Message from the PCGG GAD-TWG Head
In ensuring that this noble institution is able to deliver and perform its mandate and functions, GAD recognizes PCGG’s Mission and Vision which in turn support its agenda.
I take pride in the collective and aggressive efforts that were put together by the team in achieving the goals set for the fulfillment of GAD’s thrusts and directions.
More power!Atty. John A. Agbayani
Head, PCGG GAD-TWG
Presidential Commission on Good Government Gender Mainstreaming Policy
• To secure its place in history, by creating a legacy built on transparency, integrity, and accountability- and, in so doing, become the People’s Commission, and a model agency and exemplar for good governance.
1. Collegial. We believe that collaboration, cooperation, and coordination are key to the successful operations of our organization.
2. Moral. We do not only do what is right, we strive to do what is good-for the country and the Filipino people.
3. Responsible. We welcome responsibility as an indicator of trust: the greater the responsibility, the greater the trust.
4. Transparent. We follow established procedures that are clearly spelled out and known to everyone.
5. Honest. We serve the people with candor and for no consideration other than to meet the ends of truth.
6. Competent. We work hard to respond and to be responsive to the needs of the country and our people.
7. Professional. We conduct ourselves in a manner that honors our office and positions as a public trust.
8. Efficient. We make every effort to save on costs, without sacrificing the high quality of our work.
9. Punctual. We report for work on time, and respond to our stakeholders in a prompt and timely manner.
10. Self-Transcendent. We recognize that there is always room for learning and continuous self-improvement.
a) Convention on the Elimination of all forms of discrimination against women (CEDAW)
b) Beijing Platform for Action
c) Republic Act 7192 of 1992: Women in Development (WID) and Nation Building Act
d) Executive Order 273 of 1995: Approving and adopting the Philippine Plan for Gender-responsive Development (PPGD), 1995 to 2025
e) Republic Act 9710 Magna Carta of Women
t) Joint Circular 2012-1 or the Guidelines for the Preparation of Annual Gender and Development (GAD) Plans and Budget to Implement the Magna Carta
g) PCW Memo Circular 2012-1 Guidelines for the Creation, Strengthening, and Institutionalization of the Gender and Development (GAD) Focal Point System
h) PCW Memo Circular 2014-06 Promoting the Use of Gender Sensitive Language in the Drafting and Review of Legislative Measures
i) Anti Violence Against Women and Children (RA 9262)
j) Anti-Sexual Harassment law (RA 7877)
k) Solo Parent Welfare Act (RA 8972)
l) An Act Defining and Penalizing the Crime of Photo and Video Voyeurism, Prescribing Penalties therefore, and for other Purposes (Republic Act No. 9995)
m) Republic Act No. 8187, otherwise known as the “Paternity Leave Act of 1996”.
1. To strengthen the commitment of the Commission in gender mainstreaming through the adoption of guidelines, mechanisms and creation of an enabling environment that ensures faithful adherence to national GAD policies and plans, and international treaties and commitments;
2. To mainstream and institutionalize Gender and Development (GAD) in the implementation of the Commission’s annual and medium-term plans, programs, projects and activities;
3. To provide direction in the implementation of GAD Plans and Budgets; and
4. To ensure GAD capacity development responsive to the needs of all personnel of the Commission.
1. The Commission shall adhere to highest standards of government service and shall act in accordance with the principles of integrity, accountability, equity and equality in the performance of its duties and responsibilities;
2. It shall promote universal equality and non-discrimination, protect and fulfill the rights of both men and women within and outside the Commission
3. It shall promote empowerment of women and pursue equal opportunities for women and men and ensure equal access to resources and to development results and outcome.
1. Balanced Representation
a. The Commission shall endeavour an equitable and meaningful representation of both men and women in the Commission and in all of its committees to ensure a gender-sensitive policy-formulation and decision making process.
b. Pursuant to existing national policy of gender equality and development, the Commission commits to pursue special temporary measures that will enable women’s equitable and meaningful participation and representation.
2. Recruitment of Staff
a. The hiring of personnel shall be solely based on the qualifications and competence of the applicant, subject to existing merit and fitness standards of the Civil Service Commission. Any form of discrimination in the hiring of personnel on account of sex, class, age, gender, language, ethnicity, religion, ideology, disability, education, and status of the applicant shall not be allowed.
b. Newly hired employees shall undergo gender sensitivity briefing as part of their employment orientation.
3. Equality of Pay and Provision of Employment Benefits
In line with the doctrine of equal pay for equal work, the Commission undertakes to provide equal pay and benefits to all employees, subject to existing CSC and DBM rules and regulations.
4. Performance Management, Training and Career Opportunities
The Commission shall strive to establish policies promoting a more gender-sensitive working environment and provide equal access and opportunities for career development regardless of sex, class, age, gender, language, ethnicity, religion, ideology, disability, education, and status. It shall integrate in its Human Resource Development Plan and performance management system, gender- sensitive and responsive policies, and include gender-related indicators in its career development program.
5. Staff Welfare
To uplift the physical and mental well-being of its employees, the Commission shall adopt and implement gender-related policies and programs on employees’ welfare, which include among others the provision of humane and decent working condition, promotion of health and wellness, observance of leave privileges and other benefits, including those provided under the Collective Negotiation Agreement (CNA).
6. Family-Friendly Workplace Practices
The Commission shall allow flexi-time, job-sharing, maternity, paternity and parental leave, childcare provision, subsidy, extended leave, compensatory time off and part-time work subject to existing rules and regulations. As far as practicable, work duties and responsibilities of employees including attendance to meetings and events, will take into account the employees’ filial and parental obligations.
7. Knowledge Management
a) The Commission shall publish and disseminate information on its Gender and Development (GAD) activities, including Sex Disaggregated Data (SDD) and other gender-related data/information, articles and researches in through its website, official publications and bulletin boards, highlighting its commitment to promote gender equality and women’s rights; and
b) It shall institutionalize the use of gender-fair language in all its internal and external communications.
The Commission given the nature of its mandate shall contribute to addressing the needs of the farmers beneficiaries and human rights victims through a more efficient and faster recovery of ill-gotten wealth that will fund specific government programs and projects (e.g. CARP and human rights victims’ compensation).
1. GAD Technical Working Group
The GAD Technical Working Group of the Commission shall be responsible for the planning, implementation, monitoring and assessment of gender-related policies and programs, and shall report the results to the Chair of the Commission and the DOJ GAD Focal point system including the status of gender mainstreaming in the organization. Other GAD Ad-hoc committees and mechanisms may be organized/created by the Commission as deemed necessary by the TWG ,,vith the approval of its management
2. Grievance Machinery and Committee on Office Decorum and Investigation
In case of breach and/or failure to abide with the above policies, an aggrieved person or party may file a complaint with the Commission’s Grievance Committee and in the case sexual harassment with Committee on Decorum and Investigation.