1. THE SADC GENDER PROTOCOL SUMMIT 2014 FM 101 Power COE Leading the way on gender equality Malawi, in Limbe Blantyre city, 29 April 2014 Presented by Simeon Shumba 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

2. SYNOPSIS We are trying our best to be gender sensitive in whatever we are doing a this station Mr. Oscar Thomson Managing Director  FM 101 Power has managed to reach a recommendable issues in far as issues of gender are concerned.  The coming in of Gender Links programs and trainings some four years ago the FM 101 Power has been progressing well as a Centre of Excellence in promoting gender issues.  As a Centre of Excellence the institution has off late employed four female Journalists and one Presenter making it five.  As am making this presentation the institution has employed three two female for our northern region office.  The two female journalists will start with attachment for three months before offering them fulltime employment.

3. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA SYNOPSIS CONTINUES  Despite several challenges to reach this far, the station is working with a number of organizations like Population Reference Bureau, Gender Links and Men for Gender Now and in promoting gender equality.  For instance fm 101 received Certificate of Commitment on 1 December 2008 for adopting a Gender Aware HIV/AIDS Policy from Gender Links.  FM 101 received certificate of appreciation for supporting and promoted the women of distinction award on 10 march 2012 at the new state house then by offering free advertising and sponsoring tables at the event.  As for the evidence of change the FM 101 Power assigned Rachel Joshua and Grace Ndau as Producer and Presenter of Tipewe Anti Aids Program which comes every Sundays from 1300hrs to 1400hrs in the afternoon while Grace has been appointed as Head of Political and Legal Affairs Desk in the Newsroom a position usually held by men.

4. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA SYNOPSIS CONTINUES

5. OBJECTIVES  To promote gender equality in institutions that will see men and women having equal opportunities in working places even in society.  To act as a role model.  To remove the stereo type people have on issues of gender so that at the end there should be an equal opportunity in the work place.  To act as a mouth peace of a female voice in the workplace and in society general.  To make sure that all gender protocol targets are well articulated using the centre of excellence. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

6. OBJECTIVES CONTINUES 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

7. BACKGROUND 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA  Before the Centre of Excellency program it was very difficult to understand and articulate issues of gender because most people at the institution viewed this as useless program.  We could not see the importance of promoting 50-50 women representation in decision making positions until the coming of Centre of Excellence.  It was the Station of all men affair since there was nothing encouraging the management on the need to have a good number of women in some positions.  We have been sidelined since we were not showing interest in addressing and articulating gender programs hence it was hard for the organizations to invite us to attend and participate in some programs on gender.

8. BACKGROUND CONTINUES 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA  Rachel Joshua and Grace Ndau all from Newsroom department have been served through this COE as the Management of FM 101 Power had to employ two female Journalists at a time at least to march the number of Male journalists in the Newsroom.  Through the COE the management of FM 101 Power is now appreciating the significant of COE by assisting any program or activities that need support.  Male and female employees can afford to seat together debating freely on issues of gender without insulting each other.  Please give information on your background, where you started, how you got involved in gender work.  In what way do you/or does the leader qualify to be a Driver of Change?

9. KEY ACTIVITIES  Panel discussion on issues o gender especially this time when Malawians are preparing or the tripartite elections next month.  In house trainings on Coe.  Exchange visits aimed at promoting Coe.  In house debates on gender mainstreaming.  Writing more stories on gender. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

10. A REPORTER INTERVIEWING A FEMALE CANDIDATES 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

11. RESOURCE ALLOCATIONS 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA Amount local currency (specify) Amount in Rand Gender specific allocation 4000 per week subject to change depending on a program and a story someone is pursuing. 4,000 105.14 Gender in mainstream projects (please specify) 20,000 Malawi kwacha per month for Mlatho and 2014 Amai Pandale programs. 20,000 525.71 Amount contributed in cash or in kind by partner organisations (please specify) It is not specific because it varies depending on the projects and training the partner organisation is implementing like population reference bureau, gender links and JONEHA. TOTAL 24,000 630.85

12. CHALLENGES  The main challenge is lack of resources to reach out several places to have issues of gender taken on board through radio interview.  This has forced the FM 101 Power to rely much on organizations implementing gender projects in terms of materials for programs despite having special fund on the same.  It has been always a challenge to have female voices on the radio on issues affecting them for lack of confidence and afraid of being misquoted.  Culture has played a negative role on a number of issues involving men and women where for long time women are still viewed as subordinates when it comes to effect change in government institutions, Church even in the National Assembly since our Culture favors the views of men. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

