BAsic of GAD.pptx

Army Vision: By 2028, a world class Army that is a source of national pride.
Army Core Purpose: Serving the people. Securing the land.

NAME: MAJOR MARANI MINERO- ILAGAN (AGS) PA
UNIT ASSIGNMENTS:
G1, 2ID
2ND MIBn, 2ID PA
APMC
OCG PA
CSSS TRADOC
SOS & ALDEC, TRADOC
GAD-RELATED SEMINARS/TRAINING
Gender Fair Education, GST
GAD Training of Trainers
IDT, IDTTC, CUR DEV COURSE

EXPECTATION
SETTING

Gender and
Development
Basic
Concepts
of

Discuss the basic concepts of Gender
and Development (GAD) (C3)

Discuss the historical background and legal
framework of GAD (C2)
Determine the difference between the concepts
of sex and gender (C3)
Discuss the GAD in the Philippine Army (C3)
Identify gender biases and its manifestations,
gender issues that arise from the unequal status of
women and men as a result of gender biases (C3)

Historical Background and Legal Framework of GAD
Sex and Gender Concepts
Gender Biases and its Manifestations, Gender Issues
GAD in the Philippine Army

ELO Tool Score
ELO 1 FE-NG (OR) NG
ELO 2 FE-GPE (GP) 25%
ELO 3 FE –GPE (GP)
50%
ELO 4 FE-GPE (GP) 25%
• Two (3) GPE (GP) with Rubrics- 75%
• One (1) ITI (Essay) with rubrics- 25%

Republic Act 8353 & 8505. Anti-Rape Law of 1997 and Rape Victim Assistance and Protection Act of 1998.
HPA Letter Directive dated 28 March 2014. PA-Wide Gender Mainstreaming Program.
Books
Masilungan, Elena O. (2003) Transforming Government to Think and Act GAD: A Handbook on Gender and Development Training
Book 1. Manila: NCRFW and CIDA.
Masilungan, Elena O. (2003) Transforming Government to Think and Act GAD: A Handbook on Gender and Development Training
Book 2. Manila: NCRFW and CIDA.
Philippines (Republic). (2014) The Philippine Army Handbook on Gender and Development. Philippine Army
Philippines (Republic). (2014) What the Army Needs to Know about Gender and Development. Philippine Army.
Chege, R. A Curriculum For The Training of Trainers In Gender Mainstreaming, African Women’s Development and Communication
Network, FEMNET: Nairobi,Kenya
Pamphlet
What the Army Needs to Know about Gender and Development, 2014; "Kreativo Koncepto"
Republic Act 787, Sexual Harassment Act of 1995
Republic Act 8353, Anti-Rape Law of 1997
Republic Act 9208, Anti-Trafficking in Persons Act of 2003
Republic Act 9262, Anti Violence Against Women & Children of 2004
Republic Act 9710, The Magna Carta of Women of 2009
Laws and Directives
Online
un.org/webcast
http://www.slideshare.net/reddemujeres/strategic-plan-of-women-for-a-better-world
www.gender.cawater-info.net/what_is/chronology_e.htm
https://cn2collins.wordpress.com/2013/03/19/the-wid-wad-gad-approach-on-gender-development/
Others
Handouts from GAD Training of Trainors

Photo credits: https://www.google.com/imgres?imgurl=http://www.army.mil.ph/apc2015/header.png&imgrefurl=http://www.army.mil.ph/apc2015/apc-civilian.htm&h=216&w=900&tbnid=nW14glAQH9mrJM:&docid=V2QKiObQUATqOM&ei=Bfn0VtWqKoWk0ASZrKioAQ&tbm=isch
https://oacpaarmy2012.files.wordpress.com/2015/06/img_9873.jpg
Note to instructor: THIS SLIDE WILL BE REPLACED DEPENDING ON THE RELATED TOPIC
OF A PARTICULAR CAREER COURSE OR IN SERVICE TRAINING )

HISTORICAL BACKGROUND
AND
LEGAL FRAMEWORK OF GAD

Historical Background of GAD
The Main Theoretical Approaches:
1. The Welfare Approach
2. Women in Development (WID)
3. Women and Development (WAD)
4. Gender and Development (GAD)

Theoretical Approaches:
- originated in 1950s to the 1970s during the era
of decolonization and political transitioning in most
African and Asian countries.
- a response to most of the newly independent
countries’ outcomes of inequalities among the local
elites and the common man in each nation.

T I M E L I N E
24 October 1945
- to promote and
encourage
"fundamental
freedoms for all
without distinction as
to race, sex,
language, or
religion."
UN Charter:
"Fundamental freedoms for all"
21 June 1946
Tracking progress: Commission on
the Status of Women
-The Commission on the
Status of Women (CSW) is
established as the first
global intergovernmental
body exclusively dedicated
to the promotion of gender
equality and the
empowerment of women.
Source:http://www.un.org/un70/en/timelines/un-women
Concept:
Women’s Equality
Concept:
Women’s Equality
Welfare Approach

2. Women in Development (WID)
-originated as a result of three major feminist
moments/waves concerning feminine conditions.
a. women’s suffrage movement
b. the social and cultural inequalities women
were faced with in everyday affair
c. “Women’s Role in Economic Development”
- helped to ensure the integration of women into
the workforce and increase their level of
productivity in order to improve their lives.

T I M E L I N E
10 December 1948
- the first global
recognition that
there are basic
inalienable rights
and fundamental
freedoms that apply
to every human
being.
The Universal Declaration of
Human Rights
8 March 1975
International Women’s Day, Year &
Decade
-the UN begins
commemorating
International Women's Day
(8 March). The UN General
Assembly proclaims 1976-
1985 the UN Decade for
Women: Equality,
Development and Peace to
implement the action plan.
.
Concept:
Women’s Equality
Concept:
Women in
Development
Welfare Approach to Women in Development

3. Women and Development (WAD)
- Originated in 1975 in Mexico city
- WAD focuses on the relation between
patriarchy and capitalism.
- Perspective: women have always participated
and contributed towards economic development,
regardless of the public or private spheres.

