Gender Mainstreaming Strategy

of
Department of Local Administration I Do LA
(Ministry of Interior)
2007- 2010
Table of contents:
1. Introduction
2. Strategic Vision, Objectives and Indicators:
2.1 DoLA Gender Mainstreaming Strategy, Strategic vision
2.2 DoLA Gender Mainstreaming Strategy, Objectives
2.3 DoLA Gender Mainstreaming Strategy, Indicators
3. Implementation Framework:
3.1 Stakeholders
3.2 Activities Plan 2007-2010
Annex: Glossary
Page:
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5-7
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1. Introduction
In 2001 with the enactment of the Law on Commune/Sangkat Management and
Administration, the Royal Government of Cambodia initiated the first steps to reform the
system of sub-national governance. The first elections for Commune Councils took place in
early 2002. In 2005 the Cambodian government adopted a comprehensive Strategic
Framework
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for decentralization and deconcentration Reform based on eKperiences made to
date.
The objectives of provincial/municipal, district/khan, and oommune/sangkat's management
systems in the conteKt of decentralization and deconcentration reform are to build
democratic representation, people participation, public sector accountability and to contribute
to poverty reduction. A key prerequisite to achieve these objectives is the equal chance of
representation and participation of both women and men in the reform process. This process
of democratization and social equality will mark a positive move towards promoting gender
equality. In turn, this can have a positive impact on economic growth and poverty reduction.
Commune Councils and other sub-national units are closer to the citizens than national level
government and therefore in the best position to involve women and men equally in
decision-making processes which affect their lives and to make use of their knowledge and
capabilities for local development management and governance. Equally the consideration
of gender issues by provincial/ municipal, district/khan and commune/sangkat level
stakeholders positively influences the effectiveness and quality of their services.
lt is recognized, however that this is a work in progress. There are barriers for women and
men to participate in and benefit equally from the decentralization and deconcentration
process. Following the first Commune/Sang kat elections women. constitute only 8.5 percent
of Commune/Sangkat Councillors. About 50% of the Commune Councils are without female
representation. In addition the majority of appointed and administrative staff is male. A range
of socio-cultural factors including stereotypes about women's and men's role in the society,
lower level of education, difficulties of combining household and child care role with public
and community roles are a constraint to women's and men's equal representation and
participation. In addition women and men play different roles in society and therefore have
different needs and interests which need to be taken into account. Due to their different roles
women and men also have different starting points to participate effectively in the process.
These gender issues must be addressed i.f women. and men are. to equally participate in and
benefit from the reform and if the potential of both women and men is to be tapped in the
efforts to achieve the objectives of decentralization and deconcentration reform.
Cambodia is a signatory to the C o n v e n t ~ o n to Eliminate All Forms of Discrimination against
Women (CEDAW)
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and the Beijing Platform for Action. Gender is one of the crosscutting
issues integrated by the Royal Government of Cambodia in its key strategic policies,
including the Governance Action Plan, the National Strategic Development Plan 2006-2010
and the Rectangular Strategy which integrates gender issues and focuses on the importance
of the Neary Ratanak strategic plan. of the Ministry of Women's Affairs. The Cambodian
Millennium Development Goals in particular strive for an elimination of gender disparities in
public institutions and an increase of the proportion of seats held by women in sub-national
councils. The Cambodian Millennium Development Goals have set targets of increasing the
proportion of seats held by women in the commune counciJs from 8% in 2003 to 25% by
2015. In June 2005, the Royal Government of Cambodia approved a Strategic Framework
for decentralization and deconcentration that specifically provides for the introduction of
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Strategic Framework for Decentralization and Decncentration Reform , Royal Government of Cambodia , June
2005
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The Kingdom of Cambodia accepted and ratified the Convention on Elimination of All Forms of Discrimination
Against Women (CEDAW) on 15 October 1992
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systems and procedures which will ensure the participation of women in decision making at
provincil/muncipal,distric/khan and commune/sangkat level
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.
Considerable efforts 14ave already been made by different stakeholders including DoLA to
promote women's representation and participation in local governance affairs and significant
results have also been achieved- such as the integration of gender issues in Commune
Council planning guidelines and training programmes, holding of special courses for female
candidates and support to the establishment of provincial-based Fema1e Councilor Forums.
