Gender, Participation and Leadership in Sport in Southern Africa: A baseline study

GENDER, PARTICIPATION AND LEADERSHIP IN SPORT IN SOUTHERN AFRICA:A BASELINE STUDY Kari Fasting, Diane Huffman, Trond Svela Sand

AUSC REGION 5

© Akilles 2014 The Norwegian Olympic and Paralympic Committee and Confederation of Sports (NIF)

ISBN: 978-82-7286-244-1

First edition

Kari Fasting, Diane Huffman and Trond Svela Sand:Gender, Participation and Leadership in Sport in Southern Africa: A baseline Study

Design: Vigdis Brekkan, NIF Print: Oslo Fokustrykk Photo: NIF

The Norwegian Olympic and Paralympic Committee and Confederation of Sports

2014

GENDER, PARTICIPATION AND LEADERSHIP IN SPORT IN SOUTHERN AFRICA:A BASELINE STUDY Kari Fasting, Diane Huffman, Trond Svela Sand

ACKNOWLEDGEMENT

This report would not be possible without the generous contributions of a number of people, representing 48 organizations in five countries. These dedicated professionals gave of their time and were keen to tell us about their experiences and ideas, and what was happening in their organizations. To all of you, we would like to thank you for sharing with us.

Setting the stage for the story was a strong partnership between the Norwegian Olympic and Paralympic Committee and Confederation of Sports, the Secretariat of The African Union Sports Council Region 5 and a group of active sports women representing the sport community of Southern Africa. We thank these individuals for being instrumental in defining and validating the measures required to build an equitable and inclusive sport environment across the region:

» Miriam Moyo (Zambia NOC and ANOCA Women and Sport)» Mathlohang Ramaqopo (Lesotho National Olympic Committee representing Confederation of Southern Africa National Olympic Committees)» Matilda Mwaba (National Organization for Women in Sport Physical Activity and Recreation, Zambia)» Anna Mguni (Zimbabwe Olympic Committee)» Eugenia Chidhakwa (AUSC Region 5 Women’s Commission) » Nonkongozelo Ndiki (Sports and Recreation South Africa)» Game C. Mothibi and Lorato Masilo (Botswana National Sports Council)» Stanley Mutoya (AUSC Region 5)» Petros Mrape (AUSC Region 5)» Charlotte Wonani (University of Zambia, Social Science)» Reko Mate (University of Zimbabwe, Social Science)

EXECUTIVE SUMMARY

This report contains the result of a baseline study on women’s leadership and participation in sport within Southern Africa. It is a result of expressed needs and wishes of key sport representatives within the African Union Sports Council Region 5, and a part of the implementation of The Gender Action Plan of the Region. This plan was validated at a conference in the autumn of 2013, in which all 10 countries in the region were represented by at least four participants, including: Ministries responsible for Sport, National Olympic Committees (NOC), National Paralympic Committees (NPC) and National Sports Councils (NSC).

The study took place in five countries: Lesotho, Malawi, South Africa, Zambia and Zimbabwe and structured interviews were used to gather data. The participants included the NOCs, NPCs, NSCs, school sport organizations, government departments and five selected national associations in each of the countries. The sports were athletics, basketball, boxing, football, and judo.

Altogether 46% of the sport participants in the region were girls/women. Among the sport associations the percentage was 33. There were huge differences between the different sports: 38% women in judo, 35% in basketball, 33% in athletics, 17% in boxing and only 10% in football. Concerning the number of national teams, more resources are spent on men than on women. Altogether only 25% of the national teams are women, 46% are men and the rest are mixed national teams.

About 1 out of 5 board members is a woman. This number is relatively high compared to many other countries in the world, but only 11% (n=5) of the organizations had a female president. Compared to the number of female athletes participating in sports, women are underrepresented in leadership positions in the NPCs, the school sport organizations and the sport associations. Taking into account female board members and committee members the athletic associations, the NPCs and the judo associations have the most women and football and boxing the fewest proportion of female leaders.

Sport coaching is in all sports and at all levels dominated by males, and there is a huge gender gap in this study in relation to coaching. Only 15% of the 15,246 coaches at the local/recreational level are women and of the 21,380 coaches registered in the associations’ databases only 6% are women.

The organizations believe that the most important issues for women and sport or exercise today are related first of all to the culture. With this they point to the gender order in society at large and talk about how it impacts girls' and women’s possibility for being involved in sport. A combination of what is expected from women (to take care of the household), opportunities (what husband and/or parents/relatives allow them to do), and how women in sport are perceived, function as barriers. Other examples mentioned were: “Stigma from the public - figure you are a loose woman”, “Culture is prohibitive. Family tradition and how you are perceived is an issue.” The gender order and the violence in society at large also impact upon girls’ and women’s safety in sport, and as a consequence some perceive sport as a “risky” arena. As one representative from a NSC expressed it:

Abuse and safety in sport is a very big problem, coach says if you want to be on this team you must be with me. Parents will not let girls travel as it is usually a male coach. Women are frightened to participate in sports. Lots of violence in sport. Lots of abuse and abusive language toward women playing sports in our country.

With reference to the results presented in this report, we recommended that priority is given to the following themes in future efforts for the development of women and sport in Southern Africa:

1. Knowledge about their own cultures, parti-cularly in relation to sex, gender (masculinity and femininity), gender relations, the gender order and myths about what women and men can do should be included in all educa-tional courses in sport.

2. Develop and implement preventive tools and measurements against violence, so that sport and exercise can be a safe arena for girls and women.

3. Recruitment and education of female coac-hes both at the grass root levels and for top level sport.

4. Recruitment and education of female sport administrators, particularly for the highest decision-making positions in the sport orga-nizations.

These themes are closely connected. More knowledge about the gender order in society and what women can do, may lead to more women involved in sport in different roles. More females in higher decision-making positions and more female coaches may lead to less violence in sport, and a safer sport may lead to more female participants.

These recommendations are in line with the AUSC Region 5 Gender Action Plan developed and ratified in 2013. It provides strong reference and justification for supporting the specific objectives and actions agreed upon in the Gaborone Declaration. Therefore it is important that the efforts of the AUSC Region 5 continue to work toward achieving the Gender Action Plan over the next few years.

Figures Figure 1. Gender distribution among athletes across organizational type (percentages)

Figure 2. Gender distribution among the board members in sport associations

Figure 3. Gender distribution among board members across sports (percentages)

Figure 4. Gender distribution among sub-committee members across sports (percentages)

Figure 5. Percentages of organizations that have female and male positions in regional and international sport bodies and percentages that attend meetings with female and male representatives

Figure 6. Gender distribution among those individuals that have positions in and that are attending meetings in regional and international sport bodies (percentages)

Figure 7. Gender distribution of coaches by sports at the local/regional level and as registered in databases (percentages)

Figure 8. Gender distribution of national team coaches in all sport associations (percentages)

Figure 9. Gender distribution among national team coaches across sports (percentages)

Figure 10. Gender distribution of people who have completed coach education last year across sports (percentages)

Figure 11. Gender distribution of female and male referees/judges/umpires across sports (percentages)

TablesTable 1. Overview of the number of interviews in relation to country

Table 2. GDP in the AUSC Region 5 countries (2012)

Table 3. Global Gender Gap in the AUSC Region 5 countries (World Economic Forum 2013)

Table 4. Number of female and male athletes in the different sports

Table 5. Number of national teams (team sports and individual sports)

Table 6. Gender distribution among board members across organizational type

Table 7. Gender distribution among sub-committee members across organizational type

Table 8. The ranked proportion of female board and committee members by organizational type

Table 9. Gender distribution among staff members across organizational type

Table 10. Actions taken during the last 3 years by all organizations

Table 11. Most important issues for women and sport and exercise today

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Content Acknowledgement

Executive Summary

Figures and Tables

Content

1: Introduction and Background 2: Methodology Sample

Data gathering

3: Number of Female and Male Athletes 4: Gender and LeadershipNon-employed leadership

Employed staff

Positions in regional and international sport bodies

5: Gender and CoachingCoach education

Number of referees/judges/umpires

6: Breaking the barriers through actionsThe organization of women and sport issues

Prevention of violence

Most important issues for women and sport and/or exercise today

7: Summary, conclusions and recommendations Appendices

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The Gender Action Plan was developed as part of the AUSC Region 5’s (the former Supreme Council for Sport in Africa, Zone VI1) commitment to gender mainstreaming. Sport for Development is one of the seven strategic priorities of AUSC Region 5 (Strategic Plan 2013-2018, SCSA Zone VI, p. 14) and a strategic objective under Sport for Development is Equity and Inclusion, with an emphasis on the importance of involving more girls and women in sport. The Strategic Plan states among others: “To ensure all Member States and Confederations establish policies that promote gender mainstreaming, gender equity and inclusion in sport” (4.1.1). Further to this is: “To advocate for the implementation of sustainable sport and recreation programmes, and gender empowerment initiatives that will contribute to safe sport and increase participation at all levels by: The girl child and women” (4.1.2).

