GENDER AND DEVELOPMENT

SHEILA A. RIVERA
LEO III
 SESSION OBJECTIVES
To understand what is gender and
development
To know its purpose
To come up with strategies applicable in the
respective workplace
Purpose of Gender and Development (GAD)

To be more knowledgeable and skillful

To be physically and mentally healthy

To be well-nourished

To do productive and satisfying work

 Four Main Premises

Not a war of the sexes

Not anti-male; it is pro-human

Both women and men are victims,

although majority are women

Both have a stake in the struggle

for GENDER EQUALITY
 EXERCISE

What is the first thing that comes to your

mind when you hear the word Woman?

What is the first thing that comes to your

mind when you hear the word Man?
Women are.
MEN ARE
We observe some
biases/discri-
mination against
women.
 GENDER BIASES

Economic Marginalization
(Ekonomiya/Pagsasantabi)

unequal pay for work of equal value

last to be hired, first to be fired
exacting sex favors
 GENDER BIASES

POLITICAL SUBORDINATION (Politikal o

pagmamaliit)

Positions of power and leadership are generally

occupied by men;

Women holding elective positions from the

national down to the local level are in the
minority
 GENDER BIASES

GENDER STEREOTYPING (Pagkakahon)

a form of prejudgment, bias or limitation given
to roles and expectations of males and females

Social institutions reinforce a biased perception

of women as the weaker sex and their roles,
functions and abilities as primarily tied to the
home.
 GENDER BIASES

MULTIPLE BURDEN
(Maraming pasanin)

Even as women work outside the home,

spending the same work hours as men,
participating in community and church activities,
housework and child and family care are still
considered primary womens concerns.
 GENDER BIASES

VIOLENCE AGAINST WOMEN AND CHILDREN

Women become victims of all sorts of violence,

like battering, rape and sexual harassment,
simply because they are women and occupy a
subordinate status in society
 Forms of Gender-Based Violence

Domestic violence (battering, hitting,

kicking, slapping)

Dowry-related violence

Marital Rape

Sexual abuse of female children in the

household
 Forms of Gender-Based Violence

Sexual harassment and intimidation at work,

educational institutions and elsewhere

Trafficking of Girls and Women

Exploitation of domestic workers

 Gender and development

a development approach that puts gender

equality as a fundamental value in
development.

Contends that women are active agents, not

a passive recipients of development
 WHAT IS GENDER EQUALITY

Women and men enjoy the same status and

conditions and have equal opportunity to
contribute to the political, economic, social
and cultural development
International mandates for gender mainstreaming

United Nations Convention on the

Elimination of all Forms of Discrimination
Against Women

Beijing Platform for Action

NATIONAL MANDATES FOR GENDER MAINSTREAMING

Section 14, Art. II of the 1987 Phil.

Constitution
RA 7192. Women in Development and
Nation Building Act
General Appropriations Act
Executive Order 273
Local Budget Memorandum
 What we can do

Promote safe and healthy workplace

Provisions of
Day care and child minding centers
Lactation stations
Health Education (Seminars and Counseling)
Family Day
Flexible work arrangements
Anti-sexual harassment initiatives
 What we can do

Understand womens practical needs and

strategic interests and support both

Practical needs based on womens socially

accepted roles (food, shelter, water, etc)

Strategic needs arise from womens

subordinate and marginalized status in society;
to meet these needs the objective should be to
redress gender bias in society
 Examples of strategic needs

Livelihood
Employment
Education
Freedom from violence
 Practical strategies and instruments

Building gender issues into policy and programs

Participation of women in the organizations

programs, projects, committees, or any other
related activities.
LAWS THAT SUPPORT GENDER AND DEVELOPMENT

MAGNA CARTA OF WOMEN (R.A. 9710)

