Gender Equality Plan 2022-2027

1.1 Introduction ................................................................................................................................ 3

1.2 Actions and Objectives ............................................................................................................... 5

1.3 Challenges and Action Plan .............................................................................................................. 6 Action 1: To set up a Gender Equality Action Group within the Ministry. ........................................... 6 Action 2: Strive for all gender representation and/or Gender Equality on Ministry Government Boards and Appointed Bodies. ............................................................................................................... 7 Action 3: Increase nomination of female Ministry officers for ownership of budget, simplification, additional, electoral manifesto measures, and project leadership of EU funded projects. ................ 8 Action 4: To ensure a mixed representation of genders on recruitment and interviewing boards. ... 9 Action 5: Communication and implementation of gender sensitive content in all formal communication. .................................................................................................................................... 10 Action 6: To extend the possibility of teleworking and/or remote working for all staff members irrespective of gender and/or family responsibilities. ........................................................................ 11 Action 7: Staff returning to work after availing themselves of parental leave, will have their service in grade reckoned for up to 12 months therefore their years in service will continue to accumulate in their favour when applying for career progression. ....................................................................... 12 Action 8: Promote Public, Governmental and/or NGO gender-based violence, harassment and discrimination services to Ministry officers. ........................................................................................ 13 Action 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. .............................................................................................................................................................. 14 Action 10: Address gender stereotyping in the agriculture and fisheries sectors.............................. 15 Action 11: Tying supervisors' performance bonuses to diversity and inclusion objectives, and the implementation of this GEP. ................................................................................................................ 16

1.4 Data Collection and Monitoring .................................................................................................... 17

1.5 Reporting ........................................................................................................................................ 19 Definitions Female refers to biologically based references to the sex of a woman Gender refers to social attributes and opportunities associated with being female and male and to the relationships between women and men and girls and boys, as well as to the relations between women and those between men Gender Identity refers to each person’s deeply felt internal and individual experience of gender, which may or may not correspond to the sex assigned at birth, including the personal sense of body (which may involve, if freely chosen, modification of bodily appearance or function, by medical, surgical, or other means) and other expressions of gender, including dress, speech and mannerisms While the data collection for MAFA only considers sex-disaggregated data for men and women, it will be important to also consider non-binary gender for data collection in future publications, where possible. Non-binary is an umbrella term for gender identities that fall outside the gender binary of men or women. This includes individuals whose gender identity is neither exclusively man nor woman, a combination of man and woman or between or beyond genders. Male refers to biologically based references to the sex of a man Sex refers to the biological attribute that distinguish male, female and intersex 1 Abbreviations CEO Chief Executive Officer DCS Director of Corporate Services EIGE European Institute for Gender Equality EPU Events and Promotion Unit EU European Union GEP Gender Equality Plan MAFA Ministry for Agriculture, Fisheries, and Animal Rights NCPE National Commission for the Promotion of Equality OPM Office of the Prime Minister PDPID Policy Development and Programme Implementation Directorate 2

