Commission on Gender Equality

STRUCTURE OF PRESENTATION
Introduction
Structure
The work of the CGE from 1997 – to date
Programme of Action 2003 – 2006
Challenges
Recommendations

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INTRODUCTION
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MANDATE OF THE CGE
The Commission for Gender Equality (CGE) is an independent, statutory body established in terms of Section 187 of the Constitution of South Africa, Act 108 0f 1996.

The role of the CGE is to promote respect for gender equality and the protection, development and attainment of gender equality. The powers and functions of the CGE are outlined in the Commission on Gender equality Act 39 of 1996. In terms of section 11(1)(a) of this Act, the CGE, must, inter alia:

Investigate gender-related complaints from members of the public or on its own initiative;

Monitor and evaluate policies and practices of state organs, state agencies, public bodies and the private sector in order to promote gender equality and the rights of women. The CGE may make recommendations regarding the protection and promotion of gender equality;

Develop, conduct and manage education and information programmes to foster public understanding of matters pertaining to gender equality; and

Evaluate any of the following: Acts of Parliament, systems of personal and/or family law, custom and/or customary practices, systems of indigenous law or any other law.

VISION
A society free from gender discrimination, and all forms of oppression, in which people will have the opportunity and means to realise their full potential, regardless of race, class, sex, religion, sexual orientation, disability or geographic location.

MISSION
The Commission for Gender Equality will fulfil its statutory mandate as an independent constitutional body by:
Continuously engaging in co-operative and visible partnerships with stakeholders at large
Supporting democratic processes in South Africa by facilitating gender equality within the South African societal structures as a whole
Promoting, protecting, monitoring and evaluating gender equality in all societal structures in South Africa.


The Secretariat of The CGE consists of:
Public Education and Information
Policy and research
Legal
Finance and Administration

PUBLIC EDUCATION AND INFORMATION
In order to achieve its objective as provided in Section 11 (b) (2) of the Commission on Gender Equality ACT. The department of Public Education and Information develops, conducts or manage Information and Educational Programmes to foster public understanding of the matters pertaining to the promotion on Gender Equality and the role and activities of the Commission.

The department liase and interact with organisations with the intent of promoting gender equality. It serves as an interface between the Commission and the public and also act as the Public Relations arm of the Commission through its information dissemination. Answering all public enquiries about gender issues, gender equality and the work of the Commission.

POLICY AND RESEARCH DEPARTMENT
The Department of Policy and Research is tasked with:

Researching preparation and presentation of project proposals like partnerships on policy workshops, democracy conferences, fact finding - private sector, elections, spatial development initiatives, inputs into drafting white papers and organising related meetings.

facilitating CGE’s involvement in partnership initiatives such as joint research projects etc.

THE LEGAL DEPARTMENT
The Department is tasked with prevention of unfair discrimination on the basis of gender through the following: -

The attending to investigation of gender-related complaints on own initiative or receipt of complaints from members of the public;

Drafting of submissions to the law making processes within the CGE;

Monitoring and evaluating policies on gender; sexual harassment; pregnancy with intention of contributing to the drafting of same;

Contributing to the law making process by drafting submissions to the South African Law Commission and government departments

Institution of the amicus curiae processes in courts where issues relating to gender not covered by the litigants are brought to the attention of the courts and

Conducting research and surveys on matters that have been identified as systemic problems from complaints received and investigated.

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3. THE WORK OF THE COMMISSION ON GENDER EQUALITY 1997-2002
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The following section briefly captures the CGE’s involvement in research, workshops and conferences, legal interventions, Parliamentary Submissions, and processing of Complaints.


3.1 RESEARCH and CONFERENCES

Two National and Provincial Information and Evaluation Workshops.
The CGE was the first organisation of its kind in the country (and world). After the first democratic elections it convened a Commonwealth sponsored information gathering workshop on gender. The objective of the workshop was to gather information on the work that government departments and NGO’s were doing work on gender and gender issues.
 
Gender Policy and Institutional Framework
Developed a simple framework and training manual for understanding gender equality as well as commissioning a gender baseline study to provide statistical indicators for measuring progress towards achieving gender equality.