13. CHALLENGES CONTINUES  Stereo typing again is another challenge slowing down efforts of promoting issues of gender because when one especially man are too much involved on issues of Gender some people take you as a fool(in our Malawian set up chili pa Amai or Opepela) this has negatively affected a number of programs on gender.  If you are a woman people view you as a rude woman just because of your strong stance on issues of gender.  However despite all these challenges a lot is been done to change people's mindset by introducing sensitization programs where both men and women re invited to brainstorm on issues of gender.  Deliberate action is being taken for instance creating positions specifically for women in case of for our Station. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

14. RESULTS Service delivery  The quality has been improved in such away that every story or program it has to go with statistics if it tackles on issues of gender equality unlike in the past where a story or program was been aired without any statistics affecting a particular topic.  The stories and programs are now having a human face when it comes to articulate issues of gender equality.  Since FM 101 Power is the Centre Of Excellence our programs and news stories are been designed to march the COE standards.  Presentation of news stories during the news bulletin is clearly mentioning in Gender.  All Journalists and Presenters doing issues of gender are now able to articulate Gender equality without facing challenges. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

15. RESULTS CONTINUES Women’s empowerment  How have women been empowered as a result of the COE work?  They have been empowered by offering them challenging Beats like Legal and Political Desk in our Newsroom. Chairing some meetings on issues to do with Newsroom and the station at large. Hosting challenging and sensitive programs unlike in the past where it was only men who do those programs.  Some have been appointed to lead other groups promoting girl child through the work of COE.  Most women can now work in old hours doing stories or programs unlike in the past where most of them knock off exactly at 15.30 hours.  Women now can stand and argue professionally on issues affecting them. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

16. RESULTS CONTINUES 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

17. RESULTS CONTINUES Men for change  By receiving the Certificate of Center Of Excellency is has clearly showed that men are supporting gender equality I did the presentation myself and my colleagues Kondwani Phiri submitted a number of stories on the promotion of gender equality.  Our team of five people coordinating and promoting issues of gender equality comprises of two men this has happened as a result of COE.  Since the inception of Center Of Excellency I have been lobbying to the management to consider increase the number of female Journalists in the newsroom and even some being posted to other areas at least to have female voices there.  As a result of Centre of Excellency men can now easily work with female employees on a number of issues whether sensitive or not unlike in the past.  By hosting a number programs articulating gender equality issues. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

18. RESULTS CONTINUES 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

19. LESSON LEARNED AND INNOVATION  It needs commitment and resources to implement a number of issues to make CEO a success.  They can be applied by involving the Management and all the staff when it comes to address issues in the CEO and this will enable the management to have clear picture on what is happening, in the process boosting the accessibility of CEO.  In house trainings can play a great role in transforming CEO at our institution since all the members of staff will be in a position to articulate issues pertaining to CEO.  Exchange visits through the existing partnership with institutions promoting matters to do with gender equality it will easy for our institution to promote CEO.  Although resources seem to be a challenge in achieving the CEO, the institution is trying its best to use other means to champion the COE in whatever it can. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

20. LEARNING AND SHARING WITH OTHER ORGANISATIONS  It can be sustained through strong partnership between our institution and organizations promoting issues of gender.  By setting up committees which will be acting as a mouth peace for our institution and other Media houses. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

21. SUSTAINABILITY AND REPLICATION  What are your future plans?  Our plans is to make our radio a big institution of Coe in far as promoting issues o gender equality are concerned.  Kukhala mzimai sichiukwa!!!!!!!!  50-50 campaign possible  The time is now!!!!!!!!!!!!!!!!!!!!!!  Thank you very much. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA

23. KEY PRIORITIES FOR 2014  Equal representation for women in the media is an important way that women can ensure greater gender equality.  To encourage and allow women to take up leadership roles in radio and the media.  To make sure that women make their own impact on the media and society.  To act as a role model on issues of mainstreaming gender.  To employ more female Journalists in a bid to promote 50-50 women representation in decision positions. 50/50 BY 2015: DEMANDING A STRONG POST 2015 AGENDA