Jelina Tetangco and Cindy Cruz-Cabrera Women and the All UP Unions


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“Women and the All UP Unions: Mainstreaming the Women’s Agenda – An Integrated Field Work Paper” was written by Jelina (Jeng) Tetangco and Cindy Cruz-Cabrera as the final requirement for their field work with the All UP Workers Union and the All UP Academic Employees Union from November 2007 to March 2008.

Jeng and Cindy's fieldwork efforts covered the organization's first analysis conducted of women's participation, the mainstreaming of their agenda, and the consolidation of the gender committee and All UP Women's Solidarity.

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Jelina Tetangco and Cindy Cruz-Cabrera Women and the All UP Unions

  1. 1. WOMEN AND THE ALL UP UNIONSMainstreaming the Women’s AgendaAn Integrated Field Work PaperJelina Tetangco / Cindy Cruz-CabreraField Instruction ProgramWomen and Development Studies, UP CSWCDRead the full paper here:
  2. 2. Glossary of Gender Terms
  3. 3. Gender• A socio-cultural construction which: a) defines and informsnotions of femininity and masculinity, where each sexbehaves according to these notions or socially andculturally dictated identities and is expected to performsocial roles and tasks assigned to it; and b) are mistakenlybelieved to be natural and inherent.Gender equality• A quality or state of society where the both personalrelations and social, economic and political structures andinstitutions (the economy, the family, the state, religion, theeducational system and the mass media) are structured in anon-dominating way to allow the development of the fullpotential and creativity and self-determination of everywoman and man. A term which reflects an equal sharing ofpower between women and men, in their equal access toeducation, health, administrative and managerial positions,equal pay for work of equal value and equal seats inparliament, among others.
  4. 4. Gender awareness• The recognition that the life experiences, expectations, and needsof women and men are different, that many times they involveinequity, and that they are subject to change. In development andrelief work, gender awareness refers to the perception andrealization of the ways in which women and men participate in thedevelopment process, how they are affected by it, and how theybenefit from it. Experience has shown that without such awareness,not only will development and relief interventions fail to meet theneeds and serve the interests of all people they are intended tohelp, but they may indeed hinder the situation of women.Gender mainstreaming• Mainstreaming a gender perspective is the process of assessing theimplications for women and men of any planned action, includinglegislation, policies or programmes, in any area and at all levels. It isa strategy for making the concerns and experiences of women aswell as of men an integral part of the design, implementation,monitoring and evaluation of policies and programmes in allpolitical, economic and societal spheres, so that women and menbenefit equally, and inequality is not perpetuated. The ultimate goalof mainstreaming is to achieve gender equality.
  5. 5. Sexual division of labora) The assignment of tasks based on socially constructed genderdifferences, physical strength, and biological determinism wherechildcare and rearing, nurturance and maintenance of familymembers, and household tasks had become socially mandatedattachments to female child-bearing;b) The creation of opposing categories of female and male workwithin the production process, and the establishment of a hierarchyof jobs where specific definitions of masculinity and femininity inthe workplace dictate which sex is superior in skill and competenceand has the authority and the power to discipline;c) the designation of male and female work with colorations ofimportance and prestige to male productive work, and inferiorityand invisibility to female productive and reproductive work.• Sexual harassment• Unwanted sex-related behavior toward somebody, for example,touching somebody or making suggestive remarks, especially bysomebody with authority to a subordinate
  6. 6. Gender-based issue• A central or most important topic of debate issuingfrom a specific reality of one genderGender-disaggregated data• Data or statistics which are classified or regroupedusing gender in order to surface implications and giveus a clearer understanding of the patterns of women’sparticipation in activities or industriesGender sensitivity training (or GST)• A workshop conducted for both men and women,designed with the general goal of developing a morecritical eye for identifying, examining, defining, andevaluating socio-cultural, religious, political andeconomic principles, perceptions, beliefs, and practiceswhich limit oppress, subordinate and dominate womenin their roles, behavior, options, activities, work, accessto resources.
