PUBLIC SERVICE WOMEN MANAGEMENT WEEK ... Service...6 1. INTRODUCTION The Public Service Women...

1

PUBLIC SERVICE WOMEN MANAGEMENT WEEK

REPORT

2015

2

TABLE OF CONTENT

Figures 3 Tables 3 Abbreviations 4 1. INTRODUCTION 6

2. PUBLIC SERVICE WIDE COMPLIANCE WITH SUBMISSION FROM 2012-2015 6

3. COMPLIANCE WITH PSWMW STANDARD CRITERIA 8

3.1 National Departments 9 3.2 Provincial Departments 9

3.2.1 Eastern Cape 3.2.2 Free State 10 3.2.3 Gauteng 11 3.2.4 KwaZulu Natal 12 3.2.5 Limpopo 13 3.2.6 Mpumalanga 14 3.2.7 North West 15 3.2.8 Northern Cape 16 3.2.9 Western Cape 17

4. SUMMARY OF COMPLIANCE IMPROVEMENT ACCORDING TO PROVINCE 18

5. ANALYSIS OF PRINCIPLES 18

5.1 National Departments 18 5.2 Provincial Departments 22

5.2.1 Eastern Cape 22 5.2.2 Free State 25 5.2.3 Gauteng 30 5.2.4 KwaZulu Natal 34 5.2.5 Limpopo 37 5.2.6 Mpumalanga 42 5.2.7 North West 45 5.2.8 Northern Cape 49 5.2.9 Western Cape 52

6. SUBSTANTIVE REPORTING ON THE PRINCIPLES 55

7. CONCLUSION 56

8. WAY FORWARD 57

Annexure A:

Compliance with standard criteria for PSWMW Meetings

58

Annexure B: Record of departments trends in submitting Public Service Women Management Week (PSWMW) Reports from 2009-2015

65

3

FIGURES

Figure 1: Submission rates from 2012 to 2015 7

Figure 2: Compliance with submission by provinces and national departments from 2012-

2015

7

Figure 3: Overall compliance with standard criteria 8

Figure 4: Compliance with standard criteria in National Departments 9

Figure 5: Compliance with standard criteria in the Eastern Cape 10

Figure 6: Compliance with standard criteria in the Free State 11

Figure 7: Compliance with standard criteria in Gauteng 12

Figure 8: Compliance with standard criteria in KwaZulu Natal 13

Figure 9: Compliance with standard criteria in Limpopo 14

Figure 10: Compliance with standard criteria in Mpumalanga 15

Figure 11: Compliance with standard criteria in the North West 16

Figure 12: Compliance with standard criteria in the Northern Cape 16

Figure 13: Compliance with standard criteria in the Western Cape 17

TABLES

Table 1: Improvement on compliance with standard features per province per standard 18

Table 2: Substantive reporting on the principles 55

4

ABBREVIATIONS

ABET Adult Based Education and Training

BEE Black Economic Empowerment

COGTA Department of Cooperative Governance and Traditional Affairs

COGHSTA Department of Cooperative Governance, Human Settlement and Traditional Affairs

DG Director General

DAFF Department of Agriculture, Forestry and Fisheries

DHA Department of Home Affairs

DHS Department of Human Settlement

DoJ&CD Department of Justice and Constitutional Development

DOL Department of Labour

DMR Department of Mineral Resources

DPSA Department of Public Service and Administration

DRDLR Department of Rural Development and Land Reform

DSD Department of Social Development

DTI Department of Trade and Industry

DoW Department of Women

EC Eastern Cape

EE Employment Equity

EHW Employee Health and Wellness

FS Free State

GCIS Government Communications Information System

GEYODI Gender Youth and Disability

GFP Gender Focal Point

GP Gauteng Province

HOD Head of Department

HR Human Resource

IPID Independent Police Investigative Directorate

KZN KwaZulu Natal

LM Limpopo

M&E Monitoring and Evaluation

http://www.info.gov.za/aboutgovt/contacts/dept/labour.htm

5

MEC Member of Executive Committee

MDP Management Development Programme

MMS Middle Management Service

MPAT Management Performance Assessment Tool

MP Mpumalanga

NAT National Departments

NC Northern Cape

NDH National Department of Health

NSG National School of Government

NW North West

OSW Office of Status of Women

PA Performance Agreement

PSC Public Service Commission

PSWMW Public Service Women Management Week

RAAD Reasonable Accommodation and Assistive Device

SAPS South African Police Service

SADC Southern African Development Community

SMS Senior Management Service

SPU Special Programme Unit

TOR Terms of Reference

WC Western Cape

6

1. INTRODUCTION

The Public Service Women Management Week (PSWMW) was first introduced in 2007 at a Round Table

discussion to launch the Head of Departments 8-Principle Action Plan for Promoting Womens

Empowerment and Gender Equality within the Public Service Workplace (8-Principle Action Plan).

For the year 2015, the week of the 24th - 31th August was pronounced as the Public Service Women

Management Week by the DPSA and departments were expected to submit reports on the implementation

of the programme by the 31st of October 2015.

This report provides feedback on progress made by departments in the advancement of women in the

workplace through implementation of the HODs 8-Principle Action Plan. The report highlights areas of

strengths and weaknesses in the implementation of each principle, conclusions on the implementation

progress over the last four years in some cases, and for 2014 and 2015 in others; as well as the way forward

to further advance womens empowerment and gender equality in the Public Service.

2016 marks the 9th year of the implementation of the programme. In preparation for the review of the

programmes impact in 2017, the analysis reflected in this report includes trends from 2012.

2. PUBLIC SERVICE WIDE COMPLIANCE WITH SUBMISSION FROM 2012-2015

In 2012 a total of 90 departments submitted reports. This number increased to 103 in 2013. The submission

rate decreased to 94 departments in 2014 and in 2015 only 87 departments submitted. In 2014

departments cited changes in political and administrative heads as reasons for poor submission, but

unfortunately this has carried into 2015.

7

Figure 1: Submission rates from 2012 to 2015

Figure 2: Compliance with submission by provinces and national departments from 2012-2015

The Western Cape Province maintained a 100% submission rate in the past four years. The Free State had

the most notable improvement by achieving 100% submission for the first time in four years. All other

provinces have declined with the Northern Cape showing a notable decline after achieving 100%

submission in 2013. Limpopo failed to maintain the 2012 and 2013 compliance rate.

62%66%

60%54%

0%

10%

20%

30%

40%

50%

60%

70%

2012 N 90 2013 N 103 2014 N 94 2015 N 87

Submission rates from 2012 to2015

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

EasternCape

FreeState

Gauteng KwaZuluNatal

Limpopo Mpumalanga

NorthWest

NorthernCape

WesternCape

NationalDepartm

ents

2012 N 90 31% 83% 43% 27% 100% 67% 83% 92% 100% 30%

2013 N 103 77% 42% 79% 40% 100% 17% 75% 100% 100% 52%

2014 N 94 77% 58% 57% 50% 50% 42% 50% 83% 100% 50%

2015 N 87 38% 100% 43% 47% 58% 33% 75% 33% 100% 42%

8

3. COMPLIANCE WITH PSMW STANDARD CRITERIA

The eight standard compliance criteria for the PSWMW are as follows:

Each department must host a PSWMW meeting, not any other event.

Departments must host the PSWMW meeting during the prescribed period (24 -31 Aug 2015).

The Head of Department (HOD) or Director-General (DG) must chair the meeting and guide

discussions to ensure that the 8-principle action plan is reviewed.

The agenda of the PSWMW meeting must focus on the review of the 8-principle action plan and

each principle individually.