Department Order No. 112-A
Special leave benefits for women refers to a
female employees leave entitlement of two
(2) months with full pay from her employer
based on her gross monthly compensation
following surgery caused by gynecological
disorders, provided that she has rendered
continuous aggregate employment service of
at least six (6) months for the last 12 months
 MAGNA CARTA OF WOMEN (R.A. 9710)

Special leave benefits for women

Gynecological disorders refer to
disorders that would require surgical
procedures such as, but not limited to
dilatation and curettage and those
involving female reproductive organs
such as the vagina, cervix, uterus,
fallopian tubes, ovaries, breast, adnexia
and pelvic floor, as certified by a
competent physician.
 MAGNA CARTA OF WOMEN (R.A. 9710)

Special leave benefits for women

o The special leave may be availed for every

instance of gynecological disorder requiring
surgery for a maximum period of two (2)
months per year.
 MAGNA CARTA OF WOMEN (R.A. 9710)

Can a woman employee still claim the SLB even

if she has availed the SSS sickness benefit?

Yes, the SLB is a separate law. SSS sickness

benefit is administered and given by the SSS in
accordance with the SSS law or RA 1161 as
amended by RA 8282 while SLB is granted by
the employer in accordance with RA 9710.
 MAGNA CARTA OF WOMEN (R.A. 9710)

Is SLB different from other statutory leaves?

Yes, it is different. The SLB cannot be taken from

existing statutory leaves (i.e. 5-day SIL, leave for
victims of VAWC, parental leave for solo parents
or any other leave entitlements. If the SLB has
already been exhausted, the company leave and
other mandated leave benefits may be availed by
a woman employee
 MAGNA CARTA OF WOMEN (R.A. 9710)

If the woman employee whose leave period for

surgery and recuperation due to gynecological
disorder was deducted against her sick or vacation
leave credits, what will happen to her leave credits?

The effectivity of the Magna Carta of Women was on 15

September 2009 and before the promulgation of its
Guidelines (DO 102-11) on April 6, 2011. Therefore, if
the surgery was done on or after 15 September 2009, she
shall be entitled to the restoration of said leave credits
and/or payment of appropriate compensation or salary
at the time of surgery as the case may be.
 MAGNA CARTA OF WOMEN (R.A. 9710)

If the woman employee had undergone surgery

due to gynecological disorder during her
maternity leave, is she still entitled to SLB?

Yes, she is entitled but only to the difference

between SLB and maternity leave benefits.
 MAGNA CARTA OF WOMEN (R.A. 9710)

If there are existing or similar benefits under

a company policy or CBA, can it be
considered as compliance?

The same shall be considered as compliance,

unless the company policy, practice or CBA
provides otherwise. In the event the company
policy, practice or CBA provides lesser
benefits, the company shall grant the
difference.
 MAGNA CARTA OF WOMEN (R.A. 9710)

When should an employer pay the SLB?

The employer, in its discretion, may allow said

employee to receive her pay for the period
covered by the approved leave before or
during the surgery. The computation of her
pay shall be based on her prevailing salary
at the time of the surgery.
 MAGNA CARTA OF WOMEN (R.A. 9710)

Can an employee report for work during the

duration of the leave ?

The SLB is a leave privilege. The woman

employee shall not report for work for the
duration of the leave but she will receive her
salary covering said period.
 MAGNA CARTA OF WOMEN (R.A. 9710)

What is the procedure for the availment of the

SLB for women?

The application for the SLB shall be filed to the

employer and a medical certificate to be filled
out by the proper medical authorities, e.g. the
attending surgeon accompanied by a clinical
summary reflecting the gynecological
disorder which shall be addressed or
 continued.

was addressed by the said surgery; the

histopathological report; the operative
technique used for the surgery; the duration
of the surgery including the peri-operative
period (period of confinement around
surgery); as well as the employees estimated
period of recuperation for the same.
CSC Guidelines No. 1000432
22 November 2010
 MAGNA CARTA OF WOMEN (R.A. 9710)
What is the basis of computation of SLB?

