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This Botswana Media Gender Policy Is A HIS BOTSWANA Media Gender Policy is a product of intense work, commitment and Tcontribution from the Botswana Media Centres of Excellence (COEs). It was made possible by UKAID who funded the project in conjunction with Gender Links (GL). The 2009 Glass ceilings in Southern African media study showed that in Botswana, women constitute Keabonye Ntsabana 42% of media employees,39% and 30% of those GLB Country Manager in senior and top management respectively. These gaps in institutional practice are evident in media content. The 2010 Gender and Media progress Study (GMPS) revealed that women constitute just 20% of news sources in the media. The input of the management of the seven Botswana media houses participating in the COE initiative, which include Duma Fm, Gabz FM, Mmegi/ Monitor, Sunday Standard/The Telegraph, The Echo, The Voice and Yarona Fm made this initiative possible. Skhonzile Ndlovu These media houses have taken the first step to ACKNOWLEDGEMENTS GL Programme Manager recognise the importance of mainstreaming Gender not only in content but in institutional practice too. We thank the media houses for giving Gender Links the keys to your boardrooms to hold the workshops which culminated in the Policy. We commend the work done by members of the Task Force who gave their time to the project and the staff who actively participated in the forums. Gender Links would like to acknowledge the efforts of its staff especially GL Botswana team, Keabonye Roos Van Dorp Ntsabane, Roos van Dorp and Vincent Galatlhwe. GLB Senior Programme Skhonzile Ndlovu, GL Media Programme Manager Manager and the GL head office provided technical support during the compilation of this gender policy. We thank the project Consultant and Facilitator, Beata Kasale as well as Caroline Phiri Lubwika for her input in the final drafting of the policy. Gender Links thanks the Printing and Publishing Company of Botswana (PPCB) who have shown their commitment to Gender mainstreaming in the media by sponsoring the printing of this policy. We also thank UNFPA for their contribution to this project. Beata Kasale Consultant/Facilitator ER FFIC O E CUTIV E X E F F E Colleen Lowe Morna Chief Executive Officer, Gender Links EDIA HOUSES in Botswana have joined 100 other Southern African Development Community (SADC) media houses to mainstream Mgender in content and institutional practice. This is the first time that media houses have come together to develop a OWE MORNA, CHI MORNA, OWE common document to guide their efforts to mainstream gender. Seven media L houses, The Voice, The Echo, Mmegi, Sunday Standard, Yarona FM, Gabz FM and Duma FM have developed and signed to this gender policy, which is the first step towards transforming gender relations in and through the media. The struggle to ensure gender equality in and through the media in SADC calls for a more holistic approach to the transformation of gender relations in FOREWORD BY COLLEEN COLLEEN BY the media. This includes the creation of a conducive environment for gender equality to flourish. The gender equality imperative also demands that media houses put in place deliberate strategies to level the playing field such as developing gender policies to guide their operations. Gender stereotypes also abound in the way women and men are represented in the news media with both women and men presented in a narrow range of roles which limit their scope in society. Men, for example seldom speak in stories on gender equality, human rights, and children. Likewise, women rarely speak in the media on economics, politics, sports and sustainable development, issues which affect them. Many a cynical editor argues that gender biases in the media are just ‘the way of the world’. But these seven Botswana Centres of Excellence for gender in the media have debunked this myth saying change is possible. It is this belief in change that has spurred these media houses to develop a gender policy to guide their operations. This policy looks at institutional issues, such as human resources practice, sexual harassment, advertising and marketing and editorial content. What is unique about this gender development process is that media managers and editors have given buy-in to the process. These seven Centres of Excellence have all signed Memorandum of Understanding (MOUs) with Gender Links giving their full commitment to the process. Coupled with work that is happening with media trainers, media regulators and citizens, Botswana will soon see the media contributing to gender equality in the Southern African region. Change can only happen when different industry players come together and work towards a common cause. Acknowledgement Foreword Media Houses Buy in ........................................................................................ 4 Statement of Commitment ......................................................................... 5 Abbreviations and Definitions .................................................................... 6 1. INTRODUCTION............................................................................. 7 2. WORKPLACE POLICY 8 Gender Policy Framework ........................................................... 8 Work Place Issues............................................................................ 9 Board and Staff Composition...................................................... 12 Affirmative Action and Staff Development............................. 12 Conditions of Employment......................................................... 12 Family Friendly Practices and Environment........................... 13 3. EDITORIAL CONTENT 14 Editorial Content............................................................................. 14 Programmes..................................................................................... 14 Sales and Marketing...................................................................... 15 4. CODE OF GOOD PRACTICE ON SEXUAL HARASSMENT Defining Sexual Harassment....................................................... 16 Examples of Sexual Harassment ............................................... 16 Physical Conduct............................................................................. 16 Verbal Conduct................................................................................ 16 Non Verbal Conduct ...................................................................... 16 Victimisation..................................................................................... 16 Coercive Harassment .................................................................... 16 Sexual Favouritism ......................................................................... 17 Procedures on Sexual Harassment .......................................... 17 Reporting Sexual Harassment.................................................... 17 Sexual Harassment may be reported to the Employer...... 17 Obligations of the Employer ...................................................... 17 Disciplinary Sanctions................................................................... 17 Confidentiality ................................................................................ 18 Information and Education on Goals ...................................... 18 Retaliation ........................................................................................ 18 Counselling and Support............................................................. 18 5. IMPLEMENTATION OF THE POLICY Gender Steering Committee....................................................... 19 Appointing the Gender Steering Committee ..................... 19 Monitoring and Evaluation.......................................................... 19 Information and Education.......................................................... 19 Self Monitoring Tools..................................................................... 19 Action List (Leaflet enclosed) Sources ................................................................................................................. 20 MMEGI: GL Botswana (GLB) with Greg Kelebonye SUNDAY STANDARD/ MEDIA MEDIA IN BUY HOUSES THE BEGINNING THE THE TELEGRAPH: Staff members in a workshop YARONA FM: GL Botswana with Owen Rampha ECHO: GLB team with Tomeletso Sereetsi THE VOICE: GL Botswana with Voice staff DUMA FM: GL Botswana with Kealeboga Dihutso GABZ FM: GL Botswana with Joyce Manase (right) and Pamela Gwanzura 4 BOTSWANA MEDIA GENDER POLICY We, the media practitioners of the following media houses undertake to adhere to what is written in this gender policy: Mr Titus Mbuya - Managing Editor ___________________ ___________________________ Dikgang Publishing Company Mr Tshireletso Motlogelwa (Mmegi and Monitor) Editor - Mmegi STATEMENT OF STATEMENT COMMITMENT ___________________________ _________________________ Ms Beata Kasale Kabango Ms Emang Bokhutlo Publisher – The Voice Newspaper uEditor - The Voice _____________________________ _______________________ Mr Outsa Mokone Mr Spencer Mogapi Managing Editor – Sunday Standard The Telegraph _______________________ _______________________ Mr David Moepeng Mr Mike Olivier Station Manager - Yarona FM News Editor – Gabz FM _______________________ _______________________ Mr Kealeboga Dihutso Mr Alfred Busang News Editor- Duma Fm Station Manager - Duma Fm _____________________________ Mr Godfrey Ganetsang Editor - Echo BOTSWANA MEDIA GENDER POLICY 5 ABBREVIATIONS BTA Botswana Telecommunications Authority COE Centres of Excellence GL Gender Links GLB Gender
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