United Nations Public Service Awards Case Studies

The Republic of Korea has long been a male-dominated society. Dating back to the Chosun dynasty, Confucianism and its family values contributed to gender disparity within both the public and private sectors of Korean life. With the rapid urban and economic growth in the last half-century, its social growth has struggled to keep up. In order for gender equality to find its place in modern Korean society, distinct initiatives, such as the Korean Institute for Gender Equality Promotion and Education (KIGEPE), must be developed and supported.
Prior to the inception of KIGEPE, there was a prominent absence of any formal or systematic education available for core individuals involved in the creation and implementation of gender mainstreaming policy. These core individuals include lawmakers, policy makers, government officials, and others influential in asserting gender equality. A clear vision and larger framework for gender equality in Korea did not yet exist.
At that time, in 2002, the number of gender equality awareness-related education programs and participants were increasing in public education organizations at the national and regional levels. On the contrary, there was a significant lack of specialized programs to keep up with gender mainstreaming policies for the relevant positions and tasks in the influential public organizations. To develop, establish and advance policies for progressing gender equality in society, there needed to be a systematic and comprehensive gender equality awareness-related education program to serve the most instrumental group of individuals—those involved in policy-making and other professional experts responsible for the training and educating of public service personnel.
In addition, the gender equality awareness education programs that did exist within national government and regional public education organizations focused mainly on training the female employees who were employed in low to mid ranking positions. Those in high-ranking, influential positions, as well as all civil servant male employees, were not trained or educated about gender equality. Without proper training for government leaders, gender equality problems would continue to be ignored.

What is the initiative about? (the solution)
The achievements of KIGEPE can be measured quantitatively by the significant rise in participants and programs, as well as qualitatively through the advance of Korean society’s perception of women and their participation in society. Several gender equality education courses were developed such as courses on gender policy and gender sensitive education, gender impact assessment, gender responsive budgets, sex-disaggregated data women senior officials, public official leadership and leadership of civil society leaders. Trainers also received education to assist them in disseminating key learning points. Gender trainers were trained on gender equality, sexual harassment prevention, prostitution prevention, child sexual abuse prevention, sexual harassment counseling, as well as special course for public organization administrators on sexual harassment. KIGEPE continues to develop new programs specifically tailored for groups with particular needs, such as local government officials and school administrators. Civil servants and other government employees made up a large percent of education participants. In 2003 there were 990 civil servants and 519 general public participants in the gender equality related education programs. By 2010 the numbers had grown drastically, to include 5,789 civil servants and 2,063 general public participants. Between 2003 and 2010, participants totaled at 29,792 civil servants and 12,117 general public participants, resulting in 41,909 participants all together. The number of male participants is also a significant factor in the success of gender equality related education. As noted earlier, male participation in gender equality education has historically been low to nonexistent. With the advent of KIGEPE training, however, the number of male participants has risen phenomenally. In 2003, 302 out of 1509 participants were male. In 2004 the numbers rose 16% to 1359 male participants out of 3784 total trainees. By 2009 approximately 40% of all training participants were male. This is seen as a substantial benefit, and provides an opportunity for men to be allies and leaders in the quest for gender equality. Currently, KIGEPE runs approximately 340 gender equality education groups. Their principal goals are to make efforts to ensure a gender equality perspective within the entire educational system and contribute to attitude shifts, fight against stereotypes, and raise awareness on women's rights. In addition, there has been a large increase in the number of trainers who get educated how to train, consult people from KIGEPE. In 2003 there were 891 trainers, and by 2009 the number nearly tripled to 2438 trainers. KIGEPE continues to try and increase the number of specialist trainers as the demand for gender training becomes more prevalent. By 2009, these trainers and lecturers were assigned to train at various organizations and agencies over 200 times per year. These training programs benefit both the civil servants and government employees who lead organizations and implement policies. In addition, the entire nation of the Republic of Korea benefits in the larger sense, as they will ultimately experience the macro benefits of a more gender equal society. Specifically, beneficiaries include NGOs, public and private sectors, school systems, private companies, the military, police, and more.