Only female SMS Members must attend this meeting.

A report of the meeting must be compiled in the prescribed DPSA reporting template.

The PSWMW report should be signed off by the HOD/DG.

The report must be submitted to DPSA by the 31 October 2015.

Figure 3: Overall compliance with standard criteria

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Meeting Dates Chairing Attendance Agenda Template Submission Signature

2012 N 90 94% 66% 75% 55% 78% 84% 47% 96%

2013 N 103 93% 67% 75% 57% 74% 85% 47% 95%

2014 N 94 94% 61% 69% 39% 65% 48% 56% 92%

2015 N 87 94% 75% 69% 45% 69% 44% 68% 95%

9

Departments only improved compliance with three standards namely, hosting the meetings on the

stipulated dates; submitting reports on time and signing of reports by HODs while all the other five

standards were fluctuating over the years.

3.1 NATIONAL DEPARTMENTS

Figure 4: Compliance with standard criteria in National Departments

Only 20 National Departments submitted reports, a decline from 23 in 2014 and 2013. The lowest

submission was 13 in 2012. National departments improved compliance in five standards namely, hosting

of the meeting; holding meetings on stipulated dates; chairing of meetings by DGs; agenda focus on the 8

principles and signing of reports by DGs. This is an improvement as last year national departments only

improved on the agenda focusing on the 8 principles (see figure above).

3.2 PROVINCIAL DEPARTMENTS

3.2.1 EASTERN CAPE

Only 5 departments in the Eastern Cape submitted reports, namely, Office of the Premier, Department of

Cooperative Governance and Traditional Affairs, Department of Education, Department of Human

Settlements and Provincial Treasury; this is a decline from 10 in 2014. The figure below shows the trends

from 2012 to 2015. The hosting of meetings remains constant at 100% in the past four years. Second

0%10%20%30%40%50%60%70%80%90%

100%


2012 N 13 96% 57% 78% 66% 65% 87% 48% 83%

2013 N 23 96% 57% 78% 66% 65% 87% 48% 83%

2014 N 22 91% 50% 59% 45% 73% 50% 45% 82%

2015 N 20 95% 73% 63% 36% 84% 47% 26% 95%

10

highest compliance is the signing of reports by HODs that has remained at 100% for the past three years.

The lowest compliance was with the attendance of PSWMW meetings by female SMS members and the

agenda focusing on the 8-Principle Action Plan (below 20% for both); this trend has persisted for all four

years. The province only improved its compliance with the submission date in 2015 while all the other years

it was very low. Submitting reports in stipulated templates was complied with fully only in 2013, but all

other years were very low. The chairing of meetings by HODs declined from the highest compliance in 2012

to below 50% in 2015. Holding meetings on stipulated dates was better in 2013, but has been declining

ever since.

Figure 5: Compliance with standard criteria in the Eastern Cape

3.2.2 FREE STATE

All 12 departments in the Free State submitted reports, an improvement from 7 in 2014. In 2012 the

province had 100% compliance in three standards; however in 2013 and 2014 it only achieved such in two

standards. This declined further to only one in 2015, which was the signing of the reports by the HODs

which they have maintained for all the four years. Furthermore, the province achieved 100% compliance

with hosting of meetings in 2012 and 2014, but only had 80% compliance in 2013 and 2015. Holding

meetings on stipulated dates improved from 70% in 2012 to 83% in 2015, same as the chairing of the

meetings by the HODs. The attendance of PSWMW meetings by female SMS members has been declining

0%10%20%30%40%50%60%70%80%90%

100%


2012 N 4 100% 50% 75% 50% 75% 25% 50% 75%

2013 N 10 100% 90% 70% 40% 60% 100% 50% 100%

2014 N 10 100% 70% 60% 30% 50% 30% 30% 100%

2015 N 5 100% 60% 40% 20% 20% 40% 60% 100%

11

from 90% in 2012 to 42% in 2015, the lowest over the four years as well as of all the standards. The focus

of the agenda on the 8-Principle Action Plan also declined from 90% in 2012 to 83% in 2015, but was higher

than in 2013 (80%) and 2014 (57%). Submitting the reports using the prescribed templates only achieved

100% in 2013, but has been low in all other years. Complying with the submission dates was also fully

achieved in 2012, but low in all other years with 2013 being the lowest at 10%.

Figure 6: Compliance with standard criteria in the Free State

3.2.3 GAUTENG

In 2012 and 2013 Gauteng achieved 100% compliance in two standards, and in 2014 in only one standard.

In 2015 the province achieved 100% compliance in three standards, namely, hosting of meetings, hosting

the meetings on stipulated dates and submitting reports using the prescribed templates. The hosting of

meetings only declined in 2014 to 88% while in all the other three years they maintained 100% compliance.

Improvements were in five standards, hosting of meetings as mentioned above; hosting meetings on

stipulated dates from 50% in 2012, 46% in 2013, 63% in 2014 to 100% in 2015; attendance of meetings by

only female SMS from 66% in 2012, 82% in 2013, 50% in 2014 to 83% in 2015; agenda focus on the 8-

Principle Action Plan which was lowest in 2014 improved to 83% in 2015; and submitting reports using

prescribed the template improved from 83% in 2012, 55% in 2013, 75% in 2014 to 100% in 2015. The

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2012 N10 100% 70% 70% 70% 90% 70% 100% 100%

2013 N 5 80% 60% 60% 40% 80% 100% 10% 100%

2014 N 7 100% 71% 71% 29% 57% 57% 86% 100%

2015 N 12 83% 83% 83% 42% 83% 67% 83% 100%

12

provinces compliance declined in three standards; chairing of meetings by HODs from 33% in 2012, 64%

in 2013, 75% in 2014 to 33% in 2015; date of submission from 100% in 2012, 27% in 2013, 63% in 2014 to

33% in 2015; and signing of reports by the HODs from 33% in 2012, 100% in 2013 and 2014 to 83% in 2015.

Figure 7: Compliance with standard criteria in Gauteng

3.2.4 KWAZULU NATAL

KwaZulu Natal submitted 7 reports in 2015 same as in 2014, but the report from the Department of Health

was excluded from the analysis as it was submitted 6 months late. The province only complied 100% in one

standard, the signing of reports by the HODs. Improvements were on five standards; holding meetings on

stipulated dates from 25% in 2012, 50% in 2013, 43% in 2014 to 83% in 2015; chairing of meetings by HODs

fluctuated from 75% in 2012, 50% in 2013, 71% in 2014 to 83% in 2015; attendance of PSWMW meeting

by female SMS members improved from 50% in 2012 and 2013, 43% in 2014 to 67% in 2015; submission

dates improved from 0% in 2012, 17% in 2013, 43% in 2014 to 67% in 2015; and signing of reports by HODs

fluctuated from 75% in 2012, 100% in 2013, 86% in 2014 to 100% in 2015. The provinces compliance

declined in three standards; hosting of meetings from 50% in 2012, 100% in 2013 and 86% in 2014 to 83%

in 2015; the agenda focus on the 8-Principle Action Plan declined from 75% in 2012, 67% in 2013, 43% in

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2012 N 6 100% 50% 33% 66% 83% 83% 100% 33%

2013 N 11 100% 46% 64% 82% 91% 55% 27% 100%

2014 N 8 88% 63% 75% 50% 50% 75% 63% 100%

2015 N 6 100% 100% 33% 83% 83% 100% 33% 83%

13

2014 to 50% in 2015; and submission of reports on prescribed templates from 75% in 2012, 100% in 2013,

43% in 2014 to 17% in 2015; which is the lowest of all standards.

