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Year : 2021, Volume : 11, Issue : 2
First page : ( 1326) Last page : ( 1341)
Online ISSN : 2249-7137.
Article DOI : 10.5958/2249-7137.2021.00547.4

A study of the context of organizational (input) level factors to promoting gender equality in gambella regional state of Ethiopia

Okumo Ojulu Okock1, Asfaw Melesse2

1Ethiopian Civil Service University, Ethiopia Email id: ojuluokock@yahoo.com

2Ph.D., PMP Ethiopian Civil Service University, Ethiopia Email id: drmelesse@gmail.com

Online published on 3 April, 2021.


It is not possible to achieve a controversial goal, such as gender equality, without a clear strategic plan setting out policy, objectives, action, time frame and resources. Any organizational entity of the public or private sector nature should contribute to enhancing greater gender equality in order to minimize the widely expanding gender equality gap between men and women. It should be able to contribute substantively to greater gender equality by having the appropriate gender mainstreaming structures, policies and procedures in place. The objective of this article was to show the existing situation of organizational (input) level factors towards the promotion of gender equality in the Gambella Peoples’ National Regional State of Ethiopia. The study has shown that the basic policy documents did not exist in several public sector organizations. Certain basic gender and gender-related strategies to implementing the gender and gender-related policy documents were not practiced in the public sector offices. The existing gender and gender-related strategies to implementing such gender policy documents were not clear to the civil servants. Gender focal point networking were absent in the public sector organizations. It has also shown that equal hiring or employment opportunities or practices were existing, gender unit department (division) activities were incorporated in the basic organizational core policy goals, objectives, and projects, and job responsibilities and mandates for the gender unit departments or divisions were existing in the public sector offices.

The human resources development aspect and the work organization aspect of the organizational human resource practices were not building the capacity of the public sector staff in terms of a number of elements. But, documenting, updating, respecting, and utilizing the existing job descriptions for the GU staff were practiced as the organizational human resource practices to building the capacity of the public sector staff at the regional and local administrative level in the Gambella regional state.



Organizational (Input) Level Factors and Promoting Gender Equality.


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