In the Commonwealth Caribbean countries of St. Lucia, St. Vincent and the Grenadines and Trinidad and Tobago, local government reform has been and continues to remain on the agenda. The proposals are all based on the philosophy that there should be elected local government, which in turn should facilitate substantive levels of participatory democracy and citizen involvement. But whilst there is general acceptance of this philosophy, central governments are seemingly reluctant to implement any reforms which would return power to the people. Citizen involvement and participatory democracy has thus become the bug-bear in the process, and has led to the stalling of local government reform in all three countries. With reforms having stalled, one wonders whether the next step will be the dissolution of systems of local government in these states.

In Canada, there are many examples of respectful relationships between municipalities and Aboriginal communities. Where Aboriginal peoples have concerns with the actions or inaction of governments (be they federal, provincial or municipal governments), it is often municipalities that are directly affected by the measures taken by Aboriginal peoples to express their concerns. To help reduce possible conflicts at the municipal level and find shared solutions, the Ministry of Municipal Affairs and Housing of the Province of Ontario has been advising municipalities in the province on the benefits of engaging and developing relationships with Aboriginal peoples.

How can it be that people who should have the most fulfilling jobs in the world are generally far less engaged and productive than those we encounter in the private sector? The root causes, we believe, are organizational cultures that are strangled by rules. Myriad rules define the public-sector workplace—rules spelling out procedural red tape, layers of decision making, regulatory compliance, and employee safeguards. These rules are put in place for the best of reasons, such as to ensure fair hiring practices and prevent corruption, favoritism, and the influence of special interests. But as rules proliferate, they often congeal into inefficient, costly bureaucracies that slow decision making, stifle initiative, discourage cooperation, and frustrate employees.

This Framework outlines key considerations for developing a party’s gender policy, and addresses a variety of thematic areas essential for the advancement of women and promotion of gender equality within political parties, including leadership formation, internal decision making, internal oversight and institutional development, candidate recruitment, party programmes and platform development, outreach to voters, and campaigns.