Thursday, March 2, 2017

Consider measures to achieve gender balanced representation in decision making positions in public life 4/6


III. RECOMMENDS that Adherents consider measures to achieve gender balanced representation in decision making positions in public life by encouraging greater participation of women in government at all levels, as well as in parliaments, judiciaries and other public institutions.
 To this effect, Adherents should:

1. Embed a political commitment at the highest level to promote gender equality in public life, as
appropriate, by developing a comprehensive framework to encourage balanced representation of
women and men in public decision making positions by:
i) considering comprehensive (transitional or correctional) regulatory or voluntary measures to
promote gender diversity in parliamentary and executive bodies, including in parliamentary
committees and leadership posts. For example, based on good practices and as appropriate,
these measures can include disclosure requirements, quotas, voluntary targets, parity laws,
alternating the sexes on the party list and linking gender ratios in political parties to their
access to public funding. Considering penalties for non-compliance can be important to
ensure the effectiveness of such measures;
ii) introducing measures, as appropriate, to enable equal access to opportunities in senior public
service and judicial appointments such as disclosure requirements, target setting or quotas,
while ensuring a transparent and merit-based approach in judicial and senior public sector
appointments through open competition, clear recruitment standards and wide vacancy
advertisement;
iii) mainstreaming work-life balance and family-friendly work practices at the top level in
public institutions and promoting gender-sensitive working conditions, for example, by
reviewing internal procedures of public institutions, reconsidering traditional working hours,
developing schemes to support the reconciliation of family and professional obligations,
providing incentives to men to take available care leave and flexible work entitlements; and
iv) facilitating capacity and leadership development opportunities, mentoring, networking and
other training programmes in public institutions, promoting female role models in public life
and encouraging active engagement of men in promoting gender equality.

2. Systematically monitor gender balance in public institutions, including in leadership positions and
different occupational groups, through regular data collection, such as the use of employee
surveys, and reassess its alignment with overall gender equality objectives and priorities, taking
into account the results of evaluations (see also recommendation II.2).

3. Consider measures to tackle the root causes of barriers to women’s access to decision-making
positions, and to improve women’s image in society by developing information campaigns and
awareness-raising programmes about gender stereotypes, conscious and unconscious biases and
social and economic benefits of gender equality while addressing double or multiple
discrimination.


http://www.oecd-ilibrary.org/docserver/download/4216081e.pdf?expires=1486592347&id=id&accname=guest&checksum=92ADC416295D2B2EEC4EC84AAB0C4D90

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