GENDER AND DEVELOPMENT

Introduction The Gender and Development (GAD) framework rests on the basic principle thatDevelopment is for all: that both women and men equally contribute to and benefit from development. Hence, GADs objective is to promote gender equality or address gender inequalities especially on women as the more disadvantaged group. Pursuing gender equality is crucial to economic development. The presence of gender disparities and discrimination limit productivity and economic growth. Not giving equal opportunities, equal access to health and education especially to women would hinder their great potential in contributing to the economy. Studies showed that investments in promoting women's welfare resulted to improved productivity, healthier families and decreased levels of poverty. The government has been committed to advocate the GAD framework. International commitments to promote gender equality and advance the welfare of women such as the UN-Convention on the Elimination of all Forms of Discrimination Against Women, Beijing Platform of Action of the Fourth World Conference on Women and the Millennium Development Goals were forged. On the national level, laws were enacted to promote gender equality such as: theWomen in Development and Nation Building Act or RA 7192, an Act promoting the integration of women as full and equal partners of men in nation building; Section 28 of the General Appropriations Act, an Act directing government agencies to formulate GAD plan and allocate the GAD budget; Executive Order 273, directing government agencies to institutionalize GAD in their planning, programming and budgeting processes; and the Local Budget Memorandum No.28, which directs local government units (LGUs) to mainstream and implement GAD programs using the 5% development fund. Moreover, the Philippine Plan for Gender-Responsive Development (1995-2025) was crafted to guide agencies in responding to GAD issues and concerns and formulate corresponding strategies and programs. With these developments, it is necessary to ask what is happening at the local level. Are there gender inequalities and discrimination present in the region that need to be addressed immediately? What has the region accomplished so far in the implementation of these GAD policies? Are there issues in carrying out gender mainstreaming at the local level? Development Challenges Situation of Women and Men in the Region Over the years, there has been an increase in the Bicolano women's participation in development. Their contribution to the economy has been recognized. They also have been benefiting from various interventions implemented to improve their health, access to education and access to better opportunities. But there are still issues to solve along violence on women and children and issues on GAD implementation in the region. More women in management level positions. In 2004, women labor participation is still significantly lower than men. However, more women in the region are involved in high-level decision making, as about 63 percent of women in the labor force were holding management level positions. For men, more are engaged in skilled labor such as farming, fishing, and construction works. Men still dominate the political arena. In the 2004 elections, there were about 81 percent elected male officials in the region compared to women with only 19 percent. However, there is an increasing number of women being elected, from 175 number of women elected into office in 1998 election to 225 women in 2004. In the recent May 2007 elections, women garnered higher positions. There are now two women governors and two congresswomen elected in the region. More women joining agricultural cooperatives and Agrarian Reform Community organizations. This is a positive development for women in the agriculture sector. Considering that the sector is male-dominated, participating in these organizations is a venue where women can collectively voice out their concerns particularly on matters related to limited access to credit, land ownership and low salary. More women pursuing higher education. In general, women dominate men in the aspect of education. There are more literate women with 83.8 percent functional literacy rate in the region than men (76.6 percent). For secondary and tertiary education, women still has the higher number of enrollment and completion.

