MARÍA JOSÉ BECERRA MORO| ENGENDERING SOCIAL SECURITY AND PROTECTION Contributory social security: The Chilean pension re­form illustrates the decision of improving gender pari­ty in pensions through an increase in women’s pension funds by means of a bonus for each live birth. This is applied universally, without considering employment, social, or economic conditions, nor whether or not the beneficiaries have contributory support. The bonus equates to approximately 600 US dollars per child – this amount accumulates value until the woman reaches the age of 65. When that date is reached, the bonus is depo­sited in her pension fund(Administradora de Fondo de Pensiones / AFP), where it augments her savings and the final pension she will receive. The establishment of this benefit has, at its core, the recognition of unpaid care work, which continues to be carried out mostly by wo­men, and its transformation – that is to say, to change the current unequal share of domestic work responsibili­ties between men and women. Regional co-ordination and relevant statistics: During the 10th Regional Conference on Women in La­tin America and the Caribbean held in Ecuador in 2007, the member States of ECLAC requested the creation of a gender equality observatory. Among its principal ob­jectives were: to analyse and highlight the achievement of international goals and objectives regarding gender equality; to design strategic gender inequality indica­tors and analytical tools for policymaking available to Governments as well as to produce an annual report on key topics on gender for the region(Gender Observato­ry). In line with this, Chile has developed surveys on early childhood(Early Childhood Survey/Encuesta Nacional de la Primera Infancia ENPI – Chile, 2010). Colombia is also currently developing one, as well as surveys on quality of life and time use, which will assist in the quantifica­tion of factors relating to caring that were previously not taken into account. 5. Conclusion Latin America has developed its social security models based on the cornerstones of employment and contri­butory and non-contributory social security. Many of those policies have achieved their objective of reducing poverty and vulnerability, and are increasingly incorpo­rating gender perspectives – both in their design and implementation. The increased presence of women in the decision-making sphere and the needs that arise from having more women in the labour market explain in large measure the increased gender awareness in so­cial security policies. Nevertheless, a number of issues that need to be addressed by Governments remain if gender equality is to be set at the heart of social security policies: n Social security plans need to be adequate, sustainable and gender-sensitive, covering contributory and non­contributory insurance that fulfils the minimum basic needs of an entire life cycle, and which are calculated to allow – in their respective benefits – for time credit for periods spent caring for others. n Social protection must be reviewed, reinforced, and extended to adequately serve the needs of those that live in poverty, taking into consideration the specific needs and priorities of women in relation to the un­equal distribution of unpaid work. n The development of employment policies and em­ployment guarantee programs, as well as cash trans­fer programs to families must be based on a gender analysis that has taken into consideration the needs and priorities of both men and women, and does not reinforce gender bias. n Regarding contributory social security, common tables for mortality rates specific to both sexes need to be es­tablished for the calculation of payments; retirement ages need to be progressively equalised for men and women; and provisions should be taken, be it for sub­sidising a child bonus or reducing the number of years for obligatory payments for women, in recognition of the time spent in domestic work, caring, and child­rearing. n A comprehensive paternity leave policy that pro­motes the rights of fatherhood must be developed. This policy should make use of features such as ex­clusive paid post-natal leave and should, at the very least, be extended to cover four weeks. In addition, gender, family, and work policies that recognise the joint responsibilities of men and women in childcare and upbringing should be promoted. In order to achieve progress in this direction, Govern­ments need good data and statistics to allow for in­formed policy making. This is why, it is important to sus­5