WID/WAD shortcomings
o Fell short in improving unequal relationships.
o Development projects failed to:
• consider the multiple roles carried out by
women, leading to a development model that
in the end is disadvantageous to women.
•integrate women fully into their implementation.

T I M E L I N E
24 October 1975
- 90% of women
walked off their jobs
and out of their
homes, shutting
down the entire
country. The men
could barely cope
Women of Iceland Strike for Equal
Rights
Concept:
Women in
Development
Women in Development

4. Gender and Development (GAD)
• originated in the 1980s by socialist feminism
• a development perspective and process that upholds
the concepts of:
– Participatory decision-making;
– Empowerment;
– Equity in the distribution of resources and
opportunities;
– Freedom from violence;
– Respect for human rights; and
– Support for self-determination and actualization of
human potentials.

T I M E L I N E
18 December 1979
In 1979, The UN
General Assembly
adopts the
Convention on the
Elimination of All
Forms of
Discrimination against
Women (CEDAW) ,
the "Women's Bill of
Rights"
Women's Bill of Rights
20 December 1993
End violence against women
-the UN General Assembly
adopts the Declaration on the
Elimination of Violence
against Women, making it the
first international instrument to
explicitly address and define
forms of violence against
women and laying out a
framework for action globally.
Concept:
Women and
Development
Concept:
Gender and
Development
Women and Development to Gender and Development

Terminologies Related to GAD
- The ability to recognize gender issues and to
recognize women's different perceptions and
interests arising from their different social position and
gender roles.
- often used to mean the same as gender awareness,
but it is actually the beginning of gender awareness.
Gender Sensitivity

- means that women and men enjoy the same status
and conditions and have equal opportunity for
realizing their potential to contribute to the political,
economic, social and cultural development of their
countries.
Gender Equality
EQUALITY means giving women and men the
same rights, responsibilities, opportunities
and participation.

- means fairness of treatment for women and men,
according to their respective needs.
- It means giving to those who have less on the
basis of needs, and taking steps to compensate for
historical and social disadvantages that prevent women
and men from otherwise operating on a leveled playing
field.
- Equity can be understood as the means, and
equality is the end. Equity leads to equality.
Gender Equity

Source: http://schoolsofequality.com/wp-
content/uploads/2014/09/equality-and-equity.jpg

1. Welfare
Approach
Originated in 1950s to
the 1970s during the
era of decolonization
and political
transitioning in most
African and Asian
countries
1950s
originated as a result
of three major
feminist
moments/waves
concerning feminine
conditions
1970s
2. Welfare in
Development
Perspective: women
have always participated
and contributed towards
economic development,
regardless of the public
or private spheres.
conditions
1975
3. Welfare and
Development
originated in the 1980s
by socialist feminism. A
comprehensive overview
of the social, economic
and political realities of
development.
1980s
4. Gender and
Development

5. The ability to recognize gender issues and to recognize
women's different perceptions and interests arising from their
different social position and gender roles.______________________
.
Gender Sensitivity
6. ____________________________Means that women and men
enjoy the same status and conditions and have equal
opportunity for realizing their potential to contribute to the political,
economic, social and cultural development of their countries.
Gender Equality
Sameness Fairness

The Main Theoretical Approaches:
2. Women In Development (WID)
3. Women And Development (WAD)
4. Gender And Development (GAD)
Terminologies Related to GAD:
 Gender Sensitivity
 Gender Equality
 Gender Equity
 Equity leads to equality.

GAD Legal Framework
Legal Bases on GAD

GAD Legal Framework
 United Nations Charter of
1945
 Universal Declaration of
Human Rights in 1948
 Convention on the Elimination
of all forms of Discrimination
Against Women (CEDAW)
was adopted by the United
Nations in 1979
International Conventions on GAD

GAD Legal Framework
 Beijing Platform for
Action (1995)
 Millennium Development
Goals (2000-2015)
 UN Security Council
Resolutions 1325 (2000)
& 1820 (2008)
 Sustainable
Development Goals
(2015-2030)

GAD Legal Framework
CEDAW
 Convention on the Elimination of all forms of Discrimination
Against Women.
 adopted in 1979 by the UN General Assembly.
 described as an international bill of rights for women.
 defines what constitutes discrimination against women and
sets up an agenda for national action to end such
discrimination.
 the only human rights treaty which affirms the reproductive
rights of women and targets culture and tradition as
influential forces shaping gender roles and family
relations.
 the Convention entered into force on 4 September 1981.
 as of 2007, 185 States Parties have ratified the Convention.

GAD Legal Framework
CEDAW
 The Philippines signed the Convention on 17 July 1980
during the United Nations Decade for Women.
 As a signatory to the Convention, the Philippines have been
reporting regularly to the UN committee on the Elimination of
All Forms of Discrimination Against Women.
 Countries that have ratified or acceded to the Convention are
legally bound to put its provisions into practice.
 They are also committed to submit national reports, at least
every four years, on measures they have taken to comply
with their treaty obligations.

