A n n e xe s to th e S e c re ta ry G e n e ra l’s A n n u a l E va lu a tio n R e p o rt o n th e Im p le m e n ta tio n o f th e 20 0 4 OS CE A c tio n P la n fo r th e P ro m o tio n o f G e n d e r E q u a lity
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Annex I S e x Disag g re g ate d S tatistic s o fth e OS CE S taff Annex II Offic e fo r De m o c ratic In stitu tio n s an d Hu m an R ig h ts (ODIHR ) Annex III Hig h Co m m issio n e r o n Natio n alMin o ritie s (HCNM) Annex IV OS CE R e p re se n tative o n Fre e d o m o fth e Me d ia (R Fo M) A n n ex I S e x Disag g re g ate d S tatistic s o fOS CE S taff
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' Annex II O D IH R :C o ntrib u tio n to th e Annu alE valu atio n R ep o rt o n th e Im p lem entatio n o fth e 2 0 0 4 O S C E Ac tio n P lan fo r th e P ro m o tio n o fG end er E q u ality OSCE Action Plan for the Promotion of Gender Equality
ODIHR CONTRIBUTION FOR THE ANNUAL EVALUATION REPORT ON GENDER ISSUES IN THE OSCE
May 2010 Introduction
In line with the OSCE Action Plan for the Promotion of Gender Equality, the OSCE Office for Democratic Institutions and Human Rights (ODIHR) assists participating States in implementing legal and policy reforms aimed at achieving gender equality. This objective is pursued through a two-pronged approach which involves integrating gender equality aspects in all ODIHR programmes (“gender mainstreaming”) and implementing targeted initiatives in priority areas for action, as set out in the Action Plan (Chapter V, para 44 b - g).
The priority areas include the development of non-discriminatory legal and policy frameworks, ensuring equal opportunity for participation of women in political and public life, promoting equal opportunity for women in the economic sphere, building national mechanisms for the advancement of women, preventing violence against women, and encouraging women's participation in conflict prevention and post-conflict reconstruction.
At the outset, the report presents the summary of gender-mainstreaming activities in the fields of training, management, recruitment and public relations, and provides updated gender- disaggregated statistics of the recruitment process and the staff composition.
Furthermore, the report provides a detailed description of the manner in which all ODIHR programmes integrate and address, among other aims, the objective of elimination of various forms of gender-based discrimination, protection and promotion of human rights of women and increasing participation of women in political and public life, including women from Roma and Sinti communities.
Lastly, the report outlines key activities and outputs of ODIHR’s two targeted programmes designed to ensure the integration of gender-equality aspects in the security sector reform and promote the implementation of United Nations Security Council Resolution on Women, Peace Security (UN SCR 1325), and the progamme on increased participation of women in democratic processes.
The report covers the period of 1 May 2009- 1 May 2010∗.
I. Promoting gender equality within the Organization: training, management, recruitment and public relations
Throughout 2009 and at the beginning of 2010, ODIHR continued to keep gender balance in mind when identifying experts for projects, selecting speakers and moderators for human dimension events as well as while recruiting new ODIHR staff members. Of equal importance, ODIHR promotes the inclusion of gender equality considerations when developing publications and guidelines, and when assisting with preparing or commenting on national policy documents and training manuals.
In terms of the current staff composition, female members make up 73 per cent of the general services staff. At the P3 and higher levels, men represent 63 per cent of contracted
∗ As an exception, the report also provides a brief description of the Supplementary Human Dimension Meeting on Promoting Gender Balance and Women’s Participation in Political and Public Life, which took place on 5-6 May 2010. professional staff. Seconded staff members are mostly female, representing three-fourths of this category of staff.
Similar to the personnel statistics, the recruitment data show slightly improved gender balance at ODIHR in comparison to the previous reporting period. The overall number of applications for vacancies from men was higher than the number of applications from women. And men were more successful in being appointed to the general services posts, which is an encouraging trend bearing in mind the gender dominance of women at GS levels of staff. Appointments to professional posts were more balanced, however. Nine men and ten women were appointed to those posts during the reporting period.
There is a relatively good balance with regard to the number of consultants who were contracted by ODIHR, with women being contracted 43 per cent of the time, whether within the framework of the recruitment of experts for election observation missions or when contracting experts for other important ODIHR activities.
When recruiting experts for Election Observation or Assessment Missions or Election Support Teams (EOMs/EAMs/EST), ODIHR strives to ensure gender balance. ODIHR made specific efforts to recruit female experts in management positions, such as Head and Deputy Head of Missions. Participating States have been encouraged to continue to second female long- and short-term observers (LTOs/STOs). Between May 2009 and May 2010, core teams of 18 EOMs/EAMs/EST included 94 female experts out of a total of 255. Out of 1,632 STOs seconded by the OSCE participating States, 611 were women. Of 54 STOs funded through the OSCE/ODIHR Diversification Fund, 27 were women. 64 of 168 seconded LTOs and 13 of 28 funded LTOs were female.
Training statistics show that women have been participating in training to a greater degree than men, i.e. 70 per cent of staff members participating in training activities were women, an increase of 15 per cent in comparison to the previous reporting period.
In November 2009, two staff members from the Elections and Democratization Departments participated in the Intensive Gender Training organized by the Training and Gender Sections in Stadt Schlaining in Austria. The training focused on key gender concepts, methodology of gender mainstreaming applied to the OSCE’s three dimensions, integration of gender perspective in project cycle and introduction to gender budgeting.
Human Dimension Induction Course (HDIC) Following a request from a number of field operations for targeted training in the human dimension of OSCE activities, the ODIHR introduced a quarterly course in 2004 for staff members of the OSCE field missions working on the human dimension. The training that now lasts four days covers the breadth of human dimension activities and consists of a series of presentations and interactive workshops run by ODIHR experts in various fields including gender equality. Seventeen Human Dimension courses were conducted in 2004-2010, in which more than 600 staff members from all field operations participated. The selection of participants is conducted with consideration for gender balance and so far nearly 54 per cent of all participants in the HDIC have been women. The course provides a good opportunity for women and men to strengthen their skills and knowledge in various human dimension fields, including on gender mainstreaming, which is a crucial part of the Gender Action Plan. In its public information activities and publication programme, ODIHR reflects gender mainstreaming. ODIHR press releases and publications are edited to ensure they follow OSCE standards. Those include ensuring gender-sensitive language and, when attention is drawn to individuals, specialists or officials, women are represented as often as possible. ODIHR also strives to ensure that women and men are equally represented visually in all its material, be it printed or web-based.
