WVSU, Audio Visual

Hall
Iloilo City
July 27, 2018

Prepared by:

Maria H. Cabag
CDA Accredited Trainer
Gender and
Development
(GAD)
Gender …
…variable social and cultural
characterization (definition) of what
men and women are …
…that can… develop… evolve… mature
into gender-biases and issues…
Development…
Attaining a full
and satisfying
life for ALL
(a life where rights are
fulfilled & respected)
Development…
is a right - regardless of sex,
age, religion, ethnicity or
class
 Development
…is full and satisfying life
(rights fulfilled & respected)
for ALL…

… a life where
one is able
to do
and
to be…
GAD enables women and men…

to do and to be…
Capacity TO DO means
P
the ability or power
• to do productive &
satisfying work
• to have control over
one’s income and
benefit from it
• to enjoy nature and the
natural environment
• to procreate and rear
children
• to care for others
• to travel in search for
opportunities
 Development
…is full and satisfying life
(rights fulfilled & respected)
for ALL…

… a life where ... because

one is able there are
to do gender biases
and and issues
that block
to be… women…
These gender issues and biases
that violate rights and block the
DEVELOPMENT of women are
addressed by Gender and
Development (GAD)

What is GAD?
 Capacity TO BE
means – the right
P
or opportunity
• to be
knowledgeable
and skillful
• to be well-
nourished
• to be confident of
own abilities
• to be comfortable
with achievement,
independence and
power
But why focus on women?
First :
 Women are half of the country’s population
 They produce half of economic goods and
services but they are invisible and
marginalized (non-money economy)
 bearing and raising children
 domestic labor
 subsistence agriculture
But why focus on women?
Second:
 They are already in the money economy
 informal sector
 wage employment
 trading
But why focus on women?
Second:
 But being so they are subject to:
 multiple burden/roles
 violence & sexual harassment
 lack of protection
 exploitation
 poor skills
 discrimination
But why focus on women?
Third:
 Women have unique stakes, roles and
insights to share in order to attain
development objectives, such as in:
 sustaining the environment
 managing population growth
 imparting values that have profound impacts on
human progress and economic development
And most importantly, because resources and
opportunities for attaining a full and satisfying life
are NOT ALWAYS THE SAME for women and men
because of the

 SEX- child bearing role

 GENDER - beliefs about what women can’t
do
Gender and Development is about
being faithful to the principle that

Development is for all

Fairness and equity demands that everyone in

society whether male or female has the right
to the same opportunities to achieve a full and
satisfying life.
GAD is a development perspective
that recognizes that there are BLOCKS
(Gender Biases) that prevent people from
attaining their full potentials (as human
beings with worth and dignity)

GAD works to remove gender biases in

…individuals, families and institutions…

… and in the Programs, Projects and

Activities.
Gender Issues
in the
Cooperative
Manifestations of Gender Issues in
the Cooperative
 Gender issues are problems and
concerns arising from the assigning
gender roles to men and women in the
households, communities, co-ops,
workplaces and society.

 Gender issues are based on gender

stereotypes and gender scripts rather
than on rights actual competencies
and interests.
 Gender Stereotyping-
.
1. Most members of the Board of
Directors are men. (all-women on
board)
 Gender Stereotyping
2. Gender equality is only for women – a
notion that we are invited to attend
gender seminars and training events.
3. Field work are for men and office
work are mostly given to women.
- security reasons
- because women cannot drive
4. Men have better business acumen
and women are good as treasurers or
secretaries.
 Gender Stereotyping
5. Men are the leaders, therefore they
are elected into key position in the co-
op.
6. Co-ops are not conscious the use of
gender fair words and languages.
- Chairman instead of Chairperson
- businessman instead of
entrepreneur
- mankind instead of humankind,
human race or humanity
- manpower instead of human
resource
 Gender Stereotyping
7. Can gender equality give our co-op
better results? GE do not contribute
to the income of the co-op. It is just
an expense “account”,and not a
priority program.