In addition it has been assured that gender issues are integrated in Commune Council
affairs via the provision of seats for women on the Planning and Budgeting Committee ,the
establishment of Women and Children's Focal Points and the arrangement that, women
constitute, at least one-third of the total of village leaders in the country.
The Ministry of Interior (Mol) and its Department of Local Administration (DolA) have a role
in integrating gender into policy, strategies and activities in accordance with their
responsibilities as set out in the Prakas on Roles, Duties and Structures of the Department
of Local Administration. DoLA acts as an assistant to the Department General of
Administration of the Ministry of Interior on decentralization and Commune/Sangkat affairs.
DoLA's current responsibilities include monitoring, controlling and evaluating the
implementation of the decentralization policy and thE! development of Communes/Sangkats
and to establish appropriate mechanisms for education, training and capacity building that
will support Commune/Sangkat Councils to work more effectively. DoLA consists of six
offices: Office of Administration; Office for Monitoring, Control and Support of
Commune/Sangkat; Office for Education and Capacity Building; Office for Planning,
Statistics and Information; Office of Finance; and Office for Technical Research.
A DoLA gender working group was established in 2005 and received a series of training on
gender in the context of decentralization and deconcentration reform .This process then led
to the development of DolA gender mainstreaming strategy.
Based on the principles of the gender concept, gender issues are not added as a separate
component but integrated in:
DolA's organizational structures , activities and processes
Preparing legal documents
Providing public awareness
Providing capacity building for decentralization and deconcentration stakeholders
Undertaking research
Monitoring and evaluating the progress of the decentraiization reform.
2. Strategic Vision, Objectives and Indicators:
2.1 DoLA Gender Mainstreaming Strategy, Strategic vision
All objectives, interventions and indicators outlined in this strategy seek to contribute to the
following overall strategic vision:
"There is equal participation in the decentralization and deconcentration reform by
male and female citizens and by male and female elected and appointed officials.
Women and men equally benefit from sub-national policies, decisions,
programmes and service delivery."
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St1ategic Framework for Decentralization and Decncentration Reform , Royal Government of Cambodia , June
2005
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2.2 OoLA Gender Mainstreaming Strategy, Objectives:
DoLA commits to achieving the roHowing objectives in contribution to the realization of the
vision:
1. DoLA officials are committed to and capable of taking into account gender issues and
perspectives in DolA's organizational structures, processes and activities.
2. The legal framework for decentralization and deconcentration reform institutionalizes.
systems, structures and processes to ensure equal representation, participation of and
equal benefit to women and men.
3. Education and capacity development activities in the conte>d: of decentralization and
deconcentration reform promote gender equality.
4. Research, monitoring & evaluation, planning, statistics & information systems are
established in a gender differentiated manner that reflects the situation of both women
and men.
2.3 OoLA Gender Mainstreaming Strategy, Indicators
Objective One: DoLA officials are committed to and capable of taking into account
gender issues and perspectives in CoLA's organizational structures, processes and
activities.
Achievement of the objective is measured by the following six indicators:
1. By 2007 a DolA gender working group is established that oversees implementation and
monitoring of the DoLA gender mainstreaming strategy and strategic plan under the
guidance of the DOLA director.
2. By 2007 DolA develops a gender mainstreaming strategic plan that is integrated into
DoLA's overall strategic plan and, by 2010 DoLA develops a single integrated gender
sensitive strategic plan. 'I,
3. By 2007 DoLA core management and operational staff have undergone basic training on
gender concepts and issues.
4. By 2008 all OolA officials have knowledge about gender issues and capacity and
commitment to exercise their roles .and responsibilities in a way that integrates gender
issues and perspectives.
5. By 2010 the six DoLA offices have in place mechanisms to integrate gender issues and
perspectives in their roles and responsibilities and the annual activities plan.
6. From 2007 onwards, OoLA proposes and lobbies to increase the number of female
officials in DoLA and sub-national levels
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Objective Two: The legal framework for decentralization and deconcentration reform
institutionalizes systems, structures and processes to promote equal representation,
participation of and equal benefit to women and men.
Achievement of the objective is measured by the following one indicator:
1. Drafts of new laws, regulations and legal instruments related to decentralization and
deconcentration reform promote the equal participation and representation of and the equal
benefit to women and men in the context of decentralization and deconcentration reform.