1.1 Introduction 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 a. The provision of good working conditions for all staff, including staff members with special needs, which will allow all staff, irrespective of gender, to have the flexibility for a healthy work-life balance and a safe working environment to enable staff to reach optimal performance levels. o These principles are also highlighted in the Employment and Industrial Relations Act (Cap. 452 of the Laws of Malta) and subsidiary legislation (Organisation of Working Time Regulations – SL 452.87), the Occupational Health and Safety Authority Act (Cap. 424 of the Laws of Malta) and subsidiary legislation (Workplace (Minimum Health and Safety Requirements) Regulations – SL 424.15), the Government of Malta Policy Manual (Manual of Work-life balance measures). 2. Gender balance in Leadership and Decision Making a. Figure 1 illustrates the number of males and females in leading top management positions, namely General Directorship and Chief Executive Officer (CEO) posts. Figure 1 Director Generals and CEOs 17% 83% Male Female Vacant 3 b. Figure 2 illustrates the number of males and females holding Directorship Positions. Figure 2 Directors 30% 70% Male Female Vacant c. Figure 3 illustrates the number of males and females holding Assistant Directorship Positions. Figure 3 Assistant Directors 18% 29% 53% Male Female Vacant 3. Gender Equality in Recruitment and Career Progression a. Gender balance in recruitment and career progression ensuring equal opportunities at the stage of recruitment and subsequent career progression for all levels of staff, including top management grades. o These principles are highlighted in the Employment and Industrial Relations Act (Cap. 452 of the Laws of Malta) and subsidiary legislation (Equal Treatment in Employment Regulations - SL 452.95), and Section 2.5 of the Government of Malta Policy Manual (Manual on Industrial Relations and the Selection and Appointment Process under Delegated Authority in the Malta Public Service [Version 4.17]) 4 4. Measures against Gender-based Violence including Sexual Harassment a. Non-discriminatory treatment based on the grounds of religion or religious beliefs, disability, age, sex, sexual orientation, political orientation and racial or ethnic origin. o These principles are also highlighted in the Employment and Industrial Relations Act (Cap. 452 of the Laws of Malta) and subsidiary legislation (Equal Treatment in Employment Regulations - SL 452.95), the Equality for Men and Women Act (Cap. 456 of the Laws of Malta), the Gender Identity, Gender Expression and Sex Characteristics Act (Cap. 540 of the Laws of Malta). b. Gender matters in addressing gender-based violence that empower staff, amplify their voices, offer opportunities of redress, and promote acceptance of all gender identities and sexualities. o These principles are highlighted in Article 29 of the Employment and Industrial Relations Act (Cap. 452 of the Laws of Malta), the Equality for Men and Women Act (Cap. 456 of the Laws of Malta), Article 251A of the Criminal Code (Chapter 9 of the Laws of Malta). Circular 15/2012 issued by the Office of the Prime Minister (OPM) also highlights the importance on gender mainstreaming asserting that gender mainstreaming “will enhance the ability of employers to make the best use of human resources and improve productivity and competitiveness whilst giving employees the benefit equally in society. In practice it requires a pro-active approach, the need to identify those areas where any degree of inequality could potentially arise, assess the underlying causes of such inequalities and take necessary steps to bring about change.” In response to the guidelines of the European Institute for Gender Equality (EIGE), which aim to “identify and implement innovative strategies to promote cultural change and equal opportunities”, this GEP aims to identify gaps in MAFA’s current policies and practices and to introduce new measures that better support gender equality within the Ministry. Although MAFA already adopts numerous measures that promote gender equality, the actions identified are presented in Section 1.2 along with a plan of action presented in Section 1.3.

1.2 Actions and Objectives 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. 5

