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Annexes
 

Annex -1
Women in Politics (House of Representatives)
 

S. No	Name of the Political Party	1st Election -1991		2nd Election -1994		3rd Election -1999
		Total	Women	Total	Women	Total	Women
1	Nepali Congress	110	4	83	3	114	4
2	Communist Party of Nepal (UML)	69	4	8	4	69	6
3	Rastriya Prajatantra Party	4	0	20	0	11	1
4	Others	22	0	14	0	12	0
	Total	205	7	205	7	205	11

 

Annex-2

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Women in the Central Leadership of Political Parties in Parliament
 

S. No	Name of the Political Party	Women in Central Leadership (1995)		Women in Central Leadership (2000)
		Total	Women	Total	Women
1	Nepali Congress	31	3	31	3
2	Communist Party of Nepal (UML)	41	2	42	3
3	Rastriya Prajatantra Party	41	2	41	3
4	Samyukta Janamorcha, Nepal	15	1	11	0
5	Rastriya Janamorcha, Nepal	It was not established		21	1
6	Nepal Sadbhavana Party				2
7	Nepal Peasant Workers Party	15	1	11	1

 

Annex-3 Gender policy of ILO (Based on information available in Internet)

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The ILO must articulate a gender perspective on the world of work. Building on current activities to promote equality of women, the aim will be to examine the economic and social roles of both women and men, and to identify the forces, which lead to inequality in different domains. It will involve broadening the focus of attention from the de jury achievement of equality for women to the de facto results of economic policies, legislative measures and labour market outcomes for different groups of women and men.

One of the most important tools at the disposal of the ILO is gender mainstreaming. Although an established policy of the United Nations system and a methodology that is widely used in other organisations and programmes, gender mainstreaming is still at an incipient stage in the ILO.

An integrated gender policy requires action at three levels in the ILO: at the political level, within technical programmes, and at the institutional level.

First, political support for gender mainstreaming requires far greater representation of women in the tripartite decision-making structures of the Organisation, within governments, and in employers' and workers' organisations.

The constituents must redouble their efforts to ensure the presence of women within the structures of the Organisation and within there own bodies.

Second, the Office will take systematic steps to mainstream gender considerations into ILO programmes and technical co-operation. This will require gender impact assessment, supported by empirical research on key issues such as gender aspects of globalisation and the changing nature of work. Gender concerns will also have to be reflected much more systematically in ILO information systems and statistical databases.

Third, institutional mainstreaming within the ILO must include gender-sensitive programming and monitoring systems, a strategically located and strengthened focal point system, and appropriate training and personnel policies, which enhance career opportunities for women.

Related ILO Conventions on Women Labour

Annex-4 Promoting Women Leadership: An Experience of South Africa

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Annual Southern African Trade Unions Forum (ASATUF) has been a good example of an initiative that aims to empower women in South Africa ASATUW- meets every year to discuss common issues and make relevant recommendations. All networks are responsible to implement the recommendations in their organisation life and activities. The Forum has provided the sub-region women a meeting-place where they learn from each other's experiences and built a network for a regular contact.

The principal aim of the Forum is to foster mutual cooperation amongst women to develop and implement effective and result-oriented programmes. It has identified the following priorities.

• Encourage the backward countries such as Angola and Lesotho to participate in the Forum.

• Implementation of trade union education with women and capability development programmes for women so that women participation is ably increased in trade union leadership.

• Production, through broad-based discussions, of concrete conceptual and policy recommendations on women issues for national level trade union conferences.

• Inclusion of women issues and problems in the policies and programmes of unions

• Develop the Forum into a centre that helps to form consolidated organisations, maintain a regular communication flow and establish a strong contact network.

The Forum has identified mainly two areas to concentrate its programmes.

The first area is the women education in trade unions and gender issues. The Forum policies on this area follow:

• Women participation in labour education in general

• Separate education campaign for women workers

• Inclusion of gender issues in the regular curriculum of trade union education

The second area is to increase the participation of women in leadership. The Forum has following to adopt in this respect.

Positive Action: Awareness raising, specific programmes for the development of women leadership through a separate organisational set up, and establishment of capable women into leadership
The following strategies have been developed to implement the policies stated above.

