The Presidency, in accordance with its jurisdiction over the national gender programme, proposed that Cabinet adopt the policy framework prepared by the Office on the Status on Women. The policy framework was titled: South Africa’s National Policy Framework for Women’s Empowerment and Gender Equality. This framework will hereafter referred to as the Gender Policy Framework.

This executive summary provides an overview of the content of the Gender Policy Framework. The document is comprised of eight (8) chapters. These are: Introduction (Chapter 1); Situational Analysis and Problem Statement (Chapter 2); Vision and Principles for Gender Equality (Chapter 3); The Institutional Framework (Chapter 4); Proposed Intersectoral Co-ordination Framework and Process for Gender Mainstreaming (Chapter 5); Monitoring and Evaluation (Chapter 6); Resources (Chapter 7); and Carrying the Process Forward (Chapter 8).

This Gender Policy Framework outlines South Africa’s vision for gender equality and for how it intends to realise this ideal. Like other generic policy documents which are trans-sectoral, such as the "White Paper on Transforming the Public Service," it is not meant to be prescriptive for the various sectors of government. Instead, it details the overarching principles which will be integrated by all sectors into their own sectoral policies, practices and programmes.

South Africa’s definition of and goals towards achieving gender equality are guided by a vision of human rights which incorporates acceptance of equal and inalienable rights of all women and men. This ideal is a fundamental tenet under the Bill of Rights of The Constitution of the Republic of South Africa, 1996 (Act 108 of 1996). It emerged from a long period of struggle for a democratic society that respects and promotes the rights of all its citizens irrespective of race, gender, class, age, disability, etc. (Bill of Rights, Sections 9.1 to 9.4)

The conception of such an ideal emerged from people whose history is steeped in institutional racism where rights, life chances and the distribution of goods and services were predicated along racial lines. More importantly, respect for the dignity of individuals was determined by the colour of their skin and, further within the various racial groupings, by their gender designation. The socio-cultural dictates of all groups defined women to be inferior to men and as such assigned to them the position of minors in both the public and private spheres of life. In the private sphere, women were less likely to lead in decision-making. In most interpersonal relationships men had more power. This historical legacy of patriarchy influenced essential informal and formal human relationships with a marked impact at the workplace.

This Gender Policy Framework establishes guidelines for South Africa as a nation to take action to remedy the historical legacy by defining new terms of reference for interacting with each other in both the private and public spheres, and by proposing and recommending an institutional framework that facilitates equal access to goods and services for both women and men. The Gender Policy Framework proposes a process that moves away from treating gender issues as "something at the end-of-the-day" business. Often, while discussing development issues, it is presumed that gender issues can be addressed after the "hard-core issues" have been dealt with. This Gender Policy Framework attempts to ensure that the process of achieving Gender equality is at the very center of the transformation process in South Africa within all the structures, institutions, policies, procedures, practices and programmes of government, its agencies and parastatals, civil society and the private sector.

It is essential to identify the basic assumptions in which underpin the formulation of this Gender Policy Framework. The central assumptions are that:

• in spite of the fact that South Africa is considered by some international indicators to be among the upper-middle-income countries of the world, the majority of South Africans live either in abject poverty or in fear of becoming poor. Since the majority of these people are women living in peri-urban and rural areas, the Gender Policy Framework has taken a "basic needs" approach and has prioritised the meeting of ‘basic needs’;

• by definition, a "basic needs" approach is holistic in nature. To comply with the principles embraced in this approach, the strategy for programme implementation has to be intersectoral. To deliver programmes, those involved will have to mobilise across a number of sectors to address the multiple needs assumed within this model;

• the "women’s empowerment" approach tends to focus more on practical needs which in themselves are complementary to the "basic needs" approach reflected in the situational analysis. On the other hand, the "Gender and Development" (GAD) approach focuses on ‘strategic needs,’ the goal of which is gender equality. Given the high levels of inequalities which pertain in the South African context, the focus on women’s empowerment in this document affirms the satisfaction of ‘basic needs’ (‘practical needs’) as a necessary precondition towards the identification and attainment of ‘strategic needs’;

• this Gender Policy Framework is issue driven rather than sector specific and promotes a co-operative approach among sectors towards achieving Gender equality both within and across sectors. In presenting the situational analysis the Gender Policy Framework draws on the Beijing Platform of Action as an analytical and organising tool because it is comprehensive. Whilst not all the critical areas found in the Beijing Platform are included, those selected are sufficiently broad to incorporate the 27 sectors of the South African Government. There is no need to specify each sector and loose sight of the intersectoral approach;

• each sector has unique issues to address. In turn, these sector issues have unique gender implications. As a generic policy framework, the National Gender Policy Framework will provide the guidelines which the various sectors can use to issue more detailed policy documents that are sector specific. Sectors will be able to integrate the principles contained in this Gender Policy Framework into their prevailing policy and strategic documents.

