WOMEN IN SPORT CONFERENCE, UEFA NYON

19 February 2015

The IOC and women’s development

Dominique Niyonizigiye

GENDER EQUALITY : Empower Women through Sport…

• Olympic history dominated by men: what role left to women in Olympism?

• First policy concept in 1995

• Policy elaborated and programmes developed since 1996

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GENDER EQUALITY: IOC POLICY

Four Dimensions:

1. Olympic Games participation and

promotion of physical activity

2. Promoting women in Sport

leadership

3. Advocacy /Raising awareness

4. Support

3

women at

Olympic

Games….

XXX 4

• Paris 1900: 2% of women & first participation of women in Olympic Games

• Tokyo 1964: 13%

• Los Angeles 1984: 23% of women

• Beijing 2008: 43% of women

• London 2012: 44% of women

• Sochi 2014: 40%

YOUTH OLYMPIC GAMES:

• Women in Singapore: 46%

• Women in Innsbruck: 45%

• Women in Nanjing: 49%

Olympic agenda 2020: 50%

Women at Olympic Games

WOMEN

LEADERS…

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AFRICA

Presidents Secretary Generals

Aicha Garad Pertus – Djibouti Hezel Kennedy – Zambia

Agnes Tjongarero – Namibia Betelhem Mekonnen Wondimag– Ethiopia

Matlohang Moiloa-Ramoqopo – Lesotho Muriel Hofer – Swaziland

Miriam Moyo – Zambia Anna Mguni - Zimbabwe

Filomena Fortes – Cap Vert Joan Smit - Namibia

Vivian Gungaram - Mauritius

Aminatah FOFANA - Côte d’Ivoire

AMERICAS

Nicole Hoevertsz – Aruba

Judith Simons, JP – Bermuda Veda Bruno-Victor - Grenada

Sarah Rosario Vélez – Puerto Rico Silvia Gonzalez – Costa Rica

Fortuna Belrose - St Lucia Carlena Sampson de Díaz - El Salvador

Lyn Reid – US Virgin Islands

Annette Knott – Trinidad and Tobago

Dorothy Astra Singh - Suriname

Elida Parraga - Venezuela

ASIA

Rita Subowo – Indonesia Lana Al-Jahgbeer - Jordan

EUROPE

Stefka Kostadinova – Bulgaria Gunilla Lindberg – Sweden

Daina Gudzineviciute - Lithuania Marlse Pauly - Luxemborg

Yvette Lambin-Berti – Monaco

Nese Gundogan- Turkey

Liney Gakkdivsdittir – Iceland

Cristina Vasilianov - Moldova

Marlyse Pauly - Luxembourg

Liney Rut Halldorsdottir - Iceland

OCEANIA

Lady Joyce Robyn Kaho Tu’Ivakano – Tonga Bakai Temengil – Palau

Rosaline Blake B.E.M – Cook Islands

Ms Kereyn Smith - New Zealand

Ms Lorraine Mar – Fiji

Ms Auvita Rapilla – Papua New Guinea

Erika C. Radewagen – American Samoa

Fiona De Jong - Australia

Women

leaders in

NOCs

Summer Olympic IFs

HRH Princess Haya AL HUSSEIN President, FEI

Marisol CASADO President, ITU

Loreen BARNETT Secretary General, ITU

Shiny FANG Secretary General, UIPM

Sabrina Zeender Secretary General, FEI

Winter Olympic IFs

Kate CAITHNESS President, WCF

Sarah LEWIS Secretary General, FIS

Nicole RESCH Secretary General, IBU

Heike GROSSWANG Secretary General, FIBT

Recognized IFs

Anna ARZHANOVA President, CMAS

Molly RHONE President, INF

Suasanne SCHÖDEL Secretary General, FAI

Barbro RÖNNBERG Secretary General, IOF

Gillian HILL Secretary General, IWWF

Bijian LIU Secretary General, IWUF

Hélène DENIS Secretary General, UIAA

Viven LAU Secretary General, WB

Beng CHOO LOW Secretary General, WBSC

Debra GAWRYCH Secretary General, IFSC

Women

leaders in IFs

Male-female inequality around the world

UN Women report: • Only 21.9 per cent of national parliamentarians were

female as of 1 December 2014, a slow increase from

11.3 per cent in 1995

• As of January 2015, 10 women served as Head of

State and 15 served as Head of Government

• Globally, there are 37 States in which women

account for less than 10 per cent of parliamentarians

in single or lower houses, as of December 2014

• As of January 2014, only 17 per cent of government

ministers were women, with the majority overseeing

social sectors, such as education and the family

• 2009 – 2010 Loughborough was commissioned to undertake a second study with

primary focus on why female members of NOC/IFs were not being elected to senior

roles of President, Secretary General, and Treasurer, and to develop KPIs and

recommendations.