(c) National Poverty Hearings
The CGE together with SAHRC, SANGOCO and the Religious sector participated as commissioners. The CGE decided to follow up on some issues and in 1998 the Commission succeeded in the following two:
 
(i) Facilitated communication between Water Affairs and people in Mtubatuba Kwa-Zulu Natal who were getting water from a crocodile infested river to ensure that the Department helped them to access safe water. The Department of Water Affairs and Forestry placed reservoirs in strategic and equitable areas to enable the communities to get safe water away from the reptiles.
 
(ii) At the time of the hearings we were informed about the killing, burning of people the majority of whom were women and property and the eviction of those who were suspected of bewitching others. After the hearings the Department of Safety and Security in Limpopo commissioned a study on witchcraft - the Ralushai Commission. Thereafter the CGE hosted a Witchcraft Violence Conference (1998 report is available).
 
(d) Gender Opinion Survey:
In June 1999 the CGE conducted a gender baseline study and an opinion survey to identify and understand opinions and attitudes of a representative sample of the South African adult population. The analysis explored the different opinions in relation to sex, age, race and location. The objective of the study was to inform debates around policy and programme options.
 


(e) Women's Handbook
This project was funded by the Mott Foundation and was done in partnership with the Midlands Women's Group and the Centre for Adult Education UNP. This is a very valuable manual and tool for women as it informs them how to access their rights at various service centres. Magistrates in Pietermaritzburg use it in some cases. 
Study on Gender and the Private Sector followed by Gender and Private Sector Conference: Reports produced
 
(f) Law and Justice
Conducted a strategic workshop and made submissions to the South African Law Society on customary law marriages.

(g) Redefining Politics
A 1999 CGE publication that was produced on the eve of South Africa’s second democratic elections, in celebration of women’s participation in politics.

(h) A Gender Analysis of the Maputo Development Corridor
The objective of this study was to determine whether men and women have equal access to economic empowerment. This study was undertaken together with the Department of Economic Affairs Gaming and Tourism.
 
(i) Advertising - A Mirror Of Reality?: Gender, Advertising And Broadcasting
Undertook a study on the media and advertising as a result two Commissioners represent gender interests at the hearings and appeal boards of the Advertising Standards Authority of South Africa. Furthermore, the CGE contributed clauses on gender to the code of the Advertising Standards Authority.

(j) Political Empowerment
Made a submission on the local government green paper in which the CGE was instrumental in advocating the inclusion of quotas for women.


(k) Review Of The 1999 General Elections: A Gender Perspective
CGE played an observer status in the General elections of 1999 to monitor the participation of men and women in elections as well as their position within political parties. Furthermore, political parties were requested to supply the CGE with their manifestos.
The  CGE observed the local government elections in 2000 and conducted a mini survey. Rural municipalities were targeted in all provinces (one municipality as a sample/province). All municipalities that were observed were given the report on the findings.

(l) Conference On Virginity Testing
Hosted a conference on virginity testing in Kwa-Zulu Natal.
 
(m) The National Gender Summit
Hosted the gender summit and happened in August 2001. The aim of the Summit was to evaluate the achievements and to determine whether the CGE and the other arms of the  Gender Machinery are still on track. Participants were comprised of NGO’s, government, and the general public.
 
(n) Integrated Development Planning: A Gender Perspective
The CGE conducted a study on the local government to determine gender needs within the local government’s integrated development plans for municipalities. This report was launched in March 2003.

(o) Audit of Legislation that discriminates on the basis of Sex / Gender
The aim of this audit was to identify laws which discriminates on the basis of gender/sex and, where possible, to highlight areas for research, advocacy and reform.

(p) Annual Report Card
The Annual Report Card (ARC) is used within government departments and private institutions to raise awareness, monitor and report on the development of policies and programmes, the implementation (or lack thereof) of commitments and legislative frameworks towards the achievement of gender equality.
3.2 LEGAL INTERVENTIONS

Amicus Curiae / Legal Intervention where the CGE was a friend of the court: -

AMOD
Amod case a woman married according to Muslim law whose husband had died in a car accident was refused benefits by the Multilateral Motor Vehicle Insurance Fund (Road Accident Fund).

S V JORDAAN
Jordan case in the constitutional court where CGE argued that the Sexual Offences Act as it stands discriminates against service providers (largely women). Inasmuch as the Act does not protect them from prosecution, whilst the clients, who in the main are men are not prosecuted at all.