The Gender Policy Framework further assumes that writing a Policy Document that addresses the specific policy needs of each government department presupposes:

• intimate knowledge of the situation in that department; and
• centralisation of policy development in the OSW which, in turn, requires centralisation of implementation within the OSW.

Such centralisation of policy development would result in the:

• marginalisation of gender programmes in the line departments thereby defeating the gender mainstreaming principles which move towards the total integration of gender issues within a department.

The National Gender Policy Framework herein contained, establishes the national goal, proposes central objectives, defines key indicators for attaining the goal and objectives, and identifies expectations of key national structures that are mandated to implement the programme. While the Gender Policy Framework is not prescriptive, it does set standards and norms for the national programme.

Closely related to the assumptions outlined in paragraph 1.3 is an overview of the policy document. It should be noted that the policy document is not an academic exercise. It is a document which comes out of a lengthy consultative process dating back to 1990. Thus, the Gender Policy Framework is but a consolidation and synthesis of documents emanating from this process.

South Africa is faced with many challenges. To achieve a society free of racism and sexism the country must undergo a paradigm shift with regard to how resources are allocated and how people relate to each other. The challenges facing South Africa have been translated into national priorities. All of these priorities have compelling gender dimensions which need to be addressed if the country is to advance towards Gender equality. The key challenges are:

• Gender relations: South Africa is in a process of transition. One of the key objectives in this process is the transformation of gender relations. The challenge is to shape the broad transformation project in a way which acknowledges the centrality and compatibility of the transformation of gender relations to the broader institutional change process. This requires a fundamental review of what has come to be accepted as ‘business as usual.’

• Poverty is a major problem for women in South Africa. The systematic and socially-engineered location of women in rural areas, and the underdevelopment of infrastructure in these areas, has been directly responsible for the poor conditions under which the majority of South Africa’s rural communities live. Apartheid laws, coupled with repressive customs and traditions, disempowered women in ways that will take generations to reverse. While the democratic government has established enabling legislation, it must move towards delivery to alleviate and, eventually, eradicate poverty.

• Globalisation is an emerging world challenge. It is a system of redistribution of opportunities and benefits which may enhance the economy or lead to rising inequality and aggravated poverty. The challenge for South Africa is to ensure that women benefit equally with others in society.

• HIV/AIDS is a very serious problem in South Africa. It affects women disproportionately to men. The power imbalances between women and men in interpersonal relations contribute to this growing pandemic.

• Access to employment: Differential access to employment opportunities exists. Whilst theoretically women currently have access to a broader scope of position in the labour market, these new opportunities are accessible to a narrow pool of women who have had access to skills development, education and training. In large measure, women’s employment remains either within the traditional female occupations or within the domestic and farming sectors all to often as casual workers. They are concentrated within positions which are low paying and which have high rates of turnover.

• Economic empowerment of women: Women constitute the poorest group in South Africa and are more likely to be unemployed or underemployed. The challenge is to ensure that South Africa’s macro economic strategy promotes economic growth and sufficiently addresses the differential impact of macro-economic policy on various groups of people depending on class, race, age, gender, location and disability.

• Access to land. South Africa has embarked on an aggressive land reform and land reclamation programme. The implementation of this programme is challenged by some entrenched cultural practices such as patriarchy.

• Access to science and technology: As described in the Beijing+5 Report, science and technology, as fundamental components of development, are transforming patterns of production, contributing to the creation of jobs and new ways of working, and promoting the establishment of a knowledge-based society. Given the large number of women in the workforce, South Africa must devise mechanisms for engaging women with science and technology in order to enhance their productivity and thus increase the quality of national production. Women should be actively involved in the definition, design, development, implementation and gender-impact evaluation of policies related to the economic and social changes referred to above.

• Women’s access to political power and decision-making has improved since the 1994 elections. There is a strong representation of women in the national, provincial and local legislative branches of government and in some governments departments. The challenge to political institutions is to change their culture in order to be more responsive to the needs of women politicians and of civil servants.