Figure 8: Compliance with standard criteria in KwaZulu Natal

3.2.5 LIMPOPO

Limpopo only achieved 100% compliance in one standard that is, the hosting of meetings which they have

maintained from 2013. The only year that the province had better compliance was in 2013 where the

lowest compliance was 75% and they had 100% compliance in four standards. The province only improved

in three standards, namely the hosting of meetings that they maintained; the hosting of meetings on

stipulated dates fluctuated from 42% in 2012, 92% in 2013, 83% in 2014 and 86% in 2015; and the

adherence to submission dates from 0% in 2012, 100% in 2013, and 67% in 2014 to 86% in 2015. All the

other five standards were also fluctuating over the years; the chairing of meetings by the HODs in 2012

was at the lowest at 42%, 92% in 2013 was the highest, 83% in 2014 and declined to 57% in 2015;

attendance of meetings by only female SMS was the lowest at 42% in 2012, 75% in 2013, 67% in 2014 to

29% in 2015, the second lowest compliance in all standards. The focus of the agenda on the 8-Principle

Action Plan was only complied with fully in 2013, in 2012 it was 67%, 2013 was 67% and this declined

further to 57% in 2015. The lowest decline at 0% in 2015 was with submission of reports using prescribed

templates which declined from 83% in 2012 and 2013 and 33% in 2014. Signing of reports by HODs was

complied with fully in 2013 and 2014, but it was 42% in 2012 and 86% in 2015.

0%10%20%30%40%50%60%70%80%90%

100%


2012 N 4 50% 25% 75% 50% 75% 75% 0% 75%

2013 N 6 100% 50% 50% 50% 67% 100% 17% 100%

2014 N 7 86% 43% 71% 43% 43% 43% 43% 86%

2015 N6 83% 83% 83% 67% 50% 17% 67% 100%

14

Figure 9: Compliance with standard criteria in Limpopo

3.2.6 MPUMALANGA

Four departments in Mpumalanga submitted reports in 2015, a decrease from 5 in 2014. Mpumalanga did

not fully comply with any of the standard criteria for the PSWMW Meeting for 2015 with the lowest

compliance in submission of reports in stipulated templates at 0%. The highest compliance was in 2013

where the province fully complied with five standards. The only improvement between 2014 and 2015 was

in one standard, namely, the adherence to the date of submission of the report. In 2012 it was 75%, 100%

in 2013, 60% in 2014 and 75% in 2015. All the other seven standards were lower than all the other previous

years; hosting of meetings was 75% in 2012 and 2015 and it was 100% in 2013 and 2014. Holding of

meetings on stipulated dates was lowest in 2015 at 25%, whereas it was 38% in 2012, 50% in 2013 and 60%

in 2014; chairing of meetings by HODs was fully complied with in 2013, but it was 75% in 2012, 60% in 2014

and further declined to 50% in 2015. Attendance of PSWMW meetings by female SMS members was lowest

in 2015 at 25%, 75% in 2012, 50% in 2013 and 40% in 2014. Agenda focus on the 8-Principle Action Plan

was also the lowest at 25% in 2015, while it was fully complied with in 2013, was 75% in 2012 and 60% in

2014. Adherence to date of submission of reports was 75% in 2012 and 2015 and 60% in 2014; it was fully

complied with in 2013. Signing of reports by HODs was only fully complied with in 2013, very low at 25% in

2012, 80% in 2014 and declined to 75% in 2015.

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2012 N 12 67% 42% 42% 42% 67% 83% 0% 42%

2013 N 12 100% 92% 92% 75% 100% 83% 100% 100%

2014 N 6 100% 83% 83% 67% 67% 33% 83% 100%

2015 N 7 100% 86% 57% 29% 57% 0% 86% 86%

15

Figure 10: Compliance with standard criteria in Mpumalanga

3.2.7 NORTH WEST

Nine out of 12 departments in the North West submitted reports in 2015, an improvement from 6 in 2014.

The North West only complied 100% with three standards, the hosting of meetings, adherence with

submission date and the signing of reports by HODs. The province maintained the 100% compliance with

hosting of meetings and the other two standards were improvements from the past years. The decline was

in five standards; hosting meetings on stipulated dates declined to 67% in 2015 from 83% in 2013 and 2014,

but the lowest was 40% in 2012. Chairing of meetings by HODs was fully achieved in 2013 and 2014, but

was 50% in 2012 and 78% in 2015. Attendance of meetings by only female SMS was 67% in 2013 and 2015,

but it was better in 2012 at 70% and 73% in 2014. Agenda focus on the 8-Principle Action Plan was fully

achieved in 2013, better in 2012 at 80%, declined to 67% in 2014 and a further decline to 56% in 2015. The

lowest compliance was with the submission of reports in the prescribed template which was 11% in 2015,

fully achieved in 2013, 80% in 2012 and 67% in 2014.

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2012 N 8 75% 38% 50% 75% 75% 50% 75% 25%

2013 N 2 100% 50% 100% 50% 100% 50% 100% 100%

2014 N 5 100% 60% 60% 40% 60% 40% 60% 80%

2015 N 4 75% 25% 50% 25% 25% 0% 75% 75%

16

Figure 11: Compliance with standard criteria in the North West

3.2.8 NORTHERN CAPE

The Northern Cape complied fully with all the standards in 2012 and partially complied in 2013 and 2014.

In 2015 the province complied 100% with only four standards; hosting the meeting; agenda focus on the

8-Principle Action Plan; date of submission; and signing of reports by HODs. The province improved on all

standards from the 2013 and 2014 performance. The lowest compliance was with the attendance of

meetings by only female SMS at 25%.

Figure 12: Compliance with standard criteria in the Northern Cape

0%10%20%30%40%50%60%70%80%90%

100%


2012 N 10 80% 40% 50% 70% 80% 80% 100% 60%

2013 N 9 100% 89% 100% 67% 100% 100% 44% 89%

2014 N 6 100% 83% 100% 73% 67% 67% 83% 83%

2015 N 9 100% 67% 78% 67% 56% 11% 100% 100%

0%20%40%60%80%

100%

Meeting Dates Chairing Attendance

Agenda Template Submission Signature

2012 N 12 100% 100% 100% 100% 100% 100% 100% 100%

2013 N 12 75% 75% 58% 33% 42% 67% 0% 89%

2014 N 10 90% 70% 60% 10% 90% 70% 20% 80%

2015 N 4 100% 75% 75% 25% 100% 75% 100% 100%

17

3.2.9 WESTERN CAPE

The Western Cape only achieved 100% compliance in two standards, namely; the hosting of meetings and

signing of reports by HODs which has been maintained over the four years. The province has been

improving over the years in five standards; holding meetings on stipulated dates which were 8% in 2012,

54% in 2013, and 62% in 2014 to 77% in 2015. Chairing of meetings by HODs was 8% in 2012, 77% in 2013,

and 85% in 2014 to 92% in 2015. Agenda focus on the 8-Principle Action Plan was 8% in 2012, 75% in 2013,

and 69% in 2014 to 77% in 2015. Submitting reports in stipulated templates was 8% in 2012, 100% in 2013,

and 31% in 2014 to 54% in 2015. Adherence with submission dates was 100% in 2012, 77% in 2013, and

85% in 2014 to 92% in 2015. The only standard that has declined was the attendance of meetings by only

female SMS; it was 8% in 2012, 46% in 2013, and 54% in 2014 to 46% in 2015.