ODIHR highlights gender equality as one of the main activities on its homepage and has made the OSCE Gender Action Plan and other gender-relevant documentation available on its webpage.
II. Supporting participating States in implementing relevant commitments and promoting gender equality in participating States
This section outlines how the gender equality perspective has been mainstreamed into various ODIHR programmatic activities.
Human Dimension Implementation Meeting (HDIM) The Human Dimension Implementation Meeting, which is the largest Human Dimension forum in the Eurasian region, has a dedicated session or a special day on gender mainstreaming issues. The HDIM is annually visited by more than 1000 participants and is aimed at reviewing the implementation of human rights commitments, including implementation of the gender equality action plan. The HDIM is also a useful forum for exchange of experience and best practices on gender related issues. The gender aspect is discussed also during the other sessions of HDIM, namely the tolerance and non- discrimination (TND) session on Gender and Minorities — Religious, Ethnic, Economic. The comprehensive and professional discussions on various aspects of gender issues during HDIM are regular parts of the annual meeting and bring together experts, NGOs and government representatives. Many civil society activists and NGO representatives use this forum for networking and to raise their concerns over thematic human rights issues as well as the situations in various participating States. A number of gender-related side events take place during the HDIM, giving an opportunity to many NGOs and international organizations to present their work in that field outside of the working sessions as well.
Supplementary Human Dimension Meetings (SHDM)
Supplementary Human Dimension Meeting on Gender Equality and Combating Violence against Women (5-6 November 2009) The Supplementary Human Dimension Meeting on Gender Equality, with a Focus on Combating Violence against Women was held in Vienna, on 5-6 November 2009. The meeting brought together 232 participants, including 95 representatives of 42 governmental delegations and 55 representatives of NGOs1. Eleven OSCE field operations were represented at the meeting. Distinguished keynote speakers, moderators, and introducers from eight OSCE
1 The Civil Society Roundtable was organized on the margins of the meeting, bringing together NGOs as well as representatives of national delegations and other inter-governmental organizations. The Roundtable provided participants with the opportunity to engage in an informal exchange of views on the three thematic areas of protection, prosecution ad prevention of violence against women and helped participants to effectively consolidate and voice their recommendations during the main meeting. participating States contributed to the meeting with their expertise on promoting gender equality and combating violence against women.
The SHDM evaluated both the achievements and challenges in promoting gender equality and the implementation of measures to prevent and combat violence against women. The discussions highlighted approaches that have proven most successful with regard to the three priority areas of work: prevention, protection, and prosecution of cases of violence against women. The meeting underscored the immediate obligation of all participating States to take the necessary legal and policy steps to provide both immediate and long-term protection to victims of violence against women, and to combat the culture of impunity for perpetrators through strengthened law-enforcement capacity to intervene and put an end to all forms of violence against women.
Supplementary Human Dimension Meeting on Promoting Gender Balance and Women’s Participation in Political and Public Life (6-7 May 2010)
The meeting brought together 250 participants from a large number of OSCE participating States and representatives from civil society groups and international organizations, providing an opportunity to exchange views on legal and policy instruments and approaches adopted by participating States to foster balanced participation of women and men in political and public life. The discussions focused on a range of critical issues such as development of effective gender equality and anti-discrimination laws and building national mechanisms for the advancement of women, adoption and implementation of specific measures to achieve the goal of gender balance in political parties, and in all legislative, judicial, and executive bodies, including security services, such as police services. In addition, participants presented examples of effective initiatives to combat gender-based discrimination in the employment sphere, eliminate gender-based stereotypes in education and the media, and promote a better reconciliation of professional and private/family responsibilities by women and men.
On the margins of the meeting, ODIHR together with the United Nations Development Fund for Women (UNIFEM) and the United Nations Development Programme (UNDP) Regional Office in Bratislava hosted a side event, featuring the presentation of an on-line portal on women’s participation and representation in politics. The portal iKNOW Politics has been developed through a collaborative initiative of UNIFEM, UNDP, International Institute for Democracy and Electoral Assistance (IDEA) and the National Democratic Institute, to collect and consolidate existing good practices in promoting women’s political participation and integration of gender-equality issue into the policy-making processes. The panelists from UNIFEM and UNDP discussed ways that women’s political participation can be fostered through increased access to knowledge resources, expertise and lessons learnt by women candidates in elections, political party leaders and civil society activists. The side event provided an opportunity for a broad range of SHDM participants to get first-hand information and insights into the knowledge and practical resources that the web portal offers.
ELECTIONS, ELECTION OBSERVATION AND EFFECTIVE REPRESENTATION:
Gender equality aspects are included in all ODIHR election observation activities, in particular through its Election Observation Missions (EOMs). In the reporting period, gender- specific analysis of election processes and women’s participation in political life consistently took place within EOMs. Reporting on gender equality and women’s effective participation in elections is part of the duties and responsibilities of all EOM analysts who analyze the manner in which legal, media, political and social structures affect women as well as men in electoral processes.
The Core Team of an EOM may include a Gender Analyst (subject to the availability of funds) or a Political Analyst takes up the responsibilities in this field. Gender analysts serve as a focal point for inputs on relevant issues and are responsible for providing analysis, advice and expertise to other analysts. In the reporting period, Gender Analysts were part of the core teams of four EOMs. Long-term and short-term observers (LTOs and STOs) are provided with briefing materials and instructions that enable them to fulfil their responsibility of systematic reporting on gender issues.
All members of the core team, specifically the Legal Analyst, the Political Analyst, the Election Analyst, the Media Analyst and the LTO Co-ordinator, are requested to analyze how gender issues relate to their area of responsibility and how legal, political, media and social structures affect women in electoral processes. An EOM/EAM therefore examines women’s participation as election administrators, voters, candidates and elected representatives; the participation of women in leadership roles within state institutions, electoral commissions, political parties and civil society organizations; and how women and men are affected by the respective legal framework and media structures.
All terms of reference for core team members include reference to gender aspects, observation of women’s participation in election processes as well as to the ODIHR Handbook for Monitoring Women’s Participation in Elections.2 Heads of the EOM also have a specific responsibility in ensuring mainstreaming of gender aspects throughout an EOM’s activity.
