Bureau of Workers with Special Concerns
Technical Working Groups/Secretariat
Lead Agency: Bureau of Workers with Special Concerns
Members: International Labor Affairs Bureau
Overseas Workers Welfare Administration
Philippine Overseas Employment Administration
Technical Working Groups/Secretariat
Lead Agency: Bureau of Working Conditions
Members: Bureau of Labor Relations
Bureau of Labor Standards
Technical Working Groups/Secretariat
Lead Agency: Bureau of Local Employment
Members: Bureau of Labor and Employment Statistics
Technical Working Groups/Secretariat
Lead Agency: Institute for Labor Studies
Members: Human Resource Development Service
DOLE GAD Focal Point Structure
Technical Working Groups/Secret
Gender and Development focuses on social, economic, political and cultural forces that determine how differently men and women participate in, benefit from, and control the recourses and activities. Also focuses on the socially determined relations between men and women.
Atty. Ana Luz Cristal, President of Women in Nation Building, gave an orientation on various women's rights during the 11th General Assembly of the Philippine Federation of Local Councils of Women (PFLCW) in Dipolog City.
This presentation is prepared and used by Dr. Vivencio (Ven) Ballano for his talk on "Gender Inequality in the Philippines and the Workplace." It aims to explain gender relations and inequality in the Philippines, particularly in the workplace. It has 3 major parts. The first part introduces the sociology of gender, feminism, and 3 major feminist theories. The second part discusses gender relations and inequality in the Philippines, especially in law and legislation. The last part broadly deals with gender discrimination in employment, role, and workplace, as well as sexual harassment.
Copyright reverts to the owners of the photos, pictures, infographics, and other materials used in this presentation.
This is related to gender and development which is very useful to implement the gad programs and projects , activities in school , it help to organize and monitor if gender and development is well implemented . This served as a guide for the district GAD coordinator assigned in their respective district , the plan that he/she want to achieved for the whole calendar year. And it is one way to address the issues and concern of every school in the district to promote and have a gender equality district, community as well
This presentation aims to assist the participants to understand the basic concept of Gender and Development (GAD) such as difference of SEX and GENDER as well as the relevance of Gender for Development.
Gender and Development focuses on social, economic, political and cultural forces that determine how differently men and women participate in, benefit from, and control the recourses and activities. Also focuses on the socially determined relations between men and women.
Atty. Ana Luz Cristal, President of Women in Nation Building, gave an orientation on various women's rights during the 11th General Assembly of the Philippine Federation of Local Councils of Women (PFLCW) in Dipolog City.
This presentation is prepared and used by Dr. Vivencio (Ven) Ballano for his talk on "Gender Inequality in the Philippines and the Workplace." It aims to explain gender relations and inequality in the Philippines, particularly in the workplace. It has 3 major parts. The first part introduces the sociology of gender, feminism, and 3 major feminist theories. The second part discusses gender relations and inequality in the Philippines, especially in law and legislation. The last part broadly deals with gender discrimination in employment, role, and workplace, as well as sexual harassment.
Copyright reverts to the owners of the photos, pictures, infographics, and other materials used in this presentation.
This is related to gender and development which is very useful to implement the gad programs and projects , activities in school , it help to organize and monitor if gender and development is well implemented . This served as a guide for the district GAD coordinator assigned in their respective district , the plan that he/she want to achieved for the whole calendar year. And it is one way to address the issues and concern of every school in the district to promote and have a gender equality district, community as well
This presentation aims to assist the participants to understand the basic concept of Gender and Development (GAD) such as difference of SEX and GENDER as well as the relevance of Gender for Development.
Ensuring Citizen-led Accountability of the Sustainable Development Goals.Humentum
Community members stand to gain or lose the most from SDG's, but do they have the tools to be active participants in the process? Hear practical examples of how others have empowered citizens to raise their voices concerning SDGs and accountability. Walk away with insights, methods, and tools including exposure to an online tool sharing platform available to all.