BANNATYNE V BANNATYNE
Similarly, the CGE has intervened as amicus in the Constitutional court case of Bannatyne v Bannatyne. This case raised core issues relating to the extent to which remedies available under the Maintenance Act 99 of 1998 are accessible and effective. Furthermore, these proceedings raised core issues that relate to the exercise of judicial discretion and the extent to which the state’s duty to protect women impacts on such discretion.

It was submitted that the difficulty in enforcing maintenance orders and receiving maintenance payments operates as a barrier to women attaining substantive equality and enjoying the equal protection and benefit of the law.

The CGE further submitted that the discretion of the High Court on whether or not to commit a defaulter for contempt of a maintenance court order has to be exercised judicially taking into account all relevant circumstances including the provisions of the Constitution. In particular, the following provisions should be taken into account:

The right of women to equality in terms of section 9 of the Constitution; and

The right of children under section 28(2) to have their best interests is paramount in every matter concerning a child. In this regard the CGE submitted that it is clearly in a child’s best interest to assist a custodial parent to obtain maintenance payments effectively and expeditiously.

It must be noted that here CGE intervened after having had to deal with ever increasing large number of complaints on maintenance system.

CHRISTAN LAWYERS ASSOCIATION OF SOUTHERN AFRICA V MINISTER OF HEALTH and FOUR OTHERS
In this matter, the defendants averred that a foetus is not a bearer of rights in terms of Section 11 of the Constitution, and that the said Section 11 does not preclude the termination of pregnancy.

POLICIES
The following are examples of some of the interventions made by the CGE as well as policies.
Co-Operation Agreement With The Human Rights And Equal Opportunity Commission Of Australia
A vital co-operation agreement has been concluded with the Human Rights Equal Opportunity Commission of Australia (HREOC). The CGE has benefited enormously from this agreement and is involved in the drafting of a Legal Intervention Manual and a Legal Action and Processes guide to facilitate procedural certainty and standards applied by the CGE Legal Department.


3.3 SUBMISSIONS BY THE PARLIAMENTARY OFFICE
Several contributions and submissions have been made to the law making process in South Africa: -
Compulsory HIV testing of Alleged Sexual Offenders
Report Of The Committee Of Inquiry Into A Comprehensive System Of Social Security For South Africa
Sexual Offences Bill
Communal Land Rights Draft Bill
Islamic marriages Draft Bill
Customary law of succession
Maintenance Act
Firearms Bill
Prevention of Domestic Violence Act,
Recognition of Customary marriages Act,
 

3.4 PROCESSING OF COMPLAINTS

Athletics South Africa (ASA) introduced a different age rule category for women and men veterans. Female athletes qualified as veterans five years earlier than males. The first complainant was a male athlete who alleged unfair gender discrimination. Then several women veterans joined the complainant, asserting their unhappiness that the field had been opened and that they now had to compete against women who were five years younger than they were. Although the parties to this complaint were willing to have the matter resolved amicably. The ASA transferred the administration of the veteran category to the South Africa Masters Association (SAMA) prior to the CGE’s practical intervention. A report and CGE recommendations were nevertheless sent to ASA, who forwarded them to SAMA. In the interim the rule has been withdrawn and the parties seem content with this outcome.

Three cases of femicide are being monitored. Apparently the accused were not immediately arrested when the murders were reported. The Legal Department has written letters to the Area Commissioners questioning the manner in which these cases are being handled.

In one province there was an attempt to conciliate in a sexual harassment complaint against a senior pastor by a junior novice training for priesthood. The conciliation failed and the investigation process proceeded. The outcome was that it was difficult to determine if there had been physical sexual assault. However, the attitude and conduct of the respondent gave reason enough to make a finding that the complainant had suffered inappropriate behaviour. CGE recommendations have been drawn up for consideration by the church.

The CGE has received a number of complaints from civil servants. In most cases the complainants were male, who took issue with the prioritising of women applicants for senior posts in government departments. The CGE recommended in two cases that a complaint be lodged with the Public Service Commission, which would investigate if any irregularity had occurred.

In August 2001 the media stated that at a meeting of the ISS Commissioner Jackie Selebi had stated that the "Domestic Violence Act was unimplementable". Subsequent to this the CGE received a number of complaints from concerned women and organisations that deal with the issue of violence against women, who wanted the Commission to react on these allegations. Instead the Commission opted to use its Constitutional mandate and request a meeting with the Commissioner. The aim of the meeting was to both seek clarification about the alleged utterances and to determine the problems that may hinder the SAPS in the implementation of this Act.

