WOMEN IN SPORT CONFERENCE, UEFA NYON
19 February 2015
The IOC and women’s development
Dominique Niyonizigiye
GENDER EQUALITY : Empower Women through Sport…
• Olympic history dominated by men: what role left to women in Olympism?
• First policy concept in 1995
• Policy elaborated and programmes developed since 1996
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GENDER EQUALITY: IOC POLICY
Four Dimensions:
1. Olympic Games participation and
promotion of physical activity
2. Promoting women in Sport
leadership
3. Advocacy /Raising awareness
4. Support
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women at
Olympic
Games….
XXX 4
• Paris 1900: 2% of women & first participation of women in Olympic Games
• Tokyo 1964: 13%
• Los Angeles 1984: 23% of women
• Beijing 2008: 43% of women
• London 2012: 44% of women
• Sochi 2014: 40%
YOUTH OLYMPIC GAMES:
• Women in Singapore: 46%
• Women in Innsbruck: 45%
• Women in Nanjing: 49%
Olympic agenda 2020: 50%
Women at Olympic Games
WOMEN
LEADERS…
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AFRICA
Presidents Secretary Generals
Aicha Garad Pertus – Djibouti Hezel Kennedy – Zambia
Agnes Tjongarero – Namibia Betelhem Mekonnen Wondimag– Ethiopia
Matlohang Moiloa-Ramoqopo – Lesotho Muriel Hofer – Swaziland
Miriam Moyo – Zambia Anna Mguni - Zimbabwe
Filomena Fortes – Cap Vert Joan Smit - Namibia
Vivian Gungaram - Mauritius
Aminatah FOFANA - Côte d’Ivoire
AMERICAS
Nicole Hoevertsz – Aruba
Judith Simons, JP – Bermuda Veda Bruno-Victor - Grenada
Sarah Rosario Vélez – Puerto Rico Silvia Gonzalez – Costa Rica
Fortuna Belrose - St Lucia Carlena Sampson de Díaz - El Salvador
Lyn Reid – US Virgin Islands
Annette Knott – Trinidad and Tobago
Dorothy Astra Singh - Suriname
Elida Parraga - Venezuela
ASIA
Rita Subowo – Indonesia Lana Al-Jahgbeer - Jordan
EUROPE
Stefka Kostadinova – Bulgaria Gunilla Lindberg – Sweden
Daina Gudzineviciute - Lithuania Marlse Pauly - Luxemborg
Yvette Lambin-Berti – Monaco
Nese Gundogan- Turkey
Liney Gakkdivsdittir – Iceland
Cristina Vasilianov - Moldova
Marlyse Pauly - Luxembourg
Liney Rut Halldorsdottir - Iceland
OCEANIA
Lady Joyce Robyn Kaho Tu’Ivakano – Tonga Bakai Temengil – Palau
Rosaline Blake B.E.M – Cook Islands
Ms Kereyn Smith - New Zealand
Ms Lorraine Mar – Fiji
Ms Auvita Rapilla – Papua New Guinea
Erika C. Radewagen – American Samoa
Fiona De Jong - Australia
Women
leaders in
NOCs
Summer Olympic IFs
HRH Princess Haya AL HUSSEIN President, FEI
Marisol CASADO President, ITU
Loreen BARNETT Secretary General, ITU
Shiny FANG Secretary General, UIPM
Sabrina Zeender Secretary General, FEI
Winter Olympic IFs
Kate CAITHNESS President, WCF
Sarah LEWIS Secretary General, FIS
Nicole RESCH Secretary General, IBU
Heike GROSSWANG Secretary General, FIBT
Recognized IFs
Anna ARZHANOVA President, CMAS
Molly RHONE President, INF
Suasanne SCHÖDEL Secretary General, FAI
Barbro RÖNNBERG Secretary General, IOF
Gillian HILL Secretary General, IWWF
Bijian LIU Secretary General, IWUF
Hélène DENIS Secretary General, UIAA
Viven LAU Secretary General, WB
Beng CHOO LOW Secretary General, WBSC
Debra GAWRYCH Secretary General, IFSC
Women
leaders in IFs
Male-female inequality around the world
UN Women report: • Only 21.9 per cent of national parliamentarians were
female as of 1 December 2014, a slow increase from
11.3 per cent in 1995
• As of January 2015, 10 women served as Head of
State and 15 served as Head of Government
• Globally, there are 37 States in which women
account for less than 10 per cent of parliamentarians
in single or lower houses, as of December 2014
• As of January 2014, only 17 per cent of government
ministers were women, with the majority overseeing
social sectors, such as education and the family
• 2009 – 2010 Loughborough was commissioned to undertake a second study with
primary focus on why female members of NOC/IFs were not being elected to senior
roles of President, Secretary General, and Treasurer, and to develop KPIs and
recommendations.