Figure 13: Compliance with standard criteria in the Western Cape

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2012 N 13 8% 8% 8% 8% 8% 8% 100% 100%

2013 N 13 92% 54% 77% 46% 75% 100% 77% 100%

2014 N 13 100% 62% 85% 54% 69% 31% 85% 100%

2014 N 132 100% 77% 92% 46% 77% 54% 92% 100%

18

4. SUMMARY OF COMPLIANCE IMPROVEMENT PER PROVINCE

Table 1: Improvement on compliance with standard features per province per standard

Standard Province

NAT EC FS GP KZN LM MP NW NC WC Total

Hosting of meeting Yes Yes No Yes No Yes No Yes Yes Yes 7/10

Stipulated dates Yes No Yes Yes Yes Yes No No Yes Yes 7/10

Chaired by the HOD Yes No Yes No Yes No No No Yes Yes 5/10

Attended by only female SMS No No Yes Yes Yes No No No Yes No 4/10

Agenda Focus Yes No Yes Yes Yes No No No Yes Yes 6/10

Stipulated template No Yes Yes Yes No No No No Yes Yes 5/10

Date of submission No Yes No No Yes Yes Yes Yes Yes Yes 7/10

Signed by HOD Yes Yes Yes No Yes No No Yes Yes Yes 7/10

Total 5 4 6 5 6 3 1 3 8 7

5. ANALYSIS OF PRINCIPLES

5.1 NATIONAL DEPARTMENTS

PRINCIPLE 1: Transformation for Non-Sexism

Reporting on this principle has improved in national departments, considering that more that 60% of

departments that reported gave substantive information. This was the first improvement from 2012. The

most substantive information provided was from the following departments:

Department of Environmental Affairs gave an extensive report on removing non-sexism that covered issues

of forums and their functionality; reasonable accommodation; information sessions; plan dealing with arts,

culture and values and Batho Pele awards.

South African Police Service provided an extensive report and a breakdown of beneficiaries of the

Affirmative Action programmes, more especially for occupations that have previously been male

dominated.

19

The Department of Justice and Constitutional Development reported on a gender based equality analysis

on divorce proceedings.

The Presidency reported on the quarterly bulletins that address issues of diversity and a mens dialogue

that was held in the department, including the number of men who participated.

The Independent Police Investigative Directorate reported on the provision of reasonable accommodation.

They conducted an environmental assessment and reported on implementing the recommendations in the

2016/17 financial year.

PRINCIPLE 2: Establishing a Policy Environment

Reporting on this principle has not improved in national departments; it is still the same as in the past three

years. Out of the 19 departments that reported, only two departments gave substantive inputs; the

Department of Health reported extensively on the external policy environment and the second one was

the SAPS. All other departments still listed HR policies, structures and workshops without providing

information on how the policies have created an enabling environment. The Department of Human

Settlements completely removed this principle from the reporting template.

PRINCIPLE 3: Meeting Equity Targets

There is no improvement in reporting on this principle, same from 2012. Most departments still provide

their status without showing how they will address the equity gaps. Only five departments out of the 20

that reported have women with disabilities at SMS; namely, the DPSA, the DoJ & CD, the DST, DRDLR and

the NSG. Substantive inputs in terms of measures to ensure womens full participation in decision making

were only reported by a few departments; namely, DPSA, Human Settlements, Mineral Resources, SAPS,

DoJ &CD, DHA and Environmental Affairs. The Department of Health (50/50 appointments at CD levels)

and IPID reported also on the number of women appointed at SMS during the reporting cycle. Only the

PSC and the NSG had met the target of 50% during the reporting cycle. The Presidency declined from 50%

during the 2014/15 reporting cycle to 46%. The disaggregation by levels in the Department of Tourism

shows that at DDG levels representation is 50/50, at CD level 54/46 in favor of women and 47/53 in favour

20

of men at D levels. This is a good barometer that will prevent the observation that DPSA has been making

in its EE analysis where women are more represented at Director Level in the Public Service.

PRINCIPLE 4: Creating an Enabling Environment

There is an improvement in reporting on this principle by national departments. Although a few still

enumerate structures and policies; a few departments reported participation at management levels,

including having gender as a standing item in management meetings, namely DHA, NDH, DRDLR and the

NSG. Substantive issues reported included establishment of gyms (IPID); moving the gender unit to the

office of the DG (Presidency); cases of sexual harassment handled including sanctions taken (SAPS); surveys

on child care centres (DPSA and DMR; having a functional child care facility (DTI); health screenings and

availability of employee wellness programmes 24/7; location of the unit in the DGs office (DRDRL); and

formalization of mentorship programmes (SAPS). The Department of Tourism only reported on the

enabling environment in terms of reasonable accommodation and assistive devices for employees with

disabilities.

PRINCIPLE 5: Gender Mainstreaming

Reporting has improved in this principle. At least 14 departments out of the 20 that submitted reports gave

substantive information on policies and programmes to guide gender mainstreaming. Two departments

reported having gender mainstreaming in their business plans; namely, Department of Environmental

Affairs and the Presidency. The DoJ & CD reported on how they are using a gender mainstreaming approach

to deal with issues of maintenance, domestic violence, and sexual offences etc. Departments that are still

struggling with reporting on this issue are DMR, DAFF, PSC, DHS and IPID.

PRINCIPLE 6: Empowerment

There is improvement on reporting in this principle. Departments reported on bursary allocations,

internships, leadership development programmes, ABET and other capacity development programmes in

the Public Service. In 2014, the departments of Trade and Industry, SAPS, PSC, DMR and Environmental

Affairs (DEA) did not provide disaggregated data and they were advised to do so. In 2015, the respective

departments provided a disaggregated data with the exception of the PSC and DMR. The SAPS and DEA

21

gave the most extensive reports on this area, with the DEA giving a further breakdown of their expenditure

on BEE projects, showing how much men and women benefitted. The empowerment principle should be

viewed as a redress mechanism for women as people who were previously not in the mainstream;

therefore when information of women who have benefitted from various training courses is given; the

number of men who underwent the same should also be provided to enable the DPSA to assess if women

have really benefitted as such; to avoid a situation where beneficiaries perpetually remain to be men. For

departments that have provided disaggregated data, more women have benefited from empowerment

programmes which is commendable. It should be noted that 57% of the Public service Workforce

constitutes of women and the ideal is that the number of women benefitting from empowerment

programmes tallies with this percentage.

PRINCIPLE 7: Providing Adequate Resources

Reporting on this principle has not improved, which is unfortunate since national departments reported

substantively on it in 2014 improving from 2012 and 2013. Only three departments, namely the DPSA, the

DEA and SAPS gave more substantive information on units coordinating gender programmes, budgets etc.

The most substantive was the DEA as they provided information across all departmental programmes.

PRINCIPLE 8: Accountability, Monitoring and Evaluation

From 2012 reporting on this principle has not improved in National departments. Approximately 60% of

the departments only reported on the monitoring of employment equity which is a very small part of the

gender mainstreaming programme. The Department of Health reported on gender being a standing item

on the Management meeting agenda. The following departments reported that gender indicators have

been incorporated in the APPs, the Presidency, DMR and GCIS. All other departments either gave

statements or reported on monitoring in terms of the MPAT process, Employment Equity reports to DOL,

GESF reporting to DPSA or periodic reporting to Department of Womens (DoW) SADC, AU and UN

reporting requirements. The Department of Tourism reported on the DGs accountability on the 8-Principle

Action Plan.

22

5.2 PROVINCIAL DEPARTMENTS

5.2.1 THE EASTERN CAPE


Reporting on this principle has not improved in the Eastern Cape in the past four years. Departments still

reported development and review of policies and calendar day campaigns that were conducted without

reflecting how the implementation of the policies has transformed the workplace and neither the

beneficiaries of these policies and campaigns.