Therefore, the CGE recommended that in order for the SAPS to attract more resources and to enforce the Domestic Violence Act, it is important that there is desegregation of statistics of crimes against women from other crimes. This would help the SAPS to monitor the number of incidents a complainant has experienced during a certain period, and the number of those who withdraw their complaints. In addition, being aware of these trends would help the SAPS to minimise the number of cases femicide.

The CGE was involved in the Athletics South Africa (ASA) introduced a different age rule category for women and men veteransThree cases of femicide are being monitoredan attempt to conciliate in a sexual harassment complaint against a senior pastor by a junior novice training for priesthoodprioritising of women applicants for senior posts in government departments"Domestic Violence Act was unimplementablethat led to the recusal of the magistrate on the ground of bias. The matter has been referred to the Magistrates' Commission for their attention.

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4. THE CGE PLAN OF ACTION
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The Plan of Action is a strategic tool that the CGE employs to guide its planned interventions that are geared towards the fulfilment of its mandate. The POA flows out of the CGE’s Strategic Planning Workshop (SPW) and its construction process revisited the mandate in terms of the Commission on Gender Equality Act No. 36 of 1996.

The SPW came up with seven clear and well thought out objectives from which the POA was developed for the 2003 - 2006 financial year. Activities were then built around the objectives. It is hoped that, through these planned activities, the set goals would be satisfactorily achieved and the CGE mandate fulfilled.

The POA was informed by the following objectives:

Strategic Objective 1
Monitor and, develop where necessary, effective gender monitoring mechanisms for public and private institutions to ensure the appropriate implementation of gender sensitive strategies, policies and programmes. (Section 11-1a)

Strategic Objective 2
Develop, conduct or manage information programmes and education programmes to foster public understanding of matters pertaining to the promotion of gender equality and the role and activities of the Commission. (Section 11-1b)

Strategic Objective 3
Evaluate and monitor any Act of Parliament or any other law or treaty affecting or likely to affect gender equality or the status of women and make recommendations to Parliament or such other legislature or treaty body with regard hereto. (

Section 11-1c/d

)

Strategic Objective 4
Investigate any gender-related issues of its own accord or on receipt of a complaint and endeavour to resolve any dispute or rectify any act or omission. (
Section 11-1e/j)

Strategic Objective 5
Create strategic linkages nationally, regionally and internationally to ensure mutual support, effective collaboration and recognition of the need to promote and protect gender equality. (Section 11-1f/g)

Strategic Objective 6
Create appropriate structures in order to promote sustainability and effective functioning of the Commission on Gender Equality.

The POA is comprehensive and can only be carried out successfully if there are sufficient resources. The CGE’s allocation from government provides 10% of the total programme funding. The CGE needs more funds in order to implement this programme of action.

The following themes and their accompanying activities constitute the Commission’s Plan of Action:

Gender and Poverty

Poverty is a threat to political stability. It is not conducive to development as it imposes a profound economic and social obligation on the government. It also robs the present and future generations of huge human resources’ potential.

Studies indicate that women constitute a significant number of those who are poor, thus this theme will explore the following:

Enable women to access economic empowerment through tenders, the implementation of positive legislation regarding Spatial Development Initiatives, Integrated Development Programmes and Employment Equity Act.

Lobby for more resources for implementation of social services programmes.

Awareness raising on Poverty related diseases

Lobby for more commitment of Government to gender equality

Transformation of the Financial Sector

Highlight the association between poverty and morality - Support of the Moral Regeneration Movement

Gender Budgeting

Monitor the implementation and inclusion of gender processes in NEPAD

Comprehensive social security reform interventions

The above theme is the flagship of the CGE as shown on budget, unlike the following, which do not have enough resources:
- Gender and good governance
- Gender, tradition, culture and religion
- Gender based violence

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5. CHALLENGES
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IMPLEMENTATION OF THE EQUALITY ACT

The CGE is currently faced with numerous challenges which includes the following:
appointment of personnel for the implementation of the Equality and Unfair Discrimination Act is also a necessity as shown below.
Implementation of the Equality Act (Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000)

Background
The Commission for Gender Equality [CGE] is an institution that has been established in terms of section 187 of the Constitution of the Republic of South Africa, 1996. The main purpose of the CGE that is outlined in the Commission on Gender Equality Act, 1996 (Act No. 39 of 1996), is to promote respect for gender equality and the protection, development and attainment of gender equality. The Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000, mentions the CGE as one of the constitutional institutions that has to assist the State in its duty to promote equality (including gender).