GAD Legal Framework
RIGHTS GUARANTEED BY CEDAW
 Right to good quality education (articles 10 to 14)
 Right to comprehensive health services, including on family
planning (articles 11,12 and 14)
 Right to access loans and other forms of financial credits
(articles 13 and 14)
 Right to join leisure, sports and cultural activities (articles 10,
13 and 14)

GAD Legal Framework
 Right to represent the country internationally (article 8)
 Right to acquire, change or retain nationality and citizenship
(article 9)
 Right to decide on the number of children and on the number
of years between pregnancies (article 16)
 Right to shared parenting responsibilities (articles 5 to 16)
 Right to have equal access to jobs, benefits and social
security (articles 11 and 14)

GAD Legal Framework
 Right to be paid equally based on the work they do (article
11)
 Right to be free from all forms of violence whether physical,
sexual, emotional, mental or economic (General
Recommendation 12 and 19)
 Right to be free from all forms of slavery and prostitution
(article 6)
 Right to vote, run for election and hold public office (article 7)

GAD Legal Framework
BEIJING PLATFORM FOR ACTION: Action for Equality,
Development, and Peace
 Advocates the principle of shared power and responsibility
between women and men at home, in the workplace and in
the wider national and international communities.
 A transformed partnership based on equality between
women and men is a condition for people-centred
sustainable development, so that women and men can
work together for themselves, for their children and for
society to meet the challenges of the twenty-first century.

GAD Legal Framework
BEIJING PLATFORM FOR ACTION: Action for Equality,
Development, and Peace
 Requires the parties to advocate the principles of equal
rights, equal responsibilities and equal opportunities, and to
the equal participation of women and men in all national,
regional and international bodies and policy- making
processes –
• Through establishment or strengthening of mechanisms at
all levels for accountability to the world's women.

GAD Legal Framework

GAD Legal Framework
UN MILLENNIUM DEVELOPMENT GOALS (2000-2015)

GAD Legal Framework
UN SECURITY COUNCIL RESOLUTIONS 1325 & 1820
Women’s participation in
Peacebuilding,
Peacekeeping and
Peacemaking
Prevention of and
protection from
sexual violence
UNSCR 1325
(2000)
UNSCR 1820
(2008)
UNSCR 1889
(2009)
UNSCR 1888
(2009)
UNSCR 1960
(2010)
UNSCR 2106
(2013)
UNSCR 2122
(2013)

GAD Legal Framework
UN SUSTAINABLE DEVELOPMENT GOALS (2015-2030)

GAD Legal Framework
 Women in Development
and Nation Building Act
or RA 7192 (1992)
 Magna Carta of Women
or RA 9710 (2009)
 General Appropriations
Act or GAA (1995)
National Laws Mandating GAD

GAD Legal Framework
 National Action Plan on
Women, Peace and
Security
 Philippine Plan for
Gender Responsive
Development 1995-2025
National Laws Mandating GAD

GAD Legal Framework
Women in Development and Nation Building Act
(RA 7192)
 Recognizes women’s roles in nation
building
 Ensures fundamental equality before
the law of men and women
 Opened military training institutions like
the PMA to female entrants.

GAD Legal Framework
Magna Carta of Women
(RA 9710)
 Promotes women’s rights by outlining
provisions on women empowerment
and providing equal opportunities for
both men and women in the society.
 Specific provisions on women in the
security sector.
 institutionalized the GAD focal point
system in all government agencies.

GAD Legal Framework
General Appropriations Act (GAA)
At least 5% of total agency budget be attributed to GAD
following the PCW-NEDA-DBM Joint Circular 2012-01
Guidelines in the Preparation of Annual GAD Plan and
Budgets (GPB) and Accomplishment Reports Implementing
the Magna Carta of Women.

GAD Legal Framework
 Security sector agencies like the AFP and
PNP among the key implementers of NAP.
 Addressing issues on:
• Participation of women in all levels of
decision-making
• Protection of and Respect for human
rights of women and girls esp. in conflict
areas
• Gender-perspective in conflict processes
• Gender perspective in peace keeping
• Widespread or systemic sexual violence in
armed conflict
Philippine National Action Plan on Women,
Peace, and Security on UNSCRs 1325 & 1820

GAD Legal Framework
 Its formulation was mandated by the RA
7192’s IRR
 Promotes gender equity and equality to help
men and women actualize their potentials
through mainstreaming GAD in government,
foster gender-sensitive industry and
employment planning, adopt gender-
sensitive laws and promoted the value of
effective parenting and shared roles
Philippine Plan for Gender Responsive
Development 1995-2025

DND Issuances on GAD
• Memorandum from the Secretary of National Defense
dated 28 March 2008, subject: Rescission of Paragraph
3a of AFPRG 131-352, series of 1995.
• Department Circular Nr 01 dated 22 February 2011,
subject: Use of Non-Sexist Language in All Official
Documents, Communications, and Issuances in the
DND.
subject: Guidelines in Annual Gender and Development
Planning and Budgeting.

DND Issuances on GAD
subject: Guidelines on the Composition, Designation,
Roles, and Functions of GAD Focal Point Committee at
the DND Proper and its Bureaus.
subject: DND Gender and Development Reporting and
Monitoring System.

GHQ, AFP Issuances on GAD
• Circular Nr 08 dated 04 May 1993, subject: Permission
to Marry of Military Personnel.
• Personnel Directive Nr 03 dated 20 August 2008,
subject: Marriage, Pregnancy and Maternity Leave of
Female Personnel in the Active Service, AFP.
• Personnel Directive Nr 04 dated 26 August 2008,
subject: Policies, Guidelines and Procedures in the
Disposition of Rape, Sexual Harassment and other
Sexually-Related Cases in the AFP.
• Personnel Directive Nr 05 dated 12 September 2008,
subject: Procurement, Separation, and Retirement of
Female Members of the AFP.

• Personnel Directive Nr 06 dated 23 September 2008,
subject: Training, Classification, Assignment, Utilization,
Career Pattern and Promotion of Female Military
Personnel.
• Letter Directive Nr 01 dated 08 January 2009, subject:
Changes in the AFP Female Military Uniform.
• Personnel Directive Nr 02 dated 09 February 2009,
subject: Guidelines in the Disposition of Domestic-
Related Offenses of AFP Personnel.

