Document Sample

  The Submission and Implementation of the
  University of Goroka Gender Equity Policy in
        Education -Papua New Guinea.
                By Velepat Tuaru
Papua New Guinea
PNG-People and Culture

   Gender Education
   Gender Equity Policies in Higher
   Implementation of Gender Equity Policies
   Gender Inclusive Curriculum in Higher
   Career Guidance and Counselling
   Gender Equity in Access to Formal
      Submission of Institutional
      Gender Equity Policy-UOG
   Nominees for male/female gender
    representative from each departments(16)
   From Highest decision-making body to catering
    all departments( both academic & non-
   20 member committee( Executive Committee)
    equal in gender representation
   Gender Specialist to hold induction sessions to
    all members
      Gender Education Package

   Background to why the push for equity
    from personal/ national/ international
   Gender Education Resource Booklet
    Package on Human rights/
    definitions/inclusive curriculum
   Training sessions for committee, followed
    Training the Trainer Strategies
    Drafting of Institution Gender
            Equity Policy
   Gender Specialist to introduce National Gender
    Equity Policy in Education (launched in 2003)
   Gender Equity Committee to draft UOG Gender
    Equity Policy under umbrella of PNG National
    Equity Policy in Education
   The Draft Policy to be made aware to university
    committee through reps
   Committee to re-draft from feedback from
     Training the Trainer Program
   Each Committee members(male & female)
   To program and made aware Gender
    Education and Gender Equity Policy
    document to institution community
   Final draft to be discussed and endorsed
    by Gender Equity Committee to be
   Submission to all UOG departments for
For Approval following Protocol

   Following protocol from department to the
    Academic Board for endorsement
   From the academic board to the highest
    decision making body-The Council of UOG
   Submitted for the Council's endorsement
   Approved by Council at the year of 2003.
Implementation of Policy and
•   Each gender committee rep to monitor and
    attend to any equity issues
•   Any issues of concern to be raised at UOG
    Gender Equity Committee for action
•   Ongoing gender awareness to be done at
    department and community levels
•   Ongoing monitoring of any equity issues re:
    students or staff
      Review of Implementation:

   Gender Specialist left for studies-lack of
   Lack of management and leadership
   Lack of resources-no central centre of co-
   Major Obstacle-Cultural attitudes-'hear the
    voices of women and men'

  Many women in PNG are worse off than their
grandmothers were, a government minister
said on the eve of 2006 International
Women's Day. There is no doubt that the
rights of women in PNG are abused regularly.
She said today's women were probably worse
off than their grandmothers and great-
grandmothers who were protected by
customs and traditional behaviour protocols
that no longer exist today.
             (Lady Carol Kidu)
University woman lecturer says:

“ Promotion is very difficult especially when a choice is
  made between a female or male staff, a female staff is
  expected to prove herself over her male counterparts in
  order to be considered. Appointments, promotions for
  women often are clouded by questions of where ones
  (women's ) priority would be if we were to choose
  between duty or family. Sometimes irrelevant questions
  like, how many children have we got props up in a job or
  promotion interview is one example. When women apply
  for housing or travel tickets, there are so many minute
  questions asked before considerations given. This does
  not happen to the male interviewees.”
Academic male lecturer says:

“Gender barriers will not change unless by some
miracle we get women into the right places or
managers who can recognize women's abilities
and promote them to positions of power. Then
and only things will change. Gender bias and
injustice is very hard to prove because men do
not record or write them down, that is the
reasons why a female is not appointed, it boils
down to the fact that she is simply a woman. So
many good women have left out of frustration
where they know that they can do well
elsewhere” ( Case 19, 2005)
   How can we change people’s negative
    cultural attitudes?
   How can we restore our positive cultural

   Training of Gender Specialists
   Equity Committee-effective management
   Ongoing monitoring systems
   Ongoing awareness of policies and training
   Ensure policies are implemented and actioned
    in all areas re: equity in selection, promotion,
    staff development
   Promote awareness in Changing Negative
    cultural attitudes.