Furthermore, the enabling Act gives the CGE authority and power to do the following:

The investigation of gender-related complaints and where possible mediate to have the matter amicably resolved;
To refer complainants to social partners for legal representation in judicial and quasi-judicial hearings;
To inform the relevant authorities on non-compliance with provisions of the legislation, rules and regulations as it pertains to gender matters,
To sensitise members of the public about the provisions of laws about gender equality through education and information programmes;
To train and to make a contribution in the training and awareness-raising activities of various state agencies about the implementation of rules regulations and legislation, which must be hands-on and practical.
Monitoring, and evaluating polices and practices of organs of state, statutory agencies, public bodies and authorities and the private sector;
Research on gender issues and laws relating to rights of women;
Lobbying and -
Advising and reporting on issues concerning gender equality.

It has been recognised that in terms of their enabling legislations, the CGE, SAHRC and the Equality Courts have overlapping and complementary roles in relation to the promotion of equality and the eradication of unfair discrimination. The constitutional institutions furthermore are competent to among others to:

Assist complainants in instituting legal action in Equality courts,
Conduct investigation and make recommendations as directed by the courts.

It is expected that from three and up to a maximum of 9 Equality courts per province, will be operating in the near future. A total of sixty (60) courts are expected to refer, where appropriate, any gender related cases that may be conciliated upon, in the courts view, to the CGE.

The CGE as a non-judicial forum to promote and protect equality, has an enforcement role to play in equality and discrimination cases. Parliament has been successfully lobbied to recognise the CGE as an alternate forum for the Equality Courts to refer cases to it, if deemed appropriate. The CGE has six offices only one of which has three legally trained personnel. The rest of the offices and provinces that do not have offices are dependant on these two officers and a head of department to attend to complaints, investigations or mediation among other responsibilities and tasks.


SOLUTION
The Equality Act place additional responsibility on the CGE that of conciliating on matters that would have to be referred to it by the soon to be designated sixty (60) Equality courts. These courts will be established in all the nine provinces.

The CGE is willing to play the role of alternate dispute resolution forum in equality and unfair discrimination cases, but unfortunately is unable to do so in all the provinces. This is due to budgetary constraints and this precludes and weighs down the CGE from fulfilling this function even at the moment. All the complicated and serious complaints received from the provinces are attended to, by only three members of the CGE

In all the years since its establishment the complaints department of the CGE has always carried half of its open files over from one financial year to the next. Aspiration and all good intentions to have conciliation of complaints, cannot be realised as there are too few members of staff qualified to attend to that many complaints that most have to wait for long periods before they are finalised.

In addition, the impact of inadequate funding has resulted in the lack of resources to set up offices in all the nine Provinces and also the lack of funds to employ mediators/conciliators. The consequence is that the CGE will not be able to play a co-custodian role (with the SAHRC) of The Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000.

Although the CGE also has the advantage of accessibility, informality of procedures, the ability to investigate systemic discrimination, the ability to monitor on-going practices and the mandate to mediate/conciliate disputes; additional referrals from the Equality Courts may mean further backlogs on an already overloaded personnel.

The following is an estimation of additional costs that the CGE may have incur in fulfilment of its obligations to ensure the implementation of the Equality Act.

ENVISAGED APPOINTMENTS
(a). Nine (9) Senior Complaints Officers; these have to mediate and they must be at a higher level. The CGE Act specifically mentions that. The parties may be allowed to have legal representation. It is envisaged that those that can afford legal representation will have lawyers in preparation and processing of conciliation.

The challenge here is that the CGE should appoint people who can have authority, skills and knowledge to conciliate in that kind of environment. Senior Legal Administration Officer Level or Deputy Director Level, will be adequate

(b). Nine (9) Administrative support staff with legal and gender knowledge / background to be in charge of taking complaints and Information in the absence of the professional staff member. These should be at the level of an Administrative Officer.

(c). Three (3) additional offices that is in the Northern Cape, Mpumalanga and North West.

(d). Office furniture and everything that goes with the running of an office for the staff (initially).