The Office of the Premier and Provincial Treasury reported on the marking of parking bays and designation

of user-friendly rooms for employees with disabilities respectively. While reasonable accommodation is

important, it is however, not relevant under this principle.

The Department of Cooperative Governance and Traditional Affairs did not report anything and only filled

out the column on planned interventions.


Reporting on this principle has not improved in the past four years. Departments continued to list HR

policies and structures that have been developed, established or reviewed without indicating how these

have contributed to gender equality.

The Department of Cooperative Governance and Traditional Affairs did not provide any progress and only

filled the column on planned interventions.


The province did not provide substantive report on this principle for the past three years, but 2015 saw an

improvement where the Province is at 40.6% representation of women at SMS. The province is the fourth

highest in the Public Service. As at 30 September 2015, only two departments have met the 50% target,

23

namely the Office of the Premier (50%) and the Department of Human Settlements (51%). furthermore

The Office of the Premier reported that they have two women with disabilities at SMS levels and they have

launched the coaching and women in Leadership programme. The respective office has however not

provided the necessary details about this programme. The Department of Education has been having a

representation below 30% for the past four years.

The only substantive report was from the Department of Human Settlements on the breakdown of

participation of women and men in various structures.




Reporting on this principle has not improved in the past four years. Departments reported on the

establishment of the Special Programmes Units as if this is the sum total of what departments need in

order to create an enabling environment. No measures that are being implemented to ensure the

participation of women in decision making were reported on.



The Department of Education listed management systems without explaining what they have achieved in

creating an enabling environment. The Office of the Premier reported for the second time on the Culture

Change Programme without providing any details.


Reporting on this principle has not improved in the Eastern Cape in the past four years. Departments still

reported on structures, development and review of policies and calendar day campaigns that were

conducted without reflecting what the structures have achieved; how the implementation of the policies

has transformed the workplace and neither the beneficiaries of these policies and campaigns. The Office

24

of the Premier reported on the values of inclusivity and representation in the Strategic Plan, but did not

indicate how these have been implemented to transform the workplace. The department of Human

Settlements listed gender mainstreaming workshop resolutions without reflecting how they will be

implemented to transform the workplace.

The only substantive input was from the Department of Education that provided disaggregated data on

beneficiaries of campaigns to keep girls in school and learner camps. They provided information that

showed more girls enrolling in Maths and Science; however there was no report on the internal

transformation programme.




The Eastern Cape maintained its good standard of reporting on this principle. Departments provided

disaggregated data on beneficiaries of training programmes, internships, mentoring and coaching as well

bursaries provided. As a redress mechanism, the aforementioned programmes / initiatives and bursaries

had more women beneficiaries. The Office of the Premier had the most substantive reporting that linked

the training programmes to promotions that took place during the reporting cycle. The Department also

reported on programmes that appear to have been only female focused and next years report should shed

more light on this.


The province maintained the good reporting standard on this principle. Departments provided a

breakdown of employees responsible for coordinating gender programmes including their ranks and

location. All five departments however reported that they do not have adequate budgets and the

Department of Education specifically indicated that this has had a negative impact on the effectiveness of

the 23 district coordinators as they are unable to do their work efficiently due to financial constraints.

25


Reporting on this principle has not improved in the Eastern Cape. Reports indicate that gender indicators

are still not reflected in departmental plans; monitoring is done solely by SPUs as they are not incorporated

in departmental monitoring systems. The Provincial Treasury reported that accountability for this

programme has been delegated to a task team without reflecting how this task team will deal with the

responsibility. The Office of the Premier only reported on the monitoring of this programme through the

MPAT and DPSA processes, there is no mention of how it is incorporated into provincial monitoring

systems.

5.2.2 THE FREE STATE


As in the past three years, reporting on this principle has not improved in the Free State. Departments still

listed policies that were developed and reviewed as well as structures established without details of how

transformation has been achieved through such. Information provided by the province on Workshops,

campaigns and information sessions held neither reflected the participants nor the focus of those. The

Department of Social Development under this principle just reported no progress. Most departments

only provided vague statements such as COGTA that reported, The department adheres to constitutional

imperatives and the Department of Sport, Arts, Culture & Recreation which stated that; The

department has always promoted and protected human rights This does not inform the reader of the

report about what the departments have done to ensure transformation and non-sexism.

The two departments that had given substantive inputs in 2014; namely, Department of Agriculture and

Department of Public Works and Infrastructure provided details of the participants in the workshops that

they conducted, although there was no mention of what the workshops were about. The Department of

Human Settlements also reported on the appointment of a sexual harassment advisor and training of staff

on sexual harassment.

26


Reporting on this principle has improved in the Free State. Although departments still listed HR policies;

but a few reported a link between these policies and the creation of a policy environment. The Office of

the Premier reported on the number of women appointed at different SMS levels during the reporting

period, but did not provide the number of men appointed at the same time; thus making it difficult to

gauge if women benefitted more. This information is imperative since the Office of the Premier had

representation of women below 30% in the 2014 reporting period.

The Department of Human Settlements provided the most substantive report and further provided a

breakdown in budgets for contractors.


There is no improvement on reporting on this principle just like the past three years. Only one department

provided measures to ensure participation of women in decision making. The province had representation

of women at SMS at 34% as at 30 September 2015; an improvement from 33.2% as at 30 September 2014;

it is still the lowest nationally. No department has met the 50% target in the province. In 2013 there were

five departments with representation below 30%, this number improved to three in 2014, but rose to four

in 2015, these are the same departments that have been sitting at this level, namely; the Office of the

Premier, Department of Police, Roads and Transport, and the Provincial Treasury, joined this year by the

Department of Education. During the 2014 reporting cycle, the Department of Social Development was the

only one that had met the target in the province and by 30 September 2015 it had declined to 48.3%.

In the province there is no woman with a disability at SMS level, the same status as the past three years.

The Department of Public Works and Infrastructure reported more substantively and highlighted that more

women than men were appointed at SMS during the reporting cycle. Although the Department has not

achieved the 50% target, it has improved from 34.8% to 46.1% representation of women at SMS. The report

also indicated the technical fields that are headed by women.

27


There was improvement on reporting for this principle. The Office of the Premier led the meeting on the

Public Service Women Management Week (PSWMW) and this leadership has resulted in all provincial

departments submitting reports. Departments reported on amendments made in the APPs and Strategic

Plans that provided a platform for addressing gender issues. Some departments used the restructuring

processes to address staffing of gender coordinating units.

The most substantive inputs were from the Department of Economic, Small Business Development,

Tourism and Environmental Affairs, Department of Agriculture and Rural Development and the

Department of Public Works and Infrastructure.

Departments reported on measures that are being implemented to ensure the participation of women in

decision making.


Reporting on this principle has declined in the province. Three departments, namely Department of Human

Settlements, Department of Cooperative Governance and Traditional Affairs and Department of Social

Development reported that there was no progress in their departments. The majority of departments

provided vague statements, e.g., the Office of the Premier stated that they have a great working

relationship with the Commission for Gender Equality; the Department of Education said; Gender

perspective/mainstreaming are pillars to all policies and programmes. The Department of Police, Roads

and Transport said the HOD is committed and lastly the Department of Sport, Arts, Culture and

Recreation said the department is doing well. All these statements do not provide any information to the

reader as to what the departments have achieved in this area.

The Department of Public Works and Infrastructure and the Provincial Treasury are the only departments

that provided better information where they provided a detailed breakdown of programmes that they are

implementing to promote gender mainstreaming in their respective departments.

