Produced by the Department of Personnel Management
“Rise up, Step up, Speak up”
National Public Service
Gender Equity & Social Inclusion
(GESI) Policy
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Acronyms
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AIDS
Acquired Immunodeficiency Syndrome
AMR
Annual Management Report
CEDAW
Convention on the Elimination of all Forms of Discrimination Against Women
DLIR
Department of Labour & Industrial Relations
DPM
Department of Personnel Management
DoT
Department of Treasury
DoW
Department of Works
EEO
Equal Employment Opportunity
EPSP
Economic & Public Sector Program
GBV
Gender Based Violence
GESI
Gender Equity & Social Inclusion
GII
Gender Inequality Index
HIV
Human Immunodeficiency Virus
HR
Human Resources
LCF
Leadership Capability Framework
M&C
Monitoring & Compliance
NPS
National Public Service
OGAPSH
Office of Government Accommodation & Public Service Housing
PSGO
Public Service General Orders
UDHR
Universal Declaration of Human Rights (UDHR)
UN
United Nations
WHO
World Health Organisation
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Definition of Terms
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Affirmative Action
Affirmative action aims to identify and remove any barriers which may
be stopping women or other marginalised groups of people from
enjoying the full range of opportunities in life. It results in taking
action to minimise unfair and discriminatory work practices and to
promote equality and equity in all aspects of employment and other
services.
Bias or Gender Bias
Bias or gender bias is a stated position; an assumption or situation
which shows a preferred view or treatment of one sex over the other.
Cross-Cutting Issues
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A cross-cutting issue is an issue which is important to be taken into
consideration in all policies, processes and practices; usually with a
goal to address the needs of a particular marginalised group in
society. Cross-cutting issues may include HIV/AIDS, gender, disability,
child protection & environment and other marginalised groups.
Culture
Culture is a complex set of learned and share experiences which
embrace the beliefs, values, ideas, customs, languages, and laws of
a group of people.
Disability
Disability refers to people with special needs who require special
attention, care and support in their families, communities and
workplace. And encouragement to determine the full potential in life
and refers to the needs created by the interaction between a person
with impairment and the environmental and attitudinal barriers he/
she may face.
Discrimination
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Direct Discrimination
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Indirect Discrimination
Discrimination is when decisions are made based on a person’s
social attributes such as gender, race or ethnic origin, religion,
association, physical characteristics and/or other differentiations.
Direct discrimination happens when a person is treated less
favourably than another person in same or similar circumstances on
a ground of a particular attribute, such as their age, gender, disability,
race, region, religion, culture, social status or other grounds.
Indirect discrimination happens when there is a policy or rule or a
way of doing things that might appear on the surface to be fair or
neutral, but which has an unequal effect on certain groups of people
with a particular attribute and the policy or rule is unreasonable.
Indirect discrimination is unlawful regardless of whether the person
discriminating intendeds to discriminate or is unaware that they are
doing so.
Equal Employment
Opportunity
Equal employment opportunity (EEO) means that employees are
given an equal opportunity in accessing jobs, training, promotion,
work conditions and other career development opportunities.
Equity
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Equality
Equity is a process of being fair. It means steps being taken to
achieve fairness and justice in the distribution of benefits and
responsibilities. It often requires programs and policies to end
existing inequalities. Equity leads to equality.
Equality means that all people enjoy the same status. All people
have equal conditions for realising their full human rights and
potential to contribute to national, political, economic, social and
cultural development and to benefit from the results.
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Gender
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Sex
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Gender describes the different roles and responsibilities of women
and men – what males and females do, what they are responsible
for, how they are expected to behave, what they are allowed to do,
and what is seen as normal and proper behaviour. Gender roles
responsibilities vary according to cultural, religious, historical and
economic factors.
Sex describes the biological differences between men and women.
Females and males are born with different reproductive organs - only
women have the capacity to give birth and breastfeed whilst only men
have the capacity to impregnate women (make women pregnant).
Gender Awareness
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Gender Equality
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Gender Equity
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Gender Inequality
Gender awareness is the recognition of the differences in the
interests, needs and roles of women and men in society and how they
result in differences in power, status and privilege. It also means the
ability to identify problems arising from gender inequity and
discrimination.
Gender equality means that men and women have equal value, rights
and opportunities to participate in every aspect of employment and
life.
Gender equity is the process of being fair to disadvantaged men or
women through specific interventions and actions such as balancing
past or current differences that have had a negative impact on a
woman or man’s ability to participate fully and equally in employment
and other opportunities.
Gender inequality means that a man or a woman does not have
equal values, rights or opportunities.
Gender Mainstreaming
Gender mainstreaming is the process of ensuring that all women and
men have equal access and control over resources, decision making
and benefits at all stages of organisational processes, practices and
policies.
The United Nations Economic and Social Council Agreed Conclusion
1997/2 defines gender mainstreaming as “…the process of
assessing the implications for women and men of any planned
action, including legislation, policies or programs, in all areas and at
all levels. It is a strategy for making women’s as well as men’s
concerns and experiences an integral dimension of the design,
implication, monitoring and evaluation of policies and programs in all
political, economic and social spheres so that women and men
benefit equally and inequality is not perpetuated. This ultimate goal is
to achieve gender equality.”
Gender mainstreaming seeks to produce transformatory process and
practices that will concern, engage and benefit women and men
equally by systematically integrating explicit attention to issues of
gender into all aspects of the organisation’s work (Morrison - Gender
and Development 2010).
Harassment
Harassment refers to unwanted or uninvited behaviour that is
offensive, intimidating and humiliating. Common forms of
harassment that have been identified are sexual, religious, bullying,
physical disability, physical attack, threat etc.
Health
The World Health Organisation (WHO) defines health as a state of
complete physical, mental and social wellbeing and not merely the
absence of disease, injury or infirmity.
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HIV/AIDS
HIV stands for Human Immunodeficiency Virus. It is the virus that
causes AIDS.
AIDS stands for Acquired Immunodeficiency Syndrome. It is the
condition caused by the HIV virus which weakens the body’s immune
system. This makes the person more susceptible to other infections
which may eventually lead to death. A person who becomes infected
with HIV may not show any signs of illness for many years (7-10 years
is the average).
Kirapim Wok GESI
“Kirapim Wok GESI” is a gender equity and social inclusion initiative
developed by the Department of Personnel Management in
conjunction with AusAID’s Economic & Public Sector Program (EPSP).
This initiative provides a call to action for all Public Service officers,
employees and agencies to work together and embrace GESI
principles and values throughout National Public Service (NPS)
workplaces and in the delivery of NPS services.
Sensitivity
Sensitivity means to have consideration, concern and care about
another person and treat them with kindness.
Sexual Harassment
Sexual harassment is when an individual makes an unwelcome
sexual advance, an unwelcome request for sexual favours, or
engages in other unwelcome sexual conduct in relation to another
person; in circumstances in which a reasonable person, having
regard to all the circumstances, would have anticipated that the other
person would be offended, humiliated or intimidated.
Social Exclusion
Social exclusion may be imposed by law, result from economic
circumstances or from failure to supply social goods or services.
Groups that are socially excluded include the unemployed, ethnic
minorities, homeless, elderly, people with disabilities. These groups
experience worse health outcomes than the general population.
Social Inclusion
Social inclusion describes a process whereby certain groups in
society are systematically excluded from opportunities that are open
to others. Groups can be discriminated against on the basis of their
sex, age, caste, clan, descent, disability, ethnic background, HIV or
other health status, migrant status, religion, sexual orientation, social
status, where they live or other social identity. Social inclusion
means ensuring that socially excluded people have equal conditions
for realising their full human rights and potential to contribute to
national, political, economic, social and cultural development and to
benefit from the results.
Social Norms
Social norms are rules of conduct or models of behaviour expected by
a society or social group. These are rooted in customs, traditions and
value systems that gradually develop in a society or social group. It is
important to understand that social norms, whilst generally accepted,
may not always exhibit ethical or fair treatment of others.
Threat
A threat refers to a statement or behaviour that causes a person to
believe they are in danger of being physically attacked and/or
intimidated.
Victimisation
In this policy, victimisation refers to an officer or a staff member who
has been affected because he or she has formally made an
allegation or complaint in relation to discrimination, harassment or
unacceptable workplace behaviour.
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Gender Based Violence
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Violence Against
Women
Gender based violence means violence committed against women
because of their gender. It also refers to forms of violence particular
to women such as rape, other sexual assault and sorcery-related
violence against women and girls.
Violence against women is any act of gender based violence that
results in, or is likely to result in, physical, sexual or psychological
harm or suffering to women, including threats of such acts, coercion
or arbitrary deprivation of liberty, whether occurring in public or in
private.
Wellbeing
Wellbeing is a state of being comfortable, healthy or happy and ties in
closely with the World Health Organisation (WHO) definition of health
as “a state of complete physical, mental and social wellbeing and not
merely the absence of disease, injury or infirmity”. The term ‘health’
involves subjective and objective elements, environmental and
government policy components, as well as individual and cultural
elements that all affect the health of our populations. “Health has to
do with bodily, mental and social quality of life of people as
determined in particular by psychological, societal, cultural and policy
dimensions”. So if our experience of ‘health’ is related to our state of
‘wellbeing’, what exactly is ‘wellbeing’ and how is it achieved? The
term ‘wellbeing’ encompasses much more of the human experience
and describes our ability to respond to or take control over everyday
challenges and changes.
Workplace Bullying
Workplace bullying refers to any unreasonable and oppressive
behaviour directed at an officer or staff member that may create a
risk to the physical and psychological wellbeing.
Workplace Violence
Workplace violence refers to any incident where an officer or staff
member is physically attacked or threatened in the workplace.