1.3 Challenges and Action Plan Action 1: To set up a Gender Equality Action Group within the Ministry. Timeline 2 2 2 2 2 2 Direct Key Area Objectives Challenges Indirect Target 0 0 0 0 0 0 Target 2 2 2 2 2 2 2 3 4 5 6 7 Gender Equality To promote and implement the To appoint one Gender Equality Officer All staff N/A Action Plan Gender Equality Plan, an Action Group from all MAFA Line Departments, Units x is to be appointed with representatives and Agencies falling under the Ministry’s from all MAFA Line Departments, Units remit in 2022 and Agencies falling under the Ministry’s remit. The successful implementation of a Gender Equality Plan requires the support of an action group that will monitor and implement it. Goals: During the first year of the plan, each line department will appoint one Gender Equality Officer. Action Plan: The setting up of the Gender Equality Action Group will monitor the set action plan. 6 Action 2: Strive for all gender representation and/or Gender Equality on Ministry Government Boards and Appointed Bodies. Timeline 2 2 2 2 2 2 Indirect Key Area Objectives Challenges Direct Target 0 0 0 0 0 0 Target 2 2 2 2 2 2 2 3 4 5 6 7 Integrating the gender To strive for all gender representation To ensure that all genders are Government Ministy dimension and/or Gender Equality on Ministry represented and/or equally represented Boards and Policy and its x x x x x x Government Boards and Appointed in Ministry Boards and Appointed bodies. Appointed sectoral Bodies Bodies beneficiaries At present, in view that the agriculture and fisheries sectors are mostly male dominated sectors, government boards and appointed bodies include mostly male appointed representatives. However, the Ministry is also aware that female farmers and fishermen do exist and the Ministry aims to ensure partial or equal gender representation on its appointed boards and bodies. Goals: The Ministry aims to ensure partial or equal gender representation on its appointed boards and bodies. Action Plan: When appointing members on Government Boards and Bodies, the Ministry/Minister ensures all gender representation. 7 Action 3: Increase nomination of female Ministry officers for ownership of budget, simplification, additional, electoral manifesto measures, and project leadership of EU funded projects. Timeline 2 2 2 2 2 2 Indirect Key Area Objectives Challenges Direct Target 0 0 0 0 0 0 Target 2 2 2 2 2 2 2 3 4 5 6 7 Integrating the gender To showcase all genders’ capabilities in To ensure that female Ministry officers All staff Ministry dimension owning Ministry Budget, Simplification are nominated for ownership of budget, Policy and x x x X x x and Additional Measures, and leading simplification, additional, and EU Funded Ministry’s EU funded projects. Project Leaderships. sectorial beneficiaries Presently, the Ministry’s Budget, Simplification and Additional Measures together with EU funded projects are mostly owned and led by male Ministry officers. Goals: Increase the number of Budget, Simplification and Additional Measures owned and EU funded projects led by female Ministry officers in realising a more gender equal implementation approach. Action Plan: When nominating owners for EU Funded Project Leadership and Measures such as Budget, Simplification, Additional and Electoral Manifesto, female representation is given equal consideration as that of males to ensure gender equality while showcasing all genders capabilities. 8 Action 4: To ensure a mixed representation of genders on recruitment and interviewing boards. Timeline 2 2 2 2 2 2 Indirect 0 0 0 0 0 0 Key Area Objectives Challenges Direct Target Target 2 2 2 2 2 2 2 3 4 5 6 7 Gender Equality in To promote gender balance in To ensure a mixed representation of Applicants applying N/A Recruitment and interviewing boards. genders on recruitment and interviewing for MAFA Vacancy Career Progression boards Calls for x x x x x x Applications Presently, recruitment panels are made up of three persons as part of the selection and recruitment process. All interviewers and selection committees are fully versed with equality issues. Whenever possible, such recruitment and selection panels were gender balanced however it was identified that at times, such panels were composed of only male members. Goals: Ensuring mixed representation of genders in interviewing panels. Action Plan: In its efforts, MAFA will ensure that recruitment panels are made up of at least three panel members and will include both males and females. As such, this change in process will address the issue of gender representation and participation of both males and females in the recruitment and selection process of MAFA, and in its efforts, MAFA will further promote equality, diversity and inclusion in matters concerning recruitment and selection and promotion decisions. 9 Action 5: Communication and implementation of gender sensitive content in all formal communication. Timeline 2 2 2 2 2 2 Indirect Key Area Objectives Challenges Direct Target 0 0 0 0 0 0 Target 2 2 2 2 2 2 2 3 4 5 6 7 Integrating the gender To promote inclusivity and address Communication and implementation of All staff N/A dimension gender issues through training and gender sensitive content in all formal x x x x x x communication communication Although MAFA already makes use of gendered pronouns such as ‘he/she’ in its official documents, such pronouns are generally drafted in the traditional order of ‘he’ before ‘she’, therefore placing more importance on the male gender rather than the female gender. Furthermore, MAFA recognises that such language might not be gender inclusive, as it conforms to the binary gender system. In view of this, MAFA recognises that the additional use of inclusive pronouns such as ‘they/them’, will ensure that non-binary persons are not excluded and that all its staff members are addressed through language as persons of equal value, dignity, integrity, and respect. Goals: To be more inclusive on the basis of gender through the use of gender sensitive communication. Action Plan: To amend any gender sensitive content in all MAFA formal communications. 