It is based on the womans employees gross

monthly compensation or monthly basic pay
plus mandatory allowances fixed by RTWPB.
The mandatory allowances refer to the cost of
living allowance (COLA) found in wage orders
issued by respective RTWPB and does not
include allowances granted by the employer
by virtue of company policy or practice.
 MAGNA CARTA OF WOMEN (R.A. 9710)

Special leave benefits for women

Classification of the Procedure based on the
Patients Estimated Period of Recuperation if
without concomitant medical problems
Minor - Surgical procedures requiring a
maximum period of recuperation of two (2)
weeks
Major - Surgical procedures requiring a
minimum period of recuperation to a maximum
period of two (2) months
LAWS THAT SUPPORT GENDER AND DEVELOPMENT

Special leave benefits for women

Who will pay?
Special leave benefits shall be granted after the
employee has undergone surgery. The employer,
however, has the option to pay the employee
before or during the surgery.

It shall also be non-cumulative and non-

convertible to cash unless otherwise provided by
a collective bargaining agreement (CBA).
 ANTI-SEXUAL HARASSMENT LAW (R.A. 7877)

In a work-related or employment environment,

sexual harassment is committed when:
(1) The sexual favor is made as a condition in the
hiring or in the employment, re-employment or
continued employment of said individual, or in
granting said individual favorable compensation,
terms of conditions, promotions, or privileges; or
the refusal to grant the sexual favor results in
limiting, segregating or classifying the employee
which in any way would discriminate, deprive or
diminish employment opportunities or otherwise
adversely affect said employee;
 (2) The above acts would impair the
employee's rights or privileges under existing
labor laws; or

(3) The above acts would result in an

intimidating, hostile, or offensive
environment for the employee.
Duty of the employer or head of office in a work-
related, education or training environment (Sec 4)
(a) Promulgate appropriate rules and regulations in
consultation with and jointly approved by the employees or
students or trainees, through their duly designated
representatives, prescribing the procedure for the
investigation of sexual harassment cases and the
administrative sanctions therefore.

Administrative sanctions shall not be a bar to prosecution in

the proper courts for unlawful acts of sexual harassment.

The said rules and regulations issued pursuant to this

subsection (a) shall include, among others, guidelines on
proper decorum in the workplace and educational or
training institutions.
Duty of the employer or head of office in a work-related,
education or training environment (Sec 4)

(b) Create a committee on decorum and investigation of

cases on sexual harassment. The committee shall
conduct meetings, as the case may be, with officers and
employees, teachers, instructors, professors, coaches,
trainors, and students or trainees to increase
understanding and prevent incidents of sexual
harassment. It shall also conduct the investigation of
alleged cases constituting sexual harassment.

The employer or head of office, educational or training

institution shall disseminate or post a copy of RA 7877
for the information of all concerned.
 FORMS OF SEXUAL HARASSMENT

a. Physical
I. Physical contact or malicious touching
II. Overt sexual advances
III. Unwelcome, improper or any unnecessary
gesture of a sexual nature
IV. Any other suggestive expression or lewd
insinuation
b. Verbal
c. Visual (use of objects, pictures, letters or written
note)
 ANTI-SEXUAL HARASSMENT LAW (R.A. 7877)
COMMITTEE ON DECORUM AND INVESTIGATION
(CODI)

In the case of a work-related environment,

the committee shall be composed of at least
one (1) representative each from the
management, the union, if any, the
employees from the supervisory rank, and
from the rank and file employees.
Rank of the Philippines with least gender disparity

The Philippines ranked 7th out of 145

countries with least gender disparity in 2015

The highest in health and survival category

17th place in political empowerment
16th place in economic participation and
opportunity
34th place in educational attainment
World Economic Forum
 Gender equality is more than a
goal in itself. It is a precondition
for meeting the challenge of
reducing poverty, promoting
sustainable development and
building good governance.

Kofi Annan