  7. 7. Introduction
  8. 8. Background on the All UP Unions• The All UP Workers Union was established in July 1987 for allemployees belonging to the administration, REPS and facultysectors of the University of the Philippines.• The All UP Workers Union’s orientation and call to action areexpressed in the tag line “Militante, Progresibo at Makabayan”– “Militante” because the strength of the organization rests in theunified action of the union members in championing its petitionsinstead of relying on the connections and influence of a few leaders;– “Progresibo” because the organization is committed todefending, supporting, and promoting the rights and interests of itsmembers as well as the welfare of the Filipino people;– “Makabayan”, because the organization recognizes that matters andissues relating to workers’ rights, employment, and just compensationare rooted in and cannot be separated from national issues andproblems, which is why it is important for the Filipino people to joinforces and participate in the continuing struggle for genuine freedomand democracy.
  9. 9. Principles and Objectives• To devote itself to the promotion and protection of theeconomic and democratic rights and the general welfare ofall employees, especially the administrative sector, in theUniversity by– Securing for its members the most just and reasonable terms ofemployment; and– Eliminate oppressive features of employment;• To provide the fullest opportunity for its members, throughappropriate education programs, to enhance their socialand political awareness, to the end that they becomemilitant in the defence and advancement of their interestsand rights in the University of the Philippines;• To promote closer relationships and mutual understandingamong members in order to achieve greater unity;
  10. 10. Principles and Objectives• To strive for the adoption of legislative policies andother government measures that will promote thewell-being of its members and the working people ingeneral by– Continuously informing its members about critical publicissues, and– Undertake a united stand on these questions, in theinterest of their collective concerns in common with therest of the working people;• To establish close relations with other labororganizations and centers in the University and innational and international arenas, particularly withthose which share its principles and objectives.
  12. 12. Objectives• To conduct research that will– look into issues affecting women-members activeparticipation in the Union, both positively andnegatively– provide recommendations to increase theirparticipation• To produce gender disaggregated data in membership(Workers and Academic), as well as determine genderdisaggregation at the committee level;• To help organize Gender Committee/s for All UP WorkersUnion (at the minimum), and All UP Academic Union(maximum);• To assist in the consolidation and strengthening of the AllUP Women Solidarity; and• To assess the achievements and gaps of the All UP WorkersUnion in terms of addressing gender issues.
  13. 13. Accomplishments• Meetings and discussions with Faculty Supervisor Ma’am Natsy, AgencySupervisor Lisa, and All UP Women Solidarity core group members AteFransing and Ate Connie• Learning sessions/discussions with officers and active members of theUnion, led by AUWU President Ka Buboy and Vice-President Ka Noli• Survey– Brainstorming sessions– Creation and review of survey questionnaire– Gathering of answered survey forms from different UP units– Interview method conducted with employees too busy to answer the survey– Raw data processing– Analysis of results• FGD– Brainstorming sessions– Creation of key questions– Selection and invitation of FGD participants– Actual FGD– Processing of results
  14. 14. • Draft of Gender Committee Framework created based onsurvey and FGD results• Gender-disaggregation of membership data for Workersand Academic Employees Unions• Review and assessment of the achievements and gaps ofthe Union in gender• Primary and secondary data gathering for organizationalanalysis of the All UPWS• Creation of guidelines and recommendations forconsolidating All UP Women Solidarity, pending review ofthe Agency and Faculty Supervisors• Draft of Final Report containing important findings ofsurvey and FGD, and recommendations for strengtheningthe Gender Committee• Integrated Field Paper: Final Report containing alldeliverables with feedback from Agency and FacultySupervisors already incorporated
  15. 15. Lessons and Insights
  16. 16. Midterm: Summary• The All UP Unions have demonstrated consistently that they lookout for not only the employees’ interests but also for the interestsof all – faculty and REPS, students, employees’ families, communitymembers, and, through their continuing participation in strugglesrelating to national issues, for the Filipino people.• Their conviction that the conditions and issues within the UPSystem and communities are linked with national issues, and theirparticipation in the fight for the rights and privileges of Filipinoswithin their constituency and at large clearly proves that they put apremium on education through awareness and consciousness-raising and on committing their advocacies into action.• The ideals put forth by the All UP Unions translate concretely intotheir practice such as the officers’ conduct of their duties andresponsibilities, their planned action borne of positions on issuesand their efforts to motivate their constituents to take part inactivities and mobilizations.