NIF together with the AUSC Region 5 Secretariat established a Gender Advisory Group tasked to develop an action plan specifically addressing equity and inclusion. The Gender Advisory Group consisted of representatives from Zambia (National Organization for Women in Sport Physical Activity and Recreation (NOWSPAR), the Zambia National Olympic Committee (ZNOC), the Association of National Olympic Committees of Africa (ANOCA), Zimbabwe (Zimbabwe National Olympic Committee), Lesotho (Lesotho National Olympic Committee, the Confederation of South African National Olympic Committees (COSANOC), South Africa (Sports and Recreation

1 In the following former Zone VI will be referred to as Region 5, except when it is used in direct quotes

1: INTRODUCTION AND BACKGROUND

The conducting of a baseline study on women’s leadership and participation in sport within Southern Africa was the result of the expressed needs and wishes of key sport representatives throughout the Region. The African Union Sports Council Region 5 (AUSC Region 5) in drafting a regional Gender Action Plan emphasized that without baseline information there is no valid rationale to advocate or means to demonstrate the impact of support toward achieving the Region’s gender priorities. The Norwegian Olympic and Paralympic Committee and Confederation of Sports (NIF), as a supportive partner to AUSC Region 5 collaborated with the secretariat to support efforts to understand the status of women’s leadership and participation in the AUSC Region 5.

South Africa) and Botswana (Botswana National Sports Council (BNSC). In addition there were two representatives from NIF (appendix 1). The Gender Advisory Group was chaired and facilitated by the secretariat of AUSC Region 5. Over a series of meetings the Group, with additional contributions from the University of Zambia and the University of Zimbabwe, met and carved out the priority areas that guided the drafting of a Gender Action Plan for the Region. Once the action plan was drafted, the Gender Advisory Group designed a conference forum. Here the major sport stakeholders from each country within the Region were given the opportunity to validate and finalize the Gender Action Plan and discuss its implementation within their countries. In his opening speech the Secretary General of the AUSC Region 5, formulated the objectives of the conference as follows:

1. To validate AUSC Region 5’s Gender Work Plan and Action Plan.

2. To develop stakeholder involvement strate-gies for effective gender mainstreaming.

3. To appreciate the baseline study aimed at establishing current levels of women participation and leadership in sport.

4. To develop strategies to increase participation by women in sport and leadership at all levels.

5. To constitute the AUSC Region 5 Women in Sport (WIS) Commission.

10 Gender, Participation and Leadership in Sport in Southern Africa: A Baseline Study

Altogether 48 people participated and contributed to the process at the conference. All 10 countries in the region were represented by at least four participants that included representation from: Ministries responsible for Sport, National Olympic Committees (NOC), National Paralympic Committees (NPC) and National Sports Councils (NSC). According to our knowledge, history was written at this conference, as it was the first time that these four institutions, representing governmental and non-governmental organizations, had come together to discuss a regional approach to advancing women in sport. The Gender Action Plan (appendix 2), including a draft of the content of a possible base line survey, was validated at the conference, and the Gaborone Declaration, “Towards Leadership, Capacity Development Equal Access and Opportunities for Women in Sport” was produced (appendix 3). The Gaborone Declaration was ratified by the Council of Ministers in November 2013.

The Gender Action Plan has three priority areas: “Policy Development”, “Research and Development”, and “Capacity Development”. Conducting a baseline survey on women in leadership is mentioned under Research and Development. The lack of baseline data on women and sport is also mentioned in the Gaborone Declaration: “Noting with concern the lack of baseline data on the number of women participating and in leadership in sport within the Region 5” (p. 2).

Based on the expressed need for baseline information, the keen interest to participate in providing the data by all member states, NIF and AUSC Region 5 agreed to collect the baseline information on gender participation in sports in the Region. The AUSC Region 5 Secretariat managed the overall communications with the different participating member states and together with NIF gathered the baseline data for analysis and future planning.

In the next chapter the methodology of the study is outlined. This is followed by three chapters where an analysis of the data collected has been presented and includes: the number of women and men participating in sport (chapter 3), the number of women and men in leadership positions in sport (chapter 4), the number of women and men in coaching (chapter 5), and a chapter named “Breaking the barriers through actions” (chapter 6). The report ends with a conclusion chapter (chapter 7) in which some recommendations for further efforts are presented.

11| Introduction and Background

2: METHODOLOGY

SampleThe following 10 countries constitute the AUSC Region 5: Angola, Botswana, Lesotho, Malawi, Mozambique, Namibia, South Africa, Swaziland, Zambia and Zimbabwe. It was determined for this study that it would be too expensive to carry out data gathering in all 10 countries, and that six countries would provide a valid sampling for the Region. When the actual data gathering was started, the political situation in Mozambique was such that it was advised not to travel to the country. The study therefore took place in the following five countries: Lesotho, Malawi, South Africa, Zambia and Zimbabwe. The key participants in the study included the NOCs, NPCs, NSCs, school sports, government departments, and selected national sport associations in each of the selected countries. Five sport codes, all among the eight sports codes found in the AUSC Region 5’s Youth Games program, consisting of a mixture of team and individual sports, were selected to be included in the study: athletics, basketball, boxing, football, and judo.

Data gatheringStructured interviews were used to gather the data. Although this is a time consuming process it was agreed that face-to-face interviews were

necessary to get as valid data and statistics as possible. It also provided an opportunity for the interviewees to discuss the questions in more detail and understand the rationale and use of the information for future planning. The interview guidelines were piloted in Botswana in September 2013 and modified in accordance with the responses given. The five country interviews took place between September and December 2013 and were carried out by Diane Huffman from NIF and Petros Mrape from the Sports Council in Region 5.

Table 1 shows that 48 organizational interviews were conducted, and the number of organizations interviewed in each country varied between 5 and 13. Altogether 104 people (49 females and 55 males) participated in the process. There is no overarching sporting body for judo in Lesotho, and sport in South Africa has a different structure than the other countries. The South Africa Sports Confederation and Olympic Committee is an integration of the NSC, the NPC and the NOC. School sport in South Africa is integrated into the national department Sport and Recreation South Africa. Overall, the drop out was relatively small, as 100% of the planned interviews were conducted in Zimbabwe, Zambia and Malawi, 91% in Lesotho and 71% in South Africa.

Table 1. Overview of the number of interviews in relation to country

Lesotho South Africa Zimbabwe Zambia Malawi Total

Ministry responsible for sport 1 X X X X 4

Sport Council X 3 X X X 4

NOC X X X X X 5

NPC X 4 X X X 4

Athletics X 1 X X X 4

Basketball X X X X X 5

Boxing X 1 X X X 4

Football X X X X X 5

Judo 2 X X X X 4

School Sport X (3) 5 X (4) X X 9

Total 10 5 13 10 10 48

1 Not interviewed. 2 No sporting body for judo in Lesotho. 3 No such body in SA. 4 Integrated in NOC. 5 Integrated in ministry.


As the purpose of this report is to present baseline data for AUSC Region 5, the results do not look at differences between countries. Separate result reports will however be developed and delivered to each country. Since countries are different, and we present the results on a regional basis, an important question is, how representative are these five countries of the 10 countries in the AUSC Region 5? To answer this question we have presented two statistics below that may indicate that as a group, the five countries participating in the study are not that different from the five other countries. The statistics concern the countries’ Gross Domestic Product (GDP) and the Global Gender Gap statistics from the World Economic Forum. It is reasonable to suggest that the conditions that follow these statistics can have an influence on women’s participation in sports.

Table 2. GDP in the AUSC Region 5 countries (2012)2

Country Rank (Billion $) World Rank

South Africa 1 383.3 29

Angola 2 116.3 59

Zambia 3 21.5 106

Mozambique 4 14.6 117

Botswana 5 14.4 120

Namibia 6 12.8 124

Zimbabwe 7 9.8 135

Malawi 8 5.7 150

Swaziland 9 3.9 158

Lesotho 10 2.4 163

2 United Nations. (2013). National accounts main aggregates database. Retrieved from: http://unstats.un.org/unsd/snaama/dnllist.asp

Table 3. Global Gender Gap in the AUSC Region 5 countries (World Economic Forum 2013)3

Country Rank World rank

Lesotho 1 16

South Africa 2 17

Mozambique 3 26

Malawi 4 39

Namibia 5 44

Botswana 6 85

Angola 7 92

Zambia 8 113

Zimbabwe 9 (-)

Swaziland 9 (-)

For the global gender gap statistics the five participating countries are to be found in the higher and lower part, which indicate that on average they will not be that different from the average of the countries in the whole region. For the GDP the participant countries together reflect the economic variation in the whole region.

