Gender Equity and Local Governance: A Study of the San Salvador Municipal Gender Equity Policy

In San Salvador the formulation of a Gender Equity Policy has been initiated by the women's movement over several years and has involved the participation of a wide range of community actors. One important element of citizenship is the interaction between individuals and policy arenas. Local government is a key area where such processes can take place for the advancement of women's rights and gender equality. The formulation of the Gender Equity Policy in San Salvador was assisted by a left wing municipal administration which was able to draw on existing links with the women's movement. One of the key elements of the policy's success was the combination of state actors, the women's movement and community consultations. The policy benefited from a strong conceptual framework that was well argued but not complex, and a legal basis drawing on national and international instruments such as the Beijing Platform for Action. The policy was also successful because it was able to tie in with a broader municipal agenda of citizen participation where spaces have been created for interaction between government and civil society actors.

The draft policy was subject to extensive public consultations in the district to investigate gender needs and priorities. Three consultants were then employed to provide technical support in finalising the draft which was then further debated by key women's organisations, leading women in the municipality and council directors. Its main areas of action are citizens' participation, education and culture, work, health promotion, security, community infrastructure and municipal public services.

The most successful activities have been:
?creation of a Women's Department within the municipal government to coordinate policy at the central level, and a Gender Unit to implement policy in the districts. These are combined with a Council Commission for Gender Equality to monitor implementation. The establishment of gender focal points throughout the council's structure ensures gender is mainstreamed and not ghettoised in the Women's Department;
?gender training for council staff through both specific courses on gender and methodologies, and integration into other courses;
?modification of human resources policies to enable more women to take up decision-making posts and to recruit qualified staff into key institutional areas to carry out the Gender Equity Policy;
?social promoters at the community level who are responsible for implementing the policy and setting up district level meetings;
?creation of Women's Centres to provide services and a space for women to meet and discuss issues that concern them in the community.

Challenges include pervading attitudes against recruitment of women to council positions and the lack of specifically earmarked resources for implementation of the gender policy. The implementation of the policy also depended largely on a small number of women's organisations and it has been difficult to increase the number of organisations involved in the consultative processes. At the community level, many residents have expressed fear that the policies threaten the family, so attempts have been made to ensure that men are also involved in district round tables.

To ensure sustainability there is the need for:
?continued action by a strong and committed women's movement;
?the appointment of good staff, particularly committed women;
?direct funding from international aid agencies;
?commitment by the council to continuing implementation of the policy in subsequent council administrations.

For a copy of this publication please contact One World Action, Bradley's Close, White Lion Street, London N1 9PF, United Kingdom, e-mail: owa@oneworldaction.org.