REPUBLIC OF KENYA

GENDER MAINSTREAMING IN THE GOVERNMENT OF KENYA Presented by: LEAH KIURA

Training Objective
To enhance the capacity of officers to understand and appreciate the importance of gender in development. To enable officers to identify gender needs / gaps, priorities and to integrate them in policy formulation, programming, implementation, monitoring and evaluation.

OUTLINE
Definition of terms Background to Gender Mainstreaming in Kenya Gender Mainstreaming at Policy Level G/M at Institutional / Programme Levels Challenges to Gender Mainstreaming Introduction of G/M in PCs Way Forward

What is Gender?
Is the social construction of roles, responsibilities and behaviour patterns assigned to men and women, boys and girls in a given society in time. Through process of socialization society provides gender identity to males and females Differs from culture to culture Changes in time

What is Sex?
Is the biological differentiation between women and men Is Natural Is Permanent

What are Gender roles?

Socially defined tasks/activities/ duties/responsibilities ascribed to men/women based on perceived differences. Affect division of labour in devt. Most cultures define child rearing solely as female role excluding males. Role of heading family solely for men yet it can be performed by either sex. Change over time & differ between cultures i.e in most communities the role of building houses is ascribed to men; in Masai community it is womens duty.

What are Sex Roles ?

These are roles determined by our biological endorment They are natural roles They can not be interchanged Males release sperm Females concieve and give birth Females breastfeed

What is Gender Mainstreaming?

Is a strategy for achieving gender equality Strategy to end gender blindness in devt process. Ensures women & men, girls & boys have equal access to & control over resources, opportunities & benefits at all levels.

G/M def. cont.

Involves integrating a gender perspective into design, implementation, M&E of devt policies, plans, programs, projects and legislation at all levels
Gender awareness is enhanced by highlighting existing gender differences (needs, priorities, constraints, opportunities) Ultimate goal of gender mainstreaming is to achieve gender sensitivity, equity and equality

Gender equality

Refers to equal chance for women, men, girls and boys in allocation and access to resources and services. G/E is measured in terms of equality of opportunities and equality of results or reward for labour. Exists where sex-based discrimination is nonexistent Is necessary for achievement of other devt goals i.e. poverty reduction ( ref. MDGs) Womens empowerment is important so that they can influence this distribution by participating in decision making at all levels.

AFRICAN WOMENS FUND

Gender Equity
Refers to fairness or level playing field, where fair treatment is accorded to both men and women. Equity sometimes calls for affirmative action to allow fair play, especially where two groups are competing for same resources and one has an advantage over the other. Example in a mining industry where employees are digging a mine within a given timeframe, it would be fair to allow women more time to complete their task. They are biologically weak in strength as compared to men.

Gender Issues
Are specific consequences of inequality, inequity and differential treatment between women and men. Include biases or discriminatory behaviour towards individuals on basis of sex or social roles ascribed to them i.e denial of a girl-child education in favour of boy-child on grounds that a girl will get married & be an investment to another family or increasing mens entry fees to an entertainment club on basis that they are more financially empowered. Gender issues affect women & men in society & have an impact on development

Gender Concerns
Arise from situations of disparities or imbalances that raise fear or worry that can not be ignored. Many people react to disparities/discriminations, having perceived them as unfair or undesirable at family level,school,community and at national level. When a gender imbalance does not cause anxiety in people then it remains a gender disparity i.e early and forced marriages are encouraged in some communities as much as it is a gender issue. It becomes a concern when majority of people in the community realize it is not good and should be stopped.

Gender gaps / disparities

Refers to systematic differences in outcome that men and women achieve in an individual sector. It is imbalances/differences that arise due to social assigned gender roles/issues i.e gap between the number of enrolled male nurses vs women nurses; number of female pilots vs male pilots; piloting is viewed as masculine and not meant for women.

Gender stereotypes

Are common perceptions or assumptions about the characteristics of a person based on false and unproven hypothesis Are based on sexism or sexual discrimination statements like womens place is in the kitchen, women cannot make leaders, men do not cry etc are stereotyped.

Gender Responsive
Refers to taking into account gender gaps and gender issues to inform plans, implementation and design of any processes A gender responsive budget would require an analysis of actual expenditure and revenue of men vs women and adjusted appropriately to address any gender inequality.

Gender Analysis
Is the systematic effort to research, document and understand the roles of women and men within a given context, and how a particular activity, decision or plan will specifically affect women or men. G/A makes visible the advantages and disadvantages experienced by men or women, in relation to an issue Provides the basis for taking steps to address disadvantages, and for devising remedial/ preventive interventions. G/A allows for more just and equal representation of all men and women in shaping human society.

Gender Responsive Budgeting

Refers to process that responds to specific needs of women, men, girls and boys in setting priorities in allocation of resources. Gender Responsive Budgets highlight the differential impacts of resources allocation in various sectors as well as enable dialogue on ways to address these gaps. Gender budgets do not only look at monetary numbers but also policy analysis, implementation and M&E of programmes and the impact they have. Gender Responsive budgeting goes to the heart of mainstreaming gender in government activities.

