Successfully reported this slideshow.
You’ve unlocked unlimited downloads on SlideShare!
Eastern VisayasThursday, May 24, 2012PhilippinesGENDER-SENSITIVITY TRAININGA SAMPLE TRAINING DESIGN & MODULE *Below is an example of a training design and module for a 1-day Gender Sensitivity Training (GST). Thismay be modified by the facilitator depending on the level and experience of the participants, theirnature of work, the office, etc. Ideally, a GST should have no more than 25 participants andhomogeneous. For example, have field workers on one batch , Chiefs of Units in another batch.RATIONALEIt is recognized that true and meaningful development will not be attained unless gender concerns areintegrated into all levels of development processes. In this regard, the national government hasmandated all government agencies and instrumentality to integrate gender and development concernsinto their plans, programs, projects and office activities. This mandate is spelled out in RA 7192 orWomen in Development and Nation Building Act and Sec. 27 of RA 8174 (1996 GAA) which requires allgovernment agencies to set aside at least 5% of their budgets for gender-related activities.In order that TELOF can respond to the above mandate, it is necessary that its employees become awareof gender concerns affecting the office, its clients and even those affecting themselves and theirfamilies. This gender sensitivity training is therefore the first step towards making TELOF an activepartner in the promotion of gender and development in the region.
OBJECTIVESAt the end of the one-day training, the participants shall have raised their level of awareness on GADissues and concerns. Specifically, they shall be able to:1. Discuss the importance of GAD2. Differentiate sex and gender3. Identify gender roles in the family, household and society4. Discuss the situation of women and men in the region;5. Discuss the role of the state in responding to gender needs and the salient features of RA 71926. Formulate an Agency Action Plan on Gender and DevelopmentPARTICIPANTS: Forty (40) TELOF Employees.DATE: November 6, 1996, 8:00 a.m. to 5:00 p.m.VENUE: TELOF Region VIIIMECHANICS:Games/role playFilm showingLectureWorkshop
BUDGET:2 Snacks @ P25 x 50 paxHonoraria of resource personsSupplies & materialsMATERIALS NEEDED:Training kitsAttendance sheetmicrophonesVHS/Tape (Impossible Dream)OHPTransparencies, OHP markersManila paper, pens, masking tape, (for the games)bulletin board/w-board, chalkColored pre-cut cartolina (4"x8") - different colorsCertificatesPROGRAMMORNING SESSION8:00 - 8:30 Registration
8:30 - 8:45 Opening Ceremonyo Opening Prayero National Anthemo Opening Remarks8:45 - 9:00 Orientation on the Training Rationale, Objectives, Methodologyand Schedule9:00 - 9:15 Salient features of RA 7192 (those relevant to the agency)9:15 - 9:30 Break9:30 -11:30 Sex and Gendero Differentiationo Gender Roleso Gender Needs11:30 - 11:45 Film showingAFTERNOON SESSION1:30 - 2:30 Gender Situationer/Issues and Concerns
2:30 - 3:00 What is Gender and Development3:00 - 3:15 Break3:15 - 4:30 Action Planning (workshop)4:30 - 5:00 Closing Ceremony/Distribution of CertificatesACTION PLANNINGGuide for FacilitatorsPurpose of Action Planning:In order that the office can fully respond to the mandate of integrating GAD into its office activities,projects and services, the agency must have an action Action Plan on Gender and Development asreference.Workshop Mechanics:Group the participants.Ask the groups to examine the gender issues affecting the region, the workplace or those affecting theagencys specific clients. Then let the participants identify the gender-responsive or gender-relatedactivities that the office can possibly undertake in the next few months, next year or until 1998 toaddress these issues. What is meant by gender?responsive or gender-related activities were explainedearlier during the discussion of what is GAD?.
You may ask the participants to think of the functions and services of their office and see how they canmake them gender-responsive. They may also come up with activities that will promote equitableconditions between the female and male employees of the office, which will give the agencys womenclients empowerment or opportunities for productive work equal to men or which will minimize theirmultiple burden. To give them some clue, you may flash on the screen the following examples ofgender-related activities. The office can actually undertake some of these:1. Conduct of echo-training on gender-sensitivity to the other employees particularly those in the field2. Participation of the office in Womens Month activities. Womens Month is celebrated everyFebruary.3. Making their data system gender-based4. Orientation on the Anti-Sexual Harassment Law or coming up with guidelines for the office along this.5. Posters/press releases6. ResearchProcessing of Outputs:Ask the groups to present their outputs. Allow the participants to comment on the identified activitieslike whether they are realizable or not or whether they are gender-responsive or not. You may also addyour own observations.* Used by the Telecommunications Office Region VIII in conducting Gender Sensitivity Training to itsemployees