Women in Leadership: Loughborough research

Loughborough results: Key Barriers to Gender Equity in the

Electoral System

Barrier 1 Lack of women identified to bring forward as candidates.

Barrier 2 Reluctance of female candidates to put themselves forward as candidates.

Barrier 3 General Assembly / Electorate dominated by (Male) Presidents and Secretary Generals

Barrier 5 Negative aspects organisational culture

Barrier 6 Women elected but not to senior roles

Barrier 7 Women marginalised by being limited to Women in Sport Commission / Area

Pre-Election Election Post-Election

Barrier 4 Lack of turnover. Long standing incumbents mean that few spaces for new (female) candidates. Low incentive to engage in succession planning

Key Barriers to Gender Equity in the Electoral System

Barrier 1 Lack of women identified to bring forward as candidates.

Pre-Election Election Post-Election

Developing a List of Potential Candidates balanced in terms of gender) for consideration for posts of responsibility within the NOC or IF; • benefiting from training. • This could be an

extended role of nomination commissions

Key Barriers to Gender Equity in the Electoral System

Barrier 2 Reluctance of female candidates to put themselves forward as candidates.

Pre-Election Election Post-Election

Developing Continental seminars/trainings to focus on the development not just of technical competences, but also ‘political competences’ e.g. how to present oneself as a candidate.

Key Barriers to Gender Equity in the Electoral System

Barrier 3 General Assembly / Electorate dominated by Male Presidents and Secretary Generals

Pre-Election Election Post-Election

Providing incentives to foster gender balance in the electorate (ITU): has differential funding policy for those NFs that send gender balanced vs. one gender only representatives to the General Assembly.

Key Barriers to Gender Equity in the Electoral System

Pre-Election Election Post-Election

Barrier 4 Lack of turnover. Long standing incumbents mean that few spaces for new (female) candidates. Low incentive to engage in succession planning

Establishing limits to tenure for officers: this is an aspect of good governance, already evident in the IOCs own approach; It would foster succession planning which could incorporate search for nominations from both genders.

Key Barriers to Gender Equity in the Electoral System

Barrier 5 Negative aspects organisational culture

Pre-Election Election Post-Election

Developing Audits of Organisational Culture • to identify the implicit

and explicit values and practices in NOCs / IFs;

• In order to evaluate how these relate to features of good governance (including equity).

Key Barriers to Gender Equity in the Electoral System

Barrier 6 Women elected but not to senior roles

Pre-Election Election Post-Election

Introducing Limited Terms of office and KPIs • limiting terms of office; • adopting KPIs relating to

the proportion of candidates from either gender;

• Specifying the competences, skills sought in the post holder.

Key Barriers to Gender Equity in the Electoral System

Barrier 7 Women marginalised by being limited to Women in Sport Commission / Area

Pre-Election Election Post-Election

Focus on Equity Focusing solely on gender makes it easy to see this as a problem of/for women. Focusing on equity as a requirement of good governance defines this as a problem of good governance for all to concern themselves with.

Loughborough results: KPIs to Gender Equity and Access to

Executive Decision Making Roles

Area of Performance Indicator(s)

1. Equity Policy Process and Structures

a) Each NOC/IF reviews its statutes to consider elements relevant to the achievement of gender

equity (e.g. the make-up of representation at the General Assembly)?

b) Each NOC/IF undertakes an audit of organisational culture to identify and deal with critical issues

in relation to equity?

Each NOC/IF subsequently established / revised a formal gender equity policy in terms of

participation, coaching, and management / decision-making, as well as volunteering and formal

employment?

1. Review of statutes undertaken. (Yes / NO)

2. Audit of culture undertaken (Yes / No)

3. (a) Equity policy established

(b) Equity policy externally assessed.

2. The Executive, Election and Appointments Procedures

Minimum targets established for the following:

(a) Attendees at General Assembly

(b) Membership of the Board / Executive Committee

(c) Membership of, and Chairs of, Commissions

(d) Candidates for senior positions (President, Secretary General, Treasurer)

Clear , simple, stretch targets in the form of a minimum

percentage to be achieved by the end of the forthcoming

quadrennial cycles, which represent a progression from those

previously adopted for membership of Executive Committees

and Boards.