8. Co-ops becoming women-oriented

- more-or all women members
-co-op products not attractive to
men
Marginalization
9. Co-ops always give preference to male
or female in the hiring process, and elect
men to leadership positions.
e.g. entry point for staff should be
single and not more than 30 years old
e.g. men candidates get elected
easier because of the concept of
leadership of members

10. Men are oftentimes sent to training

activities and travel opportunities
because they have lesser domestic
concerns.
Double/Multiple Burden
11. Some employees are good performers
but not good household members.
12.Co-ops are “income /result-oriented”
and fail to see the human nature of its
employees.
13.Gender issues at home may result to
loan delinquency.
14.Gender issues at home may result to
low productivity at work.
Sexual Harassment
15.Some officers and staff experience
sexual harassment in the co-op
- remarks
- jokes
- gestures
-proposition for sexual activity and
assault
Emerging Gender Issues
16. Issues on transgender man/woman
17. Giving preferences to certain group of
persons in the delivery of co-op services
and benefits (e.g. religious affiliation,
ethnic group, family, relations, etc.)
18. Not considering the gender needs and
strategic interests of women and men
(provision of childcare/child-minding and
facility for older persons, etc.)
Let us always remember:
 Both women and men have a stake in the struggle
for gender
 Gender issues affect women and men differently
 Gender sensitivity is not a BATTLE OF SEXES
 Gender is about HUMAN RIGHTS
 It is not possible to achieve gender equality without
a clear strategic plan setting our POLICY,
OBJECTIVES, ACTION, TIME FRAME and RESOURCES
 GENDER MAINSTREAMING is more than gender
analysis. It is about advocacy, networking, and
knowledge management. It is also an affirmative
action for the transformation of cooperatives to be
gender fair and equal organizations.
 CDA Memo Circular No. 2013-22, s.,2013-
Guidelines On Mainstreaming Gender and
Development (GAD) in Cooperatives
Legal Basis

- 1987 Constitution, Article 11 Section 14 in the Declaration of Principles that

“the state recognizes the role of women in nation-building and shall ensure the
fundamental equality before the law of women and men” and “protection to working
women by providing safe and healthful working conditions . . . to realize their full
potential in the service of the nation.”

-PCW-NEDA-DBM Joint Circular No. 2012-01 to “ensure that GAD issues and
concerns, GE and women’s empowerment are mainstreamed and integrated in the
sector outcome indicators of agencies.”

- Executive Order (EO) 273 otherwise known as the Philippine Plan for Gender-
Responsive Development (PPGD 1995-2015) which “envisions a society that
promotes GE and women’s empowerment as enunciated in the United Nations
Fourth World Conference Platform for Action.”
 All cooperatives shall implement mainstreaming GAD in the
following:

1. Policy. There shall be an approved and implemented policies related to

GAD and GE.

2. Cooperative Development Plan. The approved Coop Development Plan

shall include strategies/programs/activities/projects that address
issues and concerns on gender and policy implementation.

3. Programs/Activities/Projects. The cooperative shall prove that gender

programs and projects in the Coop Development Plan are
implemented.

4. Budget. A GAD budget must be allocated to the

programs/activities/projects in the Coop Development Plan.

5. Mechanisms and Instruments. There shall be mechanisms and

instruments established in the cooperative that will ensure GAD
mainstreaming is facilitated, implemented and monitored.
GAD Mainstreaming Mechanisms and Instruments
The Cooperative shall create, appoint and establish the
following GAD Mainstreaming Mechanisms and Instruments.

1. GAD Committee.
The Board of Directors shall create the GAD Committee and
appoint its members.The Committee shall be composed of at
least three (3) members, provided that at least one member shall
come from the Board. The Committee shall elect from among
themselves a chairperson. The Committee members shall hold
office until replaced by the Board.

2. GAD Focal Person.

A GAD Focal Person (GFP) shall be designated by the Board
from the recommendee(s) of the management. He or she must
be an employee of the cooperative and shall perform GFP roles
as additional functions.
 The Cooperative shall create, appoint and establish the
following
GAD Mainstreaming Mechanisms and Instruments.

3. GAD Education and Training Program.

The cooperative shall identify GAD and GE-related education
and training programs. These shall be included in the annual
education and training plan.

