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The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
OAS Cataloging-in-Publication Data
The Institutionalization of a gender approach in the Ministries of Labor of the Americas.p. ; cm. ISBN 978-0-8270-5375-51. Women--Employment--America. I. Organization of American States. Department of Social Development and Employment.HD6091 .I5 2009
ORGANIZATION OF AMERICAN STATES17th Street and Constitution Ave, N.W.Washington, D.C. 20006, USAInternet: www.oas.org
All rights reserved
Secretary GeneralJosé Miguel Insulza
Assistant Secretary GeneralAlbert R. Ramdin
Executive Secretary for Integral DevelopmentAlfonso Quiñónez
Department of Social Development and EmploymentDirectorFrancisco Pilotti
The partial or total reproduction of this document without prior authorization may be a violation of the applicable law. The Department of Social Development and Employment encourages dis-semination of its work and will normally grant permission for reproduction. To request permis-sion to photocopy or reprint any part of this work, please send a request in writing with complete information to:
Department of Social Development and Employment, SEDI1889 F Street, N.W., Washington, D.C. 20006, USAFax: 202-458-3149Email: [email protected]
Graphic Design: Claudia Saidon / Maximo Gastaldi
The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Organization of American Estates
Inter-American Conference of Ministers of Labor (IACML)
Inter-American Network for Labor Administration (RIAL)
This study was coordinated by Francisco Pilotti, Director of the Department of Social Development and Employment (DDSE) of the Organization of American States. The document was prepared by the consultant Lylian Mires Aranda and, in preparing it, use was made of information contained in an internal document produced specifically for the project by the consultant Leith L. Dunn, titled “Institutionalization of Gender Mainstreaming in the Ministries of Labor in the Caribbean.” María Claudia Camacho, Labor Specialist with the DDSE, assisted in all phases of the project.
María Elena Valenzuela, Regional Specialist in Gender and Employment of the ILO, provided valu-able input during the project’s various stages.
The Inter-American Commission of Women (CIM) actively supported the project, particularly dur-ing the phase dealing with the consultations with the national mechanisms for the advancement of women.
The greatest contribution made to the completion of this initiative was the enthusiastic participation of the Ministries of Labor, who dutifully responded to all the inquiries made in the questionnaires sent out by the DDSE. At the RIAL Workshop on Gender Mainstreaming in the Ministries of Labor of the Americas, held in Buenos Aires on July 21, 2009, representatives of those ministries’ gender units presented constructive criticisms and suggestions that enabled the content of this report to be enriched significantly.
The views and opinions expressed in this document are the sole responsibility of the Department of Social Development and Employment.
The preparation and dissemination of this document were made possible thanks to contributions from the Labor Program of Human Resources and Social Development Canada (HRSDC) and the Canadian International Development Agency.
ContentsPrologue
7
1. Introduction 9a) Description of the Study 9
b) Methodology 10
c) Structure of the document 11
2. The institutional context 15The decent work framework 15
Facilitating factors 17
3. The characteristic features of gender perspective institutionalization 21
4. Conclusions 47
5. References 53
6. Annex 1: Training proposal for the institutional strengthening of specialized gender units within Labor Ministries
57
7. Annex 2: Answers from Labor Ministries and National Mechanisms for the Advancement of Women to the request for information (available in Spanish) 61
6 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
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PrologueMillions of men and women across the Hemisphere work tirelessly day after day. For both, getting a decent job, providing for their families, attending to their needs while complying with their labor obligations and participating in the life of their societies is a challenging endeavor.
The past few decades have seen the opening of new opportunities for women and the transforma-tion of their role in economic and social life. Women’s numbers in the world of work have increased in a sustained manner, and their income is becoming more indispensable with each passing day to keep their families from falling into poverty. Nevertheless, women also face systemic obstacles––beginning with the fact that their work is not always paid––that affect the type of work they get, their wages and benefits, their working conditions. In Latin America, women are overrepresented in the informal economy and their earnings are still lower than men’s in spite of their higher levels of schooling. Furthermore, since women add productive work––for the marketplace––to reproduc-tive work––for family care––they work longer hours than men.
This state of affairs is all the more worrying in the light of the current economic crisis because of the difference it has produced between men and women in terms of impact of the crisis on the sup-ply and quality of employment. In the region, unemployment has increased to two-digit averages, whilst informal employment has expanded. In both cases, women are overrepresented. That is why the Global Jobs Pact adopted last June by the International Labour Conference identifies gen-der equality in the labor market as a key area and the crisis as an opportunity to design new gender equality promoting policy responses. One of the lessons learned from the crisis is that a stronger labor institutional framework is a necessity as both a strategic and long-term element, and a require-ment for overcoming the decent work deficit faced by the region.
Overcoming sex-based discrimination and gender inequities in the world of work is a requirement for the achievement of decent work as well as an ethical imperative for all our societies. As such, it demands the commitment of governments, employers and workers. For governments, this com-mitment implies mainstreaming the gender perspective into labor and employment policies, and into the way Ministries of Labor in the region operate. This is an effort the Organization of Ameri-
8 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
can States has been pursuing since 2005 within the framework of its Inter-American Conference of Ministries of Labor (IACML).
The Ministers of Labor of the Americas, meeting in Mexico City in 2005 on the occasion of the XIV IACML, committed themselves to advance the incorporation of the gender perspective into public policies, and ordered that a study be carried out to provide insights in support of this endeavor. Thus came about the “Gender Equality for Decent Work” report and the “Strategic Guidelines of the XV IACML for Advancing Gender Equality and Non-discrimination within a Decent Work framework” that were presented and approved by the XV IACML in Port of Spain in 2007.
The report presented here complies with one of the XV IACML’s strategic guidelines, which ex-plicitly provided for an analysis of the state of progress of gender perspective institutionalization in Ministries of Labor, by taking a snapshot of those ministries’ internal structures, the various schemes governing their units or commissions in charge of gender affairs, and the existing capaci-ties of the latter for making gender equality a shared objective. The institutionalization of the gender perspective in Ministries of Labor is emerging as a highly effective tool for designing gender equal-ity policies, plans and programs. This reflection about different experiences in the region––and the strengths and weaknesses they evince––provides an orientation framework for future actions.
Since its very inception in 2005, work for this study has been supported by the collaboration and technical expertise of the Inter-American Commission of Women (CIM) and the ILO. ILO’s contri-bution is the fruit of a relationship of close cooperation dating back to 1950 and recently strength-ened by the Memoranda of Understanding signed in 2005 and 2007.
This study provides new elements for analyzing the work and strengthening the management of Ministries of Labor in the region. It has provided additional input for ILO’s Gender Equality at the heart of Decent Work campaign, as well as for the debate that took place on this issue during the 2009 International Labour Conference.
The proposals it contains will be developed further within the framework of the Inter-American Conference of Ministries of Labor following its XVI meeting in Buenos Aires in October 2009, and will be implemented through Inter-American Network for Labor Administration (RIAL) activities. As in the past, these can count on substantial backing from CIM and the ILO.
It is with profound satisfaction that we deliver this report to the Ministries of Labor and the general public. The proposals it contains make it possible to continue incorporating the gender perspective into the Ministries as well as into labor and employment policies. Its ultimate goal is to ensure that men and women enjoy the same rights and opportunities in the world of work in harmony with the postulates of decent work.
José Miguel Insulza Juan Somavía Secretary General Director-GeneralOrganization of American States International Labour Organization
Introduction . 9
As one of the actions envisaged for the 2007-2009 period, the XV Inter-American Conference of Ministers of Labor (IACML) has entrusted its Technical Secretariat with carrying out a study on the institutionalization of the gender per-spective in the region’s ministries of labor, one that would include the various types of bureaux, units or commissions dealing with gender issues within each ministry’s organizational structure. The study’s conceptual framework would reflect the Conference’s explicitly declared intent to ad-vance gender equality within the framework of decent work.
The purpose of the study is to give the IACML an hemispheric overview of progress made to-wards institutionalizing the gender perspective in Labor Ministries in the Americas, by detecting strengths and weaknesses as well as the most re-markable results for the processes involved, in order to define strategic areas of intervention, particularly through the Inter-American Net-work for Labor Administration (RIAL).
This study can thus be described as an exercise in systematizing and interpreting the informa-tion supplied by Labor Ministries and national mechanisms for the advancement of women in the region. It provides a record of the various
types of units dealing with gender issues within each ministry, a selection of good practices, and conclusions, to support the creation, strengthen-ing or reorganization of these units so as to make their existence a guarantee that Labor Ministries across the region integrate the gender perspec-tive into their policies and programs.
a) Description of the Study
This study documents and systematizes the current state of incorporation of the gender perspective into the institutional framework of Labor Ministries in the region. It also identifies the main weaknesses and strengths of gender perspective institutionalization processes on the basis of established criteria including, among the most important, mainstreaming promotion, coordination with institutions and agencies, structural stability, resource availability, charac-teristic features of implemented programs.
Based on that analysis, recommendations are set forth for strengthening the incorporation of the gender perspective into Labor Ministries’ internal and cross-cutting practices by means of actions designed as institution building efforts. The same approach is used to highlight the best
Introduction
1
10 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
practices identified with regard to promoting horizontal cooperation among the various coun-tries.
b) Methodology
The research for this study was performed by combining different information compilation techniques to perform the following actions:
a) Design a data sheet/questionnaire for collect-ing the required information, sent by the OAS Department of Social Development and Em-ployment to all Labor Ministries in the region.
b) Design the data sheet/questionnaire sent to national mechanisms for the advancement of women
c) Personally interview key informers in a num-ber of countries to round out the information re-ceived through the fact sheets/questionnaires
d) Analyze contents from secondary sources (in-stitutional documents and publications, internal and external evaluations, Web pages, etc.)
e) Perform a more in-depth analysis of cases likely to be of interest as real life examples of good gender institutionalization practices (desk study analysis and interviews).
f) Hold a workshop at which the preliminary report was presented to delegates from the re-gion’s labor ministries. The main findings were discussed on that occasion, which enabled fur-ther analysis of their causes as well of the main strengths and weaknesses of the specialized gender units in discharging their functions1.
g) Prepare a follow-up questionnaire that was sent to the countries. Its aim was to supplement the information where the greatest weaknesses were detected (descriptions of ongoing pro-grams) and, at the same time, to investigate the terms of reference of the specialized gender units (mission, objectives, perceptions of achievement in terms of institutional incorporation and per-meation into labor ministries’ structures).
The OAS Department of Social Development and Employment sent a letter to all Labor Min-
istries in the region, requesting them to an-swer a specially designed information collec-tion questionnaire. Once the answers came in, work began to systematize the information thus provided along research axes identified in the survey design stage as the most significant for purposes of throwing light on the phenomenon under study:
a) Characteristic features of institutional inser-tion (existence and origin of a mandate)b) Missionc) Functionsd) Economic empowermente) Available resourcesf) Strengths and weaknesses detectedg) Programs and projectsh) Training (received and needed).
This information was mapped and used for axis and cross-axis analysis. At the same time, a desk study investigation was performed on a good number of the countries involved, their connections through regional initiatives, and the impact of such connections on each country.
Next, through the Interamerican Commission of Women a complementary questionnaire was sent out to national mechanisms for the advance-ment of women in the region in order to gather their views about the operation of gender affairs units and round out the information collected from Labor Ministries. The units were requested to inform about their connection with special-ized units on gender issues in the ministries of labor, their perception of threats and strengths as relevant to the units’ continuing existence, and their recommendations for improving their performance. The information thus collected was systematized and processed together with the one already obtained. This phase of the study made it possible to gain a deeper understanding of these agencies’ expectations and views with regard to the needs, strengths and weaknesses of gender mechanisms or units. The informa-tion thus systematized has been put into tables showing the situation on an individual country basis.
The data sheets/questionnaires in question were sent to Labor Ministries and national mechanisms for gender equality in all 34 OAS member states. Answers were received from 29
1 RIAL Workshop on Gender Mainstreaming in the Labor Ministries of the Americas, Buenos Aires, Argentina – July 21, 2009.
Introduction . 11
ministries and 17 national mechanisms.
Since the analysis presented here is based on in-formation supplied by the aforementioned insti-tutions, the indicators of gender perspective in-stitutionalization it provides are of a qualitative nature, in that they describe the institutionaliza-tion process without also measuring its results.
c) Structure of the document
This document sums up and contextualizes the information collected in the manner described in the previous section. The initial chapter de-scribes the context in which the gender perspec-tive is being institutionalized in the countries of the Hemisphere, from the standpoint of both the general political and social characteristics of the region, and the factors that have facilitated the institutionalization of the gender perspective in Labor Ministries. It does so within the frame-work of decent work, of which gender equality is an integral part by definition.
The following chapter discusses the information collected from the above mentioned sources in the following order:
a) Context: The context in which the gender per-spective is being integrated into the Labor Min-istries is described by way of a brief introduc-tory reference
b) Institutional map: A number of synopses are used to present the current situation with regard to the existence of gender bureaux within the ministries of labor.
c) Organizational analysis of gender bureaux or specialized units, with regard to: Structure and functions
Place within the ministry’s organizational structure Staffing level and budget Portfolio of main programs and projects Identification of the relevant stakeholders in-
volved in the work of the office or unit, and—more particularly—of the national mechanisms for gender issues.
d) Institutional analysis: The information com-piled is analyzed to detect any gaps and mis-matches between the theoretical regulatory and the actual operations of bureaux or specialized units as a way to identify strengths and weak-nesses of their institutional insertion, their ef-fectiveness towards mainstreaming the gender perspective, and their impact on labor policies. The sustainability of their institutional insertion is analyzed in terms of resources and strategies. The achievements and impact of the actions un-dertaken are discussed, along with the effective-ness of intra and interinstitutional coordination with the various actors and involved stakehold-ers. Gender perspective mainstreaming and oth-er programs are analyzed.
e) The final section sets out the conclusions based on the most important findings revealed by the study. Along with those conclusions, a series of recommendations are proposed in connection with the most common weaknesses in special-ized gender units or bureaux. In particular, at-tention is paid to a proposal on training needs, since this is a strategy that will allow the region to make progress with the institutionalization of a gender approach inside labor ministries.
f) Finally, a number of good practices have been included, which showcase the ministries’ ca-pacity for innovation and highlight various ele-ments that could serve as a source of inspiration for other countries.
12 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Answers from Labor Ministries and National Mechanisms for the Advancement of Women to the Request for Information
Countries Ministry of Labor
National Mechanism for the Advancement of Women
Canada x
United States x x
Mexico x x
Argentina x x
Bolivia x x
Brazil x x
Chile x x
Colombia x
Ecuador x
Guyana
Paraguay x x
Peru x
Suriname x
Uruguay x
Venezuela x
Antigua and Barbuda x x
Bahamas x
Barbados x
Belize x
Costa Rica x x
Dominica
El Salvador x x
Grenada x
Guatemala x x
Haiti x
Honduras x x
Jamaica x
Nicaragua x x
Panama x
Dominican Republic x x
Saint Lucia x
Saint Kitts & Nevis x
Saint Vincent and the Grenadines x
Trinidad and Tobago x
Total34 29 17
14 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
decent work
The Institutional Context . 15
The decent work framework
In 2007 the XV Inter-American Conference of Ministers of Labor (IACML) adopted a number of strategic guidelines for advancing gender equality within the framework of decent work, a concept introduced by the International Labor Organization (ILO) in 1999. The concept of de-cent work is linked to four objectives: promot-ing labor rights; advancing job opportunities; improving social protection; and strengthen-ing social dialogue. Each of these objectives is cross-cutting and directed at promoting gender equality and overcoming poverty through work and the strengthening of democracy. From that perspective, the decent work concept seeks to enable both men and women to achieve produc-tive employment under conditions of freedom, equality, safety and dignity.
Although over these past few decades the gap between men and women has been reduced in terms of participation in the workforce, when it comes to employment quality the gap has re-mained and even deepened. In other words, women’s access to productive work under con-ditions of safety and dignity is not a given.
In every country in the region, the wage gap
between men and women persists along with a marked level of horizontal segregation of the labor market that concentrates women workers in a few industries, mostly those where wages, productivity and social and financial rewards are lower. Little progress has been found with regard to horizontal segregation of the labor market, with a high percentage of women em-ployed in the lowest paid occupational catego-ries, even though women score higher schooling rates than men at every level, including higher education.
Women’s increased participation in the labor market has not been accompanied by commen-surate advances towards an equitable distribu-tion of roles, for the vast majority of them main-tain their reproductive role within the family. For that reason, the need to reconcile paid work with the performance of their assigned roles tends to make women’s entry into the labor market more precarious, more characterized by temporary employment, fewer working hours, greater mobility between employment and un-employment, all of which is conducive to greater lack of social security coverage. The recourse to the decent work framework is indeed an answer to the increasing lack of social security coverage for men and women workers. At the same time,
2
The Institutional Context
16 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
it is necessary to devote special attention to gen-der equality with regard to women’s work and employment.
As the OAS gradually embraced the need to adopt policy guidelines consistent with the cre-ation of decent work in the course of its past sev-eral summits and ministerial meetings, its mem-ber States have made a number of commitments to adopt employment creation policies focused not only on creating more jobs but also better, decent work generating jobs. This intent was re-affirmed time and again at the Inter-American Conference of Ministers of Labor (IACML) of the OAS beginning with the XII IACML (Ot-tawa, 2001), and by the XV IACML of 2007 it had become one of the central issues. At that Conference, the OAS Department of Social De-velopment and Employment (DSDE), acting un-der the mandate of the XIV IACML, presented a document containing proposals to carry out studies, and foster the sharing of successful practices for integrating the gender perspective into public policies. This document, entitled “Gender Equality for Decent Work: Proposals for Mainstreaming Gender into Labor and Em-ployment Policies within the Framework of the IACML”, provides strategic action guidelines to strengthen the inclusion of the gender perspec-tive into the IACML’s institutional action and help eliminate gender gaps at work. The guide-lines are aligned with the objectives of the 2006-2015 Decent Work Hemispheric Agenda and the mandates of the Summits of the Americas and the Inter-American Conference of Ministers of Labor2. Although they are primarily directed at Labor Ministries in the region grouped in the IACML, their implementation will involve workers and employers organizations through the participation of the two advisory bodies of the IACML: namely, the Trade Union Technical Advisory Council (COSATE) and the Business Technical Advisory Committee on Labor Mat-ters (CEATAL).
The strategic guidelines in question provide, firstly, for the creation of High Level Dialogues on Gender and Employment between the La-bor Ministries grouped in the IACML and the authorities of women’s mechanisms, grouped in the Interamerican Commission of Women (CIM), as a way to reinforce the political com-
mitment in favor of gender equality in the world of work, to develop intersectoral actions putting in practice that commitment, and to facilitate fluid, ongoing communication among the said institutions3; secondly, for an evaluation of all specialized units, offices or bureaux in charge of gender affairs in Labor Ministries; thirdly, for strengthening hemispheric horizontal coop-eration as a way to facilitate cooperation on is-sues related to decent work and gender equality through the Inter-American Network for Labor Administration (RIAL); fourthly, for the creation of an hemispheric labor observatory on gender and employment for monitoring gender gaps trends in employment and work.
IACML’s efforts to foster decent work incorpo-ration in countries across the Hemisphere cor-relate with the Interamerican Program on the Promotion of the Human Rights of Women and Gender Equity and Equality (IAP) promoted by the Interamerican Commission of Women (CIM), which has among its specific objectives to achieve women’s full and equal access to work and productive resources. The same objective is pursued by the recommendations presented by CIM for mainstreaming gender into the Pro-grams and Policies of Labor Ministries in the Hemisphere, contained in the Follow-Up Plan on the Interamerican Program on Gender and Labor (SEPIA I) for the year 2001, which notably recognize the institutionalization of the gender perspective as instrumental to the promotion of decent work.
Thus decent work is at the very centre of the ac-tions that Labor Ministries in the region need to undertake in order to advance the elimination of the most flagrant gender gaps with regard to income, safety, vocational and job training opportunities, trade union participation, social dialogue, gaps that stand in the way of produc-tive work under conditions of freedom, equal-ity, safety and dignity.
From that perspective, the institutionalization of the gender perspective in Labor Ministries through the creation of specialized gender mech-anisms or units with a mission to mainstream the gender perspective is instrumental to increasing gender equality in work and employment, and has a crucial role to play as decent work facilita-
2 “Gender Equality for Decent Work: Proposals for Mainstreaming Gender into Labor and Employment Policies within the Framework of the IACML” (Report to the XV CIMT). OAS/Ser.K/XII.15.1TRABAJO/INF.1/077 August 2007.3 Ibidem.
The Institutional Context . 17
tor. Accordingly, specialized gender units take center stage in operationalizing what is, in the words of the United Nations Economic and So-cial Council “a strategy for making women’s as well as men’s concerns and experiences an integral dimension of the design, implementa-tion, monitoring, and evaluation of policies and programs in all political, economic and societal spheres so that women and men benefit equally and inequality is not perpetuated”4 . The institutionalization of the gender perspec-tive in Labor Ministries is emerging as a highly effective tool for designing gender equality poli-cies, plans and programs. As a strategy it will make it possible, on one hand, to mainstream the gender perspective by endowing men and women officials of all institutional areas with gender analysis capacities that will become part and parcel of their daily work; and, on the other, to create interinstitutional networks with Labor Ministries at their centers, that will promote a comprehensive approach to gender issues. At the same time, it will provide an appropriate scenario for enlisting the support of the stake-holders involved (workers organizations, trade unions, occupational organizations, employers organizations, government agencies and civil society organizations).
Facilitating factors
The favorable political environment created by the consolidation of democracy in the countries of the Hemisphere, combined with the legacy of the women’s movements that emerged with unforeseen force in the 80s, have facilitated the incorporation of the gender perspective into the institutional work of governments in the region. In all countries, mechanisms have been estab-lished for the advancement of women, whether they be ministries or women’s affairs offices, ex-hibiting varying degrees of institutionality, and accompanied in many cases by cross-cutting in-struments, including Equal Opportunity Plans.
During the 90s, several countries incorporated gender equality objectives into their national plans. Such was the case of Argentina, where the Equal Opportunities for Women in Employ-
ment Program (PIOME) was a part of its 1993-1994 Equal Opportunities for Women Plan and a 1997 decree sanctioned the Equal Opportunities between Men and Women in the World of Work Plan, whose objectives are recognized in the Pac-to Federal del Trabajo [federal labor agreement] of 1998. In the same decade, Mexico, Peru and Bolivia reported initiatives aimed at integrating gender equality objectives into their national plans, especially in connection with poverty eradication programs5. A number of countries in the Caribbean have committed themselves to strategic national development plans, some of which include gender mainstreaming agree-ments6.
On the other hand, women’s increased partici-pation in the workforce has been accompanied by changes in many women’s perceptions about the manifestations of inequality in the labor mar-ket. These changes basically arise as women face the new problems—such as work-life balance difficulties—brought about in relation to their gender condition by their entry into the world of work. In turn, discrimination perceptions have made it possible to consolidate labor demands with a gender content that have found an echo thanks to the institutionalization of the gender issue in all countries in the region through exist-ing mechanisms for the advancement of women. At the same time, as trade unions and employers organizations became more open towards wom-en’s greater participation within the framework of this new integrative mindset, these have been able to play a stronger role—albeit still in a re-stricted way—in social dialogue committees.
This entire process has permeated actors. Little by little, the number of Labor Ministries in the region has increased that, whether by means of agreements with gender equality promotion mechanisms and/or other strategies, have ad-opted policies aimed at reducing labor market gender gaps.
The intensity of this process varies from coun-try to country in relation to such institutional factors as the strength of national mechanisms for the advancement of women and of the La-bor Ministries themselves, in terms of level of institutionality and available human and fi-
4 United Nations Economic and Social Council (ECOSOC), July 1997. 5 The gender perspective in economic and labor policies. State of the art in Latin America and the Caribbean. Lieve Daeren. CEPAL/ECLAC Women and Development Unit. Santiago de Chile, February 2001.6 Trinidad and Tobago’s Vision 2020; Barbados 2005-2025; Jamaica 2015 and Vision 2030 Jamaica.
18 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
nancial resources. Context also plays a role, for much depends on the characteristic features of a country’s economy and—most importantly—on the political will of the powers to be, and on the allocation of sufficient financial and human resources.
Conditions that have originated mechanisms for the institutionalization of the gender perspective are likewise diverse: in some countries commit-ments resulting from international conferences have been significant drivers of the creation or improvement of institutional mechanisms by governments.
The existence of regional programs for the pro-motion of gender equality in their areas devoted to employment and the promotion of women’s empowerment has facilitated the process of es-tablishment of gender mechanisms in the Labor Ministries. The importance cannot be overesti-mated of the existence of the Tripartite Commis-sions created with the ILO’s support, particular-ly in MERCOSUR countries and Chile, as well as of programs like Formujer or Cumple y Gana in different countries in the region, as they helped give the initial impulse and then maintain the Labor Ministries’ specialized gender units.
The Tripartite Commissions were established in the five South Cone countries and in El Salva-dor, whether by a governmental decree or di-rectly through the Labor Ministries’ work plans. In every case, the Labor Ministry, supported by the respective women’s affairs office, convened employers and workers. Together, they repre-sent the government side in the commission. The workers and employers sides are repre-sented by the respective confederations of trade unions and employers organizations.
Even though achievement levels are not uniform among the countries of implementation, Tripar-tite Commissions are recognized in every coun-try as referents on matters of employment and gender and have helped put new issues on the table of discussion of the public agenda, have facilitated awareness raising and commitment among Labor Ministry authorities with regard to gender issues and the mainstreaming of the gender perspective into plans and programs7.
Particularly worth mentioning among regional programs is the Cumple y Gana: fortalecimiento de los derechos laborales project, implemented in Costa Rica, El Salvador, Guatemala, Hon-duras, Nicaragua, Panama and the Dominican Republic in order to increase compliance with labor rights by disseminating information about each country’s labor legislation, and strengthen existing labor inspection and alternative labor conflict resolution systems. The project is spon-sored and funded by the United States Depart-ment of Labor (USDOL) with support from each country’s respective Labor Ministry, and ex-ecuted in close collaboration with workers and employers organizations. Its development is the joint responsibility of the Foundation for Peace and Democracy, FUNPADEM, a nongovern-mental organization, and Abt Associates Inc. of Cambridge, Massachusetts.
Cumple y Gana is focused on such aspects as keeping workers and employers better informed about their respective country’s labor laws and standards; increasing the effectiveness and reli-ability of the Labor Ministries’ inspection sys-tems with regard to compliance with labor laws and standards. Its objectives also include the use of mediation and conciliation in labor dis-putes by Labor Ministries as well as by workers, employers and their organizations (Alternative Conflict Resolution Component (RAC). One central component consists of strengthening mechanisms for the promotion and protection of women’s labor rights from the gender perspec-tive.
In 2004, the Ministers of Commerce and Labor of the Central American States and the Domini-can Republic signed a joint declaration urging their Deputy Ministers to form a working group entrusted with preparing a report on ways to improve enforcement and observance of la-bor rights and strengthen labor entities in the region.8 The working group, supported by the Inter-American Development Bank, produced a document entitled “Labor Dimension in Central America and the Dominican Republic. Building Progress: Reinforcing Compliance and Strength-ening the Capacities”, also known as The White Book, which was published in 2005. Its recom-mendations include the elimination of gender-
7 C., Silvia Galilea O. and Leslie Marin. Informe final de consultoría para evaluar el trabajo de las comisiones tripartitas para la igualdad de oportunidades en el South Cone. Santiago : ILO, 2002.8 White Book: Labor Dimension in Central America and the Dominican Republic. Building Progress: Reinforcing Complian-ce and Strengthening the Capacities.
The Institutional Context . 19
based discrimination and labor discrimination against indigenous people, immigrant workers, persons infected with HIV and suffering from AIDS and persons with disabilities. It also rec-ommends the creation of a regional equal em-ployment centre “providing training, educa-tional materials, information on best practices … and programs focused on eliminating employ-ment discrimination concerns”9. Each partici-pating country has developed implementation plans for the 2007-2010 period. These compli-ance efforts, coordinated by each respective La-bor Ministry, have facilitated intersectoral and interinstitutional communication.
FORMUJER is a transnational initiative, “into which the capacities and resources of three Latin American entities and two international agen-cies converge, the former representing the vari-ous modes of organization of regional vocational training, the latter dedicated to promoting and supporting economic and social development policies10. The program started in 1998 and has been jointly financed by the Interamerican De-velopment Bank. CINTERFOR/ILO has been in charge of its regional coordination and techni-cal and methodological monitoring, while the running of its National Pilot Projects has been assigned to the Ministry of Labor, Employment and Social Security of Argentina, the INFOCAL Foundation of Bolivia and the INA (National Training Institute) of Costa Rica through their National Executive Units.
According to its basic document, “The ultimate purpose of the FORMUJER program is to give support to the female contribution to develop-ment, and help to alleviate poverty by improv-ing and increasing the productivity and employ-ment opportunities of low-income women in the region”11. Its action has focused on boosting the quality, relevance and gender equity of techni-cal and vocational education in the region, so as to bring about favorable conditions for equal
participation by women in technical-vocational training. The institutionalization of the gender perspective is mentioned among its achieve-ments.
An important role was played by the project en-titled “Incorporation of the Gender Dimension into Public Policies and Programs for Poverty Eradication and Employment Generation in Lat-in America”, (GPE) initiated in 2002 by the ILO Regional Office for Latin America and the Carib-bean in order to stimulate action against poverty at the national and regional levels. GPE’s con-tribution is in the area of building the institu-tional capacities of social actors (trade unions, employers organizations and civil society orga-nizations), as well as of the Labor Ministries. It has been implemented in Honduras, Nicaragua, Peru, Bolivia, Argentina and Paraguay and its activities have focused primarily on promoting gender equality in public policies and programs for employment, productive development and combat against poverty; on building the insti-tutional capacities of ILO constituents by means of education, training and awareness raising activities; and on developing a knowledge base aimed at advancing gender equality in employ-ment generation, productive development and poverty fighting policies.
The above mentioned factors have helped lay the foundations for the institutionalization of the gender perspective in Labor Ministries; nev-ertheless, whether the ground gained is main-tained will depend on structural, institutional and cultural factors as much as on women’s po-sition and prominence in society. Another fac-tor to be considered are the alliances that gender institutionalization mechanisms will be able to establish with national mechanisms for the ad-vancement of women so as be able to work in coordination, thus strengthening not only the incorporation of gender into labor programs but also the institutionality of gender itself 12.
9 Ibidem. 10 www.cinterfor.org.uy11 Un Modelo de Políticas de Formación para diversos Ámbitos de Intervención y Múltiples Actores. El Programa Formujer.12 Guzmán, Virginia. “The Institutionality of Gender in the State: New Analytical Perspectives”. CEPAL/ECLAC Women and Development Unit, Serie Mujer y Desarrollo. Santiago de Chile, March 2001.
20 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Mainstreaming
The characteristic features of gender perspective institutionalization . 21
A considerable number of countries in the re-gion have made the efforts required to create and maintain specialized gender mechanisms or units within their Labor Ministries. This chapter discusses the state of the art of this process on the basis of the information received from the sources themselves. Indeed, once processed, this information has provided an hemispheric overview of country-specific traits as well as of elements common to different countries. What follows is a description of our main findings:
In the majority of Labor Ministries in the region mechanisms have been created for the institutionalization of the gender perspective
The first difference detected among the countries consulted is the one between those that have cre-ated some sort of mechanism or unit for gender mainstreaming within their respective minis-tries and those that stated not having done so in their answers. The information collected shows that out of 34 countries consulted, 29 provided answers, and that 23 of those have such a mecha-nism in place (Table 1).
In fact, most ministries in the region have—in a
variety of forms—such units in place: 16 (Can-ada, United States, Mexico, Argentina, Brazil, Colombia, Ecuador, Paraguay, Antigua and Bar-buda, Bahamas, Costa Rica, El Salvador, Guate-mala, Nicaragua, Panama and the Dominican Republic) have a gender affairs bureau or spe-cialized unit; two (Peru and Suriname) have a focal point; in Uruguay, the function is provided in the form of an advisory service; Chile has a ministry gender affairs officer; in Honduras, the unit is in process of creation; in Bolivia, it is de-fined as the Ministry of Labor’s Fundamental Rights Unit.
Among the drivers of such proliferation, the political will of governments—in many cases, the highest institutional authority (Minister of Labor)—is particularly worth mentioning. An-other important driver is the need to comply with international commitments assumed by the region’s national governments regarding the institutionalization of the gender perspective.
Differences were detected among units with regard to structure, for some (the majority) are offices dedicated to women’s or gender affairs, whilst others serve a broader constituency, in-cluding, in particular, such vulnerable groups as children, the young, persons with disabilities or indigenous peoples (Mexico, Ecuador, Haiti).
The characteristic features of gender perspective
institutionalization
3
22 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Table 1
13 1945 was the year of creation of HRDC’s “Women’s Bureau”, later replaced by the Gender Analysis & Policy (GAP) Directorate en 2001. In 2007, following the creation of a new department (HRSDC), the office moved to its current location.
Specialized Gender Units existing within Ministries of Labor in the Region
Country Has one
Name Date of creation
Type of mechanism
Canada x Gender Based Analysis (GBA) Unit 194513 Bureau or specialized unit for gen-der affairs
United States x Women’s Bureau 1920 Bureau or specialized unit for gen-der affairs
Mexico x Dirección General para la Igualdad Laboral(Directorate General for Labor Equality)
1997 Bureau or specialized unit for gen-der affairs
Argentina x Coordinación de Equidad de Géne-ro e Igualdad de Oportunidades en el Trabajo(Coordinating Unit for Gender Equality and Equal Opportunities at Work)
2007 Bureau or specialized unit for gen-der affairs
Bolivia x Área de Género(Gender Area)
2007 Part of the Ministry of Labor’s Fun-damental Rights Unit
Brazil x Subcomissäo de Genero (Subcomi-sión de Género)(Subcommission for Gender Affairs)
2008 Bureau or specialized unit for gen-der affairs
Chile x Encargada Ministerial de Género(Ministry Gender Affairs Officer)
199420022006
Ministry Officer in charge of coor-dinating a sectoral committee with Ministry officials in charge of related services
Colombia x Grupo de Equidad de Género(Gender Equality Group)
2003 Bureau or specialized unit for gen-der affairs
Ecuador x Unidad de Género y Juventud(Gender and Youth Unit)
2007 Bureau or specialized unit for gen-der affairs
Guyana NA
Paraguay x Dirección de Promoción Social de la Mujer Trabajadora(Women Workers’ Social Promotion Directorate)
1971 Bureau or specialized unit for gen-der affairs
Peru x Representante Sectorial ante la Co-misión Multisectorial del Ministerio de la Mujer y Desarrollo Social(Sectoral Representative of the Mi-nistry of Women’s Affairs and Social Development before the Multisecto-ral Commission)
Focal point
Uruguay x Asesoría en Género(Advisory Service on Gender Is-sues)
2006 Advisory service
Venezuela NA
Antigua and Barbuda
x Directorate of Gender Affairs 1980 Bureau or specialized unit for gen-der affairs
The characteristic features of gender perspective institutionalization . 23
Bahamas x Bureau of Women’s Affairs 1981 Bureau or specialized unit for gen-der affairs
Barbados /
Belize /
Costa Rica x Unidad de Equidad de Género(Gender Equality Unit)
2000 Bureau or specialized unit for gen-der affairs
Dominica NA
El Salvador x Unidad Especial de Género y Pre-vención de Actos Laborales Discri-minatorios(Special Unit for Gender Affairs and the Prevention of Discriminatory Labor Actions)
2005 Bureau or specialized unit for gen-der affairs
Grenada NA
Guatemala x Unidad de la Mujer Trabajadora(Working Women’s Unit)
1994 Bureau or specialized unit for gen-der affairs
Haiti x Service Femme et Enfant (Servi-cio Mujer and Niño - Ministerio de Asuntos Sociales)(Women’s and Children’s Service — Ministry of Social Affairs)
Service embedded in the Regional Offices
Honduras x Programa Mujer Trabajadora/Uni-dad Equidad de Género(Mujer Trabajadora program/Gender Equality Unit)
In process of creation
The Unit is in process of creation
Jamaica NA
Nicaragua x Oficina de Igualdad y No Discrimi-nación en el Empleo(Office for Equality and Non-Discri-mination in Employment
2007 Bureau or specialized unit for gen-der affairs
Panama x Comisión de Género y Trabajo(Commission on Gender and Labor)
2007 Bureau or specialized unit for gen-der affairs
Dominican Republic
x Departamento de la Igualdad y no Discriminación(Department for Equality and Non-Discrimination)
2005 Bureau or specialized unit for gen-der affairs
Saint Lucia /
Saint Vincent and the Gre-nadines
/ -
Suriname x Not Applicable 2000 Focal point
Saint Kitts / -
Trinidad and Tobago
/ -
X answered and has one
23
/ answered, has none
6
N/A No Answer
5
24 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
North American countries were the first to es-tablish units dedicated to improving women’s condition in the workplace. The United States has had in place since 1920 a unit with a man-date to “formulate standards and policies to promote the welfare of wage-earning women, improve their working conditions, increase their efficiency, and advance their opportunities for profitable employment.” In Canada, the Wom-en’s Affairs Office created in 1945 as part of Hu-man Resources Development Canada (HRDC), has undergone many changes since, evolving into the present Gender Based Analysis (GBA) Unit. In Mexico, the Directorate General for La-bor Equality for Women and Children is one of
three directorates making up the area of the Di-rectorate General for Labor Equality since 1997.
