Takafoa - The Supreme Council for Women Bahrain

Report
Transformative E-Government and Innovation: Creating
a Better Future for All
24 – 27 June 2013
“ Transforming Public Service Delivery to Advance
Gender Equality “
Kingdom of Bahrain
Supreme Council for Women
“ Mainstreaming Women’s Needs into
development : Platforms and Procedures”
25th June 2013
1
The Supreme Council for Women
Origination and Future orientation
Origination of the Supreme Council for
Women
• The Supreme Council for Women was established in 2001, and is
Presided by HRH Princess Sabeeka Bint Ibrahim Al Khalifa.
• The Council is the official body concerned with women affairs.
• It proposes public policies, with regards to the development of
women
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Organizational Structure
Her Royal Highness Princess Sabeeka Bint Ibrahim Al-Khalifa
Wife of HM the King of Bahrain
The council is comprised of 16 members
Mrs. Hala Al-Ansari
Secretary General of the
Supreme Council for Women
Dr. Shaikha Maryam bint
Hassan Al-Khalifa
Deputy President of the
Supreme Council for Women
4
Main Responsibilities
1. Propose public policy in the field of developing women’s affairs
2. Enable women to carry out their role in public life and merge their efforts
with comprehensive development programs.
3. Ensure the implementation of the women-related principles laid down in
the National Action Charter and the constitution of the Kingdom of
Bahrain
4. Follow up and evaluate the implementation of public policies regarding
women.
5. Put forward proposals for amending existing legislations related to
women and express views on draft laws and decisions dealing with
women before they are submitted to the authority concerned.
6. Follow up the application of laws, resolutions and international
conventions regarding women.
5
Supreme Council
for Women Path
Mainstreaming Women’s Needs
Establishing Equal Opportunities
Gender Sensitive Budgeting
Leading National Efforts towards
Women Advancement
Excellence in Organizational Work
Towards Global recognition
National Plan for Bahraini
Women Advancement
(2013 -2022)
National Plan for Implementing the
National Strategy for the Advancement of
Bahraini Women
)2012-2007(
National Strategy for the Advancement of
Bahraini Women
) 2005)
6
Pillar 7
Pillar 6
Pillar 5
Pillar 4
Pillar 3
Pillar 2
Pillar 1
Progressive Transformation towards Interdependence
and Integration of the National Plan
National Impact
Family
Stability
Equal
Opport
unities
Knowledge
Hub
Multiple Outcomes
Plans leveling to Outcomes
Environment
Revision and Correction
Health
Education and
Training g
Quality
of Life
Civil
Society
Family
Economic
Empowerment
Decision
Taking
Life Long
Learning
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Family
Stability
Equal Opportunities Impact
Building supportive
believes
and
confirming practices
that lead to the
fulfillment
of
women’s
needs
within a framework
of justice
and
expansion of choices
and
enhancing
capabilities in the
society in support of
women’s rights
Equal
Opportunities
Quality of
Life
Knowledge
hub
Life Long
Learning
Ensuring the
principals of Justice
and equal
opportunities through
mainstreaming
women's’ needs in
development
programs
Promoting
sustainable
developmental
programs through
implementing the
Bahraini model for
mainstreaming
women’s needs
Achieving
competitiveness in all
sectors and professions
and levels through
empowering women and
building societal
awareness about women's
rights and duties
8
Mainstreaming Women's Needs
Concepts and Platforms
9
Mainstreaming Women’s
Needs in Development
Child
Rearing
Women
Societal
Legislation
Programs
and Plans
Material
Social
Productive
Multiple Roles
Fulfilling
Needs
through
Moral
Services
Multiple Needs
Offering
choices
Equal
Partnership
between
men and
women
10
Equal Opportunities
Ensuring Equality and indiscrimination in offering
opportunities in all areas, such as family, education, work,
securing senior positions, while taking into consideration
the needs, competence and abilities
Although the number of Member Countries that have signed
the Convention on the Elimination of All Forms of
Discrimination against Women (CEDAW)exceeds the
number of countries that signed any other convention of the
United Nations, discrimination against women still exists in
all parts of the World
Sarah Douglas / United Nations
Wage Gap
between
both sexes
ranges 23%
in USA and
28% in
Canada
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The First National Conference
for Bahraini Women
“First National Conference for Bahraini Women” was held in November 2010
Slogan
“ Mainstreaming Women’s Needs in Development Programs … National Efforts :
Equal Opportunities … Justice and development for all “
The conference aimed at stating national efforts exerted towards enhancing
the concept of mainstreaming of women’s needs
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Supreme Council for Women
National Model for Mainstreaming Women’s Needs in Development
Policies
Equal
