GBVF Health Check for students

Self-improvement tool on organisational readiness to respond to GBVF

By completing the Health Check you will enable your organisation/institution to track its progress on the GBVF improvement journey.  The survey assess how you are doing when it comes to GBVF related behaviours, policies and practices.  It will help identify action to take to improve performance and alignment with good practices.

Support available

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 Do not understand a concept?
At the bottom of the page, find an alphabetic Glossary where all concepts in the survey with an asterisk (*) are explained.

Survey results

This is an anonymous survey. All efforts have been made to ensure that this survey is fair, unbiased and respectful towards all participants. 

The results of this survey will only be shared with the Organisation or Institution contact person but with no individual results. Results from all participating organisations will be aggregated by municipality, district and province to identify trends and to allow each organisation to compare its results with the aggregated results of its peer organisations.  

1. Policies & Codes of Conduct

Please indicate which of the following options fits your experience best:

1.5 - In our organisation/institution, there are policies and protocols that support healthy gender interactions. (Please indicate if these exist, and how well they are enforced:).

2. Behaviours

Please pick one option from the list below under each statement, as best as you can recall:

Glossary

Alphabetic – Click on + to open the concept explanation

To be affirmed as a gendered individual means to have one’s gender identity recognised, respected, and validated by oneself and others. It involves feeling comfortable and accepted in one’s gender expression and identity, whether it aligns with traditional norms or not. Affirmation can come from various sources, including society, peers, family, and institutions, and it often involves being treated in a manner that aligns with one’s self-identified gender. This affirmation is crucial for promoting a sense of belonging, dignity, and well-being for individuals of all gender identities.

The code of conduct serves as a set of guidelines and principles that govern the behaviour and conduct of individuals within a particular organisation or profession. It outlines the values, standards, and expectations regarding honesty, integrity, professionalism, and respect for others.

The employment equity policy is a set of guidelines and measures aimed at promoting equality and fairness in the workplace by addressing discrimination and increasing representation of designated groups (such as women, historically disadvantaged individuals, youth and persons with disabilities). The policy typically includes goals, targets, and action plans to achieve equity in hiring, training, promotion, and other employment practices. Its purpose is to create a diverse and inclusive work environment that reflects the broader community and fosters equal opportunities for all employees.

These activities/programmes that organisations implement to protect and support employees, e.g. provision of safe transport for employees doing night-shift, hosting prevention campaigns, proding sexual harassment reporting procedures and mechanisms, etc.

A gender affirming policy is a set of guidelines and procedures designed to support individuals in expressing their gender identity and to ensure their rights and dignity are respected. These policies typically include provisions for recognizing and affirming individuals’ self-identified gender, including access to gender-affirming healthcare, appropriate restroom and facility access, and protection from discrimination and harassment based on gender identity. The aim of gender affirming policies is to create inclusive environments that affirm and support individuals of all gender identities.

A diversity management policy outlines an organisation’s commitment to fostering an inclusive workplace that values and respects differences among its employees. This policy typically includes strategies for recruiting, retaining, and developing a diverse workforce, as well as promoting diversity awareness and inclusion throughout the organisation. The goal of diversity management is to create a supportive environment where all individuals feel valued, respected, and empowered to contribute their unique perspectives and talents to the organisation’s success.

A gender discrimination policy establishes procedures to prevent bias based on gender within an organisation. It promotes equal treatment and opportunities for individuals regardless of gender identity or expression, covering areas like recruitment, promotion, and workplace environment. The policy aims to cultivate a workplace where all employees feel respected and valued, offering mechanisms for reporting and addressing any gender-related discrimination or harassment.

Gender-responsive budgeting is a policy approach that involves incorporating a gender perspective into the budgeting process to address gender inequalities and promote gender equality. It entails analysing how government revenues and expenditures impact men and women differently and reallocating resources to address gender disparities in access to services, opportunities, and benefits. The goal of gender-responsive budgeting is to ensure that budget decisions reflect the needs and priorities of both women and men, ultimately contributing to more equitable and inclusive outcomes in areas such as education, healthcare, employment, and social protection.