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Table of Contents
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Table of Contents 8 .......................................................................................................................................
Foreword 9 ....................................................................................................................................................
Statement from Secretary 10 ......................................................................................................................
Acknowledgements 11 .................................................................................................................................
Executive Summary 12 ................................................................................................................................
Introduction 14 .............................................................................................................................................
Purpose 15 ....................................................................................................................................................
Background 16 .............................................................................................................................................
What is Gender Equity & Social Inclusion (GESI)? 19 ................................................................................
Why is GESI Important? 24 ..........................................................................................................................
The Benefits of GESI 25 ...............................................................................................................................
Applying GESI in the National Public Service 27 ........................................................................................
Mainstreaming Gender Equity and Social Inclusion 28 .............................................................................
GESI Roles and Responsibilities in the Workplace 36 ...............................................................................
Roles & Responsibilities in Relation to GESI 38 .........................................................................................
Leadership & GESI 41 ..................................................................................................................................
Leadership Values & GESI 43 ......................................................................................................................
ACTION PLAN FOR IMPLEMENTING GENDER EQUALITY AND SOCIAL INCLUSION ACROSS THE
NATIONAL PUBLIC SERVICE 44 ....................................................................................................................
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Foreword
MINISTER FOR PUBLIC SERVICE
Section 55 of the Constitution of Papua New Guinea
calls for equality of citizens in all areas of social,
economic and political development irrespective of
race, tribe, place of origin, political opinion, colour,
creed, religion or sex. This allows for the making of
laws for special benefit, welfare, protection or
advancement of females, children and young persons,
members of underprivileged or less advanced groups or residents of less advanced areas.
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The Government is committed to creating a fair and equitable environment that is free from
discrimination and encourages citizens to participate in social and economic development. To
achieve this, the Government will depend on the National Public Service machinery to reflect in its
business conduct principles of gender equity and social inclusion.
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Committing to gender equity and social inclusion strengthens our egalitarian values and ethics, the
quality of our relationships, the efficiency of our work and our economic prosperity. These
principles of fairness, transparency, accountability and leadership are the enemy of corruption,
cronyism and stagnation. Above all, this is about human rights and the health and wellbeing for
our people.
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As a way forward my Ministry has developed the National Public Service Gender Equity and Social
Inclusion (GESI) Policy that provides guidance to National Public Service agencies in addressing
gender equity and social inclusion issues within their own workplaces. !
This policy provides the framework for change by ensuring that relevant values and principles are
adopted into our long and short term strategic planning, enabling our agencies to collaborate with
other stakeholders to address this issue in the National Public Service.
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I challenge all Government departments, provincial and local level administrations and other
agencies to embrace the guidelines and principles set out in this policy document. I look forward to
seeing our workplaces role-modelling fairness and equality for our people to generate a greater
understanding of these important issues for positive changes to our wellbeing and our future.
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Hon, Dr. Sir Puka Temu, KBE, CMG, MP
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Minister for Public Service
Statement from Secretary
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The Department of Personnel Management is
committed to encourage and support the principles
of “equality” in every aspect of the Public Service
workplace. To do so my Department has developed
the National Public Service Gender Equity and
Social Inclusion (GESI) Policy. This policy provides
guidelines for officers and staff within
Departments, Provincial Administrations and
Agencies to mainstream gender equity and social inclusion into their internal business process and
service delivery.
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The framework of the GESI Policy was developed from various stakeholder consultations where
issues and deficiencies in the workplace were highlighted, workshopped and discussed. From this
honest and earnest feedback we were able to design dynamic and flexible strategies to address
these challenges. I am confident that this approach has provided a robust base for the
development and implementation of this policy. I call on Departmental Heads, Provincial
Administrators and Heads of Agencies to acknowledge the purpose of this policy in your leadership
role and take ownership of an enthusiastic implementation throughout the Public Service.
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We must strive to make a difference in the Public Service and have new behaviours and attitudes
reflect a model for our community. Our leadership in this area will generate conversations and
dialogue about gender equity and social inclusion flowing beyond the workplace, into our homes,
our families and into our society to learn and embrace, moving another step closer to achieving the
country’s development goals.
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John M. Kali, OBE
Secretary
Department of Personnel Management
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Acknowledgements
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ACT Public Service, ACT Government, Australia
Angau General Hospital
Australian Agency for International Development (AusAID)
Central Provincial Administration
Department for Community Development
Department of Finance
Department of Labour & Industrial Relations
Department of Prime Minister & NEC
Department of Treasury
Economic & Public Sector Program (EPSP)
Fiji Women’s Crisis Centre
Internal Revenue Commission
Lae Chamber of Commerce
Morobe Provincial Administration
National AIDS Council Secretariat
National Department of Education
Port Moresby General Hospital
Provincial & Local Government Program (PLGP)
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Executive Summary
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Our Government is firmly committed to the principles of human rights and equal opportunity as
enshrined in the National Constitution of Papua New Guinea. By introducing the National Public
Service Gender Equity and Social Inclusion (GESI) Policy, the Government acknowledges its
leadership role and responsibility for policy development and, as a major employer, is able to
positively influence change in our workplaces and our communities.
!
The National Public Service GESI Policy assists National Public Service agencies, officers and
employees to embrace the GESI principles of respect, equity and diversity. Furthermore, it allows
agencies to introduce inclusion and equity initiatives in the workplace and into the delivery of
goods and services for the combined benefit and prosperity of all citizens of Papua New Guinea.
!
This policy sets a framework for promotion of gender equity and social inclusive practices across
the National Public Service. It is consistent with the guiding principles articulated in the National
Policy for Women and Gender Equality 2011-2015 and the various international conventions which
have been ratified by PNG. It has also been informed by Vision 2050, the Development Strategic
Plan 2010-2030 and Medium Term Development Plans, all of which strive to rank PNG in the top
50 countries in the United Nations Human Development Index by 2050, creating opportunities for
personal and national advancement through economic growth, smart innovative ideas, quality
service and ensuring a fair and equitable distribution of benefits in a safe and secure environment
for all citizens
"
.
1
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This policy has adopted the framework for implementation and the relevant priority action areas
and targeted priority areas for action as articulated in the National Policy for Women and Gender
Equality 2011-2015 and the Papua New Guinea National Policy on Disability 2009. These areas
are translated in application to Public Service officers, employees and agencies, with applicability
to both workplace environment and the service delivery provided.
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Developed in consultation with relevant stakeholders, the GESI Policy sets the guidelines for Public
Service agencies and Public Service officers and employees in introducing GESI principles into
policy and practice and as part of service delivery outcomes for the National Public Service (NPS).
This policy applies to all National Government Departments, Provincial, District and Local Level
Government Administrations and other agencies.
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The Public Service GESI policy has been developed to address a number of issues where
individuals are directly or indirectly being disadvantaged or discriminated against, including people
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3
living with disabilities, HIV/AIDS, discrimination on the basis of race, sex, gender or other personal
attributes. The policy has a twofold approach, focusing on GESI values and principles being
exercised in the workplace and embracing GESI values and principles in the design and delivery of
our NPS services into the community.
!
The Public Service GESI policy is designed to develop and maintain a positive, respectful work
culture that ensures equity and diversity for all employees and is free from discrimination. In
particular it:
•
Outlines the legislative provisions supporting a respectful, equitable and inclusive workplace
culture
•
Provides guidance to all Public Service officers and employees in meeting their obligations
under the Public Service (Management) Act and other relevant legislation, policies and
guidelines
•
Defines gender equity, social inclusion and other related terms
•
Supports the creation of working environments that are respectful, courteous, inclusive,
collaborative, equitable and productive
•
Applies GESI principles and values to service delivery to our people of our nation
•
Identifies the respect, equity and diversity challenges facing the National Public Service
•
Aims to develop a culture where public service officers and employees feel supported and
confident in identifying and disclosing barriers that prevent gender equity and a socially
inclusive working environment
•
Defines leadership, values and behaviours at an individual, team and agency level that
support and promote GESI principles
•
Assists agencies in identifying policies, processes and practices that inhibit GESI
•
Identifies and defines “mainstreaming”, that being the introduction of GESI into business
processes and systems (eg. recruitment, induction, training, promotion and performance
management) which allow GESI to become a part of everyday business in our workplace
•
This policy provides detailed information to enhance the understanding of GESI for all public
service officers and employees as well as directions and guidelines for workplace strategies
to transform workplaces enhancing the rights of workers and improving levels of health and
wellbeing of staff.
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Over its duration, the GESI Policy will guide agencies in underpinning gender equity and social
inclusion in our service delivery and across our workplaces. The policy provides practical and
visionary strategies and guidelines for learning and incorporates the review and evaluation of
existing systems and structures. These actions will ensure gender equity and social inclusion
values and principles are front and centre and an essential part of our identity and what we
want to be known for. It will become part of our everyday business and part of our National
Public Service brand.
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Introduction
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The Government is firmly committed to the principles of human rights and equal opportunity as
enshrined in the National Constitution of Papua New Guinea. By introducing the Public Service
Gender Equity and Social Inclusion (GESI) Policy, the Government acknowledges its leadership role
and responsibility for policy development and, as a major employer, is able to positively influence
change in our workplaces and our communities.
!
Section 55 of the National Constitution, whilst promoting equality of citizens, allows for laws and
policies to be developed to address the needs of groups of people including females, children,
young persons, members of underprivileged or less advanced groups or residents of less advanced
areas.
!