• Implementation of laws. Drawing from experiences from in other parts of the world, South Africa has adopted sophisticated rights-based legislation with explicit reference to gender equality. An important challenge remains in making these rights accessible to all women by the provision of information and the development of the knowledge and skills that women require to avail themselves of the mechanisms inherent in the legal remedies.

The above challenges, as will be reflected in Chapter 2, are interrelated. The Gender Policy Framework advances the "basic needs" approach to women’s empowerment and gender equality to ensure that government approaches these challenges in an integrated manner and avoids piecemeal impact.

The principles and guidelines enunciated and proposed in this document are drawn directly from a consultative process. These national consultations proposed that the emerging "New South Africa," as the country was then referred to, could advance the integration of gender considerations into the transformation of the country by ensuring that:

• there is an understanding that women are not a homogenous group. This principle must inform all policies and programmes that will lead to the implementation of Gender equality. Distinctions according to race, class, sexuality, disability, age and other variables should not to be overlooked or taken for granted. However, similarities should also be used to strengthen initiatives designed to reverse past gender discrimination;

• women’s rights be seen as human rights;

• customary, cultural and religious practices be subject to the right to equality;

• affirmative action programmes targeting women be developed and implemented;

• economic empowerment of women be promoted;

• enabling legislation has already been passed by Parliament and other legislative bodies. Where the need arises, additional legislation be developed to make it possible for women’s empowerment and gender equality to be attained;

• efficient machinery be set up at national and provincial levels and in public and private organisations to ensure that the policy is implemented. Adequate structures and resources must be set aside to guarantee the implementation of programmes;

The emphasis in this document is to operationalize recommendations made by the women’s movement as well as those contained in national, regional and international instruments into core principles for the National Gender Programme. The aim is to create an enabling environment and make it possible for government to develop mechanisms that will assist in the achievement of the national goal of gender equality.

The consultations around the aspirations regarding gender equality were always grounded in a parallel discussion of the institutional framework, that is, necessary to facilitate the attainment of such a vision. Hence, these consultations recommended a national machinery that is multi-pronged in character. Diagram 1 below reflects the components of the national machinery for the advancement of the gender equality in South Africa.

The rationale for such a design was to ensure a comprehensive thrust in all facets of South African life while avoiding duplication. Whereas functions are phrased in similar language, the point of entry, level of authority and degree of thrust differs significantly with each structure. The intended impact differs significantly with each structure. The Gender Policy Framework highlights these unique features in detailing not only the mandate as contained in the functions of the individual structures but proposes indicators that enable parallel and transversal progression towards gender equality. The mechanisms and processes contained in the national machinery must not only aim but also show progression towards the:

• development and implementation of mechanisms through which South Africa can meet its constitutional, sub-regional, regional and international commitments towards gender equality, human rights and social justice;

• transformation of existing institutional values, norms and cultures which hinder Gender equality;

• enactment of laws that take into account the needs and aspirations of women;

• development of strategic objectives for implementing such laws and policies;

• adoption of effective management information systems to ensure that those who implement policy receive adequate, appropriate and relevant training and development;

• development of clear performance indicators in line with priority areas to ensure effective monitoring and evaluation of progress;

• allocation of resources for the benefit of women in rural and urban areas and mechanisms ensuring that these resources reach them.

There are key processes and mechanisms that must be adopted to affirm a vibrant national gender programme advancing the country toward gender equality. These are contained in the various structures of the National Machinery. The principle structures are the Office on the Status of Women (OSW), Gender Focal Points (GFPs), Commission for Gender Equality (CGE) and various organs of civil society. The processes and mechanisms necessary to advance towards gender equality are detailed under Table II with the key structures listed next to it.

The South African National Gender Programme has been introduced into an institutional framework with established Human Resource norms, standards and practices. A key feature in the recruitment of personnel is the high value placed on administrative and management competence. While administrative competence is essential for programme management for the National Gender Programme to attain the central goal of gender equality enunciated in this policy framework, it is essential that recruitment and hiring of staff for the gender programme be predicated upon the type of technical and professional competence outlined in paragraph 5.9.1 of this document.

For a programme that is solely dependent upon specific professional specialization, the focus on administrative competence as the primary eligibility requirement for employment creates an important constraint on the achievement of gender equality. This Gender Policy Framework moves government towards addressing this issue in a way which allows for the appointment of gender professionals within the prevailing Public Service regulations.