• Letter Directive Nr 30 dated 15 October 2010, subject:
Gender and Development Focal Point System in the
AFP.
• Letter Directive Nr 03 dated 09 April 2011, subject:
Military Values Education Action Plan.

SEX AND GENDER
CONCEPT

Sex and Gender
SEX
and
GENDER

SEX OR GENDER, What is it?
1.XX
2.Leader
3.Follower
4.Child rearing
5.Menstruation
6. Sperm cell
7. Adam’s Apple
8. Child bearing
9. Penis
10.Carpentry

Sex and Gender
• physical - body contour,
features, genitals,
reproductive organs
• genetic - chromosomes,
hormones
• label - female or male;
man or woman
SEX
- is universal and fixed i.e., does not
change in time or location
is concerned with differentiating
people based on biological attributes
such as:

Sex and Gender
DIMENSION OF SEX
SEX DIMENSION MALE FEMALE
1. Chromosomes
2. Gonads
3. Hormones
4. External genitalia
5. Internal accessory
organs
6. Secondary sex
Characteristics
XY
Testes,
Androgens
Penis, Scrotum,
Prostate, seminal vesicles,
vas deferens Beard, low
voice,
sperm emission
XX
Ovaries
Estrogens
Labia, Clitoris,
Breasts
Vagina, uterus,
fallopian tubes,
menstruation

Sex and Gender
GENDER is concerned with differentiating
people based on perceptions, roles,
and social expectations
Gender is learned or acquired, and changes
from country to country or through time
It is concerned
about femininity
or masculinity

Sex and Gender

Sex and Gender
• Gender roles are the
characteristics, attitudes,
feelings, and behaviors that
society expects of females
and males
• Gender identity refers to
one’s perception of him or
herself as either masculine
or feminine.
clevelandclarion.com
mrsguillory.weebly.com
your personal sense of self as a man
(boy) or a woman (girl).
everything you feel, think, say and do that
shows to others that you are a man or a
woman.

How are gender roles developed
Gender
identity
Gender
Stability
Gender
Constancy
The ability to
correctly label
oneself and others
as male or female
9-12 months, treats
male and female
faces as different; 2-
3 years old can
correctly label an
individuals gender
Gender
identity
Gender
Stability
The
understanding
that gender is a
stable, life-long
characteristic
4 years old-
understands that
gender is
permanent
Gender
Constancy
The recognition that
someone stays the same
gender even though she/he
may appear to change by
wearing different clothes or
changing their hair length.
4-5 years old- can
understand that gender is
constant
Gender
Roles
Source: Cognitive Development Kohlberg (1966)

Feminine Masculine
perception
weak, emotional,
secondary
earner,sensitive
strong, rational,
Primary earner
can’t feel
hard work, take on
leadership,
(haligi ng tahanan)
ossno care-giving
productive roles
do the harder work,
always be smart, compete,
get the best, don’t cry
expectations,
roles
no hard work,
better in parenting
Nurturing this
reproductive roles
(ilaw ng tahanan)
stay at home, just
obey, don’t assert,
don’t participate
in major decisions

Sex and Gender
Biological Determinism
-A theory that biological
differences between women and
men dictate a difference in
social roles and personality, and
that these differences reinforce
the notion that men are superior
and women are inferior.
Biological differences between women and men dictate a
difference in social roles and personality.
i.e
.Males are built to provide and protect;
women are built to be passive and perform
domestic work

Sex and Gender
Gender roles and characteristics:
– learned and transmitted through socialization;
– changeable over time; and
– have wide variations both within and between
societies and cultures.

Sex and Gender
Gender role socialization
- is the lifelong process of learning to be masculine or
feminine, primarily through four main agents of
socialization: families, schools, peers, and the media.

Sex and Gender
How we learn gender roles
• Social learning theory:
– Learning occurs through reinforcement or imitation and
modeling.
• Cognitive development theory:
– acquire female or male values on their own by thinking,
reasoning, and interpreting information from their environments.
– Gender schema theory suggests people have mental
organization systems (schemas) to help them identify as male
or female.
• Feminist approaches:
– Gender is a role that is socially constructed.
– Focus on power differences and inequality.

Sex and Gender
• Families are usually the primary source of socialization
and greatly impact gender role socialization.
• Social learning theory suggests that the babies and
children learn behaviors and meanings through social
interaction and internalize the expectations of those
around them.
– remember: we learn gender, we are not born knowing
who wears pink
What Influences Gender Roles?

Sex and Gender
• Schools also socialize children into their gender roles.
• For instance, research shows that teachers treat boys
and girls differently.
• This may teach children that there are different
expectations of them, based on their sex.

Sex and Gender
Social construction of gender
- refers to the systematic processes and institutions
which society uses to ascribe attributes, roles,
responsibilities and expectations to males and
females within the cultural context.
- Expectations regarding proper:
• Behavior
• Attitudes
• Activities
• Roles in work
• Reaction to others

Sex and Gender
Patriarchy:
- The "rule of the father," or a universal political
structure that favors men over women. It was originally
used by anthropologists to describe the social structure in
which one old man, the patriarch, has absolute power
over everyone else in the family.
- The ideology of male precedence and domination.
Matriarchy:
- The ideology of female precedence and domination.

Sex and Gender
Traditional Views
and Gender Roles
• Instrumental roles direct men to be procreators,
protectors, and providers.
• Expressive roles direct women to provide
emotional support by being warm, sensitive, and
sympathetic. Women are the kin keepers and
family mediators.