  17. 17. • The commitment and genuine concern of officers andactive members for issues within UP and on a communityand national level is evident in their solution- and action-oriented responses to these.• The Union office is truly a venue for discussion andconsultation, where any person in need of help is welcome.The officers and active members make themselvesavailable to people in need of help orconsultation, promptly responding and arriving at the unionoffice.• The Union office has successfully created and nurtured anenvironment that values women’s participation andperspectives.• Despite the Union office being a center for issues andproblems, the atmosphere fostered is light, with theseriousness in tackling these tempered with humor andwarm regard for each other.
  18. 18. Term-End: Summary• Theoretical knowledge the field students have learnedabout organizing, history and perspectives, feministresearch, feminist theories, women and work, genderplanning, and feminist psychology have been corroboratedand applied through learning opportunities provided by theUnions. The field students acquired a direct personalawareness through a genuine theory-into-practiceexperience at the agency.• The field students became sharper and more discerning asobservers through participation in day-to-day and plannedactivities. The field students appreciated the wealth ofknowledge and experience afforded by immersion andcontext.• Field work made theoretical knowledge instinctive inanalyses and action (ownership of the concepts).
  20. 20. Investigation of the UP UnionWomen-Members’ Participation• Survey– Objectives of Survey– Survey Questionnaire– Results and Analysis• Focus Group Discussion (FGD)– Discussion Questions– Conduct and Review of the Meeting– Results• Analysis• Conclusion and Recommendations
  21. 21. Production of Gender DisaggregatedData: All UP Workers Union• Profile of All UP Workers Union Members• Breakdown of respondents• Constraints Encountered• Recommendations
  22. 22. Production of Gender Disaggregated Data:All UP Academic Employees Union• Profile of All UP Academic Employees UnionMembers• Breakdown of respondents• Constraints Encountered• Recommendations
  23. 23. Consolidation of the Gender Committee• Background• Gender Committee Framework• Objectives• Duties and Responsibilities• Committee Members• Gender and Development (GAD) Plan• Delineation between Gender Committee andAll UP Women Solidarity• Gender-disaggregated membership data
  24. 24. Consolidation of theAll UP Women Solidarity• Introduction• Nature of the Organization• Conclusion and Recommendations
  25. 25. Assessment of Achievement and Gapsin Addressing Gender Issues• Achievements• Gaps
  26. 26. Bibliography• Adamson, et al. "Chapter 7: Feminist Organizations and Feminist Process." Feminist• Organizing for Change: The Contemporary Womens Movement in Canada.• All UP Academic Employees Union: Isang Praymer.• All UP Workers Union. Collective Negotiation Agreement. Quezon City: UP Diliman, 2002.• All UP Workers Union. Constitution and By-Laws: Amended All UP Workers Constitution as of• December 7, 2001.• Elicuk, Arlene V. "Chapter 5: The Conflict Between Feminist Ideology and the need for• Organizational Structure" . A Critical Analysis of Feminist Ideology and the Need for OrganizationalStructure. MSW Thesis,1979.• Eviota, Elizabeth Uy. The Political Economy of Gender: Women and the Sexual Division of• Labour in the Philippines. London: Zed Books, 1992.• GST Gateway: Toolkit on Collecting Gender Disaggregated Data•• International Labor Organization. Gender Equity Tool.•• PAGADUAN, Maureen. "Women Organizing: Strategies for Empowerment". Proceedings:• Gender and Development and Gender Issues in Development Work with Indigenous People. NOVIBWorking Group on Women Organizing and Rural Development , 1995.• SACHET: Society for the Advancement of Community, Health, Education, and Training•