Who proposed the solution, who implemented it and who were the stakeholders?
After much lobbying and advocating on behalf of Korean citizens, NGOs, and other various stakeholders, the Ministry of Gender Equality (MOGE) established what is now known as the Korean Institute for Gender Equality Promotion and Education (KIGEPE). At the time of its inception, sponsors and supporters were comprised of 157 individuals from NGOs, universities, religious groups, press, and others in both the private and public sectors. These sponsors and supporters, MOGE, the Korean government, and the entire Korean society are also considered prime stakeholders in this organization. Many of the main sponsors are listed below: NGOs: (65) Park Won Soon from Beautiful Foundation, Kim Sook Hee from YWCA association, Kim Yoon Deok from Korean Women Leaders Association, Moon Nan Young from World Peace Women Association Public sector: (10) Jang Ha Jin from Korean Women Development Institute, Choi Seung Hae from City of Busan Women Center, Shin Myoung from Korean Labor Institute Private sector: (25) Kim Jung Tae from Korean Central Association for Women Farmer, Lee Myoung Sook (lawyer), Lee Young Nam from Korean Women Venture Association, Jang Bok Shim from the Korean Women Pharmaceutical Association, Jung Deok Hee from the Korean Women Medical Association, Jung Kwang Hwa from Korean Association of Women Scientist University Professors: (31) Kang Dae In from University of Southern California, Kim Kyung Hee from ChungAng University, Kim Ae Sil from Hankuk University of Foreign Studies, Kim Young Rae from Ajou University Religious groups: (7) Kim Myo Ju from Korean Women Buddhism Association, Oh Duk Ju from Korean Catholic Women Association, Han Ji Hyun from Won Buddhism Women Association, Ban Tae Sub from Hanwoomul Church Press: (19) Lee Jung Ok from Korean Broadcasting System, Park Sun Yi from Chosun Ilbo (Newspaper), Shin Sook Hee (Woman Times), Yoon Hye Won from Yonhap News Additionally, MOGE(Ministry of Gender Equality) created a tentative structure and plan and acquired a working budget from the Ministry of Planning and Budget. With this, an organization planning committee was created, and was composed of civil servants from MOGE. This committee was instrumental in detailing program plans and preparing the successful opening of the Institute (KIGEPE).

Describe how and when the initiative was implemented by answering these questions
a. What were the strategies used to implement the initiative? In no more than 500 words, provide a summary of the main objectives and strategies of the initiative, how they were established and by whom.
The main objectives of this institute were to foster and train exceptional quality trainers and educators and to develop the program through a sensitive system that allows for a complete paradigm shift within gender equality education. These objectives and the following strategies were established by KIGEPE employees including PhD professional trainers. Main strategies were as follows: - To dramatically increase and transform the level of gender equality awareness within the public sector’s human resources and leaders - To deepen the social leaders’ understandings of gender equality awareness in order to create a more mature and progressive civil society - To prepare systematic education programs for core trainers and educators for the purpose of developing gender mainstreaming policy - To thoroughly invest in training trainers for gender equality related education - To develop curriculum and training content to create large networks and build professional relationships among the related educational organizations - To implement e-Learning gender equality education programs for civil servant groups, the public, and NGOs on a national level In order to create a paradigm shift within gender equality education KIGEPE has focused on making an integrated transformation of gender equality education and consciousness change by organically connecting four key sectors—educating civil servants, fostering gender equality trainers, cooperating with education organizations, and supporting an information aid bank.

b. What were the key development and implementation steps and the chronology? No more than 500 words
2002 Acquired budget through the Women’s Development Fund of the Ministry of Gender Equality for tentatively managing what was then called the ‘Gender equality education center’ Prepared to establish an ‘organization’, and began consulting with the Ministry of Planning and Budget Organized and managed an organization planning committee 2003 Held the inaugural meeting of sponsors and supporters in February 2003 Held the opening Board of Directors meeting and hired employees in February 2003 Opening ceremony in March 2003 Made agreements with civil servant education organizations to promote gender equality education Established KIGEPE as an affiliate of the Ministry of Gender Equality in March 2003 Appointed as a Selective specialized education/training course for central civil servants by the Ministry of Government Administration and Home Affairs in August 2003 Appointed as a Selective specialized education/training course for local civil servants by the Ministry of Government Administration and Home Affairs in September 2003 Appointed as a Specialized field training organization for teachers in the school system by the Seoul Metropolitan Office of Education in September 2003 2004 Awarded as a meritorious organization for the development of education and training by the Central Personnel Committee in December 2004 2005 Contracted 2005 services with one central and five local civil servant education centers, one local government and one woman’s local policy development center to run gender equality course Proclaimed a ground law in “Foundation for KIGEPE” (article 21, section 3 of the fundamental law on development for women) in December 2005 2006 Converted into corporation with special status in March 2006 2009 Reached a total of 554,461(accumulated number from 2003) learning participants who received gender equality education in December 2009 2010 Founded e-Learning (gender equality) training institute for school teachers (officially approved by the Ministry of Education, Science and Technology) in July 2010

c. What were the main obstacles encountered? How were they overcome? No more than 500 words
Historically, the Republic of Korea has been a male-dominated society due to its strong influence of Confucian culture due to 500 years of Chosun Dynasty ruling. Thus, high-ranking civil servants including ministers and vice ministers of government agencies and professional job groups such as the military, police, lawyers and medical doctors have mostly been occupied by men. Furthermore, it was difficult to change the existing social consciousness and there was obvious psychological and emotional resistance from Korean society that gender equality itself was reverse discrimination. Because of this, women’s group including KIGEPE repeatedly advocated that a consciousness change of high-ranking people be changed through the National Assembly and Cabinet meetings. While the Republic of Korea achieved its democracy so fast, its civil society and government agreed that gender equality was the key issue to increase its competitiveness and make a fair society. Consequently, the Republic of Korea established the Ministry of Gender Equality in 2001 and founded the Korean Institute for Gender Equality Promotion and Education in 2003.

