Replies to LegCo questions

LCQ5: Implementation of "gender mainstreaming"

Following is a question by the Hon Emily Lau and a reply by the Secretary for Health, Welfare and Food, Dr York Chow, in the Legislative Council today (January 5):

Question:

Regarding the implementation of "gender mainstreaming" promoted by the Women's Commission to take account of women's needs and perspectives, will the Executive Authorities inform this Council of:

(a) the progress made in the implementation of "gender mainstreaming" by various government departments, and specific results achieved thereof;

(b) the policies and measures implemented by the Government which have taken into account or made an assessment of gender perspectives, and those which have not, together with the reasons for that; and

(c) the reasons why the majority of the civil servants who have participated in the gender-sensitivity training programmes conducted in the past three years are either from the Social Welfare Department and the Hong Kong Police Force or are newly-recruited Administrative Officers, and whether they have plans to encourage civil servants from other departments to participate in the relevant training programmes; if so, of the details; if not, the reasons for that?

Reply:

Madam President,

Gender mainstreaming generally means the process in which the Government and other sectors take into full account the perspectives of both sexes in the formulation of their policies. In the process, the different needs of men and women would be identified and appropriate services could then be provided according to their different needs. Although the social status of women in Hong Kong has risen in recent years, the needs of women may still be overlooked. Therefore, we should continue our efforts in, inter alia, removing the society's preconceived notions of women and addressing the specific needs of different women groups. Gender mainstreaming is an effective strategy to help us achieve these goals.

The groundwork on which gender mainstreaming initiatives have been put forward was laid down by the Women's Commission (the Commission). The Commission has drawn on overseas experience in implementing gender mainstreaming and consulted various women groups and academia to develop an analytical tool in the form of a Gender Mainstreaming Checklist to assist government officials in carrying out gender mainstreaming.

We have introduced this Checklist to 13 policy areas or measures as follows:

(a) Health, Welfare and Food Bureau (HWFB): Health Care Reform, Enhanced Home and Community Care Service for the Elderly;

(b) Social Welfare Department (SWD): Family Education;

(d) Home Affairs Bureau (HAB): District Council Reviews and Review of Advisory and Statutory Bodies;

(e) Commerce, Industry and Technology Bureau (CITB)/Information Technology Services Department (ITSD): IT Education in the Community;

(f) Architectural Services Department (ASD): Design of Facilities in Public Buildings;

(g) Food and Environmental Hygiene Department (FEHD): Provision of Public Toilets;

(h) Information Services Department (ISD): Major Publicity Campaigns;

(i) Office of the Telecommunications Authority (OFTA): Review of Composition of Advisory Committees and Consumer Education Programmes; and

(j) Electrical and Mechanical Services Department (EMSD): Publicity Programme on Electricity and Gas Safety.

We are rolling out the Checklist to other policy areas on an incremental basis. Plans are also being prepared to extend gender mainstreaming to more policy areas in 2005/06.

To take forward the gender mainstreaming initiatives, all bureaux and departments have already designated a senior officer (a Directorate Officer in most cases) as a Gender Focal Point to help promote the implementation of gender mainstreaming as well as provide assistance and advice to relevant officers within their organisations.

In some policy areas where gender mainstreaming is implemented, subject officers have demonstrated greater gender awareness with more thorough consideration given to women's needs and perspectives. For example, the Buildings Department has considered stipulating an increase in the required number of water closets in the female toilets in shopping arcades, cinemas and places of public entertainment. In the Review of Advisory and Statutory Bodies (ASBs), HAB has affirmed the policy of stepping up efforts to reach out, identify and cultivate women who are able and willing to serve the community, and of introducing a working target of 25% as a benchmark for participation by either gender in ASBs. ISD has also included certain gender-sensitive provisions in its tender documents.

As for gender-related training for civil servants, a total of 25 workshops/seminar have been organised for some 700 staff of SWD, the Police, the former Education Department, ISD and the Leisure and Cultural Services Department, newly recruited Administrative Officers, as well as the Gender Focal Points of all bureaux and departments since 2001. These workshops are tailor made for the needs of different departments and grades. Priority has been given to staff of departments or grades which have close contact with the general public, or are responsible for carrying out publicity work, providing training programmes, or coordinating the formulation and implementation of policies straddling different areas.

Apart from the civil servants in the above-mentioned grades, we have also attached great importance to enhancing gender awareness in the whole civil service. In this connection, we have plans to provide gender-related training and information to other civil servants. A self-learning kit is now under production. It is scheduled to be released early this year for frontline staff in various government departments. Seminars and workshops on fundamental gender concepts and their applications will also continue to be conducted for civil servants of different grades and ranks in the coming year.

Ends/Wednesday, January 5, 2005

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