ORGANIZATIONAL ASSESSMENT

Factor

Present

Absent

ORGANIZATIONAL FACTORS
Mandate and objectives
Are these gender-sensitive?
Do these express commitment
to improving human condition?

Too generic; must be revisited

Yes, directly addresses the
intention of empowering
communities with improved
health seeking behaviors

Are these commited to

gender goals?

Yes, but not deliberately

comitted to gender goals

Sponsorship for GAD

Do key decision makers understand

They are not fully aware of GAD

and support GAD goals?

Are there prime movers for GAD

in the agency?

and intention behind it

Yes, there are, however

needs to broaden knowledge

Gender sensitivity of co-workers

Are co-workers sensitive?

No, sexual harassment is present

but not victim is not fully aware
that it is a form of sexual
harassment

Do they accept GAD concepts and

goals?
Do they see the relevance of GAD
in their work? In their home life?

Yes, they are eager and

awaiting for GAD activities
Yes, through informal
conversations, there are
indicative signs of using gender
lens into personal and political
aspects

Gender responsiveness of
organization
Are decision-making processes

Yes, partly they are participatory

gender sensitive?
Are employment policies (recruitment,

No, some of them are gender-

maintenance, and promotion)

blind specifically our HR policies

gender-sensitive?
Are office procedures and practices

Yes, but can be improved

gender-sensitive?
Is the database sex-disaggregated?

Yes, but for regional indicators,

some of the data for
consolidation omits the SDD

Are there individuals in the

organization who are equipped
gender analysis and planning
skills?

PROGRAM FACTORS
Integration of GAD in routine work

None.

ORGANIZATIONAL ASSESSMENT

Are GAD messages and concepts

Mostly are not including gender

integrated in the regular education,

approaches in training and

training, and service programs

other service programs

of the agency?
Are participatory processes used by

Yes, we are gradually involving

the agency in the design,

other external and internal

implementation and evaluation

partners in the development

of programs?

of programs

Gender fair messages

Is sexism present/absent in IEC

There are some notable sexist

materials

innuendos in the IEC

Is gender stereotyping maintained

Stereotyping is still present

or removed?

Are innovative and non-traditional

especially in reproductive health

Partyly yes

roles promoted by print and

other materials, and by services?

Recognition of multiple roles

Are practical and strategic needs
addressed by the program?

Yes, but most of the programs

Example of this is SHIs and

are only adressing practical

pink health cards

needs

Institutionalization of GAD
Is there an individual or group
responsible for mainstreaming

Yes, there will also be

a committee for this

gender? Is a budget maintained

GAD-related activities?
Is the agency in touch with
other GAD practitioners

Not yet.

ORGANIZATIONAL ASSESSMENT

What can be done to

improve the situation

Subject Organization to GMEF

and further gender analysis
with other experts

GAD orientation

Gender-sensitivity
and consciousness

Subject organization to
Gender audit and
analysis

ORGANIZATIONAL ASSESSMENT

Revisit IEC materials for

its gender sensitivity and
responsiveness

Revisit IEC materials for

its gender sensitivity and
responsiveness

Focus attention to key

strategic needs

Involve GAD specialists and

groups in the advocacy

Gender Issue/GAD
mandate

Cause of the gender

issue

GAD Activity

Target for Year 1

Target for Year Target for Year

2
3

Develop the Gender Mainstreaming Plan

Develop a Capacity Development Map

P/A/P should be left gender insensitive, gender unresponsive

designing appropriate intervention courses for GAD

GAD Planning
gender lens

Raising awareness ADVOCATES

should be different for GAD focal point from the employees

OPIF as a main source of MFO

re-check and validate to the appropriateness of OPIF/MFOs to GAD performance indicators

Incubation projects
using incubation projects as a way of mainstreaming programs for GAD

Develop CORE GAD messages for health and for clients

as "sexy" as possible

Always build monitoring

Leasons learned sessions and document

Use Framework Plan for Women for client-focused (women's economic empowerment, women's human rights, gender responsive governan

Use GMEF for organization focused activities (level of gender mainstreaming)

using Harmonized Gender Development Guide(HGDG)

and post the results

do a GAD locator - highest effective indicator - low cost; high value)

GAD BUDGET Utilization

Focus on these areas

Towards Gender Responsive Governance

Transparency mechanisms

Promotion of Women's Economic Empowerment

Crafting of internal check and control on the use of GAD budget

Millennium Development Goals

bantay sa dagat

BAI

Instead of activities think of the BIGGER impact

BFI
local health accounts
uni-directional approaches multi-tiered approaches

walang stratehiya, kung walang makatarungang storya

walang GRB plano, kung walang kaparis na tamang konteksto

rformance indicators

n rights, gender responsive governance)

antay sa dagat

ang storya
amang konteksto