In South America, specialized gender units in Labor Ministries are a more recent creation. Paraguay has the oldest, with 1971 as the stated year of establishment14. In Chile, it was estab-lished in 199415, has changed form a number of times, and in 2006 it took the form of a Ministry Gender Affairs Officer. Next in order of senior-ity are the units of Suriname (2000), which has in place a focal point for labor-related gender is-sues, and Colombia, which created the Gender Equality Group in 2003.
14 In 1995, notwithstanding the fact that Ministerio de Justicia y Trabajo [ministry of justice and labor] of Paraguay has had a Dirección de Promoción Social de la Mujer Trabajadora [women workers’ social promotion directorate] since 1971, the Grupo de Enlace Tripartito [tripartite liaison group] was established to respond to the challenge of inequality in employ-ment between women and men. Based on this experience, the Comisión Tripartita para Examinar y Promover la Igualdad de la Participación de la Mujer en el Trabajo [national tripartite commission to examine and promote the labor participation of women] was established by Resolución No. 342 of the Ministry of Justice and Labor. It is through participation in these bodies and agencies—as well as through the preparation and implementation of the First National Equal Opportunies Plan by Secretaría de la Mujer de la Presidencia de la República [woman’s secretariat to the President] (1997)—that this unit reaf-firms its gender content.15 Chile has had a specialized gender unit in place since 1994 through the political will of its Ministers of Labor. In 2002, the Management Improvement Program came into effect by mandate of Ministerio de Hacienda [ministry of finance] within the framework of the government’s Modernization of the State Strategy. In 2006 a Servicio Nacional de la Mujer [the national women’s service] official note to all ministries created the role of Encargada Ministerial de Género [ministry gender affairs officer].
Antigua and Barbuda
A good comprehensive approach practice
Dr. Jacqueline Quinn Leandro presented the proposal for mainstreaming gender awareness within the Ministries of Labor at the XV IACML in 2007. Antigua and Barbuda’s proposal, presen-ted in conjunction with the reply to the ques-tionnaire, states that “political will” can make the difference and that this support is important to the successful implementation of the strate-gy. The approach set out below has been used with good results, and it is hoped that it will be strengthened over the coming five years.
The gender mainstreaming process entails:
• Strengthening political will to attain gender equality and equity.• Incorporating gender awareness into the Ministry’s planning process.
• Incorporating gender awareness into the planning cycle. This includes mainstreaming in mechanisms for the analysis, development, implementation, monitoring, and evaluation of policies, programs, and projects. • Gathering data broken down by sex. • Using the gender analysis of the data broken down by sex to explore the different impact po-licies and programs have on men and women, to identify gender gaps, and to identify practical and strategic needs.• Training: providing training in gender analysis and planning for policy makers, planners, and, in general, key personnel in the promotion of in-tersectoral networks to maximize the available resources.• Participation of men and women in decision making.• Availability of human and financial resources for promoting gender equality within the Minis-try of Labor.
The characteristic features of gender perspective institutionalization . 25
Although Uruguay has had an Advisory Service on Gender Issues since 2006, it reports that this unit is still being established, since the Ministry is in the process of closing an interinstitutional agreement with the National Women’s Insti-tute (INAMU) to implement PTG, its program for mainstreaming gender into public policy. PTG includes training in preparation and de-velopment of gender mainstreaming strategies, monitoring and evaluation of work plans. From 1997 onwards, the Tripartite Commission for the Equality of Opportunities and Treatment at Work has been acting as consultant to the Min-istry of Labor and Social Security with regard to gender equality.
In 1998, Argentina established the Tripartite Commission for Equal Treatment and Oppor-tunities among Men and Women in the World of Work, which is a space for interaction among government, employers’ and workers’ represen-tatives to strengthen consensus and dialogue on this issue.
Peru has chosen to create a focal point, i.e. the Sectoral Representative of the Ministry of Wom-en’s Affairs and Social Development before the Multisectoral Commission. Its Ministry of La-bor sits on the Multisectoral Commission estab-lished by ministerial resolution and responsible for following up the Plan for Equality of Oppor-tunities between Women and Men 2006-2010. Within this framework, the Ministry’s represen-tative takes care of internal coordination with the different offices within the sector in order to monitor compliance with the commitments un-dertaken under the Plan.
The year 2007 saw the creation of the Gender and Youth Unit in Ecuador by a ministerial resolu-tion, of the Coordinating Unit for Gender Equal-ity and Equal Opportunities at Work in Argen-tina, and of the Gender Area in Bolivia by a Joint Resolution of two ministries (Ministry of Labor and Ministry of Treasury). In Brazil (2008), gen-der units are being reformulated through a Co-ordinating Unit for Gender Equality and Equal Opportunities at Work and the Subcommission for Gender Affairs, respectively.
Among Central American countries, Guatemala has had its Working Women’s Unit since 1994, whilst in Costa Rica’s Gender Equality Unit took up duties in 2000. The year 2005 saw the cre-ation of the Department for Equality and Non-Discrimination in the Dominican Republic, and of the Special Unit for Gender Affairs and the Prevention of Discriminatory Labor Actions in El Salvador. Nicaragua and Panama created their own gender affairs units in 2007 by estab-lishing, respectively, the Office for Equality and Non-Discrimination in Employment and the Commission on Gender and Labor.
In the Caribbean16, 11 out of 14 countries an-swered the questionnaire. Overall, four have gender affairs units in place in the Ministry of Labor, seven filled in the questionnaire and re-ported not having such units, three did not an-swer the questionnaire, as a result of which the relevant information was sought by querying the ministries’ Web pages in the cases of Grana-da and Guyana and by interviewing Labor Min-istry officials in the case of Jamaica17. Antigua & Barbuda and Bahamas, two countries where gender units exist, report having had in place specialized gender units for gender affairs—the Directorate of Gender Affairs and the Bureau of Woman’s Affairs, respectively—since the 80s.
Interestingly, however, Trinidad and Tobago re-ported that, in spite of lacking a specialized gen-der unit, the Ministry of Labor does recognize the gender issue as one of the most important to the institution. Many Ministry officials have been trained in gender mainstreaming which, as a result, is incorporated into the development and execution of all programs and projects un-dertaken by the Ministry. By ensuring the in-corporation of this dimension, its Research and Planning Unit plays in fact the role of a special-ized gender unit, which—they add—they have so far been unable to create due to lack of re-sources.
According to information collected on this issue with a broader geographical scope and referred to the 90s18, in the second half of that decade spe-cialized gender units were in place within the
16 The information provided here about the Caribbean is based a document prepared by consultant Leith L. Dunn “Institu-tionalization of Gender Mainstreaming in the Ministries of Labor in the Caribbean”, at the request of the OAS Department of Social Development and Employment as a part of this research. 17 These inquiries found that no specialized gender units existed in the Labor Ministries of these countries. 18 The gender perspective in economic and labor policies. State of the art in Latin America and the Caribbean. Lieve Dae-ren. CEPAL/ECLAC Women and Development Unit. ECLAC-GTZ project “Institutionalization of gender policies within ECLAC and sectoral ministries. Santiago de Chile, February 2001.
26 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Labor Ministries of Argentina, Bolivia, Brazil, Chile, Colombia, Costa Rica, Cuba, Guatemala, Mexico and Paraguay. It is surprising that some countries answered “No” to the specific question whether in the past they had had units similar to the current one. One possible explanation is that those units disappeared, were restructured or renamed after a change in government, and their existence was not recognized. This is an interesting point worth analyzing as an indica-tor of stability, for it would seem that these units are highly sensitive to changes in ministerial or governmental authorities.
A high percentage of specialized gender units have been created by legal mandate
Interestingly, in nearly all countries specialized gender units were created by an act of legisla-tion or by an executive order—an indication of progress in the institutionalization of gender mainstreaming in labor matters (Table 2).
Table 2
19 The Plan was presented by Canada at the Beijing Conference. It created and formalized a systematic approach to gender mainstreaming. In turn, the Gender Equality Agenda 2000 mainstreamed GBA through the federal departments of the Government of Canada.
Mechanisms for the Institutionalization of the Gender Perspective in Labor Ministries in the Region, Classified according to Origin of the MandateCountries Origin of the creation mandateCanada Federal Gender Equality Plan 199519 and la Gender Equality Agenda
(2000)
United States Legislation
Mexico Legislation Executive Order
Argentina Executive Order
Bolivia Political will and mandate of the Minister of Labor.
Brazil NA
Chile Legislation
Colombia Legislation
Ecuador Ministerial resolution
Paraguay LegislationAgreementInternational commitments
Peru LegislationInternational commitments
Uruguay Legislation
Antigua and Barbuda Executive Order International commitments
Bahamas Executive OrderInternational commitments
Costa Rica Legislation
El Salvador Legislation International commitments
Guatemala LegislationInternational commitments
The characteristic features of gender perspective institutionalization . 27
This fact seems to indicate that gender affairs units or offices for the institutionalization of this perspective in Labor Ministries have a degree of stability beyond the original impulse that led to their creation. Resolutions adopted at interna-tional conferences—which many countries men-tion as the origin of the creation mandate—have
also put significant pressure on the governments of several countries in the region to generate the institutional mechanisms for the institutional-ization of the gender perspective in the sphere of labor. In several countries, in fact, the very defi-nition of the specialized gender unit’s mission derives directly from international mandates.
Haiti LegislationInternational commitments
Honduras LegislationExecutive OrderAgreementInternational commitment
Nicaragua Legislation Executive Order Agreement International commitments
Panama Agreement between the Ministry of Social Development and the Minis-try of Labor and Labor Development
Dominican Republic Executive Order
Suriname Resolution
28 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Argentina
A good practice in taking ownership of the gender mainstreaming concept
The Coordinating Unit for Gender Equality and Equal Opportunities at Work (CEGIOT), established in Sep-tember 2007, has as its primary objective to mains-tream gender policy into all policies, programs and actions of the Ministry of Labor, Employment and Social Security (MTEySS). Its creation marks the beginning of a new phase for gender policies in Ar-gentina, since its remit goes beyond the design and implementation of actions focused on women, and its efforts are aimed at including the gender pers-pective into the very design of regulations or active policies in order to address the differences existing in the labor sphere.
Its mission is to mainstream the gender perspective into all policies, programs and actions of the Minis-try of Labor, Employment and Social Security. Ac-cordingly, it works “jointly with all Ministry areas, at both the central and local levels, to help define areas of intervention, fostering the incorporation of the equity and equality perspective into the actions to be implemented and developing proposals for joint evaluation with each area responsible for the results, goals and impact achieved from the standpoint of gender relations.”
Its objectives cover the entire circuit that makes for effective institutionalization of the gender perspective through cross-cutting actions within MTEySS. They include:
Insert the gender and equal opportunities pers-pective into all definitions and political actions of the Ministry of Labor, Employment and Social Security, by designing proposals for action with regard to each ministerial problem being addressed. Design special operative tools for mainstreaming
the gender perspective, and develop mechanisms for monitoring and following up the Ministry’s poli-cies. Articulate actions with other governmental areas
and agencies, civil society organizations and com-munity-based organizations, fostering the esta-blishment of intersectoral platforms and networks enabling the promotion of decent work.
Generate education, awareness raising and tra-ining actions that make it possible to disseminate proposals and implement action.
The following projects are being developed:
Preparation of a menu of clauses to orient co-llective bargaining, in order to promote women’s participation in the negotiation process and the in-corporation of the gender perspective into collective agreements. Preparation of a trade union training manual for
men and women union officers, with contents as-sociated to the knowledge and protection of labor rights with a gender perspective. Its objective is to promote gender education among trade union offi-cers and negotiators in order to help incorporate the gender perspective into the negotiation.
Main actions proposed for the 2008/2009 two-year period:
Development of a conceptual framework with in-dicators for the design and follow-up of employment and training programs Follow-up of socio-labor indicators broken down
by sex for purposes of evaluating differential situa-tions existing between women and men Design and implement a gender and labor edu-
cation proposal aimed at promoting, strengthening and incorporating the gender perspective into trai-ning activities developed by trade unions, business enterprises, employers organizations and civil so-ciety organizations Promote the inclusion of clauses promoting equa-
lity and equity between men and women in collecti-ve labor agreements Enter into agreements with universities and re-
search institutions for the carrying out of studies on the differential entry of men and women into the la-bor market Promote equality plans and awareness raising
campaigns aimed at businesses Per region and per sector of activity, select cases
for purposes of analysis, evaluation and preparation of participative proposals aimed at promoting gen-der equity and equality in relevant aspects of the la-bor situation within the given sector: education, new profiles, working conditions, collective bargaining, trade union participation Identify potential sources of employment as a way
to promote the entry into the labor market of wo-men in situations of vulnerability and without easy access to the labor market; establish a system to ensure follow-up of the institutional framework en-suring women’s effective entry.
The characteristic features of gender perspective institutionalization . 29
c) Many gender affairs units appear to rank high within the hierarchy of the Ministry
Being strategically placed within the Ministry’s institutional structure to promote gender policy mainstreaming is of fundamental importance to the achievement of such units’ objectives. The respondent countries’ answers regarding the position of their gender affairs units o fo-cal points (Table 3) establish that they tend to concentrate in the higher ranks of the hierarchy (reporting to the Labor Minister or Secretary, or Subsecretary/or Deputy Minister). This is ex-tremely important from the standpoint of ability to have access to the Ministry’s decision-making authorities and permeate their action with a gender perspective.
That said, it is necessary to clarify whether this position within the Ministry’s hierarchy actually ensures them sufficient backing from the deci-sion-making authorities to influence other areas within the Ministry. An analysis of the budgets of specialized gender units revealed that they are, generally speaking, quite small, a telling in-dication that that their high rank within the or-ganizational structure of the Ministry is a matter of form, serving the purpose of complying with international agreements, rather than a sign of high policy priority.
A search for specialized gender units in the Web pages of their respective ministries revealed that, with a very few exceptions, these units are neither shown in organizational charts nor oth-erwise highlighted. This invisibility may con-firm the previous observation about the merely formal nature of their current role.
Table 3
Mechanisms for the Institutionalization of the Gender Perspective in Labor Ministries in the Region, Classified according to Hierarchical PositionCountries Hierarchical positionCanada Minister of Labor and Minister of Human Resources and Skills Develo-
pment
United States Office of the Secretary of Labor. The Director reports to the Secretary
Mexico Subsecretariat for Social Inclusion, reports to the Secretary of Labor and Social Security
Argentina Office of the Minister of Labor, reports to the Head of Cabinet
Bolivia Part of the Fundamental Rights Unit, reports to the Minister of Labor’s Office.
Brazil Consultant to the Minister. Reports to the Executive Secretariat of the Ministry of Labor and Employment
Chile Study Department, reports to the Minister’s Cabinet
Colombia Social Promotion Directorate
Ecuador Minister’s Office
Paraguay Reports to the Deputy Minister of Labor and Social Security
Peru N/A
Uruguay National Employment Directorate
Antigua and Barbuda Minister through a Permanent Secretariat
Bahamas Ministry of Labor and Social Development
Costa Rica Technically, reports to the Minister’s Office. Administratively, reports to Oficina Mayor
El Salvador Directorate General for Labor Inspection
30 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
d) The mission statement of specialized gender units does not put them explicitly in charge of institutionalizing the gender perspective in Labor Ministries
The respondent countries had been requested to inform about the institutional mission of their specialized gender units. We found that in only four (Argentina, Colombia, Costa Rica and Pan-ama) does their mission specifically include the
role of agency in charge of mainstreaming the gender issues in Labor Ministries.
In general, we found a variety of approxima-tions to the concept of providing coordination and support to the development of gender issues (Canada, Mexico, Bolivia, Brazil, Suriname, Ba-hamas) or very broad statements about improv-ing conditions for working women. This is a far from irrelevant point. The mission of specialized gender units is the axis of their action, and yet in most countries the very reason for their exis-tence is not expressly stated.
Table 4
Guatemala Social Security Directorate
Haiti N/A
Honduras Directorate General for Social Security / Mujer Trabajadora program
Nicaragua Labor Minister’s Office
Panama Directorate General for Employment
Dominican Republic Subsecretariat of Labor
Suriname Minister of Labor
Mechanisms for the Institutionalization of the Gender Perspective in Labor Ministries in the Region, Classified according to Mission DefinitionCountries MissionCanada Support and coordinate the work of Human Resources Development (HRDC)
with regard to gender issuesUnited States Improve the status of wage-earning women, improve their working conditions, increase their efficiency and advance their opportunities for profitable employment
Mexico Coordinate, promote and disseminate information about actions aimed at fostering decent work, avoiding discrimination and ensuring equality of op-portunities in the labor market; propose and support the updating of the legal framework in the labor area, with a gender perspective and for the benefit of persons at risk or in situations of vulnerability.Promote, at the national level, a culture of equality, nondiscrimination, and labor inclusion, through the creation, pursuit, and coordination of strategies to improve the employability and decent working conditions of people in condi-tions of labor vulnerability.
Argentina Mainstream the gender perspective into every policy, program and action of the Ministry of Labor, Employment and Social Security.
Bolivia Support, coordinate and facilitate the Fundamental Rights Unit’s activities addressing gender issues.To take steps towards policies and actions aimed at promoting gender equali-ty in labor relations.
The characteristic features of gender perspective institutionalization . 31
20 This definition was contributed by Servicio Nacional de la Mujer.
Brazil Comply with the third item of the set of 8 UN objectives, namely “Promote gender equality and women’s empowerment” and reduce inequalities in the world of work. This Subcommission’s task consists of accompanying the activities performed by regional Commissions to orient, monitor and promote the reduction of inequalities.
Chile Promote, monitor and follow up on the sectoral incorporation of gender con-siderations into institutions and their partners, by defining and implementing ministerial commitments on gender .
Colombia Promote the mainstreaming of the gender perspective across the Ministry.Exercise oversight to ensure compliance with the Social Protection Policy for Ethnic Groups.
Ecuador NA
Paraguay Promote comprehensive education and training for working women, and exer-cise oversight to ensure compliance with women’s labor regulations.
Peru NA
Uruguay Provide employment and vocational training programs and policies with advi-ce on gender issues
Antigua and Barbuda
Promote gender equality and women’s empowerment in Antigua and Barbu-da
Bahamas Monitor gender and development issues Coordinate and take active part in initiatives aimed at creating gender
awareness in general and specifically awareness of laws and policies with an impact on women’s condition Coordinate the work of the National Women’s Advisory Council Work in partnership with local NGOs locales
Costa Rica Mainstream the gender perspective into the Ministry of Labor’s work by pro-moting, orienting and monitoring the institutional change processes required to provide services on the basis of equity and to ensure equality of opportuni-ties in internal labor relations
El Salvador
Guatemala Enhance, promote and protect the rights of Guatemalan working women
Haiti NA
Honduras Help develop Honduran society by providing orientation on, promoting and defending labor rights with a gender equality perspective, so as to generate equality of opportunities between men and women in line with domestic and international legislation.
Nicaragua Within the context of a new labor culture, give impulse to observance and enforcement of the equal right principle.Objective: take ownership of the issue of equality and non-discrimination in the Labor Agenda, based on the principles of Equality, Equity, Non-Discrimi-nation and Gender.
Panama Promote the gender perspective inside and outside the Ministry, within the framework of enforcement of the gender regulations contained in the Equality of Opportunities for Women Act, Ley n. 4, of 29 January 1999
Dominican Republic
Exercise oversight to ensure equality and non-discrimination in employment
Suriname Coordination and supervision of gender issues
32 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
e) No proportion between the tasks assigned to specialized gender units and the human and financial resources made available to them
The amount of financial resources allocated to public programs, actions and mechanisms destined for gender equality improvement is a highly significant indicator of the degree of in-stitutionality of the gender perspective in public policies.
When investigating the degree to which the gender perspective is mainstreamed into labor policies, it is convenient to know the amounts allocated to specialized gender units, as well as the percentage of their total budgets devoted to implementing policies or programs destined for increasing gender equality indices in the labor sphere.
For that reason, the data sheet/questionnaire sent to each Labor Ministry included a ques-tion whether such unit had its own budget, the amount of resources assigned to it and the percentage it represented of the Ministry’s total budget. Very few countries answered that part of the questionnaire, and none at all provided all the information requested.
Scarcity of resources is a cross-cutting feature in the vast majority of specialized gender units. Twelve countries stated they have budgets of their own; however, very few provided any spe-cifics about the size of those budgets.
In general, their human resources endowments are restricted21 –in many cases consisting of one professional plus administrative support—and assigned on a part time basis, since these re-sources share other functions in other Ministry units. This state of affairs evinces serious staff-ing deficiencies in specialized gender units, but is all the more alarming when such meager re-sources are compared with the huge number of functions these units are called upon to per-form according to the information provided in the survey. It is important to consider it both in terms of the units’ medium-term survival pros-pects, and as the starting point of a reflection about the characteristics of women’s work in the
Labor Ministries’ specialized gender units them-selves. It is worth noting, in this regard, that one constant present in answers about the strengths detected is “a hard-working, devoted staff”.
This state of affairs also highlights the fact that, in some countries, the support received by gen-der affairs units in mainstreaming the gender perspective is given largely as a matter of form, probably because of the pressure arising from international commitments (as shown by 2, this factor is mentioned by a high number of coun-tries among the originating causes of the special-ized gender units). When it comes to endowing them with the resources necessary to operate and meet their objectives, however, the true pri-orities of the Labor Ministry are revealed.In Central American and Caribbean countries, although resources are scarce, international co-operation was found to be helping fund the ac-tivities of specialized gender units. The Cumple y Gana project is mentioned as a funding source by El Salvador, Guatemala, Nicaragua and the Dominican Republic; likewise for the Agenda para las Mujeres initiative in Panama. The ILO’s support is mentioned both by countries in the South (although with a stronger emphasis on technical assistance), and by Haiti and Nicara-gua.
f) The specialized units created to institutionalize the gender perspective in Labor Ministries have developed a wide network with other agencies.
The formation of networks is a component that makes it possible to approach the institution-alization of the gender perspective as a multi-player endeavor and avoid confining this is-sue to a group or team within the Ministry. In general, the only effective approach to gender issues is comprehensive, for any other would frustrate the whole point of institutionalizing the gender perspective, which is to influence an institution’s policies, programs, projects and, in general, activities.
It is important to note, in this regard, that all units without distinction and in all geographi-cal areas are strongly engaged in interinstitu-tional coordination on labor issues. First and
21 With the sole exception of the United States, where the Women’s Bureau is 60 people strong.
The characteristic features of gender perspective institutionalization . 33
foremost, as was to be expected, is the connec-tion with national mechanisms on gender issues (19 countries), with which an interinstitutional agreement appears to be the prevailing form of relationship. Joint activities undertaken by the two institutions appear to focus on joint study, training and dissemination. In many of the re-spondent countries, these institutions have been strongly involved in the creation of specialized gender units in the labor sphere.
Particularly worth mentioning in this regard is the support given by INAM in Honduras to the establishment of the gender unit within the country’s Secretariat for Labor and Social Secu-
rity (STSS), achieved by restructuring its Work-ing Women’s Program as a gender unit. For that purpose, INAM prepared a study entitled “Pro-puesta técnica para institucionalizar la equidad de género en la STSS” (technical proposal to in-stitutionalize gender equality in the Secretariat for Labor and Social Security) within the frame-work of the II Plan for Gender Equality and Eq-uity in Honduras 2008-2015. A second phase is envisaged, where a study will be prepared un-der the title “Plan de implementación de la pro-puesta técnica básica para la transversalización de género en la STSS” (plan for implementing the basic technical proposal for gender main-streaming in the STSS”.
34 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Honduras
A good practice in interinstitutional cooperation Strategic Gender Equality Plan
The preparation of a Strategic Gender Equality Plan by the Secretariat of Labor and Social Security (PEG) of Honduras is aimed at mainstreaming the gender perspective in all PEG directorates by developing activities promoting gender equality across the Se-cretariat. This is part of a process of institutional strengthening and modernization in pursuit of higher quality standards in the services provided to satisfy the needs and interests of all the people who request them.
The Gender Equality Unit, which will take up and strengthen the Secretariat’s efforts through the Mujer Trabajadora Program, was created to contribute to the incorporation of women into work under equal working and legal conditions, ensuring them the full enjoyment of their rights; those same concepts will guide the preparation and implementation of the Institutional Strategic Gender Equality Plan, to be carried out by the STSS para to instill gender aware-ness throughout all areas of the agency’s work.
Considering gender awareness as a part of the agency’s work demands an operating strategy that is in line with the theoretical reference framework set out in this document. That requires embracing and implementing a strategy to ensure the mainstrea-ming of the gender approach in even the basic areas of the STSS’s work.
To the Secretariat, adopting the gender mainstrea-ming strategy implies placing gender criteria at the heart of its activity, which requires stepping up efforts to make the transition from conceiving of the gender perspective as something additional to the institution’s other functions to converting it into a variable enhancing the Secretariat’ institutional per-formance and the quality of the services it renders to the population at large, and to women workers in particular.
Currently the Secretariat has in place two institutional mechanisms which help develop the functions and monitor the work of the Mujer Trabajadora program:
a) the Directorate of Social Security, exercising the political and administrative control of the program; b) the Mujer Trabajadora program itself, exercising technical and operational control.
Implementing the strategy proposed requires, first of all, transforming the Mujer Trabajadora program into a Gender Equality Unit within the Directorate of Social Security.
In addition to the above, two mechanisms will be created. The first will be the PEG Extended Gen-der Commission, which will contribute recommen-dations and suggestions regarding implementation follow-up and evaluation of the PEG Plan. The com-mission will be chaired by the STSS, and include representatives from INAM and other institutions involved in gender-related labor issues. It will be an official body which will hold both regular and ex-traordinary meetings, and will be subject to regula-tions known to all participating institutions.
The second mechanism will consist of the Secretariat’s Gender Equality Commission, as the body bearing political and strategic responsibility for implementing the PEG plan, which will be made up of representatives of all STSS directorates.
Another important issue in mainstreaming the gen-der perspective is the strengthening of the Gender Equality Unit as a specialized institutional mecha-nism to advise, assist, and facilitate the effort, so that all the Secretariat’s offices at the central and regional levels pursue the commitments contained in the Plan.
Strengthening the Program must be a progressive process based on human resources, going back to the existing personnel who understand the topic, transferring staff from areas sensitive to the issue who already have or can acquire the necessary knowledge, competencies, and skills for the Plan’s correct functioning, and, when unavoidable, hiring qualified personnel.
Later, the development of a training process will be necessary to provide training for the Program’s hu-man resources, and those of the STSS’s other areas, in both the general and specialized aspects of this topic, in accordance with the functions performed by the Secretariat’s different component entities.
The characteristic features of gender perspective institutionalization . 35
It is highly relevant to point out that all women’s advancement mechanisms that answered the complementary information questionnaire de-fined the performance of the Labor Ministries’ specialized gender units as good or very good.
Maintaining relations with other offices in the government apparatus (15 countries), with in-ternational agencies (17 countries) and civil society organizations (15 countries) is another important activity of specialized gender units. Less intense, though also significant, is interac-tion with workers organizations (14 countries)
and employers organizations (12 countries).
Regarding coordination with other offices with-in the Ministry, only three countries stated that none exists. This is an indicator of the cross-cutting role plaid by specialized gender units in their respective Labor Ministries, as they provide support and guidelines for the incorpo-ration of the gender perspective in all areas of the institution, and it suggests that most coun-tries analyzed adhere to one of the principles of mainstreaming.
Table 5
Mechanisms for the Institutionalization of the Gender Perspective in Labor Ministries in the Region, Classified according to Interinstitutional Connections
Cou
ntr
ies
Oth
er
un
its
wit
hin
th
e
Min
istr
y
Na
tion
al
me
ch
an
ism
fo
r g
en
de
r is
su
es
Oth
er
un
its
wit
hin
th
e
gove
rnm
en
t a
pp
ara
tus
Em
plo
yers
Work
ers
Civ
il s
ocie
ty
org
an
iza
tion
s
the
Me
dia
Inte
rna
tion
al
ag
en
cie
s
Canada x x x - - - - -
United States
x - x x x x x x
Mexico x x x x x x x x
Argentina x x x x x x x x
Bolivia x x x x x x x x
Brazil - x x x x x - x
Chile x x x x x x x x
Colombia x x x - x x x x
Ecuador x - x - - x - x
Paraguay - x x x x x - x
Peru - x - - - - - x
Uruguay NR NR NR NR NR NR NR NR
Antigua and Barbuda
x x x x x x x x
Bahamas x x x x x x x x
Costa Rica x x x x x x x x
El Salvador x x x x x x x x
Guatemala x x x x x x x x
Haiti NR NR NR NR NR NR NR NR
Honduras x x - - - - - -
Nicaragua x x x - x x x x
Panama x x - - - - - -
36 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
g) Specialized gender units engage in a broad spectrum of activities
The respondent countries report a very broad range of internal and external activities. Par-ticularly worth highlighting among internal ac-tivities are awareness raising, training, holding workshops and events. This trend is evidence that the units are performing a gender education and training role with regard to the Ministry’s personnel as an initial phase of the gender per-spective institutionalization process. Indeed, it is important to bring down resistances and nat-ural barriers to enable Ministry officials of both genders to adopt a new approach to their daily work, one that is more difficult, and requires more effort. What specialized gender units are doing in this area is therefore a worthwhile ef-fort. That said, it would appear that these activi-
ties, although undoubtedly an important part of any mainstreaming strategy, are overdimen-sioned in relation to other activities that gender work teams are also called upon to perform; or, rather, that coordination with internal and ex-ternal units takes place mostly in the form of awareness raising, training and dissemination of information on gender matters. Few countries report proposals for new legislation or regula-tory revision (United States, Bolivia, Suriname, Costa Rica); or preparation of gender policy guidelines for the Ministry (Colombia, Argen-tina, United States, Bolivia, Panama), which are in fact also tasks inherent to gender perspective mainstreaming.
External activities also evidence strong dedica-tion to dissemination and training. The broad range of activities centered around interinstitu-tional partnerships on gender issues should also be emphasized.
Table 6
Dominican Republic
x x - - - - - x
Suriname x x - - - - - -
Total 18 19 15 12 14 15 12 17
Internal and External Activities of the Labor Ministries’ Specialized Gender UnitsCountries Internal activities External activitiesCanada - Training
- Workshops, events- Network coordination (sharing best practices, sharing information)
- Participating in interdepartmen-tal committees on gender equali-ty indicators- Gender analysis- Preparing special initiatives (CEDAW, UNCSW)
United States - Legislative proposals- Regulations- Testimonials and/or reports on wo men workers- Participation in intra-department teams- Collaboration in support of projects pursuing common goals
- Projects, workshops and trai-ning initiatives aimed at impro-ving the lot of women workers- Improve their working condi-tions- Increase their efficiency- Advance their opportunities for better jobs
The characteristic features of gender perspective institutionalization . 37
Mexico - Fora- Workshops- Conferences- Working groups- Events- Meetings
- Awareness raising workshops- Dissemination campaigns
Argentina - Preparation of proposals for incor-porating the concept of gender equity and equality into programs and actions
- Workshops and awareness raising activities with nongover-nmental agencies, trade unions and businesses
Bolivia - Gender awareness raising courses, workshops and events.- Coordination with Directorates Gene-ral and Units on gender issues- Participation in the preparation of the Annual Operational Program, with insertion of gender activities in coordi-nation with the Ministry’s Directorates General- Meetings with officials to address specific gender-related cases or is-sues, and coordination of joint activi-ties, including seminars, courses and workshops.
- Courses, seminars and works-hop on labor rights, gender-ba-sed discrimination, and women workers’ proposals- Regulatory revision workshop on micro and small businesses, and proposal with a gender equality content.
Brazil - No internal activities - Seminars- Conferences
Chile - Training, dissemination, seminars and publications.
- Publications, workshops, se-minars under agreements with other organizations or at their request
Colombia - Training, dissemination, seminars and publications.- Preparation of gender policy guide-lines for the Ministry of Social Protec-tion.- Design and implementation of a trai-ning activity for Ministry officials on the gender perspective and its meaning- Systematization of information on the gender perspective content of policies, programs and projects since the crea-tion of the Ministry of Social Protection.
- Dissemination and interinsti-tutional coordination with the Presidential Advisory Board on Gender Equality
Ecuador - Gender awareness raising workshops - Working groups on gender and employment Publications- Work meetings institutions spe-cialized in gender issues
Paraguay - Training courses, workshops, semi-nars, fora
- Training courses, workshops, seminars, fora
Peru - NA - NA
Uruguay - NA - NA
38 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Antigua and Barbuda
- Training and education workshops- Gender equality promotion seminars- Programs and projects
- Training and education works-hops- Gender equality promotion seminars- Programs and projects
Bahamas - NA - Joint programs with the legal, health, education and social development sectors
Costa Rica - Talks- Process analysis meetings- Awareness raising workshops- Internal advisory service- Preparation of reports or technical criteria
- Workshops and talks- Participation in interinstitutional commissions- Work with companies to pro-mote good labor practices with gender equality- Preparation of proposal for changes in labor legislation.
El Salvador - None - Public fora for workers and employers- Awareness raising workshops for workers to disseminate knowledge of labor rights.
Guatemala - Awareness raising on gender pers-pective
- Workshops- Seminars- Preparation of plan
Haiti - NA - NA
Honduras Awareness raising workshops on gen-der issues
- Non-discrimination workshops for employers and workers
Nicaragua - Awareness raising seminars and trai-ning on Ley 202- Disability regulations and policies in Nicaragua- Ley 238- Law for the promotion, protection and defense of human rights before SIDA
- Meetings- Working committee- Promotion of the office and dissemination of its work- Labor rights training for women- Dissemination and promotion of Ley 202 and Ley 238- Institutional network for equality and non-discrimination in emplo-yment
Panama - Gender awareness raising- Courses on the preparation of public budgets with a gender perspective- Production of statistics with a gender perspective- Gender mainstreaming in develop-ment projects
- Training workshops with trade unions- Domestic work forum
Dominican Republic
- Training in the form of courses and awareness raising workshops for local representatives, inspectors and super-visors, in addition to the employment department
- Awareness raising workshops for workers and employers
Suriname - Training courses- Legislation with a gender perspective
- Gender training and mainstrea-ming- Cost analysis and budgeting- Evaluation workshops
The characteristic features of gender perspective institutionalization . 39
h) The programs under implementation are not in line with the objectives inherent to gender perspective mainstreaming in Labor Ministries
The characteristic features evinced by the activi-ties thus reported show that the programs car-ried out by specialized gender have a marked bias towards training, awareness raising, dis-semination and employment creation in favor of women different sectors, or vulnerable groups in general. The large majority of these activities consist of outright execution of programs aimed at improving the living conditions of women.
Activities also include programs with broadly defined—and, therefore, difficult to achieve—objectives, such as “eliminating discrimination against women at work” or “establishing a na-tional gender policy”. Only a few countries have stated actions addressing issues inherent to gen-der institutionalization within the Labor Minis-
tries—such as helping to overcome gender gaps in employment or developing actions aimed at deepening gender mainstreaming within the Ministry—as objectives of their programs.
Only a handful of programs under way have a content in line with the specialized gender unit’s objectives. We can mention a few: in Argentina, inclusion of gender clauses in collective bargain-ing processes; a manual for trade union women officers; Bolivia: gender equality in labor rela-tions; a few in Brazil; in Paraguay: a few through the Tripartite Commission; in Costa Rica: a few. The rest of the programs described reflect a con-cept of woman and work, rather than seek to mainstream the gender perspective in the Labor Ministries.
This is the question that elicited the highest num-ber of non-answers. It is important to clarify whether that was due to difficulties in answer-ing it, or to the fact that specialized gender units are not engaged in any programs in that area. More in-depth study is definitely required.
40 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Costa Rica
A good sectoral work practice
Since its creation in 1998, the mission of the National Women’s Institute (INAMU) has included promoting the creation and coordination of ministerial, sectoral and mu-nicipal offices of women’s affairs, a job that the National Center for the Development of Women and the Family (CMF) had been performing since 1994. The units in question are responsible for exercising oversight to en-sure compliance with governmental gender equality poli-cies in the public administration.
INAMU has focused on strengthening and consolidating these units to enable them to provide guidance and advice in support of the processes under way to implant gender equality policies across the Government. To carry out this task, INAMU has created the Public Policy Management for Gender Equality Area, “in charge of promoting, ad-vising and accompanying the processes of formulation, enforcement, follow-up and evaluation of public policies fostering gender equality in governmental bodies”.
Sectoral Gender Equality Units have the mission of pro-moting, orienting, strengthening and monitoring change processes in the institutional culture that call for equity in the rendering of services and equality of opportunities and rights in internal labor relations.
In the labor sphere, the Labor Ministry’s Gender Equality Unit has its legal basis in Decreto [decree] No. 29221-MTSS, published in the official gazette La Gaceta No.6 of January 2001, pursuant to which “it is its mission to help promote, improve and enforce labor legislation aimed at minimizing inequalities at work between men and women, particularly those regulations that are designed to define and harmonize relations between employers and women workers”. The Unit reports directly to the Minister of La-bor. Its purpose is “to advise, train, control and provide te-chnical assistance for the implementation and evaluation of the National Gender Equality at Work Plan”.