d. What resources were used for the initiative and what were its key benefits? In no more than 500 words, specify what were the financial, technical and human resources’ costs associated with this initiative. Describe how resources were mobilized
Financial Resources In 2003, when KIGEPE was founded, its financial resources were 2,244,800,000 KRW (Korean won), which equaled to about $1,952,000 USD (U.S. dollars). *As of January 2003, 1US$ was about 1,150KW The government grant from the Women’s Development Fund, which made up the majority of the operating budget, was 2,188,800,000 KRW which equated to about $1,903,304 USD. Self-earned income (tuition from gender equality classes) consisted of 56,000,000 KRW, or $48,696 USD. Technical Resources Not limiting itself only to classroom and community education for the nation’s stakeholders, KIGEPE also operated 11 e-learning education programs so that civil servant groups, gender equality education trainers and the public as a whole could have increased opportunities to learn more about gender equality. They also produced a gender equality animation movie CD for distribution to middle school students As of December 2010, KIGEPE had 207 gender equality e-Learning programs, with two being mandatory government programs for government organizations officers, the military, and school teachers. These programs are ‘Education to Prevent Prostitution’ and ‘Education to Prevent Sexual Harassment’. From January through December 2010, 40,914 people have participated in gender equality e-learning programs. Human Resources In 2003, there were 17 initial employees, 7 of which held PhD degrees in Women and Education studies or related areas. As of December 2010, KIGEPE had people who held PhD degrees in related studies.

Is the initiative sustainable and transferable?
To meet the vastly increasing demands of gender equality for this society, KIGEPE’s annual budget has continued to increase annually (the budget in 2003 was $1,952,000 USD and $4,682,608 USD for 2011). This consistent growth in financial support shows a high likelihood for KIGEPE to maintain current and future sustainability while continuing to take on more responsibilities. By being founded by ground law in “Foundation for KIGEPE” (article 21, section 3 of the fundamental law on development for women), KIGEPE can continue to take a stance for promoting gender equality for Korean society. In terms of being transferable, it is a well thought out training model that continues to provide positive impacts on a national level. With adjustments and attention to specific needs of other populations, this education model could transfer to other regions or populations to assist with gender mainstreaming. KIGEPE provides free information on gender sensitivity education modeling. In its manual, it includes how to replicate, and disseminate training sessions with integrity and precision on a education that could impact nationwide. Because Korea ranked 61st among 109 states in the 2009 Gender Empowerment Measure (GEM), KIGEPE worked vigorously through trial and error to acquire an adequate and productive solution to the current state of gender inequality for the upcoming future. Steps to improve gender equality include increasing the spread of gender sensitivity education and promoting the overall societal value of gender equality. These are administered through the following: - Course on gender sensitivity for public officials: To help government officials continuously formulate gender policies such as the Gender Impact Assessment and gender responsive budgets and statistics - Course on gender awareness education for the public: Through train-the-trainer programs and gender sensitivity education to school teachers, all levels of society can have opportunities to be knowledgeable about gender equality - E-learning: To encourage public educational opportunities through the convenience of online learning, which will accomplish learning objectives in a relevant and efficient manner. - Promotion on Equality Awareness project: Provides lifelong education on gender awareness and sponsors a leading gender equality school - Implement diverse projects on gender awareness nationwide: Champions an award for gender equality, sponsors a gender equality design competition, and is responsible for monitoring mass media - Supports for gender trainers project: Eliminates gender equality dead zones by supporting gender trainers to rural schools, military camps, prisons, etc. - Women Leader Network project: Builds Women Leader networks to reflect women’s understanding and women’s impact on society

What are the impact of your initiative and the lessons learned?
Lessons learned and key elements for KIGEPE’s success include: - Need legal and institutional infrastructure support from the government - Must have positive interest and participation of high-ranking individuals responsible for gender equality education - Need consistent promotion and marketing strategy - Need to continuously develop and spread professional education contents, curriculum and models - Need to discover and push ahead with gender equality promotion project items to achieve a social atmosphere for gender equality - Need to have internal, national, and international cooperation with relevant organizations to spread gender sensitivity education


Institution Name:		Korean Institute for Gender Equality Promotion and Education
Institution Type:		Public Organization
Contact Person:		Woosuk Choi
Title:		Assistant Manager
Telephone/ Fax:		+82-2-3156-6118
Institution's / Project's Website:		+82-2-356-2417
E-mail:		amateurcws@kigepe.or.kr
Address:		Jinheung-ro 276
Postal Code:		120-708
City:
State/Province:		Seoul
Country:

The Problem

Solution and Key Benefits

Actors and Stakeholders

(a) Strategies

(b) Implementation

(c) Overcoming Obstacles

(d) Use of Resources

Sustainability and Transferability

Lessons Learned

Contact Information