3 World Economic Forum. (2013). The global gender gap report 2013.Retrieved from: http://www3.weforum.org/docs/WEF_GenderGap_ Report_2013.pdf

13| Methodology


3: NUMBER OF FEMALE AND MALE ATHLETES Altogether 2,340,046 athletes were registered in the five sports in the participating countries. Among them girls and women account for 46% (n=1,068,389).4 This relatively high percentage of girls and women is mainly due to the school sport organizations, where half of the participants (n=882,500) are girls and young women.Among the five sport associations women account for only 33%. This is shown in figure 1.

Figure 1. Gender distribution among athletes across organizational type (percentages)

The distribution of gender varies much more when we look at the different sports. This is shown in Table 4. Judo had the highest percentages of girls and women (38%) and football the lowest (10%). It is surprising that there were relatively more girls and women in boxing4 than in football as both sports have traditionally been looked upon as very masculine.

4 Since some of the school children may be member of the sports as-sociations, there is reason to believe that there will be overlap, which means that the actual numbers should be interpreted with carefulness.

5 This may among others be due to the professional female boxer Esther Phiri who was born in Lusaka, Zambia.

The participating organizations were asked if they thought that there were adequate numbers of women participating in sport in their country. Among the ministries, NSCs, NOCs, NPCs, and school sport organizations all answered no to this question, and among the sport associations 80% said no. This shows that the region is clearly not satisfied with the number of girls and women participating in sports. In the discussion following this question the culture, particularly in relation to women’s role in society were often mentioned as an explanation for why there were not more women participating in sports. Many said that the family, particularly the husband, for different reasons didn’t want the women to be active in sport. Marriage and its practical consequences in relation to being responsible for the household work, which among others led to less free time, was also explained as a major reason for drop outs of women in sports. As one representative from a NOC said: “Cultural stereotypes do not allow wives to play sports. Don’t have women

Table 4. Number of female and male athletes in the different sports

GenderAthletics

n (%)

Basketball

n (%)

Boxing

n (%)

Football

n (%)

Judo

n (%)

Females 726 (33) 175,968 (35) 202 (17) 5,794 (10) 2,060 (38)

Males 1,448 (67) 327,051 (65) 965 (83) 51,010 (90) 3,350 (62)

Total 2,178 (100) 503,019 (100) 1,167 (100) 56,804 (100) 5,410 (100)

15| Number of Female and Male Athletes

in elite sports because men don’t allow them to play. Girls are not allowed. It is taboo in some communities.” A representative from a NSC formulated it like this: Culture plays a big role in preventing women from participating in sport. Example: Clothing – it’s difficult for parents and men to accept women in shorts. There is a positive development here, but it is slow. Men are a problem – husbands are not happy to see wives interacting with other men. Also there is competition for leadership, men think women can’t lead.

Also other cultural aspects such as religion, and safety issues were mentioned as reasons for why there were not more women in sport. Lack of female leadership included coaches and judges, and female role models. Lack of facilities and funding were also often mentioned. But a few focused on women themselves, as one representative from a Ministry of Sport who said “African women are not pushing themselves.” Others mentioned lack of confidence and interest: “Most associations are very male dominated. Women do not have the confidence to say I can do it” (NOC).

The organizations were asked if they had “taken any action in the last 3 years to increase the number of physically active women, exercising women, and/or female athletes?” Among the 48 organizations interviewed as many as 79% answered yes to this question. On the governmental level (ministries and NSCs) there are several that had policy documents and strategic plans where inclusion of girls and women was emphasized. There were also examples of NSCs that had taken initiatives at the community level to increase female participation in sport. These initiatives could be exercise classes, direct funding, or focus on creating safe places for women’s sport. Some NOCs seemed first and foremost to use media to promote sport for girls and women. One NOC arranged workshops (3 last year) to discuss issues and support to women in sport.

Other questions such as: “how can women achieve best in sport?” and “how can one increase the number of women?” provided insight into partnerships. Many of the sport association cooperates with schools by contributing instruction and coaches and thereby promoting their sport. In many cases the sport association target girls. Several of the associations have also started leagues/competitions for women at the national or highest levels where this didn’t exist before.

The sport associations in the different countries where asked if they had national teams for women and men in the team sports (basketball and football) and in the individual sports (athletics, boxing and judo). Altogether 28% of all national teams are women only, compared to male teams that account for 46%. This is illustrated in Table 5, where the results for team and individual sports are presented. Table 5. Number of national teams (team sports and individual sports)

Gender

Team

Sports

N (%)

Individual

Sports

N (%)

Total

N (%)

Female teams 24 (39) 1 (4) 25 (28)

Male teams 38 (61) 3 (11) 41 (46)

Gender mixed teams

0 (0) 23 (85) 23 (26)

Total 62 (100) 27 (100) 89 (100)

For team sports the results show that there are almost two-third as many national teams for men than as for women, and further analysis revealed that there are relatively more female national teams in basketball then in football. We find the same tendency for individual sports, one national team for women and three for men. Table 5 also shows that for individual sports there are not many gender separate national teams, because all athletic teams are gender-mixed.

The organizations were asked if during the last 3 years they had taken any actions to support female elite-level athletes in areas such as: competition opportunities, rewards, incentives,


recognition, sponsorship and promotion. More than two-third (71%) answered yes to this question. At the governmental level several mentioned award ceremonies where female athletes are recognized. There are also a couple of examples of direct funding to female elite-level athletes/teams. One Ministry tells that:

It is not the policy of the government to support athletes under 18 years old, but because it is of importance to promote girls’ and women’s sport participation they had awarded an under 17 girls team with a cash award of $2,000 to each team member.

The NOCs predominately support elite-level female athletes with scholarships and assistance in preparation for the Olympics and Commonwealth Games. One of the NOCs worked with the athletes’ families so they could prepare for the games. The sport associations focus on financial support for female athletes, and emphasized sending female athletes to regional and international competitions. Some were arranging special competitions for women and/or work for increasing the female participation in competitions at the national levels.

17| Gender and Leadership

4: GENDER AND LEADERSHIP

Non-employed leadershipAbout one out of five (21%) board members in the organizations participating in the study is a woman, as illustrated in figure 2.

Figure 2. Gender distribution among the board members in sport associations

Further analyses showed that there are four boards that have no female members. But all boards have four or more male members and half of all the boards have only one or two female members. Table 6 shows the gender distribution among the boards across organizational type. NPCs stand out as having the most female board members and school sport the least. There are however not large differences between the different organizations. Compared to the number of female athletes (40%, 50%, 33%), women are under-represented in the leadership positions in the NPCs (28%), the school sport organizations (19%) and the sport associations (21%).

The number of female board members varies more among the different sports. This is shown in figure 3, from 38% among athletics associations to only 11% in football associations. These two sports represent the relative highest and lowest proportion of female board members among all organizations surveyed in the study.

Figure 3. Gender distribution among board members across sports (percentages)

We also asked about the gender distribution among subcommittee members. Three organizations did not have subcommittees, but among those that did, women accounted for 27%. This is slightly higher than female representation on the boards. The percentages of female members on the subcommittees varied across organizational type and across sport. This is shown in table 7, and in figure 4. Again, NPCs have the highest proportion of

Table 6. Gender distribution among board members across organizational type6

NSCs

n (%)

NOCs

n (%)

NPCs

n (%)

School sport

organizations

n (%)

Sport

associations

n (%)

Female board members 11 (22) 14 (24) 11 (28) 18 (19) 51 (21)

Male board members 38 (78) 44 (76) 29 (73) 78 (81) 197 (79)

Total 49 (100) 58 (100) 40 (100) 96 (100) 248 (100)

6 Asked to NSCs, NOCs, NPCs, school sport organizations and sport associations.


female sub-committee members (34%) and sport associations the lowest (22%). Judo and athletics have the relatively highest and boxing and football the lowest number of female subcommittee members.

Figure 4. Gender distribution among sub-committee members across sports (percentages)

Table 7. Gender distribution among sub-committee members across organizational type7

NSCs

n (%)

NOCs

n (%)

NPCs

n (%)

School sport organizations

n (%)

Sport associations

n (%)

Female members 29 (26) 81 (33) 13 (34) 97 (31) 155 (22)

Male members 79 (73) 163 (67) 25 (66) 220 (69) 544 (78)

Total 108 (100) 244 (100) 38 (100) 317 (100) 699 (100)

Table 8. The ranked proportion of female board and committee members by organizational type

Type of organizationFemale board + Committee members Total

Rank-sumRank + Rank

Athletics 9 + 7 16

NPCs 8 + 7 15

Judo 7 + 7 14

NOCs 6 + 6 12

Basketball 4 + 5 9

Sport Councils 5 +3 8

School Sport 3 + 4 7

Football 1 + 2 3

Boxing 2 + 1 3

In Table 8 we have ranked the different organizations from 9 (the highest) to 1 (the lowest) depending on how many female board and committee members they have, and made a sum score to get an expression of which organizations have the highest proportion of female leaders. As shown in the table the athletics associations, the NPCs and the judo associations have the most women and football and boxing have the fewest.

