Gender sensitivity
and
Participation in
Administration
Subject: Perspectives on Public Administration
Presented by: Vanshika (22/BAP/267)
Anjali (22/BAP/018)
Definition
According to UNESCO (2003)
"Gender sensitivity is the act of being aware of the differences
between male and female roles and responsibilities in society, and
acting in a way that is fair and inclusive of all genders."
According to UN Women
"Gender sensitivity means acknowledging and respecting the social, cultural,
and political differences in gender and being deliberate in avoiding discrimination
while promoting gender equality."
Meaning of gender sensitivity
Gender sensitivity refers to the awareness
and consideration of the differences in needs,
roles, and contributions of people based on
their gender. It involves understanding the
impact of gender-based discrimination and
making conscious efforts to ensure fairness,
equality, and inclusivity.
Key Aspects
Representati
on and
Participation
Training
and Gender-
sensitizatio responsive
n of public policy and
administrati legislation
on
Institutiona
l Workplace
mechanism equality
for gender and safety
equality
Importance of Gender Inclusiveness in Public
Administration
Enhance
Promotes
effectivene
equality
ss
Increases Supports
trust SDGs
Political participation of women in
administration in india
73rd and 74th
Constitution of India Constitutional
(1950): Foundation for Amendments (1992–93):
Equality* Early Years: Appointment Game-Changer
of Women in
Article 14,Article 15(3) 73rd Amendment
Administration
Article 16 Panchayati Raj Act
Article 39 (a) and (d) 74th Amendment – Urban
Local Bodies
National Mission for
National Policy for the Empowerment of Women
Empowerment of Women Increase in Civil Services
Participation (2000s– (2010)
(2001)
Present) political participation
gender mainstreaming
converging schemes
Political participation of women in
administration in india
Election Commission of India
Initiatives Women’s Reservation Bill
50% Reservation for Women nominate more women (2023): Nari Shakti Vandan
in Local Bodies (State-Level) candidates Adhiniyam
gender-sensitive campaigning
Training and Leadership Supportive Policies for Women
Programs for Women in Politics Administrators
Ministry of Panchayati Raj, Appointments of Women in Maternity leave, childcare
**Women and Child Key Administrative Positions leave
Development Anti-sexual harassment
capacity building programs policies
Real-life examples
1. Chhavi Rajawat – First Woman Sarpanch
with an MBA
2. Kiran Bedi – First Woman IPS Officer
3. Women Leaders in Panchayati Raj
System Sushila Devi (Bihar),Meira Kumar
4. Political Leaders Breaking Barrier
Indira Gandhi, Sushma Swaraj
5. Women in Judiciary & Policy-making
Justice Leila Seth
Key limitations
Patriarchal
Social
Structure and
Gender Norms
Lack of
Financial Political Will
Dependence and
Tokenism
Illiteracy and Security and
Lack of Mobility
Awareness Issues
Key limitations
Limited Role
Models and
Mentorship
Gender Bias in
Delayed
Administration
Implementatio
and
n of Reforms
Bureaucracy
Lack of
Double Burden
Institutional
of Work
Support
Current gender representation in India
public administration
Sector Women's Representation
Lok Sabha 15.2%
Rajya Sabha 13.9%
State Assemblies <10% in most states
Panchayati Raj Institutions 46%
IAS Officers 21%
Government Workforce 13%
Police Forces Targeting 33%
Global Frameworks for increasing Gender
Participation
Convention on United Nations General Assembly
the Elimination
of All Forms of
Discrimination
Against Women
3rd world conference on Women (CEDAW) – 1979
SDG 5
The Nairobi SDG 16
Forward- Sustainable
Looking Development
Strategies Goals (SDGs)
(1985)
4th World Conference on Women
UN Women
Beijing
UN Women’s
Declaration
Gender
and Platform
Equality
for Action –
Framework
1995
Understanding
Gender
and
Governance
Example: Of Rwanda
Global Gender
Role of gender in government norms
(2 competing opinions)
Efficiency Problems of
and social welfare
objectivity (feminine
(masculine) aspects)
Gender Equality in
Public Administration
(GEPA)- 2013
*Launched by UNDP in order to
complete SDGs and support women
to get their rights in decision
making in public administration.
*2 main objectives:
• Supporting women’s
empowerment.
• Contributing to availability of
current information.
Kristalina Georgieva- Managing Director of International Monetary Fund(I
Roadmap to 50*50 :
Power and Parity in
Women’s Leadership
• Aim: Women Holding 50% positions by 2050
• highlights the key findings and drivers within the 3-pillar
framework of the Leadership Index, or 3 P's to Parity:
Pathways, Positions and Power.
• measures more than just numbers - it also examines
where women are present or absent in decision-making.
• illustrates a roadmap to balanced parity, look at both glass
ceilings (the number of women in leadership) and glass
walls (women's leadership across policy functions).
Global Women’s Leadership Index
3 pillars
Pathways Position Power
• Skill attainment • Executive • Governance
• Access to labor market • Legislative • Public perception
• Access to public sector • Judiciary • Formal powers
• Public administration
• Security
We don’t see things as they are, We see them as we are.
- Anais Nin
Women’s leadership and political
participation at Global level
• World: 27.2%
• Only 6 countries have 50% or more
women in parliament: Rwanda(64%),
Cuba(56%), Nicaragua(55%), Andorra and
Mexico(50%).
• Further 21 countries have surpassed 40%
participation.
Source: UN women
https://www.unwomen.org/en/articles/facts-and-figures/facts-and-figures-womens-leadership-and-political-participation
Women’s leadership and political
participation at Global level
Challenges Faced in Gender Participation
Equality in Public Administration
Structural and Institutional Barriers
Socio-Cultural Constraint
Lack of Gender Sensitization and
Training
Limited Access to Leadership
Opportunities
Workplace Harassment and Safety
Concerns
Lack of Supportive Infrastructure
Policy Gaps and Weak Implementation
Digital Divide and Skill Gaps
Intersectional Barriers
Strategies for enhancing gender
sensitivity
Gender- Gender-
Mandatory Use of
Sensitive Inclusive
Recruitment
Gender Technology
Sensitization Public
and for Gender
Training Service
Representation Equity
Delivery
Public Monitoring
Institutional
Inclusive Awareness and
Mechanisms and Evaluation
Workplace
and
Accountability
Environment Cultural AND
Change Rewarding
Thank you for listening