The Gender Policy Framework proposes key approaches to evaluation and monitoring. These indicators serve as key performance indicators which are helpful in ensuring movement towards gender equality. The Framework also provides guidelines for ongoing evaluation. These indicators are drawn from such international sources as the Gender Related Development Index (GDI) and the Gender Empowerment Measure (GEM). Such indicators have been adapted and are reflected in Chapter 7 of this document. The GDI focuses on "expansion of capabilities" as reflected in the emphasis on access to resources while the key element of the GEM is the "use of these capabilities." The use of capabilities is central to this Gender Policy Framework as outlined in the call for access to decision-making and training opportunities. The primary indicators found in the present document include among others:

• Women’s earning power and their involvement in the economy;

• The extent to which women participate in political decision-making;

• A change in attitude to women and enhanced recognition of the value they add to society; and

These indicators incorporate both quantitative (short-term) or output indicators as well as qualitative (long-term) or outcome indicators. Combined, these indicators will assist in assessing the impact of this policy on the lives of women and men in South Africa over the next decade and beyond.

While South Africa has designed a most comprehensive National Machinery, it must also support it to ensure that it achieves its optimal potential. In this light, the Gender Policy Framework encourages serious consideration and application of the following premises:

• Co-ordination, capacity building, communication, networking and collaboration towards the implementation of the Gender Policy Framework require various types of resources including information technology and personnel;

• Regular technical advisory services need to be made available to the national, provincial and local structures for the mainstreaming of gender equality; and

• Adequate staffing, institutional infrastructure, monitoring and evaluation, disseminating information, maintaining active partnerships and capacity building all require strategic interventions to enable the machinery to work effectively towards the goal of women’s empowerment and gender equality.

Institutional support mechanisms will have to be put in place in order to assist in realising these strategic goals. The need to proceed with proper resourcing of the national machinery is affirmed by the findings of the National Audit.

The National Gender Policy Framework is a document that defines the country’s vision and states what it plans to do to achieve this vision. It provides the framework by providing broad guidelines. It is directive and prescriptive on minimum standards for the institutional framework, key indicators and national goals. All of these have direct impact for the development of sector specific policies and plans of action.

It is a policy framework that is guided by national imperatives. It addresses needs by proposing mechanisms that were articulated by women and men who engaged in the consultative process that resulted in enshrining gender equality into the National Constitution.

Executive Summary………………………………………………………………………………. (i)

Contents (xii)

Abbreviations ………..…(xvi)

Glossary of Terms (xvii)

1. Definition of Problem …………………………………….……………………………..…..…2
2. Gender Equality as a Historical Core Value ……………………………………………….2

7. Consultation 8

2.13 Women and Information Communications Technologies (ICT) 18

2.14 Women and Human Rights 19

2.15 Institutional Mechanisms 19

4.2 The Need for a National Machinery for Women's Empowerment & Gender Equality 25

4.4.2 Structures and Functions of the Executive 27

4.4.2.2 The Office on The Status of Women ..27

3. Gender Focal Points in Government Departments……………………………………….. 28
4. The Rank and Location of Gender Focal Points………………………………………….. 29

4.4.3 Structures and Functions of the Legislature 29

4.4.4. Independent Statutory Bodies 30

4.4.5 Women’s Organisations in Civil Society 31

3. Intersectoral Co-ordination Framework 35
4. The Goals, Objectives and Outputs of the Co-ordination Framework 36

2. The Proposed Co-ordination Framework for South Africa 36

2. The Centers for Co-ordination 36
3. Functions of the Key Role Players Within the South African Co-ordination Framework 37
4. The National Co-ordinating Committee 39

6. Gender Mainstreaming Process 39
7. Project Life Cycle as an Organising Tool 40

3. Application of Project Life Cycle to Gender Mainstreaming 42

7. Characteristics of an Effective Gender Management System 44
8. Skills Required to Advance Towards Gender Equality 45
9. Training as a Central Factor in Advancing Gender Equality 46

2. Short-term Results 49
3. Long-term Impact 49

2. Short-term Performance Indicators 50
3. Long-term Performance Indicators 52

CHAPTER 7: RESOURCES……………………………………………………………………. 54

BIBLIOGRAPHY………………………………………………………………………………. 60

Table I: Structure and Components of the National Machinery...……………………..(vii)

Table II: Processes and Mechanisms Affirming Progress Towards Gender Equality....(viii)

Table 1: Legal Framework…………………………………………………..…………………..10

Table 2: Key Principles Underlying the Vision and Mission………………..……………..21

Table 3: Key Activities and Outputs During Phases of the Project Life Cycle….………41

