Namibia: Seth Phillips

Date: August 6, 2019

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Name	Seth
Surname	Phillips
Country	Namibia
Give a short history of the leader	I was born on the 12th of March 1982 in Fransfontein a Village situated North of Khorixas in the Kunene Region in North-Western Namibia. I have attended my secondary school at Cornelius Goreseb High School in Khorixas and in the year 2000, I was elected as the Vice Chairperson of the Learners Representative Council. In the same year i founded the Namibia School Choirs Youth League and organized the 1st Conference in Khorixas town. I was elected the chairperson of the SCYL and serve in the position for two years. I matriculated in 2001 and relocated to Henties Bay where i started with voluntary work in 2004 at the Family Care Center located in Oshana Street 763 in Omdel Residential Area. My role as the District AIDS Coordinator is to coordinate activities of close to 16 stakeholders in Henties Bay. In 2008 I was elected as the Chairperson of the Henties Bay Local Youth Forum and have steered the committee to advocate for youth activities operational space and the Municipality management awarded an immovable property in favor of the youth at plot 515 Libertine Amadhila street in Omdel Henties Bay. My experience with Gender Links was fruitful from the beginning . I came to know about Gender Links when we received a request in 2015 to be part of this successful program. With my first presentation of best practices i have scooped the Overall award in I have committed myself ever since and have never look back. When i attended the 3 days workshop in Ongwediva in Northern Namibia the Late Madam Sarry Xoagu-Eises on my questions would respond and say “Seth Phillips, Please skip that question because you already know the answer to that question. That made me realize my full-God given potential ” It was a great experience.
Objectives	I regard myself as an individual and organizational developer. My purpose in life is to accompany individuals and organizations to grow to their full God-given potential. To leave a legacy that will be looked unto for generations to come.”I want to use my skills and knowledge to inspire people, so that they are educated about social issues around them and are energized to make change.”As a leader, I will inspire others to act through my actions. Not only will I constantly seek to challenge myself and develop as a leader, I will support and mobilize others to do the same.
Key activities	I am coordinating the National Strategic Framework for HIV and AIDS at the district level. A response that sits firmly aligned within the National Pyramid through the Ministry of Health and Social Services Plan and the Fifth National Plan. At district level i am responsible to coordinate the response to provide overall strategic direction for the town of Henties Bay, documenting the experiences, best practices, challenges and recommendations. I am locally prioritizing the interventions that will contribute to the achievement of the following impact results by 2022 Nationally; Priority 1: HIV new infections reduced by 75% Priority 2: HIV related deaths reduced by 75% Priority 3: Elimination of Mother to Child Prevention to less than 2% Priority 4: 100% of newly identified People Living with the HI- Virus enrolled and retained ART Priority 5: TB/HIV mortality reduced Priority 6: Domestic contribution towards the local multi sectoral HIV and AIDS response increased to 80% To achieve this results i am coordinating social and programmatic enablers as per following components; Adolescent Girls and Young women (Support the establishment of the Henties Bay Women’s Association) Voluntary Medical Male Circumcision (Awareness and conversations) Condom Promotion and distribution (targeting all shebeens and bars and businesses alike) Male Involvement ( Support the Mayor in his role as chairperson of the Erongo Male Forum and advocating for a Men for Change Movement in Henties Bay) Treatment care and support (provision of Home Based Care Activities) HIV Testing Services ( I have been trained by Catholic AIDS Action and certified by the National Institute of Pathology to conduct counseling and testing services at government approved sites) Sometimes i am faced by community members claiming that i am being used by the Municipality of Henties Bay, but i am always frank to say i am being empowered by them.
Key challenges	As the District AIDS Committee is falling under the umbrella of the Office of the Mayor, i will take on the challenges face by the various stakeholders represented on the coordinating structure. Despite being more educated than men and constituting nearly half of the workforce, women are promoted at work far less often than men. Women often struggle with asking for higher pay in a job. While related to the issue of unequal pay, fear of discussing money is a separate issue that affects women more significantly than men. For women, negotiating pay is often viewed as being greedy or desperate, which leads to hesitation when it comes to asking for their worth in the workplace.”I have been involved in the whole gender debate for close to fifteen years now, and I’m not sure that we have really moved forward in the way we had hoped. I thought at some stage that we could pave the way for the next generation, but I don’t see that happening. I think we are up against some really fundamental cultural barriers to women being treated in the same way as men in terms of work opportunities. I think it has to do with unconscious bias, where unconsciously people feel that men are better suited for doing certain types of jobs, involving management, and numeracy, and I think we need to become more aware of when we are applying this kind of unconscious bias.”Financial disparities and intimate partner violence in relationships often hinder a woman’s ability to negotiate condom use and protect herself from HIV.Although commitments to reduce the effects of gender inequality have been made by the Henties Bay District AIDS Committee, there is a need to significantly scale up efforts as social injustices and violence against women continue to persist forever locally.