The Unit works along three axes:
1) Institutionalization of public mechanisms for equa-lity and equity in the labor sphere
Within the framework of the agreement between INAMU and the Ministry of Labor and Social Security (MTSS) approved in December 2000, INAMU has provided the Ministry’s Gender Equality Unit with direct support and advice for the implementation of the “Action Plan for Gen-der Equality and Equity 2003-2006”, which envisages:
institutionalizing and strengthening the Gender Equa-lity Unit promoting women’s labor rights mainstreaming the gender perspective into the work of
the MTSS.
2) Building institutional capacities for gender equality and equity
INAMU has provided the Gender Equality Unit of MTSS with systematic assistance in building its advisory capaci-ties with regard to mainstreaming the gender perspective in the Ministry’s units.
3) Promoting the National Employment Information, Orientation and Intermediation System
In 2005, in its capacity as Technical Secretariat of the Na-tional Employment Information, Orientation and Interme-diation System, INAMU assisted the Director of Employ-ment in modifying the decree that created the System.
INAMU provides the Gender Equality Unit of MTSS with systematic assistance in building its advisory capacities with regard to mainstreaming the gender perspective in the Ministry’s units, and to supporting the gender aware-ness raising and training processes promoted by the unit in question with other Ministry offices. Currently the Unit is receiving assistance from the ILO and INAMU in formu-lating an institutional gender equality and equity policy.
The programs currently under way by the Gender Equa-lity Unit show contents that increase gender perspective mainstreaming within the MTSS, particularly so with re-gard to tasks relevant to internal institutional positioning, namely:
Internal training in men’s issues. The objective is to raise the awareness of men and women serving the Ministry about the construction of maleness and its impact on in-terpersonal labor relations; breaking the institutional ste-reotype according to which the concept of gender only includes the woman component.External training in women’s labor rights so that they know their labor rights and are able to exercise them in an informed manner.Certification of employment in activities traditionally per-formed by women. The objective of this project is to create input material justifying the importance of certifi-cation in the case of activities traditionally performed by women.Promotion of good practices with gender equality. The objective is to promote the implementation of good prac-tices with gender equality among employers.
The characteristic features of gender perspective institutionalization . 41
i) Training needs are heterogeneous
The answers received with regard to training show that, with the exception of three coun-tries (Brazil, Chile and Costa Rica) , most peo-ple working in specialized gender units have received training in general, and gender train-ing in particular, over a broad spectrum rang-ing from a university education to basic gender education courses.
It is interesting to note that in several cases the training needs expressed refer to topics on which training has already been provided. These may well be contradictory observations, but the only way to get a clearer picture of the real situation would be by considering the actual characteris-tics of the training received so far and ascertain-ing the turnover rate of specialized gender units personnel, which may result in a perception of lack of training.
The countries identified training needs in the following areas, indicating that they require pri-ority attention: strategic planning with a gender perspective, the construction of gender indica-tors, and preparing budgets with a gender per-spective.
Interestingly, training demand focuses on ac-tivities that would make it possible to improve the specialized gender units’ performance of current tasks, which, as previously discussed in this report, have mostly to do with dissemina-tion by means of workshops and seminars. This indicates that no transition is envisaged for the short or medium term from awareness raising, training or dissemination to more strategic func-tions with a greater impact on the Ministry’s areas, and even in the macroeconomic sphere, a territory hardly touched—so far—by gender analysis.
This is a major challenge that needs to be met, for the provision of training in the issues that
should be—rather than are—part and parcel of the gender affairs units’ daily work could help direct their actions towards strengthening the institutionalization of the gender perspective in their respective institutions.
j) Specialized gender units perceive the political will of their respective governments and ministerial authorities as key drivers in their creation and continued existence.
Labor Ministry representatives were asked about the causes that led to the creation and continued existence of their respective specialized gender units. With respect to both, political will and international commitments assumed by their respective governments were mentioned as im-portant factors.
With regard to threats to the units’ existence, political will (in this case, the lack thereof) was mentioned as a constant, on a par with lack of resources (financial and human). Internal resis-tances to gender issues and lack of training are also mentioned although by far fewer answers (2). The same perceptions were found in an-swers given by the national mechanisms for the advancement of women.
With respect to weaknesses and strengths, po-litical will stands out again, although less than scarcity of resources in the case of weaknesses and, with regard to strengths, as much as hu-man resources training and the existence of in-terinstitutional coordination.
The continued existence of specialized gender units is perceived as highly dependent on the po-litical will of their respective governments. The same perception is expressed by those national mechanisms for the advancement of women that answered the complementary questionnaire.
22 Chile stated that, since the people performing the functions specific to its gender unit are selected on the basis of their gender competency, it received no training.
42 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
The answers reveal that the specialized gender units’ existence is perceived as fragile, in that it is strongly dependent on political will. The ab-sence of political will is mentioned as a threat to the existence of the units, as well as among their weaknesses. Its presence is considered as strength. This finding confirms to need to pro-mote institutionally stronger specialized gender units by revising the mandates their existence is based upon, and their hierarchical position within the respective Ministry, in order to en-sure that their existence is no longer dependent on the juncture of political circumstances and the sole will of the powers to be.
The scarcity of human and financial resourc-es—probably a consequence of the fragility of the political will that created the units—is an-other issue that needs to be closely addressed. A commitment must be sought from the Labor Ministries’ ranking authorities that is more than merely formal and is based on a conviction re-garding the impact it has on society, on the chal-lenge of attaining decent work, and on making progress toward incorporating gender equal-ity as a crosscutting element throughout all the ministry’s work.
Table 7
Most Important Factors in the Creation and Stability of Specialized Gender UnitsoFactors Creation Continued
existenceThreat Strength Weakness
Political will (ab-sence or presen-ce)
5 4 6 5 4
Scarcity of resour-ces
9 9
Existence of international com-mitments
6 4 1
Internal resistan-ces
2 1
Training (absence or presence)
1 4
Good interinstitu-tional coordina-tion
3
The characteristic features of gender perspective institutionalization . 43
Chile
The Management Improvement Program (PMG) as a mainstreaming strategy
The Management Improvement Program (PMG) is a bud-geting tool created in 1998 in the context of its moder-nization of public management strategy. It is promoted by the Directorate of the Budget, which is a unit of the Ministry of Treasury. It has been designed as an incen-tive mechanism for rewarding institutional performance by means of remuneration increases23.
Up until the year 2001, the PMG program included the areas of Human Resources, User Service, Management Planning/Control, Internal Audit, Decentralization and Financial Management. This year, following a negotia-tion by the National Women’s Service with the Budget Directorate, the PMG program finally became a part of the Gender Equity System as a way to incorporate the gender perspective into the day-to-day actions and functions of public institutions.
The Gender Perspective System is comprised of 4 sta-ges designed to gradually incorporate the gender pers-pective into goods and services supply processes. Its 2009 modification consists of explicitly including among its objectives a linkage to the requirements of the Gen-der Agenda that each Ministry has undertaken to comply with before the Equity Council, and the ministerial com-mitments arising as a result.
Objective:Incorporate the gender perspective into the institution’s products.
Results expected: That public institutions plan with due consideration of
men’s and women’s different needs That institutions are able to reorient resources to redu-
ce existing gaps between men and women That civil servants incorporate this approach into their
customary practices.Each public service must comply with the following sta-ges of implementation of the gender PMG:
Stage 1: Perform an assessment of its strategic products from
a gender perspective. Have an information system in place for the registra-
tion of its customers/users/ beneficiaries, differentiated by sex.
Stage 2: Prepare a work plan and program for incorporating
the gender perspective into the delivery of its products Design the logic of the information system and prepa-
re the work program for its implementation.Stage 3: Implement the gender perspective in the delivery of
its products (new or old as the case may be) and in the information system. Design a follow-up program
Stage 4: Ensure dissemination to customers/users/ beneficia-
ries and their officers. Report results of implementation and lessons lear-
ned.
This mechanism has made it possible to begin mains-treaming gender equality in the Chilean government, since the PMG system has been implemented in all pu-blic services across the country. Once incorporated into it, the gender perspective has become a part of each institution’s budgeting cycle, and thus mainstreamed into its management control system via its link to the budgeting system.
It is important to point out that the requirement for public services to incorporate the gender perspective through the PMG program comes from the Budget Directora-te, one of the country’s primary public policy makers through its control of the public budget. The relevance of the power of the purse hardly needs to be emphasi-zed. Furthermore, the existing institutional mechanism for gender, i.e. the National Women’s Service, has been strengthened as a result, and important partnerships have been established with a number of public agen-cies, the Budget Directorate included24.
The strategic objectives of the Ministry of La-bor and Social Security
1. Foster women’s entry into the workforce by way of good jobs guaranteeing decent work. Significantly advance the promotion of women’s ac-
cess to the labor market by developing labor interme-diation actions and initiatives to give preferential access to the Hiring Incentive Program Increase and improve the employability of women
heading households as priority users Re-establish the public opinion debate about the
equal pay bill through a communication campaign and dissemination events Perform a gender-based evaluation of the code of
good labor practices (CBPL), analyzing the impact of CBPL plans on gender gap reduction along the 7 guide-
44 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
23 Compliance with the management objectives set out in an annual PMG will entitle one or more officials of the respective institution to a pay raise in the following year. The raise in question will amount to 7.6% if the respective institution has achieved a compliance rate no lower than 90% of the annual target; to 3.8% if compliance is no lower than 75% and lower than 90%, and 0% if compliance is lower than 75%.24 Guerrero C. Elizabeth. Transversalizacón de la perspectiva de énero en Chile: En la úsqueda de la equidad. July 2005.
lines comprising the instrument in question.
2. Exercise oversight to ensure regulatory compliance with regard to women’s work through the incorpora-tion of gender issues into inspection processes, and the implementation of the fundamental rights protec-tion procedure.
Raise to 18% of the total the number of Program-mandated inspections by administrative initiative re-quired to be carried out in female-dominated sectors, and to include gender issues.
3. Foster and strengthen women’s leadership
Strengthen women union leaders’ participation in the national trade union training system to be imple-mented in 2009, and include gender-related subjects into its curricular grid, especially in the school mode Establish and implement minimum participation
quotas (20%) for women leaders in social dialogue bo-dies, and incorporate gender priorities into social dia-logue agendas (committees). Provide women with te-chnical support in social dialogue bodies to ensure the quality of their participation Training by the Labor Directorate of between 15%
and 30 % of all women leaders of unions of wage-ear-ning workers in each region.
4. Improve the working conditions of women domestic workers
Within the framework of MINTRAB’s Working Com-mittee, disseminate information about the benefits of the Social Security Reform for women domestic wor-kers and about such specific measures as the minimum taxable income for women domestic workers. Maintain a Ministerial social dialogue committee with
women domestic workers to analyze progress in this sector and establish a joint work agenda centered on formalizing labor relations, and training.
46 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
institutionalization
Conclusions . 47
The findings of this study provide an overall view of the progress made towards the institu-tionalization of a gender perspective in Labor Ministries in the region. Desk study analysis, an-swers to questionnaires, the results of the Buenos Aires July 2009 Workshop, all show that gender perspective mainstreaming is present––albeit with different levels of emphasis––in all Minis-tries. Nevertheless, a large number of countries continue to evince a weak understanding of the significance of the the gender perspective, and of the mission and objectives of the units created to mainstream it in policies, programs and projects.
This weakness manifests itself at the basic con-ceptual level. Indeed, gender perspective main-streaming, rather than as an end unto itself, needs to be conceived of as part of a strategy aimed at achieving gender equality. This approach makes it the job of specialized gender units within Labor Ministries to ensure that gender considerations and the gender equality objective take center stage in every activity: from policy formulation to research, to dialog promotion, law making, re-source allocation, planning, implementation and control of programs and projects25.
In many cases, specialized gender units have be-come, in practice, women’s affairs offices tend-ing to operate in isolation, implementing proj-ects for women and mostly focused on education or training. This is contrary to the very raison-d’etre of such units, which calls for the strongest possible coordination with all Ministry areas in order to influence every aspect of its institutional action. This weakness is the product of several factors. First and foremost among them is the units’ institutional insertion and inadequate al-location of resources. Also important, however, is the lack of a clearly defined mission to be used as a navigational map to establish which activi-ties are necessary to exercise real influence on all activities developed within the Ministry.
The weaknesses thus detected call for reaction on the Ministries’ part: in the current crisis with its still unpredictable effects on employment, labor policies with a gender content become opportunities for addressing gender-based in-equalities with regard to impact not only now, but also later, after the crisis is over. The decent work commitment made by Labor Ministries in the region is jeopardized by the coming into be-
Conclusions
4
institutionalization 25 Manual for Gender Audit Facilitators: The ILO Participatory Gender Audit Methodology. Geneva, ILO, 2008.
48 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
ing of a new equilibrium in the levels of struc-tural unemployment that always follow a crisis, and rise as enterprises seek higher levels of effi-ciency in order to face the dire straits of crisis.
Thus the introduction of labor policies with a gender perspective becomes an institution building opportunity for Labor Ministries.
The following are the main conclusions of this study, based on the information collected from the various sources of information consulted in the course of the research.
1) Significantly, a high number of countries have specialized gender mechanisms or units in place within their Labor Ministries. However, re-gional differences exist, with the Caribbean ex-hibiting a rather lower rate of presence of such units. In fact it is fair to say that; in general, most countries in this subregion have made very lim-ited progress towards the institutionalization of the gender perspective26. The recent creation or reformulation of gender affairs units in various countries (Argentina, Uruguay, Brazil, Hondu-ras) should also be emphasized.
2) The form taken by gender affairs unit varies—in most cases, it is that of specialized gender unit—and their creation was largely inspired by the need to meet international commitments and comply with domestic legislation. Never-theless, a strong dependence is perceived, with regard to both creation and continued existence, on the political will of national and/or ministe-rial authorities.
3) With regard to the objectives pursued by the units, as stated in their mission and in their pro-grams, a group of countries stands out that gives preference to acting in support of women’s im-provement of their living conditions rather than to triggering cross-cutting actions challeng-ing policies, programs and projects of their re-spective ministries reflecting a gender system characterized by strong vertical and horizontal segmentation of the labor market and signifi-cant barriers in terms of entry and wages. The answers received do not evince attempts, for in-stance, to incorporate gender equality into em-ployment plans.
4) Few countries have approached the task of mainstreaming the gender perspective within their ministries using avenues that would lead to technically supporting the incorporation of the gender perspective by the ministry’s units into their labor policies, programs and projects. Tellingly, only a few countries explicitly make gender perspective mainstreaming a part of their gender affairs units’ mission; in general, the fo-cus is on protecting women’s rights rather than institutionalizing gender issues in Labor Minis-tries. This choice is consistent with the programs developed by gender affairs units, in the major-ity of which the tendency prevails to carry out women-targeted projects fostering production, entrepreneurship and other activities.
5) It is important to keep in mind there can be no talk of effective gender mainstreaming until the Ministry of Labor prepares a project with a gen-der perspective, funded through the Ministry’s budget, providing for the allocation of financial resources to programs and actions aimed at im-proving gender equality. Indeed, this is a sig-nificant indicator for purposes of measuring the institutionalization of the gender perspective. That was the reason why the survey included a question about the share of the Ministry’s ex-penditure devoted to gender programs. Unfor-tunately, the countries that answered that ques-tion were too few to make comparisons possible and establish any relation between achievement levels and budget size.
6) Political will has been a fundamental factor in the establishment of specialized gender units or mechanisms facilitating the institutionalization of the gender perspective within the ministries. However, the same political that brought those units into being should be used to ensure their insertion in a key area of the ministry’s orga-nizational and programmatic structure. From the organizational standpoint, it is of the first importance for the unit to hold an adequate hi-erarchical position, failing which it may well be-come a redoubt, without any power to influence policies and programs. It is equally important to ensure that the hierarchical position in question be real and not merely a matter of form. Accord-ingly, it is important that the ministry’s organi-zational chart make it evident that cross-cutting goals must be shared by all ministry units with
26 The information provided here about the Caribbean is based a document prepared by consultant Leith L. Dunn “Institu-tionalization of Gender Mainstreaming in the Ministries of Labor in the Caribbean”, at the request of the OAS Department of Social Development and Employment as a part of this research.
Conclusions . 49
the specialized gender unit’s collaboration and technical support.
7) As a preliminary indicator, for the purposes of this study, of the presence of gender affairs units within the organizational structure of the Labor Ministries, a search was made for special-ized gender units or mechanisms in each Min-istry’s the Web page. In only two countries did such units appear. One of the pages contained a link to the gender equality section. However, the link led to the Tripartite Commission for the Equality of Opportunities rather than to the gen-der unit—which in fact exists. A more intensive search would have probably yielded better re-sults, but the very difficulty in finding the right link shows how invisible these units are within the ministries’ organizational structure.
8) In many cases, incorporating the gender per-spective into the organizational structure of a Ministry will require revising its specialized gender unit’s originating mandate and looking for the approach best suited to reality in each country with a view to ensuring the unit’s per-manence.
9) The above goes hand in hand with commit-ting human resources under the same condi-tions as those prevailing in all other Ministry offices regarding salary, office space, working hours, qualification requirements. As already pointed out in previous paragraphs, many min-istries appear to make it a practice to man their gender affairs units with insufficient staff, who accordingly find themselves coping them mul-tiple tasks with scarce resources, motivated fun-damentally by their commitment to gender is-sues. Quite paradoxically, the very characteristic features that impair the value of women’s work are reproduced here by appealing to their call to serve precisely in a unit whose mission it is to enhance the value of women’s work by free-ing it from traditional discriminatory practices. In a large portion of answers received from the respondent countries grand objectives appears side by side with scarcity of resources.
10) The information received does not shed much light on the responsibilities of individu-als designated as focal points or pertaining to specialized gender units. In fact, the profiles, re-sponsibilities, resources and recognition mech-anisms of those who perform other functions than that of focal point or the like should also be clearly defined. In order to enjoy recognition,
authority and influence over other ministerial offices, gender affairs units need the political recognition of ministerial authorities. They need to be staffed with duly qualified professionals, working on a full-time basis and supported by adequate resources.
11) Scarcity of resources has been mentioned by the specialized units and by the national mecha-nisms for the advancement of women alike as one of the main threats to the units’ permanence. This is a critical point in that it is connected to the political will underlying the creation of these units. It stands to reason that any formulation of public policies effectively considering the dif-ferential impact on women and men, focused on a more efficient and equitable use of national resources, and making effective use of the labor supply must be accompanied by the govern-mental allocation of funds commensurate with the requirements of such a task. We recommend that Labor Ministries make it an institutionalized practice to analyze the incidence of the benefits flowing from public expenditure from a gender perspective.12) A strong connection exists among national mechanisms for gender issues in the region. In order to expand the knowledge of this highly relevant aspect, these were sent a complemen-tary questionnaire aimed at rounding out the information already collected and preparing an assessment of the gender content of actions and the institutionality of gender affairs units within the Labor Ministries. In general terms, the an-swers received reflect a consensus on the same strengths and weaknesses as those mentioned by specialized gender units, particularly with re-gard to scarcity of resources. Recommendations focus on strengthening intersectoral coordina-tion, particularly with national mechanisms for gender issues, and on the need for more training in gender issues to facilitate the performance of the assigned role.The creation within the Labor Ministries of gen-der affairs units connected in turn to several in-tersectoral committees appears to indicate that sectoral and intersectoral structures reinforce one another. It might be said that the existence of gender affairs units has facilitated the creation of intersectoral committees and commissions.
13) One of the functions that specialized gender units are called upon to perform is training and raising the awareness of ministry officials of both genders, and other actors in order to gener-ate a channel for information sharing and com-
50 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
munication with regard to the advantages of incorporating the gender perspective into poli-cies, programs and projects. A strong tendency was found among specialized gender units to dedicate their resources to this type of activities. In fact, training activities should begin with re-vising gender mainstreaming contents so that it becomes a tool for the institutionalization of the gender perspective within the Labor Ministries. This requires a revision of procedures and co-operation mechanisms, and coordinated work among different institutions and departments.
14) A more in-depth approach to gender issues education is all the more necessary in the light of the fact that gender affairs units must not only legitimize their agenda, but also be ready to rec-ognize any new gender problems and inequities in the labor sphere produced by changing social dynamics. To be able to influence policy for-mulation, they have to produce knowledge, to change the way information is produced in the ministries. They have to legitimize themselves as recognized interlocutors before the Minis-try’s other offices and also before their interin-stitutional counterparts and actors in the labor sphere. Therefore, training and education are issues of relevance to the good operation of the units.
Even though many of the respondent countries have received training in gender issues, a strong demand exists to expand the work teams’ ex-
pertise. To ensure that the activities of special-ized gender units are indeed cross-cutting, it is necessary to design short, medium and long-term training plans focused on objectives that respond to that demand. Accordingly, it will be necessary to clearly establish what form of training will be delivered through RIAL. By the same token, training will need to include areas devoted to educating specialized gender units members who will be engaged in promot-ing the acquisition of greater influence on the gender perspective institutionalization process by developing competencies among Ministry personnel that will facilitate gender perspective mainstreaming.
Disparities with regard to level of develop-ment and operation of specialized gender units make it necessary to establish different levels of training. The needs of a group of countries will have to be met through horizontal coopera-tion between countries, to learn the best gen-der perspective institutionalization practices on a hands-on basis. Another group will need education on basic concepts of gender, strate-gic planning with a gender perspective, gender analysis. A critical need apparently shared by all countries, although not mentioned very often, is the development of gender indicators. These are tools to guide actions and make monitoring possible of progress on the subjects proposed, of key importance to good mainstreaming of the gender perspective.
52 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
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Daeren, L. (1999) Mainstreaming the Gender Perspective within the ILO in Latin America. A Different Piece of Cake, work document pro-duced on the request of the Office of the Special Adviser for Women Workers’ Questions, ILO Geneva.
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56 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
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ngth
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g
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Annex I . 57
Training Proposal for the Institutional Strengthening of Specialized Gender Units within Labor Ministries In consideration of the results drawn from the systematization of the information submitted by the countries on their progress with institu-tionalizing gender awareness within their la-bor ministries, achieved by mainstreaming the gender approach, we recommend several forms of intervention for the institutional strengthen-ing of those units within labor ministries. Those forms of intervention, which can complement each other, are the following:
1. Participatory Gender Audits
This is an intervention strategy based on the model Participatory Gender Audit (PGA) model developed by the ILO. Audits are carried out in situ, using a form of specialized consultancy de-veloped in the requesting ministry. In general, audits last for 10 business days.
These audits serve to identify the extent to which gender equality has been institutional-ized; they help individualize good practices in technical work; and they highlight effective and efficient processes for progress toward gender mainstreaming in all activities.
The PGA is a tool and a process based on a par-ticipatory methodology. In this process the in-ternal practices and support systems relating to gender mainstreaming are analyzed; a baseline is established; problems are detected; and ways to resolve them are recommended by proposing effective strategies.
PGAs promote institutional learning on how to effectively incorporate the gender mainstream-ing approach into policies, programs and struc-tures, and on how to assess the extent to which those policies have been institutionalized within the organization, the work unit, and the indi-vidual person.
The objectives of PGAs are the following27:
Generate understanding of the extent to which
stre
ngth
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g
Annex I
6
27 Manual for Gender Audit Facilitators: The ILO Participatory Gender Audit Methodology. Geneva, ILO, 2008.
58 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
gender mainstreaming has been internalized and acted upon by staff. Assess the extent of gender mainstreaming in
terms of the development and delivery of gen-der-sensitive products and services. Identify and share information on mecha-
nisms, practices and attitudes that have made a positive contribution to mainstreaming gender in an organization. Assess the level of resources allocated and
spent on gender mainstreaming and gender ac-tivities. Examine the extent to which human resources
policies are gender-sensitive. Examine the staff sex balance at different lev-
els of an organization. Set up the initial baseline of performance on
gender mainstreaming in an organization with a view to introducing an ongoing process of benchmarking to measure progress in promot-ing gender equality. Measure progress in implementing action
plans on gender mainstreaming and recom-mend revisions as needed. Identify room for improvement and suggest
possible strategies to better implement the ac-tion plan.
The outcome of the PGA is a report that includes recommendations for performance improve-ment and concrete actions for follow-up by the audited unit.
Given the magnitude of an intervention of this kind, the commitment of the top authority of the ministry requesting the audit is essential, both for the implementation of the recommendations given in the report, and for ensuring the perma-nence over time of the actions taken, with the necessary allocations of resources.
2. Fellowships
This approach offers the possibility of specific learning about given practices that have been recognized as successful in other countries. For this, it is important that the supply of and de-mand for training among our countries be coor-dinated by the Technical Secretariat, in its role as mediator of horizontal inter-country coopera-tion.
The implementation of Participatory Gender Audits offers an opportunity for detecting good practices, which can then be shared with other countries in which audits have not been carried out.
3. Training plans for institutional strengthening
Simultaneously, either because of individual institutions’ preferences or as an immediate measure, a training plan has been drawn up for members of specialized gender units intended to impact the institutional strengthening of those units.
During the investigation, at lease three basic topics were detected regarding which training should be given to specialized gender units, for their institutional strengthening in the direction to be taken by the mainstreaming effort. Those topics are:
1. Strategic planning with a gender perspective. The objective is to strengthen a unit’s ability to detect its mission, and from there to plan and monitor the cross-cutting treatment of the dif-ferent labor issues within the respective Labor Ministry.2. Gender analysis. The objective is to enable a unit to recognize the gender implications and impact of each individual policy or program, and to perform an effective technical role in the various areas of the institution.3. Gender indicator construction. The objective is to enable a unit to monitor the gender goals and objectives identified for each country.
Annex I . 59
Description of a Model Training Plan for Institutional Strengthening
1. Participative strategic planning with a gender perspective
Module I: Problem analysis with a gender perspective.Objective:• Deliver problem identification tools incorporating gender analysis.
After this Module, participants should be able to:• identify a problem, viewed in terms of its different impact on men and women,• know and apply methodological tools to identify a pro-blem at its various levels, drawing a clear distinction bet-ween a problem and its underlying structural cause.
Module II: Analysis of involved stakeholders with a gender perspective.Objective:• Analyze each group of stakeholders involved in a pro-blem, and the different ways the same problem affects men and women.
After this Module, participants should be able to:• use stakeholder analysis tools, • identify clearly groups of stakeholders,• perceive the problem in question and the different re-sources that each group of involved stakeholders is able to deploy in order to solve the problem.
Module III: Identification of vision, mission, and strate-gic objectives with a gender perspective.After this Module, participants should be able to:• formulate a vision, mission and strategic objectives, • use the methodological tools of participative planning.
Module IV: Operationalization of planning with a gender perspective.After this Module, participants should be able to:• formulate indicators for evaluating the level of achieve-ment of stated objectives,• apply gender analysis to the formulation process in order to obtain distinct measures of results and impact for men and women.
Teaching method:
The training method should be participatory, geared toward problem solving, case studies, and the application of ideas to practical work, emphasizing learning by doing.
2. Gender analysis
Participants should be able to:
• Use diagnostic information, statistics broken down by sex to perform labor market assessments.• Consider cultural, economic, political, legal, socioeco-nomic, demographic, geographical, and other factors that may affect gender equality between working men and women.• Identify gender gaps existing between men and wo-men in the labor market.• Identify individuals, groups or institutions that may influence or be affected by decent work and equal op-portunities oriented programs or projects.• Clearly identify the interests and roles of each group of involved stakeholders.• Identify women’s practical needs and gender strate-gies and the extent to which the objectives meet those needs.• Consciously choose results that do away with the ba-rriers placed by society or that improve unfair situations currently existing between men and women in the labor market.• Contemplate the possibility that it may be necessary to identify multiple results in order to take into account the effects of gender and/or other aspects of diversity when implementing decent work promotion policies.• Analyze the results expected by the government and other involved stakeholders as guarantee of decent work and equal opportunities between men and wo-men.• Where results for women and men are not the same, give the same consideration to both: results for women must not be a footnote in an official policy.• Know how to formulate results indicators with a gen-der perspective.
3. Construction of Indicators
Participants should be able to:
• Use diagnostic information, statistics broken down by sex to perform labor market assessments• Consider cultural, economic, political, legal, socioeco-nomic, demographic, geographical, and other factors that may affect gender equality between working men and women• Identify gender gaps existing between men and wo-men in the labor market.• Analyze existing international labor market and gen-der indicators. (Millennium Goals, ILO, Beijing, ECLAC, etc.)• Analyze existing national plan and equal employment opportunities indicators.• Identify actions likely to have a favorable impact on women’s job participation and formulate indicators with a gender perspective• Identify actions likely to contribute to decent work and formulate results indicators with a gender perspective.
60 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
inst
itutio
nal
feat
ures
Annex II . 61
Annex II
7
* In Spanish only
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62 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
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reco
men
daci
ón d
el
proy
ecto
FO
RS
AT
de la
OIT
.2)
Por
vol
unta
d po
lític
a y
man
dato
de
l Min
istr
o de
Tr
abaj
o.
Es
part
e de
la U
nida
d de
D
erec
hos
Fund
amen
tale
s, q
ue
depe
nde
del D
espa
cho
del
Min
istr
o de
Tra
bajo
.
Bra
sil
xS
ubco
mis
sao
de G
ener
o (S
ubco
mis
ión
de
Gén
ero)
2008
Uni
dad
o de
pend
enci
a es
peci
aliz
ada
de
géne
ro
----
----
Rep
orta
a S
ecre
taría
Eje
cutiv
a de
l Min
iste
rio d
e Tr
abaj
o y
Em
pleo
Chi
lex
Enc
arga
da
Min
iste
rial d
e G
éner
o
1994
2002
2006
29
Enc
arga
da
Min
iste
rial q
ue
coor
dina
mes
a se
ctor
ial c
on
enca
rgad
os
de s
ervi
cios
re
laci
onad
os d
el
Min
iste
rio
Legi
slac
ión
Dep
arta
men
to d
e E
stud
ios
depe
ndie
nte
del g
abin
ete
del
Min
istr
o
Col
ombi
ax
Gru
po d
e E
quid
ad d
e G
éner
o
2003
Uni
dad
o de
pend
enci
a es
peci
aliz
ada
de
géne
ro
Legi
slac
ión
Dire
cció
n de
Pro
moc
ión
Soc
ial
Ecu
ador
xU
nida
d de
G
éner
o y
Juve
ntud
2007
Uni
dad
o de
pend
enci
a es
peci
aliz
ada
de
géne
ro
Acu
erdo
Min
iste
rial
Des
pach
o M
inis
teria
l
Par
agua
yx
Dire
cció
n de
P
rom
oció
n S
ocia
l de
la M
ujer
Tr
abaj
ador
a
1971
Uni
dad
o de
pend
enci
a es
peci
aliz
ada
de
géne
ro
Legi
slac
ión
Con
veni
oC
ompr
omis
o in
tern
acio
nal
Vic
emin
istr
o de
Tra
bajo
y
Seg
urid
ad S
ocia
l
64 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Per
úx
Rep
rese
ntan
te
Sec
toria
l ant
e la
Com
isió
n M
ultis
ecto
rial
del M
inis
terio
de
la M
ujer
y
Des
arro
llo
NR
Pun
to fo
cal
Legi
slac
ión
Com
prom
isos
In
tern
acio
nale
s
NR
Uru
guay
x
Ase
soría
en
Gén
ero
2006
Ase
soría
Legi
slac
ión
Dire
cció
n N
acio
nal d
e E
mpl
eo
Vene
zuel
a
Ant
igua
y B
arbu
dax
Dire
ctor
ate
of
Gen
der
Affa
irs19
80U
nida
d o
depe
nden
cia
espe
cial
izad
a de
gé
nero
Ord
en e
jecu
tiva
Com
prom
isos
In
tern
acio
nale
s
Min
istr
o ví
a S
ecre
taría
P
erm
anen
te
Bah
amas
x
Bur
eau
of
Wom
an’s
Affa
irs(O
ficin
a de
A
sunt
os d
e la
M
ujer
)
1981
Uni
dad
o de
pend
enci
a es
peci
aliz
ada
de
géne
ro
Ord
en e
jecu
tiva
Com
prom
isos
In
tern
acio
nale
s
Min
iste
rio d
e Tr
abaj
o y
Des
arro
llo S
ocia
Cos
ta R
ica
xU
nida
d de
E
quid
ad d
e G
éner
o
2000
Uni
dad
o de
pend
enci
a es
peci
aliz
ada
de
géne
ro
Legi
slac
ión
Dep
ende
ncia
técn
ica
del
Des
pach
o de
l min
istr
o.
Dep
ende
ncia
adm
inis
trat
iva
de
la O
ficin
a M
ayor
El S
alva
dor
xU
nida
d E
spec
ial
de G
éner
o y
Pre
venc
ión
de
Act
os L
abor
ales
D
iscr
imin
ator
ios
2005
Uni
dad
o de
pend
enci
a es
peci
aliz
ada
de
géne
ro
Legi
slac
ión
Com
prom
isos
in
tern
acio
nale
s
Dire
cció
n G
ener
al d
e In
spec
ción
del
Tra
bajo
Gua
tem
ala
xU
nida
d de
la
Muj
er
Trab
ajad
ora
1994
Uni
dad
o de
pend
enci
a es
peci
aliz
ada
de
géne
ro
Legi
slac
ión
Com
prom
isos
in
tern
acio
nale
s
Dire
cció
n de
Pre
visi
ón S
ocia
l
Annex II . 65
Hai
tí x
Ser
vice
Fem
me
et E
nfan
t (S
ervi
cio
Muj
er y
N
iño
- Min
iste
rio
de A
sunt
os
Soc
iale
s)
Ser
vici
o en
la
s O
ficin
as
Reg
iona
les
Legi
slac
ión
Com
prom
isos
in
tern
acio
nale
s
Hon
dura
sx
Pro
gram
a M
ujer
Tr
abaj
ador
a/U
nida
d eq
uida
d de
Gen
ero
Pro
ceso
de
crea
ción
La U
nida
d es
tá e
n cr
eaci
ónLe
gisl
ació
nO
rden
eje
cutiv
aC
onve
nio
Com
prom
iso
inte
rnac
iona
l
Dire
cció
n G
ener
al d
e P
revi
sión
so
cial
/Pro
gram
a M
ujer
tr
abaj
ador
a
Nic
arag
ua
xO
ficin
a de
Ig
uald
ad y
no
Dis
crim
inac
ión
en e
l Em
pleo
2007
Uni
dad
o de
pend
enci
a
espe
cial
izad
a de
gé
nero
Legi
slac
ión
Ord
en e
jecu
tiva
Con
veni
oC
ompr
omis
os
inte
rnac
iona
les
Des
pach
o de
la M
inis
tra
del
Trab
ajo
Pan
amá
xC
omis
ión
de
Gén
ero
y Tr
abaj
o 20
07U
nida
d o
depe
nden
cia
es
peci
aliz
ada
de
géne
ro
Con
veni
o en
tre
el M
inis
terio
de
Des
arro
llo S
ocia
l y
el M
inis
terio
de
Tra
bajo
y
Des
arro
llo L
abor
al
Dire
cció
n G
ener
al d
e E
mpl
eo.
Rep
úblic
a D
omin
ican
ax
Dep
arta
men
to d
e la
Igua
ldad
y n
o D
iscr
imin
ació
n
2005
Uni
dad
o de
pend
enci
a
espe
cial
izad
a de
gé
nero
Ord
en e
jecu
tiva
Sub
secr
etar
ía d
e E
stad
o de
Tr
abaj
o
Sur
inam
ex
n/a
2000
Pun
to fo
cal
Acu
erdo
Min
istr
o de
l Tra
bajo
66 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Me
ca
nis
mos d
e I
nsti
tucio
na
liza
ció
n d
el
En
foq
ue
de
Gé
ne
ro e
n l
os M
inis
teri
os d
el
Tra
ba
joS
eg
ún
Fu
ncio
ne
s,
Aé
rea
s d
e I
nte
rve
nció
n y
Acti
vid
ad
es
Fu
ncio
ne
s
Áre
as d
e i
nte
rve
nció
n
Acti
vid
ad
es i
nte
rna
s
Acti
vid
ad
es e
xte
rna
s
Can
adá
Apo
yo tr
ansv
ersa
l a la
s un
idad
es d
el M
inis
terio
D
ifusi
ón C
apac
itaci
ón,
sens
ibili
zaci
ón
coor
dina
ción
de
insu
mos
ex
tern
os
Trab
ajo
Em
pleo
Rel
acio
nes
de T
raba
jo S
egur
idad
Soc
ial
Info
rmac
ión
e in
vest
igac
ión
Fort
alec
imie
nto
inst
ituci
onal
Ent
rena
mie
nto
Talle
res,
ev
ento
s C
oord
inac
ión
de
rede
s (in
terc
ambi
o de
m
ejor
es p
ráct
icas
, com
part
ir in
form
ació
n)
Par
ticip
ació
n en
com
ités
inte
rdep
arta
men
tale
s de
indi
cado
res
de e
quid
ad d
e gé
nero
, A
nális
is d
e gé
nero
. Pre
para
ción
de
inic
iativ
as
espe
cial
es (
CE
DA
W, U
NC
SW
)
Est
ados
U
nido
sIn
vest
igac
ión
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tudi
osFo
rmul
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n de
nor
mas
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ropu
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s de
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Apo
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ansv
ersa
l a la
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idad
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inis
terio
P
repa
raci
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oyec
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luac
ión
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roye
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ducc
ión
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díst
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sión
Trab
ajo
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pleo
Info
rmac
ión
e in
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igac
ión
Fort
alec
imie
nto
inst
ituci
onal
Pro
pues
tas
legi
slat
ivos
Reg
ulac
ione
sTe
stim
onio
s y/
o in
form
es
en r
elac
ión
a m
ujer
es
trab
ajad
oras
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ticip
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ipos
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trad
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enta
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abor
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ra a
poya
r pr
oyec
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unes
Pro
yect
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alle
res
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taci
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pa
ra m
ejor
ar la
con
dici
ón d
e la
m
ujer
trab
ajad
ora
Mej
orar
sus
con
dici
ones
de
trab
ajo
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emen
tar
su e
ficie
ncia
Aum
enta
r su
s op
ortu
nida
des
para
m
ejor
es e
mpl
eos
Méx
ico
Inve
stig
ació
n y
estu
dios
Form
ulac
ión
de n
orm
as y
es
tánd
ares
Pro
pues
tas
de p
olíti
caA
poyo
tran
sver
sal a
las
unid
ades
del
Min
iste
rio
Pre
para
ción
de
proy
ecto
sE
valu
ació
n de
pro
yect
osP
rodu
cció
n es
tadí
stic
aD
ifusi
ón
Trab
ajo
Em
pleo
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acio
nes
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raba
joS
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idad
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igac
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llere
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as d
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abaj
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osE
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s.