The ability to acknowledge and highlight existing gender differences, issues, and inequalities and incorporate these into strategies and action.

Maternity leave is a period of authorised absence from work granted to expectant or new mothers before and after childbirth, allowing them to recover from childbirth, bond with their newborn, and care for their child. Paternity leave, on the other hand, is a similar period of authorised absence granted to fathers to support their partner during childbirth and to bond with and care for their newborn child. These policies aim to promote work-life balance, support family well-being, and facilitate parental involvement in the early stages of a child’s life.

Non-binary is a term used to describe individuals whose gender identity does not exclusively align with the traditional categories of male or female. Instead, non-binary individuals may identify as both, neither, or a combination of genders. This identity encompasses a diverse range of experiences and expressions beyond the binary concept of gender, and individuals may use various terms such as genderqueer, genderfluid, or agender to describe their identity.

A course or principle of action adopted or proposed by an organisation or individual.

A preferential procurement policy is a set of guidelines and procedures designed to encourage organisations to prioritise the procurement of goods and services from specific groups or suppliers. It establishes the obligation of the government and private entities to award preferential procurement points to historically disadvantaged individuals and businesses, including black-owned, women-owned and youth-owned enterprises to fast-track transformation. The B-BBEE Act empowers the Minister of Trade, Industry and Competition to issue Codes of Good Practice and publish Transformation Charters to promote an equal opportunity economy. 

Rape is a devastating form of sexual violence that involves non-consensual sexual intercourse or penetration. It severely violates an individual’s bodily autonomy, dignity, and human rights. Rape can occur in various contexts, including intimate partner relationships, acquaintance situations, and stranger assaults.

Behaviour characterised by the making of unwelcome and inappropriate private sexual remarks or physical advances in a workplace or other professional or social situation (NSP:13)

Sexual and gender-related misconduct encompasses a broad range of behaviours that are inappropriate, harmful, or discriminatory based on an individual’s sex, gender identity, or sexual orientation. This misconduct can occur in various settings, including workplaces, educational institutions, communities, and social environments. It includes actions such as sexual harassment, sexual assault, gender-based discrimination, bullying, and other forms of gender-based violence.

Sexual assault is a form of sexual violence that involves any unwanted or non-consensual sexual contact or behavior. It can encompass a wide range of actions, from inappropriate touching to penetration, and can occur in various settings, including intimate relationships, social situations, and public spaces. Sexual assault is a violation of an individual’s bodily autonomy, consent, and personal boundaries.

A sexual harassment policy is a comprehensive framework established by organisations to prevent and address instances of sexual harassment in the workplace. It defines sexual harassment, outlines prohibited behaviors, and details consequences for violations. The policy also sets up procedures for reporting and investigating complaints, ensuring confidentiality and protection against retaliation. Its main objective is to foster a safe and respectful work environment by communicating expectations and offering mechanisms for prevention and resolution of harassment.

Sexual solicitation refers to the act of seeking, requesting, or inviting someone to engage in sexual activity, often in an explicit or inappropriate manner. This can occur through verbal communication, written messages, gestures, or other forms of communication. Sexual solicitation can range from subtle advances to explicit propositions and may occur in various settings, including in person, online, or through other forms of communication. It is often considered inappropriate and can constitute harassment or misconduct, particularly when the solicitation is unwelcome or occurs in a professional or hierarchical relationship.

A “Statement of Complaint” is a detailed account given by the complainant to the RESPONSIBLE OFFICE when they report a violation of a policy, which sets out in detail the facts of the case

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Support

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Department of Social Development: 012 312 7500

Department of Basic Education: 0800 202 933

National Prosecuting Authority: 012 845 6000

Legal Aid South Africa: 011 877 2000


Thank you for completing the survey and supporting your organisation on their GBVF maturity journey.