Results
Change at the individual level	I have become a more reliable men that listens and view woman equally as men. As a man raise by a single mother with 5 sisters i never had a problem in accepting that we are all equal. I have get more responsible and have supported my one of my sisters tertiary education. I still can remember from the first experience with Gender Links that i have promise myself to excel in life being exemplary and being a role model to both men and women. I have become a change agent, and my life has become a map for others.
Evidence of change at the individual level	Hermanus Conrad Goamub , Catholic AIDS Action Trust, Community Counselor, a colleague that knows me from early childhood said teasingly to me one day; “Mr. Seth Phillips i have seen you grown into a more mature person and you are a role model to the community, but back than you were very short tempered! Can you please give me the recipe to follow because i have observed how you have change into a successful leader”
Change at the household level	My sister use to drink a lot and was poisoned during her drinking sprees, her blood level went up and she got a stoke and she went into a deep coma. I have took it upon myself as the bigger brother to stand up and hustle, i went to a village to work so i can raise supplementary income to accompany her to the capital city. I become a completely different person as i become more loving, caring and prayerful. My sister wake up from the coma and survive the stroke ever since at household level i am more valued.
Evidence of change at the household level	Ms. Sophia Phillips, My mom a dedicated mother commented me and say; My son i am so proud of you; You have become a live changer and i am sure glad to be associated with someone like you”. Coming from my mother that was an inspiration that change me for good. My family is more great full and together we are praying on all matters whether social or economical. “Brother thank you for being a brother to us and all your efforts and especially being there for us” My sister who was left by her boyfriend of 7 years said.
Change at institutional level	The Deputy Mayor of Henties Bay Honorable Anna Hamutenya told me ” I am nominating you to serve as the Henties Bay Local Authorities secretariat for localizing the campaign @ African cities without street children” It took me a great while to realize the breakthrough initiatives that happened because of my involvement in the SADC Gender Protocol. “Seth, you are the most reliable person to represent us at the AMMICAAL platform. “You are eyes and ears with the community of Henties Bay she would tell me occasionally. The Mayor of the town Honorable Herman Hosabe started entrusting me with confidential information and the Management of the Municipality of Henties Bay delegated me to attend high level discussion on behalf of the institution. “If you go and represent us we trust that you will participate on our behalf and provide feedback they told me. Madam Ignasia Neis the Human Resource Manager will delegate me to represent the Municipality and present on behalf of the organization at Regional HIV AIDS Coordinating meetings. The municipality of Henties Bay realizing my commitment and dedication entrusted me to act as the Assistant PA to the office of the Mayor at intervals.
Evidence of change at institutional level	The Deputy Mayor of Henties Bay Honorable Anna Hamutenya told me ” I am nominating you to serve as the Henties Bay Local Authorities secretariat for localizing the campaign @ African cities without street children” It took me a great while to realize the breakthrough initiatives that happened because of my involvement in the SADC Gender Protocol. “Seth, you are the most reliable person to represent us at the AMMICAAL platform. “You are eyes and ears with the community of Henties Bay she would tell me occasionally. The Mayor of the town Honorable Herman Hosabe started entrusting me with confidential information and the Management of the Municipality of Henties Bay delegated me to attend high level discussion on behalf of the institution. “If you go and represent us we trust that you will participate on our behalf and provide feedback they told me. Madam Ignasia Neis the Human Resource Manager will delegate me to represent the Municipality and present on behalf of the organization at Regional HIV AIDS Coordinating meetings. The municipality of Henties Bay realizing my commitment and dedication entrusted me to act as the Assistant PA to the office of the Mayor at intervals.
Change at a policy level	“The adoption of the new Policy on Gender Equality is a significant achievement, as it moves away from a ‘do no harm’ to a gender responsive approach, introducing specific actions to support gender equality and the empowerment of women. It is important to stress that gender mainstreaming is about structural change within the Henties Bay District AIDS Committee and every member at every level to contribute to the institutions policy. Women are now serving as leaders at community structures. Within the Henties Bay District AIDS Committee Management there is 4 women and 3 men now that we have strengthened the affirmative action plan. The goal of having more women in decision-making positions addresses these problems and risks. This goal can be achieved by increasing the visibility of women who already work at the institution, for example, by nominating women for prizes and awards to provide role models for students and other female staff. Evaluation and assessment of impacts are important parts of the policy process, also with respect to gender equality. However, establishing causal relationships between policy interventions and observed changes poses a theoretical challenge as well as empirical and methodological problems. As it is a coordinating structure we support.