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res
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ensi
biliz
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ampa
ñas
de d
ifusi
ón.
Arg
entin
a P
ropu
esta
s de
pol
ítica
s A
poyo
tran
sver
sal a
las
unid
ades
del
Min
iste
rio
For
mul
ació
n de
pro
yect
os
Difu
sión
Trab
ajo
Em
pleo
Rel
acio
nes
de T
raba
joS
egur
idad
Soc
ial
Info
rmac
ión
e in
vest
igac
ión
Ela
bora
ción
de
prop
uest
as
para
que
los
prog
ram
as y
ac
cion
es in
corp
oren
la n
oció
n de
equ
idad
e ig
uald
ad d
e gé
nero
Talle
res
y ac
tivid
ades
de
sens
ibili
zaci
ón c
on o
rgan
ism
os
no g
uber
nam
enta
les,
sin
dica
tos
y em
pres
as
Tab
la 2
Annex II . 67
Bol
ivia
Pro
pues
tas
de p
olíti
cas
Apo
yo tr
ansv
ersa
l a la
s un
idad
es d
el M
inis
terio
pa
ra la
inco
rpor
ació
n de
l en
foqu
e de
gén
ero
Form
ulac
ión
de p
roye
ctos
P
rodu
cció
n es
tadí
stic
a C
oord
inac
ión
con
orga
niza
cion
es s
ocia
les
y si
ndic
ales
.
Trab
ajo
Em
pleo
R
elac
ione
s de
trab
ajo
Seg
urid
ad s
ocia
l In
form
ació
n e
inve
stig
ació
n
Cur
sos,
talle
res
y ev
ento
s de
se
nsib
iliza
ción
en
géne
ro.
Coo
rdin
ació
n co
n D
irecc
ione
s G
ener
ales
y U
nida
des
en
tem
as d
e gé
nero
Par
ticip
ació
n en
la e
labo
raci
ón
del P
rogr
ama
Ope
rativ
o A
nual
in
sert
ando
act
ivid
ades
de
géne
ro e
n co
ordi
naci
ón c
on
las
Dire
ccio
nes
Gen
eral
es d
el
Min
iste
rioR
euni
ones
con
fu
ncio
nario
s(as
) pa
ra
trat
amie
nto
de c
asos
o t
emas
es
pecí
ficos
sob
re g
éner
o y
coor
dina
ción
de
activ
idad
es
conj
unta
s, ta
les
com
o se
min
ario
s, c
urso
s y
talle
res.
Cur
sos,
Sem
inar
ios
y Ta
ller
en
dere
chos
labo
rale
s, d
iscr
imin
ació
n de
gén
ero
y pr
opue
stas
de
las
trab
ajad
oras
Ta
ller
para
la r
evis
ión
de la
no
rmat
ivas
de
las
mic
ro y
peq
ueña
s em
pres
as y
pro
pues
ta c
on e
quid
ad
de g
éner
o
Bra
sil
Pro
pues
tas
de p
olíti
cas
Apo
yo tr
ansv
ersa
l a la
s un
idad
es d
el M
inis
terio
pa
ra la
inco
rpor
ació
n de
l en
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e de
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ero
Trab
ajo
Em
pleo
Info
rmac
ión
e in
vest
igac
ión
No
real
iza
activ
idad
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tern
as
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inar
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Con
fere
ncia
s
Chi
leIn
vest
igac
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tudi
osP
ropu
esta
s de
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ítica
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ansv
ersa
l a la
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inis
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luac
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ducc
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díst
ica
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sión
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ajo
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pleo
Rel
acio
nes
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abaj
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form
ació
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stig
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rdin
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a m
esa
sect
oria
l de
gén
ero,
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pues
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or
enca
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gén
ero
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dos
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Ser
vici
os
depe
ndie
ntes
del
Min
iste
rio
del T
raba
jo. D
esde
el
depa
rtam
ento
de
estu
dios
y
a ca
rgo
de e
ncar
gada
de
géne
ro s
e re
alza
n ac
tivid
ades
de
cap
acita
ción
, difu
sión
, se
min
ario
s y
pub
licac
ione
s,
gene
ralm
ente
a s
olic
itud.
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licac
ione
s, ta
llere
s,
sem
inar
ios
en c
onve
nio
con
otra
s or
gani
zaci
ones
o a
sol
icitu
d de
est
as
68 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Col
ombi
aIn
vest
igac
ión
y/o
Est
udio
sE
labo
raci
ón d
e no
rmas
o
está
ndar
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ropu
esta
s de
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unid
ades
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iste
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Form
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roye
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sión
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form
ació
n e
inve
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labo
raci
ón d
e lo
s lin
eam
ient
os d
e un
a po
lític
a de
gén
ero
del M
inis
terio
de
la
Pro
tecc
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ial.
Dis
eñar
y r
ealiz
ar u
na
capa
cita
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sob
re la
pe
rspe
ctiv
a de
gén
ero
y su
s al
canc
es, d
irigi
da a
fu
ncio
nario
s de
l Min
iste
rio.
Sis
tem
atiz
ar la
info
rmac
ión
sobr
e la
per
spec
tiva
de g
éner
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las
polít
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gram
as y
pr
oyec
tos
desd
e la
cre
ació
n de
l Min
iste
rio d
e la
Pro
tecc
ión
Soc
ial.
Difu
sión
y c
oord
inac
ión
inte
rinst
ituci
onal
con
la C
onse
jería
P
resi
denc
ial p
ara
la E
quid
ad d
e G
éner
o
Ecu
ador
Pro
pues
tas
de p
olíti
cas
Apo
yo tr
ansv
ersa
l a la
s un
idad
es d
el M
inis
terio
Fo
rmul
ació
n de
pro
yect
osD
ifusi
ón
Trab
ajo
Em
pleo
Info
rmac
ión
e in
vest
igac
ión
Talle
res
de s
ensi
biliz
ació
n de
gé
nero
Mes
as s
obre
gén
ero
y em
pleo
P
ublic
acio
nes
Reu
nion
es d
e tr
abaj
o co
n in
stitu
cion
es e
spec
ializ
adas
de
géne
ro
Per
úN
RN
RN
RN
R
Uru
guay
E
labo
raci
ón d
e no
rmas
o
está
ndar
es
Pro
pues
tas
de p
olíti
cas
Difu
sión
NR
NR
NR
Ant
igua
y
Bar
buda
NR
NR
Talle
res
de c
apac
itaci
ón y
ed
ucac
ión
Sem
inar
ios
para
pro
mov
er la
ig
uald
ad d
e gé
nero
Pro
gram
as p
roye
ctos
Talle
res
de c
apac
itaci
ón y
edu
caci
ón
Sem
inar
ios
para
pro
mov
er la
ig
uald
ad d
e gé
nero
Pro
gram
as p
roye
ctos
Annex II . 69
Bah
amas
In
vest
igac
ión
y es
tudi
osP
ropu
esta
s de
pol
ítica
Apo
yo tr
ansv
ersa
l a la
s un
idad
es d
el M
inis
terio
P
repa
raci
ón d
e pr
oyec
tos
Pro
ducc
ión
esta
díst
ica
Difu
sión
Trab
ajo
Em
pleo
Rel
acio
nes
de T
raba
joIn
form
ació
n e
inve
stig
ació
nFo
rtal
ecim
ient
o in
stitu
cion
al
NR
Pro
gram
as c
onju
ntos
con
los
sect
ores
lega
l, sa
lud,
edu
caci
ón y
de
sarr
ollo
soc
ial
Cos
ta R
ica
In
vest
igac
ión
y es
tudi
osP
ropu
esta
s de
pol
ítica
Apo
yo tr
ansv
ersa
l a la
s un
idad
es d
el M
inis
terio
Fo
rmul
ació
n d
e pr
oyec
tos
Pro
ducc
ión
esta
díst
ica
Difu
sión
Ela
bora
ción
de
prop
uest
as
de p
roye
ctos
(le
gisl
ació
n)
Trab
ajo
Em
pleo
Rel
acio
nes
de T
raba
joIn
form
ació
n e
inve
stig
ació
nFo
rtal
ecim
ient
o in
stitu
cion
al
Cha
rlas
Reu
nion
es d
e an
ális
is d
e pr
oces
osTa
llere
s de
sen
sibi
lizac
ión,
A
seso
ría in
tern
a E
labo
raci
ón d
e in
form
es o
cr
iterio
s té
cnic
os
Talle
res
y ch
arla
s so
bre
Par
ticip
ació
n en
com
isio
nes
inte
rinst
ituci
onal
esTr
abaj
o co
n em
pres
as p
ara
la
prom
oció
n de
bue
nas
prác
ticas
la
bora
les
con
equi
dad
de g
éner
oE
labo
raci
ón d
e pr
opue
sta
para
ca
mbi
os e
n la
legi
slac
ión
labo
ral.
El S
alva
dor
P
rodu
cció
n es
tadí
stic
aD
ifusi
ónS
ensi
biliz
ació
n,
Div
ulga
ción
e In
spec
ción
Trab
ajo
Rel
acio
nes
de tr
abaj
oS
egur
idad
soc
ial
Nin
guna
Foro
s pú
blic
os d
irigi
dos
a tr
abaj
ador
es y
em
plea
dore
sTa
llere
s de
sen
sibi
lizac
ión
y di
vulg
ació
n a
trab
ajad
ores
en
el
cono
cim
ient
o de
los
Der
echo
s La
bora
les.
Gua
tem
ala
In
vest
igac
ión
y es
tudi
osA
poyo
tran
sver
sal a
las
unid
ades
del
Min
iste
rio
para
la in
corp
orac
ión
del
enfo
que
de g
éner
oFo
rmul
ació
n d
e pr
oyec
tos
Eva
luac
ión
de p
roye
ctos
Pro
ducc
ión
esta
díst
ica
Difu
sión
Trab
ajo
Em
pleo
Rel
acio
nes
de tr
abaj
oIn
form
ació
n e
inve
stig
ació
nFo
rtal
ecim
ient
o in
stitu
cion
al
Sen
sibi
lizac
ión
sobr
e pe
rspe
ctiv
a de
gén
ero
Talle
res
enla
ceS
emin
ario
sE
labo
raci
ón d
e pl
an
70 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Hai
tíE
labo
raci
ón d
e no
rmas
o
está
ndar
es
Pro
pues
tas
de p
olíti
cas
Apo
yo tr
ansv
ersa
l a la
s un
idad
es d
el M
inis
terio
pa
ra la
inco
rpor
ació
n de
l en
foqu
e de
gén
ero
Form
ulac
ión
de
proy
ecto
sE
valu
ació
n de
pro
yect
os
Trab
ajo
Em
pleo
Rel
acio
nes
labo
rale
s
NR
NR
Hon
dura
sTr
abaj
oE
mpl
eoR
elac
ione
s la
bora
les
Seg
urid
ad s
ocia
l
Inve
stig
ació
n y/
o es
tudi
osP
ropu
esta
s de
pol
ítica
sA
poyo
tran
sver
sal a
las
unid
ades
del
Min
iste
rio p
ara
la
inco
rpor
ació
n de
l enf
oque
de
géne
roFo
rmul
ació
n d
e pr
oyec
tos
Eva
luac
ión
de p
roye
ctos
Pro
ducc
ión
esta
díst
ica
Difu
sión
Talle
res
de s
ensi
biliz
ació
n en
el
tem
a de
gen
ero
Talle
res
a la
no
Dis
crim
inac
ión
dirig
ida
a em
plea
dore
s y
trab
ajad
ores
Nic
arag
ua
Inve
stig
ació
n y
/o E
stud
ios
Ela
bora
ción
de
norm
as o
es
tánd
ares
P
ropu
esta
s de
pol
ítica
sFo
rmul
ació
n de
pro
yect
os
Difu
sión
y s
ensi
biliz
ació
nS
emin
ario
s de
ca
paci
taci
ón e
n de
rech
os
labo
rale
s pa
ra la
s m
ujer
es.
Trab
ajo
Em
pleo
Rel
acio
nes
de tr
abaj
oFo
rtal
ecim
ient
o in
stitu
cion
al
Sem
inar
ios
de s
ensi
bilid
ad y
ca
paci
taci
ón
Reg
lam
ento
y p
olíti
cas
sobr
e di
scap
acid
ad
Ley
238
Ley
de p
rom
oció
n, p
rote
cció
n y
defe
nsa
de lo
s de
rech
os
hum
anos
ant
e el
SID
A
Com
ité d
e tr
abaj
oP
rom
oció
n y
divu
lgac
ión
de la
of
icin
aC
apac
itaci
ones
der
echo
s la
bora
les
para
muj
eres
Difu
sión
y p
rom
oció
n de
la
legi
slac
ión
Red
inst
ituci
onal
igua
ldad
y n
o di
scrim
inac
ión
en e
l em
pleo
Annex II . 71
Pan
amá
In
vest
igac
ión
y/o
Est
udio
s A
poyo
tran
sver
sal a
las
unid
ades
del
Min
iste
rio
para
la in
corp
orac
ión
del
enfo
que
de g
éner
oP
rodu
cció
n es
tadí
stic
asD
ifusi
ón
Trab
ajo
Info
rmac
ión
e in
vest
igac
ión
Sen
sibi
lizac
ión
de g
éner
oC
urso
s de
pre
supu
esto
s pú
blic
os c
on p
ersp
ectiv
a de
gé
nero
Pro
ducc
ión
de e
stad
ístic
as c
on
pers
pect
iva
de g
éner
o Tr
ansv
ersa
lizac
ión
de g
éner
o en
pro
yect
os d
e de
sarr
ollo
Talle
res
de c
apac
itaci
ón d
on
sind
icat
osFo
ro d
e tr
abaj
o do
més
tico
Rep
úblic
a D
omin
ican
a E
valu
ació
n de
pro
yect
osD
ifusi
ónTa
llere
s de
sen
sibi
lizac
ión
a em
plea
dore
s y
trab
ajad
ores
Trab
ajo
Em
pleo
Cap
acita
ción
a r
epre
sent
ante
s lo
cale
s, in
spec
tore
s y
supe
rvis
ores
, ade
más
del
de
part
amen
to d
e em
pleo
Talle
res
de s
ensi
biliz
ació
n a
trab
ajad
ores
y e
mpl
eado
res
Sur
inam
e
Inve
stig
ació
n y
estu
dios
Pro
pues
tas
de p
olíti
caP
repa
raci
ón d
e pr
oyec
tos
Eva
luac
ión
de p
roye
ctos
Pro
ducc
ión
esta
díst
ica
Difu
sión
Trab
ajo
Em
pleo
Info
rmac
ión
e in
vest
igac
ión
Cur
sos
de c
apac
itaci
ónLe
gisl
ació
n co
n en
foqu
e de
gé
nero
Cap
acita
ción
y tr
ansv
ersa
lizac
ión
de
gén
ero
Aná
lisis
y p
resu
pues
toTa
llere
s de
eva
luac
ión
72 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Me
ca
nis
mos d
e I
nsti
tucio
na
liza
ció
n d
el
En
foq
ue
de
Gé
ne
ro e
n l
os M
inis
teri
os d
el
Tra
ba
joS
eg
ún
Fu
ncio
ne
s D
ese
mp
eñ
ad
as
Pa
íse
sIn
vesti
ga
ció
n
y/o E
stu
dio
sE
lab
ora
ció
n
de
no
rma
s o
e
stá
nd
are
s
Pro
pu
esta
s
de
po
líti
ca
sA
po
yo
tra
nsve
rsa
l a
la
s u
nid
ad
es
de
l M
inis
teri
o
Fo
rmu
lació
n
de
pro
yecto
sE
valu
ació
n
de
p
roye
cto
s
Pro
du
cció
n
esta
dís
tica
Dif
usió
n
Can
adá
xx
Est
ados
U
nido
s x
xx
xx
xx
x
Méx
ico
xx
xx
xx
xx
Arg
entin
a x
xx
x
Bol
ivia
xx
xx
x
Bra
sil
xx
Chi
lex
xx
xx
xx
Col
ombi
ax
xx
xx
x
Ecu
ador
xx
xx
Guy
ana
Par
agua
yx
xx
xx
xx
Per
úN
RN
RN
RN
RN
RN
RN
RN
R
Uru
guay
x
xx
x
Ant
igua
y
Bar
buda
xx
xx
xx
xx
Bah
amas
x
xx
xx
x
Cos
ta R
ica
xx
xx
xx
El S
alva
dor
xx
Gua
tem
ala
xx
xx
xx
xx
Hai
tí x
xx
xx
Hon
dura
sx
xx
xx
xx
Nic
arag
ua
xx
xx
x
Pan
amá
xx
xx
Rep
úblic
a D
omin
ican
ax
xx
xx
x
Sur
inam
ex
xx
xx
x
Tab
la 3
Annex II . 73
Me
ca
nis
mos d
e I
nsti
tucio
na
liza
ció
n d
el
En
foq
ue
de
Gé
ne
ro e
n l
os M
inis
teri
os d
el
Tra
ba
joS
eg
ún
Fu
ncio
ne
s D
ese
mp
eñ
ad
as
Pa
íse
sIn
vesti
ga
ció
n
y/o E
stu
dio
sE
lab
ora
ció
n
de
no
rma
s o
e
stá
nd
are
s
Pro
pu
esta
s
de
po
líti
ca
sA
po
yo
tra
nsve
rsa
l a
la
s u
nid
ad
es
de
l M
inis
teri
o
Fo
rmu
lació
n
de
pro
yecto
sE
valu
ació
n
de
p
roye
cto
s
Pro
du
cció
n
esta
dís
tica
Dif
usió
n
Can
adá
xx
Est
ados
U
nido
s x
xx
xx
xx
x
Méx
ico
xx
xx
xx
xx
Arg
entin
a x
xx
x
Bol
ivia
xx
xx
x
Bra
sil
xx
Chi
lex
xx
xx
xx
Col
ombi
ax
xx
xx
x
Ecu
ador
xx
xx
Guy
ana
Par
agua
yx
xx
xx
xx
Per
úN
RN
RN
RN
RN
RN
RN
RN
R
Uru
guay
x
xx
x
Ant
igua
y
Bar
buda
xx
xx
xx
xx
Bah
amas
x
xx
xx
x
Cos
ta R
ica
xx
xx
xx
El S
alva
dor
xx
Gua
tem
ala
xx
xx
xx
xx
Hai
tí x
xx
xx
Hon
dura
sx
xx
xx
xx
Nic
arag
ua
xx
xx
x
Pan
amá
xx
xx
Rep
úblic
a D
omin
ican
ax
xx
xx
x
Sur
inam
ex
xx
xx
x
Tab
la 3
74 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Me
ca
nis
mos d
e I
nsti
tucio
na
liza
ció
n d
el
En
foq
ue
de
Gé
ne
ro e
n l
os M
inis
teri
os d
el
Tra
ba
joS
eg
ún
De
fin
ició
n d
e s
u M
isió
n
Pa
íse
sM
isió
n
Can
adá
Apo
yar
y co
ordi
nar
el t
raba
jo d
e D
esar
rollo
de
Rec
urso
s H
uman
os C
anad
á (H
RD
C)
en r
elac
ión
a lo
s te
mas
de
géne
ro
Est
ados
U
nido
s M
ejor
ar la
con
dici
ón d
e la
muj
er tr
abaj
ador
a, s
us c
ondi
cion
es d
e tr
abaj
o, in
crem
enta
r su
efic
ienc
ia y
aum
enta
r su
s op
ortu
nida
des
para
mej
ores
em
pleo
s
Méx
ico
Coo
rdin
ar, p
rom
over
y d
ifund
ir ac
cion
es p
ara
fom
enta
r el
trab
ajo
dign
o, e
vita
r la
dis
crim
inac
ión
y lo
grar
la ig
uald
ad d
e op
ortu
nida
des
en e
l mer
cado
labo
ral;
prop
oner
y a
poya
r la
act
ualiz
ació
n de
l mar
co ju
rídic
o en
mat
eria
labo
ral,
con
pers
pect
iva
de
géne
ro y
en
bene
ficio
de
las
pers
onas
en
situ
ació
n de
rie
sgo
o vu
lner
abili
dad.
Pro
mov
er e
n el
ám
bito
nac
iona
l, un
a cu
ltura
de
igua
ldad
, no
disc
rimin
ació
n e
incl
usió
n la
bora
l, a
trav
és d
e la
cre
ació
n, im
puls
o y
coor
dina
ción
de
estr
ateg
ias
para
fom
enar
la e
mpl
eabi
lidad
y la
s co
ndic
ione
s de
trab
ajo
dign
o, d
e la
s pe
rson
as e
n si
tuac
ión
de
vuln
erab
ilida
d la
bora
l.
Arg
entin
aTr
ansv
ersa
lizar
la p
ersp
ectiv
a de
gén
ero
a to
das
las
polít
icas
pro
gram
as y
acc
ione
s de
l min
iste
rio d
e Tr
abaj
o, E
mpl
eo y
seg
urid
ad
Soc
ial.
Bol
ivia
Apo
yar,
coor
dina
r y
faci
litar
las
activ
idad
es d
e la
Uni
dad
de D
erec
hos
Fund
amen
tale
s en
la te
mát
ica
de g
éner
o.G
estio
nar
polít
icas
y a
ccio
nes
para
pro
mov
er la
equ
idad
de
géne
ro e
n la
s re
laci
ones
labo
rale
s.
Bra
sil
Ate
nder
el t
erce
r íte
m d
e lo
s 8
obje
tivos
de
la O
NU
,”P
rom
over
la ig
uald
ad d
e gé
nero
y la
aut
onom
ía d
e la
s m
ujer
es”
y la
s de
sigu
alda
des
en e
l mun
do d
el tr
abaj
o. E
sta
Sub
com
isió
n tie
ne c
omo
obje
tivo
acom
paña
r la
s ac
tivid
ades
de
las
Com
isio
nes
regi
onal
es e
n el
eje
rcic
io d
e la
s ac
cion
es d
e or
ient
ar, m
onito
rear
y p
rom
over
la r
educ
ción
de
las
desi
gual
dade
s y
la ig
uald
ad d
e op
ortu
nida
des
de g
éner
o.
Chi
leN
R
Col
ombi
aP
rom
over
la tr
ansv
ersa
lizac
ión
de la
per
spec
tiva
de g
éner
o al
inte
rior
del M
inis
terio
.Ve
lar
por
el c
umpl
imie
nto
de la
Pol
ítica
de
Pro
tecc
ión
Soc
ial p
ara
los
Gru
pos
Étn
icos
.
Ecu
ador
NR
Par
agua
yLa
form
ació
n in
tegr
al d
e la
muj
er tr
abaj
ador
a y
vela
r po
r el
cum
plim
ient
o de
las
leye
s re
lativ
as a
l tra
bajo
de
la m
ujer
Uru
guay
Ase
sora
r en
gén
ero
a pr
ogra
mas
y p
olíti
cas
de E
mpl
eo y
For
mac
ión
Pro
fesi
onal
Ant
igua
y
Bar
buda
Pro
mov
er la
igua
ldad
de
géne
ro y
el e
mpo
dera
mie
nto
de la
s m
ujer
es e
n A
ntig
ua y
Bar
buda
Tab
la 4
Annex II . 75
Bah
amas
Mon
itore
ar te
mas
de
géne
ro y
des
arro
llo C
oord
inar
y p
artic
ipar
par
a cr
ear
conc
ienc
ia d
e gé
nero
en
gene
ral y
esp
ecífi
cam
ente
sob
re le
yes
y po
lític
as q
ue im
pact
an la
con
dici
ón d
e la
muj
er C
oord
inar
el t
raba
jo d
el C
onse
jo n
acio
nal a
seso
r de
la m
ujer
Tra
bajo
con
junt
o co
n la
s O
NG
s lo
cale
s
Cos
ta R
ica
Tran
sver
saliz
ar e
l enf
oque
de
géne
ro e
n el
acc
iona
r de
l Min
iste
rio d
e Tr
abaj
o m
edia
nte
la p
rom
oció
n, o
rient
ació
n y
mon
itore
o de
lo
s pr
oces
os d
e ca
mbi
o in
stitu
cion
al q
ue r
equi
eren
la p
rest
ació
n de
ser
vici
os c
on e
quid
ad y
las
rela
cion
es la
bora
les
inte
rnas
en
igua
ldad
de
opor
tuni
dade
s
El S
alva
dor
Gua
tem
ala
Pro
moc
iona
r, pr
omov
er y
pro
tege
r lo
s de
rech
os d
e la
muj
er g
uate
mal
teca
, lab
oral
men
te a
ctiv
a
Hai
tí N
R
Hon
dura
sC
ontr
ibui
r al
des
arro
llo d
e la
soc
ieda
d ho
ndur
eña,
apl
ican
do e
l enf
oque
de
equi
dad
de g
éner
o en
la o
rient
ació
n, p
rom
oció
n y
defe
nsa
de d
erec
hos
labo
rale
s, g
ener
ando
la ig
uald
ad d
e op
ortu
nida
des
entr
e ho
mbr
es y
muj
eres
que
con
tem
pla
la le
gisl
ació
n na
cion
al e
inte
rnac
iona
l.
Nic
arag
uaIm
puls
ar c
omo
part
e de
una
nue
va c
ultu
ra la
bora
l el r
espe
to y
cum
plim
ient
o ef
ectiv
o de
la ig
uald
ad d
erec
hos.
Obj
etiv
o: p
oses
iona
r el
tem
a de
Igua
ldad
y n
o di
scrim
inac
ión
en la
Age
nda
Labo
ral.
Y b
asad
o en
los
prin
cipi
os d
e Ig
uald
ad,
Equ
idad
, No
Dis
crim
inac
ión
y G
éner
o.
Pan
amá
Pro
mov
er e
l enf
oque
de
géne
ro, t
anto
den
tro
com
o a
lo e
xter
no d
el M
inis
terio
, en
el m
arco
de
la a
plic
ació
n de
la n
orm
ativ
a de
gé
nero
con
tem
plad
a en
la L
ey N
o. 4
– d
e 29
de
ener
o de
199
9, p
or la
cua
l se
inst
ituye
la Ig
uald
ad d
e O
port
unid
ades
par
a la
s M
ujer
es.
Rep
úblic
a D
omin
ican
aVe
lar
por
la ig
uald
ad y
la n
o di
scrim
inac
ión
en e
l em
pleo
.
Sur
inam
eC
oord
inac
ión
y su
perv
isió
n de
los
tem
as d
e gé
nero
.
76 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Me
ca
nis
mos d
e I
nsti
tucio
na
liza
ció
n d
el
En
foq
ue
de
Gé
ne
ro e
n l
os M
inis
teri
os d
el
Tra
ba
jo s
eg
ún
Re
cu
rsos
Estr
uctu
ra
de
la
un
ida
dD
ota
ció
n
de
pe
rso
na
lFu
ncio
ne
s a
sig
na
da
s a
l p
ers
on
al
Pre
su
pu
esto
p
rop
io
Pre
su
pu
esto
otr
as f
ue
nte
s
Can
adá
Uni
dad
bajo
la D
irecc
ión
de
Est
rate
gia
e In
tegr
ació
n, d
entr
o de
la r
ama
Pol
ítica
Est
raté
gica
e
Inve
stig
ació
n de
l Dep
arta
men
to
de R
ecur
sos
Hum
anos
y
Des
arro
llo d
e H
abili
dade
s
3 pr
ofes
iona
les
tiem
po
com
plet
o
1 adm
inis
trad
or/a
tie
mpo
par
cial
A n
ális
is d
e po
lític
as, c
oord
inac
ión,
ca
paci
taci
ón, c
onsu
ltoría
sP
lan
de tr
abaj
o, r
ecur
sos
hum
anos
y
finan
cier
os, c
oord
inac
ión
Si
0.00
37%
(só
lo
refle
ja la
s ac
tivid
ades
de
la u
nida
d, p
ero
no to
do e
l cos
to.
Que
da fu
era
inve
stig
ació
n,
reco
lecc
ión
de
info
rmac
ión,
ev
alua
cion
es,
etc.
)
n/a
Est
ados
U
nido
sD
irect
or/a
Jefe
/a d
e P
erso
nal
Coo
rdin
ador
/a d
e O
ficin
a N
acio
nal (
regi
ones
)O
ficin
a de
Info
rmac
ión
y S
ervi
cios
de
Apo
yoO
ficin
a de
Pol
ítica
y P
rogr
amas
50
prof
esio
nale
s tie
mpo
co
mpl
eto
2 té
cnic
os8 ad
min
istr
ativ
os
NR
Si
0.1%
n/a
Méx
ico
La D
irecc
ión
Gen
eral
par
a la
Ig
uald
ad L
abor
al c
uent
a co
n tr
es
dire
ccio
nes
de á
rea:
Dire
cció
n de
Equ
idad
labo
ral p
ara
la m
ujer
y m
enor
esD
irecc
ión
de E
quid
ad la
bora
l par
a ad
ulto
s m
ayor
es, p
erso
nas
que
vive
n co
n V
IH/S
IDA
y p
erso
nas
con
disc
apac
idad
.D
irecc
ión
de E
quid
ad L
abor
al
para
jorn
aler
os, i
ndíg
enas
, jó
vene
s y
pers
onas
priv
adas
de
su li
bert
ad.
NR
NR
Si
Si
Ban
co
Inte
ram
eric
ano
de
Des
arro
llo
Tab
la 5
Annex II . 77
Arg
entin
a N
RP
rofe
sion
ales
tie
mpo
co
mpl
eto
Técn
ico
Esp
ecia
lista
s en
tem
as d
e gé
nero
y
trab
ajo,
ela
bora
ción
de
diag
nóst
icos
y
prop
uest
as
No
De
otra
s ár
ea s
del
m
inis
terio
con
las
cual
es s
e pl
anifi
can
activ
idad
es
conj
unta
s
Bol
ivia
No
tiene
nin
guna
dep
ende
ncia
a
su in
terio
r. 1
prof
esio
nal
(50
hrs.
) R
espo
nsab
le d
e gé
nero
Si
0.20
%S
iO
IT y
la
Fund
ació
n Fr
iedr
ich
Ebe
rt
FES
/ILD
IS.
Se
vien
en
gest
iona
ndo
dos
finan
ciam
ient
os
con
fuen
tes
exte
rnas
(U
nión
E
urop
ea y
U
NIF
EM
).
Bra
sil
Ase
soría
/Gab
inet
e de
l Min
istr
o1
prof
esio
nal
3 adm
inis
trat
ivos
Ase
sora
del
Min
istr
oA
nalis
ta d
e lo
gíst
ica
Sec
reta
riaA
uxili
ar a
dmin
istr
ativ
o
Si
0.5%
Chi
leN
o ha
y es
truc
tura
, es
la
enca
rgad
a y
las
dist
inta
s co
ordi
naci
ones
que
sur
jan.
La
enca
rgad
a o
ases
ora
de g
éner
o de
sarr
olla
sus
func
ione
s en
el
Dep
arta
men
to d
e E
stud
ios
del
min
iste
rio.
1 pr
ofes
iona
l ¾
de ti
empo
Sec
reta
ria
com
part
ida
con
la U
nida
d de
E
stud
ios
Ase
sora
r al
min
iste
rio e
n m
ater
ias
rela
cion
adas
con
gén
ero
y tr
abaj
o;A
vanz
ar y
pro
moc
iona
r la
age
nda
de
géne
ro 2
006-
2010
en
el á
mbi
to d
el
trab
ajo
Coo
rdin
ar a
los
serv
icio
s y
subs
ecre
taria
s en
mat
eria
s de
gén
ero
y en
el d
esar
rollo
de
los
PM
G e
nfoq
ue d
e gé
nero
Coo
rdin
ar c
on a
ctor
es s
ocia
les
inic
iativ
as e
n to
rno
a M
ujer
y T
raba
joC
oord
inar
inst
anci
as d
e di
álog
o so
cial
(m
esas
bip
artit
as y
trip
artit
as)
en m
ater
ia
de ig
uald
ad d
e op
ortu
nida
des
Difu
ndir
la p
robl
emát
ica
de g
éner
o en
el
trab
ajo,
ya
sea
tem
átic
a o
sect
oria
lH
acer
seg
uim
ient
o a
com
prom
isos
m
inis
teria
les
y re
pres
enta
r al
min
iste
rio
frent
e al
Ser
vici
o N
acio
nal d
e la
Muj
er.
Cap
acita
ción
en
torn
o a
géne
ro y
tem
as
vinc
ulad
os
Si
Con
veni
o O
IT
78 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Col
ombi
aN
RN
RN
RN
oN
o
Ecu
ador
Una
sol
a un
idad
que
llev
a va
rios
tem
as: g
éner
o, ju
vent
ud, V
IH-
SID
A
1 pr
ofes
iona
l 25
hor
as
sem
anal
es
Si
0,05
%
No
Par
agua
yN
o cu
enta
con
est
ruct
ura
en s
u in
terio
r2 ad
min
istr
ativ
osse
cret
aria
sN
oN
R
Per
úN
RN
RN
R
Uru
guay
N
R1
prof
esio
nal
med
io ti
empo
N
RN
oN
o
Ant
igua
y
Bar
buda
Áre
as a
dmin
istr
ativ
a y
prog
ram
átic
a5
prof
esio
nale
s tie
mpo
co
mpl
eto
5 té
cnic
os/
as ti
empo
co
mpl
eto
4 adm
inis
trat
ivos
/as
Form
ulac
ión
de p
olíti
cas,
cap
acita
ción
y
educ
ació
n, in
vest
igac
ión
y re
cole
cció
n de
info
rmac
ión
Mov
iliza
ción
com
unita
riaLa
bore
s ad
min
istr
ativ
as
Si
1.2%
Si
70%
Age
ncia
s de
de
sarr
ollo
Bah
amas
U
na s
ecci
ón d
el M
inis
terio
con
un
equi
po d
e 4
pers
onas
2 té
cnic
o/ad
min
istr
ativ
os/
as ti
empo
co
mpl
eto
2 adm
inis
trat
ivos
/as
tiem
po
com
plet
o
Labo
res
dual
es
Adm
inis
trat
ivos
Si
Sí
Age
ncia
s de
N
acio
nes
Uni
das
(UN
IFE
M, U
NFP
A);
C
EPA
L; U
WI;
RE
GIO
NA
L/IN
TER
NA
TIO
NA
L G
OV
ER
NM
EN
TS;
OA
S
Annex II . 79
Cos
ta R
ica
Est
ruct
ura
plan
a (u
na
coor
dina
dora
y d
os p
erso
nas
prof
esio
nale
s)
3 P
rofe
sion
ales
tie
mpo
co
mpl
eto
Cap
acita
ción
, inv
estig
ació
n, e
labo
raci
ón
de c
riter
ios
técn
icos
, con
stru
cció
n de
pr
opue
stas
de
trab
ajo,
de
proy
ecto
s de
coo
pera
ción
, par
ticip
ació
n en
co
mis
ione
s in
terin
stitu
cion
ales
, el
abor
ació
n de
info
rmes
técn
icos
.
Si
0.02
7 %
NR
El
Sal
vado
r 1
Jefe
, 2 S
uper
viso
res
y 12
In
spec
tore
s12
Téc
nico
s tie
mpo
co
mpl
eto
4 Adm
inis
trat
ivos
tie
mpo
co
mpl
eto
Insp
ecci
onar
y s
uper
visa
r qu
e en
los
cent
ros
de tr
abaj
o no
se
com
enta
n A
ctos
La
bora
les
Dis
crim
inat
orio
s.S
uper
viso
ra y
Sec
reta
ria
No
Pro
yect
o C
umpl
e y
gana
.. N
o pe
rman
ente
.