A presentation looking at the SRHR goals and targets within the SDGs and comparing them with the ICPD, identifying gaps and making recommendations for the way forward.
HLEG thematic workshop on Measurement of Well Being and Development in Africa...StatsCommunications
HLEG thematic workshop on Measurement of Well Being and Development in Africa, 12-14 November 2015, Durban, South Africa, More information at: www.oecd.org/statistics/measuring-economic-social-progress
Empowering women to participate fully in economic life across all sectors and throughout all levels of economic activity is essential to:
■ Build strong economies;
■ Establish more stable and just societies;
■ Achieve internationally- agreed goals for development, sustainability and human rights;
■ Improve quality of life for women, men, families and communities; and
■ Propel businesses’ operations and goals.
Yet, ensuring the inclusion of women’s talents, skills, experience and energies requires intentional actions and deliberate policies. The Women’s Empowerment Principles provide a set of considerations to help the private sector focus on key elements integral to promoting gender equality in the workplace, marketplace and community. Enhancing openness and inclusion throughout corporate policies and operations requires techniques, tools and practices that bring results.
The Women’s Empowerment Principles, forged through an international multi-stakeholder consultative process led by the United Nations Development Fund for Women (UNIFEM) and the United Nations Global Compact (UNGC), provide a “gender lens” through which business can survey and analyze current initiatives, benchmarks and reporting practices. Informed by real-life business practices, the Principles help Introduction companies tailor existing policies and practices —or establish needed new ones— to realize women’s empowerment. The Principles also reflect the interests of governments and civil society and will support interactions among stakeholders as achieving gender equality requires the participation of all actors.
As a leader in gender equality, UNIFEM brings three decades of experience to this partnership effort with the UN Global Compact, the world’s largest corporate citizenship initiative with more than 7,000 business participants and other stakeholders involved in more than 135 countries. In an increasingly globalized and interconnected world, utilizing all social and economic assets is crucial for success. Yet, despite progress, women continue to confront discrimination, marginalization and exclusion, even though equality between men and women stands as a universal international precept—a fundamental and inviolable human right.
Nearly all countries have affirmed this value through their recognition of the standards contained in international human rights treaties, which articulate for states a broad range of civil, political, economic, social and cultural rights. Distinctive documents highlight a spectrum of state responsibilities and human rights protections for women, indigenous peoples, children, workers and people with disabilities. Additionally, internationally agreed- on documents such as the Beijing Platform for Action adopted by all 189 countries at the Fourth World Conference on Women in 1995 and the Millennium Declaration adopted by 189 countries in 2000, contribute to the overarching human rights framework.
DOCUMENTATION OF THE NATIONAL CONSULTATION IN PREPARATION FOR THE HIGH LEVEL ...Carmen Zubiaga
Formulation of Philippine Statement for input to the outcome document of the High Level Level Meeting on Disability and Development to be held in New York on September 23 2013.
Gender equality and the empowerment of women are at the heart of UNDP’s development mandate. First and foremost, gender equality is a matter of human rights. It is also a driver of development progress. Unless women and girls are able to fully realize their rights in all spheres of life, human development
will not be advanced.
With this Gender Equality Strategy 2014-2017, UNDP is well placed to ensure that gender equality and the empowerment of women are integrated into every aspect of its work to support countries to eradicate poverty and
reduce inequalities and exclusion.
População e Desenvolvimento na Agenda do Cairo: balanço e desafiosAlice Junqueira
Texto para a Edição 13 da publicação Watchdog Youth Coalition (Abril de 2014)
[POR]
A Youth Coalition é uma organização internacional de jovens (de 18 a 29 anos) comprometida com a promoção dos direitos sexuais e reprodutivos de adolescentes e jovens nos níveis nacional, regional e internacional. Somos estudantes, pesquisadores, advogados, profissionais de saúde, educadores, agentes de desenvolvimento e, o mais importante, somos todos ativistas dedicados.
