1.

Gender-Responsive Governance

Governance is “the exercise of economic, political and administrative

authority to manage a country's affairs at all levels. It comprises the
mechanisms, processes and institutions, through which citizens and groups
articulate their interests, exercise their legal rights, meet their obligations
and mediate their differences (UNDP 1997). In order to say that governance
is good, UNDP further states that the it should be “participatory,
transparent, accountable, effective, equitable, promotes the rule of law,
addresses priorities and makes decisions based on broad consensus,
including especially the concerns of the poorest and the most vulnerable in
society; and formulates a strategic vision to achieve sustainable human
development.”

The Philippine Framework Plan for Women describes good governance that is
gender-responsive as one that enhances the abilities of women and men to
contribute to and benefit from development.

3. Gender mainstreaming and institutional transformation

The focus on an institutional setting means that gender mainstreaming is to be

conceived as a strategy which is pursued as a systematic and planned process for
organisational learning within an institution in order to achieve gender equality both
internally and especially in regard to working results and outcomes.

The strategic goal of the process is to integrate gender equality into the regular rules,
procedures and practices of an institution. A successful gender mainstreaming
implementation will lead to the transformation of an institution, thus also impacting on
the organisational culture.

Gender mainstreaming is therefore understood both as a process as well as a state. If

gender equality as a common goal is eventually mainstreamed into an institution,
gender equality will be an integral part of the objectives and daily work routines within
an organisation.

Eventually, and idealistically, it will not be necessary to put additional effort into the
implementation of gender mainstreaming because gender equality will become part of
ongoing procedures and will infiltrate the entire organisational culture. Gender
mainstreaming is therefore a strategy whose ultimate aim is to become dispensable.
We can thus identify three phases of mainstreaming gender in an organisation:

1
Introduction phase
Planning the process of change and taking initial steps with the aim of enabling an
institution to anchor gender equality as a guiding principle in all procedures and
practices in an organisational setting.

Please note: This module should be understood as a guide to plan and implement
gender mainstreaming in this specific phase of organisational change. The execution of
all 13 steps of the Guide is prerequisite to entering the implementation phase.

2
Implementation phase
Necessary regulations and procedures are in place; gender equality is anchored in an
institution by applying specific gender mainstreaming methods and is supported by a
gender mainstreaming support structure. For example, tools and methods appropriate
to the specific tasks within an organisation have been developed and are constantly
being applied. However, there is still the need to take action and to apply certain
methods in the context of the gender mainstreaming implementation to ensure gender
equality.
This phase comes after the guide of this module has been employed.

3
Consolidation phase
Gender equality is part of all regular procedures. There is no need to apply specific
gender mainstreaming methods because gender equality has been merged into the
organisation’s standard procedures. It is an unquestioned requirement, similar to other
principles such as saving costs or working efficiently. Gender equality is sustainably
anchored within an organisation’s culture.
Gender mainstreaming was established as a major global strategy for the
promotion of gender equality in the Beijing Platform for Action from the Fourth
United Nations World Conference on Women in Beijing in 1995. The ECOSOC
agreed conclusions (1997/2) established some important overall principles for
gender mainstreaming. A letter from the Secretary-General to heads of all
United Nations entities (13 October 1997) provided further concrete directives.
The General Assembly twenty-third special session to follow up implementation
of the Beijing Platform for Action (June 2000) enhanced the mainstreaming
mandate within the United Nations. More recently, the Economic and Social
Council adopted a resolution (ECOSOC resolution 2001/41) on gender
mainstreaming (July 2001) which calls on the Economic and Social Council to
ensure that gender perspectives are taken into account in all its work, including
in the work of its functional commissions, and recommends a five-year review of
the implementation of the ECOSOC agreed conclusions 1997/2. Clear
intergovernmental mandates for gender mainstreaming have been developed
for all the major areas of the work of the United Nations, including disarmament,
poverty reduction, macro-economics, health, education and trade. The Security
Council resolution 1325, adopted in October 2000, outlines the importance of
giving greater attention to gender perspectives in peace support operations.
Specific mandates also exist for ensuring that gender perspectives are taken
into account in the major planning processes and documents within the United
Nations, the medium-term plans, programme budgets and programme
assessments (for example, General Assembly resolution of December 1997
(A/Res/52/100). The ECOSOC agreed conclusions 1997/2 defines gender
mainstreaming as: “…the process of assessing the implications for women and
men of any planned action, including legislation, policies or programmes, in all
areas and at all levels. It is a strategy for making women’s as well as men’s
concerns and experiences an integral dimension of the design, implementation,
monitoring and evaluation of policies and programmes in all political, economic
and societal spheres so that women and men benefit equally and inequality is
not perpetuated. The ultimate goal is to achieve gender equality.” Gender
mainstreaming entails bringing the perceptions, experience, knowledge and
interests of women as well as men to bear on policy-making, planning and
decision-making. Mainstreaming should situate gender equality issues at the
centre of analyses and policy decisions, medium-term plans, pro- vi gramme
budgets, and institutional structures and processes. This requires explicit,
systematic attention to relevant gender perspectives in all areas of the work of
the United Nations. While mainstreaming is clearly essential for securing human
rights and social justice for women as well as men, it also increasingly
recognized that incorporating gender perspectives in different areas of
development ensures the effective achievement of other social and economic
goals. Mainstreaming can reveal a need for changes in goals, strategies and
actions to ensure that both women and men can influence, participate in and
benefit from development processes. This may lead to changes in organizations
– structures, procedures and cultures – to create organizational environments
which are conducive to the promotion of gender equality. Over the past decade
the understanding of, and commitment to, gender mainstreaming has increased
significantly within the United Nations. Across the United Nations system
policies on gender equality and strategies for implementing gender
mainstreaming have been developed; research on gender perspectives in
different areas and the sex-disaggregation of data has increased; considerable
knowledge of the gender perspectives in different areas of work of the United
Nations has been documented; and important institutional measures have been
adopted to increase the awareness, knowledge, and capacity of professional
staff for implementing gender mainstreaming, including training programmes
and gender focal point systems. A number of persistent constraints remain,
however, to be addressed, including conceptual confusion, inadequate
understanding of the linkages between gender perspectives and different areas
of the work of the United Nations and gaps in capacity to address gender
perspectives once identified. Strategies have been put in place to address these
constraints, including fact sheets on the concepts underlying gender
mainstreaming, briefing notes on the linkages between gender and different
sectors and competence development programmes. The lack of understanding
of "HOW" gender perspectives can be identified and addressed remains one of
the most serious constraints. This publication has been developed with the
specific purpose of providing support in this area. Further materials will be
developed to increase the capacity of professional staff to incorporate gender
perspectives into their work. An important point, which should be raised in all
discussions of gender mainstreaming, is that the strategy of gender
mainstreaming does not in any way preclude the need for specific targeted
interventions to address women’s empowerment and gender equality. The
Beijing Platform for Action calls for a dual strategy – gender mainstreaming
complemented with inputs designed.

