Challenges And Successes Of Gender Focal Point Persons In The Context Of Gender Responsive Budgeting Initiatives In Namibia

ABSTRACT

The Namibian government has taken cognisance of the importance of mainstreaming gender at the institutional level. In efforts to promote gender mainstreaming, its cabinet directed all government offices, ministries and agencies (OMAs) to comply with the Gender Responsive Budgeting (GRB) initiative, in 2014. The implementation of the GRB initiative requires all OMAs to have Gender Focal Point Persons (GFPPs) in all government institutions, specifically responsible for ensuring that gender issues are mainstreamed in all relevant activities, programmes, plans and policies. This study investigated the challenges and successes experienced by the GFPPs in Namibia, since they have not yet been documented. It also evaluated the extent to which the GRB initiative is being implemented in selected ministries which are: Ministry of Gender Equality and Child Welfare (MGECW); Ministry of Education, Arts and Culture (MEAC); Ministry of Health and Social Services (MHSS); Ministry of Safety and Security (MoSS) -Namibian Police; Ministry of Youth Sports and Culture (MYSC); and Ministry of Agriculture, Water and Forestry (MAWF). Government institutes continue to be a significant interest in that they reproduce and contribute to the shaping of woman lives. Additionally, the government has a great influence in the challenges and success that GFPP are experiencing. The study adopted an epistemological philosophy which concerns with the theory of knowledge in understanding the experiences of GFPP, with a keen interest in interpretative philosophy. Qualitative research design was employed in this study, for which data were gathered through interviews and from 6 selected government ministries. This approach provided an in-depth approach in exploring the challenges and successes of GFPP. analysed using thematic analysis. A set of semi-structured interview guides was administered to the GFPPs The study applied the concept of governmentality that was introduced by Foucault in the 20th century. ii The study revealed that the main challenge affecting the implementation of the GRB initiative or any other gender related initiative was lack of financial resources. Although the GRB initiative is being implemented in some ministries such as MGECW and Ministry of Defence (MOD), the extent is limited, particularly due to limited funding and continuous budget cuts. As part of the identified successes, many ministries have been commended for mainstreaming gender issues in their plans, programmes and activities. Thus far, the MOD has established a gender division; other ministries such as MESC and MSSS have developed gender strategies, action plans and policies; while others are supporting important gender activities, sometimes with external support in terms of funding. Of all the ministries, the MOD has been applauded for establishing a gender division, and for that reason it has a special budget vote within the national budget. The study further revealed that there were no standard criteria for selecting GFPPs. Some of them were selected, although they lacked the knowledge and skills related to gender. However, others were selected based on their experience with gender issues. Now, there are no job descriptions in place for the GFPPs, yet whether with experience or no experience those appointed are expected to take up the responsibility of implementing the GRB initiative in their respective institution. As a conclusion, GFPPs are aware of the GRB concept and what it entails, however, they lack knowledge and skills to implement it. The study further concluded that GFPPs can hardly influence gender mainstreaming if they are not being trained, neither being involved in decision-making or in the budgeting process, and when they have limited knowledge. It is therefore recommended that GFPPs should be people in management positions, as managers have influential power compared to juniors. In addition, job descriptions for GFPPs should be developed to guide the implementation of tasks. It is further recommended that the GRB should be placed as a priority, and training should not be optional.