[ENG]
Youth Coalition is an international organization of young people (ages 18-29 years) committed to promoting adolescent and youth sexual and reproductive rights at the national, regional and international levels. We are students, researchers, lawyers, health care professionals, educators, development workers, and most importantly, we are all dedicated activists.
http://www.youthcoalition.org/
Report on National Review and Monitoring of Sustainable Development Goals (SDGs) in Nepal
This report is a result of nine months qualitative and quantitative study on the implementation of Sustainable Development Goals (SDGs) 3, 5, 8, 13, out of which Goal 3 and 5 are being reviewed in High Level Political Forum (HLPF) as the government presents the Voluntary National Review (VNR) stating the national progress on SDGs.
Similar to Presentation on gad for the polo personnel (20)
1. Presented by:
MS. MARIA EVELYN LITA P. MANANGAN
Chief Labor and Employment Officer
Bureau of Workers with Special Concerns
Pre-Deployment Training and Immersion Program
of POLO Personnel
20 June 2014 OWWA Multi-Purpose Hall, OWWA Building, Pasay City
2. International Mandates
• CEDAW
• BPFA
• MDG
National Mandates
• 1987 Philippine Constitution
• RA 7192
• EO 273
• PPGD 1995-2025
Framework Plan for Women (on Gender
Mainstreaming)
• P-Noy’s Agenda 13 on Gender Equality
• PDP and W-EDGE
W-EDGE Plan 2013-2016
o Priority Gender Issues
o Gender-Responsive Strategies
• Magna Carta of Women
• Other Related Issuances
DBM-NEDA-PCW Joint Circular 2012-01
PCW Memo Circular 2011-01
DOLE AO 264, Series of 2011
Presentation Outline
3. International Mandates
CEDAW
• came into force 1981
• an international human
rights treaty
• addresses women’s rights
in civil and political,
economic, social, cultural
and family life
Convention on
the Elimination
of the
Discrimination
Against
Women
(CEDAW) 1979
4. International Mandates
BPFA
It is the global agenda for women’s
empowerment that evolved out of the Fourth
World Conference on Women held in China in
1995 and adopted in consensus by the United
Nations
• UN agreed to promote gender
mainstreaming as a strategy to ensure that
a gender perspective is reflected in all
policies and programs at the national,
regional and international levels
Beijing
Platform
for Action
equality, development and peace
5. MDG
• Recognizes that the
advancement of women’s right
to gender equality is critically
necessary for progress
• Further recognizes the
importance of promoting
gender equality and women’s
empowerment as an effective
pathway for combating poverty,
hunger and disease and for
stimulating truly sustainable
development.
Millenium
Declaration
and the
Millennium
Development
Goals (MDGs)
International Mandates
6. CEDAW, BPFA and the MDGs
CEDAW
Has 30 articles
BPFA
Has 12 areas of concerns
MDG
Has 8 development goals
International Bill of
Rights for Women
1: Defines
discrimination and
its basis
2-4: State obligation
5-16: Areas of
application
17-22: CEDAW
committee
23-30: Administrative
procedures
1. Women and Poverty
2. Women and Education
and Training
3. Women and Health
4. Violence Against Women
5. Women and Armed
Conflict
6. Women and the Economy
7. Women in power &
decision-making
8. Institutional mechanisms
9. Human rights of women
10. Women and media
11. Women and the
environment
12. The girl-child
1. Eradicate hunger and
poverty
2. Achieve universal
education
3. Promote gender
equality and empower
women
4. Reduce child mortality
5. Improve maternal
health
6. Combat HIV/AIDS,
malaria and other
diseases
7. Ensure environmental
sustainability
8. Develop global
partnership for
development
7. LINKS between CEDAW, BPFA and MDG
Lee Waldorf. `Pathway to Gender Equality’-CEDAW, Beijing and the MDGs. New York: GTZ & UNIFEM.
The CEDAW, BPFA and MDG are mutually supporting
processes. The three documents should be viewed as
complementary tools – CEDAW as the overarching
ideological and legal framework while the BPFA and
MDG translate it into broad action plans
CEDAW is women’s bill of rights; BPFA is programmatic
based on issues or areas of concern; MDG is concrete,
time bound, with measurable goals and targets and
indicators for poverty reduction.
