Inspiring Media Houses to Adopt Gender Equality As a Priority

Gender and Media

Inspiring Media Houses to Adopt Gender Equality as a Priority

26-28 October 2016 Gender Links Cottages Johannesburg

Why a Gender To have Policy - Aim equal To ensure gender balance and treatment sensitivity in the media house To strive for and achieve and in its editorial content, gender equality for both opportunities programming and marketing men and women in the to create a strategies. media house conducive environment in the workplace.

To promote the full participation and empowerment of both men and women in programmes; confronting the social and ideological barriers; and encouraging initiatives for basic rights to rid any form of discrimination, including sexual harassment.

Botswana media houses What is joined over 100 SADC unique is media houses to Aims and that media mainstream gender in Buy In managers content and institutional and editors practice through Gender gave a Links Media programme Media houses committed to buy-in to the place deliberate strategies process. to level the playing field such as developing gender Seven media policies to guide their houses (COEs) operations. signed MOUs with The media houses had to Gender Links address: giving • institutional issues commitment • human resources practice to the • sexual harassment, • advertising and marketing and process. • editorial content.

Explanations Seven Courting the media media houses, (COEs) The Voice, The Echo, Mmegi, Sunday Standard, Yarona FM, Gabz FM and Duma FM developed and signed to commit to the gender policy after many explanations..

It was essential to get the media houses to sign Memorandums of Understanding with Gender Links - Not an easy task!

Inhouse workshop Include all departments of the media house for the training. Publishers, Editors, administration etc

Media houses discuss the need for a a Gender Policy. Interactive forums. Task force Everyone should members participate. are chosen from the media houses.

They discuss the crafting of a policy.

Editors Gender Policy always templates ‘busy’ so the meetings Task Force members were short. crafted the final policy From 07h30 using templates from to 11h00 inhouse workshops Botswana Editors meet to discuss Gender issues Facilitator’s Facilitator’s comm E nt

Breakfast NEWSROOM LEADERSHIP AND MANAGEMENT: Powerpoint Presentation OBJECTIVES force members that initially crafted the Policy had moved somewhere else. However, whoever took part in the Policy meeting for Botswana Media Gender Policy Booklet was given credit. . • To discuss final Botswana Media Gender Policy She shared: “This policy was done by media houses, and • To adopt the policy when I read it I felt quite proud of all of you. • To sign the Statement of Commitment The Gender Policy is something that we all did together; we had a Memorandum of Understanding signed with the Editors to discuss seven Centres of Excellency being; Echo, Mmegi/Monitor. MEETInG was convened for editors and The Voice, Duma FM, Ya Rona fm, Gabzfm and Sunday media owners to discuss the final Bot- Standard/The Telegraph. Aswana Media Gender policy. This was a very long journey and I am proud to say that the booklet. A presentation on Newsroom Management and the Task Force members came up with a very good policy Leadership was made which was interactive and and apparently I am told Gender Links Head Office love it. editors all participated. They expressed that the breakfast meeting was long overdue and a good “It has now come to a finale and from all the meetings we forum for editors to meet and discuss issues. have had we have come up with a final product that Print- ing and Publishing Company of Botswana has volunteered They shared that since their media houses signed to print. the Memorandum of Understanding with Gender “I hope that we are going to put this Policy into effect. It Links they have been sensitized about gender issues. should be incorporated in our Company Rules and Regula- tions and new staff members should be orientated about Beata Kasale-Kabango shared that media person- it. Most of the participating media houses have an HIV nel really migrated. For instance some of the task Policy which most people do not know about.

Task Force members change jobs and have to be replaced at the media houses. Important to have a contact person.