In 1993 the National Economic and Development Authority (NEDA) and the National
Commission on the Role of Filipino Women (NCRFW), in conjunction with various Philippine
government agencies, produced the Guidelines for Developing and Implementing Gender-
Responsive Programs and Projects. The document sought to assist line or implementing
agencies in (1) complying with Republic Act (RA) No. 7192, known as the Women in
Development and Nation-Building Act, and its Implementing Rules and Regulations; (2)
integrating a gender and development (GAD) perspective in development planning processes
and various stages of the project cycle; and (3) addressing the issues of inadequate sex-
disaggregated data and statistics for development planning and programming. Since the mid-
1990s, most official development assistance (ODA) donors have also crafted their own GAD
guidelines to assist their officers, contractors, and local partners in incorporating GAD concerns
in the design and implementation of their programs and projects. By early 2003, or ten years
after the Philippine government issued its GAD guidelines, Philippine government agencies had
been contending with often overlapping GAD checklists. In mid-2003, NEDA and the Official
Development Assistance Gender and Development Network (ODA-GAD Network) agreed to
harmonize GAD requirements after reviewing the existing checklists for project development,
implementation, and monitoring and evaluation (M&E). This initiative aimed to produce a
common set of guidelines for the Philippine government agencies and donors while allowing
variations in priorities among them.1 The new GAD guidelines reflect the evolution of
assistance framework from Women in Development (WID) to GAD and the current focus on
women’s rights. The current version of the guidelines also incorporates the suggestions of many
groups in the Philippine government that have tried the original set of guidelines.2 OBJECTIVES
AND CONTENTS The harmonized GAD guidelines seek to promote the twin goals of gender
equality and women’s empowerment. Specifically, these aim to: 1. provide NEDA, ODA donors,
Philippine government agencies, and development practitioners with a common set of
analytical concepts and tools for integrating gender concerns into development programs and
projects; and 2. help achieve gender equality in, and empower women through, projects and
programs. 1 The World Bank, in coordination with NEDA, compiled sets of guidelines and
disseminated them during the 1 April 2003 Network meeting. A consultant was hired to simplify
and harmonize the existing guidelines of NEDA, NCRFW, and ODA donors. The United Nations
Development Programme (UNDP) provided the initial funds, while NEDA led and managed the
initiative. 2 The revision of the guidelines was supported by a technical assistance grant from
the Asian Development Bank to NEDA. Revised Harmonized GAD Guidelines 2 CONTEXT OF THE
GUIDELINES RA 7192 provides the legal mandate for involving women in development (see
sidebar). An additional mandate comes from the Philippine Plan for Gender-Responsive
Development (PPGD), which envisions a society that promotes gender equality and women’s
empowerment and upholds human rights, among other development goals. It also commits the
Philippine government to addressing issues of poverty, violence against women and other
abuses of women’s human rights, and the continuing invisibility of women in public affairs (see
box 1). Another document, the Framework Plan for Women focuses on women’s economic
empowerment, the protection and fulfillment of women’s human rights, and the promotion of
gender-responsive governance. The Philippine government has adopted gender mainstreaming
as its principal strategy for pursuing these goals. Development assistance from individual
donors in the Philippines is governed by the PPGD and donor policies and strategies. The latter
are shaped by national priorities of donor countries or policies of governing boards of
multilateral aid agencies, as well as by international agreements. These agreements include the
Beijing Platform for Action, the final document of the United Nations (UN) Fourth Conference
on Women in 1995; the UN Convention on the Elimination of All Forms of Discrimination
Against Women (CEDAW), which provides a framework within which a range of issues may be
addressed based on a core understanding of nondiscrimination and equality; and donor
commitments to Organisation for Economic Cooperation and Development (OECD) policies
contained in the 1998 DAC Guidelines on Gender Equality and Women’s Empowerment in
Development Co-operation. The twin goals of gender equality and women’s empowerment
articulated in the OECD Development Assistance Committee (DAC) gender guidelines are
echoed in most of the GAD policy statements and guidelines of the major bilateral and
multilateral ODA partners of the Philippines. The core requirements of the harmonized GAD
guidelines apply to development programs and projects, although their application may slightly
vary according to the funding focus and priorities of the donors. The GAD guidelines of bilateral
and multilateral donors are generally based on a strategy that treats “gender,” GAD, or gender
equality as a crosscutting theme—one that needs to be Excerpts from the Implementing Rules
and Regulations of RA 7192 (Rule 1, Section 2) “The State recognizes the role of women in
nation building and shall ensure the fundamental equality before the law of women and men.
The State shall provide women rights and opportunities equal to that of men. “To attain the
foregoing policy: a. A substantial portion of official development assistance funds received from
foreign governments and multilateral agencies and organizations shall be set aside and utilized
by the agencies concerned to support programs and activities for women . . . b. All government
departments shall ensure that women benefit equally and participate directly in the
development programs and projects of said department, specifically those funded by official
foreign development assistance ... c. All government departments and agencies shall review
and revise all their regulations... to remove gender bias therein.” Revised Harmonized GAD
Guidelines 3 Box 1. PPGD strategies, goals, and vision Strategies Goals Vision [ Enhancement of
sustainable access of women to capital, market, information, technology, and technical
assistance [ Enhancement of employment and livelihood skills of women, particularly in high-
value-adding industries and agricultural activities [ Establishment of an enabling environment
that will ensure the effective implementation of policies for the protection of woman workers [
Increase in women’s awareness of their economic rights and opportunities [ Strengthening of
women’s representation in economic decision-making bodies Increased economic
empowerment of women Gender equality Women’s empowerment Sustainable development
Peace and social justice Actualization of human potentials beyond basic needs Democratic
participation Selfdetermination at all levels Respect for human rights [ Enhancement of
women’s access to/utilization of basic social services [ Promotion of a gender-responsive
delivery of justice to violence against women (VAW) survivors [ Formulation and
implementation of legislative measures that will eliminate gender bias [ Promotion and
advancement of women and girlchildren’s human rights Protection and fulfillment of women’s
human rights [ GAD mainstreaming in the bureaucracy [ Enhancement of women’s leadership
roles and participation in decision making [ Strengthening of women’s role in promoting
gender-responsive governance [ Strengthening of government partnership with media in
covering various women’s issues Gender-responsive governance Sources: Philippine Plan for
Gender-Responsive Development and Framework Plan for Women. “integrated” or
“incorporated” in various aspects of the agency’s operations, policies, programs, and projects.
The Philippine government and its many donors also promote equality between women and
men through a “gender mainstreaming” strategy which includes funding initiatives that address
women’s human rights and gender issues or interventions that enable organizations and
institutions to pursue GAD mainstreaming. The Harmonized Gender and Development
Guidelines presents the convergence of the GAD frameworks of the Philippines and ODA
donors.