Sex and Gender
Traditional Views
and Gender Roles
• Benefits
– Promote stability, continuity, and predictability
– Expectations are clear
• Costs
– For men, losing a job can become catastrophic.
– Women can feel trapped in exhausting, never
ending tasks of housekeeping.
– Both men and women can be unhappy.

Sex and Gender
Gender Roles in the Workplace
• Two key issues affect women: men, their partners and
families:
– Sex discrimination continues to exist in many
professions.
– Sexual harassment is any unwelcome sexual
advance or other conduct that makes a person
uncomfortable and interferes with her or his work.
• Many men are confused about what sexual
harassment is and many women are reluctant to
report it.

Sex and Gender
Contemporary Gender Roles
• Gender and the consumer marketplace
– Numerous examples exist where women are
overcharged for car and home repairs or receive
inaccurate financial advice.
• Gender and Communication
– Deborah Tannen, a sociolinguist, suggests men and
women have different communication styles that
include:
• Different purposes
• Different rules
• Different ways of interpreting communications

Sex and Gender
Religion and Gender Roles
• Parenting
– Religion shapes gender roles and family roles in many
ways.
• Domestic Roles
– Religion shapes the division of labor in the home.
• Role models
– Religion influences role models.

Sex and Gender
Gender Roles vs Sex Roles
Gender roles are culturally defined attitudes,
behaviors and social positions that are based on
sex.
Sex roles are those that are based on an
occupation, such as being a housewife, or a
biological function, such as motherhood.
Pregnancy is a sex role because only women have the ability to bear
children.
Child rearing is actually a gender role because child
rearing must involve both women and men.

these gender perceptions and process….
…can develop, evolve, mature into gender
biases and issues

1. “What you were born with” Sex
Gender
2. Culturally and socially dictated
3._______________________________________the systematic
processes and institutions which society uses to ascribe attributes, roles,
responsibilities and expectations to males and females within the cultural
context.
Social construction of gender
4. ________________________________everything you feel, think, say
and do that shows to others that you are a man or a woman.
Gender roles
5. ________________________________your personal sense of self as
a man (boy) or a woman (girl).
Gender identity

Concepts of sex and gender (C2)
• Sex - the biological characteristics with which we
are born.
• Gender -the learned attitudes and behaviors that
characterize people of one sex or the other.
• Gender roles -characteristics, attitudes, feelings,
and behaviors that society expects of females and
males.
• Gender identity- one’s perception of him or herself
as either masculine or feminine.
• Biological Determinism-Biological differences
between women and men dictate a difference in social
roles and personality.

Concepts of sex and gender (C2)
We learn Gender roles thru:
• Social learning theory:
• Cognitive development theory:
• Feminist approaches
Gender Ideologies: The system of thought and values
which determine societal practice.
Patriarchy: The ideology of male precedence and
domination.
Matriarchy: The ideology of female precedence and
domination.

gender perceptions and process….
…can develop, evolve, mature into gender
biases and issues

GENDER BIASES & ITS
MANIFESTATION

GENDER BIASES
and
its manifestations

Gender Biases and its Manifestations
Cultural beliefs
Perceptions
Practices
Values
Roles
Attitudes
Structural arrangements
that favor one sex
over the other, not on
the basis of individual
merits but on what
society recognizes as
having greater value

Cultural beliefs, perceptions,
practices, values, roles, attitudes and
structural arrangements that favor one
sex over the other, not on the basis of
individual merits but on what society
recognizes as having greater value.

Source: http://www.wsj.com/articles/gender-bias-at-work-turns-up-in-feedback-1443600759

THE IMPOSSIBLE
DREAM

• Stereotyping
• Subordination
• Double/multiple
burden
• Marginalization
• Gender Division
of Labor
• VAWC
MANIFESTATIONS OF GENDER BIAS:

 Automatic labels, characteristics
or roles given to men and
women that are dictated by
culture and society .
◦ Society’s institution (family,
schools, government, church,
media) reinforced a biased
perception of women as the
weaker sex, and their roles,
functions and abilities as
primarily tied to the home.
Gender Stereotyping
Source: genderspectrum.weebly.com

1 2
WHICH PHOTO SHOWS GENDER STEREOTYPING?

• Imposing that power and
leadership in the home,
community, workplace, and in
society must be occupied by
men.
• Preventing or blocking the
person from going up the ladder
because of their sex.
Subordination

• Assumption and performance of
several tasks or responsibilities
– Even if women hold jobs outside
the home, essentially putting in
the same working hours as the
men, and participate in
community activities, housework
and child family care are still
primarily considered as a
woman’s concern.
Multiple Burden

 Women’s work, especially
their reproductive
functions of child bearing,
child rearing and family
care and housework, are
not considered as directly
contributing to economic
development.
Source: www.eyeartcollective.com
Marginalization

Gender Division of Labor
• The allocation of
differential tasks, roles,
responsibilities and
activities to women and
men according to what
is considered socially
and culturally
appropriate.
Source: http://photos1.blogger.com/blogger/274/2073/1600/division%20of%20labour.2.gif

Violence Against Women (VAW)
• is any act of gender-based violence
that results in, or is likely to result
in physical, sexual, psychological
harm or suffering to women,
including threats of such acts,
coercion or arbitrary deprivation of
liberty, whether occurring in private
or in public spheres.”
– Women become victims simply
because of they are women and
occupy a subordinate status in society.