Table 4: Key Activities and Outputs from the Application of Project Life Cycle to

Gender Mainstreaming………………………………………………….……………..42

Table 5: Skills Required for, and Outputs Towards Achieving the

National Goal of Gender Equality……………………………………..…………….45

Table 6: Generic Indicators and their Applicability to OSW and GFPs………..………..49

Table 7: Key Short-Term Mechanism and Process Indicators at National,

Provincial and Local Levels to be Measured to Determine Extent of

Gender Equity and Equality………………………………………….……………….51

Table 8: Key Long-Term Mechanism and Process Indicators at National,

Provincial and Local Levels to be Measured to Determine Extent of

Gender Equity and Equality………….………………………………………………52

Box 1(a): Status and Location of National Machinery………………………………………….. 26

Box 1(b): Goals of the National Machinery……………………………………………………… 26

Box 1(c): Objectives of the National Machinery………………………………………………… 26

Box 2: Functions of the Cabinet Cluster Committees………………………………………… 27

Box 3: Functions of the OSW………………………………………………………………… 28

Box 4: Functions of GFPs…………………………………………………………………… 28

Box 5: Functions of Women’s Parliamentary Caucus……………………………………….. 29

Box 6: Functions of Portfolio Committees and other Parliamentary Committees…….29

Box 7: Functions of the CGE…………………………………………………………………. 30

Box 8(a): Goals of the Co-ordination Framework………………………………………………. 36

Box 8(b): Objectives of the Co-ordination Framework………………………………………36

Box 8(c): Outputs of the Co-ordination Framework…………………………………………..36

Box 9(a): Co-ordination Functions of the Minister in The Presidency…..………………..38

Box 9(b): Co-ordinating Functions of the Director General in The Presidency…….……38

Box 9(c): Co-ordination Functions of the OSW……………………………………………….38

Box 9(d): Co-ordinating Functions of the Ministers in Departments…………..………….38

Box 9(e): Co-ordination Functions of the Directors-General in Departments……………38

Box 9(f): Co-ordinating Functions of the GFPs………………………………………………39

Box 9(g): Co-ordination Functions of the National Co-ordinating Committee…………..39

Figure I: Phases Towards a more effective Structural Arrangement……………………(x)

Figure 1: The Process of Co-ordination………………………………………………………..37

Figure 2: Project Life Cycle for the Implementation of National

Gender Programme…………………………………………………………………….41

Figure 3: The Gender Management System…………………………………………………….44

ENGENDERING: In Gender studies, engendering refers to the process of integrating gender considerations and concerns into words, action and assessment.

EMPOWERMENT: Refers to the process of "conscientisation" which builds critical analytical skills for an individual to gain self-confidence in order to take control of her or his life. Empowerment of women is an essential process in the transformation of gender relations because it addresses the structural and underlying causes of subordination and discrimination.

EQUALITY OF OPPORTUNITY: Refers to a fundamental human right embedded in the Constituion of South Africa. This Gender Policy Framework aims towards the achievement of equality of opportunity, in access to and share of employment opportunities, services and resources as well as in equality of treatment by employers and service providers.

EQUALITY OF TREATMENT: Refers to meeting the specific and distinct needs of different social categories of women and men. This can often involve special programmes and the commitment of additional resources, for example in the case of women and men with disabilities. Equality of treatment does not mean treating all men and all women in exactly the same way (i.e. in a gender blind fashion) as this would only serve to perpetuate existing disparities.

GENDER: In this policy framework document, refers to the social roles allocated respectively to women and to men in particular societies and at particular times. Such roles, and the differences between them, are conditioned by a variety of political, economic, ideological and cultural factors and are characterised in most societies by unequal power relations. Gender is distinguished from sex which is biologically determined.

GENDER AND DEVELOPMENT (GAD): Refers to a planning process which is based on an analysis of the different situations and needs of women and men. It aims at creating gender equity and equality between women and men. A gender and development perspective recognises the importance of the relations between women and men.

GENDER ANALYSIS: For this policy document, the definition adopted comes from Irene van Staveren and Diane Elson and refers to gender analysis as the study of socially determined inequalities within women and men. Gender analysis entails studying "gender-biases" which perpetuate gender inequalities in all sectors of society.

GENDER AWARENESS: Refers to a state of knowledge of the differences in roles and relations of women and men and how this results in differences in power relations, status, privileges and needs.