The Philippines’ Harmonized Gender and Development Guidelines An Introduction."—

Presentation transcript:

2 The Philippines’ Harmonized Gender and Development Guidelines An Introduction

3 Need for simplification and coherence OECD 2005 Paris Declaration on

harmonization and alignment OECD 2005 Paris Declaration on harmonization and
alignment Joint efforts of NEDA, ODA GAD Network and NCRFW Joint efforts of NEDA,
ODA GAD Network and NCRFW ODA policy environment DAC/OECD gender equality
statements DAC/OECD gender equality statements Philippine Development Forum
Philippine Development Forum Individual donors Individual donors  Proliferation of
GAD guidelines Why the harmonized GAD guidelines

4 Monitoring and evaluation Utilization  Capacity development  Dissemination

(beginning January 2005)  Revision (October 2006-November 2007)  Validation of
the original guidelines (November 2003- February 2004)  Development of the
guidelines (September 2003- February 2004) Steps taken

5 Help achieve gender equality in, and empower women through, projects and
programs Provide NEDA, ODA donors, Philippine government agencies, and
development practitioners with a common set of analytical concepts and tools for
integrating gender concerns into development programs and projects OBJECTIVES
OBJECTIVES

6 Paris Declaration of 2005: harmonization Philippines and ODA donors  Bilateral

and multilateral GAD policies  Goal endorsed by 1995 DAC High Level Meeting* * 
ODA donors  PPGD; FPW  RA 7192 (Women in Development and Nation Building
Act)* *  Philippines Mandates

7 WOMEN’S ECONOMIC EMPOWERMENT HUMAN RIGHTS GENDER-

RESPONSIVE GOVERNANCE The Philippine Framework Plan for Women

8 Achieving equality between women and men may involve the introduct Gender
equality means promoting equal participation of women as agents of economic, social,
and political change  Participation in development is crucial to the empowerment of
women and men  Equality between women and men is a key women’s human right
Principles ion of specific measures designed to eliminate gender inequalities and
inequities

9 Program or project monitoring and evaluation Program or project implementation

and management  Program or project identification and formulation Applications

New framework for Gender Equality and Women's Empowerment:

Transforming the Lives of Girls and Women through EU External Relation

(2016-2020) adoptedBrussels, 22 September 2015
Yesterday, the European Commission and the European External Action
Service adopted new framework for the EU's activities on gender equality
and women's empowerment in

EU's external relations.

A new framework for the EU's activities on gender equality and women's
empowerment in the EU' external relations for the 2016-2020 period was
adopted yesterday by the European Commission he EEAS. Its aim is to
support partner countries, especially in developing, enlargement and
neighbouring countries, to achieve tangible results towards gender equality
which is at the core of

European values, as well as the new Sustainable Development Goals (SDGs)

to be formally adopt this week.