The MDG explicitly supports CEDAW. MDG is not a
brand-new agenda but is a new vehicle for
implementing CEDAW and BPFA. The resources and
commitment being mobilized for the MDG can be
harnessed to support CEDAW and BPFA implementation
8. 1987 Philippine Constitution
Section 14, Article II
• “the state recognizes the role of
women in nation building and shall
ensure the fundamental equality
before the law of women and
men”.
National Mandates
9. RA 7192
Women in Development and Nation
Building Act
• Government agencies review own policies,
programmes, activities and services and
remove provisions discriminatory to women
• ODA to allocate 5-30% of their budget for
gender concerns
National Mandates
10. Executive Order No. 273
• Directs all government agencies and local
levels to institutionalize GAD efforts by
incorporating GAD concerns in planning,
programming and budgeting process;
• GAD mainstreaming is the responsibility
of the heads of concerned agencies and
their respective offices… with assistance
of their GAD focal points
National Mandates
11. PPGD 1995-2025
Phil Plan for Gender-responsive
Development
• 30-year perspective plan
• Includes among others, a chapter on Labor
and Employment and a chapter on Women
and Migration
National Mandates
12. on Gender Mainstreaming
Framework Plan for Women
• economic
empowerment,
• human rights, and
• gender responsive
governance
A time slice of
PPGD that
espouses the
three pronged
thrusts:
National Mandates
13. Agenda 13 on Gender
Equality:
From a lack of concern for gender disparities and
shortfalls to the promotion of equal gender
opportunity in all spheres of public policies and
programs.
14. PDP and W-EDGE
Plan (Rights- and Results-Based) to
fulfilling
• P-Noy’s Social Contract on Gender
Equality
Ensure gender-responsive
development in the PDP (2011-2016)
Women’s Empowerment,
Development and Gender Equality
Plan (2013-2016 )- the 4th gender-
focused plan in the Philippines since
1989
15. PHILIPPINE DEVELOPMENT PLAN
(PDP)
In Pursuit of Inclusive Growth
Macroeconomic Policy
Competitive Industry and Services
Systems
Competitive and Sustainable
Agriculture and Fisheries Sector
Accelerating Infrastructure
Development
Towards a Dynamic and Resilient
Financial System
Good Governance and the Rule of Law
Social Development
Peace and Security
Conservation, Protection and
Rehabilitation of the Environment and
Natural Resources Towards Sustainable
Development
Strategic KRAS
W-EDGE PLAN
Women’s Economic
Empowerment
Social Development
Rights & Social
Protection
Security, Justice, and
Peace
Gender, Environment &
Climate Change
Gender-Responsive
Governance
16. Women Empowerment,
Development and Gender Equality
(W-EDGE Plan) 2013-2016
DOLE IS ACCOUNTABLE TO PART 1 -
WOMEN ECONOMIC
EMPOWERMENT
• Chapter 1 - Formal Labor
• Chapter 2 - Migrant Workers
• Chapter 3 - Informal Economies and
Micro and Small Medium Enterprises
17. • Reiterates that the MCW specifically
holds the following offices such as DFA,
DOLE – OWWA and POEA as accountable
and responsible for the promotion of the
Rights of Women Migrant workers
specially those classified under the
Vulnerable Skills categories
• Cites that all possible assistance shall be
provided to women returning migrant in
pursuit of owning, operating and
managing business enterprises toward
the promotion of their economic rights
and independence
For the
Migrant
Workers
18. • DOLE thru its attached agencies is responsible
of ensuring migrant re-integration into the labor
force thru : the provision of incentives to
companies that will provide employment to
returning OFWs including the elimination of any
barriers to employment qualification of migrant
workers and establishment of benchmark on the
number of training hours to enhance the
knowledge and skills of OFWs