Gender and Development (GAD)

GAD aims at meeting women and mens practical and strategic gender needs. Should be considered across all sectors and at all levels of broad devt policies Challenges the existing division of labour and power relations. Looking at only women is half the problem solved Looking at women in relation to men and the way in which relations between the two are socially constructed is fully solving the problem. GAD is more confrontational approach based on the premise that if women have to be part of mainstream; men have to be part of the change.

GADs main focus

Not concerned with women per se but with social construction of gender and assignment of specific roles, responsibilities and expectations to women & men Seeks to understand the root causes of gender inequality and address itself to their causes. Recognizes the need to look at equity of impact Addresses the interrelationship between gender roles, access to and control over resources and power. Seeks to ensure both men and women participate, control and benefit equally from devt. Recognizes that women may be involved in devt but may not necessarily benefit.

Govt Position on G/M

Government of Kenya is committed to promotion of gender equality and womens empowerment in compliance with: Several global and regional instruments, conventions, resolutions and declarations that she is signatory to.

These include
Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW),1981. The Beijing Declaration and Platform for Action, 1995 Millennium Development Goals (MDGs), particularly Goal No.1& 3 (Eradication of poverty, G/ Equality and womens Empowerment ).

Instruments cont.
Protocol to the African Charter on Human and Peoples Rights on the Rights of Women in Africa -2003 The AU Solemn Declaration on Gender Equality in Africa- 2004 Vision 2030 and Medium Term Plan (2008 2012 National Policy on Gender & Devt,2000 Presidential Directive on 30% A.A. for women

BRIEF BACKGROUND TO G/MAINSTREAMING IN KENYA

In pre-independence days white female philanthropists supported women specific activities (WID) 1960s into 1970s Govt enhanced the programme 1975 UN Womens Conference demanded all governments set up instruments to deal with womens issues 1976 the government established the Womens Bureau in the department of Social Services

Background cont.
2007 Min. of Gender, Sports, Culture and Social Services created. Now Ministry of Gender, Children and Social Development. Its mandate is to spearhead mainstreaming of gender in public policy, plans and programmes. Gender Commission established to play oversight role over public institutions in G/M Social,political,and Institutional resistance to G/M witnessed.

Background cont.
In 2006 Head of Public service asked all ministries and state corporations to appoint gender officers and establish gender units. In July 2009 gender mainstreaming became a requirement in the performance contract of all Permanent Secretaries & CEOs of all state corporations.

GENDER MAINSTREAMING AT POLICY LEVEL

From July 2009 there exist clear guidelines and all ministries now formulating sector specific gender policies to guide programmes and gender responsive activities from the top to the district level. MGCSD mandated to play advisory role to all ministries and state corporations to ensure G/M is appropriately done at all levels.

POLICY ACHIEVEMENTS
The National Policy on Gender and Development (2000) Sessional Paper No. 2 of 2006 on Gender Equality and Development Plan of Action to implement the policy (20082012) Presidential directive on 30% Affirmative Action for women in appointments & promotions Establishment of National Commission on Gender and Development.

POLICY ACHIEVEMENTS CONT.

Establishment of Department of Gender and Social Development. Establishment of Gender Units in Government organisations Enactment of the Childrens Act, 2001 Enactment of the Sexual Offences Act of 2006. It is being implemented the first conviction saw life imprisonment of a child defiler

POLICY ACHIEVEMENTS CONT.

The Employment Act, 2007: Prohibits termination of employment on basis of pregnancy, extends maternity leave from 2 to 3 months with full pay (exclusive of annual &sick leave) Outlaws discrimination on basis of training, promotion, terms & conditions of employment Equal pay for equal work value, prohibits sexual harassment Provides for 2 weeks paternity leave

POLICY ACHIEVEMENTS CONT.

Marriage Bill, 2009, Matrimonial and Property Bill 2009, Family Protection Bill 2009, presented to Cabinet and feed back received. Free primary education Subsidized Secondary education Higher Education Bursary Scheme (girls &boys from poor backgrounds) Affirmative action for girls selection to public universities (one point less for girls).

POLICY ACHIEVEMENTS CONT.

Reforms in Military and Kenya Police

Women given equitable opportunities with men Women serve alongside males in Army, Navy, Air force & police

G/MAINSTREAMING AT INSTITUTIONAL/PROGRMMES LEVEL

AGRICULTURAL PRODUCTION

Agriculture is largest prod-ve sector in economy Sector accounts for 60% total national employment Women provide 75% of agricultural labour

Agric. Cont.
Women concentrated in subsist. agric. with limited access to productive resources Most women work in agricultural sector as casuals Men dominate large-scale cash crop production Men are main beneficiaries of agricultural extension services

ACCESS TO EDUCATION
Govt Policy on Free Primary Education (2003) increased primary school enrolment by 3.5% from 8.3 million in 2007 to 8.6 million in 2008. Support for girl-child education in conformity with Education For All (EFA, 2000) by 2015. Gender parity in primary school enrolment virtually achieved Disparities exist in Secondary School enrolment. Parallel Programmes in Public Universities have enhanced Women enrolment.