Opportunities
Units
Gender
Sensitive
Budget
Training
Awareness
Partnership
Follow-up and Evaluation
National Committee to Follow-up the
Implementation of the National Model
13
Main Procedures Implemented to
Execute the National Model for
Mainstreaming Women’s Needs
14
Main Procedures Implemented to
Execute the National Model
National Committee
to Follow-up
the Implementation
of the
National Model
Joint Committee with
the Parliament
Gender Sensitive
Budgeting
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Equal Opportunities Units
Mainstreaming the
needs of women in
the policies, plans
and budgets
Providing gender
segregated
employee and
beneficiary
statistics
Training
employees in the
field
Applying the
principle of equal
opportunities
amongst employees
Raising awareness in
the field of
mainstreaming
women’s needs and
equal opportunities
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Equal Opportunities Units
Ministry / Organization
Ministry of Social Development
Shura Council
Ministry of Foreign Affairs
General Organization for Youth and Sports
Ministry of Labor
Information Affairs Authority
Ministry of Municipalities Affairs and Urban Planning
Ministry of works
Ministry of Culture
Ministry of housing
National Oil and Gas Authority
Ministry of Health
Ministry of Finance
Economic Development Board
Council of Representative
Ministry of Industry and Commerce
Ministry of Transportation
Ministry of Education
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Equal Opportunities Units
Current Status Private Sector
Banking
Sector
Private
Sector
Ebdaa Bank
Petroleum sector
GPIC
Industrial Sector
Alba
18
Equal Opportunities Units
GPIC
EBDAA BANK
- Measuring Equal
Opportunities
between
employees and
beneficiaries
- Revising Mandate
and policies to
ensure the needs
of women are
taken into
consideration
ALBA
- Establishing an equal
opportunity committee
- Revising and
documenting practices
that ensure equal
opportunities
- Providing sex
disaggregated data
- Providing Support
Services for working
women (e.g. nursery –
flexi hours )
- Raising awareness
between
employees about
the national
model and equal
opportunities
- Moving towards
establishing an
equal
opportunities unit
19
Training
• In association with the UNDP two comprehensive training
programs were conducted for Governmental Employees,
workshops included the following fields :
Main
Concepts of
Equal
Opportunities
Building
Awarenes
s and
Advocacy
Team
Work and
building
effective
teams
Gender
Sensitive
Budgeting
Enhancing
Leadership
skills in
Women
Strategic
Planning
Follow up
and
Evaluation
Training of
trainers
• A similar program was
conducted to civil society
organizations, these included:
- Women Organizations
- Professional Organizations
- Public Service Organizations
- Political Organizations
- Youth Organizations
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Awareness and Advocacy
Efforts in building awareness in the field include :
- Seminars and meetings with decision makers
- Workshops targeting all three sectors: civil /public/private
- Publications in the field
- Press Releases and coverage of related events
- Associating a logo ( TAKAFO’A) for all and any productions or activities
related to the national model for mainstreaming women’s needs
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Gender Sensitive Budgeting
Through the coordination with the Ministry of
Finance, it was agreed:
• Government ministries and organizations are to ensure their
budgets are gender sensitive.
• That budgets are allocated for the Equal Opportunities Units.
• To set the principals and standards to analyze the government’s
general budget regarding to the needs of women.
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Gender Sensitive Budgeting
• Four financial circulars have been issued by the ministry of
finance during 2011,2012 and 2013 , all including
instructions of means of taking Gender Sensitive Budgeting
into consideration while setting and implementing the budget
23
Gender Sensitive Budgeting
•Changing the budgeting policies to enhance a budgeting system that contains the
principle of equal opportunities among men and women.
•Reflecting the government’s commitments in issues related to mainstreaming
women’s need in development into commitments reflected in the budgeting.
•Raising awareness among decision makers over mainstreaming women’s needs in the
development process and its impact on the budget.
•Analyzing various effects of the financial policy of the country and its impact on both
men and women.
•Suggesting proposals for the revision of priorities in order to enhance the principle of
equal opportunities
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Gender Sensitive Budgeting
Phase One
Phase Two
Including general
Sex Dissertated
descriptions
Section within
within the
the Budget
budgets
Phase Three
Budget
completely
Gender Sensitive
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Thank you
www.scw.bh
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