LTOs and STOs are provided with briefing materials and specific instructions that enable them to fulfil their responsibility to report systematically on gender issues. The ODIHR Handbook for Long-term Observers3, published in April 2007, devotes specific attention to gender monitoring. Specific questions pertaining to these issues are included in the observation forms that STOs use to report their findings on election day. The Handbook for Monitoring Women’s Participation in Elections is used by all EOM members as a working tool. All of this provides guidance to observers in their gender-related analysis of election processes and has led to recommendations to the respective OSCE participating States as to how to improve their electoral legislation and practices.
The review of election legislation of participating States is another regular activity of the ODIHR Elections Department (ELD), which contributes to ensuring non-discriminatory legal and policy frameworks (GAP 2004, para. 44b). These legal reviews4 assess e.g. the existence of provisions for inclusion of women’s rights, on equal opportunities for women to participate in elections, their participation in forming governments, as well as the inclusion of specific measures (i.e. quota systems) to increase the participation of women as voters, candidates, and elected representatives as well as within the election administration.
2 http://www.osce.org/odihr/item_11_13585.html 3 http://www.osce.org/odihr/item_11_24088.html 4 OSCE/ODIHR legal reviews are available at http://www.osce.org/odihr-elections/13438.html. The ELD seeks to ensure “gender-balanced reporting” (GAP 2004, para. 40). Transparent reporting of election observation missions is ensured by the publication of a series of reports.5 These reports systematically include sections on the role, participation and representation of women in election processes and political life. In addition, on EOMs with a Gender Analyst, the analyst contributes text for inclusion in the EOM’s reporting, including recommendations for further improvement in the area of women’s participation in the electoral process. Such recommendations focus on legislative changes to promote equality of women, the impact of electoral systems on women’s opportunities to be elected, improving the representation of women in election administration, and on eliminating specific electoral violations impacting women, such as family or proxy voting. Such analysis and recommendations also identify best practices to contribute to equal opportunities and to overcome barriers for women’s participation in electoral processes.
When organizing other activities, such as Human Dimension Meetings, expert meetings and conferences, the ELD includes gender aspects in the agenda, contributions and discussion as much as possible. For example, training for short-term observers conducted by the ELD included references to the observation of women’s participation in elections.
In December 2009, the ELD participated in a discussion meeting organized by the Democratization Department that brought together gender analysts to discuss gender-specific issues of election observation and possible follow up activities that the Democratization Department could undertake.
LEGISLATIVE SUPPORT AND PROMOTION OF THE RULE OF LAW: As a standard practice, ODIHR opinions, reviews and comments on all legislation within the human dimension contain an analysis of the impact on gender equality of the legal acts in question. Additionally, ODIHR reviews draft legislation on gender equality issues and assesses its compliance with international standards. This assistance, whenever possible, is accompanied by expert roundtables, where proposals for reform are discussed with a variety of state, non-state and international interlocutors.
During the reporting period, upon request, ODIHR assessed a number of pieces of draft legislation in the field of gender equality and combating domestic violence, such as the draft laws of the Republic of Kazakhstan on Counteracting Domestic Violence and on Equal Rights and Opportunities for Women and Men. Following the request of members of parliament in Kazakhstan, ODIHR discussed best practices in legislation on domestic violence in Astana at two workshops in June and October 2009. Both workshops were attended by parliamentarians, representatives of the executive branch of government, and international experts, and focused on specific aspects of the draft law. ODIHR also shared the expertise of other OSCE participating States during the workshops and assessed the extent to which international standards have been met in the legislation. Furthermore, upon request of competent domestic authorities or relevant OSCE representations, ODIHR was involved in reviewing draft legislation on domestic violence.
Furthermore, ODIHR is paying special attention to the issue of gender equality in the drafting of ODIHR Guidelines on Legislation Pertaining to Political Parties. Gender issues will be mainstreamed through the text of the Guidelines to ensure that women’s participation in
5 Needs Assessment Mission Reports, Interim Reports, Statements of Preliminary Findings and Conclusions as well as Final Reports. All observation-related reports are available at http://www.osce.org/odihr-elections. political parties and thus, political life, is well addressed. In this context, and for the purpose of informing stakeholders about this aspect of the guidelines, a roundtable on participation of women in political parties was held in Warsaw in June 2009.
In addition, ODIHR maintains the www.legislationline.org database, which features a large compilation of laws and regulations from various OSCE participating States on different aspects of gender equality in both English and Russian.
In promoting the rule of law, ODIHR carried out an assessment of the independence of the judiciary in the OSCE region, with a special focus on countries in Eastern Europe, South-East Europe, the South Caucasus and Central Asia throughout the reporting period. A diverse composition of judicial personnel is an important factor for public acceptance and legitimacy, which in turn may strengthen judicial independence. Therefore, the assessment also covered the extent to which women are equally represented in the judiciary. For this purpose ODIHR analyzed existing legislation and regulations, as well as the situation in practice regarding women's representation in judicial selection/appointment and careers.
Since December 2009, ODIHR has been assessing recent reforms related to the introduction of jury trials in Kazakhstan. The assessment, inter alia, will provide insights into the percentage of women jurors and the process of jury selection. Results of the assessment will be presented in June 2010.
MIGRATION AND FREEDOM OF MOVEMENT:
The Gender and Labour Migration Trainer’s Manual6 was published in March 2010 by ODIHR’s Migration and Freedom of Movement Unit and the Office of the Co-ordinator of OSCE Economic and Environmental Activities. The manual is a follow up to the previously- developed OSCE Guide on Gender-Sensitive Labour Migration Policies7 and focuses on incorporating gender aspects into migration legislation and its implementation. The manual serves as a practical training tool, aimed at providing legislators and policy-makers with the knowledge of how to effectively mainstream gender issues into migration policies. An overview of various legal protection mechanisms for female migrant workers as well as an analysis of latest policy developments related to the labour migration of women are included. Moreover, the policies of migrants’ admission and post-admission, practical measures to reduce irregular labour migration as well as possibilities for international labour migration schemes are analyzed from a gender perspective. The manual was put to use in a Regional Training on Gender and Labour Migration, held in April 2010 in Finland, and is now being extensively distributed to various groups of trainers and stakeholders. Another Regional Training on Gender-Sensitive Labour Migration Policies is planned in Kazakhstan in September 2010.8
ROMA AND SINTI
6 Manual available at: http://www.osce.org/item/43874.html?code=9066d9b4c7 7 Guide available at: http://www.osce.org/publications/eea/2009/05/37689_1289_en.pdf. The Guide was produced jointly by the Office of the Co-ordinator of OSCE Economic and Environmental Activities (OCEEA), Office of the Special Representative/ Co-ordinator for Combating Trafficking in Human Beings and the OSCE Secretariat Gender Section. 8 This training is organised within the OCEEA project “Gender-Sensitive Labour Migration Policies: Awareness Raising and Training;” the ODHIR Migration and Freedom of Movement Unit serves as a supporting partner. The ODIHR Contact Point for Roma and Sinti Issues (CPRSI), in its overall assessment of the situation of Roma and Sinti in the OSCE region, pays special attention to the concerns and challenges affecting the capacity of Roma and Sinti women to play an equal part in the public and political life of their communities and in the society. In particular, it recognizes that Roma and Sinti women often face multiple forms of discrimination in many areas of life. In all its activities, the ODIHR CPRSI is therefore supporting the capacity-building and empowerment of Roma and Sinti women and has this task as a cross-cutting priority.