Women at a University Graduation

MINISTRY OF GENDER
WEF Grants to Self Help Groups Cash Transfer to the Elderly (>65) Cash Transfer to OVCs Campaign Against GBV/FGM/c

ECONOMIC EMPOWERMENT
Overall figures for recruitment of men & women in public sector show women are 30.9% vs men 69.1% of workforce. Employment and promotion of women in civil service tilted in favour of men. Though ministries and State corporations have made efforts to employ & promote women, gender equity still far from realization. 72% of women employed in civil service work in lower cadres ( J/G H and below).

DISTRIBUTION OF CIVIL SERVICE WORKFORCE BY JOB CATEGORIES AND SEX, JUNE 2010

Job groups
P and above J-N H and below

Female

Male

Total

% Female

810 16,822 20,581 38,213

2,392 23,684 35,225 61,301

3,202 40,506 55,806 99,514

25.3 41.5 36.9 38.4

Total

DISTRIBUTION OF CIVIL SERVICE WORKFORCE BY JOB CATEGORIES AND SEX

30000 25000
NUMBER

27,437

20000 15000 10000

5,094 14,602 13,980

Female Male

5000
334 1,309

P and above

J-N
JOB GROUP

H and below

DISTRIBUTION OF WOMEN IN CIVIL SERVICE BY JOB CATEGORIES P and above 2% J-N 26%

H and below 72%

Econ.Emp cont. In Parastatals women are 39.2% compared to 60.8% men. Women in senior positions less than 30% of workforce in that cadre. Women mainly positioned in lower ranks: clerical, secretarial and messengerial positions.

Econ.Emp cont.
In Local Government women are less than 10% of top- management. Majority of women (76%) are low-level staff: sweepers in offices, markets and revenue collectors in bus-parks.

POLITICAL AND SENIOR DECISION-MAKING POSITIONS BY SEX (MAY 2009).

RANK May 2006 Women President Prime Minister Deputy Prime Minister Ministers Assistant Ministers National Assembly Ambassadors/ High Commissioners Permanent Secretaries (PS) Provincial Commissioners (PC) Deputy Secretaries Councilors Lawyers 0 0 0 2 6 18 11 5 0 21 377 1708 Men 1 0 0 32 40 204 29 25 8 77 2460 3277 Total 1 0 0 34 46 222 40 30 8 98 2837 4985 (%) Women 0 0 0 5.9 13.0 8.1 27.5 16.7 0 21.4 13.3 34.3 May 2009 Women 0 0 0 6 6 22 11 7 1 33 393 1763 Men 1 1 2 36 46 200 29 37 7 92 2093 3334 Total 1 1 2 42 52 222 40 44 8 125 2486 5097 (%) Women 0 0 0 14.3 11.5 9.9 27.5 15.9 12.5 26.4 15.8 34.6

 Data shows women are grossly underrepresented in top decision-making positions. Male representation in the legislature and top magmnt positions disproportionately higher than females. Under-representation of women linked to a range of socio-cultural, political and economic factors.

GOVERNMENT INTERVENTION Establishment of Women Enterprise Fund (WEF) Youth Enterprise Fund (YEF) Grants to women groups Presidential Directive on 30% rep. by women in Constituency Development Fund Committees Presidential directive on 30% Affirmative Action for Women in employment and promotion.

CHALLENGES TO GENDER MAINSTREAMING IN KENYA

Inadequate political will Poor funding of gender activities Misconceptions about gender in government and in society (culture) Inadequate skilled manpower in Gender Mainstreaming

Challenges to G/M cont.

Lack of gender sensitive indicators in plans,and in M&E reports. Sensitize staff in gender mainstreaming Lack of gender sensitive budgets Lack of gender audits to verify prog. expenditure vs benefits and impacts on men and women

Introduction of G/M in PSs PCs

Develop a gender framework/policy specific to your sector Identify gender issues,concerns & develop strategies for addressing them Collect sex-disaggregated data from your sector Sensitize staff on gender mainstreaming Monitor implementation of 30% Affirmative Action in your organisation and report on regular basis Make quarterly reports- Gender Commission

CONCLUSION.
To effectively mainstream gender in ministerial policy and programmes: Increase staffing of public institutions with qualified female officers in top management to participate in decision making Establish gender Units in all targeted institutions Empower gender units to have enough authority to influence opinions and change attitudes Provide adequate resources for G/M work Mainstream Affirm. Action in constitution Partner with like-minded stakeholders

END

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