EU High Representative/Vice-President Federica Mogherini said: ''With this

new framework the Eakes forward working for gender equality in all its
external actions. Women’s rights are human right and human rights are
women’s rights. We want to provide our partners with the effective support
need in order to fight violence against women and girls and at the same time
to empower them so and economically, so that women can participate
actively in the political, social and cultural life of countries.''

EU Commissioner for International Cooperation and Development,Neven

Mimica, said: "It is my conviction that our new approach will not bring only
words but concrete actions and results. It will translated into real
improvements in the livelihoods of women and girls in third countries –
where

rogress needs to be accelerated if we are to transform our world and unlock

a development that really sustainable."

The new framework for action will build on the achievements and lessons
learnt brought about by implementation of the Gender Action Plan in
Development 2010-2015. It will be more focussed on tangible results. It will
be financed through a variety of EU external action instruments (such as th

Development and Cooperation Instrument) and aid modalities (for instance,

budget support or assistance to Civil Society Organisations). About €100
million have already been allocated to conc measures specifically targeted to
improve women's and girls' rights, while gender will also be mainstreamed
throughout other sectors of development cooperation.
EU Member States will discuss this new framework in the relevant Council
bodies, including at the Foreign Affairs Council dedicated to Development in
October. The new framework should apply as 2016.

Background

2015 is a pivotal year for gender equality and the empowerment of girls and
women. It is the year when a new development framework will be agreed
upon at the global level, with gender equality firmly at the centre of the
proposed Sustainable Development Goals (SDGs).

The EU and its Member States are at the forefront of the protection and
fulfilment of girls' and women’s r rights. The strong EU positioning in the
post-2015 development agenda clearly contributed to gender equality being
accepted as a central element within the new SDGs.

2015 also celebrates the 15th anniversary of the UN Security Council

Resolution 1325 on Women,

Peace and Security, and the 20th anniversary of the Beijing

Declaration and Platform for Action. International community is
rallying round to ensure that girls' and women's rights are fulfilled
and empowering action is adequately supported through
galvanised efforts.

The new framework is divided into four pillars, for which there are
concrete indicators and targets

These pillars are the following:

Fighting violence of any kind against women and girls -this

includes protecting women against violence in situations of
conflict and the prevention of trafficking of girls and women.
-
\

\
Laws and issuances

Memorandum Circular No. 2017-114: Guidelines in Monitoring the Functionality of VAW Desk in Every
Barangay

Guidelines in Monitoring the Functionality of VAW Desk in Every Barangay

1.0 BACKGROUND

1.1 The State realizes that equality of men and women entails
the abolition of the unequal structures and practices that
perpetuate discrimination and inequality. To realize this, the
State shall endeavor to develop plans, policies, programs,
measures and mechanisms to address discrimination and
inequality in the economic, political, social, and cultural life of
women and men.

1.2 In pursuance of the above-mentioned state policy,

Republic Act No. 9710, otherwise known as the Magna Carta of
Women (MCW) was enacted into law on August 14, 2009.
Amongst its provisions is the establishment of a Violence
Against Women (VAW) Desk as specified under Section 9 (D) of
the law and Section 12 (D), Rule IV of its Implementing Rules
and Regulations (IRR).

1.3 To implement the aforementioned provision, the

Department of the Interior and Local Government (DILG),
Department of Social Welfare and Development (DSWD),
Department of Health (DOH), Department of Education (DepEd)
and Philippine Commission on Women (PCW) issued Joint
Memorandum Circular (JMC) No. 2010-2 dated December 9,
2010 entitled “Guidelines in the Establishment of a Violence
Against Women (VAW) Desk in Every Barangay”. This JMC
provides for the guidelines and procedures in the establishment
of a VAW Desk in every barangay to ensure that all forms of
violence against women cases are fully addressed in a gender-
responsive manner.

1.4 After the issuance of the JMC, the functionality of VAW

Desk in every barangay is yet to be determined. Thus, a tool to
monitor its functionality was developed by the DILG through the
National Barangay Operations Office (NBOO) in collaboration
with PCW, National Anti-Poverty Commission – Women Sectoral
 Council (NAPC-WSC), and NAPC Office of the Lead Convenor.

2.0 PURPOSE

The policy is intended to provide the local government units

(LGUs) and other concerned entities the guidelines and
monitoring tool in assessing the functionality of barangay VAW
Desk.

3.0 SCOPE/COVERAGE

This policy shall cover all barangays nationwide.

4.0 DEFINITION

4.1 Violence Against Women (VAW) - as defined under Rule

II, Section 4(K) of the Magna Carta of Women and Section 7(K)
of its IRR, refers to “any act of gender-based violence that
results in, or is likely to result in, physical, sexual, or
psychological harm or suffering to women, including threats of
such acts, coercion, or arbitrary deprivation of liberty, whether
occurring in public or in private life.” It shall be understood to
encompass, but not limited to, the following:

4.1.1 Physical, sexual, psychological,

and economic violence occurring in the
family, including battering, sexual
abuse of female children in the
household, dowry-related violence,
marital rape, and other traditional
practices harmful to women, non-
spousal violence, and violence related
to exploitation;

4.1.2 Physical, sexual and

psychological violence occurring within
the general community, including rape,
sexual abuse, sexual harassment and
intimidation at work, in educational
institutions and elsewhere, trafficking
in women, and prostitution; and
 4.1.3 Physical, sexual and
psychological violence perpetrated or
condoned by the State, wherever it
occurs. It also includes acts of violence
against women as defined in Republic
Acts No. 9208 and 9262.