Being a president/chair of an organization or leader of a sub-committee is very powerful positions; here we find very few women. Among the 44 organizations that were answering this question only five, i.e. 11% had a female president. The equivalent number for men was 39 (89%). The same tendency is found for chairs of sub-committees, though the percentage of women was slightly higher here (27%). This is seen in studies all over the world, i.e. number of women decreases the higher one reaches in a hierarchal power structure, and increases at the lower levels.

7 Asked to: Sport Councils, NOCs, NPCs, school sport organizations and sport associations.

19| Gender and Leadership

Employed staffMany of the organizations that participated in this study had employed staff, and we were interested in the proportion of women among the staffs. The results show that among the organizations, women (n=342) account for 39% of the staff members. Among the 44 organizations that participated in the study 15 (31%) are based on voluntary work, and accordingly have no staff members. Most of the organizations in this group were sport associations. Seventeen organizations had 1-6 staff members, 10 organizations had 11-45, and six organizations had from 69 to 168 staff members. In the last group we found ministries, with the exception of the South Africa Football Associations that had many people employed. Concerning leadership, ten of the organizations had a CEO. Only one of these CEOs was a woman.

Table 9 shows that in almost all organizations fewer women than men were employed, and that NOCs had employed relatively the most women (58%). School sport organizations and NPCs had only employed one woman, but the total number of staff here is very small.

Table 9. Gender distribution among staff members across organizational type

Ministries

n (%)

NSCs

n (%)

NOCs

n (%)

NPCs

n (%)

School sport organizations

n (%)

Sport associations

n (%)

Females 157 (38) 66 (37) 33 (58) 1 (33) 1 (14) 84 (37)

Males 258 (62) 112 (63) 24 (42) 2 (67) 7 (86) 141 (63)

Total 415 (100) 178 (100) 57 (100) 3 (100) 8 (100) 225 (100)

Positions in regional and international sport bodiesTo participate in regional and international sport bodies may be important for developing the sport. But it is not enough to have one position; one must also be actively involved if one wants to learn and to impact on the development of sports. It may therefore be important to participate in regional and international meetings. Due to long distances and expenses in connection with travelling this is not always possible. Figure 5 shows that among the 48 organizations that participated in the study 31% (n=15) had women and 58% (n=28) had men with positions on regional sports bodies. And also shown in figure 5, 60% (n=29) of the organizations had women and 77% (n=37) had men participating at regional meetings, whereas 38% (n=18) and 65% (n=31) respectively were represented at international meetings. These figures clearly demonstrate that the organizations are more often represented by men than by women both regionally and internationally.

Figure 5. Percentages of organizations that have female and male positions in regional and international sport bodies and percentages that attend meetings with female and male representatives


Twelve (25%) of the 48 organizations had both genders serving in regional sport bodies while only five (10%) organizations had both women and men serving in international sport bodies. It turns out that respectively, 16 (33%) and 17 (35%) had only males serving at regional and international sport bodies.

Figure 6. Gender distribution among those individuals that have positions in and that are attending meetings in regional and international sport bodies (percentages)

If we look at the number of individuals from all organizations that have positions at regional and international bodies we see the same tendency. This also occurs for the regional and international meetings. Many more men than women had regional and international positions and are attending regional and international meetings. This is shown in figure 6.

The organizations were also asked if they had conducted any induction, training and/or mentoring courses in sport leadership. About

two-third of the organizations had carried out such training during the last year, which was offered for both female and male board/staff members. It turned out however that among those that received such training, only 32% were women. This reflects the gender distribution in boards (21%) and among staff members (39%). In line with this the organizations were also asked if they “had developed any policies, programs, or other initiatives during the last 3 years to recruit and/or retain and/or enhance the skills of females in sport administration and decision-making positions?”8 About 60% (n=28) of the organizations answered yes on this question. Several of the ministries and NSCs say that this should or would be given priority in the future, but few concrete actions have been taken. One ministry did run administration courses in the provinces where they used speakers from the national women in sport organization. This was done to encourage the participation of women at these courses. Many of the NOCs focus on getting their female staff members into administration and leadership programs, but no measures had been taken to recruit more women to such positions. Several of the NOCs, NPCs and the school sport organizations said they ensure that women always take part when there are courses, workshops, etc. Some said that this is a policy, but no information was given about how this works. Similar descriptions were given by the sport associations, but mostly statements such as “not specifically towards women, but open to them.” There’s only one example of courses/workshops that targets women only, and one of the sport associations had in their constitution that one out of the five elected positions in their board had to be a woman.

8 In the following “sport administration and decision-making positions” is referred to as “decision-making positions”.

20

21| Gender and Coaching

5: GENDER AND COACHING

Sport coaching is in all sports and at all levels dominated by males. When the sport associations and the school sport organizations (n=31) were asked about both the number of the female and male coaches at the local/recreational level, and about the gender distribution of coaches that they had in their databases, it turned out that there was a huge gender gap in relation to coaching. Only 15% of the 15,246 coaches at the local/recreational level are women and of the 21,380 coaches registered in the associations databases only 6% are women.9

Figure 7. Gender distribution of coaches by sports at the local/regional level and as registered in databases (percentages) Figure 7 shows that there is a lack of female coaches in all sports whether they are registered at the local/recreational level or in the associations’ databases. Boxing and football are particularly lacking female coaches compared to the three other sports.

Of the 21 sport associations that answered a question about the gender of their national team coaches, about half had female national team coaches, whereas all the sport associations had national male team coaches. Of all national team coaches the number of women accounted for 20% as shown in figure 8.

Figure 8. Gender distribution of national team coaches in all sport associations (percentages) When we looked at the different sports, we found no female national team coaches in boxing, and only 11% (n=5) in football, 15% (n=3) in judo, 27% (n=9) in athletics and 28% (n=12) in basketball. The gender distribution is presented in figure 9.

Figure 9. Gender distribution among national team coaches across sports (percentages)

9 Some people can be registered both at the local/recreational level and in the coach database. This differs between the different countries and sports.


Coach educationIn the five sports representing the AUSC Region 5 in this study 3,190 people completed coach education last year. Among them one-fourth were women. Surprisingly the proportion of women increased when we looked at those who had completed international coach education in the same period. Of those 98 persons (39%) were women.10

When we look at the specific sports, it is again football that had educated very few female coaches. Figure 10 shows that of 470 people who had completed some type of coach education in football last year only 7% were women. Among the other sports women accounted for about 30% of those trained.

Figure 10. Gender distribution of people who have completed coach education last year across sports (percentages)

The participants were asked the following questions: “Has your organization developed any policies, programs, or other initiatives during the last 3 years to recruit and/or retain and/or enhance the skills of female instructors and/or coaches?” More than half of the organizations had done nothing to recruit or enhance the skills of female instructors and/or coaches. Altogether 40% answer yes on this question, and among the ministries/NSCs it was 50% (n=4), among the NOCs 60% (n=3), among the school sport

organizations 22% (n=2) and among the sport associations 46% (n=10). All four NPCs answered no on this question. One of the NSCs said that “it is a requirement that women participate in the courses that we run.” Another said that it was “institutionalized that women must be involved,” and that when funding was given to the sport associations they had to show what percentage would go to women and to persons with disabilities. One of the school sport organizations told that they had “Coaches-quota for women; 5 women out of 15 participants.” Among the sport associations, one had arranged a coaching clinic for females and some had organized women only courses. Some also had quotas for co-education courses, but said it didn’t work properly.

Number of referees/judges/umpiresThe results show that sport is dominated by male referees, judges and umpires. When the sport associations were asked about the gender distribution of referees/judges/umpires it turned out that in this group, consisting of 4,011 people, 25% (n=994) were women. A bit higher proportion of women were trained to become a referee/judge/umpire,11 altogether 33% of 1,951 people. Furthermore, an even higher proportion of women had been approved to referee at the international level, 37% out of 280 individuals. There are large differences between the different sports in relation to the proportion of female referees, as illustrated in figure 11. The athletics associations have almost as many female judges as males, whereas the football associations have the lowest percentage of female referees (20%).

10 These questions were asked to the NPCs, school sport organizations and the sport associations, altogether 35 organizations of which 29 respective 21 answered these two questions.11 “Referees/judges/umpires” is hereafter referred to as “referees”.

