1. Johannesburg, South Africa
SADC GENDER PROTOCOL SUMMIT AND AWARDS Category: COE Leadership (Media House)
Name of Leader: Mr DHANJAY CALLIKAN
In his capacity as Director General of the Mauritius Broadcasting Corporation
Johannesburg, South Africa
April 2013

2. LEADER- Mr Dhanjay Callikan MAURITIUS BROADCASTING CORPORATION
BRIEF DESCRIPTION
LEADER- Mr Dhanjay Callikan
Appointed Director General of the MBC in June 2009.
Well acquainted with the operations of the MBC, having joined the MBC in 1972 as Assistant Head of News, acted as Chairman of the MBC Board from 1982 to 1983 and assumed the post of Director General from 1986 to 1988.
Has filled important posts in the media and communications industry.
MAURITIUS BROADCASTING CORPORATION
Public service broadcaster of Mauritius
Broadcasts 6 radio channels and 17 TV channels on a 24 hour basis, in the different languages spoken in Mauritius
A platform for local, regional and international news
A variety of infotainment and entertainment programmes
Our audience: A socially, culturally and linguistically diverse population

3. Why and where is gender mainstreaming important at the mbc?
MBC, as a public service broadcaster, has a moral obligation to promote “Media provisions in the SADC Protocol on Gender and Development”. The Director General, holding the highest position at the MBC, is committed to lead the Corporation to fulfil its objectives related to gender promotion.
As women’s voices are not yet in parity with those of men in news reports, it is important to take necessary action towards achieving gender balance in news reports.
As a media institution, the MBC has a key role to play in achieving gender balance and challenging gender stereotypes in its choice of programmes, and showing gender sensitivity in advertising.
It is important to reflect gender balance in staff composition and structure. Gender balance in these areas is enhanced through measures taken at top management level.

4. ACTIONS TAKEN TO ACHIEVE GENDER MAINSTREAMING
Corporate Level
Target in SADC Protocol
Action Taken
Outcome
Ensure that gender is mainstreamed in all information, communication and media policies, programmes, and trainings/ workshops.
Encourage to mainstream gender in codes of conduct, policies and procedures, and adopt and implement gender aware ethical principles, codes of practice and policies.
Take measures to promote the equal representation of women in the ownership of, and decision making structures
Adoption of various policies (Gender Policy which includes a code of good practice on sexual harassment, HIV &AIDS Policy).
Signing of MOU with Gender Links IN 2011 to help MBC become a gender responsive media
Workshops on gender issues are organised on a regular basis.
Opportunities are given to attend workshops/ seminars held overseas on gender issues.
Key positions / responsibilities are entrusted to women – Deputy Director General, and Responsible officers of different departments.
MBC Staff are more informed about legal provisions safeguarding their rights and procedures.
MBC Presenters and Journalists are kept updated on new issues regarding gender, enabling them to improve the content of their radio and TV programmes on gender matters.
Increasing gender balance at top management level and more women occupy posts at management level.

5. HIV and AIDS Workshop, Training Room, MBC

6. ACTIONS TAKEN TO ACHIEVE GENDER MAINSTREAMING
News and Programming Services
Target in SADC Protocol
Action Taken
Outcome
Encourage to give equal voice to women, and men in all areas of coverage, including increasing the number of programmes for, by and about women on gender specific topics and that challenge gender stereotypes.
Take appropriate measures to play a constructive role in the eradication of gender based violence by adopting guidelines which ensure gender sensitive coverage.
Increased portrayal of women in news reports
Programmes on gender issues form an integral part in MBC Radio and TV Programme schedules – mainly in languages which are most commonly spoken and understood.
Programmes are mainly focused on the contribution of women for the betterment of society and in the development of the country at large.
Increased number of programmes on gender issues broadcast on radio and TV.
Women are more willing to come forward with their problems and voice out any forms of violence which they might be victims of and seek assistance from the appropriate institutions.
Through these programmes victims are more knowledgeable about the laws to which they should have recourse to protect themselves.

7. INCREASED PORTRAYAL OF WOMEN IN NEWS REPORTS & MORE PROGRAMMES ON GENDER ISSUES

8. ACTIONS TAKEN TO ACHIEVE GENDER MAINSTREAMING
Marketing and Commercial Services
Target in SADC Protocol
Action Taken
Outcome
Measures to discourage :-
promoting pornography and violence against all persons especially women and children;
Depicting women as helpless victims of violence and abuse;
Degrading or exploiting women, especially in the area of entertainment and advertising and undermining their role and position in society; and
Reinforcing gender oppression and stereotypes.
The MBC shows sensitivity and responsiveness to its clients by:
Developing gender aware criteria for assessing advertisement.
Ensuring that the approach to advertising and marketing concurs with policies and guidelines where gender is concerned.
A Quality Control Unit set up to preview all programmes to ensure contents of broadcast are in line with required policies and guidelines.
Actions are taken within the shortest timeframe
Fewer representations with regard to commercial content

9. Quality control to preview programmes, news contents and advertisements

10. KEY CHALLENGES
The MBC has some way to go to be able to reach 50% gender balance in all areas and at all levels by 2015, in compliance with Declarations, Conventions and Protocols.
To achieve 50% in women’s voices in news reports, women have to be empowered to come to the front line and express their opinions freely, without any restrictions.

11. ADDRESSING THIS CHALLENGE
Effort has to be deployed in collaboration with other partners for increased gender mainstreaming.
A “ Gender Culture” has to be inculcated in the society to successfully achieve gender initiatives.
More effective communication and coordination systems are required, both in internal operations and with external stakeholders.

12. Working in close collaboration with our stakeholders to set up more effective systems and practices

13. 4 22 239 167 3 7 66 110 KEY CHALLENGES Staff composition
There are still gender disparities in the distribution of staff across the Corporation.
Staff composition
Overall 33% of women 4
Board 3 22
Management 7
Professional
239 66
Administrative and Support Staff
167
110

14. ADDRESSING THIS CHALLENGE
Human resource practices (recruitment, selection, promotion) have been set in place to ensure gender equity and fairness.
Female employees are given the opportunity to hold key positions and demonstrate their capabilities to take important and bold decisions in the best interest of the organisation.
Female employees are treated at par with their male colleagues as they hold the same or better professional qualifications as their counterparts.
Facilities are provided to all staff to upgrade their qualifications (study leave, release) and improve their skills and expertise (trainings, workshops, overseas exposure).

15. KEY CHALLENGES
Gender disparities in the distribution of staff among the various fields and areas of work, with women predominating in areas of administration, and men predominating in technical areas.

16. ADDRESSING THIS CHALLENGE
Women are also encouraged to apply for posts that are male dominated and vice versa, so that gender balance and sensitivity in staff composition, institutional culture and practices are achieved.
Women are encouraged to move from stereotyped roles to occupy positions that have been mainly occupied by their male colleagues until recently.

17. FEEDBACK RECEIVED
Instant feedback from our audiences during live radio and TV programmes, expressing their appreciation.
Almost all workshops/ seminars/ events organised by Gender Links or other relevant institutions are being covered and included in MBC news bulletins and broadcast in Creole, French, English and Hindustani. This is viewed with interest by the audience.
Gender Links (Mauritius) through its Director, conveys appreciation to the MBC and the Director General for supporting gender initiatives and for giving significant importance to the achievement of gender objectives.
Staff, including female employees, give their feedback on employment and career opportunities and practices, helping Management to devise the best practices in gender mainstreaming.

18. THE WAY FORWARD…
Cooperating and collaborating with key stakeholders for gender equality and gender balance towards instilling a “Gender Culture,” both at the MBC and in the society.