Women in Leadership: Loughborough research
Loughborough results: Key Barriers to Gender Equity in the
Electoral System
Barrier 1 Lack of women identified to bring forward as candidates.
Barrier 2 Reluctance of female candidates to put themselves forward as candidates.
Barrier 3 General Assembly / Electorate dominated by (Male) Presidents and Secretary Generals
Barrier 5 Negative aspects organisational culture
Barrier 6 Women elected but not to senior roles
Barrier 7 Women marginalised by being limited to Women in Sport Commission / Area
Pre-Election Election Post-Election
Barrier 4 Lack of turnover. Long standing incumbents mean that few spaces for new (female) candidates. Low incentive to engage in succession planning
Key Barriers to Gender Equity in the Electoral System
Barrier 1 Lack of women identified to bring forward as candidates.
Pre-Election Election Post-Election
Developing a List of Potential Candidates balanced in terms of gender) for consideration for posts of responsibility within the NOC or IF; • benefiting from training. • This could be an
extended role of nomination commissions
Key Barriers to Gender Equity in the Electoral System
Barrier 2 Reluctance of female candidates to put themselves forward as candidates.
Pre-Election Election Post-Election
Developing Continental seminars/trainings to focus on the development not just of technical competences, but also ‘political competences’ e.g. how to present oneself as a candidate.
Key Barriers to Gender Equity in the Electoral System
Barrier 3 General Assembly / Electorate dominated by Male Presidents and Secretary Generals
Pre-Election Election Post-Election
Providing incentives to foster gender balance in the electorate (ITU): has differential funding policy for those NFs that send gender balanced vs. one gender only representatives to the General Assembly.
Key Barriers to Gender Equity in the Electoral System
Pre-Election Election Post-Election
Barrier 4 Lack of turnover. Long standing incumbents mean that few spaces for new (female) candidates. Low incentive to engage in succession planning
Establishing limits to tenure for officers: this is an aspect of good governance, already evident in the IOCs own approach; It would foster succession planning which could incorporate search for nominations from both genders.
Key Barriers to Gender Equity in the Electoral System
Barrier 5 Negative aspects organisational culture
Pre-Election Election Post-Election
Developing Audits of Organisational Culture • to identify the implicit
and explicit values and practices in NOCs / IFs;
• In order to evaluate how these relate to features of good governance (including equity).
Key Barriers to Gender Equity in the Electoral System
Barrier 6 Women elected but not to senior roles
Pre-Election Election Post-Election
Introducing Limited Terms of office and KPIs • limiting terms of office; • adopting KPIs relating to
the proportion of candidates from either gender;
• Specifying the competences, skills sought in the post holder.
Key Barriers to Gender Equity in the Electoral System
Barrier 7 Women marginalised by being limited to Women in Sport Commission / Area
Pre-Election Election Post-Election
Focus on Equity Focusing solely on gender makes it easy to see this as a problem of/for women. Focusing on equity as a requirement of good governance defines this as a problem of good governance for all to concern themselves with.
Loughborough results: KPIs to Gender Equity and Access to
Executive Decision Making Roles
Area of Performance Indicator(s)
1. Equity Policy Process and Structures
a) Each NOC/IF reviews its statutes to consider elements relevant to the achievement of gender
equity (e.g. the make-up of representation at the General Assembly)?
b) Each NOC/IF undertakes an audit of organisational culture to identify and deal with critical issues
in relation to equity?
Each NOC/IF subsequently established / revised a formal gender equity policy in terms of
participation, coaching, and management / decision-making, as well as volunteering and formal
employment?
1. Review of statutes undertaken. (Yes / NO)
2. Audit of culture undertaken (Yes / No)
3. (a) Equity policy established
(b) Equity policy externally assessed.
2. The Executive, Election and Appointments Procedures
Minimum targets established for the following:
(a) Attendees at General Assembly
(b) Membership of the Board / Executive Committee
(c) Membership of, and Chairs of, Commissions
(d) Candidates for senior positions (President, Secretary General, Treasurer)
Clear , simple, stretch targets in the form of a minimum
percentage to be achieved by the end of the forthcoming
quadrennial cycles, which represent a progression from those
previously adopted for membership of Executive Committees
and Boards.