10 Action 6: To extend the possibility of teleworking and/or remote working for all staff members irrespective of gender and/or family responsibilities. Timeline 2 2 2 2 2 2 Direct Key Area Objectives Challenges Indirect Target 0 0 0 0 0 0 Target 2 2 2 2 2 2 2 3 4 5 6 7 Work-life Balance and To promote and implement measures To extend the possibility of teleworking All staff Family members organisational culture that aim at improving the balance and/or remote working for all staff whose of Ministry’s x x x x x x between work and personal life members irrespective of gender and/or tasks can employees family responsibilities be performed remotely MAFA already follows centrally published teleworking / remote working policies which enable office employees to enter into a voluntary agreement with MAFA wherein work which is normally performed at the employer’s premises, is carried out from home on a regular basis. It was identified that the telework policy was only being extended to a particular segment of staff. The implementation of the Remote Working Policy will be adopted where duties can be performed remotely without impacting the operating performance of the employee. Goals: Continue adopting an internal procedure for remote working which allows all eligible staff members to benefit from it. Action Plan: MAFA is set to improve and enhance modern workplaces and increase employee flexibility and considering the lessons learned during the COVID pandemic, MAFA will extend the opportunity of teleworking and remote working to all its eligible members of staff in an effort to increase employee flexibility and provide a better balance between work and family life. Subject to the completion of the probationary period and training, those employees applying for telework must be able to perform their tasks and duties remotely and will be permitted to apply for a maximum of ninety percent (90%) of their contracted hours to be worked away from the office. This measure shall continue to be accessible throughout until April 2023 when teleworking will be phased out and replaced with remote working. 11 Action 7: Staff returning to work after availing themselves of parental leave, will have their service in grade reckoned for up to 12 months therefore their years in service will continue to accumulate in their favour when applying for career progression. Timeline 2 2 2 2 2 2 Indirect Key Area Objectives Challenges Direct Target 0 0 0 0 0 0 Target 2 2 2 2 2 2 2 3 4 5 6 7 Gender Equality in To promote processes to support Staff returning to work after availing All staff Families Recruitment and gender sensitive recruitment and themselves of parental leave, will have of staff Career Progression career progression opportunities their service in grade reckoned for up to x x x x x x 12 months therefore their years in service will continue to accumulate in their favour MAFA offers an array of measures to better support the work-life balance of its employees. Parental leave is an unpaid entitlement and is applicable to employees on the grounds of birth, adoption, legal custody, and foster care of children who are under ten (10) years of age. Applicants must have completed their probationary period and may utilise parental leave in aggregates of four (4) month, six (6) month, nine (9) month periods or the maximum of twelve (12) months. Clause 3.10.2 of the Manual in Resourcing Policies and Procedures establishes that where the full one-year parental leave entitlement is availed of, the officer shall be considered to have availed of the one-year reckonable leave period for family-friendly measures. Goals: To provide a better opportunity for career progression. Action Plan: In considering this matter and to further eradicate any barriers which might be hindering staff members from availing themselves of this measure, employees availing themselves of parental leave, shall continue to accumulate their service in grade in their favour when considering career progression. Such measure, which is normally availed of by female employees, will further support the role of females within MAFA. 12 Action 8: Promote Public, Governmental and/or NGO gender-based violence, harassment and discrimination services to Ministry officers. Timeline 2 2 2 2 2 2 Indirect Key Area Objectives Challenges