(e). Travelling and subsistence costs at CGE rates. Conciliators may have to travel around the province as most of the parties may be indigent. The costs should not exceed distance of 2 000kms in each province as the year has already started.

(f). Costs for the operation of the nine (9) offices - telephones, faxes, copiers etc.

TIME FRAMES
As the Equality Act will be implemented within a month, the appointment of personnel and establishment of offices where there are none has to be done as soon as possible. The suggested time frames are as follows: -

September 2003 - Appointment of Senior Legal Administration Officers and Administrative Support staff

October 2003 - Establishment of offices in the other three provinces, the Northern Cape, North West and Mpumalanga.

As stated already limited resources are great challenge as a result, the CGE has not yet managed to reach the majority of people, who are black, poor, often living in rural areas, on farms or in informal settlements in the urban areas and this is due budgetary constraints.

Capacity building and skill development are urgently needed. Also urgently needed is the nation-wide education and advocacy campaign to educate the public about the CGE’s efforts to advance gender equality in accordance with its mandate.

The need to employ a Security Manager is a decision of Cabinet, it is not optional, nor negotiable it is a must. Therefore, the CGE would like to comply and employ the person as decreed by Cabinet. However budgetary constraints would mean that in compliance with this requirement the CGE would have to cut down on some of the intended projects.

Hostile Environmental Factors That Impact on The CGE

Apart from financial constraints, the following are some of the obstacles that impact on the CGE’s performance and existence of:

The public’s lack of knowledge or confusion about the CGE’s mandate and the different roles of the Commission, the Joint Monitoring Committee on the Promotion of Life, Equality and the Status of Women as well as the Office on The Status of Women ;
Debates over the need to collapse the Commission with the Human Rights Commission;
Tendency that is common world-wide for gender structures to be marginalised and given a lower priority.
Institutional development challenges that a unique institution such as the CGE has to content with as well challenges that are inherent in institutions within a newly democratic states.
The term of office of the founding Commissioners ended at different periods. Delays in the appointment of new Commissioners that resulted in a vacuum in terms of political leadership in CGE.
The Blue Print of the CGE that was approved by Treasury states that the Commission has to employ the following personnel:

Recommendations

These recommendations were taken from the 2001 – 2002 annual reports.

The Commission on Gender Equality is not fully operational in some of our most needy areas such as the Northern Cape and the North West, and this makes it difficult for the Commission to reach some of the most rural areas.

During the year under review the Commission educated and explored the link between gender and the following themes because of their interconnection as well as the fact that HIV/AIDS as another form of form of gender based violence acts like a girdle that binds them all together.

Poverty
Violence Against Women (Gender Based Violence)
Good Governance and Democracy
Religion, Culture and Tradition


Gender based violence
The Commission has received a significant number of complaints from the public about the non-implementation of the Domestic Violence Act. Furthermore, a number of NGO’s have researched this issue and can attest to the fact the implementation of the Act is haphazard.

The implementation of the Domestic Violence Act has in part been successful and at times difficult, and this is due to a number of factors, such as the low importance that some law enforcement agents attach to the issue of violence against women.

The Commission recommends that

Crimes against women should receive similar treatment akin to crimes such as grievous bodily harm, assault.
Crimes against women should be logged separately from other crimes as this would provide accurate statistics on complaints received etc.

Set up victim support centres particularly in the rural areas.

It is universally accepted that if crimes against women were separated from other crimes this would assist the police to -
Monitor the number of incidents of violence some women experience during the course of one year. This would help the police to trace patterns and trends of the violence and would minimise incidents of femicide

Provide an analysis of the conviction rates in order to generate accurate statistics, this would serve as a monitoring tool and would motivate the police to ensure that they adhere to the requirements of the implementation of the act; and

Encourage women to report incidents of violence.

Gender and Poverty (Relates to Equity and Equality Act)
Women constitute a sizeable number of the unemployed and uneducated however, they still are the major contributors to South Africa’s informal economy. Thus there should be a bias towards basic adult education as opposed to traditional formal education to ensure that women learn to read and write.

In addition tenders should be made available in all languages and should be simplified so that women can access them and feel confident to apply.

Recommend that gender equity and equality should be entrenched in all economic and empowerment plans.

All government departments including local government should have gender focal points staffed by people who are able to make decisions.

Need to employ maintenance investigators and the effective use of garnishee orders.