4.2 Barangay Violence Against Women (VAW) Desk – a facility

that addresses VAW cases in a gender-responsive manner,
managed by a person designated by the Punong Barangay. It is
situated within the premises of the barangay hall. In the
absence of a barangay hall, the VAW Desk shall be established
within the premises where the punong barangay holds office.

5.0 POLICY CONTENT AND GUIDELINES

5.1 Functionality Indicators of Barangay VAW Desk

The functionality of Barangay VAW Desk shall be

assessed in the following areas: Establishment,
Resources, Policies, Plans and Budget, and
Accomplishment.

5.1.1 Establishment

The VAW Desk must be established and

the VAW Desk Person must be
designated through a Barangay
Ordinance or an Executive Order. The
VAW Desk Person (preferably a woman
barangay kagawad, woman barangay
tanod, or any other qualified person in
the community with the commensurate
remuneration/honorarium) designated
by the Punong Barangay must be
trained in gender-sensitive handling of
VAW cases.

The VAW Desk shall have a separate room where the intake interview can be
conducted (if no separate room available, an enclosed area within the
compound where the barangay hall is located).
5.1.2 Resources

A functional Barangay VAW Desk shall

have the basic equipment, furniture,
vehicle, monitoring tools, and
reference materials:

a. Furniture and Vehicle – a VAW

Desk shall have a separate cabinet or
designated storage place where files
could be safely kept and maintained.
Access to its contents must be
controlled by the person-in-charge.
Further, a vehicle or transportation
expenses must be available for the use
of transporting victim-survivor/s.

b. Equipment and Supplies - a VAW

Desk shall have the necessary
equipment for recording, documenting,
and monitoring VAW cases received.
Communication equipment and first aid
kit shall be available for the referral of
VAW concerns and the provision of first
aid treatment to victim-survivor/s.

c. Monitoring Tools – availability of

Intake Form, Referral Form, Feedback
Form, Logbooks, and Application Form
for Barangay Protection Order (BPO).

d. References – these are reference

materials that must be readily available
in the barangay, such as: (1) directory
of all government agencies and non-
government institutions, national and
local that provide VAW-related
services. It must contain all necessary
information such as name, address,
and contact details of the agency or
institution, including procedures in
availing the required services. This is
vital in referring VAW victim-survivors
to the proper agencies or institutions in
 cases where they need services such
as legal assistance; psychosocial
services (e.g. counseling, psychiatric
examination and therapy); medical
services; medico-legal services; and
livelihood development and
employment assistance; (2) VAW Desk
Handbook; (3) VAW-related books and
brochures; (4) flowchart on Barangay
Protection Order (BPO) issuance; and
(5) flowchart on handling of VAW
cases.

5.1.3 Policies, Plans and Budget

The VAW Desk shall have its own

budget for operation and services that
is integrated in the approved Barangay
Gender and Development (GAD) Plan
and Budget which shall be at least five
percent (5%) of their budgetary
allocation.

The barangay shall have the approved

Barangay GAD Plan and Budget which
contains gender-responsive programs
and activities to address gender-based
violence. Said programs must be
integrated in the Barangay
Development Plan (BDP) and reflected
in the Annual Investment Program
(AIP) of the barangay.

5.1.4 Accomplishment

The barangay shall prepare and submit

quarterly accomplishment reports to
the City/Municipal Social Welfare and
Development Officer (C/MSWDO) and
City/Municipal Local Government
Operations Officer (C/MLGOO) within
10 working days of the ensuing month.
 The report must be based on the
database/records of VAW cases
reported in the barangay and contain
relevant information such as total
number of VAW cases received,
assistance provided to victim-survivors
(i.e. securing BPO, referral to other
service providers such as rescue,
shelter, medico-legal, etc.), total
number of cases documented for
violating RA 9262 and other VAW-
related laws, total barangay
population, number of male and female
in the barangay, and minor to adult
ratio.

Accomplishments of VAW Desk and

other efforts to realize a “violence free
community” must be reflected in the
State of Barangay Address (SOBA).

5.2 Monitoring and Evaluation Team

5.2.1 Creation of Inter-Agency Monitoring Team

An Inter-Agency Monitoring Team

(IMT) shall be created at the
city/municipal level to monitor the
establishment and evaluate the
functionality of VAW Desk in every
barangay.

5.2.2 City/Municipal IMT Composition

Chairperson : C/M Local

Government Operations Officer
Co-Chairperson : C/M Social Welfare
and Development Officer
Members:

C/M PNP Women and

Children Protection Desk
Officer
C/M Health Officer
 One (1) representative
each from three (3)
different
LGU-accredited/recognized
women civil society
organizations

5.2.3 Documents to be presented

The Barangay VAW Desk Person shall

present the following documents to the
C/MIMT:

a. Copy of Barangay Ordinance or

Executive Order on the establishment
of Barangay VAW Desk and designation
of Barangay VAW Desk Person;
b. Copy of Certificate/s of
trainings/seminars and workshops
attended on VAW, Gender Sensitivity
and Basic Crisis Intervention;
c. Copy of accomplished Monitoring
Forms (Intake Form, Referral Form,
Feedback Form and BPO Application
Form);
d. Logbooks (Logbook 1 for RA 9262
cases and Logbook 2 for other
VAW- related cases);
e. Directory of service providers;
f. VAW Desk Handbook;
g. VAW-related information,
education and communication (IEC)
materials (books, brochures, etc.);
h. Barangay Development Plan with
VAW-related programs and projects
articulated therein;
i. Approved Barangay GAD Plan and
Budget with gender-responsive
programs and activities to address
gender-based violence;
j. Annual Investment Program which
reflects the approved GAD Plan and
Budget of the barangay;
k. Annual GAD Accomplishment
 Report based on the approved GAD
Plan and Budget;
l. Copy of Quarterly Reports;
m. Copy of the State of Barangay
Address (SOBA) reflecting
accomplishment in addressing VAW
cases;
n. Database/records of all VAW cases
reported in the barangay; and
o. Copy of post-activity report/s on
the activities conducted on the
elimination of VAW in the community.