Evidence of change at a policy level	Economic transition has changed the nature of men’s and women’s participation the Henties Bay District AIDS Committee Activities. Both have generally experienced greater job insecurity, reduction of government employment and the need for new skills and ways of generating income.Women, however, have experienced even higher unemployment rates than men and lower wage levels. Significant differences between men’s and women’s work by sector, occupation and type, (vertical and horizontal gender segregation) have also emerged.comparability of results: As gender inequalities are quite different between disciplines, measures to promote gender equality need to take the specific disciplinary, organizational and national contexts into account. Gender-sensitive study and working conditions (e.g. alternative study plans for pregnancy during laboratory work period) “We need to create mentoring programs, Monitoring appointments, promotions, or attributions of tasks and aim towards revision of internal policies regarding promotions” said Madam Igansia Neis the Henties Bay Municipality Focal person during one of our stakeholders meetings. Implementation of gender-sensitive leadership and personnel development are necessary and the Henties Bay District AIDS Committee stakeholders during the Annual Review and Planning meeting proposed to all stakeholders to document the existing practices as regards context, objectives, methodology, instrumentation and impact, smart practice evaluations to pave way.
Capacity building	I have been very instrumental in capacity building of various Community Based Organizations. I have been trained as trainer of trainers for Home Based Care Givers in 2016 and ever since have been training various house hold on how to take care of bedridden clients. I have also do various strategic visioning exercises with the Henties Bay Women’s Association and the Hoandi Disability Group of Henties Bay. Furthermore i have been engaged in community capacity enhancement through community conversations cause i believe the answers lies within the communities themselves. I am having a participatory approach in my capacity building trainings. Capacity development facilitators have a double-role to play: providing content and assist with process. It is important to identify when to play which role, and when they should simply ‘observe’ and get “out of the way” Henties Bay DAC Stakeholders have all required knowledge but have difficulties in organizing the work, prioritizing, reaching conclusions, identifying inclusive agreements, etc. Capacity building is not just about the capacity of a nonprofit today — it’s about the nonprofit’s ability to deliver its mission effectively now, and in the future. Capacity building is an investment in the effectiveness and future sustainability of a nonprofit.
Lessons learned and shared	Depending on how they are used, incentives can either reinforce or discourage ownership of recipients.They should be used carefully to avoid becoming dysfunctional and disruptive to the process.A mix of non-financial incentives should be pursued in-lieu of salary supplements. These might include: public recognition and awards schemes, professional development opportunities, participation in decision-making processes, attendance to conferences and training, prestige and reputation, improved working conditions. Training requires preparation such as learning needs assessments.It needs to be participatory (e.g. small group-work is preferred to long PowerPoint presentations).It is more costly Lessons Learning results should be evaluated on an ongoing basis. Partnerships between the public and private sectors, within the private sector, and with male gender equality champions are the key to delivering more promising, sustainable results. we have learned that companies that adopt a more holistic approach towards gender equality and implement gender-smart solutions to economically empower women as consumers, employees, suppliers, leaders, and community stakeholders achieve more sustainable results.While maintaining a sharp focus on knowledge sharing and partnerships, the Henties Bay District AIDS Committee Stakeholders and partners will continue working with the community in designing gender-smart solutions that change business culture, drive results, and contribute to inclusive and sustainable growth.
Next Steps	My perspective in general has changed from the way i used to do things with regard to the gender mainstreaming aspect. This has changed as i have seen the “Light at the end of the channel”. It begins with me to make a difference, and i want to be the difference i see in the world. I want to spearhead the establishment of a Gender mainstreaming structure within the town of Henties Bay. Consulting the Henties Bay Municipality management regarding the development of the gender mainstreaming strategy and the implementation of all necessary steps in raising awareness, communicating gender mainstreaming, networking conceptual tasks, e.g. the development of appropriate gender mainstreaming methods and tools and creating a gender equality competence development plan Supporting staff members with the implementation of gender mainstreaming methods and tools and the development of gender equality action plans.Establishing and maintaining a gender information management system quality management, for instance, carrying out gender impact assessments of planned measures (e.g. funding programs and projects. Monitoring the process of organizational change and the progress made in implementing gender mainstreaming. Engaged coordinating and regulating the process of introducing gender mainstreaming not be merged with that of the gender mainstreaming support structure.