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OECD Toolkit for Mainstreaming and Implementing Gender Equality

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OECD Toolkit for Mainstreaming and Implementing Gender Equality OECD Toolkit for Mainstreaming and Implementing Gender Equality Implementing the 2015 OECD Recommendation on Gender Equality in Public Life . 1 . 2 . Table of Contents CHAPTER 1: INTRODUCTION ..................................................................................................................................................................... p. 4 1.1 Why an OECD Toolkit for Mainstreaming and Implementing Gender Equality? .................................................................... p. 4 1.2 How does the Toolkit work? .................................................................................................................................................................................... p. 5 1.3 Who is the Toolkit for? ................................................................................................................................................................................................. p. 5 CHAPTER 2: INSTITUTIONAL AND GOVERNANCE FRAMEWORKS FOR GENDER EQUALITY AND MAINSTREAMING .. p. 6 2.1 Whole-of- government strategic plan for implementing gender equality ............................................................................... p. 7 2.2 Institutional mechanisms for gender equality and mainstreaming ............................................................................................... p. 15 2.3 Assessment of gender impacts of various public governance dimensions .............................................................................. p. 24 2.4 Integration of the gender perspective in all phases of the budget cycle .................................................................................. p. 30 2.5 Accountability for gender equality and mainstreaming ....................................................................................................................... p. 36 2.6 Measuring progress towards gender equality performance .............................................................................................................. p. 40 2.7 Complaint and appeal mechanisms to protect rights for gender equality ............................................................................... p. 45 CHAPTER 3: GENDER SENSITIVE PRACTICES IN PARLIAMENTS ...................................................................................................... p. 48 3.1 Mainstreaming gender in internal parliamentary processes and practices .............................................................................. p. 49 3.2 Integrating a gender perspective in parliaments’ external oversight and accountability functions ......................... p. 57 3.3 Achieving balanced representation of women and men in parliaments/legislatures at all levels ............................. p. 61 CHAPTER 4: GENDER SENSITIVE PUBLIC EMPLOYMENT SYSTEMS ............................................................................................... p. 68 4.1 Enablers for gender-sensitive public employment systems ............................................................................................................... p. 69 4.2 Leadership and executive accountability for promoting gender equality in the public sector ................................... p. 72 4.3 Gender-sensitive public employment systems ........................................................................................................................................... p. 78 4.4 Addressing gender wage gaps and occupational segregation ........................................................................................................ p. 88 CHAPTER 5: GENDER SENSITIVE PRACTICES IN THE JUDICIARY .................................................................................................... p. 94 5.1 A comprehensive framework for gender equality in judicial decision-making ...................................................................... p. 95 5.2 Measures to attract and recruit women and men from diverse backgrounds to judicial posts .................................. p. 100 5.3 Fostering an enabling environment to retain and promote women and men from diverse backgrounds in judicial careers ................................................................................................................................................................................................................. p. 103 5.4 Monitoring the impact of gender equality initiatives in the judiciary .......................................................................................... p. 110 GLOSSARY OF TERMS ................................................................................................................................................................................... p. 112 REFERENCES ..................................................................................................................................................................................................... p. 120 . 3 . 01 INTRODUCTION 1.1. WHY AN OECD TOOLKIT FOR MAINSTREAMING AND IMPLEMENTING GENDER EQUALITY? The 2015 OECD Recommendation of the Council on Gender Importantly, the GEPL Recommendation recognises that Equality in Public Life (GEPL Recommendation) provides a effective policy making and oversight do not occur in a clear path for making governments, public administrations, vacuum. Likewise, sustainable gender mainstreaming efforts legislatures, and judiciaries more aware of and responsive engage a broad range of core political and public actors. to the perspectives, interests and needs of both women and These stakeholders not only play a role in supporting gender men. Making state institutions more sensitive to gender mainstreaming, but also serve as sounding boards and requires more than increasing the number of women in accountability mechanisms in their own right. leadership positions. It means better understanding how formal and informal policies, practices and procedures The good practices contained in this Toolkit are meant across state institutions can reinforce gender inequalities to motivate and inspire people across government – and gender-based stereotypes, and what can be done to political executives, public administrations, legislatures enable gender equality. The Toolkit guides policy makers in and judiciaries – to introduce new and innovative ways to implementing the GEPL Recommendation, helping them promote gender equality. In this sense, the Toolkit should design gender-sensitive public policies and services and be seen as an organic tool: one that will grow as more good enable women’s equal access to public decision making. practices are developed and shared. The Toolkit stresses the importance of gender learning as an iterative process. To this This Toolkit focuses on strengthening governance and end, it is also hoped that readers of this Toolkit will take the accountability for gender equality as a means to improving guidance provided and further develop the ideas therein in the gender-responsiveness of public policy. It also identifies order to create truly gender-sensitive state institutions. measures to increase gender equality in state institutions. It highlights a range of possible actions to take and pitfalls to avoid in: institutionalising gender equality and gender mainstreaming; supporting gender balance in all state institutions (executive, legislative, and judiciary) and structures, and at all levels; developing and sustaining gender mainstreaming capacity; and establishing inclusive accountability structures. 4 . CHAPTER 1: INTRODUCTION The Toolkit also includes country examples from national 1.2. HOW DOES THE and sub-national levels that are linked the pillars and key provisions of the GEPL Recommendation. These examples TOOLKIT WORK? shed light on the different approaches available to countries seeking to achieve gender equality. Based on key provisions of the GEPL Recommendation, the Finally, the Toolkit includes a section on key definitions (such Toolkit has four main pillars: as gender mainstreaming and gender budgeting) and links to relevant materials and documents from the OECD and other ■ Institutional and governance frameworks for gender international and national institutions. equality and mainstreaming ■ Gender-sensitive practices in parliaments ■ Gender-sensitive public employment systems ■ Gender-sensitive practices in the judiciary 1.3. WHO IS THE TOOLKIT Each pillar of the Toolkit contains a self-assessment tool allowing policy makers in different areas to analyse their specific country and work contexts and identify gaps, FOR? weaknesses and strengths. The self-assessment tool includes: The Toolkit is designed to support a range of decision- making institutions in their efforts to improve the quality and gender-sensitivity of their internal processes and Priority checklists of the elements needed for the ■ outputs such as policies, legislation, and services. These effective implementation of each main provision institutions include executive leadership and senior of the Recommendation. Each priority checklist is managers, gender equality institutions, line ministries, accompanied by an explanation of why these elements national statistical offices, central civil service management are important. departments, parliaments and local deliberative bodies (e.g. ■ Self-assessment question to help countries identify their councils, assemblies), parliamentary committees or cross- potential gaps as well as strengths in implementing party caucuses on
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