Gua
tem
ala
Dire
ccio
nes
o de
lega
cion
es
depa
rtam
enta
les
1 pr
ofes
iona
l tie
mpo
co
mpl
eto
5 té
cnic
os
tiem
po
com
plet
o1
adm
inis
trat
ivo
tiem
po
com
plet
o
Jefa
Cap
acita
dore
sS
ecre
taria
Si
Pro
yect
o C
umpl
e y
Gan
a
Hai
tí N
R1
Pro
fesi
onal
(1
2 hr
s.
men
sual
es)
4 té
cnic
os
(8 h
rs.
men
sual
es)
1 ad
min
istr
ativ
o (8
hrs
. m
ensu
ales
)
Jefe
de
serv
icio
Técn
icos
Sec
reta
ria
No
UN
ICE
F, O
IM,
BIT
, Coo
pera
tion
Bra
sile
ra
Hon
dura
sN
R3
Pro
fesi
onal
es
Técn
ico
Trab
ajad
oras
soc
ales
, una
psi
cólo
gaIn
spec
tora
del
trab
ajo
NR
NR
80 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Nic
arag
ua
Una
ofic
ina
y un
a fu
ncio
naria
co
mo
resp
onsa
ble.
1 pr
ofes
iona
lC
oord
inar
la e
labo
raci
ón d
el P
lan
de
Trab
ajo
Coo
rdin
ació
n co
n lo
s R
espo
nsab
les
de
las
Insp
ecto
rías
Dep
arta
men
tale
s de
l Tr
abaj
oC
oord
inar
la fo
rmul
ació
n de
pla
nes
y pr
ogra
mas
que
per
mita
n la
co
nfor
mac
ión
y fo
rtal
ecim
ient
o de
red
es
soci
ales
Coo
rdin
ació
n co
n re
pres
enta
ntes
de
Em
pres
as P
rivad
as y
púb
licas
, R
epre
sent
ante
s S
indi
cale
sD
ar s
egui
mie
nto
a la
impl
anta
ción
de
plan
es y
pro
gram
asC
oord
inar
la r
ealiz
ació
n de
dia
gnós
ticos
so
bre
nece
sida
des
de c
apac
itaci
ón e
n m
ater
ia d
e eq
uida
d en
el e
mpl
eo e
n el
se
ctor
labo
ral
No
Pro
yect
o C
umpl
e y
Gan
a y
Org
aniz
ació
n In
tern
acio
nal d
el
Trab
ajo
(OIT
)
Pan
amá
Act
ualm
ente
se
está
en
proc
eso
de la
con
form
ació
n de
la O
ficin
a de
Gén
ero,
en b
ase
al c
onve
nio
firm
ado
en
abril
de
2008
.
NR
NR
No
Sí
Pro
gram
a R
egio
nal
Age
nda
Eco
nóm
ica
de la
s M
ujer
es
y la
Dire
cció
n N
acio
nal d
e la
M
ujer
; en
apoy
o a
la e
jecu
ción
de
las
activ
idad
es
de c
apac
itaci
ón y
se
nsib
iliza
ción
.
Rep
úblic
a N
R2
prof
esio
nale
s tie
mpo
co
mpl
eto
Seg
uim
ient
o a
las
activ
idad
esN
oP
roye
cto
Cum
ple
y G
ana
(que
ya
conc
luyó
)
Sur
inam
eN
R1
coor
dina
dor/
a de
pun
tos
foca
les
3 su
b-pu
ntos
fo
cale
s de
di
fere
ntes
de
part
amen
tos
del M
inis
terio
Dep
uty
Sec
reta
ry L
abou
r M
arke
t and
P
olic
y O
ffice
rs w
ithin
the
Min
istr
yS
iP
resu
pues
to p
or
proy
ecto
NR
Annex II . 81
82 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Me
ca
nis
mos d
e I
nsti
tucio
na
liza
ció
n d
el
En
foq
ue
de
Gé
ne
ro e
n L
os M
inis
teri
os d
el
Tra
ba
joS
eg
ún
Coord
ina
ció
n I
nte
rin
sti
tucio
na
lV
incu
lació
n c
on
org
an
ism
os
Vín
cu
lo c
on
m
eca
nis
mo
n
acio
na
l d
e
asu
nto
s d
e
gé
ne
ro
No
rma
tiva
de
l ví
ncu
lo c
on
m
eca
nis
mo
n
acio
na
l d
e
asu
nto
s d
e g
én
ero
Acti
vid
ad
es c
on
jun
tas
Can
adá
Otr
as o
ficin
as e
n el
Min
iste
rioM
ecan
ism
o na
cion
al p
ara
asun
tos
de g
éner
oO
tras
age
ncia
s gu
bern
amen
tale
s
Si
Rel
ació
n in
form
alC
apac
itaci
ónS
ensi
biliz
ació
nP
rogr
amas
con
junt
osC
omité
s in
terd
epar
tam
enta
les
en te
mas
de
gén
ero
Est
ados
U
nido
sO
tras
dep
ende
ncia
s de
l Min
iste
rioO
tras
dep
ende
ncia
s en
el a
para
to d
el E
stad
oE
mpr
esar
ios
Trab
ajad
ores
Org
aniz
acio
nes
de la
soc
ieda
d ci
vil
Med
ios
de c
omun
icac
ión
Org
anis
mos
inte
rnac
iona
les
No
n/a
Méx
ico
Otr
as d
epen
denc
ias
del M
inis
terio
Mec
anis
mo
naci
onal
par
a as
unto
s de
gén
ero
Otr
as d
epen
denc
ias
en e
l apa
rato
del
Est
ado
Em
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izac
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ocie
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unic
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os in
tern
acio
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s
Si
Pla
n N
acio
nal d
e D
esar
rollo
200
7-20
12P
lan
Sec
toria
l de
Trab
ajo
y P
revi
sión
Soc
ial 2
007-
2012
Pro
gram
a pa
ra la
Igua
ldad
en
tre
Muj
eres
y H
ombr
es
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igua
ldad
)
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vest
igac
ión
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acita
ción
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sibi
lizac
ión
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sión
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gram
as c
onju
ntos
Arg
entin
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ias
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inis
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Mec
anis
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l apa
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ado
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ism
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tern
acio
nale
s
Si
No
está
nor
mad
o fo
rmal
men
te
Tab
la 6
Annex II . 83
Bol
ivia
Otr
as d
epen
denc
ias
del M
inis
terio
M
ecan
ism
o N
acio
nal p
ara
Asu
ntos
de
Gén
ero
(Ofic
ina
o M
inis
terio
de
la M
ujer
) O
tras
dep
ende
ncia
s en
el a
para
to d
el E
stad
o E
mpr
esar
ios
Trab
ajad
ores
Org
aniz
acio
nes
de la
soc
ieda
d ci
vil M
edio
s de
com
unic
ació
n O
rgan
ism
os in
tern
acio
nale
s O
rgan
ism
os N
o G
uber
nam
enta
les
y Fu
ndac
ione
s
Si
A tr
avés
de
la L
ey
de O
rgan
izac
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del P
oder
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cutiv
o –
LOP
E (
Func
ione
s de
l Vic
emin
iste
rio d
e A
sunt
os d
e G
éner
o y
Gen
erac
iona
les)
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udio
e in
vest
igac
ión
Cap
acita
ción
S
ensi
biliz
ació
n D
ifusi
ón
Pro
gram
as c
onju
ntos
P
lan
Qui
nque
nal d
e la
s M
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es 2
008-
2012
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lan:
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Con
stru
yend
o la
Nue
va B
oliv
ia, p
ara
Viv
ir B
ien)
del
V
icem
inis
terio
de
Asu
ntos
de
Gén
ero
y G
ener
acio
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s de
pend
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e de
l M
inis
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de
Just
icia
.
Bra
sil
Mec
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Otr
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rgan
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tern
acio
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s
Si
No
está
nor
mad
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rmal
men
teC
umpl
imie
nto
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s lin
eam
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os d
e la
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reta
ría E
spec
ial d
e P
olíti
ca p
ara
las
Muj
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de
la P
resi
denc
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e la
R
epúb
lica
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EP
M/P
R
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dep
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ajad
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soc
ieda
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vil
Med
ios
de c
omun
icac
ión
Org
anis
mos
inte
rnac
iona
les
Si
Por
ofic
io e
xist
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stan
cia
de C
omité
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nico
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istr
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uald
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port
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udio
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igac
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sibi
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ión
Difu
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as c
onju
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Oca
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alm
ente
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real
izan
con
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os
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oope
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ara
activ
idad
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omo
las
seña
lada
s, e
sto
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io c
on m
ucho
m
ás r
ecur
renc
ia e
n pe
ríodo
s an
terio
res.
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ombi
aO
tras
dep
ende
ncia
s de
l Min
iste
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ecan
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ara
asun
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izac
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l
Si
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teP
rogr
amas
con
junt
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biliz
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ador
O
tras
dep
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ncia
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iste
rioO
tras
dep
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oO
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ocie
dad
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lO
rgan
ism
os in
tern
acio
nale
s
No
Cap
acita
ción
S
ensi
biliz
ació
n
84 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Guy
ana
Par
agua
yM
ecan
ism
o na
cion
al p
ara
asun
tos
de g
éner
oO
tras
dep
ende
ncia
s en
el a
para
to d
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stad
oE
mpr
esar
ios
Trab
ajad
ores
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aniz
acio
nes
de la
soc
ieda
d ci
vil
Org
anis
mos
inte
rnac
iona
les
Si
Con
veni
o in
terin
stitu
cion
alC
apac
itaci
ón
Sen
sibi
lizac
ión
Difu
sión
Pro
gram
as c
onju
ntos
Per
ú
Uru
guay
N
RN
RN
RN
R
Vene
zuel
a
Ant
igua
y
Bar
buda
Otr
as d
epen
denc
ias
del M
inis
terio
Mec
anis
mo
naci
onal
par
a as
unto
s de
gén
ero
Otr
as d
epen
denc
ias
en e
l apa
rato
del
Est
ado
Em
pres
ario
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abaj
ador
esO
rgan
izac
ione
s de
la s
ocie
dad
civi
lM
edio
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unic
ació
nO
rgan
ism
os in
tern
acio
nale
s
Si
Por
un
conv
enio
in
terin
stitu
cion
alR
elac
ión
info
rmal
Est
udio
e in
vest
igac
ión
Cap
acita
ción
Sen
sibi
lizac
ión
Difu
sión
Pro
gram
as c
onju
ntos
Bah
amas
Otr
as d
epen
denc
ias
del M
inis
terio
Mec
anis
mo
naci
onal
par
a as
unto
s de
gén
ero
Otr
as d
epen
denc
ias
en e
l apa
rato
del
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ado
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ario
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ador
esO
rgan
izac
ione
s de
la s
ocie
dad
civi
lM
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s de
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ació
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rgan
ism
os in
tern
acio
nale
s
Si
n/a
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udio
e in
vest
igac
ión
Cap
acita
ción
Sen
sibi
lizac
ión
Difu
sión
Pro
gram
as c
onju
ntos
Cos
ta R
ica
Otr
as d
epen
denc
ias
del M
inis
terio
Mec
anis
mo
naci
onal
par
a as
unto
s de
gén
ero
Otr
as d
epen
denc
ias
en e
l apa
rato
del
Est
ado
Em
pres
ario
sTr
abaj
ador
esO
rgan
izac
ione
s de
la s
ocie
dad
civi
lM
edio
s de
com
unic
ació
nO
rgan
ism
os in
tern
acio
nale
s
Si
Difu
sión
Pro
gram
as c
onju
ntos
Tras
lado
de
info
rmac
ión
y m
etod
olog
ías
para
el a
nális
is d
e gé
nero
Annex II . 85
El S
alva
dor
Otr
as d
epen
denc
ias
del M
inis
terio
Mec
anis
mo
naci
onal
par
a as
unto
s de
gén
ero
Otr
as d
epen
denc
ias
en e
l apa
rato
del
Est
ado
Em
pres
ario
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abaj
ador
esO
rgan
izac
ione
s de
la s
ocie
dad
civi
lM
edio
s de
com
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ació
n
Si
Por
un
conv
enio
in
terin
stitu
cion
alP
olíti
ca N
acio
nal d
e la
M
ujer
Cap
acita
ción
Sen
sibi
lizac
ión
Difu
sión
Insp
ecci
ones
Gua
tem
ala
Otr
as d
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denc
ias
del M
inis
terio
Mec
anis
mo
naci
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par
a as
unto
s de
gén
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l apa
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terin
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stud
io e
inve
stig
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apac
itaci
ónP
rogr
amas
con
junt
os
Hai
tí N
RN
RP
or u
n ac
uerd
oN
R
Hon
dura
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tras
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ncia
s de
l Min
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rioM
ecan
ism
o N
acio
nal p
ara
Asu
ntos
de
Gén
ero
Si
P
or u
n co
nven
io
inte
rinst
ituci
onal
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udio
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igac
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acita
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sibi
lizac
ión
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sión
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arag
uaO
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dep
ende
ncia
s de
l Min
iste
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ecan
ism
o na
cion
al d
e as
unto
s de
gén
ero
Otr
as d
epen
denc
ias
en e
l apa
rato
del
Est
ado
Trab
ajad
ores
Org
aniz
acio
nes
de la
soc
ieda
d ci
vil
Med
ios
de c
omun
icac
ión
Si
Por
un
conv
enio
in
terin
stitu
cion
alP
olíti
ca d
e G
éner
o de
l Gob
iern
o de
R
econ
cilia
ción
y U
nida
d N
acio
nal.
Cap
acita
ción
Sen
sibi
lizac
ión
Difu
sión
Pan
amá
Mec
anis
mo
Nac
iona
l par
a A
sunt
os d
e G
éner
o O
tras
dep
ende
ncia
s en
el a
para
to d
el E
stad
o.(P
rogr
ama
Reg
iona
l Age
nda
Eco
nóm
ica
de
las
Muj
eres
).
Si
Por
un
conv
enio
in
terin
stitu
cion
alE
stud
io e
inve
stig
ació
nC
apac
itaci
ónS
ensi
biliz
ació
n
Rep
úblic
a D
omin
ican
a O
tras
dep
ende
ncia
s de
l Min
iste
rioM
ecan
ism
o N
acio
nal p
ara
Asu
ntos
de
Gén
ero
Org
anis
mos
inte
rnac
iona
les
Si
Por
un
conv
enio
in
terin
stitu
cion
alN
R
Sur
inam
eO
tras
dep
ende
ncia
s de
l Min
iste
rioM
ecan
ism
o na
cion
al p
ara
asun
tos
de g
éner
oS
iP
or u
n co
nven
io
inte
rinst
ituci
onal
Sen
sibi
lizac
ión
Difu
sión
86 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Tab
la 7
Me
ca
nis
mos d
e I
nsti
tucio
na
liza
ció
n d
el
En
foq
ue
de
Gé
ne
ro e
n l
os M
inis
teri
os d
el
Tra
ba
joS
eg
ún
Ca
pa
cit
ació
n R
ecib
ida
y N
ece
sid
ad
es d
e C
ap
acit
ació
nP
aís
es
Ca
pa
cit
ació
n e
n
tem
as d
e g
én
ero
re
cib
ida
Fe
ch
aO
rga
nis
mo
qu
e i
mp
art
ió l
a
ca
pa
cit
ació
nÁ
rea
s e
n
qu
e r
eq
uie
re
ca
pa
cit
ació
n
Me
ca
nis
mo d
e
form
ació
n e
n
gé
ne
ro m
ás
ap
rop
iad
oC
anad
á C
once
ptos
bás
icos
de
teor
ía d
e gé
nero
Aná
lisis
de
géne
ro e
n pr
ogra
mas
y p
roye
ctos
Cur
sos
univ
ersi
tario
s so
bre:
E
stud
ios
In
terv
enci
ón s
ocia
l
Soc
iolo
gía
A
ntro
polo
gía
M
ovim
ient
os
labo
rale
s
/ hi
stor
ia
Des
arro
llo
inte
rnac
iona
l
199
7- 2
008
199
7- 2
008
199
7 - 2
006
Cap
acita
ción
priv
ada
reco
men
dada
po
r el
mec
anis
mo
naci
onal
par
a as
unto
s de
gén
ero
(Sta
tus
of
Wom
en C
anad
a –
SW
C)
& c
urso
s un
iver
sita
rios
Cap
acita
ción
priv
ada
reco
men
dada
po
r el
mec
anis
mo
naci
onal
par
a as
unto
s de
gén
ero
(Sta
tus
of
Wom
en C
anad
a –
SW
C)
& c
urso
s un
iver
sita
rios
Otta
wa
Uni
vers
ity,
Uni
vers
ity o
f Wat
erlo
o U
nive
rsity
of C
alga
ry M
emor
ial U
nive
rsity
of
New
foun
dlan
d S
imon
Fra
ser
Uni
vers
ity
Cur
sos
de li
dera
zgo
Pog
ram
as d
e de
sarr
ollo
S
enio
r m
anag
emen
t aw
aren
ess,
T
reas
ury
Boa
rd
subm
issi
on/
Mem
oran
dum
to C
abin
et
prep
arat
ion
cour
ses
Acc
eso
a in
vest
igac
ione
s,
mat
eria
les
y ev
alua
cion
es d
e pr
ogra
mas
exi
toso
s ya
im
plem
enta
dos
Cur
sos,
talle
res,
se
min
ario
s.
Est
ados
U
nido
s A
nális
is d
e gé
nero
en
prog
ram
as y
pro
yect
os
Bre
chas
de
géne
ro e
n el
ám
bito
labo
ral
Edu
caci
ón fi
nanc
iera
pa
ra m
ujer
es
Tec
nolo
gía
con
enfo
que
de g
éner
o
Tal
lere
s pa
ra la
pr
omoc
ión
de lo
s te
mas
de
gén
ero
Sem
inar
ios
1999
-200
0
Anu
al
Anu
al
Ann
ual
Sta
tus
of W
omen
Can
ada
trai
ning
fo
r A
PE
C w
orki
ng G
roup
ON
Gs,
Con
gres
sion
al b
riefin
gs
ON
Gs,
Age
ncia
s gu
bern
amen
tale
s
ON
Gs,
Age
ncia
s gu
bern
amen
tale
s
Req
uier
e ca
paci
taci
ón,
pero
no
espe
cific
a ár
eas
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo C
omun
icac
ión
virt
ual
Acc
eso
a in
vest
igac
ione
s,
mat
eria
les
y ev
alua
cion
es d
e pr
ogra
mas
exi
toso
s ya
im
plem
enta
dos
Annex II . 87
Méx
ico
Sen
sibi
lizac
ión
en
géne
ro
Hos
tigam
ient
o se
xual
/la
bora
l
200
8
200
8
Inst
ituto
Nac
iona
l de
las
Muj
eres
(In
muj
eres
) In
stitu
to N
acio
nal d
e la
s M
ujer
es
(Inm
ujer
es)
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Com
unic
ació
n vi
rtua
l A
cces
o a
inve
sti-
gaci
ones
, mat
eria
les
y ev
alua
cion
es d
e pr
ogra
mas
exi
toso
s ya
im
plem
enta
dos
Arg
entin
a A
nális
is d
e gé
nero
en
proy
ecto
s y
prog
ram
as P
lani
ficac
ión
estr
até-
gica
con
enf
oque
de
géne
ro C
apac
itaci
ones
inte
r-na
s de
l equ
ipo
y fo
rma-
ción
aca
dém
ica
prev
ia
200
8
200
8
OIT
Exp
erta
del
gob
iern
o de
Cat
aluñ
a
Pla
nific
ació
n es
trat
égic
a y
brec
has
de g
éner
o
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo
Acc
eso
a in
vest
i-ga
cion
es, m
ater
iale
s y
eval
uaci
ones
de
prog
ram
as e
xito
sos
ya
impl
emen
tado
s C
urso
s, ta
llere
s, s
emi-
nario
s
Bol
ivia
Cur
so: I
ntro
ducc
ión
a la
Eco
nom
ía y
Gén
ero
La
prot
ecci
ón d
e lo
s D
erec
hos
de la
s M
ujer
es
en C
onte
xtos
de
Esp
e-ci
al V
ulne
rabi
lidad
. G
éner
o e
Inte
rsec
cio-
nalid
ades
: nue
vos
pano
-ra
mas
par
a la
s po
lític
as
públ
icas
de
prot
ecci
ón
de m
ujer
es e
mig
rant
es,
jóve
nes
e in
díge
nas
Sem
inar
io d
e A
ctua
-liz
ació
n en
Eco
nom
ía
y G
éner
o, D
esar
rollo
y
Cre
cim
ient
o: L
a Te
oría
y
los
Ret
os A
ctua
les
Cur
so-S
emin
ario
: “P
ro-
mov
iend
o la
Gen
erac
ión
del E
mpl
eo D
igno
”
200
8
200
8
200
8
200
8
200
8
Uni
vers
idad
May
or d
e S
an A
ndré
s –
Pos
tgra
do e
n C
ienc
ias
del D
esar
rollo
(C
IDE
S)
Com
isió
n A
ndin
a de
Jur
ista
s –
CA
J U
nive
rsid
ad M
ayor
de
San
And
rés
– P
ostg
rado
en
Cie
ncia
s de
l Des
arro
llo
(CID
ES
) U
nive
rsid
ad M
ayor
de
San
And
rés
– P
ostg
rado
en
Cie
ncia
s de
l Des
arro
llo
(CID
ES
)
Con
stru
cció
n de
indi
ca-
dore
s e
iden
tific
ació
n de
br
echa
s de
gén
ero
en e
l ám
bito
labo
ral.
Aná
lisis
de
géne
ro e
n pr
oyec
tos
y pr
ogra
mas
. P
lani
ficac
ión
estr
atég
ica
con
enfo
que
de g
éner
o. S
egur
idad
y s
alud
en
el
trab
ajo
con
pers
pect
iva
de
géne
ro.
Insp
ecci
ón d
el tr
abaj
o co
n en
foqu
e de
gén
ero.
Pol
ítica
s y
prog
ram
as d
e em
pleo
con
enf
oque
de
géne
ro.
Gén
ero
en lo
s pr
esup
ues-
tos. Tra
nsve
rsal
izac
ión
de la
pe
rspe
ctiv
a de
gén
ero
en
la g
estió
n pú
blic
a.
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo C
omun
icac
ión
virt
ual
de lo
s M
inis
terio
s de
Tr
abaj
o en
tre
sí y
con
or
gani
smos
inte
rna-
cion
ales
, age
ncia
s de
fina
ncia
mie
nto
y re
pres
enta
ntes
de
la
soci
edad
civ
il. A
cces
o a
inve
sti-
gaci
ones
, mat
eria
les
y ev
alua
cion
es d
e pr
ogra
mas
exi
toso
s ya
im
plem
enta
dos
Cur
sos,
talle
res,
sem
i-na
rios
88 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Bra
sil
No
han
reci
bido
cap
aci-
taci
ón A
nális
is d
e pr
ogra
mas
Pla
nific
ació
n es
trat
égic
a co
n en
foqu
e de
gén
ero
Gén
ero
en lo
s pr
esup
ues-
tos Enf
oque
de
géne
ro e
n el
ám
bito
del
trab
ajo
Com
unic
ació
n vi
rtua
l C
urso
s, ta
llere
s, s
emi-
nario
s
Chi
leLa
enc
arga
da a
ctua
l y
las
ante
riore
s ha
n in
gres
ado
al M
inis
terio
co
n fo
rmac
ión
prev
ia e
n m
ater
ias
de g
éner
o
Ela
bora
ción
de
indi
cado
-re
s pa
ra la
med
ició
n de
los
avan
ces
en m
ater
ia d
e po
lí-tic
as p
úblic
as c
on e
nfoq
ue
de g
éner
o.
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo C
omun
icac
ión
virt
ual
Acc
eso
a in
vest
i-ga
cion
es, m
ater
iale
s y
eval
uaci
ones
de
prog
ram
as e
xito
sos
ya
impl
emen
tado
s
Col
ombi
a C
once
ptos
bás
icos
de
la te
oría
de
géne
ro
Aná
lisis
de
géne
ro e
n pr
oyec
tos
y pr
ogra
mas
Pla
nific
ació
n es
trat
é-gi
ca c
on e
nfoq
ue d
e gé
nero
200
3 a
la
fech
a
200
3 a
la
fech
a
200
3 a
la
fech
a
PN
UD
- DA
NE
- Con
seje
ría d
e E
qui-
dad
de G
éner
o
PN
UD
- DA
NE
- Con
seje
ría d
e E
qui-
dad
de G
éner
o
PN
UD
- DA
NE
- Con
seje
ría d
e E
quid
ad d
e G
éner
o –
Coo
pera
ción
E
spañ
ola
Enf
atiz
ar e
n pr
ogra
mas
y
proy
ecto
s de
gen
erac
ión
de e
mpl
eo, d
ialo
go s
ocia
l, in
spec
ción
y v
igila
ncia
con
co
smov
isió
n d
e gé
nero
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo C
omun
icac
ión
virt
ual
Acc
eso
a in
vest
i-ga
cion
es, m
ater
iale
s y
eval
uaci
ones
de
prog
ram
as e
xito
sos
ya
impl
emen
tado
s C
urso
s, ta
llere
s, s
emi-
nario
s
Ecu
ador
Con
cept
os b
ásic
os d
e la
teor
ía d
e gé
nero
Bre
chas
de
géne
ro e
n el
ám
bito
labo
ral
200
5
200
5
OIT
ISP
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo C
urso
s, ta
llere
s, s
emi-
nario
s
Annex II . 89
Par
agua
y C
once
ptos
bás
icos
de
la te
oría
de
géne
ro B
rech
as d
e gé
nero
en
el á
mbi
to la
bora
l
200
9
200
9
Min
iste
rio d
e Ju
stic
ia y
Tra
bajo
y
OIT
R
ecur
sos
hum
anos
Info
rmát
ica
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo C
omun
icac
ión
virt
ual
Acc
eso
a in
vest
i-ga
cion
es, m
ater
iale
s y
eval
uaci
ones
de
prog
ram
as e
xito
sos
ya
impl
emen
tado
s C
urso
s, ta
llere
s, s
emi-
nario
s
Per
úN
RN
RN
RN
RN
R
Uru
guay
N
RN
RN
RN
RN
R
Ant
igua
y
Bar
buda
Con
cept
os b
ásic
os d
e la
teor
ía d
e gé
nero
Aná
lisis
de
géne
ro e
n pr
ogra
mas
y p
roye
ctos
Pla
nific
ació
n es
trat
égic
a co
n en
foqu
e de
gén
ero
Gén
ero
en lo
s pr
esu-
pues
tos
Bre
chas
de
géne
ro e
n el
ám
bito
lab
oral
Pro
gram
a
regu
lar
Pro
gram
a
regu
lar
Pro
gram
a
regu
lar
Mec
anis
mo
naci
onal
par
a as
unto
s de
gén
ero
Mec
anis
mo
naci
onal
par
a as
unto
s de
gén
ero
Mec
anis
mo
naci
onal
par
a as
unto
s de
gén
ero
Org
aniz
acio
nes
inte
rnac
iona
les
Rec
olec
ción
de
info
rma-
ción
est
adís
tica
desa
greg
a-da
por
sex
o
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo M
inis
terio
s de
l Tra
bajo
Com
unic
ació
n vi
rtua
l A
cces
o a
inve
sti-
gaci
ones
, mat
eria
les
y ev
alua
cion
es d
e pr
ogra
mas
exi
toso
s ya
im
plem
enta
dos
Cur
sos,
talle
res,
sem
i-na
rios
90 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Bah
amas
C
once
ptos
bás
icos
de
la te
oría
de
géne
ro A
nális
is d
e gé
nero
en
prog
ram
as y
pro
yect
os P
lani
ficac
ión
estr
até-
gica
con
enf
oque
de
géne
ro G
éner
o en
los
pres
u-pu
esto
s B
rech
as d
e gé
nero
en
el á
mbi
to l
abor
al
UN
IFE
M, U
WI,
EC
LAC
UN
FPA
, OA
S
UW
I
UN
FPA
, Gob
iern
os R
egio
nale
s U
WI
Tom
ador
es d
e de
cisi
ones
Sen
ior
Man
ager
s P
erso
nal d
e R
ecur
sos
Hum
anos
y F
inan
cier
os
A
seso
ría d
irect
a de
or
gani
smos
inte
rnac
io-
nale
s P
asan
tías
en o
tros
M
inis
terio
s de
l Tra
bajo
Min
iste
rios
del T
raba
jo C
omun
icac
ión
virt
ual
Acc
eso
a in
vest
i-ga
cion
es, m
ater
iale
s y
eval
uaci
ones
de
prog
ram
as e
xito
sos
ya
impl
emen
tado
s C
urso
s, ta
llere
s, s
emi-
nario
s
Cos
ta R
ica
No
ha r
ecib
ido
capa
ci-
taci
ón T
eoría
de
géne
ro A
nális
is d
e gé
nero
Tra
nsve
rsal
izac
ión
de g
é-ne
ro a
niv
el in
stitu
cion
al P
lani
ficac
ión
de e
mpl
eo y
gé
nero
Ela
bora
ción
de
polít
icas
Eva
luac
ión
de p
rogr
amas
co
n pe
rspe
ctiv
a de
gén
ero
Inve
stig
ació
n co
n pe
rs-
pect
iva
de g
éner
o T
eoría
sob
re u
so d
el
tiem
po P
rogr
amas
de
cóm
puto
pa
ra a
nális
is d
e da
tos
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo C
urso
s, ta
llere
s, s
emi-
nario
s P
ráct
icas
viv
enci
ales
so
bre
cóm
o ha
cer
aná-
lisis
de
géne
ro e
n lo
s di
fere
ntes
pro
ceso
s ya
qu
e po
r lo
gen
eral
que
-da
n a
un n
ivel
teór
ico
y no
prá
ctic
o.
El S
alva
dor
Con
cept
os b
ásic
os d
e la
teor
ía d
e gé
nero
For
mad
or d
e Fo
rma-
dore
s D
iplo
mad
o de
Gén
ero
en P
olíti
cas
Púb
licas
Des
afío
s de
la In
spec
-ci
ón d
el T
raba
jo e
n la
P
rote
cció
n y
Pro
moc
ión
de lo
s D
erec
hos
Labo
ra-
les
de la
s M
ujer
es
200
8 2
008
200
8
200
8
ISD
EM
U P
roye
cto
Cum
ple
y G
ana
Uni
vers
idad
Cen
troa
mer
ican
a Jo
sé
Sim
eón
Cañ
as (
UC
A)
Pro
yect
o C
umpl
e y
Gan
a
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo C
urso
s, ta
llere
s, s
emi-
nario
s
Annex II . 91
Gua
tem
ala
Con
cept
os b
ásic
os d
e la
teor
ía d
e gé
nero
Aná
lisis
de
géne
ro e
n pr
ogra
mas
y p
roye
ctos
Pla
nific
ació
n es
trat
é-gi
ca c
on e
nfoq
ue d
e gé
nero
Bre
chas
de
géne
ro e
n el
ám
bito
lab
oral
200
8 2
008
200
8
200
8
MIN
TRA
B C
umpl
e y
gana
Cum
ple
y ga
na
Cum
ple
y ga
na
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Hai
tí N
o ha
rec
ibid
o T
eoría
s y
conc
epto
s de
gé
nero
Ela
bora
ción
de
prog
ra-
mas
y p
roye
ctos
con
enf
o-qu
e de
gén
ero
Ela
bora
ción
de
pres
u-pu
esto
s co
n en
foqu
e de
gé
nero
Con
side
raci
ones
de
géne
-ro
a n
ivel
de
la a
dmin
istr
a-ci
ón d
el tr
abaj
o
Teo
rías
y co
ncep
tos
de g
éner
o E
labo
raci
ón d
e pr
o-gr
amas
y p
roye
ctos
co
n en
foqu
e de
gén
ero
Ela
bora
ción
de
pres
u-pu
esto
s co
n en
foqu
e de
gén
ero
Con
side
raci
ones
de
géne
ro a
niv
el d
e la
ad-
min
istr
ació
n de
l tra
bajo
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo A
cces
o a
inve
sti-
gaci
ones
, mat
eria
les
y ev
alua
cion
es d
e pr
ogra
mas
exi
toso
s ya
im
plem
enta
dos
Cur
sos,
talle
res,
sem
i-na
rios
For
mac
ión
de e
spe-
cial
izac
ión
en a
sunt
os
de g
éner
o
92 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Hon
dura
s C
once
ptos
bás
icos
de
la te
oría
de
géne
ro A
nális
is d
e gé
nero
en
proy
ecto
s y
prog
ram
as P
lani
ficac
ión
estr
até-
gica
con
enf
oque
de
géne
ro G
éner
o en
los
pres
u-pu
esto
s
Dis
crim
inac
ión
por
Raz
ones
de
Gen
ero
200
8 2
007
200
7
200
8
200
7
Cum
ple
Y G
ana
Age
nda
econ
ómic
a de
las
Muj
eres
A
GE
M/IN
AM
Age
nda
econ
ómic
a de
las
Muj
eres
A
GE
M/IN
AM
Age
nda
econ
ómic
a de
las
Muj
eres
A
GE
M/IN
AM
Cum
ple
Y G
ana
Pla
nific
ació
n, e
stra
tegi
as,
polít
icas
Inst
rum
ento
s m
etod
o-ló
gico
s, c
on e
nfoq
ue d
e ge
nero
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo C
omun
icac
ión
virt
ual
Acc
eso
a in
vest
i-ga
cion
es, m
ater
iale
s y
eval
uaci
ones
de
prog
ram
as e
xito
sos
ya
impl
emen
tado
s
Nic
arag
ua
Gén
ero
y so
cied
ad e
n el
90
Cap
acita
ción
de
de-
rech
os la
bora
les
para
m
ujer
es.
199
0 2
008
AM
NLA
E M
inis
terio
del
trab
ajo
Cap
acita
ción
sis
tem
átic
a so
bre
disc
rimin
ació
n la
bo-
ral f
emen
ina
Cap
acita
ción
sob
re in
s-tr
umen
tos
inte
rnac
iona
les
de p
rote
cció
n a
la m
ujer
, (a
todo
el m
inis
terio
con
m
ayor
énf
asis
en
la In
spec
-to
ría g
ener
al d
el tr
abaj
o)
conc
epto
s bá
sico
s de
la
teor
ía d
e gé
nero
Gén
ero
en lo
s pr
esup
ues-
tos Pla
nific
ació
n es
trat
égic
a B
rech
as d
e gé
nero
en
el
ámbi
to la
bora
l
Com
unic
ació
n vi
rtua
l A
cces
o a
inve
stig
a-ci
ones
, mat
eria
les
y ev
alua
cion
es d
e pr
ogra
mas
exi
toso
s ya
im
plem
enta
dos
Cur
sos,
talle
res,
sem
i-na
rios
Pan
amá
Con
cept
os b
ásic
os d
e la
teor
ía d
e gé
nero
Aná
lisis
de
géne
ro e
n pr
oyec
tos
y pr
ogra
mas
Gén
ero
en lo
s pr
esu-
pues
tos
La
Inco
rpor
ació
n de
l en
foqu
e de
gén
ero
en la
pr
oduc
ción
de
esta
dís-
ticas
200
7 –
2008
200
8
200
7
200
7
Pro
gram
a R
egio
nal A
gend
a E
co-
nóm
ica
de la
s M
ujer
es y
Dire
cció
n N
acio
nal d
e la
Muj
er P
rogr
ama
Reg
iona
l Age
nda
Eco
-nó
mic
a de
las
Muj
eres
y D
irecc
ión
Nac
iona
l de
la M
ujer
Pro
gram
a R
egio
nal A
gend
a E
co-
nóm
ica
de la
s M
ujer
es y
Dire
cció
n N
acio
nal d
e la
Muj
er
Pro
gram
a R
egio
nal A
gend
a E
co-
nóm
ica
de la
s M
ujer
es y
Dire
cció
n N
acio
nal d
e la
Muj
er
Dire
ccio
-ne
s de
Em
pleo
, Ins
pecc
ión,
Tra
bajo
(o
rient
ació
n y
conc
iliac
ión
labo
ral),
D
efen
soría
.
Bue
nas
prác
ticas
en
tran
sver
saliz
ació
n de
gén
e-ro
en
polít
icas
labo
rale
s
Pla
nific
ació
n
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo A
cces
o a
inve
sti-
gaci
ones
, mat
eria
les
y ev
alua
cion
es d
e pr
ogra
mas
exi
toso
s ya
im
plem
enta
dos
Cur
sos,
talle
res,
sem
i-na
rios
Annex II . 93
Hon
dura
s C
once
ptos
bás
icos
de
la te
oría
de
géne
ro A
nális
is d
e gé
nero
en
proy
ecto
s y
prog
ram
as P
lani
ficac
ión
estr
até-
gica
con
enf
oque
de
géne
ro G
éner
o en
los
pres
u-pu
esto
s
Dis
crim
inac
ión
por
Raz
ones
de
Gen
ero
200
8 2
007
200
7
200
8
200
7
Cum
ple
Y G
ana
Age
nda
econ
ómic
a de
las
Muj
eres
A
GE
M/IN
AM
Age
nda
econ
ómic
a de
las
Muj
eres
A
GE
M/IN
AM
Age
nda
econ
ómic
a de
las
Muj
eres
A
GE
M/IN
AM
Cum
ple
Y G
ana
Pla
nific
ació
n, e
stra
tegi
as,
polít
icas
Inst
rum
ento
s m
etod
o-ló
gico
s, c
on e
nfoq
ue d
e ge
nero
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo C
omun
icac
ión
virt
ual
Acc
eso
a in
vest
i-ga
cion
es, m
ater
iale
s y
eval
uaci
ones
de
prog
ram
as e
xito
sos
ya
impl
emen
tado
s
Nic
arag
ua
Gén
ero
y so
cied
ad e
n el
90
Cap
acita
ción
de
de-
rech
os la
bora
les
para
m
ujer
es.