This policy sets a framework for promotion of gender equity and social inclusive practices across
the National Public Service. It is consistent with the guiding principles articulated in the National
Policy for Women and Gender Equality 2011-2015 and the various international conventions which
have been ratified by PNG. It has also been informed by Vision 2050, the Development Strategic
Plan 2010-2030 and Medium Term Development Plans, all of which strive to rank PNG in the top
50 countries in the United Nations Human Development Index by 2050, creating opportunities for
personal and national advancement through economic growth, smart innovative ideas, quality
service and ensuring a fair and equitable distribution of benefits in a safe and secure environment
for all citizens
"
.
2
!
The GESI policy supports and assists National Public Service agencies, officers and employees to
embrace the GESI principles of respect, equity and diversity. Furthermore, it allows agencies to
introduce inclusion and equity initiatives in the workplace and into the delivery of goods and
services, for the combined benefit and prosperity of all citizens of Papua New Guinea.
!
!
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!
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0
Section 55 of the National Constitution, whilst promoting equality of citizens, allows for
laws and policies to be developed to address the needs of groups of people including
females, children, young persons, members of underprivileged or less advanced groups
or residents of less advanced areas.
Purpose
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The National Public Service GESI Policy sets the
guidelines for Public Service agencies and Public
Service officers and employees in introducing GESI
principles into policy and practice and as part of
service delivery outcomes for the National Public
Service (NPS). This policy applies to all National
Government Departments, Provincial, District and
Local Level Government Administrations and other
agencies.
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For the period 2013-15 and in line with the current Medium Term Development Plan, this policy
sets the minimum standards and provides a framework for agencies to adopt this GESI policy in its
entirety and, where necessary, enhance its applicability for a specific agency or workplace. The
policy provides details of specialist contacts and avenues of enquiry to assist in establishing local
contacts suited for use in your own workplace.
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The National Public Service GESI policy provides guidelines which provide clear direction for
practical implementation of this policy within the workplace. The policy is available in hard copy, on
disk and available for download from the DPM website (www.dpm.gov.pg). Management and staff
are encouraged to have a copy available on their desktops for easy reference. Supporting
education and awareness materials are also available for use.
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Article 1
“We are born free and equal; we
should treat each other with
human dignity.”
Universal Declaration of Human Rights
10 December 1948
United Nations General Assembly
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Background
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As part of White Ribbon Day activities in 2011, the Department of Personnel Management (DPM)
made a commitment to the National Public Service that it would develop policy on domestic
violence in the workplace. This resulted in domestic violence provisions being included in the
Fourth Edition Public Service General Orders in 2012. Related inclusion and equity policy
statements were also included in this edition, providing policy direction in the areas of gender
equity and social inclusion, sexual harassment in the workplace, disability, HIV/AIDS and marital
status.
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A further commitment was made as part of the launch of the “Kirapim Wok GESI” initiative in
November 2012, where the Secretary for DPM made a commitment to the Minister for Public
Service to launch a National Public Service Gender Equity & Social Inclusion (GESI) policy by the
close of 2012. Complementing these commitments, the Public Service (Management) Act 1995 is
being updated to incorporate and reflect GESI principles.
This GESI policy has been developed to address a number of issues where individuals are directly
or indirectly being disadvantaged or discriminated against, including people living with disabilities,
HIV/AIDS, discrimination on the basis of race, sex, gender or other personal attributes. The policy
has a twofold approach, focusing on GESI values and principles being exercised in the workplace
and embracing GESI values and principles in the design and delivery of our NPS services into the
community.
!
The National Public Service GESI policy is designed to develop and maintain a positive, respectful
work culture that ensures equity and diversity for all employees and is free from discrimination. In
particular it:
•
Outlines the legislative provisions supporting a respectful, equitable and inclusive workplace
culture
•
Provides guidance to all Public Service officers and employees in meeting their obligations
under the Public Service (Management) Act and other relevant legislation, policies and
guidelines
•
Defines gender equity, social inclusion and other related terms
! 16
The GESI policy is designed to develop and maintain a positive, respectful work
culture that ensures equity and diversity for all employees and is free from
discrimination.
•
Supports the creation of working environments that are respectful, courteous, inclusive,
collaborative, equitable and productive
•
Applies GESI principles and values to service delivery to the people of our Nation
•
Identifies the respect, equity and diversity challenges facing the National Public Service
•
Aims to develop a culture where public service officers and employees feel supported and
confident in identifying and disclosing barriers that prevent gender equity and a socially
inclusive working environment
•
Defines leadership, values and behaviours at an individual, team and agency level that support
and promote GESI principles
•
Assists agencies in identifying policies, processes and practices that inhibit GESI
•
Identifies and defines “mainstreaming”, that being the introduction of GESI into business
processes and systems (eg. recruitment, induction, training, promotion and performance
management) which allow GESI to become a part of everyday business in our workplace.
GENDER – a snapshot
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Papua New Guinean women generally suffer as a result of their low social status. This is reflected in
PNG’s Gender Inequality Index (GII) as 0.784 in 2008, ranking it 133 among the 169 countries assessed,
with the life expectancy of females being lower than that of males. Women also suffer from excessive
workloads, malnutrition, poor access to safe water and healthcare service, excessively repeated
pregnancies and gender-based violence both at home and in the workplace. PNG’s maternal mortality rates
are more than double any other Pacific island country. Education enrolment rates for girls compared to boys
are among the lowest in the Pacific.
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Rates of gender based violence continue to rise with recent research identifying more than 50% of women
having experienced forced sex, gang rape or payback rape and women are often subjected to torture or
murder when suspected of sorcery.
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Women in PNG are consistently at risk of violence in their homes and workplaces which results in impeding
women from obtaining financial or economic survival or access to employment. As a result many women in
urban centres are increasingly reliant on the exchange of money, goods and favours for sex, either informally
or through regular sex work. "
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Papua New Guinea has made substantial progress by being a signatory to the Convention on the Elimination
of all Forms of Discrimination against Women (CEDAW) and by developing the legal framework governing
equal opportunity for men and women. Our legislation and policies, particularly the Public Service
(Management) Act, Public Service General Orders and the Code of Business Ethics and Conduct are
promoting fair employment environment and practices in the Public Service.
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As of December 2007, there was only one female national judge out of 27 judges and the first female law
lecturer was appointed in 2005. The legal profession was male dominated, with 90% of the positions held by
men. Women’s political participation was extremely low, rating 119 of a 121 countries with only four women
ever being elected to PNG’s National Parliament. Today, in 2012, there are now two female national judges,
22 district court magistrates and seven women have now been elected into Parliament, three of which are
currently standing.
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Like all workplaces, the National Public Service has an unequal representation of women participating in the
workplace. As the largest employer in PNG, in 2007 the Public Service employed 76,000 public servants.
Women held 18,740 (24.7%) of these positions; of these only 12% occupied executive management
positions, such as Departmental Secretary or Deputy Secretary. There are many reasons for this, including
lack of opportunity and access to necessary information and educational standards, cultural and gender
expectations as to women’s roles in society and organisational policies and practices that have not
encouraged women to enter the workforce.
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A study conducted in 2011
"
found that this inequity was further highlighted with a lower representation of
3
women in decision making roles and leadership positions. While there was some representation at mid-level
management roles, the numbers of women in senior executive management roles dropped significantly. In
one central agency the representation of women at the junior officer / personal assistant level was
approximately 54%, whilst at senior executive level there were on average 29% of women holding these roles.
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The study further examined whether agencies had policies to specifically address gender, HIV/AIDS,
domestic violence and sexual harassment and inclusion (or intention to include)gender & HIV in the agency’s
Corporate Plan. In 11 National Departments it was found that not one agency had policies to address all of
the above issues. Five of the 11 agencies had no policies in place with the remainder only partially
addressing the issues.
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This study concluded there was a significant need to implement gender mainstreaming and to integrate
awareness activities into workplaces, with reports of a low understanding of gender and other equity issues
within the 11 agencies.
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The Government, as a responsible employer in Papua New Guinea, is firmly committed to the principles of
equal opportunities and human rights. As the single biggest employer employing well over eighty thousand
people in 2012 it recognises it has the responsibility to provide high quality and equitable services that meet
the diverse needs of its employees and the communities it serves.
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3
What is Gender Equity & Social Inclusion (GESI)?
!
Gender Equity
Most societies allocate different roles, responsibilities and activities to women and men. These
allocations are not by virtue of the physical sex of an individual (ie. whether they are male or
female). Instead, these are social constructs which translate into learned behaviours and general
patterns of social and economic roles. PNG is
predominantly a subsistence economy and cultural
norms define women and men’s roles,
responsibilities, rights, access to and control over
resources, as well as the interests, needs and
identities in relation to one another. Women’s
traditional roles and responsibilities primarily
concern domestic duties – child rearing and
bearing, household chores, family and community
caring and food production for consumption. Men’s
traditional roles and responsibilities primarily
concern heavier, riskier jobs usually outside of the
home – building houses and fences, fishing,
gardening and making decisions on allocating and
sharing resources.
!
As PNG has developed over the years, women’s
roles are changing with many more gaining
increased levels of education and opportunities for
paid employment.
!
However in the workplace the positions that women
attain are often undervalued in that they do not
attract an equal financial or economic value. The
work is often not seen to be as important and
women are restricted in being prioritised for
education and training. Women therefore lack
access to career opportunities and progression and are denied subsequent access to positions
with decision making power and authority.
!
Equity is a process of being fair. It is ensuring that everyone is treated in a fair manner, according
to their individual needs and circumstances in the workplace and includes the concept of equal
employment opportunity (EEO). Equity is about creating a work environment where employees are
recruited, promoted and treated on the basis of their individual skills and abilities. Equity requires
! 19
A workplace culture that embraces
GESI principles and values is
characterised by:
•
Access to opportunities
•
Recruitment and promotion
based on merit
•
Inclusive policy and practice
•
Recognition and acceptance of
the principle of equality of
opportunity for all people
•
Fair and participative decision
making
•
Freedom from bias
•
Transparent processes
•
Reasonable adjustments to
remove barriers to employment
•
Engaged employees performing
to their full potential
•
Respectful communication
•
Demonstrated, more democratic
leadership.
fairness and impartiality but not necessarily treating everyone the same way. There are occasions
when equity involves a decision made in good conscience to treat a person differently according to
their circumstances.