The ODIHR CPRSI takes care to ensure that Roma women are represented in Human Dimension meetings, in particular the Human Dimension Implementation Meeting, where Roma women are given the opportunity to be visible and express their voice, often as keynote speakers or moderators (Special Day on Roma on 7 October 2009). Depending on the topics of the SHDM, the ODIHR CPRSI supports the participation of Roma women, in particular at those meetings that tackle the issue of gender equality and participation of women in politics and public life. (e.g. SHDM 6-7 May, 2010)
The ODIHR CPRSI is also supportive of facilitating and encouraging Roma women’s efforts to participate in electoral processes as voters and candidates. To this end, the ODIHR CPRSI has provided small grants to Roma organizations to raise awareness in Roma communities of the importance of the voting process and voting procedures, placing a particular emphasis on encouraging Roma women and youth to vote.
Furthermore, the ODIHR CPRSI has supported the realization of a study on Roma migration in Spain which included a particular focus on the situation of Roma women and their efforts to ensure decent living conditions and education for their children in Spain. Examples based on extensive field work illustrate that migrant Roma women are often successful in dealing with challenging conditions in the receiving country. The study is expected to be published in June 2010.
The ODIHR CPRSI also supports activities organized by partner institutions that have a gender-specific focus. For example, in January 2010 ODIHR CPRSI participated in the Second International Conference on Roma Women in Athens organized by the Council of Europe, the Ministry of Interior of Greece and the Panhellenic Intermunicipal Network for the Support of Greek Roma.
As part of the ODIHR CPRSI’s task to support implementation of the Helsinki OSCE Ministerial Council Decision 6/08, the CPRSI has organized two consultation meetings on the issue of early education of Roma and Sinti children. Roma women were substantially represented in these meetings which benefited from their valuable input. (December 2009 and March 2010). The ODIHR CPRSI activities to promote education and early education for Roma and Sinti include a gender mainstreaming component to address the high drop-out rate of Roma and Sinti girls and the issue of early marriages.
TRAFFICKING IN HUMAN BEINGS:
In the reporting period ODIHR continued to promote gender-sensitive approaches to the identification and protection of trafficked persons, recognising that trafficking harms both men and women. Since the established networks of womens’ rights organisations working on trafficking are not always able or willing to adapt to the difficulties confronted by trafficked men, ODIHR continued to seek new partnerships with organisations that can respond effectively to different forms of trafficking, including labour trafficking, which is a significant problem for men.
In particular, ODIHR strengthened its working relations with migrants’ rights organisations and trade unions who are often more experienced and better placed to respond to cases of labour trafficking. In this regard, it organised a variety of activities and implemented projects with these partners during the year including in Azerbaijan, Kazakhstan, Poland, Bosnia and Herzegovina, and Ireland. Recognising that victims of labour trafficking are less likely to be identified and protected by the authorities, it has also supported a number of projects during the year to secure legal assistance and justice for victims of labour trafficking, including through supporting civil complaints for unpaid wages and compensation. It has also increased its focus on the return of victims of trafficking to countries of origin alongside the detention and expulsion of irregular migrants, amongst whom are often victims of labour trafficking, who have evaded identification. It organised two workshops with civil society, international organisations and governmental representatives of countries of origin and destination to debate some of the challenges in ensuring human rights protection of returnees and make recommendations for future practice. To further its work in this field it is supporting projects with civil society partners providing legal and other assistance to migrants in immigration detention and is extending its contacts with organisations working on refugee and asylum issues.
TOLERANCE AND NON-DISCRIMINATION:
The Tolerance and Non-Discrimination Department continued mainstreaming issues related to gender equality and discrimination into its Tolerance and Non-Discrimination Information System (TANDIS)9. The system includes “gender-based discrimination” as a key issue and provides links to international instruments and documents (among them the OSCE Action Plan for the Promotion of Gender Equality and related national action plans).
The application of a gender perspective to freedom of religion or belief has become part of the work of the Advisory Council of the OSCE/ODIHR Advisory Panel of Experts on Freedom of Religion or Belief. Specific attention to this issue was paid in review of draft legislation on freedom of religion or belief and in the preparation of the second edition of the Guidelines for Review of Legislation Pertaining to Religion or Belief.
The Civil Society Capacity Building Programme continued its efforts to achieve gender balance when identifying participants, speakers and moderators for human dimension events in the area of tolerance and non-discrimination. Furthermore, ODIHR has ensured that a gender perspective was included in the agenda and recommendation process of civil society meetings that were held ahead of OSCE conferences. Additionally, during ODIHR’s hate crime training courses for civil society organizations which were conducted in 2009 it was ensured that a gender perspective is mainstreamed into the curriculum of the training and both trainees and trainers were chosen in a gender balanced way.
The ODIHR also assisted the three Personal Representatives of the Chairman-in-Office to promote greater tolerance and combat racism, xenophobia and discrimination10 by identifying
9 Available at http://tandis.odihr.pl . 10 The Personal Representative on Combating Anti-Semitism; the Personal Representative on Combating Intolerance and Discrimination against Muslims; and the Personal Representative on Combating Racism, Xenophobia and Discrimination, also focusing on Intolerance and Discrimination against Christians and Members of Other Religions. key NGOs addressing gender mainstreaming or women rights in relation with hate crimes and other forms of intolerance and providing substantial inputs concerning minority women who may experience aggravated discrimination.
III. Programmatic activities with specific focus on gender
ODIHR has developed and implements two programmes to address those areas where a need for more concentrated gender equality related efforts has been identified.