3. Identification and Training of Candidates
1. Provision of training seminars by Continental Associations to develop capacity among potential
candidates for election from the minority gender in NOC Executives / Boards.
2. Development of a database of potential candidates for significant roles in NOCs and IFs
1. A minimum of one seminar per year per Continental
Association across the quadrennial, dedicated to
developing competence in self presentation at elections
for minority gender candidates.
2. Database of size appropriate to the size of the NOC and
the national sports system, with a minimum of 40% of
each gender. 19
IOC Women and Sport Policy
Gender Equality through
Sport
- Ensure greater access to sport for girls & women
- Encourage women to take leadership positions
- Advocacy & Awareness
Women and Sport Commission
Global Communication through IOC platforms
IOC World Conferences on Women & Sport
IOC Women & Sport Awards
Observatory on women in sport
International platform – best practice sharing
International Women’s Day
UN Commission on Status of Women
Other International conferences on the
subject
Leadership & mentoring training workshops
Workshops for women in media
Management training
Coaches and officials training (O
Youth Olympic Games – education programme
In cooperation with Olympic Solidarity, NOCs
and IFs
Direct technical or financial support to local
projects benefitting girls and women
driven by NOCs, IFs, NGOs in cooperation
and with the financial support of Olympic
Solidarity
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- World Conferences every 4
years
- IOC Women and Sport
Trophies
OUR ADVOCACY PROGRAMMES
5th IOC World Conference on Women and Sport: Los Angeles February 2012
• Around 700 delegates from 120
countries participated to the 5th IOC
World Conference on Women and
Sport
• Recommendations aimed at
promoting gender equality in sport
and using sport as a tool to improve
the lives of women around the world
• The declaration focused on two main
themes:
- The need to bring more women into
management and leadership roles
- The need to increase collaboration
and partnerships, especially with UN
organisations, to promote gender
equality.
Advocacy/raising
awareness:
IOC Women &
Sport Awards
SUPPORT PROGRAMMES…
Support to NOCs -Technical and financial assistance for NOC projects benefiting women & girls in communities -Scholarships for athletes and coaches and trainings for sport administrators
- Support « Women and Sport » policy and programmes development - Assistance to NOCs and IFs with expertise, guidelines, advise for national programmes & activities In partnership with Olympic Solidarity
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Training programme: More than 600 women trained in the 5 continents…
Cairo, 2006
Miami, 2007
Kuala Lumpur, 2008
Guam, 2009
Luanda, 2010
Minsk, 2011
Mexico, 2012
Tonga, 2013
Cambodia, 2015
Some important elements to take into consideration…
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Establish a mentoring programme for women and girls using iconic
women sports administrators and former sportspersons
Ensuring that both men and women are addressed in new out-reach
programmes however maintaining the balance of serving women and
girls
Forster the partnership with key actors
Involve young female athletes
Establish a monitoring /evaluation system
Best practices, networking..
• The IOC will create a specific electronic platform to publish and profile successful projects which will have been undertaken by members of the Olympic Family and NGOs in order to promote good practices and a place for exchange of ideas.
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Harassment and Abuse programme…
The IOC has put in place a working-group to
analyse how to efficiently educate young
athletes to prevent the Harassment and Abuse
in sport
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My conclusion:
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“Sport is the mirror of the society” :
- Breaking down prejudices, institutional discrimination and cultural
barriers is never easy. It requires determination and courage. It
takes individual action and collective action.
- Changes require change of behaviour, it’s a long process…
- Changes require more commitment from decision-makers…
BUT NEVER GIVE UP!
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The journey towards success goes on…
We need to reach equality Everywhere: ►50% of Women at the Games ►More women in leadership positions within the Olympic Movement ► More Women coaches and officials ► Equal training opportunity for women ► Equal media coverage ► Equal funding opportunities ► No more violence and Abuse against women and girls!
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The Olympic Movement has made great
strides in the long effort to achieve
equality of access in sport. However,
there is much more work to be done.
THE ROAD TOWARDS SUCCESS
CONTINUES….
THANK YOU!
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CONTACT US
Department of International Cooperation &
Development
Tel: +41.21.621 61 11
Fax: +41.21.621 63 54
www.olympic.org