!
In the case of gender, equity is about providing additional support to women to allow them to
access the same opportunities as men. It often requires programs and policies to end existing
inequalities, which may include additional training or education for women (as many miss out on
this earlier in their life or career) or support in developing and displaying leadership qualities and
skills that may have not been developed earlier in life.
!
Equity leads to equality. Equality means that all people enjoy the same status. All people have
equal conditions for realising their full human rights and potential to contribute to national,
political, economic, social and cultural development and to benefit from the results. Equality is
what we aspire to achieve.
!
Gender equality is when the roles of women and men are valued equally. The definition has three
aspects: equal opportunities, equal treatment and equal entitlements. It is directly linked to
human development. Designing initiatives that respond to and take account of the different needs
and roles of women and men makes our community more effective and sustainable.
!
!
!
! 20
!
Social Inclusion
Papua New Guinea is a diverse nation,
characterised by many different languages and
cultures. The geography and infrastructure of the
country makes communication and transport
difficult. Our population of over 7 million is
widespread, with varied access to education,
health facilities and other services. There is a
large disparity of the distribution of wealth and
resources in our country. The increasing rural
migration to our major cities is having significant
impact for the health and wellbeing of our people and the social disharmony that results from the
merging of many different cultures has resulted in violence and injury.
!
Often people who are coming to the cities in search of employment and economic prosperity also
find themselves exposed to increased health risks including drug addiction, alcoholism, HIV
infection and ill-health associated with poor living conditions. Disability and illness are unfortunate
outcomes for vulnerable and disadvantaged groups in particular. Our policies should take into
consideration the diversity of our people and their health, social and living conditions.
!
! 21
HIV/AIDS is having a significant impact in PNG with loss of life, thousands of affected families,
HIV/AIDS – a snapshot
Article 19
“We have the right to express our
own opinions and to get
information”
Universal Declaration of Human Rights
10 December 1948
United Nations General Assembly
Social Inclusion in the Workplace
Papua New Guineans experience competing obligations to customs, clans, religion and
professional responsibilities. A socially inclusive and diverse workplace is achieved by recognising
the value of individual differences and integrating these into the working environment. Diversity
can include gender, language, ethnicity, cultural background, age, religious belief and family
responsibilities. Diversity also refers to other ways in which people are different, such as
educational level, life experience, work experience, socio-economic background, sexual orientation,
marital status and abilities/disabilities. Diversity is more than merely accepting people from
diverse backgrounds. It is managing and integrating their varied lifestyles.
!
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Conversely, social exclusion describes a process whereby certain groups in society are
systematically excluded from opportunities that are open to others. Groups can be discriminated
against on the basis of their sex, age, caste, clan, descent, disability, ethnic background, HIV or
other health status, migrant status, religion, sexual orientation, social status, where they live or
other social identity. Social inclusion means ensuring that socially excluded people have equal
conditions for realising their full human rights and potential to contribute to national, political,
economic, social and cultural development and to benefit from the results.
"
4
!
!
! 22
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A socially inclusive and diverse workplace is one characterised by:
•
A workforce that reflects the community profile
•
Acceptance and integration of differences in the workplace
•
No barriers to employment or other work opportunities
•
Diverse skills and knowledge used in the workplace
•
Employees not being disadvantaged due to their individual
differences
•
Inclusive policies, practices and behaviours
•
Work/life balance and alternative work arrangements in place to
!
DISABILITY – a snapshot
Based on international research conducted in a number of developed and developing
countries, it is estimated that up to 10-15% of a national population will have some kind of
disability. This is consistent with research conducted in PNG. We would expect to find,
therefore, over 520,000 people with a disability in PNG.
"
2
!
Dame Carol Kidu, former Minister for Community Development, provides her views on the plight of
people with disabilities in PNG. “People with disabilities in recent times have been totally invisible
in all areas and at all levels of the development processes of this country. They appear to be the
most discriminated group of the marginalised sector of our population, It is time we changed our
values and understandings with respect to those who are disabled whether the disability is
psychological, physiological or whether it is a function of accidents or genetics, people with
disabilities are people first and they deserve the same set of rights as every citizen of this
country.”
"
J
!
Until recently disability was regarded as a welfare issue. The welfare approach defined disability as
a problem possessed by individuals. This approach often disempowered and separated people
with disabilities from mainstream life, created separate institutions with little commitment
demonstrated to involve people with disabilities in national and community life. Inaccessibility to
the built environment is still a major barrier which prevents people with disabilities from actively
participating in social and economic activities. Women with physical or mental disabilities are
more likely to be subjected to gender based violence.
!
An important intention of the PNG National Policy on Disability is to shift the discussion in PNG to
recognise that people with disabilities should be empowered, their rights recognised and that they
should be included in the mainstream of social and economic life in PNG.
!
An “inclusive” society means a society for all people and a “barrier free” society means a society
free from attitudinal barriers, as well as social, economic and cultural barriers that exclude people
from being full participants in society.
!
People with disabilities have a right to education and for their skills to be fully utilised through
decent work. Decent work is productive work in conditions of freedom, equity, security and human
dignity. People with disabilities have unique differences and abilities and they should have the
right to choose what they want to do, based on their abilities not on their disabilities.
!
As the primary provider of goods and services to communities, the Public Service must consider
the needs of people living with disabilities when designing and delivering its services. In the
workplace, these inclusive and barrier
free principles are essential to allow
people with disabilities to recognise their
potential as productive and fulfilled
individuals.
!
!
!
! 23
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!
Why is GESI Important?
!
A workplace that is respectful, courteous, and fair
and that values individual differences is a core
aspect of building a positive workplace culture.
Managing equity and diversity is a key component
of managing employees. By focusing on building a
positive and respectful culture we will enhance the
performance of all employees. Fostering a positive
workplace environment makes good business sense.
!
A positive workplace is characterised by mutual respect that supports employee engagement. It
also creates a high performance culture that encourages innovation and creativity.
!
A gender equitable and socially inclusive workforce that reOects the PNG community demographics
will also support us, as a Public Service, to understand and assist the various needs of everyone in
our community, leading to improved service delivery.
!
A diverse workplace will have positive and effective communication with its clients based on a deep
understanding of the community’s interests.
!
Organisations that value and capitalise on employee diversity have productive and fulfilling
workplaces which help them attract and retain employees. This leads to savings in recruitment and
training costs, as well as maintaining corporate knowledge and expertise.
!
In addition to these benefits, embracing GESI ethics, leadership and values provides employees
with a unique foundation from which to role model these values back to the community influencing
family, homes, schools and social and sporting environments.
!
!
!
! 24
Article 21
“We have the right to take part in
government, directly or by a secret
vote for representatives that we
choose; everyone has a right to get
!
The Benefits of GESI
!
The Government is committed to creating a National Public Service that promotes gender equity
and social inclusive practices that reflect a positive, respectful, supportive and fair work
environment where Public Servants’ differences are respected, valued and utilised to create a
productive and collaborative workplace.
!
International experience confirms the powerful link between a country’s prosperity and the equality
of men and women. As more women are educated and join the workforce, PNG will no doubt
benefit greatly.
"
7
!
Gender equality overcomes
stereotypes, prejudices and other
barriers so women and men can
contribute to and benefit from
economic, social, cultural and political
developments in society at the same level. Gender equality promotes the equal participation of
women and men in decision making; supports women and girls so they can fully exercise their
rights and reduces the gap between women’s and men’s access to and control of resources and
the benefits of the development process.
"
8
!
Socially inclusive values welcome and support people living with disabilities, enabling equal access
for those from diverse backgrounds and setting a high standard for the brand of our Public Service
as an employer. Our Public Service is one who values fairness and transparency as this
contributes to a more humanistic and fair workplace and translates to better service delivery,
creating more vibrant and strong communities.
!
As a major employer of people in PNG the National Public Service acknowledges their responsibility
to lead this important initiative and recognises that this leadership and the GESI policy will have
wide ranging benefit for not only our employees but may be catalyst for change in families and the
wider community. Importantly this policy also focuses our officers and employees towards a more
connected and relevant service delivery for all our clients.
!
! 25
!
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The benefits are not just for today’s women and
men, their families and their communities, but for all
generations to come.
!
! 26
BENEFITS OF GESI
The benefits are not just for today’s women and men, their families and their
communities, but for all generations to come. A workforce that is more representative of
the community’s diverse composition allows us to better understand, serve and meet the
needs of Papua New Guinea.
•
When girls are educated it lowers fertility rates, reduces maternal mortality and
improves the health of their children.
•
When women, men, people living with disabilities and representatives from
disadvantaged groups participate in policy formulation and decision-making it leads to
more responsive policies and decisions and improved distribution of services.
•
When all members of the community have access to economic opportunity it helps
their families prosper and the country’s economy grows.
•
A diverse workplace will have positive and effective communication with its clients
based on a deep understanding of the community’s interests.
•
When the safety and security of women and girls is guaranteed, they can more
effectively contribute to better outcomes for their families, communities and the
country.
•
A gender equitable and socially inclusive workforce that reflects the PNG community
demographics will also support us, as a Public Service, to understand and assist the
various needs of everyone in our community, leading to improved service delivery.
!
Applying GESI in the National Public Service
!