• MCW also directs the National Anti-Poverty
Commission (NAPC) to make sure that policies
and programs addressing poverty reduction shall
include employment and other economic
opportunities for women in recognition of their
temporary nature of overseas work
For the
Migrant
Workers
19. W-EDGE Priority Gender Issues
•Vulnerability to human
Trafficking – Migrant
workers are victims of
institutionalized exploitation
•De-Skilling of Professionals
– this is prevalent among
women migrant workers,
which is mostly present in
domestic work and care-
giving
High Vulnerability of
Woman Migrant
Workers to
Exploitation
Household service
workers topped the list
of occupational
categories of deployed
land-based OFW,
followed by nurses
professional
Social costs of migration
The feminization of migration together with its social costs is
felt and evident among top sending regions of the country
20. Gender- Responsive Strategies
(W-EDGE) Plan
• Advocacy – rights of migrants workers in national and
global levels
• Service Delivery – enhancement of pre-employment
orientation seminars, sustained livelihood skills training,
formulation and implementation of gender-responsive
return and re-integration program of women migrant
workers
• Policy Development – formulation of a gender and rights-
based framework in forging bilateral agreements
• Capacity Building – training mainstreaming gender and
migration in EOS,PDOS and PAOS
• Monitoring – study and review data collection mechanism,
conduct gender audit, review the conduct of PEOS, PDOS
and PAOS to determine the extent of gender
responsiveness
21. Office of the President
PHILIPPINE COMMISSION ON WOMEN
Magna Carta of Women:
the Philippine
Fulfillment of CEDAW
22. 14 August 2009 – signing of RA 9710 or
the Magna Carta of Women by then
President Gloria Macapagal-Arroyo
23. What is the Magna Carta of
Women?
a comprehensive women‘s
human rights law
eliminates discrimination against
women
by recognizing, protecting,
fulfilling and promoting the
rights of Filipino women
especially those in the
marginalized sectors
24. MCW is the national
policy translation of
the UN CEDAW
– provided a definition of
discrimination in line with
Article 1 of the Convention
25. Magna Carta of Women
I. General Provisions
II. Definition of Terms
III. Duties Related to the Human
Rights of Women
IV. Rights and Empowerment
V. Rights and Empowerment of
Marginalized Sectors
VI. Institutional Mechanisms
26. What are the rights of women
guaranteed under the MCW?
All rights in the Philippine
Constitution and those rights
recognized under international
instruments duly signed and ratified
by the Philippines, in consonance
with Philippine laws shall be rights of
women under the Magna Carta of
Women.
These rights shall be enjoyed without
discrimination since the law prohibits
discrimination against women,
whether done by the public and
private entities or individuals.
28. • requires review and, if necessary,
amendment or repeal of laws
that are discriminatory to
women within three (3) years
from the effectivity of the MCW
Right to equal
treatment
before the law
Chapter IV: Rights and Empowerment
29. Right to Special leave benefits
• two (2) months with full pay based
on gross monthly compensation, for
women employees who undergo
surgery caused by gynecological
disorders, provided that they have
rendered continuous aggregate
employment service of at least six (6)
months for the last twelve (12)
months;
Chapter IV: Rights and Empowerment
30. • “Guidelines on the Availment of the
Special Leave Benefits for Women under
RA 9710”(Signed 22 November 2010)
CSC
Resolution
Number
1000432
• “Guidelines Governing the
Implementation of the Special Leave
Benefits for Women Employees in the
Private Sector”
DOLE
Department
Order No.