Objective Three: Education and capacity development activities in the context of
decentralization and deconcentration reform promote gender equality.
Achievement of the objective is measured by the following four :indicators:
1. By 2008 gender issues and perspectives are integrated in all education, public awareness
and capacity building strategies and activities of DolA.
2. By 2008 core stakeholders at national and sub"'"national levels have undergone basic
gender training.
3. By 2008 DoLA implements specific capacity building interventions for female councilors.
4. By 2009DoLA implements specific capacity building interventions to promote an increase
of the number of women in RGC's institutions related to decentralization and
deconcentration reform , including female councilors, male councilors , clerks, PFT, OFT,
etc.
Objective Four: Research, monitoring & evaluation, planning, statistics & information
systems are established in a gender differentiated manner that reflects the situation
of both women and men.
Achievement of the objective is measured by the following four indicators:
1. By 2009 DoLA's research, monitoring and evaluation systems and those of sub-national
institutions within the context of decentralization and deconcentration are gender
differentiated.
2. By 2009 DoLA promotes systems and procedures for sub-national development and
investment planning that take into account the different needs of women and men.
3. By 2010 DoLA offices conduct research, data collection, planning and reporting in a
gender differentiated and gender sensitive manner.
4. By 2010 PLAU conducts research, data collection, planning and reporting in a gender
differentiated and gender sensitive manner.
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3. Implementation Framework
3.1 Stakeholders
The gender mainstreaming strategy is a guiding policy for the operations of DoLA. All
staff members comply with the objectives and principles as set out in this document.
Each DoLA office is responsible for ensuring that gender issues and perspectives are
integrated into all its programmes and activities. Each DoLA office is responsible for
ensuring that gender issues and perspectives are integrated into all its programmes
and activities.
A DolA Gender Working Group (DGWG) will facilitate the implementation of the
gender mainstreaming strategy and will monitor closely the progress of the strategy
in achieving its objectives and make recommendations for adjustment and
advancement. The DoLA Gender Working Group will coordinate all efforts and
projects amongst the various offices under the guidance of the Do lA director.
The implementation of the gender mainstreaming strategy includes stakeholders at
the national, provincial, district and commune levels. A major stakeholder at the
provincial level is the Provincial/Municipal Local Administration Unit (P/MLAU) which
is under the direct supervision of the provincial/municipal governor. The P/MLAU will
support gender mainstreaming by ensuring the integration of gender perspectives
and issues into all its procedures and activities with administrative technical and
financial assistance from DoLA. In addition Provincial and District Facilitation Teams
(PFT/DFT) and Commune Councillors are pivotal in the implementation of the
mainstreaming strategy. DoLA will continue to support the "Commune Committee for
Women and Children" in promoting gender equality and equity at the commune level.
With the co-operation of all these stakeholders a real change in gender roles and
attitudes can be brought about.
The gender mainstreaming strategy and action plan will be supported by DoLA and
relevant stakeholders through allocation of appropriate financial and technical
resources. Monitoring results will be published in an annual gender report which is
coordinated and supervised by the DGWG.
Mechanisms will be established for co-ordination and co-operation with other relevant
organizations, including the' Ministry of Women's Affair, the Gender Technical
Working Group (GTWG) and Non-Governmental Organizations. This cooperation will
facilitate information sharing, best practice dissemination and joint project
implementation in the context of decentralization and deconcentration reform.