23| Gender and Coaching

Figure 11. Gender distribution of female and male referees/judges/umpires across sports (percentages)

Concerning actions taken to recruit more referees the participants were asked the same question as for coaches: “Has your organization developed any policies, programs, or other initiatives during the last 3 years to recruit and/or retain and/or enhance the skills of female referees, game officials, judges, and/or umpires?” Twenty (42%) answered yes to this question: three (38%) of the ministries/NSCs, two (40%) of the NOCs, one out of eight school sport organizations, 14 (64%) of the sport associations. All the NPCs however answered no. Some said that they required female participation at courses, others that they “apply a quota” and therefore had “sent two young women to be referees.” Many of the answers were however not concrete, like “we encourage women to participate.” The one representative from a school organization told that “all girls’ soccer are officiated by females” and that because they only take teachers to officiate at games, there are opportunities for females.


6: BREAKING THE BARRIERS THROUGH ACTIONS

The organization of women and sport issuesDifferent strategies and means have been used in efforts to promote and develop women’s sport and/or women in sport. In many countries a strategy for making women visible has been the establishment of a women’s committee. We were interested in finding out if that has been or is a strategy in the AUSC Region 5. It turned out that almost half (44%) of all organizations (n=48) in the study did have a women’s committee. In some of the countries in the North one had indicated that having a women’s committee can also be a sleeping pillow for the organization, particularly if they are not given any power and finances. It turned out that in the AUSC Region 5, 75% (n=15) of these women’s committees have their own budget. In addition 70% (n=14) were given other resources. Most of the other resources to women’s committees were related to administrative support such as “secretariat service” and “HR-support.” Furthermore, resources such as “office space”, “transport” and “accommodation” are mentioned by several organizations.

Prevention of violenceIn the last part of the interview the organizations were asked if during the last years they had taken any actions concerning different themes (see table 10). As the table shows, preventive actions against violence had the highest percentage. Altogether two-third answered yes to the following question: “Has your organization taken any actions during the last 3 years to prevent bullying, hazing, homophobia, sexual harassment and/or abuse from occurring in sport and/or exercise?” This is important

because besides being a human rights violation, violence against women extracts enormous economic, psychological and social costs that typically go unmeasured and unrecognized.12 According to UN Women Executive Director Phumzile Mlambo-Ngcuka a global pandemic of violence against women and girls affects one in three worldwide.13 Sport, which in many ways is a mirror of society, is affected by this pandemic. Violence against girls and women in sport has both in the South and North received much attention during the last decade, and as a result major international sport organizations such as the IOC have developed educational tools to prevent sexual harassment and abuse to occur in sport.14 Though there are no baseline studies in any African countries about violence in sport, some studies from different African countries have proven that it exists,15 and this has been reinforced by court cases that have received media attention.

A couple of the ministries/NSCs indicated that they “assist if/when things happen,” but none of them had a specific policy for sport. One organization referred to an overarching governmental policy for women and people with disabilities that they advocated for. Another one has a policy for child protection under revision, but it is a disputed area. A third said they have brought in the national women in sport organization to “sensitize the sport community in partnership.” Some of the NOCs have a code of conduct for athletes, but are not focusing on harassment and abuse topics specifically. A couple of ministries/NSCs said they had given lectures/seminars where they sometimes dealt with these issues. One of the NPCs had a policy in place and will train their members on it via workshops. Most of the school sport

12 UN Women. (2013). Annual Report 2012-2013. Retrieved from: http://www.unwomen.org/~/media/Headquarters/Attachments/Sections/Library/ Publications/2013/6/UNwomen-AnnualReport2012-2013-en%20pdf.pdf13 “Statement by UN Women Executive Director Phumzile Mlambo-Ngcuka on “Promoting equality, including social equity, and gender equality and women’s empowerment” at the 8th session of the Open Working Group on Sustainable Development, New York, 5 February 2014. 14 See http://sha.olympic.org 15 Matafwali, B. (2010). The experiences and meaning of sport in the lives of female netball players in Botswana: A feminist perspective [Master’s Thesis]. Oslo: Norwegian School of Sport Sciences; Massao, B. B. (2001). Women in sport: Feminist analysis of the sport development policy of Tanzania [Master’s Thesis]. Oslo: Norwegian School of Sport Sciences; Elendu, I. & Umeakuka, O.A. (2011). Perpetrators of sexual harassment experienced by athletes in southern Nigerian Universities. South African Journal for Research in Sport, Physical Education & Recreation, 33(1), 53-64.

25| Breaking the barriers through actions

organizations mentioned different problems related to these issues, but few had taken concrete measures. One had however introduced a code of conduct. This was a needed strategy as they expressed that coaches and teachers took advantage of the girls. Another school sport organization told that:

We abide by the Ministry of Educations Code of Conduct. Any misconduct in sports affects you at work so therefore we follow the rules. [We] Do life skills training and sexual education with the teams. “Why Wait” programs with the teams. Colleges have the “Why Wait” program and all PE teachers are trained in this. Nurses will be lecturing at events on specific subjects. Good programs on these issues.

Many of the sport associations have codes of conducts for people involved. Several told about workshops where such issues are discussed, and there are examples of disciplinary committees that take care of cases that happen. One also mentioned they have a “no alcohol policy” to reduce such incidents from occurring.

An overall finding is that in spite of the fact that many organizations seem to have a code of conduct there are also many who want to have “things in place” and some of them clearly state that they need help. This is particular to developing and putting in place a program, policies and code of conducts. One of the sports associations expressed: “But we realize it is a critical area and we want to get as much information as possible with opportunities allowing, giving this information and experience on how to deal with these issues.”

Table 10. Actions taken during the last 3 years by all organizations

Type of actions N %

Prevention of bullying, hazing, homophobia, sexual harass-ment and/or abuse in sport

31 65

Actions to increase knowledge and understanding about women’s sport and exercise

25 52

Actions to improve the quality and amount of media coverage

21 44

Actions taken to ensure that money is allocated to sports-women and women’s program

27 56

Even though more than half of the organizations have answered that they have taken actions during the last three years to increase the public’s knowledge and understanding about women’s sport and/or exercise, many of the examples are of more general character and concern both genders. No one seems to have a strategic plan or a policy to try to increase the awareness of women’s sports. The examples given vary a lot, but many organizations seem to use media to promote women’s sports in different ways. Other examples are: one sport association had “free entry fees to competitions for female games,” another one had “female mentors to speak at the schools,” and still another sport association had “female only championships to build awareness.” One ministry had developed a strategy for increasing participation of women in sport, and one NSC had a policy on women in sport, but is not happy with it, and one of the NPCs says that “we do not take women’s issues seriously, they are not being dealt with.”

As shown in table 10, 21 organizations have taken action to improve the quality and amount of media coverage of women’s sport and/or exercise. Most common is to contact the media and ask them to come and cover female athletes’ game and/or competitions, but very often without much success. One school sport organization said:


Tried but not successful. Asked the media to come and report on school sport. We wanted a female reporter but got a male. We wanted recognition to our female athletes. We wanted them to know we have ladies soccer as part of the association.

The same had happen to others, as one basketball association said: “We tried to get the media to attend the female games. Still a struggle for women’s basketball.” As in other parts of the world media want to report on good performances. This is mirrored in the following quotes from one of the NPCs organizations:

But we are in good partnership with the media and our main athletes are women. Media coverage of the last year has only used female athletes as examples particularly the print media. This has not been the result of a strategy on our part but because the women are doing well.

Table 10 also reveals that more than half of the organizations answered that their organization had taken actions during the last three years to ensure that money “is allocated to sportswomen and women’s programs?” The discussion that followed this question showed that many didn’t have specific funding programs for female athletes, but they tried in their general budgeting to see to that girls’ and women’s sport got some economical resources. This is illustrated by a representative from one of the sport associations who said: “When we do our budget we ensure the women’s program are supported. But with budget cuts the women’s programs are the first to go.”

Most important issues for women and sport and/or exercise todayThe last question in the questionnaire was as follows: “What do you think is the most important issue for women and sport and/or exercise today?” This question was answered by all 48 organizations, and in table 11 we have listed the different issues that were most often mentioned. An interesting pattern is that almost none of the respondents directly voiced that women are discriminated against inside sport, i.e. they stated that more women are needed in leadership, but few say that men are selected in preference of women. The same account for resources, many said that more resources are needed, but only a few expressed that men received more resources than women.

Table 11 shows that culture was mentioned by more than half of the organizations. By culture they meant first of all, the gender order in society at large. A combination of what is expected from women (to take care of the household), opportunities (what husband and/or parents/relatives allow them to do), and how women in sport are perceived. Some examples that were mentioned: “Married women need to get permission from husband. Men do not allow them to attend the course. This is a society problem.” “After school - boys can participate but for women it becomes a society issue. A man does not want a woman in sport because they cannot build a home. Once women are married - sport is cut out.” “Stigma from the public - figure you are a loose woman.” “Cultural is prohibitive. Family tradition etc. and how you are perceived is an issue.”