5.3 Duties and Responsibilities

5.3.1 City/Municipal IMT

a. Evaluate the Barangay VAW Desk

based on the documents submitted
using VAW Desk Form 1;
b. Conduct site inspections and meet
with concerned barangay officials for
feedbacking on the strengths or
weaknesses of the VAW Desk;
c. Discuss with the concerned
mayors on the outcome of the
evaluation;
d. Come up with the recommended
actions; and
e. Using VAW Desk Form 2, submit
report in soft and hard copies to the
DILG Provincial Office not later than
April 15 of every year.

Note: In case of Highly Urbanized

Cities (HUCs), the report shall be
submitted by the HUCIMT directly to
the DILG Regional Office.

5.3.2 DILG Provincial Office

 Consolidate and submit reports using
VAW Desk Form 3 in soft and hard
copies to the DILG Regional Office not
later than April 30 of every year.

5.3.3 DILG Regional Office

Consolidate and submit reports using

VAW Desk Form 4 in soft and hard
copies to the DILG Central Office
through the National Barangay
Operations Office (NBOO) not later
than May 15 of every year.

6.0 ALLOCATION OF FUNDS FOR MONITORING

Funds for monitoring the functionality of Barangay

VAW Desks shall be charged against the GAD Fund
of the city/municipality.

7.0 INDICATOR AND RATING

The functionality of Barangay VAW Desk shall be

rated by the C/MIMT in the following indicators:

Republic Act 9710

Magna Carta of Women

Files:

The MCW is a comprehensive women's human rights law that seeks to

eliminate discrimination through the recognition, protection, fulfilment and
promotion of the rights of Filipino women, especially those belonging in the
marginalized sectors of the society. It conveys a framework of rights for
women based directly on international law.
The MCW establishes the Philippine government’s pledge of commitment to
the Convention on the Elimination of All Forms of Discrimination against
Women's (CEDAW) Committee in its 36th Session in 2006 and to the UN
Human Rights Council on its first Universal Periodic Review in 2009. It is the
local translation of the provisions of the CEDAW, particularly in defining
gender discrimination, state obligations, substantive equality, and temporary
special measures. It also recognizes human rights guaranteed by the
international Covenant on Economic, Social and Cultural Rights (ICESCR).
Salient features of the law include:

 Increasing the number of women in third level positions in

government to achieve a fifty-fifty (50-50) gender balance
within the next five years while the composition of women in all
levels of development planning and program implementation
will be at least 40 percent;

 Leave benefits of 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;

 Non-discrimination in employment in the field of military, police

and other similar services that include according the same
promotional privileges and opportunities as their men
counterpart, including pay increases, additional benefits, and
awards, based on competency and quality of performance.

 Provision for equal access and elimination of discrimination in

education, scholarships, and training. Thus, "expulsion, non-
readmission, prohibiting enrollment, and other related
discrimination of women students and faculty due to pregnancy
out of marriage shall be outlawed.

 Non-discriminatory and non-derogatory portrayal of women in

media and film to raise the consciousness of the general public
in recognizing the dignity of women and the role and
contribution of women in family, community, and the society
through the strategic use of mass media;
  Equal status given to men and women on the titling of the land
and issuance of stewardship contracts and patents

ACTION PLAN ON GAD

PCW Memorandum Circular No. 2011-01

1. PURPOSE
To provide guidelines and procedures for the establishment, strengthening, and
institutionalization of the GAD Focal Point System (GFPS) in constitutional
bodies, government departments, agencies, bureaus, SUCs, GOCCs and all other
government instrumentalities; and
To clarify the roles and responsibilities, composition and structure of the GFPS
to enable it to function as a mechanism for catalyzing and accelerating gender
mainstreaming in the agency towards the promotion of Gender Equality and
Women’s Empowerment.

2. POLICY GUIDELINES
Pursuant to Section 36 of Republic Act No. 9710, otherwise known as the Magna
Carta of Women (MCW), all government departments, including their attached
agencies, offices, bureaus, state universities and colleges, government –owned
and –controlled corporations, local government units and all other government
instrumentalities shall adopt gender mainstreaming as a strategy to promote
women’s human rights and eliminate gender discrimination in their systems,
structures, policies, programs , processes, and procedures;
Section 37-C of the Implementing Rules and Regulations (IRR) of the MCW
provides that all concerned government agencies and instrumentalities
mentioned above shall establish or strengthen their GFPS or a similar GAD
mechanism to catalyze and accelerate gender mainstreaming within the agency.