28


Free State has maintained the improved reporting on this principle. Even though a few departments still

gave statements that did not reflect how women have benefited from empowerment programmes and

just gave numbers without disaggregating, a few good examples of reporting were also identified. The

Department of Public Works and Infrastructure maintained its good reporting record. They gave a

disaggregation of bursary, internships and representation at various technical fields beneficiaries, which

was in favour of women. The department also reported on the sponsorship of a woman in the department

to go and present a paper outside the country. The Department of Economic, Small Business Development,

Tourism and Environmental Affairs also reported substantively on more women appointed at SMS

positions during the reporting cycle and the promotion of general workers into clerical positions after

obtaining better qualifications. The Department of Human Settlements reported that they have exceeded

the 30% national target on grant allocations and reached 54% of women.

The Office of the Premier only reported on various campaigns and the stats on empowerment programmes

were not disaggregated. The Department of Health reported that they are not doing well in this principle.


Reporting on this principle has not improved, just like in 2012, 2013 and 2014. Departments reported on

the lack of adequate human and financial resources. In fact departments reported the same things as was

reported in 2013 and 2014. For the third time the Department of Cooperative Governance and Traditional

Affairs reported that despite the Special Programs Unit being located in the Office of the HOD, it does not

have any dedicated official or budget. This is disappointing to note as the department is only complying

with policy on the location of the function. The Office of the Premier reported that out of the budget

allocated for Special Programmes, 35% is dedicated to womens programmes.

Most of the reports were irrelevant for this principle and were better reported under empowerment and

creating an enabling environment, e.g. the Provincial Treasury reporting on the study to establish the need

for an ECD centre. The Department of Health reported that it was not doing well in this principle.

29

The reports do not inform the reader about the staffing of units, their ranks and location or the budgets

that are allocated to the units. Only the Department of Education mentioned the number of staff members

coordinating Special Programmes and Transformation in the department. The Department of Sport, Arts,

Culture and Recreation reported that the department provided adequate resources to each and every

newly appointed official and in the next statement reported that there is no dedicated budget for gender

issues.

The Department of Economic, Small Business Development, Tourism and Environmental Affairs reported

that 30% of the budget in line function is allocated for gender programmes.

The Department of Human Settlements reported that there was no progress in this principle.


Reporting on this principle has regressed from the 2014 improvement. The Office of the Premier reported

on M& E done at project level, but the rest of the departments reported on M&E done by coordinators,

committees or specially delegated officials focusing specifically on equity. This shows that M&E is not

incorporated into departmental processes. The Department of Agriculture and Rural Development

reported that there was limited progress in this principle, but did not provide any information on the little

that was achieved. The Department of Economic, Small Business Development, Tourism and Environmental

Affairs reported that the GFP has developed an in-house monitoring tool.

The Department of Public Works and Infrastructure gave a more substantive report on how they have

implemented all recommendations from the CGE hearings, making them a good practice for benchmarking.

The Department of Social Development just listed the policies and legislation that guide the M&E

processes.

The Department of Sport, Arts, Culture and Recreation just gave a statement that, the department has

committed to adhere to PSWMW requirements.

30

5.2.3 GAUTENG


Reporting on this principle has not improved in Gauteng as four out of the six departments reported on

workshops conducted especially on sexual harassment and structures without reflecting on beneficiaries

and how this is transforming the workplace, namely, Department of Economic Development, Department

of Health, and Department of Human Settlements. Two departments, namely, E-Government (former

Department of Finance) and the Provincial Treasury only stated that their departments operate under non-

sexist environments. The Department of Education submitted a comprehensive report reflecting the link

to their success in disclosure of disability and the workshops conducted. The department however did not

reflect disaggregated participants of all their other interventions.


Reporting on this principle has not improved in the past three years. The Provincial Treasury stated that,

The department aligns itself with the Provincial GEYODI GEWE Policy Furthermore, the Provincial

Treasury and E-Government (former Department of Finance) reported that all departmental policies are

analyse These statements dont provide the reader with information regarding what was achieved to

create a policy environment. All the other four departments listed policies that have either been developed

or reviewed, but did not indicate the specific issues that were reviewed to make the policies gender

responsive. The Department of Education was able to link the training programmes with the policies that

related to the issues addressed in them. The Department of Health reported on the policies that were

reviewed to align to DPSA policies. The Department of Economic Development reported on structures

without reflecting how those were contributing towards creating a policy environment. The Department

of Human Settlements reported on the review of policies without reflecting how these were going to create

a conducive environment.

31


Reporting on this principle has not improved in Gauteng, as in the past three years. The province has the

highest representation of women at SMS at 44.7%, an improvement from 44.2% in 2014. Only the

Department of Social Development has met the 50% target. In 2013 Gauteng had four departments that

had met the target and in 2014 it was only one department. It should be noted that the province has no

department with a representation below 30%; in fact only 1 department has representation below 40% in

the province. The following departments reported to have women with disabilities at SMS, namely,

Department of Economic Development (2), Department of Education (1) and Department of Health (2).

Substantive inputs were from the Department of Education on Executive management signing a

commitment to implement EE Grids, E-Government (former Department of Finance) reported on the task

team that will deal with targeted recruitment in order to ensure that the existing EE gaps at SMS level are

properly addressed.


Reporting on this principle has not improved much in the province for the past three years. Departments

reported on structures without reflecting how these structures are used to create an enabling

environment. E-Government (former Department of Finance) reported on the enabling environment;

accessibility of buildings for people with disabilities; and the gym facilities provided. Substantive input was

however from the Department of Education regarding the reflection of disability and gender indicators in

the APP. They also reported on distribution of pamphlets relating to policies and legislation and the costs

attached. The Department of Economic Development for the second year reported on the delegation of a

CD to champion EE matters without reflecting on what this has achieved. The Department of Health

reported on structures and also mentioned political will and support without indicating what has been

achieved by the department through this political will and support.

No measures that are being implemented to ensure the participation of women in decision making

positions were reported on.

32


Reporting on this principle has improved in the province. The Department of Economic Development

reported on GEYODI outcomes reflected in the Provincial Programme of Action. E- Government (former

Department of Finance) reported that all SMS PAs include targets for the 8 Principle Action Plan and the

training of SMS in Gender Mainstreaming by the NSG. The Department of Human Settlements reported on

having a gender strategy. They also reported on the institutionalization of the 8-Principle Action Plan and

attached a copy of the implementation / action plan outlining programmes that will be implemented

throughout the year. Provincial Treasury only reported on participation in Provincial Forums. The

Department of Health reported on the spending on women programmes which would have been better

placed under empowerment and also mentioned that the department is committed to gender

mainstreaming which does not say much. The most substantive input was by the Department of Education

that reported on inclusion of indicators in the APP; SMS PAs; formalized mentoring programmes;

distribution of promotional items on the 8-Principle Action Plan; training on gender and disability included

in the skills development committees commitments; and gender issues included in the SMS induction

programme.


Gauteng has maintained good reporting on this principle. A few departments still gave statements of intent

to empower women, more especially through the skills development plans, but the majority of

departments provided disaggregated data of the beneficiaries of bursaries, training, mentoring and

coaching as well as internship programmes. These were Department of Education, Department of

Economic Development, E-Government (former Department of Finance), and Department of Human

Settlements, however the Department of Human Settlements was not consistent in providing the

disaggregated data and where they had disaggregated, women benefitted more than men. E-Government

provided figures for programmes that were women specific, but the disaggregation of bursary beneficiaries

reflected more men than women. This creates a need for the gender coordinating unit to come up with

ways to encourage women to apply for this opportunity as a redress mechanism. The Department of

Economic Developments and the Department of Healths disaggregation showed that more women than

men benefitted from bursaries and training programmes.