3.2 Activities Plan 2007- 2010
During the implementation period 2007 - 2010 DoLA will undertake the following activities:
Examine the Prakas on the Roles and Responsibilities of DoLA to identify how
gender perspectives can be integrated into the roles and responsibilities of each
office and DoLA as an institution
Prepare a plan of action to mainstream gender in the roles and responsibilities of
DoLA offices including the identification of a pilot office for gender mainstreaming
Integrate gender mainstreaming master plan into DoLA's annual action pian
Develop and implement capacity building interventions for OoLA officials on
essentials of the gender concept and gender and decentralization related issues
Assess DoLA offices in terms of systems, skills and approaches needed to
implement the gender mainstreaming strategy
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Develop strategic partnerships with relevant stakeholders for implementation of the
gender mainstreaming strategy
Examine the draft of organic laws, the Law on the Administration and Management
of Communes/Sangkats and complementing regulations to ensure that gender
issues are integrated
Prepare complementing guidelines and legal instruments to promote gender equity
and equality in the context of D&D and lobby for their approval
Mainstream gender in all capacity building interventions developed by DoLA
Develop and implement capacity development interventions on the gender concept
and gender and decentralization related issues to core stakeholders at the sub-
national levels, such as e.g. PLAU in cooperation with other relevant organizations
and institutions
Support the implementation of Female Councilors Forums and participate in the
forums as resource persons
Adapt systems and software to enable gender differentiated research, M&E, and
assessment of planning, statistics and information at national and sub-national
levels
Develop skills of DoLA officials to conduct gender differentiated/sensitive research,
planning, M&E and reporting
Develop skills of PLAU to conduct gender differentiated/sensitive research,
planning, M&E and reporting
Prepare annual reports with an analysis of gender differentiated data and
recommendations for change
Coordinate gender sensitive conflict resolution processes at the commune/sangkat
level.
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Annex I
Reference: GenderTermino1ogy, Ministry of Women Affairs, Cambodia, August 2006

Glossary of Gender Terms
Gender and Sex
The term gender refers to the roles of women and men as defined within a specific social
context. These roles, attitudes and values define the behaviors of women and men and the
relationship between them. Gender roles are further affected by factors such as class, age,
economic status, religion, ethnicity etc. They are created and maintained by social
institutions such as famities; governments, communities, schools, chur.ches and the media.
Since gender roles are socially determined they are subject to constant change. In contrast
the biological sex is determined at birth and essentially unchangeable. lt refers to the
biological characteristics of being a woman or a man.
Gender analysis
Is the analysis of the different roles, functions etc. played by men and women, including key
issues such as gender-based division of labor, productive and reproductive activities, access
and control over resources and benefits, and socio-economic factors that influence men and
women. A gender analysis should be conducted at every step of any intervention, policies or
programs starting from the setting of priorities and data collection, to the design,
implementation and evaluation.
Gender discrimination
Gender discrimination refers to differences in treatment based on a person's sex; this
involves systematic and structural discrimination against women in the distribution of
income, access and control over resources, and participation in decision-making.
Gender equality
When there is no discrimination based on a person's sex in the allocation of resources or
benefits, in the access to services or decision-making processes. Gender equality may be
measured in terms of whether there is equality of opportunity and/or results of project
interventions.
Gender equity
Gender equity means fair treatment of women and men. To ensure fairness, there must be
measures to address the historical and social disadvantages that prevent women and men
from sharing equally in the results and benefits. Equity is the means (process) and equality
is the result. One example of such a measure of equity is the provision of leadership training
for women, which addresses the problem of gender inequality in structures of governance.
Gender roles
Gender roles are the roles both sexes perform due to being female or male in a specific
society. Both sets of roles are associated with sets of behaviors and social values, such as a
man participating in politics and a woman taking care of household chores. If individuals do
not fulfil! their gender roles according to the expectations of society, they might face serious
social exclusion and censure.
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Gender sensitivity
The ability to recognize gender issues and to recognize women's and men's different
perceptions and interests arising from their different social position and gender roles.
Gender mainstreaming/Gender integration
Gender mainstreaming is the integration of. genden::oncerns into the anatyses, formulation
and monitoring of policies, programs and projects, with the objective to reduce inequalities
between women and men.
Sex-disaggregated data
This refers to the differentiation by sex of statistical and other data. This is a basic
requirement of good practice in development programming. Without this, it is difficult or
impossible to determine the gender impacts of development activities.
Practical gender needs
Practical gender needs are derived from the practical living and working conditions of both
women and men. They refer to the fulfillment of such basic needs as improving nutrition or
housing conditions, access to clean water and health services etc. Addressing practical
gender needs alone would not address the underlying reasons for gender discrimination.
Strategic gender needs
Unlike practical needs, strategic gender needs arise out of an understanding and analysis of
women's subordinate situation in society. Strategic gender needs aim at a balance of power
between women and men and an improvement in the social status of women. They include
e.g. the right to own land, equal right to stand as candidates for election or the abolition of
violence against women.
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