1. DRIVE TOWARDS GENDER EQUALITY WEZI NYIRONGO CATEGORY: MEDIA COE
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DRIVE TOWARDS GENDER EQUALITY
WEZI NYIRONGO
CATEGORY: MEDIA COE
COUNTRY SADC GENDER PROTOCOL SUMMIT
DATE: 10 APRIL, 2013
VENUE: RYALLS HOTEL
GENDER EQUALITY BY 2015, YES WE MUST!

2. BRIEF DESCRIPTION OF MEDIA HOUSE
We are an urban station based in Blantyre
Type: radio
Circulation: 6 Million – 60 percent urban 40 percent rural audience. (2.5 million females-3.5 million males).
Proportion of women sources: 25 Percent
How many employees (42 – 14 female, 28 male)
Capital Radio has been part of the COE process: 5 Years (since 1 December, 2008)
Photograph/graphics/ scans/map that will highlight some of the information in the description
GENDER EQUALITY BY 2015, YES WE MUST!

3. KEY GENDER CHALLENGES IN THE MEDIA HOUSE
Lack of a deliberate support mechanism to champion gender mainstreaming.
There is still a lingering mentality that gender is a female issue which needs to be addressed.
Photographs that show some of challenges
GENDER EQUALITY BY 2015, YES WE MUST!

4. GENDER EQUALITY BY 2015, YES WE MUST!
GENDER CHAMPIONS
Wezie Nyirongo
Editor
Photograph of the gender champion/s in action
GENDER EQUALITY BY 2015, YES WE MUST!

5. GENDER EQUALITY BY 2015, YES WE MUST!
GENDER CHAMPIONS
Lobbying the management to balance the number of female and male employees in different departments such as technical department which has four male radio technicians, without female representation.
Encouraging the newsroom team to balance sources( adding more female voices) in their stories and programming.
Photograph/s of the results
GENDER EQUALITY BY 2015, YES WE MUST!

6. HOW HAS THE COE PROCESS CONTRIBUTED TO ADDRESSING THE CHALLENGES?
CFM management has thrown its weight behind the gender concept, taking a leading role in influencing change.
CFM management commits itself to fully investigate all cases of gender discrimination and take appropriate action to correct the situation in the shortest possible time.
Action against stigma and discrimination due to real or perceived HIV status while in employment.
Establishment of a gender confidant, who handles issues of sexual/ verbal harassment at workplace for redress.
Radio promos encouraging women voicing out their concerns.
We have amended our policy to include deliberate promotion of women voices on our radio as well as female staff to take a key role in news an other programming.
Photograph/s showing changes
GENDER EQUALITY BY 2015, YES WE MUST!

7. HOW HAS THE COE PROCESS CONTRIBUTED TO ADDRESSING THE CHALLENGES?
Development of new programmes on GBV- HIV and Aids such as Tiuzeni.
Mau a Kumudzi, a human rights and developmental programme which encourages women to speak out on challenges they face within the community.
The station is now an equal opportunity employer.
CFM management ensures reduction of conflict between professional and family responsibilities and that separation of spouses for long period due to exigencies of duties should be minimised.
Photograph/s showing changes
GENDER EQUALITY BY 2015, YES WE MUST!

8. HOW HAS THE COE PROCESS CONTRIBUTED TO ADDRESSING THE CHALLENGES?
Tiuzeni, Mau a Kumudzi.
CFM management is yet to put in place a special budgetary component to address gender disparities.
Yes we conduct periodic self monitoring. The latest one has revealed that there are a few women speaking on issues of economics and other policy issues.
Photograph/s showing changes
GENDER EQUALITY BY 2015, YES WE MUST!

9. GENDER EQUALITY BY 2015, YES WE MUST!
HOW IS THE MEDIA HOUSE CONTRIBUTING TOWARDS ACHIEVING THE 28 TARGETS OF THE SADC PROTOCOL?
PROTOCOL TARGET
COUNCIL ACTIONS
Gender in the media
Mainstreaming gender in all information, communication and media policies, programmes, laws and training in accordance with the protocol on culture, information and sport.
Promoting equal representation of women in the ownership of, and decisions making structures in the media, in accordance with Aticle12-1 that provides for equal representation of women in decision making positions by 2015.
GENDER EQUALITY BY 2015, YES WE MUST!

10. GENDER EQUALITY BY 2015, YES WE MUST!
HOW IS THE MEDIA HOUSE CONTRIBUTING TOWARDS ACHIEVING THE 28 TARGETS OF THE SADC PROTOCOL?
PROTOCOL TARGET
COUNCIL ACTIONS
GENDER EQUALITY BY 2015, YES WE MUST!

11. GENDER EQUALITY BY 2015, YES WE MUST!
IMPACT
Increased number of female managers in most departments.
Female employees taking challenging tasks.
Feed back from audiences through SMS, internet-face book page.
Gender Links, NAMISA.
Photograph/s of people or scans
GENDER EQUALITY BY 2015, YES WE MUST!

12. GENDER EQUALITY BY 2015, YES WE MUST!
CHANGING LIVES
Alaudin Osman, CFM station manager. refer to previous document on his profile.
Photograph/s of the changing lives
GENDER EQUALITY BY 2015, YES WE MUST!

13. CHALLENGES TO GENDER MAINSTREAMING
Financial challenges, as a result the management is failing to recruit more female employees.
Lack of proper coordination between CFM and other institutions such as Gender Links to advance gender mainstreaming.
Lack of training to orient staff on issues of gender.
GENDER EQUALITY BY 2015, YES WE MUST!

14. GENDER EQUALITY BY 2015, YES WE MUST!
WAY FORWARD
Review of the gender, HIV and Aids policy to ensure that it remains relevant and responsive to the needs of employees at Capital Radio. This review shall take into account the progression and the impact of the pandemic, developments in scientific and other technologies.
Photograph/s to show areas that will be taken forward
GENDER EQUALITY BY 2015, YES WE MUST!