Direct Target 0 0 0 0 0 0 Target 2 2 2 2 2 2 2 3 4 5 6 7 Gender-Based Violence, To empower staff to be aware and To ensure that all Ministry officers are All staff Victims harassment and seek assistance for any gender-based aware about and where to access all family x x x x x x discrimination violence, harassment and available services related to gender- members discrimination based violence, harassment and discrimination. MAFA, through the centrally People and Standards Division already has in place a policy that deals with a harassment and a bullying-free workplace. It provides a procedural framework to deal with cases of bullying and harassment at the workplace. Goals: Ensure that MAFA officers are empowered to be aware when to seek assistance for any gender-based violence, harassment and discrimination. Action Plan: Promote Public, Governmental and/or NGO gender-based violence, harassment and discrimination services to Ministry officers. 13 Action 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. Timeline 2 2 2 2 2 2 Indirect Key Area Objectives Challenges Direct Target 0 0 0 0 0 0 Target 2 2 2 2 2 2 2 3 4 5 6 7 Empowering the Improving the Ministry officers’ skills Organize and/or encourage Ministry MAFA Officers Family Ministry’s Officers set and achieving a higher sense of officers to attend gender equality, members x x x x x x gender equality, respect, acceptance and tolerance diversity and inclusion training, and diversity and inclusion towards diversity within the Ministry. information talks by public service bodies, General skills set competent authorities, service providers Public and/or NGOs through which MAFA Line Departments can train their employees on what is and isn't acceptable in the workplace. The successful implementation of the GEP depends on the direction set by the Ministry’s top management officers in organizing and/or encouraging their officers in attending gender equality, diversity and inclusion training, and information talks in the ultimate aim of improving the Ministry officers’ skills set and achieving a higher sense of acceptance, tolerance towards diversity within the Ministry. Goals: Improving the Ministry officers’ skills set and achieving a higher sense of respect, acceptance and tolerance towards diversity within the Ministry. Action Plan: MAFA Line Departments and Agencies management are encouraged to organize and /or facilitate their officers’ attendance to gender equality, diversity and inclusion related training and information talks by public service bodies, competent authorities, service providers and/or NGOs. 14 Action 10: Address gender stereotyping in the agriculture and fisheries sectors. Timeline 2 2 2 2 2 2 Indirect Key Area Objectives Challenges Direct Target 0 0 0 0 0 0 Target 2 2 2 2 2 2 2 3 4 5 6 7 Integrating the gender To address gender stereotyping in To promote female farmers and Female agrifood General dimension agriculture and fisheries sectors fishermen in order to address the public’s producers Public x x x x x x perception and stereotyping in the agrifood industry. Presently, in view that the agriculture and fisheries sectors are mostly male dominated sectors, a gender stereotype that the agriculture and fisheries sectors are just for males does exist. Through this action, the Ministry intends to promote the already existing female farmers and fishermen while showcasing that females are also capable in performing the tasks and delivering the same expected results in these sectors as males. Goals: Addressing gender stereotyping in agriculture and fisheries sectors by promoting female farmers and fishers in Ministry’s promotional material and campaigns. Action Plan: Promoting female farmers and fishers in Ministry’s promotional material and campaigns. 15 Action 11: Tying supervisors' performance bonuses to diversity and inclusion objectives, and the implementation of this GEP. Timeline 2 2 2 2 2 2 Indirect Key Area Objectives Challenges Direct Target 0 0 0 0 0 0 Target 2 2 2 2 2 2 2 3 4 5 6 7 GEP Implementation To ensure the inclusion of diversity and Ministry Management officers (CEOs, Ministry MAFA inclusion objectives and the DGs, Directors and Assistant Directors) Management Officers x x x x x x implementation of this Gender are encouraged to include diversity and Officers (CEOs, Equality Plan across all Ministry Line inclusion objectives and any actions DGs, Directors and Departments and Agencies falling identified in this Gender Equality Plan in Assistant Directors) under the Ministry’s remit. their Annual Performance Plans on which their performance bonus rating is assessed. The introduction and successful implementation of the GEP depends on the direction set by the Ministry’s top management officers. Goals: Ensure that the Ministry’s Management Officers take ownership and ensure the inclusion of diversity and inclusion objectives and the implementation of this Gender Equality Plan within the Ministry’s Line Departments and Agencies. Action Plan: Ministry Management officers (CEOs, DGs, Directors and Assistant Directors) are encouraged to include diversity and inclusion objectives and any actions identified in this Gender Equality Plan in their Annual Performance Plans on which their performance bonus rating is assess. 16