• Programme on Increased Participation of Women in Democratic Governance • Human Rights, Women and Security Programme
Programme on Increased Participation of Women in Democratic Governance
ODIHR’s work in support of increased participation of women in political processes and access to decision-making builds on two key components. First, ODIHR is engaged with political parties, think thanks and other stakeholders in civil society to provide them with skills and expertise for promoting equality of rights and opportunities for women and men to participate in political processes as candidates for elected offices. In addition, ODIHR provides expertise and assistance to parliaments, government bodies, and civil society organizations to enhance legal and policy instruments for gender equality.
Expert Roundtable on Women’s Participation in Political Parties In the framework of its programme to develop guidelines on legislation related to political parties, ODIHR organized the Roundtable on Women’s Participation in Political Parties, held in Warsaw on 23-24 June 2009. The Roundtable gathered experts from across the OSCE region, including representatives of research and academic communities, elected members of parliament and local self-government councils, representatives of state institutions for promoting gender equality, the non-governmental sector, and international organizations. The discussions at the meeting highlighted the variety of measures and practices adopted by participating States and political parties for promoting women’s political participation.
The key recommendations widely shared by participants included the need for political parties to undertake measures such as regular gender-equality assessments of party memberships and procedures and to collect data and use it proactively to strengthen equality provisions within party rules and procedures. Regarding gender-based quotas, participants underscored the importance of matching legislative quotas with effective enforcement mechanisms, and that when used, quotas should necessarily have specific time-limits, particularly when set at lower levels, as they should serve to lead the transformation to higher-level representation, and not perpetuate low levels of women’s representation. In addition, the need for transparency and gender-balanced nomination boards for candidate selection was noted as one of the critical aspects in rendering the political sphere more open to women. ODIHR will further pursue this work in 2010 to consolidate knowledge of existing good practices in this field across the OSCE region and contribute to their dissemination and application where women continue to be underrepresented in political and public life.
In Ukraine, ODIHR continued to provide expertise and assistance to locally elected representatives in the regions of Zaporizhe, Chernovtsy and Kirovograd to promote gender equality in policy-making processes at the local level and to foster women’s participation in political and public life. During the reporting period, activities implemented by ODIHR in conjunction with local civil society experts focused on the following objectives: a) strengthening the capacity and expertise of elected officials in implementing gender- mainstreaming in the policy-making process, and b) promoting public awareness on the role of women in political and public life and the application of various strategies for increasing women’s political participation.
In the framework of this programme, ODIHR hosted a training workshop in Odessa, Ukraine on strengthening the expertise of elected officials on gender-impact assessment methods and strategies for increasing women’s political participation. The workshop brought together elected officials and staff members from the three districts of Zaporizhe, Kirovograd, and Chernovtsy who have already been involved in previous ODIHR capacity building activities on gender-equality issues. Particular topics addressed during the workshop included: review of existing strategies for promoting women’s participation in political parties, including a review of European good practices in the field of voluntary and legislated measures; methods for undertaking gender-impact assessments of legislative and policy measures in various fields of work relevant to the work of local councils; and discussion of experiences and lessons learnt in networking and coalition building among elected officials to lobby for gender-equality reform initiatives at national and international/regional levels.
On the margins of the Supplementary Human Dimension Meeting on Promoting Gender Balance and Women’s Political Participation, 6-7 May 2010, ODIHR invited a selected number of elected officials from national and local levels and representatives of civil society organizations from Belarus, Moldova, and Ukraine to participate in a study visit in Vienna, Austria. The visit featured a number of meetings and panel discussions on women’s political participation and gender equality policies as implemented by Austria’s political parties and government institutions. Practices adopted by Austria’s main political parties in relation to voluntary gender-based quotas were noted to be of particular interest to representatives of these three countries, given their interest in identifying strategies for strengthening their work within parties and their overall influence on the law-making process.
Human Rights, Women and Security Programme
ODIHR has used a cross-dimensional approach to advance integration of women’s rights in security-related areas of concern such as security sector reform and support for implementation of UN Security Council Resolution (UNSCR) 1325 on Women, Peace and Security. This Resolution is the first-ever resolution passed by the Security Council that focuses on women and security, thereby underlining that women have an important role in the prevention and resolution of conflicts and in peace-building.
Since 2005, the ODIHR programme on Human Rights, Women and Security (HRWS) has been working to enhance respect for the human rights of women in order to promote sustainable and comprehensive security and stability. Although the participating States have affirmed the need to integrate gender in matters related to security in different OSCE commitments, including the OSCE Action Plan for the Promotion of Gender Equality and MC Decision 14/05 on Women in Conflict Prevention, Crisis Management, and Post-Conflict Rehabilitation, security dialogue rarely devotes adequate attention to issues of gender equality and women’s human rights. In response to this, the programme has elaborated three objectives that it seeks to implement in all phases of the conflict cycle: • Participating States and civil society develop practical strategies for advancing women’s rights in line with commitments set forth in UNSCR 1325; • Participating States and civil society elaborate strategies to integrate a women’s rights and a gender perspective in security sector reform (SSR); • Participating States and civil society develop their awareness of and capacity to integrate a women’s rights and a gender perspective in strategies for conflict prevention/early warning in practice.
The programme is active mainly in South-Eastern Europe, South Caucasus and Central Asia.
Integrating a gender perspective in security sector reform
The Toolkit on Gender and Security Sector Reform: In March 2008, ODIHR – together with the Geneva Centre for the Democratic Control of Armed Forces (DCAF) and the United Nations International Research and Training Institute for the Advancement of Women (INSTRAW), published the Toolkit on Gender and Security Sector Reform (the Toolkit). This toolkit aims to raise the level of understanding of the gender aspects of security among the various actors that constitute the security-sector by consolidating knowledge and best practices.11 By ensuring that government officials and NGO practitioners include a gender perspective in day to day decision- and policy-making processes, interventions in security-related matters will be (a) more likely to achieve their intended objectives, (b) have greater impact and (c) support, address and respond to the security needs of both men and women, boys and girls.
The HRWS programme continued to promote the Toolkit in 2009-2010. Thus, the programme worked with myriad interlocutors including the police services, representatives of the armed forces, relevant Ministries, Parliamentarians and civil society. The programme has focused on demonstrating how integrating a gender perspective addresses the different security needs and priorities of men and women, promotes equal participation in decision making, ensures improved security sector oversight, increases local ownership and creates institutions that are representative of the society at large.
