Summit 2016 – Mhondoro Ngezi RDC COE

The Mhondoro Ngezi rural district council is the Mashonaland West province of Zimbabwe.

The council has made some progress towards dealing with gender-related issues through the implementation of policies to guide its work. The Action Plan was done and submitted to Gender links and implementation has since started in August 2016. The Gender Equality and Social Inclusion Strategic Plan was drafted in 2015 and is also being implemented.

Currently, there are 16 councillors, of which two are women. The deputy mayor of the council is also a woman. The council has 6 committees as well as a junior council, which has more young women than young boys. Women, the youth and people with disability (PWD) participate through various ways in their council community; this includes women who are contracted by the council in Interior Decor, Painting, Mechanical services and Refuse removal. The council also has employed a Security officer who is deaf at a local clinic. Youths are being employed by the council directly where some are contracted as rank marshals, hired for refuse removal and sewer attendance.

Community members participate in community-based planning projects and meetings. Between 51 – 75 percent of women participate in public consultations. These include Environmental Conservation meetings, Public Consultation meetings and Ward development meetings. Of the total workforce of 124 people, the council employs 43 women, 118 young people and 2 people with disabilities. The accounting officer and engineering technician are women.

The council has established a gender committee through the social services committee which incorporates all gender-based activities within its budget. A gender equality and social inclusion strategic plan were drafted is now in place.

The working conditions of the council include provisions for maternity leave which is 3 months long and paid. There is none for paternity leave. The council also provides flexi-time where provision for breastfeeding hour every day for 6 months is granted. The council does have a sexual harassment policy. Cases of sexual harassment are dealt with through disciplinary hearings and or handed over externally to the police depending on the nature of the harassment. Disability-friendly toilets are available at the council as well as ramps. Boreholes with a ramp for easy access for wheelchairs available at Mamina Business centre.

The council has allocated a substantial budget to gender-related projects:

As part of the council’s local economic development plan, it provides market places constructed for women and youths including Greenmarkets and flea markets. These are in Turf Township. Mamina Business centre and Mbudzirume business centre. The council has also supported 10 projects for funding by Ministry of youths through local economic development. There is also a Community Share Ownership Scheme that finances poultry projects. All these are being facilitated by the council.

The council does not have a climate change policy however women, men, PWD and youth are involved in the management and maintenance of water and sanitation, cement brick moulding projects and gum plantation projects. There are 200 employed people on climate change projects and women make up 75 percent of the workforce.

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