The Universal Declaration of Human Rights (UDHR) lays the foundation upon which all other
international human rights conventions and agreements are based and this policy takes into
account the Articles under the Declaration that concern gender equity, social inclusion and
development. PNG has international commitments on the ratification of treaties and conventions
in the areas of gender equity and social inclusion, including the Human Rights Charter made at all
United Nations (UN) international conferences and GESI-related agreements.
!
Papua New Guinea has a legislative and policy framework which supports and promotes gender
equity and social inclusive processes and practices. Goals 1 and 2 of our National Constitution
recognise integral human development and equality and participation. Section 55 allows for
deliberate actions and interventions to be taken in order to ensure equal opportunities for all.
!
Gender equity and social inclusion principles and strategies are key aspects of the Vision 2050,
Development Strategic Plan 2010-2030 and our Medium Term Development Plans. In addition
there are a number of global and national goals such as the Millennium Development Goals which
strive to bring our Nation to an equal footing with other developed nations.
!
!
!
The PNG Government has developed a number of National policies which support gender equity
and social inclusion. These include (but are not limited to) the National Policy on Disability
(Department for Community Development), National Policy for Women and Gender Equality
2011-2015 (Department for Community Development) and National HIV/AIDS Policy (National Aids
Council Secretariat).
!
National
Constitution
& Legislation
Vision 2050
& Supporting
Strategies
Public
Service
Legislation &
National
Policies
International
Human
Rights
! 27
The Public Service (Management) Act has recently been updated to reflect GESI principles and the
Fourth Edition Public Service General Orders (PSGO) now include clear statements on our GESI
obligations as officers and employees of the National Public Service. The Public Service Code of
Business Ethics and Conduct also prescribes the expected behaviours of public servants in this
area.
Mainstreaming Gender Equity and Social Inclusion
!
Cross cutting issues such as gender equity, disability and HIV/AIDS can be addressed in the
workplace through the practice of mainstreaming. The philosophy of mainstreaming can be
extended to people of diverse language, ethnicity, cultural background, age, religious belief and
family responsibilities. It can also address inequity brought about by differences in educational
level, life experience, work experience, socio-economic background, sexual orientation, marital
status and disability.
!
Mainstreaming requires all levels of an organisation to consider and address the different needs of
gender equity and social inclusion at each point of planning, implementing, monitoring and
evaluating an Agency’s activities. This must be undertaken with the aim of achieving equity and
equality for staff and the community. Mainstreaming requires staff at all levels to examine the
impact of proposed or existing legislation, policy and practice on disadvantaged groups in order to
ensure fair and just outcomes for all members of society.
"
9
!
In the National Public Service, mainstreaming activities can be focused in two different areas:
•
Internal – This focuses on creating, enabling and sustaining an equitable and socially
inclusive working environment, which in turn contributes to a highly functioning and well-
respected organisation. GESI principles must be considered and taken into account when
developing and implementing legislation, corporate and strategic plans, agency programs,
policies, guidelines, codes of conduct and behaviour, performance management systems,
leadership models, reward and recognition, recruitment practices, complaints processes
and feedback mechanisms, conditions of employment, training, budgets and expenditure
and organisation and salary structures.
•
External – This focuses on ensuring equity and social inclusion considerations are
extended across National Public Service goods, services and programs delivered to the
community. This not only ensures equity for all when accessing Government services, but
allows us to role model best practice to the community in the way we conduct ourselves
and our business. This in turn encourages change in the community and establishes our
image and leadership in this area. This can be further reinforced when selecting our
partners, service providers, ensuring they exhibit similar principles and values and a
! 28
!
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recognised best practice approach. GESI principles must be considered and taken into
account when designing and delivering programs and services to the community. Typical
considerations include ease of physical and practical access to services, style of
community consultation, personal security, communication strategies, monitoring and
evaluation of services, openness to feedback and change and commitment to best
possible GESI practice.
!
Mainstreaming initiatives can be utilised as prevention and in response to gender inequity and
social exclusion. Through careful consideration of policies, process and practice, gender equity
and social inclusive behaviours can be encouraged and rewarded in our workplaces and
communities.
!
GENDER MAINSTREAMING – a snapshot
Gender mainstreaming is a central strategy for advancing gender equality and equity. It refers
to the consistent use of a gender perspective at all stages of the development and
implementation of policies, plans, programs and projects.
Gender mainstreaming involves simultaneously:
•
Bringing about institutional change to ensure the empowerment of both men and women
through equal participation in decision making on issues which affect their lives
•
Analysing all Government policies and practices to examine the differential impact they have
on men and women
•
Providing training and capacity building to enhance gender management skills and raise the
general level of gender awareness.
Mainstreaming gender is not about adding a women’s component to existing policies, plans,
programs and projects. Rather, it is about ensuring that a gender perspective informs the
development of such initiatives at all stages and in every aspect of the decision-making
process.
!
!
! 29
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INTERNAL MAINSTREAMING
Some examples of how gender and other social inclusion initiatives can be mainstreamed
internally in the National Public Service are detailed below.
Appointment
& Promotion
▪
Advertise the fact that you are an equal opportunity employer.
▪
Encourage women to apply for positions or promotions in your workplace.
▪
Proactively provide women with professional development with a view to
promoting them into decision making roles.
▪
Identify and monitor the ratio of women represented in your workplace and at
various roles or grades.
▪
Ensure that there are women represented on your panels and committees.
▪
Encourage independent representatives on your selection panels to ensure
appointments are made on the basis of merit.
▪
Ensure you consider an applicant’s ability rather than disability.
▪
Include questions that relate to GESI in your interviews (for example, “As a
manager, a woman comes to you with a complaint about being harassed in the
workplace – what would you do?”).
Conditions of
Employment
▪
Identify whether there is any disparity between the remuneration for men and
women performing the same role in your workplace.
▪
Ensure males and females are provided with the same employment benefits.
▪
Provide opportunities for pregnant women to continue with meaningful work.
▪
Consider options for reduced or flexible working hours to meet individual needs.
▪
Consult with your staff on issues that concern their health and wellbeing in the
workplace.
Career
Planning &
Development
▪
Provide equal opportunities for training and development in your workplace.
▪
Use coaching and mentoring strategies to allow greater equity in leadership
positions.
▪
Identify and foster individuals demonstrating high potential in your workplace.
Training &
Induction
▪
Ensure new staff in your workplace aware of GESI principles and practices.
▪
Ensure your staff provided with adequate education material on GESI.
▪
Source GESI refresher and awareness training for your workplace.
Performance
Management
Systems
▪
Include GESI principles into staff key performance indicators (KPIs) and job
descriptions.
▪
Where a worker fails to apply GESI principles in his or her role, it should be
treated as an under-performance issue which should be managed or developed
appropriately.
▪
Ensure your workplace reflects an environment where people feel free to make a
complaint if they are being unfairly treated.
Discipline
▪
Take prompt and appropriate action on receiving a complaint from a worker that
they are being treated unfairly.
▪
Maintain a register of GESI complaints and as required, elevate this information
to your superior officers for action.
! 30
Education
▪
Provide equal opportunities for further education to all staff, regardless of their
gender, age, social status or disability.
Reward &
Recognition
▪
Encourage innovation amongst your staff in recognizing and addressing GESI
issues.
▪
Formally and informally recognise performance in GESI within and across
workplaces.
▪
Actively promote and encourage participation in GESI and social justice events,
such as White Ribbon Day and 20 Days of Action campaigns.
Organisation
Development
▪
Encourage fairness and transparency in your agency’s decision making
processes.
▪
Ensure a fair representation of women in decision making roles and functions.
▪
Monitor and seek feedback on your staff’s health and wellbeing.
Service
Delivery
▪
Consider GESI principles when designing and delivering services to the
community.
▪
Look for opportunities to integrate GESI considerations and awareness into the
services your agency delivers.
▪
Identify and develop partnerships within your community to support GESI
initiatives and provide information and assistance.
Customer
Service &
Interaction
▪
Consider the needs of your clients and the community when delivering
communication and promotion materials.
▪
Regularly analyse and assess your community’s GESI needs and demographics.
Accessibility
▪
Ensure your building allows access for wheelchairs or individuals that may have
special needs (note: this should cater for both staff and members of the
community).
Compliance
▪
Ensure management and staff take adequate action in your workplace to comply
with GESI principles.
▪
Impose sanctions in your workplace against staff that have not adhered to GESI
principles and practice.
Reporting
▪
Ensure gender equity and social inclusion factors form part of the standard
reporting and monitoring in your workplace.
▪
Regularly capture, access and review GESI data for your agency from the HR
payroll system.
Monitoring &
Evaluation
▪
Ensure your workplace reflects the diversity of your community, including
disability, ethnicity, age and social status.
▪
Capture and monitor your workforce demographics and statistics. (eg. ratios of
men and women represented in your workplace).
▪
Consider using tools that monitor workplace health and wellbeing in your
workplace.
! 31
!
!
Policy and
Procedures
▪
Make copies of the NPS GESI policy available to your staff.
▪
Develop an in-house GESI policy or action plan for your workplace.
▪
Ensure other related policies and information are available in your workplace (eg.
Domestic Violence, Sexual Harassment, Disability, Code of Business Ethics &
Conduct).
▪
Organise policy-relevant research and information regarding disability.
▪
Provide support information, a toolkit and/or response guidelines for staff when
GESI issues arise.
▪
Incorporate GESI considerations into its decision making processes and
templates.
▪
Ensure staff confidentiality will not be breached when reporting and investigating
GESI issues.
▪
Ensure your agency has a financial plan to reasonably accommodate for officers
and employees living with disabilities.
! 32
!
EXTERNAL MAINSTREAMING
Some examples of how gender equity and other social inclusion practices can be
mainstreamed externally by the National Public Service are detailed below.