More women are deciding to work abroad. With the great demand for domestic helpers, caregivers and nurses, more women are deciding to work abroad. Majority of them belong to younger age bracket of 20-39 years old. Increasing use of both traditional and modern method of birth control. The percentage of married women using birth control methods have been increasing from 36.3 percent in 1998 to 47.4 percent in 2003. Presence of violence on women and children. In the region, PNP recorded more than 200 rape cases each year from 2004 to 2006 (2004- 276 cases; 2005- 271 cases and 2006- 214 cases). In 2006, DSWD served 166 children in need of special protection including victims of rape/maltreatment, and neglected children. In the same year, the agency served 24 cases of women in especially difficult circumstance such as those physically abused, maltreated and battered. It must be noted also that Bicol region is tagged as one of the hotspots for the rising number of women and children being trafficked for work and sexual exploitation. On GAD implementation More programs implemented along improving womens welfare especially along health aspect. Based on the annual submission of reports of agencies, SUCs and LGUs on their GAD programs, the bulk of women-specific programs and activities were those that catered to the health wellness of women through the provision of medical assistance, programs on nutrition (ex. Women's Health and Safe Motherhood Program, Nutri-Nanay, Mothers Class) and other health services which were made more available and accessible especially to disadvantaged women. Livelihood assistance was likewise provided through opportunity trade and skills trainings (especially on product development and entrepreneurship) and granting of loans or capital to start up or continue their businesses. Awareness on women's rights and proper health care were also disseminated through different forms of advocacy activities. Lack of understanding and appreciation of local chief executives and officials on GAD. In the recent series of reorientation seminars on GAD concepts conducted by DILG Region 5 to its field officers in the region, this concern was highlighted as one major issue in GAD implementation at the municipal level. This lack of understanding and appreciation of GAD may be the reason for the perceived weak mainstreaming of GAD activities in the local development plans and budget. It was also noted that most of the LGUs do not strictly comply to the allotment and utilization of the 5 percent GAD Budget. Lack of sex-disaggregated data at the local level. To be able to appropriately fashion strategies and programs on the needs of women and men, it is imperative to generate sex-disaggregated data. Efforts to generate gender statistics were pursued particularly by the National Statistical Coordination Board (NSCB). NSCB currently publishes data on women and men but it is only at the regional level. Sex-disaggregated data most especially at the municipal and barangay level is rarely available. Development Objectives 1. To promote gender equality (or eliminate gender inequalities and discrimination); and 2. To effectively mainstream GAD policies at the local level. Strategies Continue the promotion of women and childrens welfare especially those in difficult circumstances. Concerned agencies to continue and implement new programs and activities on improving women and childrens health and nutrition. Establish more women and childrens desks and crisis intervention centers. Establishment of these centers is also a must abroad to address the concerns of women OFWs. Encourage participation of men and boys in education. Information dissemination and advocacies must be conducted to motivate the male population to pursue higher education. Curriculum should be continuously enhanced to accommodate the changing needs of girls, boys, men and women. DepEd must study the low participation especially drop-out cases among boys and identify strategies and programs to address this. Open more business opportunities and credit access to women. As more and more women are educated, their potentials could be tapped by providing them more opportunities in opening their own businesses and giving them more access to credit. Aggressively promote responsible parenting. The 2006 Presidential Directive on Responsible Parenthood and National Family Planning focuses on the program- responsible parenting, the shared responsibility of the mother and

father in responding to the needs and aspirations of their family and children. This program must be promoted to the LGUS especially to the barangay level so that men not only women shall be involved in fertility, child-rearing and household activities. Encourage women to organize or participate more in organization. More women involvement in organizations and movement would translate in women's empowerment in pushing their agenda. Strengthen promotion and advocacy of GAD in the region. Raising awareness and deepening the appreciation of local governments, agencies, and other institutions on GAD would significantly contribute to better planning, increased budget allocation and better delivery of services and interventions especially on women and children. Advocacy activities must not only be the concern of the government but should involve the private sector, nongovernment and people's organizations. The DILG should also look into strengthening the functionality of GAD focal point mechanisms and GAD councils to effectively mainstream and monitor GAD efforts especially at the LGU level. Generate sex-disaggregated data at the LGU level. It is a primary need to have gender statistics at the municipal and barangay level for better gender-responsive planning and budgeting. LGUs as well as agencies/SUCs should consider setting up of a database or information system. PRINCIPLES Gender Equality Principles Based on the Calvert Womens Principles Organizations will take concrete steps to attain gender equality by adopting and implementing policies and practices in seven key areas: 1. Employment and compensation. Policies that eliminate gender discrimination in areas such as recruitment, hiring, pay, and promotion. 2. Work-life balance and career development. Policies that enable work-life balance and support educational, career, and vocational development. 3. Health, safety, and freedom from violence. Policies to secure the health, safety, and well-being of female workers. 4. Management and governance. Policies to ensure equitable participation in management and governance. 5. Business, supply chain, and marketing practices. Non-discriminatory business, supply chain, contracting, and marketing policies. 6. Civic and community engagement. Policies to promote equitable participation in civic life and to eliminate all forms of discrimination and exploitation. 7. Leadership, transparency, and accountability. Policies that are publicly disclosed, monitored, and enforced that display active commitment from top leadership. 1. EMPLOYMENT AND COMPENSATION Pay the legal minimum wage and strive to pay a living wage. Ensure fair and comparable wages, hours, and benefits for comparable work for all employees. Undertake concrete, verifiable actions to recruit women candidates and retain women employees from traditionally underrepresented groups and for non-traditional positions. Eliminate all forms of discrimination based on attributes such as gender, race, ethnicity, religion, disability, sexual orientation, gender identity, or cultural stereotypes in all work-related activities or privileges, including wages, hours, benefits, job access, and working conditions. Prohibit discrimination based on marital, parental, reproductive, or health status (including HIV/AIDS) in all employment or promotion decisions. Ensure job security by allowing for interruptions in work for maternity leave, parental leave, and family-related responsibilities. Implement equitable policies for non-salaried employees conducting temporary and/or temporary work. Ensure equitable layoffs that do not disproportionately affect women. 2. WORK-LIFE BALANCE AND CAREER DEVELOPMENT Undertake concrete, verifiable actions to make professional and private life more balanced by implementing and promoting a variety of flexible work options, including workforce exit and re-entry opportunities, and support women returning to positions of equal pay and status.