33

The most substantive report was from the Department of Education. It covered internal programmes for

staff and also for learners. Bursaries and internship programmes had more women than men who

benefitted, but the learnership programme had more men benefitting than women. The department also

reported on mentorship programmes targeting specifically female principals and school girls being

mentored on financial management while boys were mentored on responsible masculinity. Further, The

HOD had a dialogue with youth in the department and this sets a good example of leadership.


The province has maintained a good reporting practice in this principle. The Department of Economic

Development reported on the coordination of the programme at director level, but did not report on the

overall staff complement of the unit, ranks, location and budget. The Department of Health reported that

they have a unit, but they need more staff and indicated that the current staff has been trained on Gender

Mainstreaming. E-Government (former Department of Finance) reported on the operational budget of the

GEYODI Unit and that the department has a gender responsive budget. The report from the Department

of Education submitted a comprehensive report; however it focused more on resources provided to

support employees with disabilities in terms of reasonable accommodation and assistive devices (RAAD).

The Department of Human Settlement just reported on the establishment of a budget committee. The

Provincial Treasury reported that the department has all required resources to cater for all employees

which is vague and does not say what was achieved.


Gauteng has maintained its good reporting on this principle. All departments that reported gave

substantive inputs: Department of Economic Developments Organisational Efficiency Unit being

responsible for departmental indicators and reporting to relevant structures; the Department of Human

Settlements reported on how they use the Implementation Plans for the Gender Equality Strategic

Framework as a monitoring tool; having an implementation plan for the 8-Principle Action Plan; and

departmental reporting incorporating gender indicators. The Department of Education and the E-

Government (former Department of Finance) reported on the performance contracts of SMS that include

the implementation of the 8-principle action plan; and monitoring processes of the departments including

gender indicators. Departments also provided information pertaining to structures that they report to on

34

a regular basis. The Department of Health reported on the alignment of targets to national reporting

requirements using the GESF implementation plan for accountability; and working with the M&E unit.

5.2.4 KWAZULU NATAL


Reporting on this principle has improved in KwaZulu Natal as three departments disaggregated their data

on participants in workshops and information sessions (COGTA, Department of Public Works and the

Department of Sport & Recreation). The Provincial Treasury gave broad statements on presentations made

on cultural diversity; Sexual harassment; dedicated diversity workshops for SMS; Complaints mechanisms

for reporting sexual harassment; and a combined men and women s workshop on social ills, relationships

and health issues; but did not provide disaggregated data of participants. The Department of Human

Settlements only reported about its future plans to appoint a Gender Focal Point.


KwaZulu Natal has not improved its reporting on this principle since 2012. Departments still provided a list

of policies without showing how they supported the transformation programme. Two departments

reported on the use of the Provincial Framework on Acting in Higher Positions; namely COGTA and Sports

and Recreation. COGTA provided a breakdown of the acting positions and women were more than men.

The Department of Agriculture & Rural Development reported on the establishment of a transformation

forum. The Department of Public Works reported on participants of the Gender Mainstreaming workshop

disaggregated by levels and there was no SMS member in the group; approval granted by the HOD on

disability management training; and women in leadership forum with TORs. These two departments could

have better reported these under principles 4 and 6. The Department of Human Settlements had no

progress on this principle, only a long list of challenges and future interventions.

35


For the last four years reporting on this principle has not improved in KwaZulu Natal. Departments only

reported on the current status without reflecting measures that they had put in place to ensure womens

participation in decision-making. Provincial Treasury listed measures such as partnerships; leadership

training; targeted recruitment; and headhunting, but there was no reflection of what these measures have

achieved. The Department of Public Works reported on the Directive by the MEC for the targeted

recruitment of women at SMS and two SMS positions filled by women during its implementation, without

reflecting the number of men appointed at the same period thus making it difficult to assess / confirm the

effectiveness of the directive. KwaZulu Natal has maintained its position of the second highest

representation of women at SMS (41.9%), an improvement from 40.8% in September 2014. Two

departments have met the 50% target as at 30 September 2015, namely; Department of Transport and

Department of Human Settlements. This is a decline from three in 2014. Department of Cooperative

Governance and Traditional Affairs fell below to 48.2% and the Department of Social Development to

46.8%. There is no department in the province that has representation below 30% and of the 6 departments

that submitted reports, no department had representation of women with disabilities at SMS.


Reporting on this principle has not improved in the province in the last four years. Departments reported

on structures and policies but did not reflect how these were contributing to creating an enabling

environment. The Department of Agriculture & Rural Development confined its enabling environment on

provision of RAAD. The Provincial Treasury listed events that were held without reflecting their significance

and who participated. They also gave a broad statement on building confidence and a sense of equality in

women without indicating what has been done or achieved. Furthermore COGTA only provided a

statement about its future intentions; Department of Public Works mentioned its work processes being

largely gender sensitive; and Department of Human Settlements gave a statement of intent on wellness

and women in construction. The Department of Sport and Recreation was the only department that

reported on the breakdown of coordination of the gender programme and the role of one line function

programme in creating an enabling environment for women to participate in sports.

36


Reporting on this principle has not improved in the province, same as in the past three years. Departments

either gave vague statements or reported on establishment of fora. The Provincial Treasury gave broad

statements about all recruitment initiatives supporting gender mainstreaming without providing details of

these initiatives and what they have achieved; and the female interns and learners being more than males

without providing numbers. The Department of Sport and Recreation gave a statement on the focus on

gender mainstreaming in all sport and recreation programmes without the necessary information to

substantiate this statement. The Department of Agriculture only listed planning tools such as Strategic Plan,

APP and budget plan without details of how these tools were mainstreamed.

The only two reports that reflected some progress were from COGTA and Department of Public Works.

COGTA reported on rolling out of the gender programme in Municipalities. The Department of Public

Works reported on economic empowerment programmes that were mainstreamed and the beneficiaries

of those programmes.


Reporting on this principle has improved in the province. In 2014, it was the only province that performed

poorly on the implementation of this principle. Programmes that were implemented in departments were

reported on and disaggregation of data provided. COGTA provided information including persons with

disabilities; and in all the 10 empowerment programmes that they reported on more women benefitted

than men. Provincial Treasury submitted disaggregated data on 6 programmes and 3 benefitted more men

than women whilst the other 3 benefitted more women than men.


Reporting on this principle has not improved as departments did not provide the staffing and budgets for

the units responsible for gender programmes just like they did in 2014. Two departments just gave broad

statements; Provincial Treasury stated that financial and human resources are available; and the

Department of Sport and Recreation reported that funding is mainstreamed in all programmes. The

Department of Human Settlements did not report anything under this principle except for a long list of

37

challenges and future interventions. COGTA reported to have neither gender unit nor budget. The

Department of Public Works reported that it has R1 million ring-fenced for management development

without providing details about the programme and its beneficiaries. The Department of Agriculture and

Rural Development reported on the introduction of aerobic classes and a budget for the hosting of PSWMW

Meeting.


Reporting on this principle has not improved from last year. The Provincial Treasury still reported on

structures that they report to regularly without naming or reflecting the indicators being monitored. They

reported that the HODs PA includes the 8-Principle Action Plan. The Department of Agriculture reported

on the chairing of some departmental committees by women, but there was no mention of any M&E

process. The Department of Human Settlements reported on budgets and meeting of EE targets and

nothing on M&E. COGTA reported on the M&E Units responsibility to monitor, but there was no mention

of gender indicators. The Department of Sport and Recreation reported that their HR and Strategic Plans

have recommendations for the inclusion of gender indicators in PAs of SMS and in the departmental M&E

processes; the next report should reflect progress. The Department of Public Works reported on monthly

reporting, but mentioned that they did not have monitoring tools which contradicts the initial statement.