27| Breaking the barriers through actions

Table 11. Most important issues for women and sport and exercise today16

Category name N

Culture 26

Resources 18

Leadership 17

Awareness 15

SHA 14

Motivation 13

Education 10

Opportunities 7

Role Models 6

Men 5

Coaches 4

Resources are first of all meant as more money and other resources that are needed to increase the participation of women. This is illustrated in the following examples: “Need to provide support for women, child care.” “Funding is the most important - need funding to overcome the cultural barriers etc. We know the issues but need funding to sensitize the women and sport community.” “Sponsorship is important. The will of the girl child is there, but not the structures to support them.” Examples mentioned under leadership are:

Need for women to be represented in leadership in sports. If more women, their needs will be taken care of. An all-male decision making body do not take the women seriously. Football - even want the males to be in charge of the women’s committee. Women need to take the leadership.Leadership is a key issue for women, need to include women in positions of power. Need to change the congress - need to increase women at all levels.

Awareness is meant that one needs to promote the value of being active (in sport) to women. They need to be told how important and great sport is. As one organization said “Advocacy, make women and men understand the value and benefits of sport and the importance of participation in sports such that they can be assisted economically, psychologically etc., and understand the benefits of sports.”

The prevention of sexual harassment and abuse and security issues, particularly in relation to children were mentioned in the Sexual Harassment and Abuse (SHA) category:

Abuse and safety in sport is a very big problem, coach says if you want to be on this team you must be with me. Parents will not let girls travel as it is usually a male coach. Women are frightened to participate in sports. Lots of violence in sport. Lots of abuse and abusive language toward women playing sports in our country.

Lack of motivation and or lack of interest were also mentioned by many as an important issue: “Married women do not play sport. Do not want to go beyond local competitions.” “Women themselves must show their hands. They must be willing to take the challenge.” “Women need to take more initiative and pushing their agenda. Take their own power, women have to come together and push their agenda.”

The category education focuses on that men (and women) in sport need education about women in sport. Examples: “Need to educate the men about the benefits of sport and understand females are fellow athletes and deserve benefits of sport. Community leaders need to understand the importance of sport for women.” More opportunities, more role models and more female coaches were also mentioned, together with the need to educate men to learn to accept female leaders because men’s attitudes were looked upon as a barrier.

16 Some organizations mentioned more than one thing, which is the reason for why the total sum is higher than 48.


7: SUMMARY, CONCLUSIONS AND RECOMMENDATIONS

The results presented in this report demonstrate that a number of actions have been taken within the last three years to encourage more girls and women to be active in sport and exercise and to involve them in different sporting roles. Although girls and women account for as much as 33% of the participation within the five sport asso-ciations and in the five African countries taking part in the study – a relatively high percentage compared to many other countries in the world – the representatives from the different organizations in the region clearly state that they are not satisfied with the number of girls and women participating in sports.

One conclusion that can be drawn from the results is that girls and women experience different barriers than boys and men when it comes to being involved in sport. These barriers seem to be related to the gender order in society at large,17 or as the study participants expressed: it is related to “culture”. The way culture manifests itself in the gender order in society is mentioned by the different organizations both as a barrier for participation and as the most important issue for women related to sport and exercise today. This can be illustrated in the example from a NOC representative: “Cultural stereotypes do not allow wives to play sports. Don’t have women in elite sports because men don’t allow them to play. Girls are not allowed. It is taboo in some communities.” Although it is not the role of sport to change the gender relations in society at large, sport can contribute, among other sectors, to making change.

Since the participants in this study pointed to the gender relations in society as a problem for girls' and women’s development and involvement in sport, it is suggested that themes related to sex, gender (femininity and masculinity) and myths have a larger place in all sport development workshops and educational courses, independent of the target audience (athletes, leaders, staff, or coaches).

Another aspect of culture that is related to the gender order in society is the gender-based

violence towards girls and women occurring in sport, and that is experienced as a barrier towards participation and involvement. This study showed that two-third of the organizations has taken some form of action during the last three years to prevent bullying, hazing, homophobia, sexual harassment or abuse. This is a positive finding and demonstrates that many of the organizations are aware of the problems of gender-based violence, and have taken action to do something about it. The results also revealed that organizations need help in the area of prevention, particularly in relation to developing programs, policies and code of conducts. This was also clearly stated by a number of the study participants.

Another major finding is that the percentages of women on executive boards and subcommittees in the different sports are lower than the percentage of female athletes. The same tendency is found with the NPCs and the school sport organizations. The school sport organizations had 50% female athletes, and only 19% female board members. One out of five board and subcommittee members in the sport associations are women. Even though this demonstrates that women are underrepresented, these numbers are not particularly low compared to for example many European countries.18 But when it comes to the more powerful positions, i.e. female presidents, there are very few, only five (11%) out of the 44 organizations had a female president.

17 Connell, R. W. (2009). Gender. Cambridge: Polity.18 European Commission. (2014). Gender equality in sport: Proposal for strategic actions 2014-2020. Brussels: European Commission.

29| Summary, conclusions and recommendations

It is therefore recommended to focus on the recruitment of more female leaders and on educating them to become top leaders in sports. It is suggested that increasing the work already being done in the Region, such as the active use of female role models, quota regulations and mentoring etc., may be important approaches in the recruitment of more women.

Interestingly, there are more women among staff members than among women sport leaders. These figures are difficult to compare because “employed staff” includes all kind of employees, not only those in leadership positions. A comparison among the different organizational types showed that the NOCs, with 58% female staff, had the most women employed. Surprisingly this is relatively many more than the Ministries (38%) and the National Sport Councils (37%).

Based on the findings one of the biggest challenges for women’s participation in sport seems to be in having enough women involved in coaching. Only 15% of the coaches on the community level are female, and among those that are registered in the sport associations’ databases only 6% are women. These figures reveal women are highly underrepresented in coaching both in relation to the number of female athletes and the number of female sport leaders.

We recommend that a high priority and resources be given toward the education of more female coaches, both at the grass root level and for elite sport. This is potentially an important strategy in the fight against gender based violence in sport. It is a reasonable assumption that the risk of being harassed and/or abused will be lowered by having more female coaches.19 Furthermore, with more female coaches it may be easier to recruit more girls and women to sport, and result in more girls and women being active.

The results showed that there are large differences between the different sports in relation to both the number of female athletes, number of women in leadership positions and number of women in coaching. Athletics, basketball and judo all have more than 30% female athletes, and among these associations, athletics is the one with the relatively highest proportion of female coaches.

The two sports boxing and football had very low female participation rates and are very low in relation to female coaches. Both these sports have traditionally been male sports, which may explain the low involvement of women. But there is a large difference between them in that football has become a popular sport among girls and women in many countries, and in a worldwide perspective the development of women’s football has been enormous. Today there are over 29 million female players, and 14% of the total number of youth players are females.20 The International Football Federation (FIFA) has been running different projects, workshops, and coach education programs throughout Africa focusing on women’s football. We believe that there is a relatively huge potential in further developing football for girls and women in the AUSC Region 5.

With reference to the results presented in this report, we recommend that priority be given to the following themes for the future development of women and sport in Southern Africa:

1) Knowledge about their own cultures, particularly in relation to sex, gender (masculinity and femininity), gender relations, the gender order and myths about what women and men can do should be included in all educational courses in sport.

2) Develop and implement preventive tools and measurements against violence, so that sport and exercise can be a safe arena for girls and women.

19 Fasting, K. Brackenridge, C., & Knorre, N. (2010). Performance level and sexual harassment prevalence among female athletes in the Czech Republic. Women in Sport & Physical Activity Journal, 19(1), 26-32.20 FIFA. (2013). Women’s football: Progression, rise and challenges. Retrieved from: http://www.fifa.com/mm/document/ footballdevelopment/women/02/32/39/48/fifa1_4727_womens_football_brochure_2013_low_res_neutral.pdf


3) Recruitment and education of female coaches both at the grass root levels and for top level sport.

4) Recruitment and education of female sport administrators, particularly for the highest decision-making positions in the sport organizations.

These recommendations are closely connected as the more knowledge about the gender order in society and what women can do, may lead to an increase in women’s involvement in sport at all levels. It is also believed that having more females in higher decision-making positions and actively coaching may result in less violence in sport. A safer sport environment may lead to more female participation. The recommendations are also in line with the AUSC Region 5 Gender Action Plan developed and ratified in 2013. The report provides strong reference and justification for supporting the specific objectives and actions agreed upon in the Gaborone Declaration. Therefore it is important that the efforts of the AUSC Region 5 continue to work toward achieving the Gender Action Plan over the next few years.