112-12
31. Chapter V: Rights and Empowerment
of Marginalized Sectors
Right to Decent Work
• Promoting women’s rights at
work
• Enhancing social protection
coverage
• Protection against safety and
health hazards
• Make available occupational
safety and health (OSH-related
programs and services to
women workers)
• Provide services in support to
balancing family obligations and
work responsibilities
Ensure decent
work standards
for women that
involve the
creation of jobs
of acceptable
quality in
conditions of
freedom, equity,
security and
human dignity
32. Chapter VI: Institutional Mechanisms
Gender Mainstreaming as a strategy to
implement the Magna Carta of Women
• Assessment and if necessary, modification of the gender
mainstreaming program to ensure that it will be an
effective strategy for implementing the MCW
• Gender Focal Point Officer in Philippine Embassies and
Consulates - All Philippine Embassies and Consulates shall
have at least one (1) officer duly appointed and trained
Gender Focal Point Officer (GFPO). The said officer are
primarily responsible for gender concerns for migrant
workers. (Section 38)
• All Foreign Service Officers or other services agencies i.e.
DOLE, OWWA due to posting overseas shall undergo
minimum basic training requirement of gender
sensitivity.
• DOLE must ensure that all information as to who are the
GFPO in all embassies and consulates are included in the
pre-departure orientation seminar of departing overseas
workers/professionals
33. Strengthens the National Commission on
the Role of Filipino women (NCRFW) as
the government's policy making and
coordinating body on women's
empowerment and gender equality
concerns, and renaming it to Philippine
Commission on Women (PCW)
Designates the Commission on Human
Rights as Gender and Development
(GAD) Ombud, to act on investigations
and complaints of discrimination and
violations of women's rights
Monitoring of progress and
implementation
Chapter VI: Institutional Mechanisms
34. DBM-NEDA-PCW Joint Circular No. 2012-01,
“Guidelines for the Preparation of Annual
Gender and Development (GAD) Plans and
Budget and Accomplishment Reports to
implement the MCW”
PCW Memorandum Circular No. 2011-01,
“Guidelines for the Creation, Strengthening
and Institutionalization of the Gender and
Development (GAD) Focal Point System”
DOLE AO No. 264, Series of 2011,
“Reconstitution of the Gender and
Development (GAD) Focal Point
OTHER RELATED ISSUANCES
35. WHAT IS A GAD PLAN?
A systematically designed set of programs,
projects and activities carried out by an agency
over a given period of time
It addresses gender issues and concerns of the
agency clients and its personnel
It is an integral part of the agency’s
Development Plan
36. 1. Guided by the desired goals and
outcomes of national laws and
international commitments
2. Form part of the annual planning and
budgeting process of agencies
3. Utilize approved/existing agency budget
to implement GAD PAPs
GENERAL GUIDELINES IN GAD
PLANNING AND BUDGETING
37. 4. Adopt gender mainstreaming strategy to
attain desired outcomes (use of Harmonized
GAD Guidelines in conduct of gender
analysis)
5. Led by the GAD Focal Point Mechanism
GENERAL GUIDELINES IN GAD
PLANNING AND BUDGETING
38. Agency Head
Executive Committee
Technical Working Group
Chair: Undersecretary or
equivalent / next highest
official
Members: Bureau/Service
Directors or equivalent
- Chair to be elected among the members
- Composed of key staff from the following offices:
planning, finance, budget, senior technical officer from
each major bureau/division/office, where feasible, the
statistics and management information office, and
other key personnel when necessary
39. Based on PCW MC 2011-1, DOLE issued
Administrative Order 264-Series of 2011
Reconstituting of DOLE Gender and
Development (GAD) Focal Point
40. GAD FOCAL POINT CHAIRPERSON: SECRETARY
Focal Point Executive Committee
Chair: Undersecretary For Labor Standards and Social Protection
Members: Executive Director, Institute for Labor Studies
Director, Bureau of Workers with Special Concerns
Director, Bureau of Working Conditions
Director, Bureau of Local Employment
Director, International Labor Affairs Bureau
Director, Planning Service
Director, Financial Management Service
Director, Human Resource Development Service
Director, Labor Communications Office
DOLE GAD Focal Point Structure
42. Technical Working Groups/Secretariat
Lead Agency: Planning Service
Members: Bureau of Labor and Employment Statistics
Bureau of Workers with Special Concerns
Financial Management Service
Human Resource Development Service
Labor Communication Office
Internal Audit Service
Administrative Service