Section 1: National Gender Equality Policy National Priorities and Targets for Gender Equality The National Gender Equality Policy includes priorities and targets. Some of the most relevant to civil service HRM are briefly summarised below. Framework: Establish frameworks to ensure public and private spheres address gender Approaches and tools: Develop and apply gender mainstreaming approaches, tools and instruments compatible with Nigeria’s macro-policy framework Gender mainstreaming: Gender equality as a core value and practice in society and governmental institutions Global frameworks: Global and regional gender equality frameworks incorporated in Nigeria’s laws, legislative processes, judicial and administrative systems. Examples: Equity/equality in employment opportunities Elimination of discriminatory practices against the employment of women on grounds of sex, ethnicity, class, religion, age, disability or marital status Representation: Minimum threshold of representation for women to promote equal opportunity in all areas of political, social and economic life. For example: 35% affirmative action in favour of women in political representation in elective/appointive posts Specific projects: Undertake capability building projects to enable women and men to take advantage of economic and political opportunities towards the achievement of gender equality and women’s empowerment. Examples: Equal access to critical resources Reduce numbers in core poverty groups, particularly women Education and sensitisation: Sensitise all stakeholders on gender equality and women’s empowerment as central to the attainment of overall national development. For example: Equal access to formal/informal education and skills development opportunities. Section 2: HRM Checklists for Gender and Social Inclusion
groups by grade), dismissal A Road Map to Inclusion: Organisational Maturity Phase1 Phase 2 Phase 3 Phase 4 Ignorance Knowledge Action Leadership/cultural/ organisational No problem ‘Their’ problem ‘Our’ problem Everyone’s opportunity No problem Symptomatic response No policy for gender and social inclusion No HR support for those suffering unequal treatment Compliance-based attitude and culture Minimal approach; legal minimum only Targeted activity at specific groups: women, people with a disability, older people Basic equal opportunity awareness in HR recruitment function Some training in sensitisation of legislation or gender and social inclusion awareness HR interventions and support through the employee relations function HR own the issue; drive and communicate Leaders and managers do not own the issues The economic and business case is realised and communicated by leader Those at the top are accountable for progress Manager and supervisors are engaged Shared responsibility for gender and social inclusion Managers and supervisors take responsibility for diversity, gender and social inclusion at all levels Gender and social inclusion is ‘business as usual’ Disaggregated data informs future decision making and policy as a norm Impact Hostile culture Few visible women or minority groups Poor retention Little change to culture and mind-set; some patchy awareness and helping people to ‘fit in’ Gender and social inclusion seen as an HR issue Increased sense that High level of awareness Economic and social benefits accepted Mainstreaming Sophisticated governance Exemplar employer
No discussion; no awareness High risk of grievance Not safe to discuss Resentment and backlash at some seen to be getting ‘special’ treatment Seen as ‘political correctness’ gender and social inclusion is ‘a good thing’ Little understanding of the relevance of gender and social inclusion to economic and social well-being Minorities directly involved in culture change interventions and advocacy Continuing risk of grievance Safe to discuss gender and social inclusion openly