Gender Inclusiveness Policy

Gender refers to the social roles of men and women, and boys and girls, as well as the relationships between and among them in a given society at a specific time and place. Gender determines what is expected, allowed, and valued in a woman or a man in a given context.

It also refers to the social attributes and opportunities associated with being male and female in the relationships between women and men and girls and boys. These attributes, opportunities, and relationships are socially constructed and are learned through socialisation processes. They are contexed, time-specific and changeable.

Adopted from UNICEF

The term ‘inclusiveness’ indicates acceptance and respect for diversity while understanding the difference of individual needs in order to ensure the rights of every community member in a balanced and fair manner.

Adopted from GI policy, Preamble, pg. 1

As inclusiveness involves every sphere of the society, such as politics and the economy, Gender Inclusiveness (GI) focuses on mainstreaming gender and reducing inequality.

Adopted from GI policy, Principle, pg 5, b) Sustainable Development Goals (SDGs)

The policy looks into the volume of women in the workforce, especially on the decision-making level, to achieve a ratio of 40% women, 40% men, and 20% of man and women.

Adopted from policy rationale B)

The ratio is a guideline and benchmark for achieving gender equality in terms of the management and decision-making sphere. Research from the UK and Asian countries, including Japan and Singapore, has shown that a balanced workforce and leadership create an environment supportive of career growth for women and men.

Ensure equal opportunities are given to both men and women in the decision-making and implementation level of every project and programme.

Adopted from the United Nations Statistics Division – UNSD. Global Gender Statistics Programme.

Diversity fosters individuality within an organisation, recognising that each person can offer unique, creative, and innovative ideas and solutions. Employees from diverse backgrounds and experiences can combine a range of perspectives on various issues, enhancing productivity and achieving superior outcomes.

Workplace diversity boosts creativity and problem-solving capabilities. Bringing together individuals from different backgrounds is crucial for discovering and implementing innovative solutions to business challenges.

With diverse mindsets coming together, many more solutions will arise as every individual brings in their way of thinking, operating and solving problems and decision making.

The Gender Inclusiveness policy looks at the implementation and institutionalisation of the policy, and it is an environment/ecosystem that the Penang State government wants to achieve, while GRPB is a tool or a mechanism in order to achieve an inclusive society through a budgeting methodology.

One of the main purposes of the policy is to institutionalise GRPB, which is going to be implemented beyond the decision makers. All state departments and agencies are expected to support and implement the policy in line with Penang2030, which advocates for an inclusive and people-centric society, and the United Nations 17 SDGs in order to achieve gender equality and reduce inequalities.

Adopted from Principles of GI, pg. 5 & 6

PWDC will help to develop an example of a gender checklist, and each department can modify and improvise it based on the nature of their work and task, respectively. The checklist could be used during the planning, implementing, budgeting and monitoring phase of programmes, projects and schemes (PPS).

Due to the different work nature of each department and agency, we understand the challenges the stakeholders are facing. The PWDC will help build capacity to incorporate GI into the SOPs and KPIs. With the help of the PWDC, a gender focal point will be appointed to monitor the process.