Transcript SADC GENDER PROTOCOL SUMMIT AND AWARDS Category: …

SADC GENDER PROTOCOL SUMMIT AND AWARDS
CATEGORY: COE LEADERSHIP (MEDIA HOUSE)
Name of Leader: Mr DHANJAY CALLIKAN
In his capacity as Director General of the Mauritius
Broadcasting Corporation
Johannesburg, South Africa
22 - 24 April 2013
BRIEF DESCRIPTION
LEADER- Mr Dhanjay Callikan
Appointed
Director General of the MBC in June 2009.
Well
acquainted with the operations of the MBC, having
joined the MBC in 1972 as Assistant Head of News, acted
as Chairman of the MBC Board from 1982 to 1983 and
assumed the post of Director General from 1986 to 1988.
Has
filled important posts
communications industry.
in
the
media
and
MAURITIUS BROADCASTING CORPORATION
Public
service broadcaster of Mauritius
Broadcasts
6 radio channels and 17 TV channels on a 24
hour basis, in the different languages spoken in Mauritius
A
platform for local, regional and international news
A
variety of infotainment and entertainment programmes
Our
audience: A socially, culturally and linguistically
diverse population
WHY AND WHERE IS GENDER MAINSTREAMING IMPORTANT AT
THE MBC?
MBC,
as a public service broadcaster, has a moral
obligation to promote “Media provisions in the SADC
Protocol on Gender and Development”. The Director
General, holding the highest position at the MBC, is
committed to lead the Corporation to fulfil its objectives
related to gender promotion.
As
women’s voices are not yet in parity with those of
men in news reports, it is important to take necessary
action towards achieving gender balance in news
reports.
As
a media institution, the MBC has a key role to play in
achieving gender balance and challenging gender
stereotypes in its choice of programmes, and showing
gender sensitivity in advertising.
It
is important to reflect gender balance in staff
composition and structure. Gender balance in these
areas is enhanced
through measures taken at top
management level.
ACTIONS TAKEN TO ACHIEVE GENDER MAINSTREAMING
Corporate Level
Target in SADC Protocol
Action Taken
Outcome
Ensure that gender is
mainstreamed
in
all
information,
communication and media
policies, programmes, and
trainings/ workshops.
Adoption of various policies
(Gender Policy which includes a
code of good practice on sexual
harassment, HIV &AIDS Policy).
MBC Staff are more
informed about legal
provisions safeguarding
their
rights
and
procedures.
Signing of MOU with Gender
Links IN 2011 to help MBC MBC Presenters and
become a gender responsive Journalists are kept
Encourage to mainstream
media
updated on new issues
gender in codes of conduct,
gender,
policies and procedures, Workshops on gender issues are regarding
enabling
them
to
and adopt and implement organised on a regular basis.
improve the content of
gender
aware
ethical
principles,
codes
of Opportunities are given to their radio and TV
programmes on gender
practice and policies.
attend workshops/ seminars held
matters.
overseas on gender issues.
Take measures to promote
the equal representation of
women in the ownership
of, and decision making
structures
Key positions / responsibilities
are entrusted to women –
Deputy Director General, and
Responsible officers of different
departments.
Increasing
gender
balance
at
top
management level and
more women occupy
posts at management
HIV and AIDS Workshop, Training Room, MBC
ACTIONS TAKEN TO ACHIEVE GENDER MAINSTREAMING
News and Programming Services
Target in SADC Protocol
Action Taken
Outcome
Encourage to give equal
voice to women, and men
in all areas of coverage,
including increasing the
number of programmes for,
by and about women on
gender specific topics and
that
challenge
gender
stereotypes.
Increased portrayal of Increased
number
of
women in news reports programmes on gender issues
broadcast on radio and TV.
Programmes on gender
issues form an integral Women are more willing to
part in MBC Radio and come forward with their
TV
Programme problems and voice out any
schedules – mainly in forms of violence which they
languages which are might be victims of and seek
most commonly spoken assistance
from
the
and understood.
appropriate institutions.
Take
appropriate
measures
to
play
a
constructive role in the
eradication of gender based
violence
by
adopting
guidelines which ensure
gender sensitive coverage.
Programmes
are
mainly focused on the
contribution of women
for the betterment of
society and in the
development of the
country at large.
