The document outlines pre-deployment training and immersion for POLO personnel on international and national mandates related to gender equality and women's empowerment. It discusses key conventions and frameworks including CEDAW, BPFA, MDGs, the 1987 Philippine Constitution, and national plans such as the Magna Carta of Women. It emphasizes the links between these mandates and frameworks, with CEDAW serving as the overarching legal framework and BPFA and MDGs translating it into action plans.

1. Pre-Deployment Training and Immersion
Program
of POLO Personnel

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.

27. Chapter IV: Rights and
Empowerment

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

41. GFP Executive Committee
Usec for Labor
Standards & Social
Protection
ILS
BWSCBWC
BLE BLR
ILAB
PSFMS
HRDS
LCO

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

43. Lead Agency:
Planning Service
BWSC
FMSHRDS
LCO
IAS
AS
Technical Working Group/
Secretariat

44. Thank You & Bon Voyage!