!
! 33
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Finance
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•
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Infrastructure
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•
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Employment
!
•
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Planning
!
•
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Consultation
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•
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Social Welfare
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•
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Security
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Law & Order
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•
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Education
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•
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Health
!
•
!
✓
Advertise the fact that you are an equal opportunity employer.
✓
Ensure adequate support systems are in place for victims of domestic
violence and sexual assault.
✓
Train your workforce to understand the principles of gender equity and
social inclusion and how it relates to the delivery of your agency’s services
(eg. Police attending training on domestic violence and sexual assault).
✓
Encourage girls to attend and remain in school for longer periods.
✓
Have policies and programs which support more women attaining higher
levels of education.
✓
Work closely with hospital and medical support services to assist victims
of violence and those with disabilities to improve the quality of their life in
the community.
✓
Provide special education and skills training for those individuals living
with disabilities and members of disadvantaged groups.
✓
Retrain police to prioritise and address gender based violence cases.
✓
Ensure adequate budget allocation and expenditure processes to account
for additional costs that may be associated with equitable and improved
access and delivery of services across the community.
✓
Undertake basic infrastructure improvements to ensure safety and
wellbeing of children, women and people living with disabilities.
✓
Ensure your Agency’s services are accessible, both physically and in terms
of availability, to all members of the community as required.
✓
Ensure your agency is open and responsive to feedback on its programs
and service delivery to allow corrective action and a commitment to
continuous improvement.
✓
Employ a variety of communication strategies and styles to ensure your
Agency’s messages are received and understood by all members of the
community.
✓
Ensure community awareness of HIV/AIDS prevention, protective
behaviours and modern treatment to address further spread of infection
rates.
✓
Obtain data and feedback from your clients and the community about the
availability, quality and applicability of your Agency’s services.
✓
Establish partnerships with local service providers in the areas of family
support counselling, police and crisis housing.
✓
Ensure subcontractors, agreements and contracts established with service
providers consider and embrace GESI principles.
✓
Establish dedicated and specialist trained prosecutors who can focus on
gender based violence.
✓
Provide guidance in job placement for people with special needs or the
disadvantaged.
✓
Strengthen support for provincial and self-help organisations – the
effectiveness of such groups will be enhanced through partnerships with
provincial administrations, local level government and central agencies.
✓
Target participation by women and other disadvantaged groups in your
external service delivery.
✓
Make condoms readily available to staff and the community to help stop
the spread of HIV//AIDS.
✓
Strengthen community-based rehabilitation services and make assistance
! 34
!
!
! 35
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GESI Roles and Responsibilities in the Workplace
!
To effectively embed GESI principles, practices and behaviour in an agency, all management and
staff should take responsibility for spearheading, supporting and sustaining GESI initiatives in the
workplace. This can be assisted through the establishment and clear definition of roles and
responsibilities in relation to GESI.
!
GESI Focal Points
It is recommended that agencies develop a network of advocates; a group of individuals who have
collective motivation and interest in the import work of GESI. These are referred to as GESI focal
points (in some agencies these have been referred to as gender focal points). In their roles, the
GESI focal points are advocates for change. GESI focal points and GESI focal point committees
work voluntarily in collaboration with others, actively seeking out learning and education around
the theme of GESI and its implication for their agency or workplace.
!
The GESI focal points may be part of a specialist GESI community of practice who meet regularly to
discuss their experiences and best practice in meeting the challenges of GESI. This can be
undertaken at a national, provincial or local level.
The role of these focal points is not to
take full responsibility for GESI work but
to act as a catalyst in supporting and
promoting GESI related initiatives within
the Agency.
!
GESI focal points may assist and become involved in implementation of activities but their
contribution can also be focused on helping colleagues and management to identify strategies and
work methods that will enable and further build capacity of others to integrate GESI principles into
their own areas of work. It is critical that GESI is the responsibility of everyone in the workplace.
!
!
! 36
In their roles the GESI focal points are advocates
for change, however it is critical that GESI is the
responsibility of everyone in the workplace.
!
GESI Focal Points - Working to Influence Change
The GESI focal point members and committees may engage in dialogue, make approaches to and
recommendations for management to better work with GESI principles and practice.
!
GESI focal point members and committee are encouraged to work collaboratively with the
community and outside agencies in their work; identifying working partnerships, knowledge and
learning.
!
When advocating on behalf of GESI principles and practice, it should be very clear that criminal
harassment and gender violence must be reported to the police whilst workplace bullying and
breach of ethical standards and guidelines must be actioned appropriately through supervisors.
!
Actions taken to address GESI issues may range from informal meetings and dialogue to formal
reporting and action through the recognised procedures and in accordance with the Public Service
General Orders. Thorough notes should be kept in terms of any incident or notification to ensure
timely and accurate records are available if necessary.
!
!
! 37
Article 2
“We should not discriminate
against any other group of people”
Universal Declaration of Human Rights
10 December 1948
United Nations General Assembly
Roles & Responsibilities in Relation to GESI
Agency Heads
▪
Implement the NPS GESI policy within the Agency.
▪
Demonstrate a commitment and support for GESI principles and practices
within their Agency.
▪
Have an “open door policy” in seeking and receiving feedback in regard to
GESI matters.
▪
Support and sponsor staff with initiatives, opportunities and resources to
progress GESI within the Agency.
▪
Hold management accountable for implementation and upholding of GESI
principles and practices.
▪
Ensure investigations are undertaken and take necessary disciplinary action
against officers and employees who fail to adhere to GESI principles and
practices, in line with the Public Service General Orders.
▪
Support the Agency’s GESI focal point network and its role.
▪
Actively promote and celebrate the Agency’s GESI successes.
▪
Ensure strong links between GESI principles and the Agency’s strategic plans.
Senior Executives,
FAS &
Supervisors
▪
Investigate and act upon GESI complaints.
▪
Provide leadership on the implementation of the NPS GESI policy and
practice.
▪
Demonstrate and consistently model appropriate GESI behaviours and
practices.
▪
Foster a working environment where GESI issues can be raised and
addressed.
▪
Build GESI considerations into Agency decision-making processes and service
delivery considerations.
HR Manager / HR
Branch
▪
Provide awareness training and training for staff on GESI and undertaking
ongoing risk management and analysis.
▪
Ensure all new staff are informed and made aware of their GESI obligations
and responsibilities.
▪
Regularly analyze workforce demographics and statistics from a GESI
perspective.
▪
Make available information on resources for counseling, support and
assistance for staff dealing with GESI issues.
▪
Facilitate and assist in investigating GESI complaints and ensuring
appropriate action is taken.
▪
Maintain and ensure confidentiality of records of reported GESI complaints
and any actions taken.
! 38
!
Your Rights & Responsibilities as a Public Service Officer or Employee
As an officer or employee of the National Public Service you have the right to conduct your work in
an environment which is free from discrimination or harassment and one that supports your health
Public Service
Officers &
Employees
▪
Show courtesy and treat all others with respect.
▪
Undertake duties in a way that is fair and inclusive by acknowledging the
skills, abilities and background of others.
▪
Do not tolerate and actively prevent any forms of workplace bullying,
harassment and/or discrimination.
▪
Bring to the attention of your manager any incidents of workplace bullying,
harassment and/or discrimination.
▪
Support GESI actions initiatives undertaken by the Agency.
▪
Recognize the need to be open-minded and listen to the views of others.
▪
Contribute to a positive and supportive workplace culture.
▪
Demonstrate and promote positive GESI behaviors when dealing with
colleagues, clients and the community.
GESI Focal Points
▪
Think strategically about where GESI efforts and available resources should
be focused.
▪
Identify and take advantage of opportunities, contacts and entry points to
mainstream GESI in the agency
▪
Help colleagues seek out partners and stakeholders to support GESI work
both internally and externally.
▪
Mobilise resources and take on the role of a help desk for GESI in the agency
or work unit.
▪
Providing advocacy for mainstreaming in the organisations.
▪
Provide expert consultation into development of agency-based and local level
action plans.
▪
Forging partnerships with law and justice, community support agencies (for
example, safe housing such as Meri Seif Ples, counselling services, church
charity groups).
▪
Assisting with the development of monitoring and reporting systems for
mainstreaming into the agency.
▪
Contribute through sharing knowledge, facilitate and support training to
strengthen gender mainstreaming skills and knowledge.
Department of
Personnel
Management
▪
Regularly review and update the National Public Service GESI Policy.
▪
Ensure Agencies and Agency Heads are meeting their GESI obligations.
▪
Ensure GESI considerations are incorporated into monitoring and compliance
activities.
▪
Make GESI communications and support material available for use and
implementation by Agencies.
▪
Regularly monitor, review and report National Public Service demographics
and statistics from a GESI perspective.
▪
Provide support and assistance to Agencies in implementing GESI policies
and practices.
! 39
and wellbeing. You should expect to be provided with respect, dignity and meaningful work and
equal opportunities for learning and education to equip you for advancement in your chosen
career.
!
Should you experience any form of disadvantage you have the right to lodge a grievance and such
grievance shall be handled in a confidential, respectful and appropriate manner, having attention
to the principles of natural justice and fairness.
!
If you are an officer receiving a GESI complaint, you are obliged to handle such matters in a prompt
and confidential manner and to take accountable action to address the issue and document your
actions. Failing to abide by this policy can leave an employee subjected to disciplinary action as
per the Public Service General Orders and Code of Business Ethics and Conduct. Domestic
violence and assault is a crime and must be referred to the Police.
!