Task Force members met frequently during the process

Time to NEWSROOM commit AND LEADERSHIP Editors adopt the Botswana Gender Media Policy 2 newsroom management and leadership REPORT

NEWSROOM LEADERSHIP AND MANAGEMENT: Powerpoint Presentation

We have all these policies, we know they are there, I have heard people complaining about women and mother- but have we always forget about them after putting so hood that is, taking care of children, taking them to see a much time and effort in crafting them. doctor, having to stay at home when the Helper is absent etc, and the point is, we take it for granted that the woman is By Kelly Kasale The HIV&AIDS Workplace Policy and Code of Conduct the one who should provide care for children. Where are the August 13, 2013 will soon be coming out of the drawers as the Depart- men? Cresta Hotel ment of Labour and Home Affairs is visiting companies asking about HIV&AIDS workplace policies for On the other hand women should also find ways that enable Gaborone, Botswana employees. them to cover stories at remote parts of the country without presenting a fragile personality. They should also strive to Gender is also taking centre stage, because most cover other beats as politics, business and sports. countries are saying that it is high time gender is mainstreamed into institutions, governance and politics. OBJECTIVES When we talk about gender we do not refer to women, but because there is a disparity in the newsrooms • To discuss the ethical requirements for gender-fair regarding women we shall always lean towards them, newsroom management not that we are saying that women should hold positions of power simply because they are women. • To gain an understanding of the gender dimensions of newsroom and leadership The Voice has women in management positions, but this just happened and was never deliberately planned Leadership that way. But these women proved themselves to be in • Leadership – “guiding from the front” those positions. • Providing the vision and example that others to - follow Newsroom Manage • Leadership involves some management skill Crucial for the publishers ment and Leadership to sign the statement of workshop for editors commitment to ensure to discuss Gender there is implementation issues and the Policy

BOTSWANA Gender MEDIA Policy GENDER POLICY launched entres of excellence c otswana otswana compiled by b WHERE 1 ARE THE WOMEN? asks Dr Nasha, Speaker What of the NationalBOTSWANA Assembly

The Gender Policy was MEDIA REPORT GENDER happens to POLICY finally launched by the invitation then Speaker of the newly Parliament, lauched

August 29, 2013 BOTSWANA MEDIA GENDER POLICY Dr Margaret Nasha Cresta President Hotel Gaborone, Botswana Printed by Printing and Publishing Company of Botswana Policy?

BOTSWANA MEDIA GENDER POLICY ACTION PLAN Action Strategic Objective Actions Who Time Frame Indicators Targets for achieving gender Disseminate the policy & get management Gender Links & Sunday Standard 2 years Attain the set targets Parity by 2015 on boar on gender mainstreaming through Mangement workshops Plans Selection and recruitment Develop a transparent, gender sensitive H.R & Management 2 years Stop the use of offensive language policy Management & legal advisor

Language Develop a guide for the use of language in Management H.R 1 year Gender mainstreamed into policies the workplace Gender is mainstreamed into all Review existing policies/ rules & regulations Company legal advisor 2 years Make staff aware of policy and ensure they “Actions speak loud- Policies to ensure gender sensitivity and management and HR utilize it. mainstreaming

Updated sexual harassment policy Develop a sexual harassment policy Section heads and Editors 2 years er than words.”

EDITORIAL Immediate Have aspecific number of gender specific Increase coverage of gender specific Have gender specific stories in all sections Assignment Editor But Botswana media stories. issues Ensure balance of sources Have a balanced pool of sources Management & Assignment Editor 1 year Gender balanced sources houses now have Assign specific beats on rotational Engage management in the rotation of Immediate More versatile workforce basis reporters across the beats. Management & Assignment Editor

Build up data base of sources Establish gender data base. Develop new angles and and approaches Gender as a part of Encourage reporters to add as many sources Management/Editor and 1 year as possible to gender data base. Genderlinks resource Build gender into review and Establish a self monitoring system and Management and Human 1 year Use of gender sensitive language their mandate. planning meetings including gender in the agenda of the Resources Management weekly reviews

Guidelines and training session on Editor Workshops Immediate Diversity in content language

BOTSWANA The media houses MEDIA drafted action plans with GENDER

A MEMBER OF THE BOTSWANA CENTRES OF EXCELLENCE POLICY timelines. MMEGI ACTIOIN PLAN However these have to be reviewed for post 2015 inhouse creations 2013 Gender mainstreaming BOTSWANA MEDIA GENDER POLICY invitation

