initiative aims at enforcing gender equity in 10
private firms. • Capacity Development intervention with tailored
training modules.• Technical Assistance through out all the steps to reach a Letter of Readiness for an auditing phase.
• A Certification Process with a seal in compliance of the private firm with the gender equity principles.
RBI: RBI: ““One Business CommunityOne Business Community…… Equal Equal OpportunityOpportunity””
Champions of The Project
CIB
Prime
Arafa
Egywear & Carter
CID
Olympic
El Araby
Sekem
ElectroStar
Nile Pharmaceuticals
Friends of the Project (Control Group)
• Goldy-Bahgat Group • Arabeya Pharmaceuticals • Suez Bank• Electrometer Sweidy Cables• CIB Captial• BTM• Concrete• Helcometals
PARTNERS
PROCESS
Technical Team :Provision of technical
services to firms
Training Team: Training in areas
identified by the Action Plan
Audit/Seal Team:
Pre-audit
&
certification
of gender equity
Social Marketing:
Full scaled marketing
&
communication strategy
developed to promote
gender equality
- Form a Gender Equity Committee in each company (almost 50% men & 50% women)- Conduct a situation analysis using a self assessment questionnaire & statistically analyze results- Develop an action plan- Provide a training needs assessment -Follow up on action plan-Report on good practices- Prepare the letter of readiness
PROCESS
Technical Team :Provision of technical
services to firms
Training Team: Training in areas
identified by the Action Plan
Audit/Seal Team:
Pre-audit
&
certification
of gender equity
Social Marketing:
Full scaled marketing
&
communication strategy
developed to promote
gender equality
-Prepared 6 generic training modules as follows:-Module 1: The Importance of Gender Equity in the Firm
Module 2: Effective Practical Tools for Promoting Gender Equity in the Firm Module 3: Recruitment and Gender Equity Module 4: Training and Gender Equity Module 5: Career Development and Gender Equity Module 6: Working Towards a Safe Work Environment (Sexual Harassment)
PROCESS
Technical Team :Provision of technical
services to firms
Training Team: Training in areas
identified by the Action Plan
Audit/Seal Team:
Pre-audit
&
certification
of gender equity
Social Marketing:
Full scaled marketing
&
communication strategy
developed to promote
gender equality
-Building a base to promote the GEME Project via designing, drafting, and printing Seal/Logo, Posters, Stands, Brochure, Slogan, Training Certificate -Initial Media campaign to rise awareness among the general public-Three (3) Talk Shows about the RBI project have taken place till April 2009 live on the Egyptian Satellite Channel and one (1) on Nile International News Channel-A full operational plan was drafted and approved by UNIFEM to execute the media plan designed by the team, to determine target groups, approaches, and outcome to promote gender equity and to specify indicators and instruments and advice the “Implementers of the Project” accordingly
PROCESS
Technical Team :Provision of technical
services to firms
Training Team: Training in areas
identified by the Action Plan
Audit/Seal Team:
Pre-audit
&
certification
of gender equity
Social Marketing:
Full scaled marketing
&
communication strategy
developed to promote
gender equality
-Preparation of a specific audit methodology-Certify compliance with agreed-on gender equity principles and standards
-Implementation of a two-phase certification -Preparation of annual reports assessing audit experiences & recommendations -Preparation of a good practices report
GES Auditing • 1No Progress: The action/policy has not been implemented within the
firm; there is no evidence or documentation the action/policy.
• 2 Underdeveloped and/or Not Implemented: The action/policy has not been implemented; however, there is evidence or documentation that the policy/action is being developed.
• 3 Implemented but Requires Improvement: The action/policy has been implemented and documented but requires improvements and corrections in order to meet the requirements specified in the Gender Equity Seal. There is sufficient evidence that the action/policy is near completion.
• 4 Completed and Efficient: The action/policy has been implemented
and documented; the action/policy has been evaluated internally by the gender equity committee and the committee has documented improvements in the firm; there is significant evidence that shows the completion of the requirements specified in the Gender Equity Seal.
Audit Methodology of GESLinkage to the Women
Empowerment Principles UNIFEM and Global Compact
GES AUDITING 1 Planning (Policy on Gender Equity, Actions that Favor
Gender Equality, Objectives, Organizational Goals, ) Political Will and Support of Higher Management Gender Equity Committee/Gender Coordinator with
Decision Making Power established Gender Policy - Participatory –Documented System–
Translated into Action – Time Bound – Manual and Guidelines- Disseminated - Implemented and Evaluated
Periodic Reports to Higher Management on Performance
Monitoring of Progress on Gender Equality Indicators
Establish high level corporate support for gender equality (First Principle )
ADD Progress as a Factor in Managers Performance Reviews
=
GES AUDITING 2 Equal Opportunities and Compensation , Recruitment and Promotion,
and Compatibility between work and home life for men and women) Recruitment Policy Clear , Anti- discrimination policies established Equal Treatment and Gender Neutral Selection Process (From
announcement to hiring ) enforced Equal opportunities in all levels of management and
representation of the firm ensured Part time, Flexible, and hourly working systems encouraged Equal Pay for Equal Work (Policy and Application) Cost benefit analysis for childcares service Protections against personnel losing their position, title, or level
of employment upon leaving for excused/ recognized maternal or paternal purposes
Maternal Leave Ensured
Treat all Women and men fairly at work- respect and support human rights and non discrimination (Second
Principle)
GES AUDITING 3• Health and Work Environment and Sexual Harassment Familiarity with the laws and codes for hygiene and safety in the
work place Availability of the medical services within and outside the firm for
workers Spelling out the different work and health-related risks for men
and women and ways to prevent such risks Sexual Harassment Policy or Code of Ethics announced Confidentially and privacy of an employee’s harassment case are
protected Safety of Women during commuting to and from Work ensured
Ensure the health , safety and well being of al women and men workers ( Third Principle )
ADD Train security staff and managers to recognize signs of violence against women and understand laws and company policies on human trafficking, labor and sexual exploitation.
GES AUDITING 4• Training , Self Development and Promotion
Equal Opportunities in training and Promotion Perception of Equal Opportunities by the All Employees Training programs conducted during office hours Equal Access to information Criteria for personal development and advancement clear
and transparent within the firm Availability of intention or proactive measures by the
Managers to develop women leaders in the firm Existence of Gender Neutral Performance Evaluation
System
Promote education , training and professional development for women (Fourth Principle )
ADD Equal Opportunities for Informal Mentoring=
GES AUDITING 5• Evaluation of Gender Equity Process in the Firm Defined and documented the procedures for monitoring and
evaluating the gender equity policy Team within the firm assigned to evaluate the execution of the
gender equality plan Evaluations Results disseminated throughout the firm Firm work to better meet the demands of the gender equity policy
and recommendations from the evaluation Established gender equality indicators so that the gender equity
policies can be evaluated with respect to the objectives and goals outlined by the firm
Top Management Procedures to Review the Gender Equity Policy and provided analysis for areas of improvement
Measure and publically report on progress to achieve gender equality Seventh Principle
WHAT IS MISSING AND COULD BE ADDED
• Implement enterprise development, supply chain and advertising practices that empower women.
• Promote equality through community initiatives and advocacy.
Companies Results
81 % to 98 %
Mainstreaming gender perspective and a culture of equity in private and public organizations, based on the possibility of women and men having access, on
equal terms, to the production and distribution of goods and services