APPENDIX 1 African Union Sports Council Region 5 Gender Advisory Group

1. Miriam Moyo (Zambia NOC and ANOCA Women and Sport)

2. Mathlohang Ramaqopo (Lesotho NOC representing COSANOC)

3. Matilda Mwaba (Nowspar, Zambia)

4. Anna Mguni (Zimbabwe Olympic Committee)

5. Eugenia Chidhakwa (AUSC Region 5 Women’s Commission)

6. Nonkongozelo Ndiki (Sports and Recreation South Africa)

7. Game C. Mothibi and Lorato Masilo (Botswana National Sports Council)

8. Diane Huffman (NIF)

9. Professor Kari Fasting (NIF)

10. Stanley Mutoya (AUSC Region 5 General Manager)

11. Petros Mrape (AUSC Region 5 Convenor)

Advisors

Charlotte Wonani (University of Zambia, Social Science)

Reko Mate (University of Zimbabwe, Social Science)

33| Appendix

APPENDIX 2

STRATEGIC PRIORITY: SPORT FOR DEVELOPMENT Strategic Plan Key Focus Area: Equity and InclusionStrategic Objective(s): i. To ensure all Member States and Confederations establish equity and inclusion policiesTo ensure that member States implement transformation policies to eliminate the practice of racism and any other forms of discrimination consistent with the principles of the UNESCO Charter for physical education and sport which makes sport an inalienable human right

Priority Area Objectives Strategy Activities Indicators Resources

Policy Development and Implementation

To advocate for establishment and implementation of gender policies and strategies that support gender mainstreaming and equitable sport in all Member States.

To support Member States’ WIS structures in the implementation of Zone VI principles/guidelines for gender balanced resource mobilization and allocation within all Member States.

1. Leverage existing sports structures within Member States

2. Leverage Zone VI and other Regional and National events, programmes and activities

3. Regional, Continental and International Networking

1. Advocate for the linking of NSC’s and NOC’s to advocate for gender policy development.

2. Develop tools and resources material to enable Member States to review/update, develop gender based policies.

3. Facilitate training forums/workshops for Member States to develop gender mainstreamed policies and interventions.

4. Develop tools specifically targeting the five policy areas of: GBV; gender balanced resource mobilization and allocations; safe sport; non-discriminatory sport; inclusive sport; participatory decision-making ensuring interventions and methods of reporting are in place.

5. Monitor and evaluate the gender based policy development and implementation processes.

Number of member states trained on gender policy development. Number of member states that develop an approved gender strategy.

Number of different policies reviewed and updated and or developed that provide direction on:A) Gender based violence B) Resource allocations and mobilizationC) Safe sportD) Non-discriminatory sportE) Inclusive sport, andF) Participatory sport.

HumanTrainers

MaterialPolicy development tools

FinancialUSD15 000

STRATEGIC PRIORITY: ORGANISATIONAL EFFECTIVENESS

Strategic Focus Area: Service Delivery

Strategic Objective: To continuously use ICT and research to improve the Zone’s programmes and activities


Research and Development

1. To establish current baseline index and factors affecting girls and women’s participation in physical activity and sports at all levels within the Zone.

2. To determine extent of gender based violence in sport within the region.

3. To formulate evidence based interventions to fight against gender based violence in sport.

Utilise Institutions of Higher learning in conducting research

Utilise existing researches conducted in Member States

Make use of events and functions to gather oral and empirical evidence on Gender based violence and women participation in sport

1. Produce research brief/proposals

2. Establish research teams/institutions to conduct the required research.

3. Formulate research plans. (research goals, objectives and methodology).

4. Mobilise financial resources for the different research projects.

5. Conduct research.

Proposals prepared and funding secured.

Research reports approved and distributed to all Member States.

HumanResearch scientists

MaterialResearch tools

FinancialUSD20 000

SCSA ZONE VI GENDER WORKING GROUP ACTION PLAN


STRATEGIC PRIORITY AREA: SPORT FOR DEVELOPMENTStrategic Plan Key Focus Area: Sport for developmentStrategic objectives:i. To advocate for the implementation of sustainable sport and recreation programmes and empowerment initiatives that will

contribute to increase in participation at all levels by the girl child, women, people with a disability, youth at risk and HIV positive people

ii. To strengthen and support Zonal Technical Commissions’ capacity to increase sport participation in people with disabilities and women n sport activities

To ensure Member States establish and support sports structures that promote equity and inclusion


Capacity Development

1. To have at minimum 40% women in leadership positions within the next four (4) year period (2013-2016).

Utilizing existing courses offered by member organizations i.e. ANOCA, IOC and CSA

Utilise Training of Trainers

1. Create a data bank of women in sports in leadership positions.

2. Facilitate the training of women in leadership at all levels of sport (executive committees, management, coaching and officials etc.).

3. Facilitate a mentorship and exchange program for women.

4. Develop a skills audit and assessment index of women in leadership positions.

Number of woman trained.

Number of woman in leadership positions at all levels.

Mentorship and exchange program in place.

Number of woman participating in the program.

HumanTraining facilitators

MaterialTraining material and manuals

FinancialUSD15 000

To advocate for gender equity in decision making positions within sport bodies in Zone VI Member States.

Utilise Flyers, social media, word of mouth)

Networking with key stakeholders and pubic media

Leveraging Sports bodies’ workshops and seminars for advocacy

1. Promote facilitation of workshops and seminars to build awareness on women in leadership and the newly adopted policy requirements of gender equal representation.

2. Track, monitor, record and publish statistics on women in leadership positions within Member States.

Resolutions from workshops and seminars

Number of women represented on electoral boards.

HumanTraining facilitators

MaterialTraining materials and manuals

FinancialUSD5 000

To promote and support inclusion of programs that empower women and girls within the strategic plans of all Member States’ sports bodies.

Relationship building and networking with Sports bodies within the Zone

1. Promote and advocate to sports bodies within Member States the requirement for programs to empower women and girls within the sport.

2. Make presentations during strategic planning workshops focusing on empowering girls and women in sport.

3. Facilitate training courses on empowerment and rights for female athletes.

Member States Sports Bodies have strategic plans with key priority areas for empowerment of girls and women in sport.

Number of training courses conducted

HumanAdvocates;Trainers of trainers

MaterialIEC materials

FinancialUSD10 000

To increase positive media coverage for women in sport activities and programmes in Member States within the Zone VI in order to:

recognize women and sport, ensure women understand their human rights. ensure women exploit opportunities for networking and advocacy.

Utilise public media within Zone VI Member States

Utilise existing Zone VI events, functions, programmes and activities

Utilise Zone VI website, publications and social media

1. Support Member States in informing and training the media on women in sport challenges and successes.

2. Host Zone VI Women in Sport quarterly advocacy platforms (seminars/symposia/workshops)

3. Identify and utilize existing sport communication platforms to share and disseminate information on women and girls sport activities, challenges etc.

4. Promote and encourage links with other local, national, regional, international sector networks related to gender.

5. Assist Member States to identify, engage and train Women in Sport Advocacy Champions to advocate and lobby for gender based issues.

6. Provide a forum for women in sport to discuss challenges through seminars, Zone VI website etc and record results.

7. Provide opportunities for sharing information using social media.

Number of members states with a plan and working with media.

Functional Zone VI WIS structure.

Media coverage of women in sport.

Number of website hits relating to women and sport.

Number of seminars facilitated by Zone VI via social media for women in sport

Number of seminars and workshops on the rights of women etc. facilitated by Zone VI.

HumanTraining facilitators;Media experts

MaterialTraining materials and manuals;IEC materials

FinancialUSD15 000

2.

3.

4.

a)

b)

c)

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NOTES

Please note the following;

1. The budget is based on estimates of what the actual activity would cost.

2. Budgets estimates were based on Activity Based Costing (ABC) using previous similar activities.

3. The Zone will however embark on ways of either creating partnerships or getting value in kind in lieu for the financial resources required e.g. making use of university students as Research Scientists, making use of existing Zone VI events etc in order not to incur additional costs.

4. Most of the strategies will be informed by the findings of the baseline survey that has to be conducted as the first activity.

5. Findings of the survey will assist in developing evidence based strategies which should be validated during a Women’s conference in the first quarter of 2013.


