Gender Equality Plan 2022-2027.

This Gender Equality Plan (GEP) was developed for the Ministry for Agriculture, Fisheries, and Animal Rights (MAFA) based on an analysis of an internal gender audit, meetings with stakeholder involved in the GEP implementation, as well as a review of the policies and practices presently applied by MAFA. Presently, MAFA already has a commitment to follow the main areas covered by GEP’s and has policies and practices in place which are aligned with the Maltese Legislation. Such principles covering the recommended areas of the GEP include: 1. Work-life balance and organisational culture; 2. Gender balance in Leadership and Decision Making; 3. Gender Equality in Recruitment and Career Progression; 4. Measures against Gender-based Violence including Sexual Harassment;
This action plan has been developed by the Policy Development and Programme Implementation Directorate (PDPID) who took the lead and coordinated the consultation and drafting process following meetings with the Director for Corporate Services (DCS), the Line Departments and entities falling under the Ministry’s remit, together with consultation and approval by the Office of the Permanent Secretary. MAFA is also planning to appoint gender equality officers, who throughout the period covering this GEP, shall be overseeing and following up on progress on the challenges and actions which MAFA shall be implementing between the years 2022 to 2027. The challenges and actions identified during the consultation process are outlined in Section 1.3. These will be monitored by MAFA’s Gender Equality Officers to ensure their implementation.
For the purpose of this GEP, the data in relation to each action shall be collected and monitored as follows: 1: To set up a Gender Equality Action Group within the Ministry; 2: Strive for all gender representation and/or Gender Equality on Ministry Government Boards and Appointed Bodies; 3: Increase nomination of female Ministry officers for ownership of budget, simplification, additional, electoral manifesto measures, and project leadership of EU funded projects; 4: To ensure a mixed representation of genders on recruitment and interviewing boards; 5: Communication and implementation of gender sensitive content in all formal communication; 6: To extend the possibility of teleworking and/or remote working for all staff members irrespective of gender and/or family responsibilities; 7: Staff returning to work; 8: Promote Public, Governmental and/or NGO gender-based violence, harassment and discrimination services to Ministry officers; 9: To organize and/or attend gender equality, diversity and inclusion training and information talks by public service bodies, competent authorities, service providers and/or NGOs; 10: Address gender stereotyping in the agriculture and fisheries sectors; 11: Tying supervisors' performance bonuses to diversity and inclusion objectives, and the implementation of this GEP.