4. GAD Support System Services.

The cooperative shall implement other services that address
GAD and GE issues and concerns. It shall also develop and
establish necessary support systems that will enhance
implementation of the GAD and GE services of the cooperative.
Functions and Responsibilities

a. GAD Focal Person

1. Coordinates and reviews implementation of GAD programs/
activities/projects based on approved plans and budget
2. Prepares performance reports and recommends policy
improvements to the GAD Committee
3. Gathers and analyzes gender-related information and other data
4. Provides administrative services to the GAD Committee

b. GAD Committee
1. Conducts gender analysis
2. Develops and recommends GAD and GE policies and
programs/activities/projects to the Board
3. Monitors and assesses in the implementation of GAD
4. Submits report to the Board
5. Provides directional guidance
 Functions and Responsibilities

c. Education Committee

1. Facilitates the conduct of gender advocacy and promoting through

training especially in the conduct of Pre-Membership Education
Seminar (PMES) and/or Basic Coop Education Seminar (BCES)
2. Builds the capacity of the management staff, the GAD Committee
and officers on GAD

d. Management
1. Implements the GAD plan and budget
2. Reports and evaluates accomplishments

e. Board of Directors
1. Acts on reports of the GAD Committee and management
2. Approves GAD and GE policies
3. Approves GAD plan and budget
 Monitoring

There shall be a system of monitoring the progress of the

implementation of GAD programs/activities/projects of the
cooperative towards GE.

1. Reports to the General Assembly must include updates on

the implementation of gender plans and programs

2. Social performance reports to CDA must include GAD

accomplishment
 Prepare a GAD Plan for your
Cooperative or University that
will address some gender
issues.
GAD Agenda/Programs/Projects/Activities
1. Capability Building
-Advocacy, Gender Awareness & Sensitivity
Training and Seminar
- GAD Planning and Budgeting
- Livelihood Enterprise Development Training for
Men and Women

2. Integration of GAD Instruction, Research and

Extension
- Using General Fair – Language
- Integration of GAD Concept in the Curriculum
Syllabi/Research/Extension
-GAD Radio Program
GAD Agenda/Programs/Projects/Activities
3. Increase Women’s Access in:
- Health and Wellness
- Scholarship
- Sports

4. Policy Initiative/Change
- Gender Fair in Hiring and Scholarship Grant
- Non Discrimination to Pregnant Women (student,
faculty, staff, etc.)
- End Violence Against Women
-Harassment in school
-Harassment in the workplace
- Gender Fair Courses
-Equal treatment of male/female in men
dominated courses (e,g. criminology, engineering,
agriculture, etc.)
GAD Agenda/Programs/Projects/Activities

4. Policy Initiative/Change
- Support to end Violence Against Women
(VAWC)
-Protection of Women and Children
Rights
-Legal Assistance
GENDER AND DEVELOPMENT
works to remove gender biases in
…individuals, families and
institutions…
…. remove gender biases in families ….

Shared Parenting

Shared Bread-winning
Shared Housekeeping
Gender and Development
 Isabout changing the culture that brought
about inequality and suppression to men
and women.

“We should not be afraid to change the

culture; our predecessors were brave enough
to bring us where we are now; changes
brought about or being initiated by gender
and development are intended to make
better persons out of us.”
 WHY US?
 Everyone who believes in the vision of
attaining a full & satisfying life for all has an
obligation to pursue Gender and
Development
 We are custodians of people’s trust &
resources
 Gender affect us all. Let us not perpetuate
gender biases
 WHERE DO WE GO FROM HERE?
Personal
 Check personal gender biases
 Look at everyone and deal with them as
human and not based on gender
stereotypes
 Critique books of young children
 Examine role assignment at home and
correct gendered patterns
 WHERE DO WE GO FROM HERE?
Professional
 Disaggregate data by sex
 Attain balance in various positions (esp.
top & decision making positions)
 Stop gender discrimination in recruitment,
hiring, training, promotion
 Make spaces for disadvantaged men and
women
 WHERE DO WE GO FROM HERE?
B) Professional
 Treat each one as equal
 Adopt a GAD plan of action
 review content of training programs;
 develop tools;
 participate in inter-agency activities on
GAD, etc.
 … in summary,
Gender and
Development is
removing
gender biases
…so that the Gender biases
rights of women & issues

are fulfilled
and respected
and….
… women are
enabled
“to do and be”…
Thank You
and God Bless