199
0 2
008
AM
NLA
E M
inis
terio
del
trab
ajo
Cap
acita
ción
sis
tem
átic
a so
bre
disc
rimin
ació
n la
bo-
ral f
emen
ina
Cap
acita
ción
sob
re in
s-tr
umen
tos
inte
rnac
iona
les
de p
rote
cció
n a
la m
ujer
, (a
todo
el m
inis
terio
con
m
ayor
énf
asis
en
la In
spec
-to
ría g
ener
al d
el tr
abaj
o)
conc
epto
s bá
sico
s de
la
teor
ía d
e gé
nero
Gén
ero
en lo
s pr
esup
ues-
tos Pla
nific
ació
n es
trat
égic
a B
rech
as d
e gé
nero
en
el
ámbi
to la
bora
l
Com
unic
ació
n vi
rtua
l A
cces
o a
inve
stig
a-ci
ones
, mat
eria
les
y ev
alua
cion
es d
e pr
ogra
mas
exi
toso
s ya
im
plem
enta
dos
Cur
sos,
talle
res,
sem
i-na
rios
Pan
amá
Con
cept
os b
ásic
os d
e la
teor
ía d
e gé
nero
Aná
lisis
de
géne
ro e
n pr
oyec
tos
y pr
ogra
mas
Gén
ero
en lo
s pr
esu-
pues
tos
La
Inco
rpor
ació
n de
l en
foqu
e de
gén
ero
en la
pr
oduc
ción
de
esta
dís-
ticas
200
7 –
2008
200
8
200
7
200
7
Pro
gram
a R
egio
nal A
gend
a E
co-
nóm
ica
de la
s M
ujer
es y
Dire
cció
n N
acio
nal d
e la
Muj
er P
rogr
ama
Reg
iona
l Age
nda
Eco
-nó
mic
a de
las
Muj
eres
y D
irecc
ión
Nac
iona
l de
la M
ujer
Pro
gram
a R
egio
nal A
gend
a E
co-
nóm
ica
de la
s M
ujer
es y
Dire
cció
n N
acio
nal d
e la
Muj
er
Pro
gram
a R
egio
nal A
gend
a E
co-
nóm
ica
de la
s M
ujer
es y
Dire
cció
n N
acio
nal d
e la
Muj
er
Dire
ccio
-ne
s de
Em
pleo
, Ins
pecc
ión,
Tra
bajo
(o
rient
ació
n y
conc
iliac
ión
labo
ral),
D
efen
soría
.
Bue
nas
prác
ticas
en
tran
sver
saliz
ació
n de
gén
e-ro
en
polít
icas
labo
rale
s
Pla
nific
ació
n
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo A
cces
o a
inve
sti-
gaci
ones
, mat
eria
les
y ev
alua
cion
es d
e pr
ogra
mas
exi
toso
s ya
im
plem
enta
dos
Cur
sos,
talle
res,
sem
i-na
rios
Rep
úblic
a D
omin
ican
a C
once
ptos
bás
icos
de
la te
oría
de
géne
ro A
nális
is d
e gé
nero
en
proy
ecto
s y
prog
ram
as P
lani
ficac
ión
estr
até-
gica
con
enf
oque
de
géne
ro G
éner
o en
los
pres
u-pu
esto
s R
ealiz
ació
n de
Dip
lo-
mad
o
INTE
C C
onsu
ltora
s A
seso
ría d
irect
a de
or
gani
smos
inte
rnac
io-
nale
s P
asan
tías
en o
tros
M
inis
terio
s de
l Tra
bajo
Com
unic
ació
n vi
rtua
l de
los
Min
iste
rios
de
Trab
ajo
entr
e sí
y c
on
orga
nism
os in
tern
a-ci
onal
es, a
genc
ias
de fi
nanc
iam
ient
o y
repr
esen
tant
es d
e la
so
cied
ad c
ivil.
Acc
eso
a in
vest
i-ga
cion
es, m
ater
iale
s y
eval
uaci
ones
de
prog
ram
as e
xito
sos
ya
impl
emen
tado
s
Sur
inam
e C
once
ptos
bás
icos
de
la te
oría
de
géne
ro A
nális
is d
e gé
nero
en
prog
ram
as y
pro
yect
os G
éner
o en
los
pres
u-pu
esto
s B
rech
as d
e gé
nero
en
el á
mbi
to l
abor
al
200
1 2
003
200
6 2
008
Nat
iona
l Gen
der
Bur
eau
Nat
iona
l Gen
der
Bur
eau
Nat
iona
l Gen
der
Bur
eau
Inte
rnat
iona
l Tra
inin
g C
entr
e IL
O
Con
dici
ones
de
trab
ajo
Det
erm
inac
ión
del s
alar
io In
terv
enci
ones
en
el M
er-
cado
de
trab
ajo
Seg
urid
ad o
cupa
cion
al y
sa
lud
Ase
soría
dire
cta
de
orga
nism
os in
tern
acio
-na
les
Pas
antía
s en
otr
os
Min
iste
rios
del T
raba
jo C
omun
icac
ión
virt
ual
Acc
eso
a in
vest
i-ga
cion
es, m
ater
iale
s y
eval
uaci
ones
de
prog
ram
as e
xito
sos
ya
impl
emen
tado
s C
urso
s, ta
llere
s, s
emi-
nario
s
94 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Me
ca
nis
mos d
e I
nsti
tucio
na
liza
ció
n d
el
En
foq
ue
de
Gé
ne
ro e
n l
os M
inis
teri
os d
el
Tra
ba
jose
gú
n P
rog
ram
as e
n C
urs
o
Pa
íse
sP
rog
ram
as e
n c
urs
oD
ota
ció
n d
e p
ers
on
al
Can
adá
Est
ados
U
nido
s M
ujer
es T
raba
jado
ras
en T
rans
ició
n W
i$eU
p F
lex-
Opt
ions
Asi
stir
a la
s m
ujer
es e
n tr
ansi
ción
par
a en
cont
rar
empl
eo, a
umen
tar
sus
gana
ncia
s, y
/o e
ntra
r en
car
rera
s ed
ucac
iona
les/
opor
tuni
dade
s de
cap
aci-
taci
ón
Ayu
dar
a la
s m
ujer
es a
red
ucir
su d
euda
y/o
aum
enta
r su
s ah
orro
s/in
ver-
sion
es A
yuda
r a
la c
reac
ión
de n
egoc
ios
o ex
pand
er la
flex
ibili
dad
de lo
s tr
abaj
os
polít
icas
y p
rogr
amas
par
a su
fuer
za d
e tr
abaj
o.
Méx
ico
NR
Arg
entin
a C
láus
ulas
de
gene
ro e
n la
neg
ocia
ción
col
ectiv
a
Ela
bora
ción
de
un m
anua
l de
form
ació
n si
ndic
al p
ara
dele
gado
s/de
lega
das
Cap
acita
ción
de
muj
eres
en
activ
idad
es n
o tr
adic
io-
nale
s
Eva
luac
ión
y de
sarr
ollo
de
prop
uest
as le
gisl
ativ
as
For
mul
ació
n de
pro
pues
tas
de d
iver
sific
ació
n de
la
ofer
ta d
e fo
rmac
ión
prof
esio
nal h
acia
nue
vos
yaci
mie
n-to
s de
em
pleo
, que
pue
den
inco
rpor
ar a
muj
eres
con
ba
jos
nive
les
de c
alifi
caci
ón e
inst
rucc
ión
form
al, q
ue
trad
icio
nalm
ente
se
han
inse
rtad
o en
sec
tore
s co
mo
en s
ervi
cio
dom
éstic
o.
Art
icul
ació
n co
n la
Dire
cció
n de
Ser
vici
os d
e E
mpl
eo
de la
Sec
reta
ría d
e E
mpl
eo p
ara
el d
esar
rollo
e im
ple-
men
taci
ón d
e un
pro
yect
o co
n pe
rspe
ctiv
a de
gén
ero
en la
s O
ficin
as d
e E
mpl
eo m
unic
ipal
es.
Pro
mov
er la
par
ticip
ació
n fe
men
ina
en la
neg
ocia
ción
y la
inco
rpor
ació
n de
la
pers
pect
iva
de g
éner
o en
los
conv
enio
s co
lect
ivos
Pro
mov
er la
form
ació
n en
gén
ero
de lo
s de
lega
dos
y ne
goci
ador
es d
el
sect
or s
indi
cal a
fin
de c
ontr
ibui
r a
inco
rpor
ar e
sta
pers
pect
iva
en la
neg
o-ci
ació
n P
rom
over
la fo
rmac
ión
e in
corp
orac
ión
de m
ujer
es e
n oc
upac
ione
s en
las
que
se e
ncue
ntra
n su
brep
rese
ntad
as y
que
tien
en m
ayor
dem
anda
en
el
mer
cado
de
trab
ajo.
Eva
luar
los
disp
ositi
vos
dise
ñado
s pa
ra s
u aj
uste
y r
eplic
ació
n en
otr
os
sect
ores
de
activ
idad
.
Bol
ivia
Equ
idad
de
Gén
ero
en la
s re
laci
ones
labo
rale
s In
icia
r el
pro
ceso
de
sens
ibili
zaci
ón p
ara
la tr
ansv
ersa
lizac
ión
del e
nfoq
ue
de g
éner
o en
el M
inis
terio
de
Trab
ajo.
Pro
fund
izar
con
ocim
ient
os d
e la
s m
ujer
es s
obre
sus
der
echo
s la
bora
les
y re
coge
r pr
opue
stas
sen
sibl
es a
gén
ero.
Tab
la 8
Annex II . 95
Bra
sil
Cal
ifica
ción
Soc
ial y
Pro
fesi
onal
de
Trab
ajad
oras
Do-
més
ticas
y o
tras
pob
laci
ones
en
situ
ació
n de
vul
nera
-bi
lidad
Fin
anci
amie
nto
a m
icro
nego
cios
For
mul
ació
n, A
rtic
ulac
ión
y E
jecu
ción
de
la P
olíti
ca
Labo
ral d
e In
mig
raci
ón y
Em
igra
ción
Pro
moc
ión
del d
esar
rollo
loca
l y d
e la
eco
nom
ía s
oli-
daria
por
med
io d
e la
act
uaci
ón d
e ag
ente
s de
des
a-rr
ollo
sol
idar
io F
omen
to a
la In
cuba
dora
de
empr
endi
mie
nto
de e
co-
nom
ía s
olid
aria
Cap
acita
ción
de
Técn
icos
esp
ecia
lizad
os e
n el
áre
a de
rel
acio
nes
de tr
abaj
o C
apac
itaci
ón d
e em
plea
dos
públ
icos
fede
rale
s en
pr
oces
o de
cal
ifica
ción
y r
ecal
ifica
ción
Apo
yo a
la im
plem
enta
ción
de
polít
icas
en
el á
rea
de
trab
ajo
Ase
dio
mor
al y
sex
ual e
n el
trab
ajo
Est
imul
ar e
n el
ám
bito
del
PN
Q, l
a pa
rtic
ipac
ión
de m
ujer
es e
n lo
s cu
rsos
de
cal
ifica
ción
Con
cede
r m
icro
cré
dito
a la
s m
ujer
es e
mpr
ende
dora
s en
el á
mbi
to d
el
Pro
gram
a N
acio
nal d
e M
icro
créd
ito P
rodu
ctiv
o O
rient
ado
Gar
antiz
ar a
mpl
ia d
ivul
gaci
ón d
e la
Car
tilla
Bra
sile
ras
y B
rasi
lero
s en
el
Ext
erio
r.
Incl
uir
las
tem
átic
as d
e gé
nero
, raz
a/et
nia
la fo
rmac
ión
de lo
s ag
ente
s de
de
sarr
ollo
sol
idar
io
Ince
ntiv
ar e
l acc
eso
de m
ujer
es a
las
incu
bado
ras
y em
pren
dim
ient
os e
co-
nóm
icos
sol
idar
ios
y fo
rtal
ecer
la r
ed d
e m
ujer
es e
n la
eco
nom
ía s
olid
aria
.
Rea
lizar
cap
acita
ción
de
sind
ical
ista
s pa
ra la
pro
moc
ión
de
dere
chos
ig
uale
s en
el e
mpl
eo.
Cap
acita
r em
plea
dos
de la
s S
uper
inte
nden
cias
Reg
iona
les
de T
raba
jo
sobr
e ac
oso
mor
al y
sex
ual y
sob
re la
dis
crim
inac
ión
de g
éner
o/ra
za/e
tnia
y
orie
ntac
ión
sexu
al e
n el
trab
ajo.
F
orta
lece
r la
Com
isió
n Tr
ipar
tita
de Ig
uald
ad d
e O
port
unid
ades
y T
rato
de
Gén
ero
y R
aza
en e
l tra
bajo
y g
aran
tizar
la im
plem
enta
ción
de
su p
lan
de
acci
ón.
Rea
lizar
cam
paña
s na
cion
ales
de
com
bate
a la
dis
crim
inac
ión
basa
da e
n el
gén
ero/
raza
/etn
ia/ o
rient
ació
n se
xual
, dis
capa
cida
d y
0 po
sitiv
os e
n la
co
ntra
taci
ón y
en
los
ambi
ente
s de
trab
ajo.
C
artil
la: T
rata
r, po
r m
edio
de
conc
epto
s y
ejem
plos
, el t
ema
de a
sedi
o or
al
y se
xual
en
el tr
abaj
o. F
olle
to: i
nfor
mar
la le
gisl
ació
n ex
iste
nte
en B
rasi
l sob
re lo
s de
rech
os d
e la
s m
ujer
es E
vent
os: i
mpl
emen
tar
acci
ones
edu
cativ
as y
pre
vent
ivas
junt
o a
trab
ajad
o-re
s y
empl
eado
res
sobr
e el
tem
a.
96 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Chi
le P
rom
over
la c
reci
ente
inco
rpor
ació
n fe
men
ina
a la
fu
erza
de
trab
ajo,
en
empl
eos
dign
os q
ue g
aran
ticen
tr
abaj
o de
cent
e. V
elar
por
el c
umpl
imie
nto
norm
ativ
o en
el t
raba
jo
fem
enin
o a
trav
és d
e la
inco
rpor
ació
n de
mat
eria
s de
gé
nero
en
la fi
scal
izac
ión.
Y la
impl
emen
taci
ón d
el p
ro-
cedi
mie
nto
de tu
tela
de
dere
chos
fund
amen
tale
s.
Pro
mov
er y
fort
alec
er e
l lid
eraz
go fe
men
ino
Mej
orar
las
cond
icio
nes
de tr
abaj
o de
las
Trab
ajad
o-ra
s de
Cas
a P
artic
ular
.
Ava
nzar
sig
nific
ativ
amen
te e
n la
pro
moc
ión
del a
cces
o de
las
muj
eres
al
mer
cado
labo
ral,
a tr
avés
del
des
arro
llo d
e ac
cion
es d
e in
term
edia
ción
la
bora
l y a
cces
o pr
efer
ente
a P
rogr
ama
de B
onifi
caci
ón a
la c
ontr
atac
ión
en
Em
pres
as: 2
.500
muj
eres
ben
efic
iaria
s de
ser
vici
os d
e in
term
edia
ción
en
el
mar
co d
el m
odel
o S
ervi
cio
Loca
l de
Em
pleo
. 3.0
00 c
ertif
icad
os d
e ac
ceso
pr
efer
ente
ent
rega
dos
a m
ujer
es je
fas
de h
ogar
Pro
gram
a B
onifi
caci
ón a
la
cont
rata
ción
en
Em
pres
a A
umen
tar
y m
ejor
ar la
em
plea
bilid
ad d
e us
uaria
s pr
iorit
aria
s “M
ujer
es
Jefa
s de
hog
ar y
de
núcl
eo”.
Med
iant
e la
cap
acita
ción
de
3.50
0 m
ujer
es
mic
roem
pres
aria
s a
trav
és d
el P
rogr
amas
Bec
as M
ype.
Foc
aliz
ar 2
.500
cu-
pos
Bec
as F
ranq
uici
a Tr
ibut
aria
par
a m
ujer
es. C
apac
itar
7.00
0 m
ujer
es e
n of
icio
s de
pend
ient
es e
inde
pend
ient
es a
cuer
do a
l pre
supu
esto
asi
gnad
o.
Res
tabl
ecer
deb
ate
en la
opi
nión
púb
lica
sobr
e pr
oyec
to d
e le
y de
igua
l-da
d de
rem
uner
acio
nes
a tr
avés
de
cam
paña
de
com
unic
acio
nes
y ev
ento
s de
difu
sión
. R
ealiz
ar e
valu
ació
n de
gén
ero
al c
ódig
o de
bue
nas
prác
ticas
que
de
cuen
ta d
el im
pact
o de
est
os p
lane
s en
la d
ism
inuc
ión
de b
rech
as e
n la
s 7
dire
ctric
es q
ue c
ompr
ende
dic
ho in
stru
men
to.
Ele
var
a 18
% d
e Fi
scal
izac
ione
s de
Ofic
io p
or P
rogr
ama
sean
rea
lizad
as
en s
ecto
res
fem
iniz
ados
con
incl
usió
n de
mat
eria
s de
gén
ero.
For
tale
cer
la p
artic
ipac
ión
de d
irige
ntas
sin
dica
les
en e
l sis
tem
a na
cion
al
de fo
rmac
ión
sind
ical
a im
plem
enta
rse
el 2
009
e in
clui
r en
dic
ho s
iste
ma
y so
bret
odo
en la
mod
alid
ad e
scue
la, t
emát
icas
de
géne
ro e
n su
mal
la c
urri-
cula
r. C
onsi
dera
ndo
una
part
icip
ació
n m
ínim
a de
l 30%
de
muj
eres
res
pect
o de
l tot
al d
e as
iste
ntes
. E
stab
lece
r e
impl
emen
tar
cuot
as d
e pa
rtic
ipac
ión
mín
ima
de d
irige
ntas
en
inst
anci
as d
e di
álog
o so
cial
(20
%)
e in
corp
orar
prio
ridad
es d
e gé
nero
en
agen
das
de d
iálo
go s
ocia
l (m
esas
).S
e ap
oyar
á té
cnic
amen
te a
las
muj
eres
en
las
inst
anci
as d
e di
álog
o so
cial
par
a ga
rant
izar
la c
alid
ad d
e su
par
ticip
a-ci
ón.
Cap
acita
r po
r pa
rte
de la
Dire
cció
n de
l Tra
bajo
ent
re e
l 15%
y e
l 30
% d
el
tota
l de
dirig
enta
s si
ndic
ales
de
cada
reg
ión
pert
enec
ient
es a
sin
dica
tos
de
trab
ajad
ores
dep
endi
ente
s.
En
el m
arco
de
la M
esa
de T
raba
jo d
el M
INTR
AB
, difu
ndir
los
Ben
efic
ios
de la
Ref
orm
a P
revi
sion
al a
trab
ajad
oras
de
casa
par
ticul
ar y
med
idas
esp
e-cí
ficas
com
o In
gres
o m
ínim
o im
poni
ble
para
trab
ajad
ora
de c
asa
part
icul
ar.
Man
tene
r m
esa
de d
iálo
go M
inis
teria
l con
trab
ajad
oras
de
casa
par
ticul
ar
para
ana
lizar
los
avan
ces
del s
ecto
r y
esta
blec
er a
gend
a de
trab
ajo
conj
un-
ta c
entr
ada
en la
form
aliz
ació
n de
las
rela
cion
es la
bora
les
y la
cap
acita
ción
co
mo
tem
as p
riorit
ario
s.
Annex II . 97
Chi
le P
rom
over
la c
reci
ente
inco
rpor
ació
n fe
men
ina
a la
fu
erza
de
trab
ajo,
en
empl
eos
dign
os q
ue g
aran
ticen
tr
abaj
o de
cent
e. V
elar
por
el c
umpl
imie
nto
norm
ativ
o en
el t
raba
jo
fem
enin
o a
trav
és d
e la
inco
rpor
ació
n de
mat
eria
s de
gé
nero
en
la fi
scal
izac
ión.
Y la
impl
emen
taci
ón d
el p
ro-
cedi
mie
nto
de tu
tela
de
dere
chos
fund
amen
tale
s.
Pro
mov
er y
fort
alec
er e
l lid
eraz
go fe
men
ino
Mej
orar
las
cond
icio
nes
de tr
abaj
o de
las
Trab
ajad
o-ra
s de
Cas
a P
artic
ular
.
Ava
nzar
sig
nific
ativ
amen
te e
n la
pro
moc
ión
del a
cces
o de
las
muj
eres
al
mer
cado
labo
ral,
a tr
avés
del
des
arro
llo d
e ac
cion
es d
e in
term
edia
ción
la
bora
l y a
cces
o pr
efer
ente
a P
rogr
ama
de B
onifi
caci
ón a
la c
ontr
atac
ión
en
Em
pres
as: 2
.500
muj
eres
ben
efic
iaria
s de
ser
vici
os d
e in
term
edia
ción
en
el
mar
co d
el m
odel
o S
ervi
cio
Loca
l de
Em
pleo
. 3.0
00 c
ertif
icad
os d
e ac
ceso
pr
efer
ente
ent
rega
dos
a m
ujer
es je
fas
de h
ogar
Pro
gram
a B
onifi
caci
ón a
la
cont
rata
ción
en
Em
pres
a A
umen
tar
y m
ejor
ar la
em
plea
bilid
ad d
e us
uaria
s pr
iorit
aria
s “M
ujer
es
Jefa
s de
hog
ar y
de
núcl
eo”.
Med
iant
e la
cap
acita
ción
de
3.50
0 m
ujer
es
mic
roem
pres
aria
s a
trav
és d
el P
rogr
amas
Bec
as M
ype.
Foc
aliz
ar 2
.500
cu-
pos
Bec
as F
ranq
uici
a Tr
ibut
aria
par
a m
ujer
es. C
apac
itar
7.00
0 m
ujer
es e
n of
icio
s de
pend
ient
es e
inde
pend
ient
es a
cuer
do a
l pre
supu
esto
asi
gnad
o.
Res
tabl
ecer
deb
ate
en la
opi
nión
púb
lica
sobr
e pr
oyec
to d
e le
y de
igua
l-da
d de
rem
uner
acio
nes
a tr
avés
de
cam
paña
de
com
unic
acio
nes
y ev
ento
s de
difu
sión
. R
ealiz
ar e
valu
ació
n de
gén
ero
al c
ódig
o de
bue
nas
prác
ticas
que
de
cuen
ta d
el im
pact
o de
est
os p
lane
s en
la d
ism
inuc
ión
de b
rech
as e
n la
s 7
dire
ctric
es q
ue c
ompr
ende
dic
ho in
stru
men
to.
Ele
var
a 18
% d
e Fi
scal
izac
ione
s de
Ofic
io p
or P
rogr
ama
sean
rea
lizad
as
en s
ecto
res
fem
iniz
ados
con
incl
usió
n de
mat
eria
s de
gén
ero.
For
tale
cer
la p
artic
ipac
ión
de d
irige
ntas
sin
dica
les
en e
l sis
tem
a na
cion
al
de fo
rmac
ión
sind
ical
a im
plem
enta
rse
el 2
009
e in
clui
r en
dic
ho s
iste
ma
y so
bret
odo
en la
mod
alid
ad e
scue
la, t
emát
icas
de
géne
ro e
n su
mal
la c
urri-
cula
r. C
onsi
dera
ndo
una
part
icip
ació
n m
ínim
a de
l 30%
de
muj
eres
res
pect
o de
l tot
al d
e as
iste
ntes
. E
stab
lece
r e
impl
emen
tar
cuot
as d
e pa
rtic
ipac
ión
mín
ima
de d
irige
ntas
en
inst
anci
as d
e di
álog
o so
cial
(20
%)
e in
corp
orar
prio
ridad
es d
e gé
nero
en
agen
das
de d
iálo
go s
ocia
l (m
esas
).S
e ap
oyar
á té
cnic
amen
te a
las
muj
eres
en
las
inst
anci
as d
e di
álog
o so
cial
par
a ga
rant
izar
la c
alid
ad d
e su
par
ticip
a-ci
ón.
Cap
acita
r po
r pa
rte
de la
Dire
cció
n de
l Tra
bajo
ent
re e
l 15%
y e
l 30
% d
el
tota
l de
dirig
enta
s si
ndic
ales
de
cada
reg
ión
pert
enec
ient
es a
sin
dica
tos
de
trab
ajad
ores
dep
endi
ente
s.
En
el m
arco
de
la M
esa
de T
raba
jo d
el M
INTR
AB
, difu
ndir
los
Ben
efic
ios
de la
Ref
orm
a P
revi
sion
al a
trab
ajad
oras
de
casa
par
ticul
ar y
med
idas
esp
e-cí
ficas
com
o In
gres
o m
ínim
o im
poni
ble
para
trab
ajad
ora
de c
asa
part
icul
ar.
Man
tene
r m
esa
de d
iálo
go M
inis
teria
l con
trab
ajad
oras
de
casa
par
ticul
ar
para
ana
lizar
los
avan
ces
del s
ecto
r y
esta
blec
er a
gend
a de
trab
ajo
conj
un-
ta c
entr
ada
en la
form
aliz
ació
n de
las
rela
cion
es la
bora
les
y la
cap
acita
ción
co
mo
tem
as p
riorit
ario
s.
Col
ombi
a P
rogr
amas
de
gene
raci
ón d
e em
pleo
par
a m
ujer
es
pobr
es c
abez
a de
fam
ilia
Con
trib
uir
a la
gen
erac
ión
de e
mpl
eo p
rodu
ctiv
o a
trav
és d
el d
esar
rollo
em
pres
aria
l con
la c
reac
ión
de n
ueva
s em
pres
as y
el f
orta
leci
mie
nto
de la
s ex
iste
ntes
con
duci
das
por
muj
eres
pob
res
y ca
beza
s de
fam
ilia,
a tr
avés
de
la p
rovi
sión
de
serv
icio
s pr
oduc
tivos
, de
form
aliz
ació
n y
de p
rote
cció
n so
cial
con
enf
oque
de
géne
ro q
ue m
axim
icen
la s
oste
nibi
lidad
del
em
pleo
ge
nera
do.
Ecu
ador
Mes
as d
e gé
nero
y e
mpl
eo V
IH-S
IDA
Pro
gram
a M
i Prim
er E
mpl
eo
Con
sens
os y
con
stru
cció
n co
njun
ta d
e po
lític
as N
o di
scrim
inac
ión
para
las
pers
onas
viv
iend
o co
n V
IH-S
IDA
Adq
uisi
ción
de
una
prim
era
expe
rienc
ia la
bora
l.
Par
agua
yC
TIO
– C
omis
ión
Trip
artit
a de
Igua
ldad
de
Opo
rtun
ida-
des
For
mul
ar p
ropu
esta
s, a
seso
rar,
vela
r po
r el
res
peto
par
ticip
ació
n de
sarr
o-llo
de
las
muj
eres
en
el m
erca
do la
bora
l den
tro
de u
n pl
an d
e eq
uida
d e
igua
ldad
.
Per
úN
R
Uru
guay
N
R
Ant
igua
y
Bar
buda
Vio
lenc
ia c
ontr
a la
muj
er M
ujer
es e
n po
lític
a y
en la
tom
a de
dec
isio
nes
Cap
acita
ción
en
empo
dera
mie
nto
Der
echo
s H
uman
os S
alud
y d
erec
hos
repr
oduc
tivos
de
las
muj
eres
Bah
amas
D
etec
ción
de
nece
sida
des
de g
éner
o E
stab
lece
r un
a po
lític
a na
cion
al d
e gé
nero
Cos
ta R
ica
Pol
ítica
inst
ituci
onal
de
Gén
ero
Cap
acita
ción
inte
rna
en e
l tem
a de
mas
culin
idad
Cap
acita
ción
ext
erna
sob
re d
erec
hos
labo
rale
s de
las
muj
eres
Cer
tific
ació
n de
ocu
paci
ones
de
activ
idad
es tr
adic
io-
nalm
ente
rea
lizad
a po
r la
s m
ujer
es P
rom
oció
n de
Bue
nas
Prá
ctic
as c
on e
quid
ad d
e G
éner
o E
labo
raci
ón d
el D
iseñ
o de
Enc
uest
a N
acio
nal d
e U
so
del T
iem
po
Log
rar
que
el M
TSS
brin
de u
n se
rvic
io li
bre
de d
iscr
imin
ació
n po
r ra
zone
s de
gén
ero,
por
med
io d
e pr
omov
er c
ondi
cion
es d
e ig
uald
ad y
equ
idad
en
tre
los
usua
rios
y us
uaria
s de
sus
ser
vici
os, p
ara
mej
orar
las
cond
icio
nes
labo
rale
s de
las
pers
onas
trab
ajad
oras
de
empr
esas
e in
stitu
cion
es p
úbli-
cas
y pr
ivad
as d
el p
aís.
Log
rar
que
la ig
uald
ad y
la e
quid
ad d
e gé
nero
per
mee
la c
ultu
ra y
es-
truc
tura
inst
ituci
onal
del
MTS
S p
ara
aseg
urar
con
dici
ones
de
igua
ldad
y
equi
dad
entr
e fu
ncio
nario
s (a
s).
Sen
sibi
lizar
a la
s pe
rson
as fu
ncio
naria
s de
l MTS
S s
obre
la c
onst
rucc
ión
de la
mas
culin
idad
y s
u im
pact
o en
las
rela
cion
es d
e in
terp
erso
nale
s y
de
trab
ajo.
Rom
per
con
el e
ster
eotip
o in
stitu
cion
al d
e qu
e el
con
cept
o de
gén
ero
incl
uye
solo
el c
ompo
nent
e de
muj
er.
Cre
ar in
sum
os p
ara
just
ifica
r la
impo
rtan
cia
de la
cer
tific
ació
n de
act
ivid
a-de
s tr
adic
iona
lmen
te r
ealiz
adas
por
muj
eres
, esp
ecífi
cam
ente
lo r
elac
iona
-do
con
cui
do.
Pro
mov
er la
impl
emen
taci
ón d
e B
uena
s P
ráct
icas
con
Equ
idad
de
Gén
ero
a ni
vel e
mpr
esar
ial
Med
ir el
uso
del
tie
mpo
ent
re h
ombr
es y
muj
eres
98 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
El S
alva
dor
NR
Gua
tem
ala
PE
IG C
apac
itaci
ón a
em
plea
dore
s C
apac
itaci
ón a
muj
eres
act
ivas
Tra
nsve
rsa
lizar
Div
ulga
ción
labo
ral
Div
ulga
ción
labo
ral
Hai
tí N
RN
R
Hon
dura
sN
RN
R
Nic
arag
ua
Ven
tana
de
Gén
ero
Red
Inte
rinst
ituci
onal
de
Igua
ldad
y N
o D
iscr
imin
ació
n en
el E
mpl
eo, p
ara
el fo
rtal
ecim
ient
o de
la le
gisl
ació
n la
bora
l.
Que
las
muj
eres
con
ozca
n lo
s de
rech
os la
bora
les
Pos
esio
nar
el te
ma
de Ig
uald
ad y
no
Dis
crim
inac
ión
en la
age
nda
labo
ral.
Pan
amá
NR
NR
Rep
úblic
a D
omin
ican
aN
RN
R
Sur
inam
eE
ntre
nam
ient
o de
muj
eres
com
o as
iste
ntes
de
pint
oras
M
ejor
ar la
par
ticip
ació
n ec
onóm
ica
de la
s m
ujer
es p
ara
que
logr
en s
er a
uto-
sufic
ient
es e
n su
s ne
cesi
dade
s bá
sica
s de
vid
a.
Annex II . 99
100 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Me
ca
nis
mos d
e I
nsti
tucio
na
liza
ció
n d
el
En
foq
ue
de
Gé
ne
ro e
n l
os M
inis
teri
os d
el
Tra
ba
joS
eg
ún
Esta
bil
ida
d y
Pe
rce
pció
n S
ob
re F
ort
ale
zas y
De
bil
ida
de
sP
aís
es
Fa
cto
res
infl
uye
nte
s e
n l
a
cre
ació
n
Fa
cto
res i
nfl
uye
nte
s
en
la
ma
nte
nció
nFa
cto
res q
ue
p
ue
de
n s
er
am
en
aza
Fo
rta
leza
sD
eb
ilid
ad
es
Can
adá
La
adop
ción
de
Pla
nes
de A
cció
n fe
dera
les
(tal
co
mo
el q
ue fu
e pr
esen
-ta
do a
la C
onfe
renc
ia
Mun
dial
de
la M
ujer
de
las
naci
ones
Uni
das
en
Bei
jing,
199
5).
Com
prom
iso
sost
enid
o y
volu
ntad
pol
ítica
apo
yada
po
r re
sulta
dos
pos
itivo
s ta
ngib
les
de la
Uni
dad.
Una
dis
min
ució
n de
la
volu
ntad
pol
ítica
Red
ucci
ón d
e re
cur-
sos
(dis
min
ució
n de
fo
ndos
en
área
s de
alta
pr
iorid
ad)
Ubi
cado
en
el c
entr
o po
lític
o de
l Dep
arta
men
to A
poyo
por
man
dato
de
part
e de
las
agen
cias
ce
ntra
les
(Priv
y C
ounc
il O
ffice
, Tre
asur
y B
oard
) a
trav
és d
e la
incl
usio
n de
req
uerim
ient
os d
e la
un
idad
en
subm
isio
nes
de lo
s de
part
amen
tos
de
línea
Apo
yo p
or m
anda
to d
el
Par
lam
ento
(a
trav
és d
e la
H
ouse
of C
omm
ons
Sta
n-di
ng C
omm
ittee
in S
tatu
s of
Wom
en)
Es
una
unid
ad
pequ
eña
con
mu-
chas
tare
as (
no s
e pu
ede
ver
todo
). N
o h
ay d
eman
-da
s ta
ngib
les
form
aliz
adas
par
a la
Uni
dad
(no
hay
cons
ecue
ncia
s si
gnifi
cativ
as s
i no
se c
umpl
e).
Est
ados
U
nido
s L
as m
alas
con
dici
ones
la
bora
les
de la
s m
ujer
es
cond
ujo
a pr
esio
nes
para
mej
orar
la s
ituac
ión
y se
cre
ó W
omen
’s B
u-re
au in
192
0.
Wom
en’s
Bur
eau
tiene
m
anda
to d
el C
ongr
e-so
y e
l/a D
irect
or/a
es
desi
gnad
o/a
por
el P
re-
side
nte
de lo
s E
stad
os
Uni
dos
NR
NR
NR
Méx
ico
Pro
mov
er la
equ
idad
e
incl
usió
n la
bora
l par
a m
ujer
es y
hom
bres
en
igua
ldad
de
opor
tuni
da-
des.
Com
prom
isos
asu
mid
os a
ni
vel n
acio
nal e
inte
rnac
io-
nal.
Dis
min
ució
n de
l Pre
-su
pues
to d
e E
gres
os
de la
Fed
erac
ión
(PE
F) R
ecor
te d
e pe
rson
al F
alta
de
com
prom
iso
por
part
e de
los
acto
res
invo
lucr
ados
.
Tab
la 9
Annex II . 101
Arg
entin
a E
l com
prom
iso
de la
s au
torid
ades
gub
erna
-m
enta
les
resp
ecto
a la
ef
ectiv
a in
corp
orac
ión
del e
nfoq
ue d
e gé
nero
en
las
acci
ones
y p
ro-
gram
as d
el M
inis
terio
de
Trab
ajo
La
volu
ntad
y e
l com
prom
i-so
pol
ítico
Difi
culta
des
de a
rtic
u-la
ción
int
erm
inis
teria
-le
s. Res
iste
ncia
s su
bya-
cent
es e
n lo
s eq
uipo
s té
cnic
os R
esis
tenc
ias
en lo
s ám
bito
s lo
cale
s (O
fici-
nas
de E
mpl
eo)
La
volu
ntad
pol
ítica
Inst
alac
ión
crec
ient
e de
l te
ma
Equ
ipo
de tr
abaj
o co
n fo
rmac
ión
y só
lido
com
-pr
omis
o D
eman
da c
reci
ente
ac
erca
de
inst
rum
ento
s pa
ra a
bord
ar e
sta
tem
áti-
ca a
l int
erio
r de
las
área
s y
prog
ram
as
Equ
ipo
técn
ico
reci
ente
y a
ún e
n co
nfor
mac
ión
Cap
acid
ad o
pera
-tiv
a aú
n no
con
so-
lidad
a In
cipi
ente
test
eo
con
otra
s ex
pe-
rienc
ias,
de
otro
s pa
íses
Bol
ivia
Vol
unta
d po
lític
a de
l M
inis
tro
de T
raba
jo y
la
rec
omen
daci
ón d
el
proy
ecto
FO
RS
AT
de
la O
rgan
izac
ión
Inte
rna-
cion
al d
el T
raba
jo -
OIT
(ju
lio d
e 20
06)
a fin
de
defin
ir un
pla
n de
acc
ión
para
la im
plem
enta
ción
de
un
sist
ema
de g
estió
n de
cal
idad
que
per
mita
el
fort
alec
imie
nto
del
Min
iste
rio d
e Tr
abaj
o
La
tem
átic
a es
rel
ativ
a-m
ente
nue
va y
tien
e fu
n-da
men
taci
ón e
n el
Pla
n N
acio
nal d
e D
esar
rollo
y la
s co
mpe
tenc
ias
y fu
ncio
nes
atrib
uida
s al
Min
iste
rio d
e Tr
abaj
o a
trav
és d
e la
Ley
O
rgán
ica
del P
oder
Eje
cu-
tivo.