Forms of VAW
Physical Abuse
Psychological Abuse
Sexual Abuse
Economic
Abuse

WHAT ARE THE MANIFESTATIONS OF GENDER
BIAS:
1. Stereotyping
2. Subordination
3. Double/multiple burden
4. Marginalization
5. Gender Division of Labor
6. VAWC

Gender Bias and its Manifestations
Gender bias - Cultural beliefs, perceptions, practices, values, roles,
attitudes and structural arrangements that favor one sex over the other, not
on the basis of individual merits but on what society recognizes as having
greater value.
1. Stereotyping
2. Subordination
3. Double/multiple burden
4. Marginalization
5. Gender Division of Labor
6. VAWC
Manifestations of gender bias:

www.slideshare.net

Gender Issues
Gender issues pertain to beliefs, ideas,
attitudes, behavior, systems and other
factors that block peoples’
capacity to do and to be

Gender Issues
Gender issues affect everybody,
men or women, rich or poor,
young or old, etc. in all spheres
of life.
Varying perspectives on what it
means to be a male or female

Gender Issues
Gender Issues
• Problems and concerns that arise from the unequal
status of women and men as a result of our
gender biases.
– Reflected in and perpetuated by laws, policies,
procedures, systems, programs, projects and
activities of government.

Gender Issues
Manifestation of Gender
Bias
Resulting Gender Issues
Family Workplace
Marginalization (not
giving value to women’s
contributions
Voiceless; no informed
participation in decision-
making
Dispensable – can be
terminated anytime;
Voiceless; not a priority
Subordination (women
are always looked at as a
follower)
Dependency; not
assertive; follower; victim
Follower; Cannot question
those in authority; victim
Gender Stereotyping
(giving automatic labels to
women and men)
Judged as weak; passive;
indecisive
Capability to perform
leadership roles is belittled
Gender Division of Labor
(allocation of socially and
culturally appropriate roles
and responsibilities to men
and women)
Men – hard labor
Women – household
chores like cooking,
washing, caring for
children
Limitation in the work and
assignments that women
and men can do

Gender Issues
Manifestation of Gender
Bias
Resulting Gender Issues
Family Workplace
Multiple Burden (giving
women reproductive and
productive roles)
Even if women has work,
she is still given the
primary duty to raise the
children
Men are not given the
opportunity to experience
home-life service
“Napapag-initan ng boss
kasi laging late at absent”;
bringing children in the
office – yung anak
pakalat-kalat o kaya
nakahiga sa ilalim ng
lamesa
Malimit denied ang
requests for leave
Violence Against Women
(women are being abused
because of the subordinate
status they occupy in the
family and the community)
Violation of rights as a
human being
Confidentiality not
practiced – both for
complainant and
respondents

Gender Issues

Discuss:
Gender issues pertain to beliefs, ideas,
attitudes, behavior, systems and other
factors that block peoples’
capacity to do and to be

Gender Issues as a result of Gender Bias
On the issue of gender inequality, men and women are to blame
– and men and women are therefore the solution.
Gender equality is all-inclusive, and therefore requires inclusive
action.
There are many issues and factors – societal and biological –
that impact on the issue, so in order to find a solution to
address it, it will require careful planning and considerate
dialogue as well as the acknowledgement of what tools in
society (e.g. the media) perpetuate it, and what we can do to
stop that.

GAD IN THE
PHILIPPINE ARMY

Philippine Army Issuances on GAD
• Letter Directive dated 15 August 2006, subject: Utilization
of Female Line Personnel in the Philippine Army.
• Letter Directive dated 26 July 2011, subject: PA Day Care
Center Concept of Operation.
• Letter Directive dated 31 August 2011, subject:
Implementing Guidelines on Gender and Development
(GAD) Focal Point System in the Philippine Army.
• Letter Directive Nr 02 dated 09 July 2014, Utilization of
the GAD Budget

• Letter Directive Nr 04 dated 27 August 2014, subject:
Mainstreaming Gender in the Philippine Army.
• Letter Directive Nr 05 dated 27 August 2014, subject:
Guidelines for the Preparation and Submission of Annual
GAD Plan and Budget and Accomplishment Report.
• Letter Directive Nr 06 dated 05 November 2014, subject:
Activation of the Office of the Army Gender and
Development

• Letter Directive dated 19 May 2015, subject:
Implementing Policy on Gender and Development Focal
Point System in the Philippine Army
• Letter Directive dated 12 August 2015, subject: Creation
of Gender and Development Office (GADO) at PAMU
Level

6 Reasons WHY the Philippine Army should
Engage in GAD
1. Gender Equality is a primary concern which is mandated
by international and national laws
– significant implications on military operations, strategic,
operational and tactical levels, in and outside the organization, in
combatant and non-combatant situations, and in war and
peacetime.

2. The underlying principles of GAD is founded on Human
Rights
– The government and its instrumentalities, including the AFP,
along with civil society and business sectors, pursue human
rights through their respective organizational mandates, and
legal and institutional mechanisms. The World Conference on
Human Rights states that “In time of war and peace, an
environment that maintains and promotes human rights,
democracy and the peaceful settlement of disputes in
accordance with the principles of non-threat or use of force
against territorial integrity or political independence or respect of
sovereignty as set forth in the Charter of UN is an important
factor for the advancement of women”.
Engage in GAD

3. Existence of biases in women and men
– constraints the full and equal development of both sexes.
4. Gender and armed conflict is a major critical concern
– identified in the 1995 UN Platform of Action on Women.
Further, the Geneva Convention for the Protection of Civilians in
Time of War (1949) and Additional Protocols of 1977 provide that
women shall especially be protected against any attack on their
honor, in particular against humiliating and degrading treatment,
rape, enforced prostitution or any form of indecent acts.
Engage in GAD

5. Men have important roles and stakes in advancing gender
equality
– as fathers, sons, partners, spouses and workers as well as
advocates of rights, and guardians of territories and people.
6. Gender equality is an indicator of good governance and a
requisite for sustainable human development
– These are values and objectives pursued by the military
especially in “winning the peace” and becoming a “professional
army worthy of national pride”.
Engage in GAD

PA GAD Milestones
2007 – GAD is incorporated in
the Philippine Army and
introduced first in Civilian
Employee.
2009 – Uniformed personnel
were included in the programs,
paving the way for the
establishment of the Gender and
Development Section at OG1,
PA.