 Promote the use of family leave, dependent care, and wellness programs. Allow time-off from work for employees seeking medical care or treatment, for themselves or their dependents, including family planning and reproductive health care. Support access to childcare either by providing childcare services, preferably on-site, or referrals. Provide equal opportunities and access for women to education, including literacy, vocational, and information technology training. Provide professional development opportunities that include formal or informal networking, client development activities, and mentoring programs for women at all levels, including women working in non-traditional fields. 3. HEALTH, SAFETY, AND FREEDOM FROM VIOLENCE Prohibit and prevent all forms of violence in the workplace, including verbal, physical, or sexual harassment. Ensure the safety of female employees and vendors in the workplace, including travel to and from the workplace and on company-related business, and ensure the safety of vendors in the workplace. Provide and promote policies and programs addressing domestic violence. Work to eliminate and disclose unsafe working conditions by providing protection from exposure to hazardous or toxic chemicals in the workplace, particularly when those substances have known or suspected adverse effects on the health of women, including reproductive health. 4. MANAGEMENT AND GOVERNANCE Establish policies and undertake proactive efforts to recruit and appoint women to managerial positions and to the corporate board of directors. Establish policies and undertake proactive efforts to assure participation by women in decision-making and governance at all levels and in all areas of the business, including budgetary decision-making. Include improving gender equality as a factor in performance measures and provide resources to support gender initiatives. 5. BUSINESS, SUPPLY CHAIN, AND MARKETING PRACTICES Maintain ethical marketing standards by respecting the dignity of women in all sales, promotional, and advertising materials. Minimize or eliminate any form of gender or sexual exploitation in marketing and advertising campaigns. Encourage and support women's entrepreneurship. Seek business relationships with women-owned businesses and vendors, including micro-enterprises, and work with them to arrange fair credit and lending terms. Clearly forbid business-related activities that condone, support, or otherwise participate in trafficking, including labor or sexual exploitation. Ensure that these Principles are observed not only with respect to employees, but also business partners such as independent contractors, sub-contractors, home-based workers, vendors, and suppliers. Take these Principles into consideration in product and service development and major business decisions, such as mergers, acquisitions, joint venture partnerships, and financing. 6. CIVIC AND COMMUNITY ENGAGEMENT Encourage philanthropic foundations associated with the organization to promote gender equality through their grant-making, programmatic initiatives, and investments. Encourage women and girls to enter non-traditional fields by providing accessible career information and training programs designed specifically for them. Respect female employees rights to participate in legal, civic, and political affairs including time off to vote without interference or repercussions in the workplace. Respect freedom of association among all employees. Work with governments and communities where the organization does business to eliminate gender-based discrimination and improve educational and other opportunities for women and girls in those communities, including support for women's community groups working for the advancement of women. Exercise proactive leadership to protect women from sexual harassment, violence, mutilation, intimidation, retaliation, or other denial of their basic human rights by host governments or non-governmental actors and refuse to tolerate situations where cultural differences or customs are used to deny the basic human rights of women and girls.

7. LEADERSHIP, TRANSPARENCY, AND ACCOUNTABILITY Commit to gender equality through a CEO statement or comparably prominent means and prominently display the commitment in the workplace and/or make it available to all employees in a readily accessible form. Establish benchmarks to measure and monitor progress toward gender equality and report results publicly. Develop and implement company policies, training, and internal reporting processes to ensure implementation of gender equality throughout the organization and conduct periodic self-evaluations through data collection and analysis, audits, public disclosure, and reporting. Establish a clear, unbiased, non-retaliatory grievance policy allowing employees to comment or complain about their treatment in the workplace. Engage in constructive dialogue with stakeholder groups, including employees, non-governmental organizations, business associations, investors, customers, and the media on progress in implementing the organizations commitment to gender equality. Be transparent in the implementation of this commitment and promote endorsement and implementation by affiliates, vendors, suppliers, customers, and others with whom the organization does business. Ensure that government relations and corporate political spending policies and practices incorporate the commitment to gender equality.