El h
echo
de
que
el M
inis
-te
rio d
e Tr
abaj
o cu
ente
con
un
a de
pend
enci
a es
peci
ali-
zada
de
géne
ro h
a lo
grad
o un
a re
cepc
ión
óptim
a po
r pa
rte
de tr
abaj
ador
as y
tr
abaj
ador
es, v
isib
iliza
ndo
prob
lem
átic
as e
spec
ífica
s,
tale
s co
mo
disc
rimin
ació
n y
viol
enci
a en
el á
mbi
to
labo
ral.
Cam
bio
de a
utor
ida-
des
o qu
e la
vol
unta
d po
lític
a de
apo
yar
a es
ta á
rea
sufra
alg
una
varia
ción
. R
esis
tenc
ia p
or p
arte
de
los
func
iona
rios/
as
del M
inis
terio
de
Trab
a-jo
par
a la
tran
sver
sali-
zaci
ón d
e la
tem
átic
a de
gén
ero.
Fal
ta d
e re
curs
os
hum
anos
o e
conó
mi-
cos
para
des
arro
llar
los
proy
ecto
s. L
a co
mpl
ejid
ad e
n el
tr
atam
ient
o de
alg
unos
te
mas
y p
roye
ctos
rel
a-ci
onad
os.
Opo
sici
ón in
tere
sada
en
inte
rferir
el d
esar
ro-
llo d
e la
s ac
tivid
ades
pr
opue
stas
. P
robl
emas
soc
iale
s y
coyu
ntur
ales
del
paí
s. C
ultu
ra m
achi
sta
y pa
tria
rcal
La
Uni
dad
de D
erec
hos
Fund
amen
tale
s es
par
te
del s
taff
del M
inis
tro
de
Trab
ajo
y de
pend
e de
su
desp
acho
. A
lgun
os fu
ncio
nario
s /a
s
del M
inis
terio
de
Trab
ajo
dem
uest
ran
aper
tura
par
a co
ordi
nar
activ
idad
es e
in
clui
r es
ta te
mát
ica
en s
u pr
ogra
mac
ión,
com
pren
-di
endo
las
espe
cific
ida-
des
e im
port
anci
a de
la
mis
ma.
La
volu
ntad
pol
ítica
del
M
inis
tro
que
está
sen
si-
biliz
ado
con
la te
mát
ica
y qu
ien
tiene
exp
erie
ncia
de
trab
ajo
en la
mis
ma.
Se
cuen
ta c
on
una
sola
func
io-
naria
a c
argo
del
te
ma
que
es a
mpl
io
y co
mpl
ejo
(Fal
ta
de r
ecur
sos
hum
a-no
s).
Dep
endi
ente
de
aper
tura
o r
esis
-te
ncia
por
par
te
de a
lgun
os fu
n-ci
onar
ios
/as
para
tr
abaj
ar c
on e
l te
ma
y tr
ansv
ersa
l iz
ar s
us a
ccio
nes
con
la p
ersp
ectiv
a de
gén
ero.
Baj
o pr
esup
uest
o as
igna
do a
l Min
is-
terio
de
Trab
ajo
y co
nsec
uent
emen
te
recu
rsos
lim
itado
s pa
ra e
l áre
a de
gé
nero
.
102 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Bra
sil
El M
inis
terio
est
á co
mpr
omet
ido
con
la
cues
tión
de g
éner
o, p
or
lo q
ue la
cre
ació
n de
la
unid
ad e
s un
a re
spue
s-ta
a la
dem
anda
de
la
soci
edad
.
NR
Cam
bio
en la
esf
era
naci
onal
que
alte
re la
vi
sión
act
ual
Vol
unta
d po
lític
a de
l G
obie
rno
para
inse
rtar
en
su
agen
da p
olíti
ca la
cu
estió
n de
gén
ero
Fal
ta d
e do
taci
ón
pres
upue
star
ia
Chi
leN
RN
RN
RN
RN
R
Col
ombi
a
Ecu
ador
Coy
untu
ra p
olíti
ca B
úsqu
eda
de u
na
equi
dad
de g
éner
o en
el
luga
r de
trab
ajo
Dec
isió
n po
lític
a F
alta
de
pres
upue
sto
y de
par
ticip
ació
n de
ot
ras
dire
ccio
nes
o m
ando
s m
edio
s
Apo
yo p
olíti
co G
rupo
hum
ano
disp
ues-
to a
trab
ajar
Fal
ta d
e pr
esu-
pues
to T
ema
de d
elic
ado
ente
ndim
ient
o F
alta
de
capa
ci-
taci
ón
Par
agua
y L
a ne
cesi
dad
de c
onta
r co
n un
a in
stan
cia
que
prop
icie
pol
ítica
s de
pr
omoc
ión
de la
muj
er
trab
ajad
ora.
Fac
tore
s po
lític
os d
ebid
o al
pro
ceso
de
tran
sici
ón
dem
ocrá
tico
y at
endi
endo
la
s re
com
enda
cion
es d
el
conv
enio
122
de
la O
IT.
La
casi
nul
a as
igna
-ci
ón p
resu
pues
taria
que
po
see
esta
dire
cció
n y
la fa
lta d
e ca
paci
taci
ón
y re
curs
os h
uman
os
técn
icos
Cue
nta
con
un p
lan
Ope
rativ
o an
ual,
apoy
o co
nsta
nte
de la
OIT
y
orga
nism
os n
o gu
bern
a-m
enta
les.
Lim
itaci
ones
re-
ferid
as a
la d
ispo
-ni
bilid
ad d
e R
RH
H
espe
cial
men
te
técn
ico.
Per
úN
RN
RN
RN
RN
R
Uru
guay
N
RN
RN
RN
RN
R
Ant
igua
y
Bar
buda
Lob
by d
e lo
s gr
upos
de
muj
eres
C
ompr
omis
os in
tern
a-ci
onal
es
Com
prom
isos
inte
rnac
io-
nale
s y
oblig
acio
nes
Rec
urso
s y
falta
de
volu
ntad
pol
ítica
y c
om-
prom
iso
Cap
acita
ción
y e
duca
-ci
ón R
elac
ione
s pú
bli-
cas
Bah
amas
T
rata
dos
inte
rnac
iona
-le
s L
a U
nida
d fu
e es
tabl
ecid
a po
r el
Gob
iern
o B
aja
prio
ridad
del
go
bier
no F
alta
de
volu
ntad
pol
í-tic
a
Es
part
e de
un
Min
iste
rio
Suj
eto
a la
vis
ión
del g
obie
rno
Annex II . 103
Cos
ta R
ica
La
Uni
dad
cont
ó co
n ap
oyo
de lo
s je
rarc
as
inst
ituci
onal
es y
del
In
stitu
to N
acio
nal d
e la
s M
ujer
es.
Rea
lizac
ión
de u
na
cam
paña
mas
iva
sobr
e D
erec
hos
Labo
rale
s de
la
s M
ujer
es, f
inan
ciad
o po
r el
Dpt
o. d
e Tr
abaj
o de
los
Est
ados
Uni
dos
para
lo c
ual e
ra u
n re
qui-
sito
la e
xist
enci
a de
un
mec
anis
mo
inst
ituci
onal
de
gén
ero
para
rec
ibir
este
apo
yo fi
nanc
iero
. In
cide
ncia
de
la O
IT fu
e es
enci
al p
ara
el fo
rtal
eci-
mie
nto
de la
Uni
dad.
La
estr
ateg
ia d
el tr
abaj
o N
o es
tá c
onst
ituid
a po
r le
y. E
l Min
iste
rio n
o cu
enta
co
n un
a P
olíti
ca in
stitu
-ci
onal
de
Gén
ero.
No
cont
ar c
on c
apac
i-ta
ción
sob
re e
l tem
a de
gé
nero
y tr
abaj
o.
Con
ocim
ient
o de
l que
ha-
cer
inst
ituci
onal
. F
unci
onar
io y
func
iona
-ria
s de
la U
EG
com
pro-
met
idos
con
el t
ema
de
Gén
ero.
La
tem
átic
a in
stitu
cion
al
(tra
bajo
y e
mpl
eo)
per-
mite
rea
lizar
una
ser
ie d
e ac
cion
es p
ara
el m
ejor
a-m
ient
o de
la p
obla
ción
tr
abaj
ador
a.
No
cont
ar c
on s
u-fic
ient
es m
ater
iale
s pa
ra e
l tra
bajo
. F
unci
onar
ios
(as)
no
cue
ntan
con
la
cap
acita
ción
su
ficie
nte
en e
l te
ma
de g
éner
o y
trab
ajo.
104 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
El S
alva
dor
Dar
cum
plim
ient
o a
los
Com
prom
isos
Inte
rna-
cion
ales
adq
uirid
os p
or
nues
tro
país
prin
cipa
l-m
ente
a lo
s C
onve
nios
de
la O
IT N
° 10
0, 1
11
y 15
6; a
la C
onve
nció
n so
bre
la E
limin
ació
n de
to
das
las
Form
as d
e D
iscr
imin
ació
n co
ntra
la
Muj
er; a
la P
olíti
ca
Nac
iona
l de
la M
ujer
y a
la
s re
form
as r
ealiz
adas
al
Cód
igo
de T
raba
jo e
n el
añ
o 20
04 y
200
5.
A n
ivel
nac
iona
l se
ha
acre
cent
ado
la p
reoc
upa-
ción
por
el a
bord
aje
de
la e
quid
ad e
igua
ldad
de
opor
tuni
dade
s en
tre
los
géne
ros,
en
tal s
entid
o se
ha
n ra
tific
ado
Con
veni
os,
Con
fere
ncia
s, P
acto
s y
otra
se
rie d
e co
mpr
omis
os c
uya
final
idad
es
cont
ribui
r a
erra
dica
r la
s de
sigu
alda
des
entr
e ho
mbr
es y
muj
eres
.
Fal
ta d
e re
curs
os
finan
cier
os.
Exi
ste
un c
ompr
omis
o In
stitu
cion
al p
or tr
ans-
vers
a liz
ar e
l tem
a de
l gé
nero
. C
oord
inac
ión
Inst
ituci
o-na
l, co
n el
Inst
ituto
Sal
va-
dore
ño p
ara
el D
esar
rollo
de
la M
ujer
(IS
DE
MU
) co
n el
obj
eto
de d
ar c
umpl
i-m
ient
o a
las
acci
ones
as
igna
das
al M
INTR
AB
, en
la P
olíti
ca N
acio
nal d
e la
M
ujer
. S
ufic
ient
e re
curs
o hu
ma-
no y
equ
ipo
info
rmát
ico
y au
tom
otor
asi
gnad
o V
igila
r, pr
even
ir y
erra
-di
car
acto
s la
bora
les
disc
rimin
ator
ios,
dán
dole
cu
mpl
imie
nto
a la
Nor
ma-
tiva
Juríd
ica
Nac
iona
l e In
-te
rnac
iona
l que
priv
ilegi
en
el r
espe
to d
e lo
s de
rech
os
labo
rale
s de
las
muj
eres
, pa
ra q
ue te
ngam
os la
co
nstr
ucci
ón d
e ac
cion
es
de ig
uald
ad d
e op
ortu
ni-
dade
s en
tre
los
géne
ros.
El p
erso
nal q
ue
conf
orm
a la
Uni
-da
d, s
e de
sem
pe-
ñan
com
o in
spec
-to
ras
e in
spec
tore
s de
trab
ajo,
por
lo
que
asum
en m
uy
fáci
lmen
te e
l rol
de
la in
spec
ción
. E
l per
sona
l car
e-ce
de
espe
cial
iza-
ción
en
mat
eria
de
géne
ro.
La
ubic
ació
n or
gáni
ca d
e la
U
nida
d, s
e en
cuen
-tr
a ad
scrit
a a
la
Dire
cció
n G
ener
al
de In
spec
ción
de
Tra
bajo
por
lo
que
su a
ccio
nar
lo li
mita
y n
o lo
gra
tran
sver
saliz
ar la
te
mát
ica
de g
éne-
ro, c
on r
elac
ión
a la
s de
más
Dire
ccio
-ne
s G
ener
ales
y/o
de
pend
enci
as d
el
MIN
TRA
B.
Hac
e fa
lta q
ue
la U
nida
d, s
e po
sici
one
com
o un
a in
stan
cia
de
apoy
o pa
ra to
das
las
Dire
ccio
nes
Gen
eral
es y
dem
ás
depe
nden
cias
del
M
INTR
AB
.
Annex II . 105
Gua
tem
ala
Ten
er u
n m
ecan
ism
o in
stitu
cion
al q
ue r
epre
-se
nte
a la
muj
er e
n su
s de
rech
os y
obl
igac
ione
s la
bora
les
Cum
ple
y G
ana,
pro
yect
o in
tern
acio
nal,
es q
uien
eco
-nó
mic
amen
te c
olab
oró
con
la r
ealiz
ació
n
La
falta
de
volu
ntad
po
lític
a de
las
auto
rida-
des
supe
riore
s
Apo
yo in
terin
stitu
cion
al F
alta
de
volu
ntad
de
alg
unas
aut
ori-
dade
s
Hai
tí L
a di
scrim
inac
ión
que
enfre
ntab
an la
s m
ujer
es
en s
u lu
gar
de tr
abaj
o
El S
ervi
cio
Muj
er y
Niñ
o se
ha
esp
ecia
lizad
o en
los
úl-
timos
año
s en
la fo
rmac
ión
de c
uadr
os.
La
coop
erac
ión
de
UN
ICE
F y
otro
s or
gani
smos
in
tern
acio
nale
s ha
per
miti
do
al S
ervi
cio
real
izar
act
ivid
a-de
s.
For
mac
ión
Ser
vici
os a
la p
obla
ción
en
mat
eria
de
legi
slac
ión
del t
raba
jo
Med
ios
logí
stic
os
Hon
dura
s E
xist
en a
cuer
dos
inte
rnac
iona
les,
leye
s y
polít
icas
nac
iona
les.
S
uscr
itas
Est
able
ce lo
s C
riter
ios
orie
ntad
ores
: Res
pons
a-bi
lidad
Inst
ituci
onal
Cru
ce
tem
átic
o en
el q
ueha
cer
prin
cipa
l, Tr
ansv
ersa
lidad
La
orie
ntac
ión
inst
ituci
o-na
l dec
idid
a a
prom
over
un
nue
vo p
acto
soc
ial h
a-ci
a la
equ
idad
de
géne
ro Á
mbi
to J
uríd
ico
Con
sti-
tuci
ón p
olíti
ca, c
onve
nios
in
tern
acio
nale
s en
mat
eria
de
der
echo
s hu
man
os d
e la
s m
ujer
es, c
onve
nios
in
tern
acio
nale
s de
trab
a-jo
OIT
, Cód
igo
Labo
ral,
acue
rdos
gub
erna
men
ta-
les,
acu
erdo
s di
rect
rices
de
la S
TSS
. D
esde
200
1 cu
enta
con
un
a es
truc
tura
técn
ica
y ad
min
istr
ativ
a qu
e fu
ncio
-na
baj
o la
con
ducc
ión
de
la D
irecc
ión
Gen
eral
de
Pre
visi
ón s
ocia
l. cu
enta
co
n cu
atro
técn
icas
en
la
sede
cen
tral
y u
na r
efe-
rent
e a
nive
l loc
al
106 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Nic
arag
ua E
labo
rar
prop
uest
a pa
ra la
ade
cuac
ión
del
mar
co ju
rídic
o y
proc
edi-
mie
ntos
adm
inis
trat
ivos
qu
e in
cide
n en
el c
umpl
i-m
ient
o de
Igua
ldad
y N
o D
iscr
imin
ació
n.
La
nece
sida
d de
pro
mov
er
nuev
os v
alor
es e
n la
soc
ie-
dad
en r
elac
ión
a la
Igua
l-da
d y
No
Dis
crim
inac
ión
en e
l Em
pleo
y la
vol
unta
d po
lític
a de
l Gob
iern
o de
R
econ
cilia
ción
y U
nida
d N
acio
nal p
ara
prom
over
un
a so
cied
ad c
on e
quid
ad,
para
la p
rofu
ndiz
ació
n de
la
dem
ocra
cia
repr
esen
tativ
a y
part
icip
ativ
a, a
sí c
omo
para
la c
onst
rucc
ión
de
una
soci
edad
más
just
a y
desa
rrol
lada
soc
io-e
conó
-m
icam
ente
.
El M
inis
terio
del
trab
a-jo
de
Nic
arag
ua c
uent
a co
n po
cos
recu
rsos
pa
ra c
ampa
ñas
publ
ici-
taria
s en
la d
ivul
gaci
ón
de lo
s de
rech
os la
bo-
rale
s.
Inse
nsib
ilida
d y
desc
o-no
cim
ient
o de
l mar
co
juríd
ico
de p
arte
de
la
soci
edad
. P
oca
cultu
ra d
e cu
m-
plim
ient
o de
par
te d
el
sect
or e
mpl
eado
r.
Per
sona
l del
Min
iste
rio
Del
Tra
bajo
sen
sibi
lizad
o A
lta c
alifi
caci
ón P
rofe
-si
onal
Ofic
ina
de Ig
uald
ad y
No
disc
rimin
ació
n en
el E
m-
pleo
tota
lmen
te e
quip
ada
y de
bida
men
te a
cond
icio
-na
da.
Se
cuen
ta c
on u
n am
plio
m
arco
juríd
ico
en m
ater
ia
de Ig
uald
ad y
No
Dis
crim
i-na
ción
en
el E
mpl
eo R
ecie
ntes
acu
erdo
s m
inis
teria
les
del M
inis
terio
de
l Tra
bajo
en
mat
eria
de
Igua
ldad
y n
o di
scrim
ina-
ción
en
el E
mpl
eo.
Firm
a de
con
veni
os d
e co
labo
raci
ón c
on la
fund
a-ci
ón S
olid
ez y
el I
nstit
uto
de la
muj
er.
Red
inst
ituci
onal
de
Igua
ldad
y N
o D
iscr
imin
a-ci
ón e
n el
Em
pleo
, cre
ada
y fu
ncio
nand
o.
Exi
ste
poco
per
-so
nal e
n la
Ofic
ina
de Ig
uald
ad y
No
Dis
crim
inac
ión
en
el E
mpl
eo.
Min
iste
rio d
el
Trab
ajo
cuen
ta c
on
poco
s re
curs
os.
Inse
nsib
ilida
d y
desc
onoc
iend
o de
l m
arco
juríd
ico
de
part
e de
la s
ocie
-da
d N
o se
cue
nta
con
cam
paña
s pu
blic
i-ta
rias
para
pro
-m
over
el s
ervi
cio
públ
ico
del e
mpl
eo
ni la
sen
sibi
liza-
ción
diri
gida
a lo
s em
plea
dore
s N
o ex
iste
cul
tura
de
cum
plim
ient
o en
el
sen
o de
la s
ocie
-da
d en
torn
o a
los
dere
chos
labo
rale
s de
las
pers
onas
tr
abaj
ador
as.
Pan
amá
Con
fere
ncia
s de
Min
is-
tros
, a tr
avés
de
OE
A, O
IT
y de
más
Org
aniz
acio
nes
Inte
rnac
iona
les
sobr
e la
si
tuac
ión
de la
muj
er.
El a
poyo
dire
cto
del
Pro
gram
a R
egio
nal A
gend
a E
conó
mic
a de
las
Muj
eres
, en
el d
esar
rollo
de
activ
ida-
des
ejec
utad
as a
trav
és d
e la
Com
isió
n de
Gén
ero
y Tr
abaj
o en
MIT
RA
DE
l.
Inte
rés
y ap
oyo
del d
es-
pach
o su
perio
r F
alta
de
recu
r-so
s ec
onóm
icos
y
pers
onal
Fal
ta d
e m
ás
capa
cita
ción
y
sens
ibili
zaci
ón
Annex II . 107
Rep
úblic
a D
omin
ican
a P
or e
star
en
la m
eta
pres
iden
cial
del
per
iodo
20
04-2
008.
P
or v
isió
n de
l min
istr
o de
trab
ajo
del m
omen
to.
La
apro
baci
ón d
e un
a pa
r-tid
a de
ntro
del
pre
supu
esto
de
la S
et, a
unqu
e no
se
ha
perm
itido
la in
depe
nden
cia
para
su
ejec
ució
n
Que
no
se p
erm
ita
la e
jecu
ción
del
pre
su-
pues
to
La
inte
rrel
ació
n y
coor
-di
naci
ón c
on to
dos
los
dem
ás d
epar
tam
ento
s de
la
Set
Fal
ta d
e in
depe
n-de
ncia
pre
supu
es-
taria
. F
alta
de
part
icip
a-ci
ón d
e lo
s fu
ncio
-na
rios
com
pete
ntes
de
l dep
arta
men
to
en lo
s ev
ento
s in
tern
acio
nale
s re
aliz
ados
en
el
exte
rior
Sur
inam
eN
RN
R N
o ha
y po
lític
as e
spe-
cífic
as y
prio
ridad
es F
alta
de
recu
rsos
fin
anci
eros
N
o ha
y un
equ
ipo
de
trab
ajo
a tie
mpo
com
-pl
eto
Rea
lizac
ión
de c
urso
s de
ca
paci
taci
ón v
ocac
iona
l pa
ra m
ujer
es B
uena
com
unic
ació
n en
tre
los
punt
os fo
cale
s en
el M
inis
terio
y e
n la
O
ficin
a N
acio
nal C
oord
i-na
dora
Rea
lizac
ión
de
curs
os d
e ca
paci
-ta
ción
voc
acio
nal
para
muj
eres
Bue
na c
omun
i-ca
ción
ent
re lo
s pu
ntos
foca
les
en
el M
inis
terio
y e
n la
Ofic
ina
Nac
iona
l C
oord
inad
ora
Mec
anis
mo
naci
o-na
l de
coor
dina
ción
dé
bil (
subr
epre
sen-
tado
) N
o ha
y un
equ
ipo
de tr
abaj
o a
tiem
po
com
plet
o L
os c
once
ptos
de
gén
ero
no s
e tr
ansv
ersa
l iza
n, s
e si
gue
cons
ider
an-
do c
omo
un te
ma
sepa
rado
.
108 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Me
ca
nis
mos N
acio
na
les d
e A
de
lan
to d
e l
a M
uje
r:R
ecom
en
da
cio
ne
s,
Ca
lifi
ca
cio
ne
s y
Pe
rce
pció
n d
e A
me
na
zas c
on
Re
sp
ecto
al
Fu
ncio
na
mie
nto
de
la
s U
nid
ad
es E
sp
ecia
liza
da
s d
e G
én
ero
en
lo
s M
inis
teri
os d
e T
rab
ajo
Pa
íse
sR
eco
me
nd
acio
ne
sC
ali
fica
ció
nA
me
na
zaC
anad
á
Est
ados
U
nido
s N
ingu
naLo
s pr
ogra
mas
ayu
dan
al a
dela
nto
de la
m
ujer
en
su tr
abaj
o, s
e tr
atan
de
las
múl
tiple
s de
man
das
com
o tr
abaj
ador
as, c
omo
mad
res
o co
mo
jefa
s de
hog
ar y
ent
iend
e su
s be
ne-
ficio
s. L
os p
rogr
amas
tam
bién
ayu
dan
a la
s m
ujer
es q
ue ti
enen
pro
blem
as c
on la
pér
dida
de
l em
pleo
y d
esaf
íos
de la
eco
nom
ía.
Pér
dida
del
apo
yo p
olíti
co; r
estr
icci
ón d
e pr
esup
uest
o.
Méx
ico
Arg
entin
aFo
rtal
ecer
y p
oten
ciar
las
rela
cion
es
de a
rtic
ulac
ión-
en
espe
cial
- con
est
e m
ecan
ism
o na
cion
al d
e la
muj
er, a
fin
de p
rofu
ndiz
ar la
tran
sver
saliz
ació
n de
la
per
spec
tiva
de g
éner
o
Muy
bue
no. P
orqu
e a
part
ir de
una
dec
isió
n po
lític
a , a
sunc
ión
de c
ompr
omis
os in
tern
a-ci
onal
es-,
y eq
uipo
s de
trab
ajo
capa
cita
do
y co
mpr
omet
ido
con
la te
mát
ica,
se
está
tr
abaj
ando
- en
form
a cr
ecie
nte-
par
a la
efe
c-tiv
a in
corp
orac
ión
del e
nfoq
ue d
e gé
nero
en
toda
s la
s ac
cion
es y
pro
gram
as d
el M
inis
terio
de
Tra
bajo
, co
mo
asim
ism
o -tr
avés
del
mec
a-ni
smo
del d
iálo
go s
ocia
l- se
vie
nen
des
arro
-lla
ndo
acci
ones
trip
artit
as c
on e
l cla
ro o
bjet
ivo
de r
emov
er lo
s ob
stác
ulos
que
impi
den
el lo
-gr
o ef
ectiv
o de
la ig
uald
ad d
e op
ortu
nida
des
entr
e va
rone
s y
muj
eres
en
el á
mbi
to la
bora
l
Una
ade
cuad
a ar
ticul
ació
n co
n ot
ras
de-
pend
enci
as d
el M
inis
terio
en
tant
o es
tas
área
s m
anifi
este
n re
sist
enci
a co
n di
cha
artic
ulac
ión,
y n
o lo
gren
vis
ualiz
ar la
ne
cesi
dad
de la
tra
nsve
rsal
izac
ión
de la
pe
rspe
ctiv
a de
gén
ero
en s
us a
ccio
nes
Bol
ivia
Bra
sil
Am
plia
r y
fort
alec
er la
art
icul
ació
n in
stitu
cion
ales
par
a de
sarr
ollo
de
las
acci
ones
tran
sver
sale
s in
stitu
cion
aliz
ació
n de
la c
omis
ión
tri-
part
ita e
n el
org
anig
ram
a de
l min
iste
rio
de tr
abaj
o
Bue
no. S
e en
cuen
tra
en fa
se d
e re
-res
truc
tu-
raci
ón p
ara
su fu
ncio
nam
ient
o.M
ayor
art
icul
ació
n in
stitu
cion
al c
on e
l go
bier
no, t
raba
jado
res
y em
plea
dore
s
Tab
la 1
0
Annex II . 109
Chi
le P
rofu
ndiz
ar p
roce
so d
e co
ordi
naci
ón
intr
asec
toria
l que
per
mita
n m
ejor
ar
la c
alid
ad d
e la
s in
terv
enci
ones
de
polít
ica
públ
ica
que
está
n or
ient
adas
al
mis
mo
públ
ico
obje
tivo.
H
acer
reg
istr
o de
los
avan
ces
en la
in
corp
orac
ión
de p
ersp
ectiv
a de
gé-
nero
en
las
dist
inta
s lín
eas
de tr
abaj
o in
stitu
cion
ales
. E
labo
rar
reco
men
daci
ones
a je
fes
de
serv
icio
, inv
itánd
oles
a in
stitu
cion
aliz
ar
las
inst
anci
as p
ara
la tr
ansv
ersa
liza-
ción
de
pers
pect
iva
de g
éner
o en
su
queh
acer
. A
soci
ar r
ecur
sos
finan
cier
os a
la
impl
emen
taci
ón d
e co
mpr
omis
os d
e gé
nero
, com
o ta
mbi
én p
ara
la c
on-
trat
ació
n de
ase
soría
s es
pecí
ficas
, es
tudi
os y
coo
pera
ción
nac
iona
l e
inte
rnac
iona
l.
Muy
bue
no. L
a A
seso
ra d
e la
Min
istr
a de
l Tr
abaj
o en
mat
eria
de
géne
ro e
s la
inst
anci
a qu
e pr
omue
ve, m
onito
rea
y da
seg
uim
ient
o a
la in
corp
orac
ión
sect
oria
l de
géne
ro a
l int
erio
r de
las
inst
ituci
ones
y c
on s
us c
ontr
apar
tes.
Lo
s av
ance
s se
ctor
iale
s en
mat
eria
de
géne
ro
son
dife
rent
es e
n pr
ofun
dida
d y
ampl
itud
en
cada
inst
ituci
ón d
el S
ecto
r, lo
s qu
e añ
o a
año
expe
rimen
tan
avan
ces
y re
troc
esos
. E
sta
mes
a se
ctor
ial d
e gé
nero
se
reún
e bi
men
sual
men
te (
apro
x.),
año
a a
ño s
e es
tabl
ece
un p
lan
de tr
abaj
o de
acu
erdo
a la
pr
ogra
mac
ión
Gub
erna
men
tal y
se
mon
itore
a tr
imes
tral
men
te e
l ava
nce
de r
esul
tado
s.
Falta
de
com
prom
iso
polít
ico
con
la in
sti-
tuci
onal
izac
ión
de la
equ
idad
de
géne
ro,
es u
na a
men
aza
en e
l con
text
o de
cam
bio
de G
obie
rno.
En
el p
roce
so d
e tr
ansv
ersa
lizac
ión
en
mar
cha
exis
ten
resi
sten
cias
cul
tura
les
que
frena
n o
prod
ucen
ret
roce
sos
en la
inco
r-po
raci
ón d
e pe
rspe
ctiv
a de
gén
ero
en la
im
plem
enta
ción
de
polít
icas
púb
licas
con
pe
rspe
ctiv
a de
gén
ero.
Falta
de
com
pete
ncia
s de
gén
ero
inst
i-tu
cion
ales
en
serv
icio
s de
pend
ient
es d
el
Min
iste
rio d
el T
raba
jo, q
ue p
erm
itan
avan
-za
r en
sec
tore
s nu
evos
y e
spec
ífico
s de
l qu
ehac
er in
stitu
cion
al. E
s es
peci
alm
ente
ev
iden
te e
n lo
s pr
oces
os le
gisl
ativ
os.
Col
ombi
a
Ecu
ador
Par
agua
y P
rom
over
su
fort
alec
imie
nto,
a tr
avés
de
un
gere
ncia
mie
nto
que
prom
ueva
pr
imer
o la
vis
ibili
zaci
ón d
e la
dire
cció
n de
Pro
moc
ión
de la
Muj
er T
raba
jado
-ra
al i
nter
ior
del M
inis
terio
, med
iant
e un
rel
acio
nam
ient
o de
trab
ajo
inte
r –
dire
ccio
nes,
de
man
era
a lo
grar
un
trab
ajo
artic
ulad
o qu
e le
per
mita
op
timiz
ar n
o so
lo r
ecur
sos
hum
anos
y
finan
cier
os te
ndie
ntes
a lo
grar
una
ma-
yor
efic
ienc
ia e
n la
ges
tión
para
logr
ar
su v
isib
ilida
d. C
ondi
ción
sin
e qu
a no
n pa
ra s
er
efec
tivo
el p
ropó
sito
y la
mis
ión
de la
di
recc
ión,
es
cont
ar c
on u
na a
sign
a-ci
ón p
resu
pues
taria
suf
icie
nte
Se
cuen
ta c
on u
n es
paci
o de
Diá
logo
Soc
ial
Trip
artit
o, s
ería
per
tinen
te d
otar
lo d
e un
a m
e-jo
r in
fraes
truc
tura
no
solo
físi
ca s
ino
tam
bién
en
cua
nto
a re
curs
os p
resu
pues
tario
s, h
uma-
nos
y te
cnol
ógic
os
Situ
ació
n po
lític
a, q
ue te
nga
otra
s pr
iori-
dade
s y
haga
des
apar
ecer
est
a in
stan
cia
Per
u
Uru
guay
110 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Ant
igua
y
Bar
buda
Bah
amas
Cos
ta R
ica
Que
prio
rice
la a
seso
ría y
asi
sten
-ci
a té
cnic
a a
las
depe
nden
cias
que
ge
nera
n lo
s in
stru
men
tos
de p
olíti
ca
públ
ica
del M
TSS
par
a co
nseg
uir
un
may
or im
pact
o de
las
cond
icio
nes
de
las
trab
ajad
oras
del
paí
s.
Muy
bue
no. H
ace
un g
ran
esfu
erzo
por
man
-te
ner
vige
ntes
los
asun
tos
de g
éner
o en
el
min
iste
rio y
por
ava
nzar
en
asun
tos
estr
atég
i-co
s pa
ra la
s m
ujer
es.
Una
am
enaz
a pa
ra e
sta
y cu
alqu
ier
unid
ad d
e gé
nero
es
perd
er e
l nor
te
estr
atég
ico
de s
u tr
abaj
o. E
ste
nort
e co
-m
ienz
a po
r pr
ioriz
ar la
tran
sver
saliz
ació
n de
gén
ero
en d
epen
denc
ias
clav
es p
ara
aseg
urar
los
dere
chos
de
las
muj
eres
, con
m
ínim
a in
terv
enci
ón d
e ca
ráct
er o
pera
tivo,
ex
cept
o en
mat
eria
de
capa
cita
ción
en
géne
ro a
l per
sona
l.
El S
alva
dor
Ubi
car
orgá
nica
men
te a
la U
EG
PALD
en
un
nive
l sup
erio
r, pa
ra q
ue s
u ac
-ci
onar
inci
da e
n to
das
las
Dire
ccio
nes
Gen
eral
es y
dem
ás d
epen
denc
ias
del
MIN
TRA
B.
Asi
gnar
pre
supu
esto
esp
ecífi
co a
la
UE
GPA
LD, p
ara
la im
plem
enta
ción
de
su p
lan
de tr
abaj
o. Q
ue la
UE
GPA
LD d
esar
rolle
las
acci
o-ne
s es
tabl
ecid
as e
n su
pla
n es
trat
égi-
co d
e tr
abaj
o.
Muy
bue
no. P
or c
ontr
ibui
r a
erra
dica
r la
s de
sigu
alda
des,
pro
pici
ando
la ig
uald
ad d
e op
ortu
nida
des
entr
e lo
s gé
nero
s.
Falta
de
recu
rsos
fina
ncie
ros.
Gua
tem
ala
Mej
orar
la c
oord
inac
ión
inte
r e
intr
a-in
stitu
cion
al p
ara
mej
orar
el c
umpl
i-m
ient
o de
las
polít
icas
púb
licas
a fa
vor
de la
s m
ujer
es.
Bus
car
form
as d
e ca
paci
taci
ón p
ara
inse
rtar
a la
muj
er e
n el
mer
cado
labo
-ra
l o p
ara
crea
r su
s pr
opia
s em
pres
as
por
med
io d
el m
icro
cré
dito
, apo
yo
coop
erat
ivis
ta, e
tc.
Dev
olve
rle a
l MTP
S e
l pod
er s
anci
o-na
torio
par
a ap
licar
la le
y la
bora
l de
la m
ejor
form
a, y
a qu
e es
to p
erm
itiría
ca
mbi
o de
act
itud
de lo
s em
pres
ario
s.
(Vel
ar p
or la
no
Cor
rupc
ión)
Cre
ar ta
llere
s de
gén
ero
para
em
pode
-ra
r a
la m
ujer
y ta
mbi
én a
uxili
arno
s de
lo
s co
nven
ios
inte
rnac
iona
les
en la
de-
fens
a de
los
dere
chos
que
las
asis
ten.
Muy
bue
no. P
or la
impo
rtan
cia
del t
raba
jo q
ue
esta
rea
liza
en m
ater
ia d
e s
ensi
biliz
ació
n,
capa
cita
ción
y p
rom
oció
n de
los
Der
echo
s La
bora
les
de la
s M
ujer
es
Per
der
espa
cios
tant
o fís
icos
com
o in
s-tit
ucio
nale
s pa
ra la
pro
moc
ión
y ca
paci
-ta
ción
de
los
dere
chos
labo
rale
s de
las
muj
eres
y ta
mbi
én e
l sec
tor
empr
esar
ial.
Esc
asa
coor
dina
ción
inte
rinst
ituci
onal
e
intr
ains
tituc
iona
l par
a cr
ear
cond
icio
nes
que
apoy
en a
las
muj
eres
que
han
per
-di
do s
u tr
abaj
o o
está
n po
r in
sert
arse
al
mer
cado
labo
ral.
A p
esar
de
cont
ar c
on u
n pl
an e
stra
té-
gico
aún
no
se c
uent
a co
n pr
otoc
olos
de
aten
ción
a m
ujer
es e
mba
raza
das
y en
pe-
ríodo
s de
lact
anci
a, q
ue p
ueda
n pe
rmiti
r la
inte
racc
ión
de la
s un
idad
es in
volu
cra-
das
en p
rest
arle
s un
a at
enci
ón in
tegr
al.
Fal
ta d
e ac
ceso
dire
cto
de la
uni
dad
(Ven
tani
lla u
bica
da e
n lu
gar
estr
atég
ico)
Annex II . 111
Hai
tí
Hon
dura
s O
ficia
lizac
ión
de la
Uni
dad
Con
tar
con
una
polít
ica
sect
oria
l de
géne
ro y
una
est
rate
gia
inst
ituci
onal
Con
tar
con
una
Uni
dad
de G
éner
o co
n re
curs
os a
decu
ados
y u
bica
da e
n la
est
ruct
ura
supe
rior
de la
Sec
reta
ría
que
viab
ilice
su
oper
ativ
izac
ión.