2011 – Creation of the Philippine
Army Gender and Development
Focal Point System (PA
GADFPS).
15 October 2014 – Philippine
Army approved the activation of
the Office of the Army Gender
and Development (OAGAD).
PA GAD Milestones

16 August 2015 – Philippine
Army finally approved the
activation of the Gender and
Development Office (GADO) at
PA Major Units (PAMU) level.
10 December 2015 – PA
launched its Gender-Based
Violence (GBV) Referral System.
PA GAD Milestones

2015
Conducted MTT on GAD
Planning and Budgeting with
GST to PAMUs & HPA Offices.
Conducted Trainers’ Training to
develop GAD SMEs in PAMUs &
PA Training Schools.
Revised the PA GAD Focal
Point System policy.
Conducted the GAD Plan &
Budget (GPB) 2017 Review by
PA GFPS Executive Committee
headed by VCPA.
PA GAD Milestones

GHQ AFP STAFF MEMORANDUM NR 01 DTD 04 FEB 2015
Activation of Office of the Army Gender and Development

Office of the Army Gender and Development
RESPONSIBILITY
 The Office of the Army Gender and Development (OAGAD) is a
special staff of the Commanding General, Philippine Army on all
matters pertaining to Gender and Development (GAD).
FUNCTIONS
A. Acts as the primary policy-making and coordinating body on gender
equality concerns in the PA;
B. Conducts assessment of gender-responsiveness of systems,
structures, policies, programs and procedures of the Army based on
the priority needs and concerns of military and civilian personnel;
C. Develops, recommends and monitors gender-responsive and
conflict-sensitive policies, plans, programs, systems and
mechanisms aligned with the Army Transformation Roadmap (ATR)
and PA’s thrusts and programs;

FUNCTIONS
D. Facilitates advocacy activities and other capacity-building programs on
gender and development;
E. Leads the preparation and submission of Annual PA GAD Plan and
Budget and Accomplishment Report;
F. Monitors and reports the status of gender mainstreaming efforts and
other performance/accomplishment reports vis-à-vis GAD PAPs and
budgets; and,
G. Establish and maintain continuous strong linkages and partnerships
with the Philippine Commission on Women (PCW), non-government
organization, and people’s organization relative to the effective and
efficient implementation of gender related programs, projects and
activities and for a sustained GAD mainstreaming.

ORGANIZATIONAL STRUCTURE
OAGAD
ES
AB PBB
PRB CDB
6 9
2
2
1
1
(1) 1 (1)
1
(1) 1
2
1
1
1
1 1
1
1
WD
SECTION
PAP DEV
SECTION
M&E
SECTION
1

PA GAD Enabling Mechanisms
 Establish, strengthen, and sustain structures to
implement gender mainstreaming
• PA GAD Focal Point System
• OAGAD
• GAD Focal Point Committee in the HPA Offices
• GAD Offices in the PA Major Units
 Implementation of the PA Gender Mainstreaming Policy
• HPA Ltr dir 04 dtd 27 Aug 2014 Subj: Mainstreaming
Gender in the PA

 HPA Ltr Dir dtd 19 May 15, Subj: Implementing Policy
on Gender and Development (GAD) Focal Point System
in the PA
 MCW IRR Rule VI Sec. 37 C(2) General Functions of
GAD Focal Point
“The GFP shall take the lead role in direction-setting,
advocacy, planning, monitoring and evaluation, and
technical advisory on mainstreaming GAD perspectives in
the agency programs, activities and processes.”
Philippine Army Gender and Development Focal Point
System (PAGADFPS)

EXECUTIVE COMMITTEE
Chairperson: Vice Commander, PA
Co-Vice Chairperson: Chief of Staff, PA
Co-Vice Chairperson: Most Senior Female Officer in HPA
Members:
ACS for Personnel, G1
ACS for Intelligence, G2
ACS for Operations, G3
ACS for Logistics, G4
ACS for Plans, G5
ACS for CEIS, G6
ACS for CMO, G7
ACS for Education & Training, G8
ACS for Reservist & Retirees Affairs, G9
Army Judge Advocate
Chief, ARMO
Chief, AGSMO
Chief, MFO
Chief, Civilian Personnel
Secretariat: Chief, OAGAD
Philippine Army Gender and Development Focal Point System
(PAGADFPS)

TECHNICAL WORKING GROUP
Chairperson: Deputy G1
Co-Vice Chairperson: Second Most Senior Female Officer (HPA)
Co-Vice Chairperson: Deputy ARMO
Members:
GAD Officer, G1
GAD Officer, G2
GAD Officer, G3
GAD Officer, G4
GAD Officer, G5
GAD Officer, G6
GAD Officer, G7
GAD Officer, G8
GAD Officer, G9
GAD Officer, AGSMO
GAD Officer, AHRO
GAD Officer, OESPA
GAD Officer, APM
GAD Officer, OACE
GAD Officer, OTIG
GAD Officer, MFO
GAD Officer, ARMO
Chief, OACCS
Chief, Career Advisory Division, APMC
Army Sergeant Major
Secretariat: Chief, OAGAD
(PAGADFPS)

GAD FOCAL POINT COMMITTEE (PA MAJOR UNITS LEVEL)
Chairperson: Second in Command
Committee Members:
Most Senior Female Officer (PAMU HQ)
GAD Officer, G1
GAD Officer, G2
GAD Officer, G3
GAD Officer, G4
GAD Officer, G6
GAD Officer, G7
GAD Officer, G8
GAD Officer, MFO
Chief, Chaplain (PAMU)
Division Sergeant Major
Most Senior Female EP (PAMU HQ)
Division Civilian Supervisor
Secretariat: GAD Officer for PAMU
(PAGADFPS)

