2010年-世界发展银行全球_Argentina___Gender_Equity_in_the_Private_Sector_44页_1mb

Summary of Report No. AAA46 - AR: Gender Equity in the Private Sector

Core Content

This report discusses the World Bank's development and implementation of a Gender Equity Certification Model (GEM), specifically focusing on its application in Argentina through the MEGA 2009 model. The GEM aims to integrate gender equity into private sector organizations while enhancing their business performance. It is based on the earlier MEG 2003 model developed and tested in Mexico, which demonstrated success in promoting gender equity through a participatory and voluntary approach.

The MEGA 2009 model is designed to be adaptable to local contexts and includes a structured process for self-diagnosis, action planning, pre-audit, and certification. The certification process is overseen by independent auditing agencies and results in a two-year Seal that can be publicly displayed, enhancing the firm's reputation and market differentiation.

The report outlines the international instruments that support gender equity, such as the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), the Beijing Platform for Action, the Millennium Development Goals (MDGs), and the United Nations Global Compact (UNGC). These frameworks emphasize the importance of gender equity in the workplace, equal opportunities, and corporate social responsibility (CSR), which are central to the GEM.

Main Points

• Gender Equity in the Private Sector is promoted through a structured model that includes self-assessment, action planning, and independent certification.
• The MEGA 2009 model was developed with the support of the World Bank and implemented by the Argentine National Institute against Xenophobia, Discrimination and Racism (INADI).
• The model is based on the MEG 2003 experience, which has been adapted and refined for different countries.
• The MEGA 2009 includes five key areas for gender equity:
  • Human resources policies
  • Professional development
  • Work-life balance
  • Sexual harassment and workplace environment
  • Public image and inclusiveness

Key Information

I. Background: International Instruments Promoting Gender Equity

• CEDAW (1979): A UN convention that aims to eliminate discrimination against women.
• Beijing Platform for Action (1995): A global initiative to promote gender equality in all spheres of life.
• MDGs (2000): Global goals that include reducing gender disparities and promoting women's empowerment.
• UNGC (2000): Promotes CSR and includes a principle to eliminate gender discrimination in employment.
• UNIFEM and UNGC's "Equality Means Business" (2010): A joint initiative encouraging businesses to adopt gender equity practices.
• World Bank's Gender Action Plan (GAP): Aims to promote inclusive economic development through gender equity.

II. The MEG 2003 Model

• Developed in Mexico from 2001 to 2005 with a $3.3 million loan.
• It includes a self-diagnosis, action plan, pre-audit, and certification process.
• Positive outcomes included improved labor environment, better communication, increased women in managerial positions, and higher productivity.
• Certified organizations reached 255 by December 2009, with 57% from the private sector, 42% from the public sector, and 1% from NGOs.

III. Argentina's MEGA 2009 Model

• Designed with technical assistance from the World Bank.
• 11 firms participated in the pilot, including large and medium-sized companies like Coca Cola Argentina, BBVA Banco Frances, and Walmart Argentina.
• SMEs also participated, representing 20% of the pilot firms.
• The model was structured to ensure voluntary participation, inclusiveness, and continuous improvement.

IV. Tools and Methods

• Technical advisor: A consultant with gender equity expertise who helps firms in self-diagnosis and action plan development.
• Training team: Gender specialists train upper management, HR, and employees.
• Auditing model: Ensures standardization and fairness through independent certification agencies.
• Public dissemination campaign: Raises awareness and encourages private sector adoption by highlighting the benefits of gender equity.

V. Monitoring and Evaluation System (M&E)

• Developed with the University of Buenos Aires.
• Includes baseline analysis, output indicators, and outcome indicators.
• Assesses the business benefits of adopting the model, such as improved productivity, reputation, and internal communication.

VI. Institutional Framework

• INADI as the implementing agency.
• Steering Committee composed of representatives from key ministries and the National Women's Council.
• Independent certification agencies trained to audit and certify firms.
• Gender coordinators and specialists were appointed to support the process.

Conclusion

The MEGA 2009 model represents a successful adaptation of the GEM to the Argentine context, emphasizing voluntary participation, inclusiveness, and continuous improvement. It has demonstrated positive outcomes in terms of gender equity and business performance. The model is being considered as a potential World Bank standard, and its scalability and adaptability make it a viable tool for promoting gender equity globally.