Organisational GBVF Health Check
Self-improvement tool on organisational readiness to respond to GBVF
By completing the Health Check you will enable your organisation to track its progress on the GBVF improvement journey and give you access to tools, resources and training modules supporting the GBVF maturity journey
The purpose of this “GBVF Health Check” survey is to help organisations in the GBVF Collective assess how they are doing when it comes to GBVF-related behaviours, policies, and practices, and to identify actions they might take to improve their performance and their alignment with best practices in the field.
The results of this survey will only be shared with you, the Organisations contact person. Results from all participating organisations will be aggregated by municipality, district and province to identify trends and to allow each organisation to compare its results with the aggregated results of its peer organisations.
Please Note : This is an anonymous survey. Efforts have been made to ensure that this survey is fair, unbiased and respectful towards all participants.
Definition & explanation
Most people – including most transgender people – are either male or female. But some people don’t neatly fit into the categories of “man” or “woman” or “male” or “female”. For example, some people have a gender that blends elements of being a man or a woman, or a gender that is different than either male or female. Some people don’t identify with any gender. Some people’s gender changes over time.
The area in respect of which the municipality has executive and legislative authority as determined by the constitution and National legislation and the area as demarcated by the Demarcation Board Act (Act 27 of 1998)
The area of jurisdiction of the municipality demarcated in terms of the Local Government: Municipal Demarcation Act (Act 27 of 1998).
A collection of useful GBVF-related resources such as policies, innovations, practices that worked successfully in the past, and are available for others to benefit from. These are made available and continuously update on www.endinggbvf.org
The ability to acknowledge and highlight existing gender differences, issues, and inequalities and incorporate these into strategies and action.
Behaviour characterised by the making of unwelcome and inappropriate private sexual remarks or physical advances in a workplace or other professional or social situation (NSP:13)
A course or principle of action adopted or proposed by an organisation or individual.
Gender discrimination policy (for salary and promotions)*
The Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000) section 8
Maternity and Paternity leave
Basic conditions of employment act
CHAPTER THREE Leave Application of this Chapter Annual leave Pay for annual leave Sick leave Proof of incapacity Application to occupational accidents or diseases Maternity leave Protection of employees before and after binh of a child Family responsibility leave
Zjo ( 1 ) An employee is entitled to a( least four consecutive months’ maternity ]eave. (2) An employee may commence maternity leave— (a) at any time from four weeks before the expected date of birth, unless otherwise agreed; or 5 (b) on a date from which a medical practitioner or a midwife certifies that it is necessary for the employee’s health or that of her unborn child. (3) NO employee may work for six weeks after the birth of her child. unless a medical practitioner or midwife certifies that she is fit to do so. (4) An employee who has a miscarriage during the third trimester of pregnancy or 10 bears a stillborn child is entitled to maternity leave for six weeks after the miscarriage or stillbirth. whether or not the employee had commenced maternity leave at the time of the miscarriage or stillbil~ch. (5) An employee must notify an employer in writing. unless the employee is unable to do so. of the date on which the employee intends tc+ 15 (a) commence maternity leave; and (b) return to work after maternity leave. (6) Notification in terms of subsection (5) must be given— (a) at least four weeks before the employee intends to commence maternity leave: or ?0 (b) if it is not reasonably practicable to do so. as soon as is reasonably practicable. (7) The payment of maternity benefits will be determined by the Minister subject to the provisions of the Unemployment Insurance Act. 1966 (Act No. 30 of 1966).7
Employment Equity Policy
Preferential Procurement Policy
This is a policy that establishes the obligation of the government and private entities to award preferential procurement points to historically disadvantaged individuals (HDI) and businesses, including black-owned, women-owned and youth-owned enterprises to fast-track transformation.The Preferential Procurement Policy Framework Act sets out the legal framework for government and private sector to enable the emergence of small, medium and micro enterprises. The B-BBEE Act empowers the Minister of Trade, Industry and Competition to issue Codes of Good Practice and publish Transformation Charters to promote an equal opportunity economy.
Gender Responsive Budgeting Policy
This relates to how government and private entities address different needs and priorities of all persons regardless of their sex, by ensuring a gender-equitable distribution of resources and contributing to equal opportunities for all.
Gender Affirming Policy
A Gender Affirmative policy outlines an organisation’s position and support available for employees affirming, transitioning or questioning their gender identity or expression.
GBVF interventions and activities.
These activities/programmes that organisations implement to protect and support employees, e.g. provision of safe transport for employees doing night-shift, hosting prevention campaigns, proding sexual harassment reporting procedures and mechanisms, etc.
Diversity management policy
In South Africa, the Employment Equity Act (EEA) sets out the legal framework for promoting diversity and equality in the workplace. The Diversity Management Policy states the organisation’s commitment to ensuring an equitable, diverse and inclusive workplace. The policy should also include the process for making complaints of discrimination in the workplace, and how the company will monitor and assess the effectiveness of the policy.
Affirmed as a gendered individual
The process an individual goes through when they begin to live as their authentic gender, rather than that presumed at birth.
When an individual offers something such as money, property, object, or token in exchange for a sexual act. It is actually purchasing the act of sex.