Through these programmes
victims
are
more
knowledgeable about the laws
to which they should have
recourse to protect themselves.
INCREASED PORTRAYAL OF WOMEN IN NEWS REPORTS
&
MORE PROGRAMMES ON GENDER ISSUES
ACTIONS TAKEN TO ACHIEVE GENDER MAINSTREAMING
Marketing and Commercial Services
Target in SADC Protocol
Measures to discourage :-
Action Taken
Outcome
The MBC shows sensitivity and Actions are taken
responsiveness to its clients by:
within the shortest
•promoting pornography and -Developing
gender
aware timeframe
violence against all persons criteria
for
assessing
especially
women
and advertisement.
Fewer
children;
•Depicting women as helpless -Ensuring that the approach to representations
regard
to
victims of violence
and advertising and
marketing with
abuse;
concurs
with
policies
and commercial content
•Degrading or exploiting guidelines where gender is
women, especially in the area concerned.
of
entertainment
and
advertising and undermining - A Quality Control Unit set up
their role and position in to preview all programmes to
society; and
ensure contents
of broadcast
•Reinforcing
gender are in line with required policies
oppression and stereotypes.
and guidelines.
QUALITY CONTROL TO PREVIEW
PROGRAMMES, NEWS CONTENTS AND
ADVERTISEMENTS
KEY CHALLENGES
The
MBC has some way to go to be able to reach 50%
gender balance in all areas and at all levels by 2015, in
compliance with Declarations, Conventions and
Protocols.
To
achieve 50% in women’s voices in news reports,
women have to be empowered to come to the front
line and express their opinions freely, without any
restrictions.
ADDRESSING THIS CHALLENGE
Effort
has
to
be
deployed
collaboration with other partners
increased gender mainstreaming.
in
for
A
“ Gender Culture” has to be
inculcated in the society to successfully
achieve gender initiatives.
More
effective communication and
coordination systems are required, both
in internal operations and with external
stakeholders.
WORKING
IN CLOSE COLLABORATION
OUR
STAKEHOLDERS
TO
SET
UP
EFFECTIVE SYSTEMS AND PRACTICES
WITH
MORE
KEY CHALLENGES
There are still gender disparities in the distribution of
staff across the Corporation.
Staff composition
Overall 33% of women
34
7
66
110
Board
22
239
167
Management
Professional
Administrative
and Support Staff
ADDRESSING THIS CHALLENGE




Human resource practices (recruitment, selection,
promotion) have been set in place to ensure gender equity
and fairness.
Female employees are given the opportunity to hold key
positions and demonstrate their capabilities to take
important and bold decisions in the best interest of the
organisation.
Female employees are treated at par with their male
colleagues as they hold the same or better professional
qualifications as their counterparts.
Facilities are provided to all staff to upgrade their
qualifications (study leave, release) and improve their
skills and expertise (trainings, workshops, overseas
exposure).
KEY CHALLENGES
Gender disparities in the distribution of staff
among the various fields and areas of work, with
women predominating in areas of administration,
and men predominating in technical areas.
ADDRESSING THIS CHALLENGE
Women are also encouraged to apply for posts that
are male dominated and vice versa, so that gender
balance and sensitivity in staff composition,
institutional culture and practices are achieved.
Women are encouraged to move from stereotyped
roles to occupy positions that have been mainly
occupied by their male colleagues until recently.
FEEDBACK RECEIVED
Instant
feedback from our audiences during live
radio and TV programmes, expressing their
appreciation.
Almost
all workshops/ seminars/ events organised
by Gender Links or other relevant institutions are
being covered and included in MBC news bulletins
and broadcast in Creole, French, English and
Hindustani. This is viewed with interest by the
audience.
Gender
Links (Mauritius) through its Director,
conveys appreciation to the MBC and the Director
General for supporting gender initiatives and for
giving significant importance to the achievement of
gender objectives.
Staff,
including female employees, give their
feedback on employment and career opportunities
and practices, helping Management to devise the
best practices in gender mainstreaming.
THE WAY FORWARD…
Cooperating and collaborating with key
stakeholders for gender equality and
gender balance towards instilling
a
“Gender Culture,” both at the MBC and
in the society.