! 40
Leadership & GESI
A Public Service ethics and values-based Leadership Capability Framework (LCF) has recently been
developed and will become incorporated and embedded across the National Public Service. It is a
home-grown policy and is derived from our Constitution, PNG traditional leadership values,
Christian leadership values and modern organisational leadership and management values. It
provides a platform for the strategic, systematic and integrated application of human resource
management processes including workforce planning, job design and description, recruitment,
performance management, succession planning, leadership development and broader institutional
development initiatives. Given that leadership is at the forefront of any meaningful change
initiative, this framework will provide particular assistance to development of workplace policy and
practice with respect to GESI.
!
The Leadership Capability Framework contains six (6) values underpinned by ten (10) capability
clusters. Each cluster has leadership and management skills, knowledge and behaviours expected
of a modern leader.
!
Through the Framework, it is intended that Public Service leaders at all levels will commit to
embrace, demonstrate and cascade the following six leadership values.
!
It is through these values that Public Service leaders and managers will be able to:
•
Role model ethical behaviour
•
Lead with personal drive, commitment and resilience
•
Provide strategic direction
•
Promote change and innovation
•
Communicate with influence and political awareness
•
Build collaborative relationships
•
Build staff capability and commitment
•
Plan and monitor work tasks for goal achievement
•
Promote effective and efficient service delivery
•
Support institutional strengthening.
Responsibilit
y
Honesty
Integrity
Respect
Wisdom
Accountabilit
y
! 41
Values, especially respect, are implied in Papua New Guinea’s Constitution in the National Goals
and Directive Principles. Therefore values are not only important from an ethical point of view; they
have legal and moral weight. They are more than aspirational; they are mandatory.
This Leadership Capability Framework applies to all Public Servants, not just appointed leaders.
Every day, every one of us meets life
situations which call for thought,
decision and action. Everything we
do, every decision and every action is
based on a conscious or unconscious
set of values - personal principles and
standards, or important and enduring
beliefs or ideals shared by the
members of a culture about what is
good or desirable and what is not.
Simply, values are the things or ideas that people hold dear.
All Public Service employees are required to uphold the values at all times. Agency heads and
other senior Public Servants have additional responsibilities - to promote the values - as well as
uphold them. Leadership is a critical component of good corporate governance and facilitates the
way essential values are institutionalised. Leaders achieve results but they are also the people
who solve problems faced in a specific environment. The success of GESI in our National Public
Service will call upon all of us to embrace and demonstrate these leadership values.
!
!
! 42
!
Leadership Values & GESI
!
The six core values embedded in the Leadership Capability Framework are directly relevant to GESI
and can be applied to a range of strategies, actions and behaviours.
!
HONESTY: Behaviour that is consistent with principles of fairness and transparency
offering feedback and dialogue in a reflective manner for learning and
better practice when dealing with GESI issues. For example, this may be
demonstrated by declaring a conflict of interest in a recruitment exercise
where you are known to the applicant and may be biased or unfair in your
decision, resulting in one person gaining an unfair advantage over another.
!
INTEGRITY: Steadfast adherence to moral and ethical principles in private and public
life, in a manner that role models respect, trust and a sense of
dependability. One way this may be demonstrated is by stepping in or
standing up for a woman who may be subjected to sexual harassment,
violence or intimidating behaviour.
!
ACCOUNTABILITY: Taking ownership for one’s own actions and accepting responsibility for the
actions of individuals, groups and the organisation. This can be
demonstrated by recording faithfully incidents or problems within the
workplace in regard to breaches of GESI policy or practice and ensuring
appropriate reporting and/or action is taken in this regard. Role modelling
GESI principles in your own behaviour is another useful way to promote and
encourage accountability in others.
!
RESPECT: An intrinsic human trait that promotes a positive, consensus-based and
relationship focused collaboration between individuals, community and
organisations and emphasising a positive regard for the rule of law in the
workplace and all environments. Equal treatment of all individuals
regardless of gender, disability, HIV/AIDS status or social issues
demonstrates respect.
!
WISDOM: A capacity for deeper level understanding of issues involving discernment,
intuition, experience and maturity; and the ability to inspire and encourage
action to overcome challenges for the advancement and of all people in
accordance with GESI principles and practice. Learning from issues that
have been encountered and changing our policies and practices to address
GESI shortfalls is one way of demonstrating wisdom in this regard. Similarly
wisdom can be recognising the accepted way of doing something may not
be the right way and taking action to change things accordingly.
!
RESPONSIBILITY: Accepting stewardship for people and country; being guided by conscience;
actively making choices for the greater good; considering the implications of
decisions and dealing with their consequences and developing capacity in
others. Having the moral strength and courage to step forward and take
action where inequity is identified demonstrates a clear sense of
responsibility.
!
! 43
!
!
!
!
ACTION PLAN FOR
IMPLEMENTING GENDER
EQUALITY AND SOCIAL
INCLUSION ACROSS THE
NATIONAL PUBLIC SERVICE
!
!
!
!
!
! 44
Action Plan for Implementing GESI across the NPS
Whilst the definitions, guidelines and information contained within the National Public Service
GESI policy can support the changes in leadership, attitudes and behaviours we want to see in
our workplaces, for this change to be sustainable it will need some clear actions and
responsibilities taken.
!
The following plan incorporates a series of priority actions to be taken across the National Public
Service in the following areas:
•
Employment
•
Women in Decision Making
•
Gender Based Violence
•
Education & Training
•
Health & Wellbeing
•
HIV/AIDS
•
Economic Empowerment.
!
Agencies are requested to cooperate with DPM in taking responsibility for the various actions. In
turn, DPM will maintain a monitoring and compliance (M&C) role to ensure progress. This will be
done through a combination of audits, agency reporting through the Annual Management Report
process and other monitoring and evaluation techniques as necessary.
!
! 45
!
Priority Action Area – Employment (Legislation & Policy)
!
Priority Action Area – Employment (Representation of Community Demographic)
Issue
Legislation and policies may not reflect GESI principles and values.
Outco
me
By 2015 Public Service Legislation and policy reflects GESI principles and values.
Implementation Strategies
Accounta
bility
Performance Indicator
Timefra
me
Public Service (Management) Act, Public
Service General Orders and Corporate
Planning Guide are reviewed to ensure
GESI principles & values are reflected.
DPM
100% legislation and policies
reviewed and updated
Q2
2013
All other relevant NPS legislation to be
reviewed to ensure GESI principles and
values are reflected.
DPM in
partners
hip with
Agencies
100% relevant legislation and
policies developed over the
life of the GESI Policy
Ongoing
to Q4
2015
Toolkit to be developed to support
implementation of GESI policy at agency
and workplace level - developed toolkit
to contain practical guidelines and
support material for mainstreaming
GESI in the workplace.
DPM
Toolkit developed and
distributed to all agencies
Q3
2013
Inclusion of GESI actions and outcomes
in Agency Annual Management Reports.
Agencies
AMR reporting requires
attention to GESI actions
undertaken
Q4
2013
Treasury to include budget funding for
GESI compliance and activities and
service delivery at agency level.
DoT
Budget to include appropriate
funding at agency level
Q3
2013 for
2014
budget
DLIR to examine all labour legislation
and awards to ensure compliance to
international conventions and human
rights framework.
DLIR
Labour legislation and awards
have been reviewed and an
action plan developed to
ensure compliance with
International Conventions and
Human Rights Frameworks
Ongoing
to Q4
2015
Occupational Safety & Health (OSH)
legislation addresses GESI in terms of
safety, accessibility and wellbeing of
workers.
DLIR
Occupational Safety & Health
is reviewed and
recommendations provided
for amendments
Ongoing
to Q4
2015
Issue
The representation of people working in the NPS is not reflective of the demographic
of the community, having regard to women, people living with disabilities and those
from diverse or disadvantaged backgrounds.
Outco
me
The NPS provides opportunity and accessibility of employment for those living with
disabilities, diverse or disadvantaged groups.
Implementation Strategies
Account
ability
Performance Indicator
Timefra
me
! 46
!
Priority Action Area – Employment (Consultation & Learning)
Priority Action Area – Employment (Dedicated Formally Appointed GESI
Positions)
!
Priority Action Area – Women in Decision Making
Mainstreaming GESI principles and
practices into job descriptions, recruitment,
advertising, panel selection, promotion,
performance management and reward and
recognition.
Agencie
s
!
Policies demonstrating
GESI
!
Q2
2015
!
Suitable access and support mechanisms
available to meet the needs of this group.
Agencie
s
Appropriate access and
support mechanisms
available to employees
Q2
2015
Issue
Service delivery focused on GESI to the community by the NPS is not appropriately
coordinated or informed by learning from external stakeholders and sponsors.
Outco
me
Service delivery by the NPS is informed and improved by high level consultation with
community stakeholders such as NGOS to identify needs and cross over, partnerships.
Implementation Strategies
Account
ability
Performance Indicator
Timefra
me
Establishment of high level steering
committee consisting of internal and
external agencies and stakeholder
representation including NGOs and funding
agencies. Committee to focus on:
•
Terms of reference
•
Scope of work and projects currently
undertaken
•
Updates and information about work
being undertaken
•
Sharing of knowledge with regard to
needs and perspectives for improved
service delivery.
DPM to
lead
High level steering
committee established
Q2 2014
Issue
There is insufficient support and resourcing in NPS agencies to effectively and
sustainably mainstream GESI principles and practices.
Outcome
GESI principles and practices are effectively and mainstreamed within
agencies.
Implementation Strategies
Accounta
bility
Performance Indicator
Timefra
me
Investigate and prepare a suitable business
case for the establishment of formally
appointed GESI roles and responsibilities
within agencies across the National Public
Service.
DPM in
consultat
ion with
agencies
Business Case prepared
and submitted for
funding and resourcing
consideration
Q2
2014
!