3. DEFINITION OF TERMS
For the purpose of this circular, the following terms are defined:

a. Gender and Development (GAD) – refers to the development

perspective and process that is participatory and empowering,
equitable, sustainable, free from violence, respectful of human
 rights, supportive of self-determination and actualization of
human potentials. It seeks to achieve gender equality as a
fundamental value that should be reflected in development
choices and contends that women are active agents of
development, not just passive recipients of development;
b. Gender Analysis – refers to a framework to compare the relative
advantages and disadvantages faced by women and men in
various spheres of life, including the family, workplace, school,
community and political system. It also takes into account how
class, age, race, ethnicity, culture, social and other factors
interact with gender to produce discriminatory results;
c. Gender Audit – refers to a form of “social audit” or “quality
audit” which determines whether the organization’s internal
practices and related support systems for gender mainstreaming
are effective, reinforcing each other and are being followed. This
tool or process assists organizations in establishing a baseline,
identifying critical gaps and challenges, and recommending ways
of addressing them;
d. Gender Equality – refers to the principles asserting the equality
of women and men and their right to enjoy equal conditions
realizing their full human potentials to contribute to and benefit
from the results of development, and with the State recognizing
that all human beings are free and equal in dignity and rights;
e. GAD Focal Point System – is an interacting and interdependent
group of people in all government instrumentalities tasked to
catalyze and accelerate gender mainstreaming. It is a
mechanism established to ensure and advocate for, guide,
coordinate, and monitor the development, implementation,
review and updating of their GAD plans and GAD-related
programs, activities and projects (PAPs);
f. Gender Mainstreaming – refers to the strategy for making
women’s as well as men’s concerns and experiences an integral
dimension of the design, implementation, monitoring, and
evaluation of policies, programs and projects in all social,
political, civil, and economic spheres so that women and men
benefit equally. It is the process of assessing the implications for
women and men of any planned action, including legislation,
policies or programs in all areas and at all levels;
g. GAD Plan and Budget – is a systematic approach to gender
mainstreaming, carried out by all government instrumentalities,
through the annual development and implementation of
programs, activities and projects and addressing gender issues
and concerns in their respective organizations, sectors and
constituencies by utilizing at least 5% of their total budget
allocation;
 h. Performance-Based Budgeting – is an approach to budgeting
which involves a review of the agencies’ existing budgetary
programs and projects to ensure that these support their core
mandated functions and produce the targeted outcomes and
outputs;
i. Rights-Based Approach – refers to the recognition of every
human being both as a person and as a right-holder. It strives to
secure the freedom, well-being and dignity of all people,
everywhere, within the framework of essential human rights
standards, principles, duties and obligations;
j. Women’s Empowerment – is a goal of and an essential process
for women’s advancement. It is the process and condition by
which women mobilize to understand, identify and overcome
gender discrimination so as to achieve equality in welfare and
equal access to resources. In this context, women become
agents of development and not just beneficiaries enabling them
to make decisions based on their own views and perspectives.
4. GENERAL GUIDELINES

a. The heads of agencies shall issue appropriate directives to

institutionalize the creation of the GFPS in their respective
agencies;

b. Agencies with existing GFPS or similar mechanisms shall

reconstitute and strengthen said mechanisms based on the
provisions of RA 9710, its IRR and this Memorandum Circular;

c. The tasks and functions of the members of the GFPS shall form
part of their regular key result areas and work plans and shall be
given due consideration during performance evaluation;

d. Agencies shall develop GAD capacity development programs

that support continuing gender education, updating and
enhancing skills customized according to the functions of the
GFPS, to be integrated in the regular agency Human Resource
Development Plan. These capacity development programs may
include gender sensitivity, gender analysis, gender-responsive
planning and budgeting and gender audit, among others;
 e. Agencies shall conduct periodic monitoring and evaluation of
their GFPS and shall undertake measures to address possible
issues hindering the performance of their functions in
accordance with the MCW and other GAD-related laws, policies
and plans; and

f. Funds shall be allocated for programs, activities and projects to

support the organization, management and operations of the
GFPS, to be charged to the agency’s GAD budget.

5. SPECIFIC GUIDELINES

a. Structure and Composition of the GFPS

i. The GFPS shall be composed of the

Agency Head and Executive Committee
(ExeCom), and a Technical Working
Group (TWG). (Refer to Figure 1). The
head of agency may designate an
Undersecretary or its equivalent to
head the GFPS Executive Committee.

The existing executive committee or its

equivalent highest policy making body
may concurrently serve as the GFPS
executive committee. In this case, the
head of agency may designate an
alternate Chair.

The Technical Working Group (TWG)

may be chaired by a member of the
ExeCom; or the head of the agency
may designate a Chair outside of the
ExeCom. The TWG shall be composed
of representatives from various
divisions or offices from both
operations and support units within the
 agency, such as but not limited to
planning, finance, human resource,
senior technical officer from each
bureau/division/office and where
feasible, the statistics and
management information office and/or
whichever is applicable in the
organization.

The Technical Working Group may

designate a secretariat.

ii. The structure and composition of the

GAD Focal Point System may be
modified based on the organizational
structure of the agency or office. When
necessary, the membership may be
reconstituted in accordance with item
(a) above.

iii. Regional Offices, bureaus and attached

agencies may follow the structure of
their mother agency or have a modified
structure, which may, at a minimum,
be composed of a TWG headed by a
director or its equivalent.

iv. For SUCs, the GFPS shall create a TWG

composed of the heads or deans of the
different colleges or other campuses,
policy and planning, budget, finance,
human resource, research and
extension offices and representatives
from the students and the faculty. The
GFPS shall be chaired by the highest
official or her/his designate.