Seminars on National Security Policy and Gender: In the reported period seminars were organized in the former Yugoslav Republic of Macedonia (October 2009) and in the Republic of Georgia (December 2009) to discuss the integration of a gender perspective in national security policy with members of Parliament, representatives of the relevant Ministries, international organizations and national civil society. At the seminar aimed at addressing national security policy and gender in Georgia, where representatives of state authorities and civil society were present, civil society actors identified the security institutions as a viable partner and explored priorities for cooperating with them. To support efforts, a research review was compiled, evaluating the situation of women in the national security structures of Georgia. The report is currently available in the English and Georgian languages. As follow-up, in autumn 2010, it is planned to organize a seminar with the stakeholders to discuss the findings of the report and the most effective ways of implementing the recommendations.
At the seminar in the former Yugoslav Republic of Macedonia, parliamentarians from the Security and Defence Committee and Gender Equality Committee met over the topic of
11 Available at http://www1.osce.org/odihr/item_11_29669.html gender and national security policy. The event helped to promote the concept that security policy needs to include gender, and gender policy needs to take into consideration security issues. It created a platform for both Committees to meet.
In order to ensure broad distribution of the Toolkit, it was translated into the Russian language in November 2009. Also, for use at specific seminars and events, parts of the Toolkit were translated into Albanian, Macedonian, Serbian, and Georgian.
Support to the Establishment of a Southeast Europe Women’s Police Officer’s Network: ODIHR has identified police as a target group for integrating gender in security. The HRWS programme - together with the South-East Europe Police Chiefs Association (SEPCA) and the OSCE Mission to Serbia, supported the establishment of the Southeast Europe Women’s Police Officer Network (WPON) with the aim to promote the principle of gender equality and democratic policing in police services. In 2009, three expert meetings took place to discuss challenges that women police officers face as well as opportunities for addressing them. The network launched a research project to evaluate the situation of policewomen in the region, including such issues as recruitment, retention and promotion of women police officers in all of SEPCA’s member states.12 The HRWS programme actively contributed to preparing the questionnaires as well as reviewing and commenting on the final report. Together with the Ministry of the Interior of Serbia, HRWS presented preliminary findings of the research at the November 2009 SEPCA General Assembly in Sarajevo. The final research report is currently available in Croatian and Serbian and is being translated into Albanian, Bulgarian, English, Macedonian and Romanian.
Integrating a gender perspective in conflict prevention/early warnings programmes
The HRWS programme sought to address an area of UNSCR 1325 that is largely underdeveloped, namely early warning systems and conflict prevention mechanisms. Enhanced understanding of gender-based perspectives of conflict and of the inclusion of women’s contributions in conflict resolution can contribute to more effective and sustainable interventions aimed at conflict prevention and conflict early warning. ODIHR is drafting a series of policy briefs that will aim to provide practitioners with best practices and concrete recommendations to support gender mainstreaming in the elaboration and implementation of early warning systems. The first in a series of three policy briefs on gender and early warning systems – “Gender and Early Warnings Systems: An Introduction” – was drafted and printed in November 2009. The document was subsequently translated into the Bosnian, Serbian and Georgian languages. A presentation of the document and the recommendations it contains was made at the seminar organized for the representatives of civil society in Georgia on women and security in December 2009. The presentation encouraged colleagues from the international community (the EUMM, UNDP, UNIFEM in Georgia) interested in supporting a national early warning system, to take not only gender into consideration but also conflict preparedness and ways to generate local ownership and support.
Other activities:
Presentation on Integrating a Gender Perspective into the Armed Forces: In July 2009, together with the ODIHR Programme on Human Rights and the Armed Forces, the HRWS programme organized a seminar at the OSCE Forum for Security Co-operation, 12 Albania, Bosnia and Herzegovina, Bulgaria, Croatia, the former Yugoslav Republic of Macedonia, Moldova, Montenegro, Romania and Serbia. together with the FSC Chairperson, entitled “Women and the Armed Forces: Recruitment, Promotion and Retention”. The event examined policy aimed at integrating a gender perspective in operational policy as well as efforts to recruit, retain and promote women within the armed forces.
Co-operation with the OSCE field presences: The HRWS actively co-operated with the relevant units of the OSCE Mission in Kosovo and the OSCE Spillover Monitor Mission to Skopje in exploring ways to integrate a gender perspective in policing. Post Table Staff by Gender 1 May 2010
GENDER BY GRADE Male Female D 2 0 P5 2 2 P4 8 6 P3 17 9 P2 5 6 P1 1 0 Seconded 3 9 Sub Total Professional 38 32
G7 0 4 G6 6 11 G5 7 27 G4 1 3 G3 2 3 G2 2 0 G1 0 0 Sub Total GS 18 48
Total 56 80
GENDER BY DEPARTMENT Direction and Policy 10 6 Common Services 23 26 CPRSI 2 3 Democratization 8 16 Elections 4 9 Human Rights 3 10 TND 6 10 Total 56 80 Post table Staff Recruitment by Gender (1 May 2009 – 30 April 2010)
Applications Male Female 1,810 1,726
Short Listed Professionals Male Female 50 44
Short Listed General Services Male Female 25 14
Board Members Male Female 70 43
Professional Appointments Male Female 9 10
General Services Appointments Male Female 7 3 Training Break-down by Gender (1 May 2009 – 30 April 2010)
Training Activity Female Male Total GOP 2 2 4 ODIHR Administrative Induction Course 16 9 25 IRMA 6 6 12 Russian individual classes 2 1 3 Russian group classes 14 3 17 Management Development 8 1 9 Performance Management 7 4 11 Effective Writing Workshop 16 6 22 Polish individual classes 0 1 1 Archival training 1 0 1 Presentation Skills 14 10 24 Security Crowd Monitoring 8 7 15 MS PowerPoint 6 4 10 ITILV3 Foundation 0 1 1 Adobe Acrobat 4 1 5 HTML 1 0 1 IRMA/Project Management 8 2 10 PRINCE2 0 2 2 First Aid 30 9 39 MS Project 1 1 2 International Financial Reporting Standards 1 1 2 DocIn Level I & II 34 9 43 Personal Effectiveness 8 4 12 Coaching Workshop 2 3 5 Engaging Writing Workshop 10 2 12 MS Word 10 2 12 Capacity Building 12 5 17 Totals 221 96 317
Female Participation 70% Male Participation 30% Annex III H C N M :C o ntrib u tio n to th e Annu alE valu atio n R ep o rt o n th e Im p lem entatio n o fth e 2 0 0 4 O S C E Ac tio n P lan fo r th e P ro m o tio n o fG end er E q u ality HCNM Annual Evaluation Report on Implementation of the Gender Action Plan May 2010
The High Commissioner on National Minorities (HCNM) has always regarded the promotion of gender equality as an integral part of his policies and activities, not only within his office, but also when implementing project activities. This report on the implementation of the 2004 OSCE Action Plan for the Promotion of Gender Equality addresses activities undertaken by the HCNM during the reporting period (May 2009–May 2010)
1) Gender mainstreaming – internal issues
The High Commissioner has made it one of his priorities to create an attractive place of work for all HCNM staff members. Together with the office management team he has addressed the representation of women and men at all levels and their ability to influence their job situation and their sense of inclusion. The HCNM has repeatedly underlined in a number of staff and co-ordination meetings that any problems in this area should be brought to his attention immediately.