• Appropriate responsibility to meet the qualification of the women developed through the Positive Action.

• Regular support to women in leadership positions for some time to come. They need so because patrimonial hindrances obstruct the women to carryout their responsibilities.

 

Annex 5 International Chemical, Energy, Mining and General Workers Federation (ICEM)

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International Chemical, Energy, Mining and General Workers Federation (ICEM) is one of the International Trade Secretariates of National Federation related to chemical, electricity and mining works. GEFONT's one of the affiliates, Nepal Independent Chemical and Iron Worker's Union, is affiliated with ICEM. It has adopted the following programmes in order to develop the participation of women.

• Formation of women departments under its organisational structures

• Chairperson and vice chairperson of international department will be ex-officio members of the international executive committee

• Each regional women department chairpersons (it has 9 regional committees) will be ex-officio members of executive committees. In the international executive committee will be 11 women ex-officio members.

• Thirty percent women involvement in regional committees

• Thirty percent women participation in every programme the ICEM holds

• Encourage the affiliated member unions to implement this policy.

ICEM has its own mechanism to implement the policy. Every four years, women's conference is organised to form the international department. The conference elects chairperson and vice-chairperson. Regional department chairpersons are ex-officio members of this department.

Regional conferences assess the programmes launched amidst women annually. These conferences also worked out plans for the next year. The programmes in the international level are evaluated through the department meetings.

 

Annex- 6 International Confederation of Free Trade Unions (ICFTU)

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International Confederation of Free Trade Unions (ICFTU) is one of the Confederations of National Trade Union Centres.

It has following strategies regarding women participation.

• Formation of women departments from regional to international level under its structures.

• The chief of international women's department to become the vice chairperson of the executive committee

• Five women members in the executive committee representing regional departments, at least one woman from a department

• Thirty percent women to participate in ICFTU held programmes

• Member unions to compulsorily implement the policies

ICFTU launches separate programmes for women in every sector. Through these programmes, the centre aims to inculcate self-respect into women, it provides training on technology-related issues and hopes to foster the competitive participation of women in union movement. It will launch programmes with women under "positive steps and actions."

ICFTU and PAP Policy

Much remains to be done: some union practices and structures effectively discourage women's participation; resistance to women holding positions of power remains common and issues such as sexual harassment are not addressed seriously; and even though most unions now have policy on equal rights, they still have to develop activities and services, to educate and campaign to turn that policy into practice. Passing resolutions and adopting policies on paper doesn't accomplish much if they are not applied. One of our greatest challenges is to change attitudes on issues of equality. That's why, in 1992, the International Confederation of Free Trade Unions (ICFTU) Executive Board- on which sit elected union leaders from all regions of the world-adopted the Positive Action Programme for Women in Development Co-operation (PAP) as a policy for the ICFTU and its affiliates at the international, regional, national and local levels.

PAP means more than "equal treatment" or measurers "against discrimination." Positive or affirmative action is dynamic. It includes active measures- to redress the effects of past discrimination- to eliminate discrimination that is happening now- and to promote equality overall.

The PAP is a tool for the use of the ICFTU, its affiliates and regional organisations, International Trade Secretariats (ITS) and co-operating organisations to make sure that:

• gender perspectives are incorporated into the work of trade unions;

• women are a target group of projects and programmes;

• projects and programmes truly help to empower women, leading to their fullparticipation in trade unions, the world of work and society as a whole;

• there is effective communication and feedback which links general projects and women's projects. This especially important in the areas of education, training, research and vocational training. By doing this, women's and equality issues become an integral part of the mainstream of trade union policy and practice;

• women's representatives are actively involved in all decision making at every sytage of the project - planing, implementation, monitoring and evaluation;

• women are positively affected by any development co-operation activity.

Mentioned name in the report
 

Interviewees:

Acknowledgement
 

Koirala, Om	Yadav, Yogilal
Yadav, Yogendra	Giri, Balaram
Munnilal Shakya,	Astalazxmi
Bhandari, Bidhyadevi	Manandhar, Sulochana
Pokharel, Menaka	Friends from GEFONT's affiliates

Reference cited