6.
a. Functions of the GAD Focal Point System

The GFPS shall perform the following functions:

i. Lead in mainstreaming gender perspective in

agency/department policies, plans and programs. In the
process, they shall ensure the assessment of the gender-
responsiveness of systems, structures, policies, programs,
processes, and procedures of the agency based on the
priority needs and concerns of constituencies and
employees and the formulation of recommendations
including their implementation;

ii. Assist in the formulation of new policies such as the GAD

Code in advancing women’s status, such as in the case of
LGUs;

iii. Lead in setting up appropriate systems and mechanisms to

ensure the generation, processing, review and updating of
sex-disaggregated data or GAD database to serve as basis
in performance-based gender responsive planning;

iv. Coordinate efforts of different divisions, offices, units of

the agency and advocate for the integration of GAD
perspectives in all their systems and processes;

v. Spearhead the preparation of the agency annual

performance-based GAD Plans, Programs and Budget in
response to gender issues of their constituencies and
clients and in the context of their agency mandate, and
consolidate the same following the format and procedure
prescribed by the PCW, DBM and NEDA in the Joint Circular
2012-1. The GFPS shall likewise be responsible for
submitting the consolidated GAD Plans and Budgets of the
department/agency, and as needed, in responding to
PCW’s comments or requests for additional information.
 vi. Lead in monitoring the effective implementation of GAD-
related policies and the annual GAD Plans, Programs and
Budget;

vii. Lead the preparation and consolidation of the annual

agency GAD Accomplishment Report and other GAD
Reports that maybe required under the MCW;

viii. Strengthen the external link with other agencies or

organizations working on women’s rights and gender and
development to harmonize and synchronize GAD efforts at
various levels of governance;

ix. Promote and actively pursue the participation of women

and gender advocates, other civil society groups and
private organizations in the various stages of the
development planning cycle, giving special attention to the
marginalized sectors; and

x. Ensure that all personnel of the agency including the

finance officers (e.g. accountant, budget officer, auditors)
are capacitated on GAD. Along this line, the GFPS will
recommend and plan an appropriate capacity development
program on gender and development for its employees as
part of and implemented under its regular human resource
development program.

b. Roles and Responsibilities

i. The GFPS Chairperson or Head of Agency shall :

1. Issue policies or other directives that support GAD

mainstreaming in the policies, plans, programs,
projects and activities, budget, systems and
 procedures of the agency including the creation,
strengthening, modification or reconstitution of the
GFPS; and

2. Approve the GAD Plan, Program and Budget of the

agency as duly endorsed by the Executive
Committee, with the assistance of the Technical
Working Group, and ensure its implementation.

ii. The Executive Committee shall:

1. Provide direction and give policy advice to the

Agency Head to support and strengthen the GFPS
and agency’s GAD mainstreaming activities;

2. Direct the identification of GAD strategies, programs,

activities and projects based on the results of the
gender audit, gender analysis and according to the
identified priorities of the agency in response to the
gender issues faced by its clients and employees;

3. Ensure the timely submission of the agency GAD

Plan and Budget, Accomplishment Report and other
GAD-related reports to the PCW and to DBM;

4. Ensure the effective and efficient implementation of

the agency GAD programs, activities and projects
and the judicious utilization of the GAD Budget;

5. Build and strengthen the partnership of the agency

with PCW, GAD experts, advocates, women’s groups
and other stakeholders in pursuit of gender
mainstreaming;
 6. Recommend approval of agency GAD Plans and
Budgets and GAD ARs; and

7. Recommend awards or recognition to outstanding

institutional GAD programs, activities and projects
and /or GAD FP members.

iii. The Technical Working Group (TWG) or Secretariat shall:

1. Facilitate the implementation of the gender

mainstreaming efforts of the agency through the
GAD planning and budgeting process;

2. Formulate agency GAD Plans, Programs and Budget

in response to the gender gaps and issues faced by
their clients and constituencies, women and men
employees, following the conduct of a gender audit,
gender analysis, and/or review of sex disaggregated
data;

3. Assist in the capacity development of and provide

technical assistance to the agency, and as needed,
to officers in the other offices or units. In this regard,
the TWG shall work with the human resource
development office on the development and
implementation of an appropriate capacity
development program on gender equality and
women’s empowerment for its employees, and as
requested or deemed necessary, for other offices
under the Department or Agency, as the case may
be;

4. Coordinate with the various units of the agency

including its regional and attached agencies and
ensure their meaningful participation in GAD
strategic and annual planning exercises. The TWG of
 the GFPS of the central agency shall coordinate with
the GFPS of its attached agencies, bureaus and
regional offices especially on the preparation,
consolidation and submission of GAD Plans and
Budgets;

5. Lead the conduct of advocacy activities and the

development of IEC materials to ensure critical
support of agency officials, staff and relevant
stakeholders to the activities of the GAD Focal Point
System and GAD mainstreaming activities;

6. Monitor the implementation of GAD-related

programs, activities and projects in their respective
offices and suggest corrective measures to improve
implementation of GAD PAPs and GFPS activities;

7. Prepare and consolidate agency GAD

accomplishment reports; and

8. Provide regular updates and recommendations to the

head of agency or ExeCom on the activities of the
GFPS and the progress of agency GAD
mainstreaming activities based on the feedback and
reports of the various units of the agency.

7. The Philippine Commission on Women shall:

a. Serve as the over-all monitoring body and oversight to ensure

the implementation of the GFPS Policy and call for the
compliance of such;

b. Develop a database and profile of all GFPS in the Philippines;

 c. Recognize deserving and good performing agency GFPS thru an
incentives and awards system ;and

d. Support capacity development of GFPS through training,

technical assistance, and or referral of agencies to gender
experts, advocates, practitioners and institutions on gender
sensitivity, gender audit, gender analysis, gender-responsive
planning and budgeting, project design and implementation and
institutional strengthening, among others.

8. EFFECTIVITY

All existing GFPS shall henceforth be guided by the provisions of

this Circular effective immediately.