Issue
There is not equal representation of women in the NPS and in decision making
roles.
! 47
!
Priority Area – Gender Based Violence (GBV)
Outcome
The number of women represented across the National Public Service is
increased by 15% by 2015 and an increased number of women are
represented in decision making roles.
Implementation Strategies
Accounta
bility
Performance Indicator
Timefra
me
Capture baseline data regarding female
representation within agencies and decision-
making roles and develop an ongoing data
analysis framework.
DPM and
Agencies
Baseline data collected
Framework and
accessibility available to
agencies and reported
upon regularly
Q2
2013
Strategies to be adopted to encourage and
nurture more women into the NPS to support
affirmative action (equity):
•
Monitoring of the representation of women
in leadership/decision making roles
•
Training/development, education
mentoring and coaching strategies to be
adopted to provide opportunities for
women to progress into leadership and
decision making roles
•
GESI focal points and colleges to provide a
leadership and mentoring role
•
Higher level sponsorship and mentoring to
be provided by executive level management
to women identified as having potential for
appointed leadership roles
•
Mainstreaming GESI principles and
practices into job descriptions, recruitment,
advertising, panel selection, promotion,
performance management and reward and
recognition.
Agency
Responsi
bility
Strategies employed to
be reported in AMR
Q4
2013,
2014,
2015
Issue
Women experience elevated levels of gender based violence that affects their health
and wellbeing in the workplace and is a human rights issue.
Outcom
e
Improved performance and level of health and wellbeing in the work place for men
and women.
Implementation Strategies
Accounta
bility
Performance Indicator
Timefra
me
! 48
!
!
Development of a local workplace gender
violence plan focusing on:
•
Best practice responses from management
•
How to respond to reports of workplace
harassment and assault
•
Liaison points with local support and law
and justice professionals
•
Adequate referral to support agencies
•
Strong leadership and responses taking
appropriate action on complaints
•
Appropriate discipline or legal actions
against perpetrators
•
Managing the workplace environment to
best prevent harassment or assault and
protection of workers from perpetrators.
Agencies
with
assistanc
e of DPM
More GBV reports being
dealt with appropriately
by management
Improved feeling of
health and wellbeing in
the workplace as self-
reported by officers and
staff
Q2
2014
! 49
Priority Action Area – Education, Training & Learning
Issue
Management and staff are not aware of GESI principles and values.
Outc
ome
Management and staff have a better understanding and demonstrate an adherence in
the workplace to GESI values and principles.
Implementation Strategies
Accounta
bility
Performance Indicator
Timefra
me
A combination of education, training and
learning strategies which may include:
!
i. Targeted Information sessions
conducted for executive leadership,
management and staff
DPM and
agency to
coordinat
e
GESI awareness road shows
conducted across all regions
Ongoing education and
training provided and
reported annually in AMR
Employees to attend one
information session per year
report in AMR
Q2
2013
!
Q4
2013,
2014,
2015
ii. Individual work place assessments
conducted, the results of which will
guide the provision of further
learning and:
•
Individual mentoring and
coaching
•
Leadership
•
Management
•
Decision making information
sessions
Agencies
Assessments to be conducted
throughout the NPS (number
of assessments to be
established)
Progress reported on in AMR
Q4
2013,
2014,
2015
iii. Posters and awareness material
with media and public relations
focus to be disseminated across
NPS and the community
DPM and
Agencies
Posters, policies and
awareness materials to be
displayed in workplace
Communication plans in place
as required
Q4
2013,
2014,
2015
iv. Toolkit development and
distribution
DPM and
Agencies
GESI tool kits distributed to all
NPS workplaces. Progress
reported in AMR.
Tok Pisin and Motu versions
of toolkit and policy available.
Q3
2013
!
Q2 2014
v. Future development projects to
support education and training
including consideration of:
•
Train-the-trainer training
•
Development of web based
information and training
package
•
Respectful relationships
underpinning management,
communication, feedback and
decision making.
DPM with
agency
input
Progress on development of
training and education to be
reported in AMR
Ongoing
! 50
!
Priority Action Area – Health & Wellbeing (NPS Workplaces)
!
!
Annual forum/conference for agency
heads to discuss initiatives and report
on progress that may also encompass
reward and recognition opportunities.
DPM
Agency
Heads
Progress on development of
training and education to be
reported in AMR
Q4
2013,
2014,
2015
Issue
Women, those living with disability and persons of diverse backgrounds and culture
are experiencing lower levels of health and wellbeing in their workplaces in the NPS.
Outco
me
Improved levels of health and wellbeing for all people in the NPS.
Implementation Strategies
Accounta
bility
Performance Indicator
Timefra
me
•
Implementing Mainstreaming of GESI
principles and practices in policy and
practices.
•
Continued education and training.
•
Reinforcement of non-discrimination
policies and practices.
•
Improved communication, leadership
and management practices.
DPM and
Agencies
Improved levels of health and
well-being as indicated
through monitoring and
evaluation interviews in
workplaces
Q4
2013,
2014,
2015
!
! 51
!
Priority Action Area – Health & Wellbeing (Buildings & Infrastructure)
!
Priority Action Area – HIV/AIDS
!
Priority Action Area – Economic Empowerment
Issue
Government owned and leased buildings and infrastructure not allowing access for
employees and members of the community living with disability.
Outco
me
Government owned and leased buildings and infrastructure are assessed for
accessibility for all members of the community.
Implementation Strategies
Accounta
bility
Performance
Indicator
Timefra
me
Assessments to be undertaken regarding
accessibility to buildings and infrastructure.
All new leases signed and building approvals must
comply with GESI principles.
DPM
(OGAPSH
) in
consultat
ion with
DOW and
DLIR
Progress to be
reported in AMR
Q4
2014
Issue
People working in the NPS do not have a high level of awareness of HIV/AIDS causes,
cures or prevention and discrimination exists against individuals who are HIV positive.
Outco
me
All officers and staff understand the causes, cures and preventative methods of
contracting HIV/AIDS and do not discriminate against individuals who are HIV
positive.
Implementation Strategies
Accounta
bility
Performance
Indicator
Timefra
me
Awareness and action guidelines packages to be
developed at an agency and workplace level to
include information:
•
On cause and transmission
•
Prevention
•
How to obtain tests locally
•
Instructions on discrimination in the workplace.
Communication materials such as posters and
access information to be displayed.
Condoms to be made available in workplaces.
Agency
with
support
from
DPM
!
!
!
Progress to be
reported in the AMR
!
!
!
!
Reportin
g
annually
Q4
2013,
2014,
2015
!
!
GESI mainstreaming toolkit to contain guidelines
for the compilation of awareness packages.
DPM
Tool kit to be
developed and
provided to
agencies
Q3
2013
! 52
!
!
Issue
Women, people with disabilities and those who are disadvantaged experience
economic disempowerment through lack of access to employment, appropriate
remuneration or unequal access due to conditions in the workplace.
Outco
me
Equal access and employment conditions for all individuals regardless of gender,
disability or disadvantage.
Implementation Strategies
Accounta
bility
Performance Indicator
Timefra
me
Employment conditions to be reviewed
with regard to GESI principles and
values focusing on:
•
Wage structures
•
Conditions of employment
•
Job descriptions
•
Staff performance appraisals
•
Promotion opportunities
•
Access to leave
•
Training needs analysis and
development
•
Part time employment
•
Child care
•
Flexible hours of work.
DPM
!
!
!
!
!
!
Reviews and
recommendations ongoing
and reported in AMR
!
!
!
!
!
!
Q4
2013,20
14,
2015
!
!
!
!
!
! 53
!
!
! 54
Support Materials Available
!
!
Families and Children Affected by HIV/AIDS and Other Vulnerable Children in Papua New
Guinea - Department of Community Development (2006)
Gender Equality and Social Inclusion Strategy - Papua New Guinea Economic and Public
Sector Program (2012)
Gender Equity in the Public Service - A Guide for Departmental Heads, Managers and
Supervisors - PNG Law and Justice Sector (2010)
Gender Equity in the Public Service – A Guide to the Rights of Public Servants - PNG Law
and Justice Sector (2010)
Integrating Gender into HIV and AIDS Activities: A Guide for Implementers - National AIDS
Council Secretariat
!
National Policy for Women and Gender Equality 2011-2015 - Department for Community
Development
!
National Resource Directory 2006 - Family and Sexual Violence Action Committee
!
Papua New Guinea Critical Development Constraints – Country Diagnostics Studies -
Asian Development Bank (2012)
Papua New Guinea National HIV and AIDS Strategy 2011-2015 - National AIDS Council
Secretariat
!
Papua New Guinea National Policy on Disability - Department for Community
Development
!
PNG – Australia Economic and Public Sector Program Results Framework - Australian
Government AusAID (2012)
PNG Development Strategic Plan 2010 - 2030 - Department of National Planning &
Monitoring
!
PNG Medium Term Development Plan 2011 – 2015 - Department of National Planning &
Monitoring
!
PNG National Policy for Women and Gender Equality 2011-2015 - Department for
Community Development (2010)
Presentation to the Cultivating Communities of Practice – Office for the Development of
Women (2011)
Vision 2050 - Government of Papua New Guinea
!
!
! 55
Further Information & Support
!
Department of Personnel Management
Workforce & Organisation Development Division
Ph: (675) 327 6316
!
Department for Family and Community Development
Ph: (675) 300 8152
!
Department for Community Development
Gender Branch
Ph: (675) 325 2574
!
Office for Development of Women
Ph: (675) 301 0269
!
National AIDS Council Secretariat
Ph: (675) 323 6161
!
Family & Sexual Violence Action Committee
(Producer of the National Resource Directory)
Ph: (675) 321 1391
!
!
!
! 56