GAD FOCAL POINT COMMITTEE (BRIGADE LEVEL)
Chairperson/GAD Focal Point Person: Deputy Brigade Commander
Committee Members:
GAD Focal Point Officer/S1
Intelligence Officer, S2
Operations Officer, S3
Logistics Officer, S4
Civil-Military Operations Officer, S7
Brigade Sergeant Major
Recorder: GAD NCO
(PAGADFPS)

GAD FOCAL POINT COMMITTEE (BATTALION LEVEL)
Chairperson/GAD Focal Point Person: Battalion Executive Officer or
Equivalent
Committee Members:
GAD Focal Point Officer/S1
Intelligence Officer, S2
Operations Officer, S3
Logistics Officer, S4
Civil-Military Operations Officer, S7
Battalion Sergeant Major
Recorder: GAD NCO
(PAGADFPS)

GAD FOCAL POINT COMMITTEE
(COMPANY LEVEL OR EQUIVALENT LEVEL)
GAD Focal Point Officer: Company Executive Officer or Equivalent
Recorder: GAD NCO
(PAGADFPS)

PA Gender Mainstreaming Efforts
HPA OFFICES
Command
General Staff
Personal Staff
Special & Technical Staff
PAMUs
Combat Units
Combat Support Units
Combat Service Support Units
HORIZONTAL
MAINSTREAMING
VERTICAL
MAINSTREAMING
PA GAD FOCAL POINT SYSTEM
Executive Committee
Technical Working Group
OAGAD

 Strengthened structures and enabling mechanism
• Revision of the PA GAD FPS
• Office GAD committees
• PAMU GAD Offices
 Levelling of understanding about GAD, its mandates,
objectives and deliverables
• Communication and cascading strategy to all staff and
PAMUs
• GAD lectures included in all leadership symposiums
 Capacity Development Program
• Gender Sensitivity Training (GST)
• GAD Planning and Budgeting (GPB) Workshop
• GAD Training of Trainers
• NAP-WPS Workshops

 ATR and CGPA Scorecard; PA Flagship Programs
 PA Personnel MIS and ARMO MIS
 Budget Development mechanisms
• PBDG Development
• APB Development
 Audit Mechanisms
• Army Internal Audit (AIA)
• Inspector General (IG)
• GAD audit
 Evaluation and Review Mechanisms
• Program Performance & Budget Execution Review
(PPBER)
• Program Budget Advisory Committee (PBAC) and
PBAC-WG
• Army Strategic Mgmt Committee (ASMC)

Current Thrust
Integration of GAD perspective in Mission Areas
 Addressing threat situation – NAP-WPS
 Sustaining morale and the will to fight – Family Welfare
and Advancement Program

Way Ahead
Sustain GPB and GAD AR generation processes & mechanisms
 Address gaps in GFPS
 Find ways for long-term sustainment
 Cascade GAD trainings thru PA Training, Battalions of
Excellence (BOE) and Reserve Force Development Programs
 Develop HGDG templates for staff with PA-wide fund GAD
attributions
Continue institutionalization of gender mainstreaming in all staff
functional areas
 PA GAD Action Plan CY 2016

 Historical Background and Legal
Framework of GAD
 Sex and Gender Concepts
 Gender Biases and its Manifestations
 Gender Issues
 GAD in the Philippine Army

 Discussed the basic concepts of Gender and Development
(GAD) (C3)
 Discussed the historical background and legal
framework of GAD (C2)
 Determined the difference between the concepts of sex
and gender (C3)
 Identified gender biases and its manifestations (C2)
 Determined the gender issues that arise from the
unequal status of women and men as a result of gender
biases (C3)
 Discussed the GAD in the Philippine Army (C3)
For the ELOs, have we..
TLO, have I facilitated learning on how to…

SAMPLE ONLY
Essay Question: As a Staff Officer, how can the Philippine Army attain its goal of being a “gender-sensitive and gender-
responsive Army”?
Discuss using the following guide questions:
•In your own understanding, what is a “gender-sensitive and gender-responsive Army”? (not less than 100 words)
•What are the current initiatives of the Philippine Army that contributes in the attainment of the said goal. (not less than
100 words)
•What are the legal bases/mandates/policy of these initiatives. (not less than 100 words)
•How can you contribute in the accomplishment of a “gender-sensitive and gender-responsive Army”? (not less than
100 words)
Reminders:
a.Follow the IBC format with not less than 500 words.
b.It should be typewritten with line spacing of 1.15 spaces in between lines.
c.Font: Arial 12
d.Margins: Top and Bottom – 1”; Left and Right - 0.75”
e.Students may open their notes, handouts and can use other form of references (e.i. internet, newspaper).
f.Referencing is encouraged if the student used other author’s idea in case the student wanted to emphasize personal
evaluation. Do not copy the personal evaluation/ opinion of other people from the references used.
g.Submission will be 72 hours after the discussion or in case of weekends, it will be submitted on Monday before the class
starts. All papers should be collected by the marcher and submit them to the instructor.
h.The examination represents 25% of the students’ total grade in this subject.
NOTE TO INSTRUCTOR : THIS MATERIAL (exam) IS INTENDED FOR SOC STUDENT

"Army Vision: By 2028, a world class Army that is a source of national pride."
"Army Core Purpose: Serving the people, securing the land."

MEN AND WOMEN
IN EQUALITY;
ENDOWED WITH
THE SAME DIGNITY.

May GAD
be with you!

END OF
INSTRUCTION

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