A Gender Working Group (GWG), which reports directly to the High Commissioner, was set up in 2005 and continues to meet periodically. During the reporting period two meetings were held. The GWG has made a number of recommendations concerning the working environment and recruitment procedures in the office. A decision has been reached to involve at least one member of the GWG in the recruitment procedure not only for general office staff but also for experts/political staff. This includes involvement in writing the terms of reference, compiling the short list and participating in the interview board. This practice has been followed during the review period. Other recommendations included periodic training for all staff on gender issues.
The recommendations of a gender training seminar organized for all HCNM staff in December 2008 with the help of the gender and training sections of the OSCE Secretariat have been put into practice, in particular with regard to project and media work. An increased awareness about the professional working environment has also been noticeable. Due to the anticipated large staff turnover in 2010 the HCNM is considering repeating the training seminar for new staff in the first half of 2011 and will be in touch with the relevant sections in the Secretariat. The gender focal point in the office is part of the management team and ensures that all recommendations from training activities as well as from the GWG are being followed internally.
During the reporting period, a staff member participated in an intensive training course on gender issues in Schlaining and the gender focal point attended the annual gender focal point meeting in Vienna.
Six recruitment procedures were carried out at the HCNM during the reporting period and a total of 753 applications were received of which 379 were from male candidates. There were five recruitment procedures for professional positions (P) and one procedure for an administrative position (G). Despite some improvement in the ratio of the applications, problems remain as far as the G position is concerned: applications were received from 69 women but only 10 from men.
The gender balance in the office has been closely monitored and the High Commissioner will take further steps to counter the predominance of men in P and of women in G positions. Unfortunately this issue remains a challenge: in the P category male staff members are overrepresented, while in the G category 100 per cent of staff is female. It is proving difficult to counter this trend. Currently there are two female staff members in the management team and the office has two female political advisers and one female legal adviser. In 2010 many professional staff reach their maximum term of service so there will be an unusually high turnover and the HCNM will endeavour to use this as an opportunity to actively look into the gender balance of the office again.
As far as recruitment procedures are concerned, the office makes a point of including both women and men on interview panels. This policy has been followed for all recruitment procedures during the reporting period. The office endeavours to draw up gender-balanced short lists. This is particularly challenging as candidates who apply for general office positions are overwhelmingly women and the large majority applying for professional posts continue to be men. As a general rule when looking to fill vacancies, the HCNM attaches great importance to finding people who demonstrate gender-sensitive attitudes and understand the importance of an inclusive corporate culture. The recruitment of experts has proved to be just as complicated, particularly in the sphere of education which is predominately female.
With regard to the professional working environment, the relevant Staff Instruction 21/2006 is disseminated to all HCNM staff members when they take up their posts.
2. Gender Mainstreaming – all projects and programmes
The HCNM is an instrument of conflict prevention, tasked to provide early warning and, as appropriate, early action at the earliest possible stage in regard to tensions involving national minority issues which have the potential to develop into a conflict within the OSCE area affecting peace stability or relations between participating States.
Due to the High Commissioner’s mandate, the HCNM does not implement projects specifically aimed at promoting gender equality and resolving various gender-related issues. Nevertheless, all project officers try to achieve gender mainstreaming in HCNM projects and HCNM staff make sure that implementing partners seek a sensible gender balance among the project staff they employ and among the beneficiaries. When announcing expert positions within projects, the HCNM encourages qualified female candidates to apply.
In projects which involve a large number of participants (e.g. training sessions and research on particular minority groups) the HCNM requests implementing partners to provide gender- disaggregated data in their final reports.
Gender seminars within the projects are regularly conducted to raise awareness among HCNM’s implementing partners and project beneficiaries on gender-related issues. Notions like "gender", "gender equality", "gender mainstreaming" and "gender discrimination" are all explained in detail. Participants are also familiarized with international and national gender- related legislation.
All projects that focus on early warning and early resolution of ethnic tensions, for instance monitoring networks, educational activities or enhancing knowledge within law enforcement agencies about minority concerns, cover men and women equally.
The HCNM tries to incorporate a gender component in project publications whenever possible. Another priority is applying a gender perspective and involving all stakeholders in the HCNM’s dialogue and activities, particularly as the involvement of all groups affected by majority/minority relations can contribute to easing tensions and reconciling differences more effectively.
When the HCNM makes country visits, he regularly meets with different NGOs and minority representatives, including women' s groups in order to exchange information as well as to encourage interethnic dialogue within a State.
3. Gender mainstreaming in press reporting
As in the past and as an outcome of the training seminar in December 2008, gender-balanced reporting is the guiding principle for all speeches, statements, press releases and other public appearances by the HCNM.
4. Recommendations
1. Continue to provide gender-specific training for all managerial and programmatic staff on a periodic basis; 2. Look into further improvements on gender mainstreaming in all projects and activities; 3. Increase efforts to address and counter the tendency for significantly fewer female candidates to apply for professional positions (and vice versa for general staff positions). The office intends to continue investigating ways to address this phenomenon together with the Gender Section in the Secretariat. Annex IV O ffic e o fth e R ep resentative o fFO M :C o ntrib u tio n to th e Annu alE valu atio n R ep o rt o n th e Im p lem entatio n o fth e 2 0 0 4 O S C E Ac tio n P lan fo r th e P ro m o tio n o fG end er E q u ality Organization for Security and Co-operation in Europe Office of the Representative on Freedom of the Media
RFOM Contribution to the Annual Evaluation Report of the Implementation of the OSCE Action Plan for the Promotion of Gender Equality
May 2010
Page 1 of 5 Introduction
The promotion of gender equality and gender mainstreaming is an integral component of the internal policies, programmatic activities and public relations work of the Representative on Freedom of the Media (RFOM). The activities and efforts to advance the gender dimension of the RFOM are guided by the Action Plan (Chapter V, paragraph 44 d) which stipulates that the RFOM “will be alert to allegations of serious intolerance towards women and incitement to gender discrimination in or by the media in participating States in accordance with Chapter 6 of the mandate”.1 With the following report the RFOM evaluates the Office’s implementation of the 2004 OSCE Action Plan for the Promotion of Gender Equality and addresses activities undertaken during the reporting period.