Gen
erar
pro
pues
tas
para
la g
estió
n de
l for
tale
cim
ient
o de
l pro
ceso
de
inst
i-tu
cion
aliz
ació
n de
l abo
rdaj
e de
Gén
ero
en la
Sec
reta
ría.
Ent
re lo
s pr
inci
pale
s te
mas
a fo
rtal
ecer
en
las
inte
gran
tes
de la
Uni
dad
cons
i-de
ram
os s
on:
La
Con
cilia
ción
pro
duct
ivo/
labo
ral
(pro
moc
ión
de p
ropu
esta
s de
“S
ello
de
Equ
idad
de
Gén
ero”
. P
rom
oció
n de
la in
clus
ión
de g
éner
o en
la e
labo
raci
ón y
/o r
eade
cuac
ión
de
Reg
lam
ento
s de
trab
ajo.
Se
calif
ica
de b
ueno
por
las
sigu
ient
es
razo
nes:
El a
ctua
l Pro
gram
a de
Muj
er tr
aba-
jado
ra e
n pr
oces
o de
res
truc
tura
ción
, cue
nta
con
una
estr
uctu
ra y
pre
supu
esto
, así
com
o an
uenc
ia p
ara
el c
umpl
imie
nto
de lo
s co
m-
prom
isos
inte
rnac
iona
les
y vo
lunt
ad p
olíti
ca
por
part
e de
las
auto
ridad
es d
e la
Sec
reta
ría
de T
raba
jo; s
in e
mba
rgo
en c
uant
o a
la e
je-
cuci
ón d
e ac
cion
es s
e re
quie
re s
ean
fort
alec
i-da
s; lo
que
act
ualm
ente
est
á en
cam
ino.
Es
impo
rtan
te m
enci
onar
que
el I
nstit
uto
Na-
cion
al d
e la
Muj
er c
on e
l int
erés
de
apoy
ar a
es
a S
ecre
taría
par
a in
stitu
cion
aliz
ar e
l Enf
o-qu
e de
Gén
ero,
rea
lizó
el e
stud
io “
Pro
pues
ta
Técn
ica
Bás
ica
para
el A
bord
aje
de G
éner
o en
la S
ecre
taría
de
Trab
ajo
y S
egur
idad
S
ocia
l” e
l cua
l ide
ntifi
ca e
lem
ento
s a
desa
-rr
olla
r qu
e so
n ac
epta
dos
por
las
auto
ridad
es
supe
riore
s de
esa
Sec
reta
ría p
ara
su im
ple-
men
taci
ón.
Se
inic
ió e
n el
200
8 in
ició
el p
roce
so d
e tr
ansv
ersa
lizac
ión
del E
nfoq
ue d
e G
éner
o en
la
Sec
reta
ría d
e Tr
abaj
o y
Seg
urid
ad S
ocia
l co
n la
s si
guie
ntes
acc
ione
s: 1
) Fo
rmul
ació
n y
Soc
ializ
ació
n de
l Pla
n E
stra
tégi
co d
e E
quid
ad
de G
éner
o. 2
) R
eest
ruct
urac
ión
del P
rogr
ama
de M
ujer
Tra
baja
dora
par
a co
nver
tirlo
en
una
Uni
dad
de G
éner
o. 3
) C
onst
ituid
o el
Com
ité
Inst
ituci
onal
de
Gén
ero
(una
pro
piet
aria
y u
na
supl
ente
por
cad
a D
irecc
ión)
Volu
ntad
pol
ítica
par
a la
asi
gnac
ión
de
recu
rsos
fina
ncie
ros,
ince
rtid
umbr
e so
bre
cont
inui
dad
de a
ccio
nes
por
el c
ambi
o de
go
bier
no e
n el
201
0 (e
l act
ual f
inal
iza
en e
l m
es d
e en
ero
2010
), r
ecor
te p
resu
pues
to
gene
ral d
e la
Rep
úblic
a.
112 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Nic
arag
ua
Pan
amá
Rep
úblic
a D
omin
ican
aM
ás a
pert
ura
y/o
acce
sibi
lidad
al p
ro-
ceso
de
artic
ulac
ión
con
la S
ecre
taría
de
Est
ado
de la
Muj
er p
ara
la p
lani
fi-ca
ción
de
las
acci
ones
del
mec
anis
mo
espe
cial
izad
o en
gén
ero.
Am
plia
ción
de
pers
onal
con
exp
erie
n-ci
a pr
obad
a en
el d
iseñ
o de
est
rate
-gi
as y
acc
ione
s pa
ra in
tegr
ació
n de
la
pers
pect
iva
de g
éner
o en
el a
ccio
nar
de la
Sec
reta
ría d
e E
stad
o de
Tra
bajo
.
Des
arro
llo d
e un
pro
ceso
de
estu
dio
e im
puls
o de
la fi
rma
de la
s C
onve
ncio
-ne
s de
la O
rgan
izac
ión
Inte
rnac
iona
l de
l Tra
bajo
no
ratif
icad
as p
or e
l gob
ier-
no d
omin
ican
o.
Bue
no. C
uent
a co
n la
infra
estr
uctu
ra fí
sica
fo
rmal
men
te r
eque
rida.
Un
com
prom
iso
para
el i
mpu
lso
de la
s po
líti-
cas
de ig
uald
ad d
e gé
nero
, exp
resa
do d
esde
la
más
alta
dire
cció
n de
la in
stitu
ción
, com
o es
su
prop
ia S
ecre
taría
de
Est
ado.
El n
o fo
rtal
ecim
ient
o de
la a
rtic
ulac
ión
de
la S
ecre
taría
de
Est
ado
de T
raba
jo c
on e
l m
ecan
ism
o re
ctor
de
las
polít
icas
púb
licas
de
gén
ero,
que
es
la S
ecre
taría
de
Est
ado
de la
Muj
er –
SE
M-
La n
o as
igna
ción
de
los
recu
rsos
hu-
man
os y
fina
ncie
ros
requ
erid
os p
ara
el
func
iona
mie
nto
y de
sarr
ollo
de
los
plan
es
de tr
abaj
o de
la O
ficin
a de
Equ
idad
de
Gén
ero
y D
esar
rollo
La e
scas
a o
ning
una
artic
ulac
ión
con
el
rest
o de
las
depe
nden
cias
esp
ecia
lizad
as
de g
éner
o de
las
inst
ituci
ones
gub
erna
-m
enta
les.
Sur
inam
e
Annex II . 113
114 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Fort
ale
zas y
De
bil
ida
de
sC
om
pa
ració
n E
ntr
e P
erc
ep
cio
ne
s d
e M
eca
nis
mo
s N
acio
na
les d
e A
de
lan
to d
e L
a M
uje
r y
Un
ida
de
s E
sp
ecia
liza
da
s d
e G
én
ero
de
lo
s M
inis
teri
os d
el
Tra
ba
joP
erc
ep
cio
ne
s d
esd
e l
os M
eca
nis
mo
s
Na
cio
na
les p
ara
el
ad
ela
nto
de
la
Mu
jer
Pe
rce
pcio
ne
s d
esd
e l
as U
nid
ad
es E
sp
ecia
liza
da
s d
e
Gé
ne
ro
Pa
íse
sFo
rta
leza
s
De
bil
ida
de
sFo
rta
leza
sD
eb
ilid
ad
es
Can
adá
Ubi
cado
en
el c
entr
o po
lític
o de
l D
epar
tam
ento
Apo
yo p
or m
anda
to d
e pa
rte
de
las
agen
cias
cen
tral
es (
Priv
y C
oun-
cil O
ffice
, Tre
asur
y B
oard
) a
trav
és
de la
incl
usió
n de
req
uerim
ient
os
de la
uni
dad
en s
ubm
isio
nes
de lo
s de
part
amen
tos
de lí
nea
Apo
yo p
or m
anda
to d
el P
arla
-m
ento
(a
trav
els
de l
a H
ouse
of
Com
mon
s S
tand
ing
Com
mitt
ee in
S
tatu
s of
Wom
en)
Ubi
cado
en
el c
entr
o po
lític
o de
l D
epar
tam
ento
Apo
yo p
or m
anda
to d
e pa
rte
de
las
agen
cias
cen
tral
es (
Priv
y C
ounc
il O
ffice
, Tre
asur
y B
oard
) a
trav
és d
e la
incl
usió
n de
req
uerim
ient
os d
e la
un
idad
en
subm
isio
nes
de lo
s de
par-
tam
ento
s de
líne
a A
poyo
por
man
dato
del
Par
lam
ento
(a
trav
els
de l
a H
ouse
of C
omm
ons
Sta
ndin
g C
omm
ittee
in S
tatu
s of
W
omen
) E
s un
a un
idad
pe
queñ
a co
n m
ucha
s ta
reas
(no
se
pued
e ve
r to
do).
No
hay
dem
anda
s ta
ngib
les
for-
mal
izad
as p
ara
la U
nida
d (n
o ha
y co
nsec
uenc
ias
sign
ifica
tivas
si n
o se
cu
mpl
e).
Est
ados
U
nido
s E
quip
o bi
en e
ntre
nado
; fue
rte
lider
azgo
; rec
urso
s su
ficie
ntes
No
dirig
en a
ccio
nes
al
trab
ajo
con
hom
bres
; los
ho
mbr
es p
uede
n se
r pa
r-te
de
la s
oluc
ión
de lo
s te
mas
de
las
muj
eres
.
NR
NR
Méx
ico
Tab
la 1
1
Annex II . 115
Arg
entin
a In
serc
ión
inst
ituci
onal
Dia
logo
soc
ial
Vol
unta
d po
lític
a V
isib
ilida
d de
la te
mát
ica
Equ
ipo
de tr
abaj
o fo
rmad
os
Esc
asos
rec
urso
s hu
-m
anos
Nec
esid
ad d
e m
ayor
es
paci
o fís
ico
Fal
ta d
e pr
esup
uest
o
La
volu
ntad
pol
ítica
Inst
alac
ión
crec
ient
e de
l tem
a E
quip
o de
trab
ajo
con
form
ació
n y
sólid
o co
mpr
omis
o D
eman
da c
reci
ente
ace
rca
de
inst
rum
ento
s pa
ra a
bord
ar e
sta
tem
átic
a al
inte
rior
de la
s ár
eas
y pr
ogra
mas
Equ
ipo
técn
ico
reci
ente
y a
ún e
n co
nfor
mac
ión
Cap
acid
ad o
pera
tiva
aún
no c
onso
-lid
ada
Inci
pien
te te
steo
con
otr
as e
xpe-
rienc
ias,
de
otro
s pa
íses
Bol
ivia
La
Uni
dad
de D
erec
hos
Fun-
dam
enta
les
es p
arte
del
sta
ff de
l M
inis
tro
de T
raba
jo y
dep
ende
de
su d
espa
cho.
Alg
unos
func
iona
rios
/as
del
M
inis
terio
de
Trab
ajo
dem
uest
ran
aper
tura
par
a co
ordi
nar
activ
ida-
des
e in
clui
r es
ta te
mát
ica
en s
u pr
ogra
mac
ión,
com
pren
dien
do la
s es
peci
ficid
ades
e im
port
anci
a de
la
mis
ma.
La
volu
ntad
pol
ítica
del
Min
istr
o qu
e es
tá s
ensi
biliz
ado
con
la te
má-
tica
y qu
ien
tiene
exp
erie
ncia
de
trab
ajo
en la
mis
ma.
Se
cuen
ta c
on u
na s
ola
func
iona
ria
a ca
rgo
del t
ema
que
es a
mpl
io y
co
mpl
ejo
(Fal
ta d
e re
curs
os h
uma-
nos)
. D
epen
dien
te d
e ap
ertu
ra o
res
is-
tenc
ia p
or p
arte
de
algu
nos
func
io-
nario
s /a
s pa
ra tr
abaj
ar c
on e
l tem
a y
tran
sver
sal i
zar
sus
acci
ones
con
la
pers
pect
iva
de g
éner
o.
Baj
o pr
esup
uest
o as
igna
do a
l M
inis
terio
de
Trab
ajo
y co
nsec
uen-
tem
ente
rec
urso
s lim
itado
s pa
ra e
l ár
ea d
e gé
nero
.
Bra
sil
Hab
er c
read
o el
gob
iern
o br
asile
ño la
Sec
reta
ria E
s-pe
cial
de
Pol
ítica
par
a la
s M
ujer
es.
Fal
ta d
e m
ayor
art
icu-
laci
ón e
ntre
las
inst
ituci
o-ne
s
Vol
unta
d po
lític
a de
l Gob
iern
o pa
ra in
sert
ar e
n su
age
nda
polít
ica
la c
uest
ión
de g
éner
o
Fal
ta d
e do
taci
ón p
resu
pues
taria
116 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Chi
le F
uert
e ap
oyo
polít
ico
al
géne
ro, e
nten
dien
do q
ue e
l pu
nto
foca
l de
géne
ro d
epen
-de
dire
ctam
ente
de
la M
inis
tra
del T
raba
jo.
Ava
nces
sus
tant
ivos
en
la
prod
ucci
ón d
e in
form
ació
n de
sagr
egad
a po
r se
xo, q
ue
pone
en
evid
enci
a in
equi
da-
des
de g
éner
o. In
stitu
cion
aliz
ació
n de
pro
-ce
sos
que
inco
rpor
an p
ers-
pect
iva
de g
éner
o, a
trav
és d
e la
impl
emen
taci
ón d
e in
stru
-m
ento
s de
car
ácte
r po
lític
o y
vinc
ulad
os a
la g
estió
n (e
ste
últim
o es
un
logr
o as
ocia
do a
in
cent
ivos
rem
uner
acio
nale
s –P
MG
de
Gén
ero)
. A
umen
to e
n la
s co
mpe
ten-
cias
labo
rale
s de
las
inst
ituci
o-ne
s qu
e pe
rmite
n ev
iden
ciar
e
inte
rven
ir in
equi
dade
s de
gé
nero
pre
sent
es e
n la
impl
e-m
enta
ción
de
polít
icas
púb
li-ca
s
Fal
ta d
e co
mpe
tenc
ias
labo
rale
s en
el t
ema
de
géne
ro q
ue p
erm
itan
avan
zar
en m
ater
ias
espe
cífic
as d
el s
ecto
r, ta
les
com
o: p
roye
ctos
le
gisl
ativ
os o
inst
rum
en-
tos
tale
s co
mo
franq
uici
a tr
ibut
aria
, pol
ítica
de
salu
d y
segu
ridad
en
el
trab
ajo,
diá
logo
soc
ial y
ne
goci
ació
n co
lect
iva,
en
tre
otro
s.
Fal
ta d
e in
stitu
cion
aliz
a-ci
ón d
e co
mpr
omis
o po
lí-tic
o pa
ra la
inco
rpor
ació
n de
per
spec
tiva
de g
éner
o qu
e pe
rmita
pro
mov
er, i
n-ce
ntiv
ar y
lide
rar
cam
bios
de
gén
ero
estr
atég
icos
vi
ncul
ados
al q
ueha
cer
inst
ituci
onal
. F
alta
de
inst
anci
as d
e C
oope
raci
ón in
ters
ec-
toria
les,
nac
iona
les
e in
tern
acio
nale
s, q
ue
perm
itan
cono
cer
de
buen
as p
ráct
icas
par
a la
in
corp
orac
ión
de g
éner
o en
mat
eria
s es
pecí
ficas
NR
NR
Col
ombi
a
Ecu
ador
Apo
yo p
olíti
co G
rupo
hum
ano
disp
uest
o a
trab
a-ja
r
Fal
ta d
e pr
esup
uest
o T
ema
de d
elic
ado
ente
ndim
ient
o F
alta
de
capa
cita
ción
Par
agua
y
Annex II . 117
Par
agua
y D
ecre
to P
resi
denc
ial q
ue
crea
la D
irecc
ión
Apo
yo d
e la
OIT
Su
reco
noci
mie
nto
por
los
tres
act
ores
del
trip
artis
mo,
M
inis
terio
Jus
ticia
y T
raba
jo,
Sec
reta
ría d
e la
Muj
er, C
en-
tral
es S
indi
cale
s, G
rem
ios
Em
pres
aria
les.
Bue
n ne
xo e
ntre
la S
ecre
taría
de
la M
ujer
y e
l Min
iste
rio d
e ju
stic
ia y
Tra
bajo
.
Fal
ta d
e in
fraes
truc
tura
té
cnic
a F
alta
de
una
polít
ica
de
gene
ro e
n lo
labo
ral
Cue
nta
con
un p
lan
Ope
rativ
o an
ual,
apoy
o co
nsta
nte
de la
OIT
y
orga
nism
os n
o gu
bern
amen
tale
s.
Lim
itaci
ones
ref
erid
as a
la d
ispo
-ni
bilid
ad d
e R
RH
H e
spec
ialm
ente
té
cnic
o.
Per
uN
RN
R
Uru
guay
NR
NR
Ant
igua
y
Bar
buda
Cap
acita
ción
y e
duca
ción
Rel
acio
nes
públ
icas
Bah
amas
Es
part
e de
un
Min
iste
rio S
ujet
o a
la v
isió
n de
l gob
iern
o
118 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Cos
ta R
ica
En
este
mom
ento
la u
nida
d es
tá s
iend
o a
com
paña
da p
or
OIT
y e
l IN
AM
U e
n el
pro
ceso
de
form
ulac
ión
de u
na p
olíti
ca
inst
ituci
onal
de
igua
ldad
y
equi
dad
de g
éner
o.
El E
stad
o co
star
ricen
se
tiene
una
Pol
ítica
Nac
iona
l pa
ra la
Igua
ldad
y E
quid
ad
de G
éner
o qu
e in
cluy
e co
mo
eje
prio
ritar
io e
l tra
bajo
de
las
muj
eres
, lo
cual
le d
a vi
genc
ia
y re
leva
ncia
al t
ema
de tr
abaj
o y
géne
ro e
n el
MTS
S.
Est
a po
lític
a ad
emás
, inc
luye
un
obj
etiv
o es
trat
égic
o de
fo
rtal
ecim
ient
o de
la in
stitu
-ci
onal
idad
de
géne
ro e
n el
pa
ís, q
ue in
corp
ora
acci
ones
en
tal d
irecc
ión,
con
prio
ridad
pa
ra u
nida
des
clav
es p
ara
el
avan
ce d
e la
s m
ujer
es c
omo
son
las
unid
ades
de
géne
ro
inst
ituci
onal
es.
La
ofic
ina
está
bie
n po
sici
o-na
da e
n el
MTS
S.
El p
erso
nal d
e qu
e di
s-po
ne la
uni
dad
es in
sufi-
cien
te p
ara
la d
eman
da
del M
TSS
en
el te
ma
Otr
os r
ecur
sos
son
tam
-bi
én e
scas
os c
omo
es e
l pr
esup
uest
o. A
pes
ar d
e lo
s es
fuer
-zo
s de
la U
nida
d de
G
éner
o po
r co
loca
r la
s de
man
das
part
icul
ares
de
las
trab
ajad
oras
en
el c
urso
prin
cipa
l de
las
acci
ones
del
Min
iste
rio,
algu
nas
polít
icas
est
ra-
tégi
cas,
com
o la
Pol
ítica
N
acio
nal d
e E
mpl
eo, n
o tr
ansv
ersa
la p
ersp
ectiv
a de
gén
ero.
Con
ocim
ient
o de
l que
hace
r in
sti-
tuci
onal
. F
unci
onar
io y
func
iona
rias
de la
U
EG
com
prom
etid
os c
on e
l tem
a de
Gén
ero.
La
tem
átic
a in
stitu
cion
al (
trab
ajo
y em
pleo
) pe
rmite
rea
lizar
una
ser
ie
de a
ccio
nes
para
el m
ejor
amie
nto
de la
pob
laci
ón tr
abaj
ador
a.
No
cont
ar c
on s
ufic
ient
es m
ater
ia-
les
para
el t
raba
jo.
Fun
cion
ario
s (a
s) n
o cu
enta
n co
n la
ca
paci
taci
ón s
ufic
ient
e en
el t
ema
de
géne
ro y
trab
ajo.
Annex II . 119
El S
alva
dor
La
crea
ción
de
la U
nida
d E
spec
ial d
e G
éner
o y
Pre
-ve
nció
n de
Act
os L
abor
ales
D
iscr
imin
ator
ios;
por
lo q
ue
exis
te u
n co
mpr
omis
o in
sti-
tuci
onal
por
tran
sver
saliz
ar e
l te
ma
de g
éner
o.
Coo
rdin
ació
n In
stitu
cion
al
con
el In
stitu
to S
alva
dore
ño
para
el D
esar
rollo
de
la M
ujer
(IS
DE
MU
), c
on e
l obj
eto
de
darle
cum
plim
ient
o en
las
acci
ones
asi
gnad
as e
n la
P
olíti
ca N
acio
nal d
e la
Muj
er a
l M
INTR
AB
. E
l per
sona
l que
con
form
a la
UE
GPA
LD h
a re
cibi
do u
na
sist
emát
ica
capa
cita
ción
en
el
tem
a de
gén
ero.
Exi
sten
cia
de C
omis
ión
Inst
ituci
onal
de
Cum
plim
ient
o de
la P
olíti
ca N
acio
nal d
e la
M
ujer
, con
par
ticip
ació
n de
las
dife
rent
es D
irecc
ione
s G
ene-
rale
s y
Ofic
inas
Reg
iona
les,
ej
ecut
ando
el P
lan
de A
cció
n qu
e le
cor
resp
onde
en
el á
rea
de T
raba
jo.
La
UE
GPA
LD c
apita
liza
es-
fuer
zos,
ape
rtur
a e
inic
iativ
as
por
la r
ealiz
ació
n de
un
trab
a-jo
con
junt
o co
n or
gani
smos
y
sind
icat
os d
e tr
abaj
ador
es.
La
ubic
ació
n O
rgán
i-ca
de
la U
EG
PALD
, se
encu
entr
a ad
scrit
a a
la
Dire
cció
n G
ener
al d
e In
spec
ción
de
Trab
ajo,
po
r lo
que
su
acci
onar
lo
limita
y n
o lo
gra
tran
s-ve
rsal
izar
la te
mát
ica
de
géne
ro, c
on r
elac
ión
a la
s de
más
Dire
ccio
nes
Gen
eral
es y
dep
ende
n-ci
as d
el M
INTR
AB
. H
asta
la fe
cha,
la
UE
GPA
LD a
ún n
o ha
pro
-pu
esto
pro
yect
os e
nfoc
a-do
s a
la p
rofu
ndiz
ació
n de
las
polít
icas
púb
licas
y
prog
ram
as c
on e
nfoq
ue
de g
éner
o. E
l per
sona
l que
con
-fo
rma
la U
EG
PALD
, se
des
empe
ña c
omo
Insp
ecto
ras
e In
spec
tore
s de
Tra
bajo
, por
lo q
ue
asum
en y
rea
lizan
labo
r de
insp
ecci
ón.
Hac
e fa
lta q
ue la
U
EG
PALD
se
posi
cion
e co
mo
una
inst
anci
a de
ap
oyo
para
toda
s la
s D
irecc
ione
s G
ener
ales
y
dem
ás d
epen
denc
ias
del
MIN
TRA
B.
Exi
ste
un c
ompr
omis
o In
stitu
cio-
nal p
or tr
ansv
ersa
liza
r el
tem
a de
l gé
nero
. C
oord
inac
ión
Inst
ituci
onal
, con
el
Inst
ituto
Sal
vado
reño
par
a el
Des
a-rr
ollo
de
la M
ujer
(IS
DE
MU
) co
n el
ob
jeto
de
dar
cum
plim
ient
o a
las
acci
ones
asi
gnad
as a
l MIN
TRA
B, e
n la
Pol
ítica
Nac
iona
l de
la M
ujer
. S
ufic
ient
e re
curs
o hu
man
o y
equi
po in
form
átic
o y
auto
mot
or
asig
nado
V
igila
r, pr
even
ir y
erra
dica
r ac
tos
labo
rale
s di
scrim
inat
orio
s, d
án-
dole
cum
plim
ient
o a
la N
orm
ativ
a Ju
rídic
a N
acio
nal e
Inte
rnac
iona
l qu
e pr
ivile
gien
el r
espe
to d
e lo
s de
rech
os la
bora
les
de la
s m
ujer
es,
para
que
teng
amos
la c
onst
rucc
ión
de a
ccio
nes
de ig
uald
ad d
e op
ortu
-ni
dade
s en
tre
los
géne
ros.
‘
El p
erso
nal q
ue c
onfo
rma
la U
ni-
dad,
se
dese
mpe
ñan
com
o in
spec
-to
ras
e in
spec
tore
s de
trab
ajo,
por
lo
que
asum
en m
uy fá
cilm
ente
el r
ol d
e la
insp
ecci
ón.
El p
erso
nal c
arec
e de
esp
ecia
liza-
ción
en
mat
eria
de
géne
ro.
La
ubic
ació
n or
gáni
ca d
e la
Uni
dad,
se
enc
uent
ra a
dscr
ita a
la D
irecc
ión
G
ener
al d
e In
spec
ción
de
Trab
ajo
por
lo q
ue s
u ac
cion
ar lo
lim
ita y
no
logr
a tr
ansv
ersa
lizar
la te
mát
ica
de
géne
ro, c
on r
elac
ión
a la
s de
más
D
irecc
ione
s G
ener
ales
y/o
dep
en-
denc
ias
del M
INTR
AB
. H
ace
falta
que
la U
nida
d, s
e po
si-
cion
e co
mo
una
inst
anci
a de
apo
yo
para
toda
s la
s D
irecc
ione
s G
ener
ales
y
dem
ás d
epen
denc
ias
del M
IN-
TRA
B.
120 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Gua
tem
ala
La
Sec
ción
es
crea
da p
or
med
io d
e A
cuer
do M
inis
teria
l (1
994)
com
o un
mec
anis
mo
Inst
ituci
onal
Enc
arga
do d
e P
ro-
mov
er y
Div
ulga
r lo
s D
erec
hos
Labo
rale
s de
las
Ado
lesc
ente
s y
Muj
eres
Tra
baja
dora
s E
n el
Reg
lam
ento
Org
ánic
o de
l Min
iste
rio, A
cuer
do G
uber
-na
tivo
No.
242
-200
3 e
l art
ícul
o te
rcer
o, d
ecre
ta q
ue la
inst
itu-
ción
deb
e “V
elar
por
el c
umpl
i-m
ient
o de
la le
gisl
ació
n la
bora
l en
rel
ació
n co
n la
muj
er, e
l niñ
o y
otro
s gr
upos
vul
nera
bles
de
trab
ajad
ores
”. E
l art
ícul
o qu
ince
de
dich
o re
glam
ento
, esp
ecífi
cam
ente
se
ñala
al M
inis
terio
, la
func
ión
de “
Vela
r po
r el
cum
plim
ient
o de
los
conv
enio
s in
tern
acio
-na
les
de tr
abaj
os r
atifi
cado
s po
r G
uate
mal
a”.
Ent
re lo
s qu
e de
stac
an lo
s re
lativ
os a
la e
limi-
naci
ón d
e to
das
las
form
as d
e di
scrim
inac
ión
de la
s m
ujer
es
por
razo
nes
de g
éner
o y
en
su a
rtíc
ulo
diez
y s
iete
con
fie-
re fu
ncio
nes
espe
cífic
as a
la
Dire
cció
n G
ener
al d
e P
revi
sión
so
cial
, de
pro
mov
er a
ccio
nes
qu
e pe
rmita
n el
des
arro
llo y
di-
vulg
ació
n de
los
dere
chos
de
la
med
ir es
peci
alm
ente
lo r
elat
ivo
a lo
s de
rech
os la
bora
les.
Con
tar
con
un P
lan
Est
raté
gi-
co d
e In
clus
ión
de G
éner
o de
l D
epar
tam
ento
de
Pro
moc
ión
de
la M
ujer
Tra
baja
dora
, apr
obad
o en
ago
sto
de 2
,008
. Ela
bora
do
por
el P
roye
cto
Cum
ple
y G
ana
Apo
yo In
terin
stitu
cion
al
Act
itud
del p
erso
nal d
e tr
abaj
o C
apac
idad
de
impr
ovis
ar y
pl
anifi
car
para
ven
cer
obst
ácu-
los.
Fal
ta d
e co
ordi
naci
ón
con
las
dife
rent
es in
s-ta
ncia
s de
l MTP
S p
ara
la
aplic
ació
n de
los
dere
-ch
os la
bora
les
desd
e la
pe
rspe
ctiv
a de
gén
ero.
Fal
ta d
e co
ncie
ntiz
ació
n en
est
e ca
so c
ambi
o de
ac
titud
es (
véas
e vo
lun-
tad
polít
ica,
edu
caci
ón
de la
s au
torid
ades
y e
l pe
rson
al d
el M
TPS
tant
o de
los
hom
bres
com
o de
las
muj
eres
, par
a qu
e se
ace
pte
la ig
uald
ad d
e de
rech
os y
obl
igac
ione
s qu
e tie
ne la
muj
er e
n la
re
laci
ón d
e gé
nero
en
el
cam
po la
bora
l. F
alta
de
acer
cam
ien-
to c
on la
s au
torid
ades
su
perio
res.
Fal
ta d
e ap
oyo
del
Dep
arta
men
to d
e C
omu-
nica
ción
Soc
ial.
El t
ema
de a
tenc
ión
a la
muj
er e
n es
tado
de
emba
razo
y p
erío
do d
e la
ctan
cia
no
es p
riori-
dad
dent
ro d
el M
inis
terio
de
bido
a la
alta
dem
anda
de
den
unci
as y
el p
oco
pers
onal
par
a at
ende
rlas.
Apo
yo in
terin
stitu
cion
al F
alta
de
volu
ntad
de
algu
nas
auto
-rid
ades
Annex II . 121
Hai
tí F
orm
ació
n S
ervi
cios
a la
pob
laci
ón e
n m
ater
ia
de le
gisl
ació
n de
l tra
bajo
Med
ios
logí
stic
os
Hon
dura
s V
olun
tad
polít
ica
por
part
e de
las
auto
ridad
es A
poyo
brin
dado
por
la C
o-op
erac
ión
Inte
rnac
iona
l en
el
proc
eso
de la
ree
stru
ctur
ació
n
Déb
il ca
paci
dad
del
recu
rso
hum
ano
en e
l an
ális
is d
e gé
nero
y m
er-
cado
labo
ral.
Est
rate
gias
de
cort
o pl
azo
Car
enci
a de
inst
rum
en-
tos
met
odol
ógic
os p
ara
la tr
ansv
erza
lizac
ión.
Déb
il po
sici
onam
ient
o de
l ant
erio
r P
rogr
ama
ante
el e
ngra
naje
inst
itu-
cion
al C
aren
cia
de u
n ab
orda
-je
est
raté
gico
inte
gral
de
la p
ersp
ectiv
a de
gén
ero
en la
STS
S.
Cre
enci
a de
un
regl
a-m
ento
de
func
iona
mie
nto
de la
Uni
dad.
Déb
il ca
paci
dad
de
inci
denc
ia e
n lo
s pr
esu-
pues
tos
y pl
anifi
caci
ón
así c
omo
en e
spac
ios
de
tom
a de
dec
isió
n. In
sufic
ient
e as
igna
ción
pr
esup
uest
aria
.
La
orie
ntac
ión
inst
ituci
onal
dec
i-di
da a
pro
mov
er u
n nu
evo
pact
o so
cial
hac
ia la
equ
idad
de
géne
ro Á
mbi
to J
uríd
ico
Con
stitu
ción
po
lític
a, c
onve
nios
inte
rnac
iona
les
en m
ater
ia d
e de
rech
os h
uman
os
de la
s m
ujer
es, c
onve
nios
inte
rna-
cion
ales
de
trab
ajo
OIT
, Cód
igo
La-
bora
l, ac
uerd
os g
uber
nam
enta
les,
ac
uerd
os d
irect
rices
de
la S
TSS
. D
esde
200
1 cu
enta
con
una
es
truc
tura
técn
ica
y ad
min
istr
ativ
a qu
e fu
ncio
na b
ajo
la c
ondu
cció
n de
la
Dire
cció
n G
ener
al d
e P
revi
sión
so
cial
. cue
nta
con
cuat
ro té
cnic
as
en la
sed
e ce
ntra
l y u
na r
efer
ente
a
nive
l loc
al
122 . The Institutionalization of a Gender Approach in the Ministries of Labor of the Americas
Nic
arag
ua P
erso
nal d
el M
inis
terio
Del
Tra
bajo
se
nsib
iliza
do A
lta c
alifi
caci
ón P
rofe
sion
al O
ficin
a de
Igua
ldad
y N
o di
scri-
min
ació
n en
el E
mpl
eo to
talm
ente
eq
uipa
da y
deb
idam
ente
aco
ndic
io-
nada
. S
e cu
enta
con
un
ampl
io m
arco
ju
rídic
o en
mat
eria
de
Igua
ldad
y N
o D
iscr
imin
ació
n en
el E
mpl
eo R
ecie
ntes
acu
erdo
s m
inis
teria
les
del M
inis
terio
del
Tra
bajo
en
mat
eria
de
Igua
ldad
y n
o di
scrim
inac
ión
en
el E
mpl
eo.
Firm
a de
con
veni
os d
e co
labo
ra-
ción
con
la fu
ndac
ión
Sol
idez
y e
l In
stitu
to d
e la
muj
er.
Red
inst
ituci
onal
de
Igua
ldad
y N
o D
iscr
imin
ació
n en
el E
mpl
eo, c
rea-
da y
func
iona
ndo.
Exi
ste
poco
per
sona
l en
la O
ficin
a de
Igua
ldad
y N
o D
iscr
imin
ació
n en
el
Em
pleo
. M
inis
terio
del
Tra
bajo
cue
nta
con
poco
s re
curs
os.
Inse
nsib
ilida
d y
desc
onoc
iend
o de
l m
arco
juríd
ico
de p
arte
de
la s
ocie
-da
d
No
se c
uent
a co
n ca
mpa
ñas
pu-
blic
itaria
s pa
ra p
rom
over
el s
ervi
cio
públ
ico
del e
mpl
eo n
i la
sen
sibi
liza-
ción
diri
gida
a lo
s em
plea
dore
s N
o ex
iste
cul
tura
de
cum
plim
ient
o en
el s
eno
de la
soc
ieda
d en
torn
o a
los
dere
chos
labo
rale
s de
las
pers
o-na
s tr
abaj
ador
as.
Pan
amá
Inte
rés
y ap
oyo
del d
espa
cho
supe
rior
Fal
ta d
e re
curs
os e
conó
mic
os y
pe
rson
al F
alta
de
más
cap
acita
ción
y s
ensi
-bi
lizac
ión
Annex II . 123
Rep
úblic
a D
omin
ican
aA
umen
to d
e la
s ca
paci
dade
s in
stitu
cion
ales
en:
Seg
uim
ient
o a
las
conv
en-
cion
es in
tern
acio
nale
s de
la
s qu
e el
paí
s es
sig
nata
rio,
com
o es
la C
ED
AW
y la
Pla
ta-
form
a de
Bei
jing.
Sen
sibi
lizac
ión
y ap
ertu
ra
para
la c
once
ptua
lizac
ión
de
géne
ro.
Impu
lso
de la
rat
ifica
ción
y
aplic
ació
n de
con
veni
os
inte
rnac
iona
les
eman
ados
de
la O
rgan
izac
ión
Inte
rnac
iona
l de
l Tra
bajo
. A
rtic
ulac
ión
con
las
dem
ás
mec
anis
mos
esp
ecia
lizad
os
en g
éner
o pa
ra la
ela
bora
ción
de
l Pla
n N
acio
nal d
e Ig
uald
ad
y E
quid
ad d
e G
éner
o –P
LA-
NE
G II
.
El m
ecan
ism
o es
peci
a-liz
ado
de g
éner
o pa
ra
fort
alec
erse
req
uier
e la
as
igna
ción
de
recu
rsos
hu
man
os y
técn
icos
con
m
ayor
exp
ertis
e en
el
tem
a de
gén
ero.
Pro
ceso
lent
o y
limita
do
de la
inco
rpor
ació
n de
la
per
spec
tiva
de g
éner
o en
todo
el a
ccio
nar
de la
S
ecre
taría
de
Est
ado
de
Trab
ajo.
La
inte
rrel
ació
n y
coor
dina
ción
con
to
dos
los
dem
ás d
epar
tam
ento
s de
la
Set
Fal
ta d
e in
depe
nden
cia
pres
upue
s-ta
ria.
Fal
ta d
e pa
rtic
ipac
ión
de lo
s fu
n-ci
onar
ios
com
pete
ntes
del
dep
arta
-m
ento
en
los
even
tos
inte
rnac
iona
les
real
izad
os e
n el
ext
erio
r
Sur
inam
e R
ealiz
ació
n de
cur
sos
de c
apac
ita-
ción
voc
acio
nal p
ara
muj
eres
Bue
na c
omun
icac
ión
entr
e lo
s pu
ntos
foca
les
en e
l Min
iste
rio y
en
la O
ficin
a N
acio
nal C
oord
inad
ora
Mec
anis
mo
naci
onal
de
coor
dina
-ci
ón d
ébil
(sub
repr
esen
tado
) N
o ha
y un
equ
ipo
de tr
abaj
o a
tiem
-po
com
plet
o L
os c
once
ptos
de
géne
ro n
o se
tr
ansv
ersa
l iza
n, s
e si
gue
cons
ide-
rand
o co
mo
un te
ma
sepa
rado
.