Gender Equity and Social Inclusion Desk

The National goals and directive principles (NGDP # 2) and PNGs Medium Term Development Strategies, 2005 to 2010, identify gender as a critical focus area to be proactively addressed t all levels of government, administration, business and communities, including civil society organizations. There is a huge imbalance and inequity in our society, mostly in favor of male gender, which marginalizes the equitable participation of females in all works of life. In addition, there are strong cultural beliefs and value systems that require major education and empowerment interventions to imbue young people with a more liberal approach, in order to sensitize them.

The Papua New Guinea national constitution, Public Service Management Act regulations, & the Public Service General Orders up-hold the principles of Equity of all Papua New Guinean citizens.

The Public service General Orders was reviewed by the Department of Personnel Management, thus incorporated sections; ‘Governing Gender Equity and Social Inclusion’.

The new provision in the 4th Edition (2012) of the Public Service General Orders, are designed to promote Gender Equity Inclusiveness in the public sector workplace, and encourage officers to respect each other’s rights & interests regardless of gender and other personal attributes.

The Pacific Institute of Leadership & Governance, Gender Equity and Social Inclusion (GESI) office was established in 2014 when Pacific Institute of Public Administration began implementing the New Organizational Structure.

In February 2017, GESI Business Process Coordinator was formally appointed, Gender Equity and Social Inclusion Business Process Coordinator is a member of the Senior Executive Management Team and Reports directly to the Director.

Since the inception of Gender Equity and Social Inclusion (GESI) in 2014, PILAG GESI Policy has been developed and implemented to date.

Since 2014 to date there have been a number of significant changes taking place, some things we did not practice before GESI existed, with GESI being integrated into all our systems and processes.


  • GESI Committee appointed.
  • There is a GESI representative in all management committee meetings
  • Recruitment of Nurse followed by the re-opening of the PILAG Clinic, basically the Clinic is a very important area because it houses the Gender Based Violence – Help Desk where victims of GBV receive treatment, counselling, a lot of reassuring and encouragement, referrals to other professional and external counselling services, or to Pom General Hospital for GBV victims.
  • The Highest Governing Body the PILAG Governing Council has two staff representative one female and a male.
  • PILAFs selection and recruitment process – a GESI representative is present physically all through the recruitment process to ensure there is fairness, and appointments are done on merit using best HR practices.
  • PILAG encourages women to apply to attend Courses where Public Sector Agencies , Private Sector, Statutory Authorities and NGOs, are invited to attend courses in PILAG
  • PILAG encourages women to apply for position vacancies in the Public Sector Agencies, Private Sector Statutory Authorities and NGOs
  • PILAGs new buildings and infrastructure development such as the New Administration Building has disabled romps for entry and exit as well as toilet.
  • Conference Hall has been improved; it now has disabled romps for the disabled to access in and out as well as toilet.
  • The Sporting field has been up-graded since the last international tournament, 2015, Under 20 Women’s World Cup Soccer, Light has been erected for the two soccer fields and a 2x stand-by water tanks and pump for the maintenance of the two soccer ovals.

For more information and updates, I can be contacted on my Direct (Landline) 3030619 and my email address is


                                                                                                                   LUCY Au  

Gesi Business Process Coordinator