2 Way forward A woman in

Printed by Printing and Publishing Company of Botswana WELCOMING GUEST OF HONOUR: MmaNasha leadership flanked by Kasale and Ntsabane 4 Way Forward - nine steps should show PRESENTING THE FINAL DRAFT OF THE POLICY: Beata left with Kelefilwe Kasale taking notes of the proceedings others so as to have a gender Botswana Media unite to mainstream gender dimension in content and in top management positions Ast tHursdAy was a mile- sha who was the Guest speaker, as well as UNFPA especially at the stone for media in Botswana as Country Representative, a Gender Policy was launched Lto be used by practitioners in Aisha Camara-Drammeh, Kelebogile Kgabi from the their studios and newsrooms as well Ministry of Labour and Home Affairs, the Attorney entres of excellence c top because new as the boardrooms. General, Dr Atthalia Molokomme, renowned lawyer and Gender Links Volunteer Rahim Khan, Bala repre- An initiative of Gender Links, (GL) funded sentative Rre Manthe and Rre Roy Sesana. WAY FORWARD SEVEn: Ensure diversity among media personnel through otswana otswana by UKAID, the Botswana Media Gender compiled by b recruitment and training that addresses the specific needs Policy is a product of seven media houses. Welcoming guests, GL Botswana Country Manager, The Nine Steps to a successful mainstreaming of of women managers Keabonye Ntsabana commended the media houses Gender in the media house The participating electronic and media for taking the first step to recognize the importance eiGHT: Foster gender-awareness among women and men in practitioners signed Memorandums of of mainstreaming Gender not only in content but OnE: Set goals or targets for the achievement of gen- the media by conducting workshops and training. Understanding with GL to become Centres also in institutional practice. der balance among media personnel replicate the of Excellence (COEs). nInE: Establish mentoring systems and other supportive The Gender Policy Project Consultant and Facilita- TWO: Establish policies and transparent procedures for strategies to enhance women’s capabilities and potential Participating media houses who crafted tor, Beata Kasale-Kabango clarified the fact that the recruitment, remuneration, promotion, etc etc and adopted the Policy were duma FM, Policy was not only concerned about women, but for advancement in the media. leaders they find, yarona FM, Gabz FM, Mmegi/Monitor, men as well. THree: In view of the growing evidence that many Leadership is guiding from the front providing vision. Lead- the Voice, Echo and sunday stand- women are dropping out of media professions conduct ership involves management skills. ard/the telegraph. However, she pointed out that women were missing research to find out why in positions of leadership and that the Policy sought Management and leadership are two different issues even Among the 100 guests who turned up to to address this gap. FOuR: Recognise the existence of negative gender- you can though they are also one, it is a bit confusing just like support the occasion was the Speaker of based attitudes and behaviours, including sexual har- gender because management is more like taking charge or the National Assembly, Dr Margaret Na- assment in the workplace, and create a gender-friendly control and you have to be leader in order to be a manager. work environment. transform A woman in leadership should show others so as to have FIVE: Establish more flexible work schedules, not as a a gender dimension especially at the top because new special concession to women managers replicate the leaders they find, you can transform the faces but that does not mean that everything is going to the faces but that SIx: Provide management, negotiation and leadership change. training for women to help them succeed in media companies does not mean that everything is going to change.

1 Nine WAY Steps FORWARD Set goals or targets for 3 the achievement of gender In view of the growing evidence The Nine balance among media Steps to a personnel that many women are dropping out of media professions, successful conduct research to find out mainstreaming 2 why of Gender Establish policies and transparent in the media procedures for recruitment, house remuneration, promotion, etc etc 5 4 Establish more flexible work schedules, not as Recognise the existence of negative gender- a special concession to based attitudes and behaviours, including women sexual harassment in the workplace, and create a gender-friendly work environment.

Media Nine managers Steps were advised 6 8 through a Gender Links Provide management, Foster gender-awareness News negotiation and leadership among women and men Management training for women to help in the media by and Leadership them succeed in media conducting workshops training that companies and training. Leadership is guiding from the 9 front providing vision and that 7 Establish mentoring Leadership systems and other Ensure diversity among media involves supportive strategies to personnel through recruitment management enhance women’s and training that addresses skills. capabilities and potential the specific needs of women for advancement in the media. A woman with a voice is, by definition, a strong woman.

MELINDA GATES