5.2.5 LIMPOPO


Reporting on this principle has not improved in Limpopo. The province only reported well in 2013 on this

principle. Six departments still reported on calendar day events, structures, accessibility, workshops,

information sessions, audits and training. The Office of the Premier reported on health and wellness

awareness sessions, but there were no details of participants. Although the department disaggregated the

beneficiaries of training courses, it did not provide information on what the training courses were about.

The broad statement on gender sensitive recruitment process does not provide the necessary details about

what was achieved. It is noted with concern that this departments equity status has been gradually

dropping from 40% to where currently stands at 37%, which makes one to question the effectiveness of

the above-mentioned process.

38

The Department of Sport, Arts and Culture gave a broad statement on sensitive recruitment process t which

does not reflect any progress.


For three years running, reporting on this principle has not improved in the province. The Department of

Cooperative Governance, Human Settlements & Traditional Affairs listed policies without reflecting how

they have enabled the department to create a conducive environment; and analysis done on two policies

but not much information provided on what was found and how it will be addressed. Five departments

gave broad statements that did not reflect any progress made, namely, The Department of Agriculture

reported on review of policies; the Office of the Premier on policies developed; the Department of

Economic Development, Environment and Tourism on national polices being fully implemented and for

three years running the department reported on the review of the transport policy; the Provincial Treasury

on targeted recruitment and policies on EE; and the Department of Sport, Arts and Culture on adopting

national policy.


For the third year running departments reported well on this principle in terms of disaggregation of data

(according to sex and disability), but not in terms of strategies to support the achievement of targets. The

representation of women at SMS was 37% as at 30 September 2015, a decline from 38.6% as at 30

September 2014. Only the Department of Social Development has met the 50% target in the province. The

two departments that had met the targets during the 2014 reporting period have not maintained these

targets this year, namely, the Department of Public Works, Roads and Infrastructure and the Department

of Sport, Arts and Culture. The most concerning is the Department of Public Works and Infrastructure

which has declined from 50% to 33%.

Out of the seven departments that reported, only the Provincial Treasury has one woman with a disability

at SMS in the Province.

Departments also provided information on the representation of women in various structures such as

boards and committees. In the Provincial Treasury out of 14 structures, women are represented equitably

http://www.ledet.gov.za/http://www.ledet.gov.za/

39

in only 2, namely, the youth and disability forums. The Department of Economic Development,

Environment and Tourism reported that out of the boards, only 3 have women representation which

indicates that men still dominate. In the Office of the Premier all 8 structures reported on, men are

represented more than women. Out of 17 structures in the Department of Cooperative Governance,

Human Settlement & Traditional Affairs, only in 7 where men and women are equitably represented.


Reporting on this principle has not improved in the province for three years running. Departments did not

provide information on how the existing policies and structures contributed towards creating an enabling

environment. The Department of Agriculture & Rural Development gave a broad statement about wellness

programs and systems, mentoring and coaching; capacitating females without providing any progress. The

Department of Cooperative Governance, Human Settlement & Traditional Affairs reported on the

existence of a gender unit and frameworks. The Office of the Premier reported on staffing in the unit

responsible for coordination headed by a director and the OSW staffing deemed to be adequate. The

Department of Sport, Arts & Culture only stated that the department has created an environment by

ensuring the participation of women in all government structures and statutory bodies, without providing

a breakdown of those structures and their representation.

The Department of Public Works, Roads & Infrastructure reported on calendar day celebrations, sports

day, Disability forum and indicated that womens empowerment in the department has improved

without the necessary details on the respective improvement. The Department of Economic Development,

Environment & Tourism reported that the gender unit comments on policies before approval but there

were no details of the kind of inputs that were given during the reporting cycle and a broad statement on

presentations made of the GESF. The Provincial Treasury reported on partly functional structures, level of

the GFP and participation in conferences.


Reporting on this principle has again not improved in the province. Out of the seven departments that

reported, six provided broad statements and the Department of Sport, Arts and Culture only listed policies.

The Provincial Treasury reported on the workshop conducted on the GESF and JA by the DPSA; Gender

40

analysis conducted quarterly but no reflection on the findings and how the recommendations are

implemented; and a broad statement on disaggregation of departmental information. The Department of

Economic Development, Environment & Tourism gave a broad statement on the Transformation units

participation in departmental interviews and events. The Department of Public Works, Roads &

Infrastructure reported on structures; gave broad statements about coordination of gender mainstreaming

in reports; and having a draft gender strategy. The Department of Sport, Arts & Culture only listed policies

without reflecting how they relate to gender mainstreaming. The Office of the Premier gave a broad

statement about gender mainstreaming not fully incorporated and provided a list of statistics that could

not be related to gender mainstreaming. The Department of Cooperative Governance, Human Settlement

& Traditional Affairs gave broad statements about incorporation of gender perspectives in all units, housing

contracts and procurement without details of how those have yielded results; and monitoring of

recruitment. The Department of Agriculture & Rural Development gave broad statements on monitoring

by the coordination unit and reporting by units; and having draft policy on Gender mainstreaming.

This makes it clear that the concept of gender mainstreaming is still not fully understood in the province.


For the past three years the province has maintained the standard of reporting on this principle as

departments provided information on conferences, bursaries, internships and disaggregated data of

employees trained in various areas. The Department of Agriculture & Rural Development reported on

policies; awareness campaigns; adoption of a disability centre by the MEC; female SMS attending a

leadership seminar but no details of the topics discussed except the address by the Public Protector;

attendance of conferences; learnerships statistics in favour of women; internships in favour of women; and

training. Out of seven programmes reported on, women were represented fairly in six programmes. One

intern with a disability was in the internship programme, but the total number of interns was not provided.

In bursaries (external), more males benefited than females and one person with a disability also benefited.

The Department of Cooperative Governance, Human Settlement & Traditional Affairs reported on 24

training sessions and no female participation was reflected. Out of three learnerships reported on, women

benefited fairly in two. More women than men benefitted in the internship programme. In bursaries more

females benefited in internal bursaries but only one man was allocated an external bursary.

41

The Office of the Premier reported on 41 HR training programmes where more women than men

benefited. Internships were allocated 50/50; more women received bursaries than men; experiential

learning programme benefited more women than men; bursary holders were not disaggregated; more

women than men benefited from the MDP.

In the Department of Sport, Arts and Culture more women benefited from bursaries. The Department of

Public Works, Roads & Infrastructure gave a broad statement on bursaries and training without details of

beneficiaries. The Department of Economic Development, Environment & Tourism only provided

disaggregated statistics on internships and bursaries which reflected that more women than men

benefited; whilst all the other training programmes only indicated numbers of women who participated

and without the number of men thus making it difficult to make a comparison. The Provincial Treasury also

did the same, only numbers of women who participated in capacity development programmes and

bursaries were provided which made comparison difficult. The department also reported on the staff

complement of the unit coordinating gender which is headed by a director and also included the

operational budget.


Limpopo has maintained a three year good standard reporting on this principle as six departments out of

the seven that reported provided a breakdown of the gender unit and its budget. The units responsible for

coordinating gender in most departments in the province are headed by a director.

In this section, departments were also expected to provide the location of this unit and only th

Date post:	27-Apr-2018
Category:	Documents
Upload:	buithuan
View:	274 times
Download:	8 times

PUBLIC SERVICE WOMEN MANAGEMENT WEEK ... Service...6 1. INTRODUCTION The Public Service Women...

Documents