APPENDIX 3 AUSC SPORT DEVELOPMENT REGION 5 WOMEN IN SPORT CONFERENCE 6- 7 AUGUST 2013 GABORONE, BOTSWANA

GABORONE DECLARATION

GABORONE DECLARATION ON DRIVING “TOWARDS LEADERSHIP, CAPACITY DEVELOP-MENT, EQUAL ACCESS AND OPPORTUNITIES FOR WOMEN IN SPORT”WE, the Women in Sport from Ministries responsible for Sport, National Olympic Committees, National Paralympic Committees and National Sports Councils, of the African Union Sports Development Region 5, at the Women in Sport Conference of the AUSC Region 5, in Gaborone, Botswana From 6 to 7 August 2013, focusing on the Theme “TOWARDS LEADERSHIP, CAPACITY DEVELOPMENT, EQUAL ACCESS AND OPPORTUNITIES FOR WOMEN IN SPORT”;RECALLING the SCSA Zone VI (AUSC Sport Development Region 5) Strategic Plan (2013-2018) ratified by the Council of Ministers in its Final Communiqué of 6 December 2012 in Lusaka, Zambia;AWARE of progress made in the transformation of the Region from SCSA Zone VI to AUSC Sports Development Region 5 and the need for prominence of Women in Sport in the new Architecture for Sport in Africa;

UNDERSTANDING that Member Country in this document refers to all Government Ministries/Departments of Sport, National Sports Councils, National Olympic Committees and National Paralympic Committees within each respective country that is a member of the AUSC region 5;

NOTING with concern lack of baseline data on number of women participating and in leadership in sport within the Region; FURTHER NOTING the determination by the African Union to continue the broader use of sport as a vehicle for development, integration and social cohesion, in particular focusing on youth, girls and women in Africa; as well as a tool for cooperation, solidarity, progress and the development of the continent;

MINDFUL of the prerequisites and required tools for gender mainstreaming in sport; NOTING with concern the adverse effects of Gender Based Violence (GBV) in sports and the risks it poses to Women in Sport; RECOGNISING the need for more capacity building and harmonization of Women in Sport plans, programmes and funding at regional and country level; CONSCIOUS of the need for advocacy to encourage harmony among Governments, NOCs, NPCs and NSCs; DETERMINED to restore the pride and dignity of Women in Sport within AUSC Sport Development Region 5 and to facilitate elevation and empowerment of Women in Sport within AUSC Region 5; WE COMMIT TO:DEVELOP Gender mainstreamed policies and action plans in line with the AUSC Sports Development Region 5 (SCSA Zone VI) 2013 – 2018 Strategic Plan; To this end, we UNDERTAKE to:

(i) Ensure that Government Ministries responsible for Sport, AUSC Sports Development Region 5, National Sports Councils/Commissions, National Olympic Committees and National Paralympic Committees and all AUSC region 5 structures develop and enforce gender mainstreamed policies;

(ii) Advocate and lobby Governments, National Sports Councils, National Olympic and Paralympic Committees to formulate gender mainstreamed policies and review existing policies in respect of gender mainstreaming

37| Appendix

(iii) Request Member Countries to establish gender units/desk offices manned by people at decision making levels within Sports Ministries/Departments of Sport, National Sports Councils/Commissions, National Olympic Committees and National Paralympic Committees;

(iv) Advocate for a minimum 40% women representation in leadership positions of Government Ministries/Departments of Sport, National Sports Associations/Federations, National Sports Councils/Commissions, National Olympic Committees and National Paralympic Committees by 2018;

(v) Request AUSC Sports Development Region 5 and Member Countries to develop and implement score cards as tracking and monitoring tools for establishing levels of sports participation and leadership in sport by women;

(vi) Request AUSC Sports Development Region 5 to conduct periodic audits of Member Countries’ existing gender policies with a view to establishing gender mainstreaming gaps in Member Countries’ Gender Policies;

(vii) Request AUSC Sports Development Region 5 to take appropriate action to ensure that strategies are put in place by all Member Countries for the creation of favourable conditions, opportunities and access to gender sensitive sport facilities;

(viii)Restructure and revitalise Women in Sport structures in all National Sports Councils/Commissions, National Olympic and National Paralympic Committees in all Member Countries in line with the AUSC Sports Development Region 5 strategic Plan and Women in Sport Work plan;

(ix) Request AUSC Sports Development Region 5 to ensure that Government Ministries/Departments of Sport, National Sports Councils/Commissions, National Olympic and National Paralympic Committees in all Member Countries develop and implement policies and systems for equal distribution of resources/funding for women in sport structures, programmes and activities;

(x) Undertake to ensure all Government Ministries/Departments of Sport, National Sports Commissions/Councils, National Olympic and Paralympic Committees in Member Countries are gender mainstreamed with respect to women representation on boards;

(xi) Undertake to ensure equal representation of men and women in all events and activities within AUSC Sports Development Region 5 Member Countries

(xii) Ensure strong and functional athletes commissions with a gender balance in all National Olympic and Paralympic Committees within all AUSC Region 5 Member Countries.

2. Prioritise capacity building of women in leadership (coaching, administration and officiating)

To this end we UNDERTAKE to:

(i) Carry out collaborative training, advocacy and awareness programs in all AUSC region 5 Member Countries to educate the media on gender sensitive reporting;

(ii) Request all Government Ministries responsible for Sport/Departments of Sport, National Sports Councils/Commissions, National Olympic and National Paralympic Committees to develop research tools and mobilise resources to conduct research on gender at country level in all AUSC Sports Development Region 5 Member Countries;

(iii) Promote mentorship and internal and external exchange programs for women as well as training of women as coaches and technical officials within the AUSC Sports Development Region 5 Member Countries;

(iv) Request AUSC Sports Development Region 5 and individual Member Countries to develop and implement rewards and recognition initiatives that promote women empowerment and visibility and enhance participation in sport and leadership by women.


3. Request the AUSC Sports Development Region 5, Member Country Governments/Departments of sport, National Sports Councils/Commissions, National Olympic and Paralympic Committees to commit funds ring-fenced specifically for Women in Sport programmes and activities.

4. Request the AUSC Sports Development Region 5 to establish a Monitoring and Evaluation Committee and Transformational Committee to ensure alignment and gender mainstreaming of all AUSC Sports Development Region 5 policies, plans and programmes as well as effectively monitor implementation of resolutions contained in this declaration;

5. Undertake to work with Governmental and Non-Governmental Organisations and Human Rights Activists at country level in order to develop and implement holistic Gender mainstreaming advocacy plans and programmes;

6. Request ANOCA to align their Sports Zones to the AUSC geographical regions in order to facilitate synergy and harmonization of programmes and activities between the Olympic Movement and the rest of the sports movement.

4. Request the AUSC Sports Development Region 5 to conduct a midterm review of their 2013 – 2018 strategic plan AUSC Policy Framework for Sustainable Development of Sport in Africa (2008-2018) and to submit periodic report on the implementation of the new Architecture for Sports Africa;

5. Express our gratitude to the Government and people of the Republic of Botswana through the Ministry of Youth Sport and Culture and Department of Sport and Recreation and in particular the Botswana National Sports Council for successfully hosting the Women in Sport Conference in Gaborone from 6 – 7 August 2013.

Done in Gaborone, 7 August 2013

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1.

THE NORWEGIAN OLYMPIC AND PARALYMPIC COMMITTEE AND CONFEDERATION OF SPORTS

tel +47 21 02 90 00e-mail [email protected]. 947 975 072 mva

Mailing address 0840 Oslo

Address Sognsveien 730855 Oslo

This report contains the result of a baseline study on women’s leadership and participation in sport within Southern Africa. It is a result of expressed needs and wishes of key sport representatives within the African Union Sports Council Region 5, and a part of the implementation of The Gender Action Plan of the Region. This plan was validated at a conference in the autumn of 2013, in which all 10 countries in the region were represented by at least four participants, including: Ministries responsible for Sport, National Olympic Committees (NOC), National Paralympic Committees (NPC) and National Sports Councils (NSC).

The study took place in five countries: Lesotho, Malawi, South Africa, Zambia and Zimbabwe. The participants included the NOCs, NPCs, NSCs, school sports organizations, government departments and five selected national sport associations in each of the countries. The sports were athletics, basketball, boxing, football, and judo.

Kari Fasting is a professor emerita at the Department of Social and Cultural Studies, The Norwegian School of Sport Sciences, where she was the first rector. She is past president of both The International Sociology of Sport Association (ISSA), and WomenSport International. Her research areas have been concerned with equality in sport, particularly advancing the cause of girls and women.

Diane Huffman is a partnership and sport development senior advisor for the Norwegian Olympic and Paralympic Committee and Confederation of Sports. She has extensive experience in international sport development, acts as an advisor to the UNOSDP Gender Committee and other sport organizations and NGOs. Her focus is partnership, organizational and policy development particularly related to influencing youth and women’s participation and safety in sport.

Trond Svela Sand is a sport sociologist and works as a researcher at the Department of Cultural and Social Studies at the Norwegian School of Sport Sciences and the Norwegian Defense University College. He has broad experience in research with a gender perspective and has worked with subjects such as coaching and gender, sexual harassment, and gender equality.

Documents

Gender, Participation and Leadership in Sport in Southern Africa: A baseline study