GENDER DEVELOPMENT INDEX (GDI): Refers to an index which uses some of the same variables as the HDI (see below), viz life expectancy, educational attainment and real GDP, but which goes further to take into account inequality in achievement between women and men.

GENDER EMPOWERMENT MEASURE (GEM): Refers to a measure which examines whether women and men are able to actively participate in economic and political life and to take part in decision-making. The GEM focuses on the respective capabilities of women and men to take advantage of the opportunities of life.

GENDER EQUALITY: Refers to a situation where women and men have equal conditions for realizing their full human rights and potential; are able to contribute equally to national political, economic, social and cultural development; and benefit equally from the results. Gender Equality entails that the underlying causes of discrimination are systematically identified and removed in order to give women and men equal opportunities. The concept of Gender Equality, as used in this policy framework, takes into account women’s existing subordinate positions within social relations and aims at the restructuring of society so as to eradicate male domination. Therefore, equality is understood to include both formal equality and substantive equality; not merely simple equality to men.

GENDER EQUITY: Refers to the fair and just distribution of all means of opportunities and resources between women and men.

GENDER FOCUSED RESEARCH METHODOLOGY: Refers to a process of designing and implementing a gender sensitive research agenda. This means that the hypothesis setting, the questions asked, the time selected for data collection, the people to whom the questions are put, the area and social setting selected for research, the language used in data collection and dissemination, and the way the data is analysed all take gender differences into account. The researcher must be gender-aware in order to design a gender sensitive research methodology.

GENDER ISSUES: Arise when the relationships between women and men, their roles, privileges, status and positions are identified and analysed. Gender issues arise where inequalities and inequities are shown to exist between people purely on the basis of their being female or male. The fact that gender and gender differences are socially constructed is itself a primary issue to deal with.

GENDER MAINSTREAMING: Refers to a process that is goal oriented. It recognises that most institutions consciously and unconsciously serve the interests of men and encourages institutions to adopt a gender perspective in transforming themselves. It promotes the full participation of women in decision-making so that women’s needs move from the margins to the centre of development planning and resource allocation.

GENDER MANAGEMENT SYSTEM (GMS) Refers to a holistic and system-wide approach to gender mainstreaming developed by the Commonwealth for the use of governments in partnership with other stakeholders, including civil society and the private sector. In this policy framework, it refers to a comprehensive network of structures, mechanisms and processes to enable government and other organisations to contribute to gender equality.

GENDER PERSPECTIVE: Refers to an approach in which the ultimate goal is to create equity and equality between women and men. Such an approach has a set of tools for and guidelines on how to identify the impact on development of the relations and roles of women and men.

GENDER RESPONSIVE: Refers to a planning process in which programmes and policy actions are developed to deal with and counteract problems which arise out of socially constructed differences between women and men.

GENDER SENSITIVE: Refers to the state of knowledge of the socially constructed differences between women and men, including differences in their needs, as well as to the use of such knowledge to identify and understand the problems arising from such differences and to act purposefully to address them.

HUMAN DEVELOPMENT INDEX (HDI): Refers to a tool which measures the average achievement of a country in basic human capabilities. The HDI focuses on three variables, namely life expectancy, educational attainment and the gross domestic product (GDP).

MANAGEMENT INFORMATION SYSTEMS (MIS): Refers to the repository and clearinghouse for all information relating to the establishment and functioning of the Gender Management System (GMS). Its function is to gather, synthesise and disseminate information on the goals, activities and achievements of the GMS and on other structures and formations relating to gender mainstreaming and the advancement of gender equality.

POLICY: Refers to guiding principles to a course of action arrived at by decision-makers to address a particular issue or issues.

PRACTICAL GENDER NEEDS: Refers to the needs identified to help women cope better in their existing subordinate positions. Practical needs are related largely to issues of welfare and do not challenge the existing gender division of labour or to women's subordinate positions in society.

PROJECT: Refers to the design of an implementation strategy of a plan of action geared towards achieving a particular goal.

PROGRAMME: Refers to a systematic action-oriented design of a plan of action towards achieving a particular goal.

STRATEGIC GENDER NEEDS: Refers to needs which are identified as necessary to transform the existing unequal relations between women and men. Addressing women's strategic gender needs expedites women's empowerment and facilitates the fundamental social transformation necessary for establishment of gender equality.

SUBSTANTIVE EQUALITY: Refers to a stage of real equality underpinned by equality of opportunity, access and treatment between women and men.

WOMEN IN DEVELOPMENT: Refers to a planning process in which the importance of women's needs in development is the major focus.