3. Identification and Training of Candidates

1. Provision of training seminars by Continental Associations to develop capacity among potential

candidates for election from the minority gender in NOC Executives / Boards.

2. Development of a database of potential candidates for significant roles in NOCs and IFs

1. A minimum of one seminar per year per Continental

Association across the quadrennial, dedicated to

developing competence in self presentation at elections

for minority gender candidates.

2. Database of size appropriate to the size of the NOC and

the national sports system, with a minimum of 40% of

each gender. 19

IOC Women and Sport Policy

Gender Equality through

Sport

- Ensure greater access to sport for girls & women

- Encourage women to take leadership positions

- Advocacy & Awareness

Women and Sport Commission

Global Communication through IOC platforms

IOC World Conferences on Women & Sport

IOC Women & Sport Awards

Observatory on women in sport

International platform – best practice sharing

International Women’s Day

UN Commission on Status of Women

Other International conferences on the

subject

Leadership & mentoring training workshops

Workshops for women in media

Management training

Coaches and officials training (O

Youth Olympic Games – education programme

In cooperation with Olympic Solidarity, NOCs

and IFs

Direct technical or financial support to local

projects benefitting girls and women

driven by NOCs, IFs, NGOs in cooperation

and with the financial support of Olympic

Solidarity

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- World Conferences every 4

years

- IOC Women and Sport

Trophies

OUR ADVOCACY PROGRAMMES

5th IOC World Conference on Women and Sport: Los Angeles February 2012

• Around 700 delegates from 120

countries participated to the 5th IOC

World Conference on Women and

Sport

• Recommendations aimed at

promoting gender equality in sport

and using sport as a tool to improve

the lives of women around the world

• The declaration focused on two main

themes:

- The need to bring more women into

management and leadership roles

- The need to increase collaboration

and partnerships, especially with UN

organisations, to promote gender

equality.

Advocacy/raising

awareness:

IOC Women &

Sport Awards

SUPPORT PROGRAMMES…

Support to NOCs -Technical and financial assistance for NOC projects benefiting women & girls in communities -Scholarships for athletes and coaches and trainings for sport administrators

- Support « Women and Sport » policy and programmes development - Assistance to NOCs and IFs with expertise, guidelines, advise for national programmes & activities In partnership with Olympic Solidarity

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Training programme: More than 600 women trained in the 5 continents…

Cairo, 2006

Miami, 2007

Kuala Lumpur, 2008

Guam, 2009

Luanda, 2010

Minsk, 2011

Mexico, 2012

Tonga, 2013

Cambodia, 2015

Some important elements to take into consideration…

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Establish a mentoring programme for women and girls using iconic

women sports administrators and former sportspersons

Ensuring that both men and women are addressed in new out-reach

programmes however maintaining the balance of serving women and

girls

Forster the partnership with key actors

Involve young female athletes

Establish a monitoring /evaluation system

Best practices, networking..

• The IOC will create a specific electronic platform to publish and profile successful projects which will have been undertaken by members of the Olympic Family and NGOs in order to promote good practices and a place for exchange of ideas.

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Harassment and Abuse programme…

The IOC has put in place a working-group to

analyse how to efficiently educate young

athletes to prevent the Harassment and Abuse

in sport

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My conclusion:

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“Sport is the mirror of the society” :

- Breaking down prejudices, institutional discrimination and cultural

barriers is never easy. It requires determination and courage. It

takes individual action and collective action.

- Changes require change of behaviour, it’s a long process…

- Changes require more commitment from decision-makers…

BUT NEVER GIVE UP!

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The journey towards success goes on…

We need to reach equality Everywhere: ►50% of Women at the Games ►More women in leadership positions within the Olympic Movement ► More Women coaches and officials ► Equal training opportunity for women ► Equal media coverage ► Equal funding opportunities ► No more violence and Abuse against women and girls!

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The Olympic Movement has made great

strides in the long effort to achieve

equality of access in sport. However,

there is much more work to be done.

THE ROAD TOWARDS SUCCESS

CONTINUES….

THANK YOU!

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CONTACT US

Department of International Cooperation &

Development

Dominique.niyonizigiye@olympic.org

Tel: +41.21.621 61 11

Fax: +41.21.621 63 54

www.olympic.org