1.4 Data Collection and Monitoring For the purpose of this GEP, the data in relation to each action shall be collected and monitored as follows: • Action 1: To set up a Gender Equality Action Group within the Ministry. During the first year of the GEP, each Line Department and/or Agency within the Ministry will appoint an officer to act as an Equality Officer. The selected officers will form the Gender Equality Action Group and will be responsible to monitor the GEP. • Action 2: Strive for all gender representation and/or Gender Equality on Ministry Government Boards and Appointed Bodies. The Gender Equality Action Group will collect the data on an annual basis by requesting records at the DCS and the Office of the Permanent Secretary. • Action 3: Increase nomination of female Ministry officers for ownership of budget, simplification, additional, electoral manifesto measures, and project leadership of EU funded projects. The Gender Equality Action Group will collect the data on annual basis by requesting records through the officer responsible for the compilation of the monthly reporting of each measure in the Office of the Permanent Secretary. Data regarding the EU funded projects can be collected through data already available within the PDPID. • Action 4: To ensure a mixed representation of genders on recruitment and interviewing boards. This measure can be implemented upon the appointment of recruitment selection boards by the DCS and the Permanent Secretary. The Gender Equality Action Group can request this readily available data to the DCS on an annual basis. • Action 5: Communication and implementation of gender sensitive content in all formal communication. The Gender Equality Action Group will collect the data on an annual basis by requesting all Ministry Line Departments and Agencies to provide the list of official documentation amended during the previous particular calendar year. 17 • Action 6: To extend the possibility of teleworking and/or remote working for all staff members irrespective of gender and/or family responsibilities. Data is collected by the DCS upon application and the Gender Equality Action Group can request this readily available data to the DCS on an annual basis. • Action 7: Staff returning to work after availing themselves of parental leave, will have their service in grade reckoned for up to 12 months therefore their years in service will continue to accumulate in their favour when applying for career progression. Data is collected by the DCS upon application and the Gender Equality Action Group can request this readily available data to the DCS on an annual basis. • Action 8: Promote Public, Governmental and/or NGO gender-based violence, harassment and discrimination services to Ministry officers Data for this action can be collected by the Gender Equality Action Group on an annual basis through; 1. The number of Ministry circulars issued by the Ministry Registry within the DCS, 2. Training sessions organized by each Line Department / Agency and 3. The number of Ministry activities such as AGRIFAIR and L-Imnarja, in which Public/Governmental bodies and NGOs participated in through the Events and Promotion Unit (EPU). • Action 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. The Gender Equality Action Group can request this data from each Ministry’s Line Department and Agencies on an annual basis. • Action 10: Address gender stereotyping in the agriculture and fisheries sectors. Data and information about content and costs about any Ministry publicity campaign is collected by the EPU and the Gender Equality Action Group can request this readily available data to the EPU on an annual basis. . • Action 11: Tying supervisors' performance bonuses to diversity and inclusion objectives, and the implementation of this GEP. This measure can be implemented during the annual submission of Performance Plans to the Office of the Permanent Secretary. The Gender Equality Action Group can request performance plans through the Office of the Permanent Secretary on an annual basis subject to all necessary data protection permissions required. 18

1.5 Reporting The challenges and actions identified in section 1.3, through data collected as explained in section 1.4 will enable the Gender Equality Action Group to compile an annual Gender Equality Progress Report to be submitted to the Office of the Permanent Secretary by not later than the end of March of each following year. 19