The present report shows an improvement in the mainstreaming of gender in the structure and working environment of RFOM during the reporting period. It also shows how gender aspects are integrated in the programmatic activities of the Institution.
1) Progress made in the mainstreaming of gender in the structure and working environment of RFOM
1.1 Gender balance in the RFOM Office
During the reporting period, the Office has achieved a full balance between male and female at a P-Staff level, including at the management and decision-making level.
Ms. Dunja Mijatovi became the new OSCE Representative on Freedom of the Media on 11 March 2010. Being the first woman to become the head of an OSCE Institution, the appointment of Mijatovi constitutes a major change for the OSCE as a whole.
The reporting period saw turnover at the P-Staff level, with the recruitment of one seconded and one contracted staff. With only 14 staff members, RFOM represents the smallest of the OSCE Institutions and even the slightest staff fluctuation affects the proportion of men to women in the Office. During the reporting period, an absolute balance between male and female was achieved at the management level, the senior level and generally at the P-Staff level (see table below). However, only women occupy administrative positions.
As to the recruitment procedure, the RFOM is served by the Secretariat and closely follows the OSCE guidelines regarding the drafting of vacancy notices and the recruitment process. The Office tries to include both women and men on interview panels. This policy has been followed during the reporting period.
Shortlists, particularly for contracted positions, are gender-balanced. For seconded positions, the gender-balance of the shortlists tends to be accidental given the fact that only a few participating States put forward names for seconded positions with the duty station in Vienna.
1 Decision No. 14/04 on the 2004 OSCE Action Plan For The Promotion Of Gender Equality, MC.DEC/14/04, 7 December 2004.
Page 2 of 5 Post table Staff by Gender
Grade Female Male Total RFoM 1 0 1 Director 0 1 1 Senior Advisers (3 2 2 4 seconded +1 contracted) P2 (3 contracted + 1 3 1 4 seconded) P1 0 1 1 Sub Total P-Staff 6 5 11 level
GS 7 1 0 1 GS 6 1 0 1 GS 4 1 0 1 Sub Total G-Staff 3 0 3 level
Total 9 5 14
1.2 The professional working environment in the RFOM Office
As in previous years, RFOM management has worked toward ensuring equal opportunities for both genders and creating a professional working atmosphere where both female and male staff is equally represented and where their professional needs and strengths are equally taken into consideration, whenever and wherever possible.
Staff rules and regulations relating to maternity and paternity entitlements have been used. During the reporting period, one staff member took maternity leave and then came back to work while using the nursery room available in the Secretariat.
All relevant information regarding gender issues is regularly distributed to the Office staff. Gender issues are put on staff-meeting agendas on a regular basis, thus ensuring the continuous briefing of the RFOM staff. All new staff members are made aware of and receive an explanation regarding the Staff Instruction 21/2006. All new staff attends the GO Program which includes a session on staff rules and regulations, in which the Staff Instruction also was introduced. Participants were informed of the options available in case of a violation.
Ms. Mijatovi , the newly appointed Representative, has been made aware by the gender focal point of all relevant information regarding gender issues, in particular the section on the management of Chapter III of the 2004 OSCE Action Plan for the Promotion of Gender Equality.
Page 3 of 5 2) Progress made in the Gender mainstreaming of RFOM programmatic activities, events and press reporting
2.1 RFOM mandate
The mandate of the RFOM is to uphold the fundamental right to freedom of expression and an independent and pluralistic media. In this regard, the RFOM advocates for and promotes compliance with OSCE media-freedom commitments and works toward improving the legal frameworks across the OSCE region.
Given the fact that the RFOM is neither mandated to engage in media development nor to monitor specific media content, the RFOM does not implement projects which have the specific aim to promote gender equality in or by the media. The RFOM thus has no influence on the quality of gender reporting by journalists or on the issue of equal and adequate gender representation in media outlets.
In line with the Gender Action Plan, the RFOM is mandated to receive “allegations of serious intolerance towards women and incitement to gender discrimination in or by the media in participating States”2. The RFOM can react to reported cases observed in the general framework of monitoring freedom of the media in OSCE participating States. During the reporting period, the RFOM was not alerted to any alleged cases of intolerance toward women or any incitement to gender discrimination in or by the media.
2.2 Gender mainstreaming in RFOM programmatic activities
Because of its mandate, the RFOM does not implement projects specifically aimed at promoting gender equality. However, all staff members try to achieve gender mainstreaming in their programmatic activities. Project officers are asked to include gender mainstreaming in projects, to strive for equal gender representation of speakers, panellists and participants in conferences and seminars organized by the Office.
Also, the Office continues to keep the gender balance in mind when identifying experts for projects and selecting experts and moderators for events and meetings. During the reporting period, all events organized by the RFOM included women in all panel sessions. The experts commissioned by the Office for its publications, legal reviews and training events reflect a balance in the gender representation.
During the reporting period, women were key speakers, presenters and experts in a host of trainings and conferences, inter alia, a training seminar on media self-regulation held in Minsk, regionwide conferences on journalism education held in Tbilisi and Bishkek, and a meeting of a working group of international organizations concerning media reforms in Bosnia and Herzegovina.
All implementing partners are asked to take gender-equality principles into account when carrying out their projects.
2 Decision No. 14/04 on the 2004 OSCE Action Plan For The Promotion Of Gender Equality, Chapter V, Para 44 d, MC.DEC/14/04, 7 December 2004.
Page 4 of 5 The Gender Focal Point of the RFOM Office regularly participates in the gender focal points meetings of the Secretariat.
2.3 Gender mainstreaming in RFOM reporting
RFOM press statements adhere to gender mainstreaming. All of the Office’s reporting and its publications are edited pursuant to OSCE standards, including the OSCE Style Manual that outlines the use of gender-sensitive language. The Office works in cooperation with PPIS for its press reporting and tries to ensure that photos, press releases and feature stories ensure a gender-sensitive representation.
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